In the American society, we constantly hear people make sure they say that a chief executive officer, a racecar driver, or an astronaut is female when they are so because that is not deemed as stereotypically standard. Sheryl Sandberg is the, dare I say it, female chief operating officer of Facebook while Mark Zuckerberg is the chief executive officer. Notice that the word “female” sounds much more natural in front of an executive position, but you would typically not add male in front of an executive position because it is just implied. The fact that most of America and the world makes this distinction shows that there are too few women leaders. In Sheryl Sandberg’s book “Lean In,” she explains why that is and what can be done to change that by discussing women, work, and the will to lead. 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... ... middle of paper ... ... teenager at that. She does not set unattainable standards and acknowledges that having it all is impossible. Quite frankly, I found her inspiring and motivating: the advice in her book super-charged my motivation to be whoever I want to be and gave me needed advice to apply throughout college and my future career. Because of its thought-provoking message, I highly recommend this book to anyone, male or female, whether they are passionate about gender equality or not. It is an eye opener to people from either side of the spectrum. The author does not rant about things without factual information and does not sound like a man-hating feminist. By taking a very objective stance and seeing things from both sides, it is an informative book that makes you think twice about external and internal biases. “Lean In” is inspiring and is written by an even more inspiring woman.
Sheryl Sandberg is the chief operating officer of Facebook and is ranked on Fortune’s list of the 50 Most Powerful Women in Business and as one of Time’s 100 Most Influential People in the World. Sandberg chooses Lean In to examine the reasons for women’s progress being stalled in achieving leadership roles. It provides deep insight into root causes while also offering compelling and commonsense solutions which can empower women to achieve their full potential.
...tional obstacles to those faced by male counterparts. One common predicament, identified by the former Equal Opportunities Commission, is the requirement for women leaders to spend extra time and energy not just leading, but ‘proving’ that they can lead. Women leaders are penalized whether they confirm, or contradict a specific stereotype. A female leader can expect to be viewed as less competent when her behaviour is consistent with stereotypical ‘feminine’ behaviour, and as ‘un-feminine’, when her behaviour is inconsistent with stereotypes Ritvo et al (1995).
She mentions how you should not put off a lot of time just because one’s children are young. Be a good role model for a daughter or even a son, let them know they can do it; they can be successful regardless of their gender. In this book, Sandberg describes non-fictional struggles for a woman in the workplace. She uses real life experiences to portray the image and information she wants to be known. Women have been fighting for decades to get equal treatment in the workplace and they still aren’t equal, they still struggle although it is not as much as
The gap between men and women produce three important concepts that reason the difference. First is the discussion of the better leader- men or women? It has been studied that women approach their followers with an interactive style with the encouragement of sharing power and information with others, participation, and self-worthiness to others. On the other hand, men have a consistency to be more task-oriented in their leadership styles and emerge in short-term conditions. The simple claim that women are just different than men, can be argued with the idea that men have effective traits for leadership. Women are less likely to negotiate and as a leader, this leads to lack of communication. And as discussed, leadership’s main ingredient is communication. Without it, nothing gets across to followers, and nothing is reciprocated to leaders. As a leadership position becomes larger and larger, (such as a CEO’s leadership position) there are fewer and fewer women holding these positions. The biggest question is why? Generally, females and males share the leadership values, work equally as hard to accomplish their goals, and react accordingly. Society plays a huge role in the gender gap. Some jobs aren’t even offered to women because of their gender and women
Powell, G., Butterfield, D., and Bartol, K. (2008). Leader evaluations: A new female advantage? Gender in Management: An International Journal, 23, 156-174.
Sandberg, S. (2013, August 11). Leadership roles in workplace: Are women not “ambitious enough”. Retrieved from http://articles.economictimes.indiatimes.com/2013-08-11/news/41295742_1_job-authority-men-sheryl-sandberg.
...al questions, an extended metaphor, and allusion, she persuades her audience to try and break down their insecurities in order to create a rich lifestyle for them. However, gender stereotypes have been and always will be prevalent in society. As she states in the essay, “Indeed it will be a long time still, I think, before a woman can sit down to write a book without finding a phantom to be slain, a rock to be dashed against.” It has been shown that she was correct, seeing as women are still discriminated against in a number of professions. If a woman states, for example, that she wishes to be a mechanic, or possibly even an electrician, many men and other women will likely snort at the idea and think of it as a ridiculous joke. Even though society has come a long way over the years, it will still be an even longer amount of time before women can finally feel equal.
