In her chapter “Leadership ambition gap” from “Lean in”, Sheryl Sandberg contends with society clichés which expect men to lead and prevent women from achieving preferable results in their careers. There’s a little change in public’s attitude toward the perceptions of gender roles in past 50-60 years. From the very start of their lives, people encourage boys to guide, to be in charge of every activity they take part in, because they are the future breadwinners of the family, whereas girls are somehow neglected at this aspect and are prepared to run “a proper home”. As a consequence years pass, but the way of thinking among those young adults does not. They roughly rival with men in schools and universities, yet do not strive for high work-positions.
Keita Powell is a pint-sized powerhouse. She is energetic, result oriented, focused, and driven. Ms. Powell is one of many women in the Mary Kay Cosmetics sales force. She rose through the ranks from Independent Beauty Consultant to Independent Elite Executive Senior Sales Director rather quickly because of her charisma, ability to build a sales team of energetic men and women, and sheer enthusiasm to succeed. One would think that she was an amazing leader to get so many women to follow her in teaching skin care, beauty techniques, increasing and maintaining sells goals and to rise from a very junior consultant to one who is an executive in the business. However, she has made mistakes along the way and continues to feign focus on her sales force and customers but the true focus is on her needs, wants, and desires as well as keeping the use of her free pink Cadillac. This paper will evaluate Ms. Powell's leadership approach through four leadership models discovered through the Unit 3 readings.
The person who has had an impact on myself, and the music industry, is Vida Sparks. Today she is the manager of Flyte Tyme Studios and Productions, and also acts as the executive assistant to the Presidents and owners Jimmy Jam and Terry Lewis. I interned for Flyte Tyme my senior year of undergraduate to meet my business internship class requirements, and I loved it so much I went back the next year just to volunteer for fun! Vida Sparks demonstrates many characteristics that I believe make a successful and effective leader. Throughout our readings, the three styles that I thought best relate to Ms. Sparks are the skills approach, behavioral approach, and path-goal theory.
In “Lean In,” Sheryl Sandberg makes a case for being ambitious in any pursuit. Although she pushes for women to take on leadership positions, she acknowledges that that is not what all women want. The message to women is to do what they love and dream big, create a path through the obstacles, and achieve their full potential. Throughout the book, she acknowledges three differences women need to make within themselves. Firstly, women need to “sit at the table,” or increase their self-confidence when surrounded by men. Women also need to make their partner a real partner by getting their oftentimes male partners to do more at home: splitting home responsibilities between spouses helps to make homes and marriages happier. Lastly, women need to not hold themselves to unattainable standards by believing the myth of doing it all. No one can literally do it all: they just have to focus on what really matters. Sandberg has women ask themselves, “What w...
Gender dictates various components of American life: political quarrels, typical company employee hierarchies, social norms, the list continues. This year’s presidential election proves this statement to be true; as Hillary Clinton and Donald Trump bump heads against notions of foreign policy and tax reform, American voters have divided themselves into a category of either for or against women’s equality. Trump’s recent rape allegations has portrayed him as sexist, allowing Clinton to make arguments against him and advocate for women’s rights. Besides politics, gender guides child development, teaching children what “roles” both men and women must play in order to be deemed acceptable. This is why the term “CEO”
Instead these life decisions are primarily influenced by an individual’s personal limits, beliefs, and morals. Though sexism and pay discrimination still exist there are so many regulations and penalties in place that such behavior has become very uncommon. Dorment creates a new scene where he asks women to not only take on the same sacrifices men past and present have all while realizing that men are doing the best that they can. I believe that this scenario created is key to realizing that women can only take on leadership roles or progress in their careers if they are willing to make sacrifices. They can’t expect special treatment or think that being successful doesn’t come with downsides when the thing they are fighting for is equality. According to the Pew Research Center 60 percent of two parent homes with children younger than eighteen consist of dual-earning couples. This study explicitly shows how men are no longer the sole provider, but instead that women are taking on careers while giving up the stay at home role. In addition, despite men typically spending a little less time at home than women it is become increasingly normal for the home work load to be more evenly divided in dual-earning households. As Richard Dorment mentions, this raises the question “Why does the achievement gap still exist?” Men and Women are increasingly splitting the home work load between each other yet men still appear to be achieving more in the workplace than women. Though the opportunities available to each are the same it is the personal motivation and limits that are resulting in the gap. Women value family time over work time greatly while men are much more willing to sacrifice personal time for work because they feel it is for the good of their family. The difference in personal importance is one factor that contributes to the gap and
