Struggles, setbacks, and family tragedy, have not lacked in my life; yet I hold tightly onto my dreams, and seek for a means to feel a sense of accomplishment. My journey had led me in search for a book which I can identify with and acquire new knowledge to help me persevere in the goals that I have set for myself. I wanted a book that would help me grow without overlooking to my past experiences, but would help me utilize my failures and tragedies as a stepping-stone to self-development, maturity and my experience in my life now. My narrow search led me to a book that immediately captured my attention with its title, Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg. It illustrated me in a nutshell. As a wife and mother of two wonderful boys, going back to college full-time after so many years, and working full-time, I experienced so many challenges. One challenge in particular questions is how other women with a family, a career, and who are in a position of leadership are able to juggle and balance it all? It is necessary to become aware of the challenges, struggles, and the internal and external barriers that women face daily in this so called “man’s world” to be able to understand how to cope with the expectations imposed by society and, never the less, those of my own. It is my expectation to recognize, and remind myself, that when I reach within and give it my all, I can achieve greatness. Like Ray Davis said, “Your greatness is revealed not by the lights that shine upon you, but by the light that shines within you”. We hold the keys that can open a world of opportunities, but there is a four-letter word holds us back—fear. If we learn to Lean In without FEAR it can bring out the best in us! The book Lean I... ... middle of paper ... ...st someone to join their group, she often chooses another man. Is it competition she fears? Is it jealousy? Is it only seen what’s in it for her, and not seen what can be in it for someone else. I don’t have the answer. I only know that the attitude must change. Until we have an equal number of men and women in leadership position things will not change. Women will continue to earn the majority of college degrees and stay right where they are – (somewhere in the middle) unless you are ready to effect change”(203). It is imperative, that if we want to see change of women leadership roles, it must begin within ourselves. We must take a step forward and not be afraid. We must gain self-confidence, raise expectations, and aspire to be women that can lead. Let’s no longer sit on the sidelines, but distinguish ourselves by taking a step forward and leaning in!
In relation to leadership and women, historically women who wanted to seek leadership roles were often seen projecting the traditional masculine model of leadership. This model means to be rational, unemotional and analytic. It also, means in order to succeed traditionally women needed to look and act like a man to be taken seriously in leadership positions. Women in the past often dressed up in suits and ties and anything feminine was seen as an internal “weakness”. To be a leader in power meant to exude confidence in masculinity and shy away from anything remotely girly. As opposed, to the feminine model which casts power as focused on connection and harmony instead of power over something, someone. This power can be skilled through collective gain or physical attractiveness (Kruse 22).
...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).
The feminist movement raises political campaigns for the rectification of rights that should be permitted to women in the public, workplace and most importantly in one’s home. Women’s movement turn out to be a significant role as time advanced, diminutive ideas were anticipated at first, minor alterations occur but not much was being done for the privileges of a woman therefore making the women’s movement more hostile. It can be proposed that women are far too emotional to have equal rights as men due to the hormones that occur while a woman is pregnant or on her menstrual cycle, although the women’s movement has been more beneficial than crucial. Women have helped enhance the economy drastically, improve the family time in homes, as well as
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 Sheryl Sandberg’s essay “Lean In: What You Do If You Weren’t Afraid?”, she talks about how women are afraid to strive for leadership that men pursue for. She mentions how women are afraid to be leaders even though they outperform men academically in their degrees. Women are discouraged to enroll in leadership in the workforce because “they are less valued in the workplace” and “overwhelmingly stocked with men”(Sandberg 646). More importantly, Sandberg points out that the reason women don’t seek for high positioned jobs is that they aren’t “ambitious” as much as men. Not being ambitious allows women to not show themselves that they don’t have a strong desire to obtain the highest leadership. Women aren’t as ambitious than men because they
Barbara White, author of Women’s Career Development, gives an opportunity for successful women to give advice to other women wanting to pursue a career in the workforce. First, they explained that women need to be single-minded today. They must make their own choices and know what they want. If a woman hopes to achieve her goal of an ‘American Dream’ and live up to it, then she should be persistent and keep working at achieving her objectives. The best advice given in White’s book is that a woman should not underestimate herself (227-229). A woman today can be whatever she pleases. It takes work, dedication and persistence to achieve goals in general, not just in the career aspect of life. As seen through Joan Crawford and Dawn Steel’s stories, a ‘business woman’ has a bright future now and for years to come. Women’s roles have drastically changed throughout the past century along with the actual number of women now working. It is phenomenal to see such an increase in women’s participation, and hopefully this course will continue even higher into the twenty-first century.