Positions of Power: How Female Ambition is Shaped by J.D. Nordell of Slate Magazine details the female disposition in the workplace. Nordell writes, “...women account for 35 percent of MBAs but only 2 percent of Fortune 500 CEOs. Women now make up 16 percent of congressional seats - and 0 percent of U.S. presidents…” (Nordell). The statistics provided above show an obvious discrepancy in the amount of influence women have in the workplace. A popular theory is that this discrepancy is caused by the influence of gender roles on the workplace - men are not taking women as seriously in the workplace. Females’ introduction into the major economy is still a relatively new concept, and the underlying archaic gender role that women should tend to the house and children is preventing women from being taken seriously by the men of the business world, and thus constraining their performance in the economy. This is further supported by the case of Ben Barres: “Recently, the transsexual neuroscientist Ben Barres, who has worked as both a woman and a man in science, noted that he is treated with more respect and interrupted less frequently now that he is a man” (Nordell). This further elaborates on the phenomenon that women are taken less seriously in the workplace. Considering the excerpts from Positions of Power: How Female Ambition is Shaped, it is easy
The novel, Alone Together: Why We Expect More From Technology and Less From Each Other (2011) written by Sherry Turkle, presents many controversial views, and demonstrating numerous examples of how technology is replacing complex pieces and relationships in our life. The book is slightly divided into two parts with the first focused on social robots and their relationships with people. The second half is much different, focusing on the online world and it’s presence in society. Overall, Turkle makes many personally agreeable and disagreeable points in the book that bring it together as a whole.
In her 2013 article featured on The Feminist Wire, “Dig Deeper: Beyond Lean In” bell hook describes “the feminist movement based on women gaining equal rights with men” (661). This essay is a response to Sheryl Sandberg’s book “Lean In: What Would You Do If You Weren’t Afraid?” which encourages women to aim for positions of leadership and power. Sandberg’s definition of a feminism is gender equality with an existing social system. Hook contrasts Sandberg’s definition of feminism and makes it her own “one that does not conjure up a battle between the sexes” (662). Since men and women are both greatly influenced by sexist social norms and ideals, it is important
...men to come into the industry. The 1960s and 70s, famous for their war and the forward thinking ‘hippies’ along side the ‘perfect housewives’, shattered the glass ceiling in many male dominated occupations (Gender Equality as Contingent, Modernities as Multiple). The success of those decades, however, did not create total equality in the workforce for women. At the pace that the woman versus men pay rate has been equalizing it could still take another fifty years for total equality (Still A Man’s Labor Market).
In the book, Sally Helgesen cites the “Feminine Principles” brought forth by Anita Roddick, who is the founder of The Body Shop as basic principles that could help to distinguish, or rather help to further define men and women leaders. The principles include, caring, making intuitive decisions, not getting hung up on hierarchy, having a sense of work being part of your life, putting labor where your love is, being responsible to the world and knowing that the bottom line should not be the only driving factor. These are the principles that encompass the “feminine principles” within the context of the text. While these principles are broad, they are not exclusive to women, however, women in general exhibit these qualities in more pounced ways than men.
Hundreds of years passed and women still fighting for their success, still fighting to get a clear answer of one question, “How women can reach success?” In discussions of how women can be successful, one controversial issue has been announced. On the one hand, Sheryl Sandberg, the author of “Lean In: What Would You Do If you Weren 't Afraid” argues that in order to be successful, women need to lean in or there will be a cost in return. She states, “ “She is very ambitious” is not a compliment in our culture. Adjective and hard-charging women violate unwritten rules about acceptable social conduct. Men are continually applauded for being ambitious and powerful and successful, but women who display these same
She is expected to live under the shadows of her husband commands and seize the stereotype of "the ideal housewife." A women’s identity is define by the idea of her gender and the internal forces that force her to fallow this notion. In many cases, the simple idea of pursuing a political career causes dismay in society. However, in order for a woman to achieve a level of equality that is just, there must be a change in the infrastructure of the women’s role, politically, and economically. In the article “Autonomy and the Struggle for Female Identity: Implications for Counseling Women,” McBride strongly declares, “Much of the feminist literature over the last 20 years has focused on the injustices done to women in our society, the need to validate women for their differences from men, and the need to move toward equality politically, economically, and socially ” (McBride 22). McBride concurs with the idea of providing women a place in society to encourage social acceptance in their work, and help them shape their own positive identity in their respective fields (22). This is not an issue that has risen in our society recently, but is an issue that we have taken for granted, and seen as a normal aspect of a women’s
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