Challenges and Conflicts of the Women in the Search of the Ascension in the Professional Career

The main objective of this research was to study women in the labor market, pointing to their achievements and challenges faced daily. A bibliographical review of primary and secondary sources is presented on how to construct the various social representations that contribute to the configuration of inequalities between men and women in the labor market. The research is characterized as exploratory. The study was carried out among female professionals of the IES (Higher Education Institution) Administration course in the countryside of the state of São Paulo. Data were collected through questionnaires. It is concluded that the female population is in search of equal rights, and has conquered its space in the labor market, besides being distinguished in its professional career within the organizations.

(24% graduated from universities, 40% have MBA, 28% and 8% Doctorate), as well as in foreign languages. It is further that executive women reach younger high positions compared to men (ROCHA-COUTINHO;COUTINHO, 2011).
In 2012, the share of women in formal employment at higher education levels is higher than that of men. In incomplete higher education, they represent 52% of employment, while men account for 48%.
With higher education completed, the difference in the percentage of participation between the sex's increases, considerably. They make up a total of 59%, while they have an activity rate of 41% (RAIS, 2012).
According to research conducted by PwC in conjunction with the Institute Optimum Research, shows that currently the women of the Millennium Generation are more confident about their career. In Brazil and India, the confidence index corresponds to 76%, Portugal (68%); the least confident are Japan (11%) and Germany (19%) (MALVESTIO, 2016).
The demand for space in the job market is fierce, as men and women seek the same opportunities in management positions. However, the woman has been breaking down barriers and stereotypes in order to dribble the difference that exists between the genders in the organizations (CRAMER; CAPELLE; SILVA, 2008).
However, Bruschini (2007) points out that female labor is still in a situation of precariousness and gender inequality, in relation to the remuneration and lack of registration in the portfolio. In 2005, more than 33% of the female labor force has been subjected to precarious labor market environments. More than six million women work in domestic work, more than three million are engaged in unpaid activities and more than two million work in rural areas, proving "... in short, the devaluation of women's work" (LOUREIRO; COSTA; FREITAS, 2012, p. 132).
The difficulty of ascending a woman in a leadership position may occur due to several factors. However, it is worth stressing the need to reconcile work, family and childcare, which according to Loureiro, Costa and Freitas (2012) can cause conflict and guilt due to absence from home and outsourcing of domestic services and maternal tasks.
Even with the transformations that have occurred over the years, men continue to dominate the corporate market, but new opportunities arise in the advantage of women who need to reconcile domestic and professional life. With this, some organizations maintain benefits that help women who are mothers and need more flexibility (ROCHA-COUTINHO; COUTINHO, 2011).
The woman who conciliates work and family feels charged for dedicating herself to business and minimizing her time in family life. Thus, the support of the spouse in the home care, with the children and emotional support is fundamental. The first contributes to the reduction of tasks in the home and the second helps to increase his capacity as a wife and to encourage his professional career (CRAMER; CAPELLE; SILVA, 2008).

Women's Leadership
According to Frankel (2007), women are spontaneously leaders and their attributes are what make the difference in the current concept of leadership, characteristics already observed by organizations that seek new styles of leaders.
Women's leadership style has been prominent in society, although companies don't always value it.
Women are the best leaders because they have objectivity in their tasks at work, besides having an overview of reality always seeking knowledge and ideas. Women have their own qualities and can influence people without coercion, making the work environment more pleasant and conducive to the development of common goals (FRANKEL, 2007).

Female Leadership and Gender Inequality
According to Chiavenato (2004), leadership is the way to conduct people's behavior towards a unique outcome. The act of leading is nothing more than motivating, directing, coordinating people to achieve a specific goal.
There are three types of leadership: autocratic, democratic and liberal. The autocratic leadership model is well centered on the leader, who keeps all decisions and guidelines under his care, doesn't share ideas, and doesn't seek help from his team.
Democratic leadership is when the leader shares his ideas and goals openly with the group and establishes working methods in which everyone has the freedom of exchange and opinions.
The Liberal leadership style is fully open to subordinates, where group decisions are little influenced by the leader. In this case, the leader's participation is only for team support in cases where feedback is required (CHIAVENATO, 2004).
Still in an outdated concept, the woman to excel in the job market seeks to have characteristics similar to those of her male partners, where the leadership model is more authoritarian. According to Gasparini (2015), women shouldn't worry about a standard of leadership because their own characteristics are being valued in the current job market. The woman is more sensitive, has a keen perception, follows the norms of the company, values and encourages its leaders, and has a capacity to influence people.
According to the article, "Companies with more women in management have better results" published in the newspaper O Globo in 2007, "a survey conducted by the Catalysty (The Bottom Line: Corporation Performance and Women's Representation on Boards), the 132 companies with the highest number of women in their boards were the ones that had the best results, and the 129 companies (Lima, 2004) with the lowest number of women on the board were the ones with the worst results".

