“Those invisible, culturally embedded assumptions and beliefs about the skills and competencies of women that prevent their advancement into top management positions or their advancement into certain communities… The presence of such glass barriers implies that certain positions and roles are controlled primarily by men”.
The above definition is more related to the glass ceiling existing in women’s career development, as they seem to be most affected by such beliefs (Altman and Shortland 2008). The globalization of firms and the subject to multiple talents in different cultures have given rise to a whole new dimension to the HRM practice. This has created both, demand for multi-talented employees in new countries, and also a shortage of same in the home country. As competition increases, there will be responsibilities for a desired position, which will in turn give rise to more employees attempting to grab opportunities. Primary reason of this is the career advancement that every employee is eyeing. Such events are bound to create a competition which can turn vicious and thus, glass ceilings and glass borders comes into effect at such times which holds up an employee’s career.