When I consider the stories told about the lives of ordinary African American women, I try not to consider the standard myths of the mammy, the oversexed prostitute, or the jezebel
(Collins, 1990, 1998, 2000), I consider the stories of determination, tirelessness, resistance, what's more, survival that were always lectured me all through my adolescence and immature years. Based on the author’s observation there is a strong interest in, the influences of race and gender on the leadership of African American/Black Female executives in corporate America. More African American have careers in corporate America than at any other time in the nation‘s history. However, even with greater access and participation, studies indicate African American
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With the quick change in the workforce business sector and globalization, organizations and associations are enhanced more now than any other time in recent history (Bell, 2006; Blake-Beard, 1999). Having the capacity to comprehend the communication practices from an collection of cultures and philosophies, help to support associations and organizations respond to the ever changing progress in the public arena (Blake-Beard, Murrell, and Thomas, 2007). Although the face of leadership within various professions has changed, the degree to which leadership roles and functions have kept pace with women's experiences remains …show more content…
Two noteworthy sorts of exploration are; basic and applied research. Basic research looks to reveal truth and to make new information. It is not specifically identified with specialized or viable issues, and does not determine approaches to utilize this information to take care of issues. Applied research, tries to take care of genuine issues. Utilizing an assortment of strategies, this exploration means to create arrangements and suggestions that can be utilized by experts as a part of the field to enhance hones. In conducting the peer-reviewed resource for the potential topic areas, the author used different search engines to obtain the keywords for the potential
The black women’s interaction with her oppressive environment during Revolutionary period or the antebellum America was the only way of her survival. Playing her role, and being part of her community that is not always pleasant takes a lot of courage, and optimism for better tomorrow. The autonomy of a slave women still existed even if most of her natural rights were taken. As opposed to her counterparts
Uplifting the Race is a rather confusing yet stimulating study that goes over the rising idea and interests in the evolution of "racial uplift" ideology from the turn and through the twentieth century. In the first part of the book, Gaines analyzes the black elite obsession with racial uplift ideology and the tensions it produced among black intellectuals. Gaines argues for the most part that during the nineteenth-century racial uplift ideology was part of a "liberation theology" as stated by Gaines, which stressed a group struggle for freedom and social advancement.
This piece of autobiographical works is one of the greatest pieces of literature and will continue to inspire young and old black Americans to this day be cause of her hard and racially tense background is what produced an eloquent piece of work that feels at times more fiction than non fiction
and the academic endeavour, to illuminate the experiences of African American women and to theorize from the materiality of their lives to broader issues of political economy, family, representation and transformation” (Mullings, page xi)
Similarly important was the role black women on an individual level played in offering a model for white women to follow. Because black men had a harder time finding employment, black women had a history of working ou...
I believe her story was especially inspiring because despite the obstacles that she encountered, Anne managed to succeed. Today with the advances that African Americans made in education, business and the media, there is a shift in the pendulum of economic equality. Although the economic gap has not been completely bridged, I think that we can look forward to this change in the near future.
Madsen, S. (2012). Women and Leadership in Higher Education: Learning and Advancement in Leadership Programs. Advances in Developing Human Resources, 14(1), 3-10.
Our world is filled with many successful leaders. The gift of being a leader can be learned; however some individuals have a natural born talent to be a leader. Each leader has his or her own unique leadership style. The gift of being a leader can be learned. Certain individuals are born with a charismatic style and can easily be a leader. A successful leader is one who can inspire and motivate people towards a goal. Martin Luther King Jr. was an individual with a born gift to lead people. The following paper will discuss how Martin Luther King Jr. was able to inspire and motivate people with his effective leadership style.
Lack of advancement opportunities for women are often attributed to the professional choices women make. That is, they are often concentrated in staff functions such as Human Resources or Public Relations, and not in the operational or technical areas which lead to the fast track. In the Deloitte & Touche case study, most women worked on “projects in nonprofit, health care, and retail-segments that generally lacked large global accounts - while men received most of the assignments in manufacturing, financial services, and highly visible areas.”(McCracken 166) This argument insinuates that women select these tracks and deprive themselves of the opportunity to advance.
Grant, A., & Taylor, A. (2014). Communication essentials for female executives to develop leadership presence: getting beyond the barriers of understating accomplishment. Business Horizons, 7, 73-83. doi: 10.1016/j.busher.2013.09.003
Women are underrepresented in managerial (Adler 451) and executive level positions within organizations in the United States even today. Although females embody almost fifty percent of the workforce (Adler 451, they occupy only about thirty percent of all salaried positions, twenty percent of middle manager positions, and about five percent of executive level positions (Bell 65). At the current rate of increase in executive women, it will take until 2466 or over 450 years to reach equality with executive men.
Meanwhile, men continue to be provided with greater access to leadership roles than women. Given that the majority of the incumbent leaders are men, if the evaluators do not have previous exposure to competent women leaders, they may have a harder time choosing females of equal background and experience over their male counterparts. This perpetuates the cycle of men continuing to dominate the upper management positions, and leadership being equated with stereotypical masculinity. Women have to be more highly qualified than men to obtain the same roles (Eagly, 2007).
Today, women are entering the leadership sphere, which is mainly occupied by men. Many women leaders believe that people perform best when they feel good about themselves and their work. An effective leader creates results, reaches goals and deadlines, and quickly recognizes vision and objectives with high level of quality and productivity. To accomplish these, a leader should have special qualities like able to motivate others, specific and technical skill set, clear sense of purpose, mission, clear goals, focus and commitment. Over the years, women have proven themselves to be successful leaders as men. For instance, Oprah Winfrey, one of the most successful and famous African-American women in history to have made a huge impact and difference
Women leaders have the crucial soft skills of empathy, innovation, facilitation, and active listening (Masaoka, 2006). They also have first-hand life experiences that bring technical skills and experiences from the street level to the workplace (Masoka, 2006). Women often build stronger relationships with clients and outside contacts than their male counterparts. This relationship building skill, provides a key aspect which helps to move businesses forward (Giber et al., 2009). Fortune 500 companies with a high percentage of women significantly outperformed those with fewer women. Companies with the highest representation of women showed higher returns on equity than those with fewer women employees (Giber et al., 2009). Thus, future organizations may have a higher percentage of female leaders than we have experienced in the past. Future leaders must ensure that there is equality among the workforce and that women are accurately represented among the
“Although multiple research studies show that men and women exhibit similar leadership styles, Catalyst’s prior research indicates that men do not face the persistent gender stereotyping that frequently place women business leaders in “double-blind, ‘no-win’ dilemmas.” According to the study, which interviewed senior business executives from the United States and Europe, men are still viewed as “default leaders” and women as “atypical leaders,” with the perception that they violate accepted norms of leadership, no matter what the leadership behavior”. (Catalyst Inc)