Inequality of Genres
According to the Federal Constitution article 113, item 1 "All are equal before the law. Not having privileges, distinctions, by reason of birth, sex race, professions of their own or parents, social class, wealth, religious beliefs or political ideas". Thus, it is understood in the law that every human being independent of his or her gender is capable of exercising any paid activity in an organization without suffering any kind of discrimination.
In Brazil the discrimination is perceptible mainly in the labor market, where the individuals with the same attributes perceive different wages, however, this wage difference also occurs in other countries (CAVALIERI; FERNANDES, 1998).
Since the 1970's the inclusion of women in the labor market has been gradually increasing, with this they are breaking down barriers and beginning to compete with men for jobs and fighting for equal this same age group: 5% for women and 6.4% for men.
According to Cambota and Pontes (2006), there is another type of discrimination known as "occupational segregation" that refers to equally productive workers with different opportunities to occupy higher paid jobs.
According to Benze and Filho (2003), women in the labor market face differences in pay in all areas within the organization, even though they have a relatively better academic record relative to men.
Often women are rejected in relation to promotions in the companies and consequently they end up not occupying superior positions.
There is also a link between women's work and low wages, where the most predominantly female professions are relatively poorly paid, such as letters and social work (GUEDES; ALVES, 2004).
Reis (2017), points out that in recent years there has been a significant growth of female professionals in administrative areas in Brazil. This study is based on research conducted by the CFA (Federal Board of Administration) and CRA's (Regional Board of Administration) where data were collected that were verified in surveys conducted in the last 21 years. These data show the continued growth of women in administrative settings, to get an idea in 1995 they were 21% and in 2015 they reached 34%. It is true that the male gender is still predominant, but to prove the tendency, in a short period, this masculine predominance tends to diminish being possible until it doesn't exist (MELLO; KREUZ; MATTAR; FAUZE, 2016).

Women's Career and the Labor Market
The term career comes from the Latin "via carraria" which means road, road and route. In the present day this definition can be used the professional career that is also the path, road that each person builds throughout his professional life (REIS, 2017).
According to Dutra (1996) When looking for opportunities in the labor market the woman has the objective of avoiding the impoverishment of the families, increasing the income. Probst (2003) points out that the perspective in the 20th century is that women surpass the number of men in organizations, that is, women have been gaining space in the labor market.
According to data from the Annual Report, Table 1: Employee by Gender of Social Information (RAIS), a database of the Ministry of Labor and Employment (MTE), which annually provides information on the Brazilian formal labor market, as already mentioned in 2012, the share of women in formal employment at higher education levels is higher than that of men.
Women have sought to invest more in education, seeking advantages over men in the labor market care of their chores and their children (nannies, house cleaners). Therefore, daily chores doesn't impact the routine of the mother, but it is still the responsibility of the mother parenting education. There is still another conflict that arises at a time when the family income isn't enough, that is, the woman has to choose to work to complement the spouse's salary. As a result, the family will have more economic stability (REIS, 2017).

Research Method
According to Silva and Menezes (2005) there are so-called classic forms of research, among which applied research stands out, and is related to the objectives determined in the situation under study. From the point of view of her objectives, cited by Gil (2002), it will be an exploratory research, considering that the topic of insertion of women in leadership positions needs to be better revealed. It will be analyzed as a case study, always according to other sources that will base the topic addressed.
Therefore, from the point of view of the technical procedures to be used, Gil (2002) presents three denominations that will be reproduced in this research: bibliographical of primary and secondary sources, and of survey.
The population will be the female professionals who work in organizations. The sample will be to the A multiple-choice questionnaire will be conducted, closed with a series of possible answers. For the tabulation and analysis of data collected, using the instruments mentioned above, computational instruments were used, where the tabulation and analysis of the collected data were done by means of computational instruments.

Data Analysis
The research sample was carried out with 73 students from the 8th semester of the Administration course at IES (Higher Education Institution) in the countryside of the state of São Paulo, using as a research instrument a questionnaire in which we analyzed in percentages the challenges and conflicts of the woman on the rise of professional career. Figure 2 shows whether women believe they have the same rights as men in the labor market, since in some situations this difference is perceptible. (2017), which states that among individuals with employment relationships, 81% of these occupy positions linked to administrative positions.

Final Considerations
This study was analyzed the context of the rise of women in the labor market, seeking equal rights before society and in organizations.
The search for women for opportunities began after the Industrial Revolution, where they had to leave the homes for the industries by necessity and increase in the family income, in this trajetótia the woman faced many challenges and conflicts.
One of the conflicts faced by the woman was to reconcile work and family, since there are great charges regarding child rearing and caring for the home. In the research carried out with the students of the administration course, it was based on the fact that in the current scenario the paradigms are breaking down.
Over the years the woman has been perfecting herself and building an academic training equal to or greater than that of men. Although it is perceived that in the labor market there is still gender inequality, in the research it was noticed that every day the woman has been conquering her space and standing out in the professional career within the organizations.
The study was significant in view of the old scenario of gender inequality within organizations. Far from concluding, it is suggested that other surveys be conducted with a larger number of respondents and in other locations in order to obtain more expressive results.