...because women have no use of feeling dominant over others. Women tend to be more likely to listen to the problems of others around them, probably because of maternal tendencies built into one another. Margaret thatcher once said “If you want anything said, ask a man. If you want anything done, ask a woman.” As the years have passed this saying has come to show that women are in fact better listeners. In The Rhetoric of Women and Politics, there is a statistic provided that “52% of constituents relate to issues backed by women politicians.” (Rhetoric). Simply foolish to assume that this is coincidental, women have ‘staked out’ the people before running for any office. There is a test in War of the Sexes that proves the collaborative style of leadership is mainly female, in this test three privates are to be inspected by those being tested, except they are set up to fail. The men approach their privates and start barking out things that need to be fixed, staying detached from the problems of the privates. The women unsurprisingly approach this situation completely differently, asking about the things wrong with the privates and...
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...between male and female in leadership style and it is interesting. Not only the physiological, there is also have some difference in mentally. Therefore, I would like to discuss about the difference between male and female in leadership style. Gender differences and different leadership styles Stereotypes Personalities, behavior and need of men and women are different. We can distinguish the different skills which are related to the gender of an individual. On the one hand, independent, objective and competitive can be described as male’s typical stereotype. On the other hand, sensitive, gentle, and passive can be described as female’s typical stereotype. In fact, from male and female leadership style and behavior we can find those characteristics. We can see that male leadership style is the achievement of organizational while the female leadership style is emphasizes people and relationship. Below, we will see that these classical stereotypes can make women to adapt certain masculine characteristics in order to fulfill the male leadership role model. Before talking about leadership, there are two central expressions exist need a distinction: leadership style and leadership behavior. Leadership style can be defined as “the underlying need structure of the leader which motivates his behavior in various leadership situations and infers the consistency of goals or needs over different situations” (J. Bard Chapman, 1975). Whereas the leadership behavior is: “The specific...
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...The Influences on Children Shows and How Children Interpret Morals: Leadership, Teamwork, and Compassion, Which Then Affects Series Going Against the Stereotypes RATIONALE: Children nowadays have ditched the children books and relied on children shows for morals, values, and education. Kids are constantly watching Netflix or Youtube when the moment they wake up to when they sleep. Behind the show, there are producers, writers, and directors that are of a stereotype threat in society. However, the entertainment industry especially emphasizes on stereotypes for people’s enjoyment. For instances, Mean Girls was based on stereotypical high school. When in reality, there is no Regina George or a group called the Plastics. If children were watching...
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...STEREOTYPES A stereotype is a rigid, widely held prototype about the general characteristics of a group of people. Many stereotypes are about racial and ethnic groups, age groups, and the sexes. Other stereotypes have to do with such acquired characteristics as education or occupation. Stereotypes of accountants and engineers hold that both groups have poor social skills, and a common stereotype of people with MBA degrees is that these people are arrogant and overly concerned with the bottom line. Stereotypes cause problems for at least two reasons. First, because they are so general, it it risky to apply them to particular people. Many individuals differ from stereotypes applied to them. A German man who spent many years in Japan and spoke Japanese fluently found that people in that country often did not understand him , only if he spoke to them in peson. No one has had trouble understanding him when he spoke over the telephone. Apparently, am assumption that foreigners cannot learn Japanese-that is, a stereotype about foreigners –prevented people from understanding this man if they saw he was a foreigner. A person who repeatedly makes mistakes using stereotype may not have been exposed to other groups enough to have developed accurate prototypes. Another source of problem is that because stereotypes are widely held, they are sometimes hard to notice. If you aren’t aware you have a particular stereotype, you cannot check whether it truly applies to a particular person or group...
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...what are the main issues you will explore? What is the thesis (or the tentative thesis) of your final paper? Who are you interviewing for your paper? Why? What are your other sources? (Remember that there should be at least two sources in addition to your interview.) What do you intend to prove with this paper? What, in your view, is the relevance of your topic? I am going to write about being Asian and more specifically being Chinese in a particular part of the United States in the 21st century. I will explore the perception that some non-Chinese people have of Chinese people in the US and also explore the pros and cons, in terms of public perception, of being Chinese. I chose this topic because this would be a good study of stereotypes, as well as a venue to express the truth about my identity. The ttentative thesis of my final paper is to find the truth about my identity, it includes three parts, the first part is the perception that some non-Chinese people have of Chinese people in the...
