As with many concepts prevalent in business and management literature, career is often written about as if it was gender free. In fact the concept of career was and still is a deeply gendered construction. Many surveys point out that the psychological contract traditionally described was not so mutually beneficial to women. Although the idea of a linear progression is now being jettisoned as the normative path for career, for many women this has never been the case. A few women had careers similar to the traditional male pattern; more had not. Women's careers have been characterized by limited opportunities, low paid part time work, breaks of different lengths for childcare and other domestic responsibilities, and unhelpful assumptions about commitment and capability. This is true both for women in general and women aspiring to be managers. Upward mobility remains, however, one of the conventional measures of organizational and career success, and will be explored in this paper in accordance with past but classical theories of organizational culture. Key Words: Literature Review, Gender, Organization Culture, Past Theories.