Author: Sheryl Sandberg, Published in 2010. Sandberg’s focal point in gender inequality is that women are disrespected because their looked at as servants rather than leaders. On Pg. 658 of They Say/I Say Sandberg states that “She should urge more women to believe in themselves and aspire to lead”, she makes a great point that women need to be encouraged to evolve into leaders. Personally, I know several women that has a high moral, and are working for leader positions in their field. There are more females that are nurses than males in America. Statistically, that makes a great outlook on how well women are doing in some areas. Sandberg also makes it known that “gender stereotypes were reinforced throughout her life and they became self-fulfilling prophesies”. I agree with Sandberg fully because there are many people will say “Women cannot drive” or “Women are only good at being servants, which includes cooking, cleaning, and other daily household chores”. While that is not true at all, women are grouped by a statistic. Simply because women are often skilled at cooking and cleaning, does not mean that is their goal or what they aspire to become. There are a plethora of women who will not cook, clean, or serve men, period. There has been women that arose to great heights. They had to beat the odds, ignore statistics, and in some cases fight their oppressors. I disagree that women should be looked upon as second class
In response to the publication of Sheryl Sandberg’s best-selling book, “Lean In: Women, Work, and the Will to Lead,” higher education researchers Kelly Ward and Pamela Eddy applied the book’s content to women in higher education. According to Ward and Eddy (2013), women “lean back from the ladder of academic progress, promotion, and leadership because of a perception that advanced positions in academe are not open to women, and particularly women who hope to make time for a family or life beyond work” (para. 5). Women sometimes choose to stay at mid-level positions because they do not perceive opportunities for internal growth at their universities, or they are not interested in the public-facing pressure experienced by top leaders at universities (Ward and Eddy 2013).
Wilson, Marie C. Closing the Leadership Gap Why Women Can and Must Help Run the World. New York: Viking Adult, 2004. Print
My research opened my eyes to the struggle of women in the job market. The differences range from how we speak, what we wear, to where our priorities exist in business. One of the first books I came across was Managing Like a Man by Judy Wajcman. The title alone highlights the severe psychological separation of men and women in the workplace. Everyone faces difficulty at some point or another in a working environment. Unfortunately for women, workplace issues can range from not getting along, not keeping the job, or simply not getting the job. ‘Bust through the glass ceiling’ is a term coined in regards to women and the seemingly impossible climb up the ladder of success. Multiple books and studies about women seeking leadership roles give the theory a legitimate hype. The female gender has to fight for their role in the workplace, even when they have more education, more experience, and a newly found focus on equality for women. Extended research is still being done because the issue has not been completely eradicated; even now in the 2000’s.
Sandberg, Sheryl. Lean in: Women, Work, and the Will to Lead. New York: Alfred A.Knopf,
Hook argues that Sandberg neglects to acknowledge the influence women have on society, but rather works to change it: “The vast majority of men in our society, irrespective of a race, embrace patriarchal values; they do not embrace a vision or practice of gender equality either at work or in the domestic household” (668). In short, we are not equal if one gender controls the other. Sandberg illustrates and describes her trickle-down theory showing women being at the top of corporate ladders would make a positive impact in the workforce. She backs up her theory by claiming that “imperialist white supremacist capitalist patriarchal corporate worlds Sandberg want women to lean into encourages competition over corporation”
Lean In: Women, Work and The Will To Lead, by Sheryl Sandberg, addresses how women can achieve professional achievement and overcome the lack of leadership progress that has been absent over the past few years. Sandberg uses personal experience, research and humor to examine the choices that working women make everyday. She argues that women can achieve professional goals while still being happy within their personal lives. She argues this by going into detail about what risks to take, how to pursue certain professional goals and how to overcome struggles such as balancing a family and a career. All through Lean In, Sandberg uses the fourth dimension of interpersonal effects through a Narrative to show her indicated stance on gender construction, she includes examples of marked forms as well as cultural gender expectations within communication.
Many Americans are beginning to wonder who will run as the democratic candidate in the next president of the United States. Since the 2008 election, one particular name has been the topic of conversation around most media outlets and households across the county. With over one million supporters who believe in her abilities to lead, Hillary Clinton possesses the qualities that meet the leadership criteria that would help her to become the leader of the free world.
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.
For everyone in the business world, Mark Zuckerberg is not a very oblivious name to them. He is a young successful businessman and that is undeniable. However, Mark is also a very successful leader in his own company as well as to the world. His impact from creating Facebook is more than just impressive. Mark created the social media website where people get connected virtually and lead the company incredibly successful. Mark’s leadership style can be seen with inspirational motivation, intellectual stimulation and idealized influence. With all those components above, Mark Zuckerberg is a great example of transformational leadership.