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...People choose to avoid that women are evolving in every aspect in society. The truth about women in or seeking to be in leadership roles, is that these women can pursue anything due to the drive they acquire. According to Voices of Youth in the online article, Women Are Capable of Anything, Kirsten Wayne expresses the capability of women when she inspires, “We are anything and everything a girl with a dream can set her mind to and imagine. We are brave, intelligent, powerful, kind, successful, and worth just as much as any other human being. We are the future’s scientists, artists, doctors, engineers, actors, teachers, and so much more because we want to and can be, not because we are told to be. Become whatever it is you want to become and...
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...that women face in the workplace. This article, written by Carol P. Harvey and Deborah L. Larsen, is titled “ Women In Leadership Positions: Why Aren’t They There Yet?”. The thesis of this article is that women in leadership positions struggle under the stereotype of gender expectations. To illustrate, the authors develop some differences between males and females, and discuss stereotypes of gender; at the end they explore possible reasons why women have difficulties in the workforce. At the very beginning of this article, the author gives us a chain of statistics and indicates a fact that the percentage of female representative roles, such as CEO, and Board members, are inferior to the percentage of males. Then the authors refer to a stereotype called “horizontally segregate” and ”vertical segregate”, which means either a field the women put themselves in women dominant workplaces or men are more likely promoted than women respectively. These concepts caused an unchangeable wage gap in female and male, seventy-seven cent to one dollar on average. Accordingly, the author looks to gender differences and gives a main idea that “Males tend to use a more transactional leadership style while females tend to use more transformational one.”(p.133) The stereotype of females being sensitive, emotional and unassertive is taken as weakness for women pursuing leadership positions. “Gender,” as the authors mention in the article, “is a socially constructed characteristic consisting of behaviors...
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...A Review of the Role of Gender in Conflict Resolution and Leadership The value of effective conflict resolution and leadership skills cannot be understated. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to manage conflict and to lead effectively has become an important concern. This literature review examines 14 studies that address the role of gender in conflict resolution and leadership. Studies from areas of conflict resolution, negotiation, and leadership are included. Evidence is provided that while women and men are, in fact different from one another, neither outperforms the other in all situations. In fact, while some researchers claim a male advantage in a male-oriented world, others assert a feminine advantage for 21st century leaders. Implications for women leaders are included. Conventional wisdom says that conflict management skills are important if individuals are to function effectively at any level within an organization. They are a particularly important part of effective leadership. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to use conflict management skills to lead effectively has become an important concern. In fact, some researchers have expressed skepticism about women’s abilities to fit in to the masculine managerial world. As far back as 1979, Powell and Butterfield found that...
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...Stereotypes are generalizations, or assumptions, that people make about the characteristics of all members of a group, based on an image, sometimes incorrect about what people in that group are like. Stereotypes are formed because people really don't know other people. Stereotypes are learned at an early age from our parents and peers. It was assumed that girls would be housewives and stay-at-home moms while boys would become the main bread winner. If they did work, women mainly worked in female-dominate roles, such as secretaries and nurses. Men were mainly employed in fields such as law enforcement, military or engineering. There are many stereotypes in the workplace; gender, race, sexual preference, age, and religion. Some of the stereotypes that represent my own views are gender and age stereotypes. Gender stereotypes are generalizations of the role of each gender. Women and men suffer when they restrict their occupational choices to those that seem suitable for members of their sex (George Powell, pg. 78). Men are more likely to gravitate toward jobs such as engineering, carpentry, and computer science; where women tend to seek jobs such as nursing, teaching, and helping people. Stereotypes can be harmful in the workplace because people put labels on others based on general assumptions. I believe gender stereotypes still exist as to what is considered “women’s work.” In the workplace women face many more challenges than men as a result of stereotyping, such...
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...Secondly, I would like to send a special gratitude to my respondent Puan Nor Rubaiha Mohamed Nor, CEO of Yayasan UEM, UEM Group Berhad. Last but not least, a special thanks goes to my husband, family and friends for putting a smile on my face every single day. ABSTRACT The topic of the thesis is Women in Leadership and Management. This essay concerns the subject of thesis work is to make research of women leadership attributes and management styles. In order to get clearer details about that, I have made some investigations or researches on women leadership starting from definition of it, followed by the data collection in order to strengthen the research topic. Data shows that women continue to increase their share of managerial positions but unfortunately the rate of progress is slow and uneven. Therefore, I decided to examine the barriers experienced by a woman leader and how a woman managerial approach, such as transformational leadership style, can be effective for organization to reach their goals. It is so obvious that leadership is normally dominated by men. While women have some advantages and disadvantages, also prejudice and differ style of leadership. It is very...