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.
6 Santovec, M. L. (2012, 08). Covey's 7 habits can guide working mothers. Women in Higher
Women face an unofficial barrier called the glass ceiling, which limits how high a women can advance in a profession. “Women holding the titles of chairman, CEO, COO (chief operating officer), and executive vice president remain at about 7 percent of the population of executives in the United States” (Hoobler, Wayne, & Lemmon, 2009). Women seem to have more of a family-work conflict then men, so bosses don’t seem to have as much desire, to promote females compared to men (Hoobler, Wayne, & Lemmon 939-940). Men still view women as having a social role, examples are cooking, childcare, and household chores. Men feel threatened, and scared when females are able to handle both work and their personal life. Excuses are created by men, where they believe females should focus on one role, because they won’t be able to accomplish family roles and work roles efficiently. Women can help themselves with this issue of family-work conflict, by, improving communication with their employers. Women can communicate to their employer, by explaining and clarifying their expectations on how much workload they can
Wilson, Marie C. Closing the Leadership Gap Why Women Can and Must Help Run the World. New York: Viking Adult, 2004. Print
...rules of conduct’ that spelled success for men. Now a second wave of women is making its way into top management, not by adopting the style and habits that have proved successful for men but by drawing on the skills and attitudes they developed from their shared experience as women.” Let it be known that this gradual process of more and more women exercising their own freedoms have led to the independent women that lead America today.
To begin, the modernized feminist movement has altered the way gender roles are viewed in society. Women are pushing for complete control in nearly every aspect of life. Many feminists believe women could do just as well, if not better, than men have been doing in leadership positions. Many women fail to realize that ingrained in men is a desire to protect and lead. By taking over men’s roles, they leave men not knowing exactly what should be done.
Women, on the other hand, are difficult to classify as a good leaders because in order to be a leader, we often need to sacrifice our femininity. This belief...
Women make up over 50 percent of the college graduates in the United States, yet only 14 percent of executive officer positions within companies are filled by women. Within the Fortune 500 CEOs, only 21 of them are women. The United States prides itself on equality and justice, but the majority of the population is not adequately represented in leadership roles. It is time for the entire country to reevaluate its internal gender biases. Women are taking strides to overcome the centuries-old tradition of men being the breadwinners and women taking care of the family and having low-demanding jobs. Biases do not just come from men, as it is proven that women are just as biased against themselves. Society puts more pressure on men to be successful while not expecting as much from women. Men typically attribute their successes to themselves, while women underestimate themselves and attribute their successes to luck or hard work. This lack of self-confidence can be traced back to years of women constantly doubting themselves (Sandberg). Women need to follow Facebook Chief Operating Officer Sheryl Sandberg’s advice written in her book “Lean In”: “But feeling confident—or pretending that you feel confident—is necessary to reach for opportunities. It’s cliché, but opportunities are rarely offered; they’re seized” (Sandberg 34). Willing women have to overcome societal traditions and sit at the table. To do this they have to either get into leadership positions to then break down barriers or break down barriers to get into those coveted leadership positions. These barriers are deeply-rooted into almost every culture worldwide. Sexism and discrimination are constant issues for women in the workplace and not enough is being done to address the...
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.