Gender Gap in Leadership: Gender Diversity
Powell and Graves’s study shows that “the gender gap in leadership is a global phenomenon whereby women are disproportionately concentrated in lower-level and lower-authority leader ship positions compared to men” (as cited in Northouse, 2016, p. 399). I couldn’t have agreed more with the statement; I have come across all of people from different aspects of lives. I have noticed that females’ interactions and how they are perceived and or accepted are quite different from males, whether at the workplace, school, in social gathering like religious services, around families and friends, etc. This includes the communication, uncertainty that arises in a professional environment that must do with our
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402). Our gender differences and leadership styles can work in our favor and against us; I think it is contradicting, in the way we send mixed messages, while a lot of people, especially in the modernized Western world do accept a female to control the household and does it well, yet; at the workplace females are perceived as being too emotionally consumed to get a task completed. By nature, and nurture, each gender in most cases acts differently; this could be because of our biological hormones and way each gender is raised, apparently, it is not so nowadays. The problem is should we keep letting it slide by being bias or is there something that can be done to encourage and promote gender equality and respect for one another that goes beyond the responsibilities society requires of each …show more content…
15). I couldn’t have said this better myself; I do not see why a male and a female have the same level of educational degrees and work experience should be treated differently because of natural physical attributes and gender identity. Shah (2015), argues that “in the present competitive world, though amplified workload and working hours are experienced by both men and women, in this study women were found to experience more workload and work schedule issues in comparison to men” (p. 14). Kanter said “Not only are the decision makers influenced by the stereo types that disadvantage women in the leadership role, but also they may succumb to homosocial reproduction, a tendency for a group to reproduce itself in its own image” (as cited in Northouse, 2016, p. 405). Females are pioneers, multitasking is one of their many great qualities, even under pressure, “studies shown that women experience more role stress than men” (Shah, 2015, p. 14). Yes, it is clear to see that some jobs require men specialty because of their physical attributes such as strength; it is an approving and desirable qualities; however, when it a leadership styles and skills is in the environment that in mainly about ideas, human skills, communication and anything outside busting a muscle or
Walker, Henry A., Barbara C. Ilardi, Anne M. McMahon, and Mary L. Fennell. "Gender, Interaction, and Leadership." Social Psychology Quarterly. V59 n3 p255, 1996.
Men and women have had different roles in Star Trek as well as different progressions. Men in Star Trek have always had a leadership role. In the original series the four main characters are men. The captain, Kirk, the second in command, Spock, the doctor, Bones or McCoy, and the head engineering officer Scotty are all men. In the Next Generation series there is Captain Picard, the second in command, Riker, and there are others engineering roles played by Warf and Data who are all men. In the Deep Space Nine series Captain Sisko and the head engineer is male. In Voyager the second in command, Chakotay, as well as Tuvok, a Vulcan Spock like character, and Neelix, the cook are all men. Women in Star Trek have made a real progression, at least more then Men have. When men are already at the top having leadership roles there's no place to go but down. This isn't necessarily there work performance or merit is going down but the women's performance, merit and acceptance going up. The women of Star Trek started at the bottom and could only go up. The original series did have one woman in a starring role. Uhura was the head communication officer, however her role was really more of a secretary and didn't really have many lines and if she did they weren't very lengthy, nothing much more than, "Yes captain." In the Next Generation series the women started to move farther up the leadership ladder. The women starring roles were Beverly Crusher, the doctor, and Diana Troy, the counselor. In Deep Space Nin...
For many years, it has been apparent that men and women are treated unequally in the work field. Men are commonly seen to be chosen over a women for promotions and job hiring; nonetheless, it has been said that women and men both bring different characteristics to the workplace that are great for business when combined. Not only women believe this inequality is unfair, but there has also been men to say this as well.
These studies may suggest that in male-dominated fields there are typically unwelcoming environments for women. Male-dominated fields include such prestigious professions such as engineering, building trades, architecture, lawyers, physicians, and corporate managers (Macionis, 2015). This may result in inequality between men and women as women face the additional challenges of sexism and stereotype threat to succeed in professions in which men
Sexism is a major factor in the workforce.Today male and female have a hard time breaking into the opposite gender dominated fields. This has happened because of the media, it has showed us that male have certain “right” jobs, as well as female. Female still dominate traditional female professions like cosmetology jobs are 92.9 percent women working them(Wolfe). If a man were to get into cosmetology they would most likely be judged for having that job, because we stereotype that they can't have a feminine job. Women have a harder time getting into high level positions. “Women make up only 21 of the S&P’s 500 CEOs,” (Berman). This has happened because the media has set in place stereotypes that it is wrong for women to have high level positions. It is getting better, in 2013 women chief financial officers increased 35 percent at large U.S. companies from 2012 (Frier and Hymowitz). The job market for men and women is still unfair but it is starting to get equal.
