Abstract

The status of women work force has not substantially changed even though structural changes in the population and the economy are accompanied by increases in the demand for women. This study attempted to explain the barriers experienced by employed women who have seldom advanced toward managerial positions. Some remedial alternatives are presented to better accommodate women work force including family-responsive polices, career management approaches, and diversified applications of quotas. To obtain fruitful outcomes, organizations need to change traditional personnel practices so as to build a new paradigm.