The career progression of women continues to be a struggle for executive management positions due to the lack of career guidance these women need in order to progress (Files, Blair, Mayer, & Ko, 2008). Successful women should be able to gain executive level positions in corporate America through the continued management of obstacles and opportunities via a mentorship (Anderson-Miller, 2008; Toland, 2007). Supportive mentorships for women are lacking, and the establishment and maintenance of a mentorship is important for career advancement opportunities. The specific problem on which this study was focused is on the effects of female to female mentorships on the career development of women in United States organizations which could impact female levels of representation in senior management. This qualitative, phenomenological research study explored the female mentee lived experiences and perceptions of female to female mentorship. Participants participated in structured one-on-one telephone interviews where nine open-ended questions were posed. Using NVivo8™, resulting data were analyzed to identify common themes. The results of this study indicated company expectations as the main reason why females do not feel they are able to excel in their careers, positive perceptions of mentorships relationships for the progression of women, environmental factors, personal motivations, and education/training as key indicators of a successful career progression. The introduction of the relationship between mentorship and company expectation as a new limiting factor for women’s career growth was revealed. Detailed results, conclusions, and analyses of the research are discussed.
|School||UNIVERSITY OF PHOENIX|
|Subjects||Women's studies; Management|
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