The competition of who is a better leader is still on the run. There is no doubt that there is change in the leadership styles and skills of men and women. Men by birth are considered to be more powerful in terms of
The concept of gender in relation to the division of labor in the workplace, and in relation to issues of power and control is an unfortunate, groundless stereotype. Suzanne Tallichet notes that the gendered division of workplace labor is rooted in flawed ideology of innate sex differences in traits and abilities, and operates through various control mechanisms. (Tallichet 1995: 698) These control mechanisms are primarily exercised by men over women and serve to exaggerate differences between the sexes, especially surrounding women’s presumed incapability for doing male identified work.
Women empathize and have more regard for their own sex and the opposite gender when power and ambition enter the mix. A truly matriarchal world is less prone to conflict and more cooperative than the one that is inhabited by men. On the path of creating a great society and economy, women are the basis of creating a new vision in politics and on a social level. An increase in women’s position of power in leadership opens eyes for more educational opportunities and greater participation in the labor force for women. Women have different priorities compared to men and can be more effective where it
When you think of a CEO of a company or of world political leaders, do you think of a man or of a woman? Many, if not most of us, see these positions as being held by men. In this essay, I will explain why women are still not equal to men. In the first paragraph I will discuss inequalities that happen in the workplace. The second section will show the differences that occur within the athletic world. Thirdly, I will explain the differences in education and home life. Even though we are approaching the twenty-first century, women in our society are still not equal to men.
When we think about how it used to be 100 years ago, the only people in leadership roles where men, and there was no presence of women. Why is it that we tend to see more men in leadership positions? Usually when we think of what a leader looks like, we tend to describe them as powerful, assertive and confidence. Because of stereotypes our society immediately labels this person as a man, due to the roles that we are expected to follow. Today, there has been a huge shift for women in leadership positions; however, there are many challenges that they still have to overcome. A process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2007) defines a leader. Moreover, leaders come in different forms whether in a professional, educational, or group setting. As a male college student and an advocate for equal rights between men and women, my understanding of the struggles that women face has a huge impact on my philosophy of leadership. The three most important concepts in this course that has resonated with me the most are double bind, and think manager-think male and glass ceiling.
Through qualitative and interview research she concludes "lack of role models and mentors, male-centric attitudes about what constitutes leadership, and family responsibilities that tend to fall most heavily on women." She even attempts to generalize across all women professions, which you cannot do nor draw conclusions from these types of researches. Nevertheless, furnished opinions do not foster cause and effect even though a propensity
While this essay mainly has focused on the negative, or lack of portrayal of women, men also have likely equally numerous gender stereotypes and roles pushed upon them. As women grow up, they internalize the idea that they should be submissive, unassertive, pretty, and maternal. As men grow up, they internalize the ideas that they should be aggressive, assertive, masculine, and unemotional. These roles are widespread throughout our globalized society, and their effects are often quite negative. Women are dissuaded from pursuing positions of power in all walks of life, and are thereby underrepresented and find their needs and wants ignored by the leading male majority.
Women do have different leadership styles from men. As Bodyshop founder Anita Roddick says: ‘I run my company according to feminine principles – principles of caring, making intuitive decisions, not getting hung up on hierarchy, having a sense of work as being part of your life, not separate from it; putting your labour where your love is, being responsible to the world in how you use your profits; recognising the bottom line should stay at the bottom’.
Researches that support no gender differences in leadership skills, says female and male leaders lack internal validity as they are often over-reliant on narrative reviews or case studies (Bartol & Martin, 1986; Bass, 1981, 1990). Kanter (1977) argues that men nor women are different in the way they lead, instead adapts his/her leadership style to their situation and conforms to what is expected of them in the role given, ignoring their gender’s influence on their leadership style. However, researchers agree that gender differences in leadership styles do exist and that men often use a more task-oriented approach, while women, on average, rely on leadership style heavily based on quality of interpersonal relationships (Eagly & Johnson, 1990; Gray, 1992; Eagly, 1987; Eagly & Karau, 2002). Female leaders have also been described as taking a more “take care” leadership approach compared to the males’ “take charge” approach (Martell & DeSmet, 2001; Yukl, 1994; Hater & Bass, 1998). Researchers have also found that women tend to emerge as more transformational leaders while men are likely to use a transitional leadership approach (Bass & Avolio, 1994; Rosener,
The influence of traditional male stereotypes have on the perpetuation of gender inequality. Women were often taken for granted and not as capable as men before the late 19th century. The word of gender equality reveals the fundamental problem when it is deconstructed in isolation. Gender is a system based on the difference between individuals. However, it will never be transformed into an equivalent situation. The stereotyping of male as masculinities, handsome, rich and more. Sex and gender are the classifications for differentiating between men and women. The female graduates regard success as masculine and political in a male-dominated field. (Davey,2008) Therefore, if women want to be successful in the male-dominated atmosphere, women have to behave in other ways that are unusual to them. (Chovwen, 2007) There are more and more women taking the roles of a leader in the workplace, especially in male-dominated industries like the technology sector. Women have been paying more attention to the harassment in the workplace, language surveillance, and other forms of discrimination women have faced in their career. (Thedevelopmentreview, n,d) One of the most outstanding leaders of the second wave feminist movement, Gloria Steinem said that only in women is success viewed as a barrier to giving advice. (Steinem, n.d) Women have to adopt male characteristics and