Concepts of glass ceilings and glass borders are being practiced in a more organized way which seems to be having no effects on the victim. For example, a female manager who has been associated with an organization for more than 35 years is eying a promotion since last 5 years, which she sees as an opportunity to make more money helping her in retirement. At the same time, the organization decides to hire a young manager who comes after serving a renowned firm in a more prosperous country, just because he being a male is expected to understand the present culture in a better way, so that it will provide more sales to the hotel. In an organized way, the aged employee is being held back and being offered a small increment to provide justice to her not being promoted. This is an organized way of holding up the women employee to reach the top management and somehow not allot a position of business leadership.
Glass ceilings and glass borders tend to demotivate people to progress further. In spite of trying over and over again, when they consistently meet with reservations from the company which restricts them in moving ahead, it creates a scenario where they no longer attempt for progressing and sometimes give in dejected. This is a sad situation for any employee who is capable and who really wants to grow further with the organization. Such incidents are mostly visible in corporate companies where there is more than one contender for a position and eventually the one who is influential to the management ends up getting the position.