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...The status incongruity hypothesis Researchers distinguish between status based on achievement (earning your way to the top) and ascribed status based on personal characteristics (e.g., sex, race, and age; [Berger et al., 1986], [Ridgeway, 2001] and [Ridgeway and Bourg, 2004]). Because of their gender, women are automatically linked to low status (Rudman & Kilianski, 2000) — so much so that when they enter an occupation in large numbers, its prestige can drop significantly ( [Nieva and Gutek, 1981] and [Touhey, 1974]). The status incongruity hypothesis (SIH) proposes that women who possess or pursue power are de facto status incongruent, but particularly when their behavior violates status expectations. Given that agency is high in status, female agency is discrepant with women's low ascribed status, and this status incongruity elicits backlash. By exhibiting masculine competencies, agentic women undermine the presumed differences between the genders, and discredit the system in which men have more access to power and resources for ostensibly legitimate reasons. That is, agentic women should incur penalties because they threaten the gender hierarchy. As a result, women's perceived status violations (as opposed to any type of gender role violation) should account for backlash effects. The dominance penalty According to Study 1, female dominance proscriptions are the gender rules for women that are most strongly aligned with status and thus, reinforce the gender hierarchy...
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...occupying the most prestigious positions worldwide. However, the representation of women in business is still low in comparison with men. On one hand, many researches provide evidences of the existence of different types of discrimination against women, and on the other hand, some studies show a positive and promising panorama for women. Nowadays, women are seen as the core of the economy and it is possible that within a generation a majority of working wives will outearn their husbands. These researches provide solid foundations to think that the barriers affecting women negatively could be broken. Nevertheless, the most value stride women can achieve is to change the vision about themselves so that new female generations grow without the stereotypes that currently prevent them from succeeding. Women and their route to success: could the barriers be completely broken down? Over recent decades women have made clear strides professionally. Today it is possible to see women performing in fields and taking on positions previously blocked for them. Nevertheless, the representation of women in the business world is still very small in comparison with that of men. There is evidence that women continue to face barriers that prevent them from having the same career opportunities as men. However, undoubtedly the advances are given and this suggests that women are breaking down barriers. But could the barriers be completely broken down? Barriers To respond if it will be possible to break...
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...and stimulating conversation that centered on our individual perspectives and approaches in life and business each one of us equally contributing our narrow perspective of the world. All sharing our ideas, our ideals, and our idiosyncrasies. The first day immediately revealed how much I did not know about other cultures. I was very unaware of the breadth of differences across the globe. This paper will focus on several concepts and theories discussed in class, our textbook, and additional readings. The paper will closely look at theories and ideas that I was able to draw from as an African American female working in a white male dominated workforce. I will closely look at subject matter that specifically defines culture amidst stereotypes,...
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...Devano Dean 11/11/2015 Critical Review Journal Article The economic arguments for gender equality are overwhelming - but stereotypes keep getting in the way of progress. Women have never been in a stronger position to lead, change and shape the economic, social and political landscape. The 21st century has seen a dramatic shift in "traditional" family dynamics and greater recognition of gender in legislation has helped pull apart gender-role divisions. As a result women are far more economically independent and socially autonomous, representing 42% of the UK workforce and 55% of university graduates. Yet women are still less likely than men to be associated with leadership positions in the UK: they account for 22% of MPs and peers, 20% of university professors, 6.1% of FTSE 100 executive positions, and 3% of board chairpersons. This stark inequality is consistently reflected in pay gaps, despite the introduction of the Equal Pay Act in 1975. Income inequality has risen faster in the UK than any other OCED country and today women earn on average £140,000 less than men over their working careers. In recent reports 2.4 million unemployed women said that they want to find employment, and nine out of 10 people want to see men and women equally represented in leadership positions. If the intention to change is there, and basic social and political frameworks support women in the workforce, then we need to look beyond facts and figures to establish what other factors contribute...
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...“ Asians Are Good At Math. What An Awful Stereotype", Trytten clarifies that even “positive” stereotypes are a bad thing. “Asians are smart”, how is this compliment negative? It may seem like a good thing to be called smart, but then people start to take advantage. They sit next to them during testes, ask to copy, and offer their friendship for answers Calling someone smart may seem innocent at first but it becomes a problem when people start to take advantage. There is such thing as a good stereotype In the scholarly article, "Leadership Orientations Of Russian Working Adults: Do Age, Gender, Education, And Government Work Experience Make A Difference?", Nguyen provides a study of leadership based on human factors. Each factor had a certain amount of strengths but for each strength they also had a weakness. Where one factor failed another one succeeded. The last experiment was to have a variety factors have leadership roles. It was then that they were given the best result. We must work together to have the best...
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