Women Missing in Leadership Roles
“An analysis of leadership roles all in all facets of structure, do you hardly see any women in any positions of power? This is a major issues considering we live in such an advanced society and laws in place for this thing type of thing to not happen. Yet there still is a small amount of women represented in leadership. Throughout doing my research on the topic. My overall question would be, how is there a lack of women in leadership positions and how are there still such deep roots of gender role equality in such a free thinking and socially accepting society? Women’s leadership can be improved by instating equality early and erasing barriers and glass ceilings. Giving more chances for ideals values and different ways a business could be ran.
I believe that it is a certain mindset that is given off from what you might think from the opposite sex being your boss. Usually when you think of a man, you think of a leader, head of the house, Provider. When you think about a women, what comes to mind is a care taker, loving, softer, warm. Since birth these moral and beliefs have been broadcasted onto us through the media and morals of those around us.
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Tv shows, music, friends can all lead to morals and values that shape our personalities and ourselves in general as human beings. In the article Leadership and Gender-Role Congruency it states that People see women leadership qualities “as less efficient, understanding and helpful. Whereas men’s leadership style is organized, task oriented, directive, and assertive.” (Wittmer, 2001 pg.173) These qualities are the reason why some people could not respect a women leading them.
A Leader is only as strong as their followers, and if the ratio of respect to trust were to falter and wither away in the companies or group crumbles from within. This goes for both men and women, so if loss your position similarly in that standing of losing the respect, then would why wouldn’t you rate women on how they would be able to gain the job as well? Not by gender, but by performance.
“Men in American society are expected to be in leadership positions, whereas women are expected to be in a subordinate positions.”(Wittmer, 2001 pg. 174) If a women were to try to find her way out of her already set values, she is met with a backlash and negativity as it would be seen as gender- role incongruent. If a women is only seen as a care taker, and less efficient how one ever could rise past the glass ceiling and become a leader? “A women who displayed competence directness, or authority wield less influence, whereas men could use a variety of styles without repercussions” (Wittmer, 2001 pg. 174)
It seems like there is a double standard, all upside for men whereas men where they could make mistakes and women are on a tight leash. Having that type of pressure can cause you because you act irrational and not act like yourself which could cause you to mess with the feel of the office which could translate into a less lively work environment.
In the Article Women as Management Leaders vs. the Phantom of the Male Norm Gasparini states “To abide by masculine characteristics, women have to set aside their feminine qualities to succeed” (Gasparini, 2018 pg. 18) masculine norms as well as the media are what keep women from being seen equal as far as leadership is concerned. Women have an outside looking in. If women stick to their morals, then they are sometimes looked at as weak and sometime people believe that they can’t be lead in the right direction behind those morals.
If a Women decide to switch and try to acclimate to the masculine style then they are looked at negatively for trying to be some that they weren’t. “Gender inequality. Instead, attribute it to our commercialized and commoditized hyper-real existence, women must ‘seductively’ complete for inclusion in a reality masked by masquerade in masculine.” (Gasparini, 2018 pg. 19) having to live in a void of constant masculinity as a women would be almost unbearable. Gender in-equality adds to the already developmental difference and the gap between men and women in the work place.
Imbalance in Healthcare
In one of the most populated profession by women is healthcare, and there are very few leaders in that. In the article fixing the Gender imbalance in Healthcare Leadership it states “that although equal number of men and women graduate from medical school, on a fraction of female physicians become medical leaders.” (Rotenstein, 2018) if it there is the same amount of people coming out of school, why is there such a shortage of women leaders? “Currently in the US, only 3% of healthcare CEOs are women, 6% are department chairs, 9% are division chiefs, and 3% are serving as chief medical officers.”(Rotenstein, 2018) None of those categories had any number over 10 percent, and when women make up 80% of the healthcare workforce.
The glass ceiling seems more apparent in this work force. It’s not just not being in a position of power, it’s the pay was well, experiencing cut in pay and being gender bias does not make a good work environment, which could demoralize and turn away potentially talent for a job. To break the glass ceiling and start moving women up into leadership roles, men need to work with the women and advocate for different programs and gender equality to allow women to have a better chance to become a leader.
I believe that there are many two solutions to the gender in-equality that I found, one way would be to attack the situation is teaching while young. In the article Leadership in Reading it states “To reduce gender stereotyping, teachers need to be aware of their own biases and to consider the expectations or assumptions they make of students based on gender.”(Massey, 2018 pg. 61) If we teach the next generation the right way to change the way we view things, values and moral alike would develop different. Views would include all races all sexes instead of trying to keep people out of leadership positions.
Another solution is that thing that are happening need to be brought to the light, “Organizations need to see how well women are represented among their leadership.” (Rotenstein, 2018) If nobody ever lets anyone know how bad things are then they can be fixed. There can be no reform without probable cause. If the actions of how leadership was keeping women down from advancing to leadership roles inside of the company, then the change can begin from within.
“Since men don’t have as much as difficulties showing gender role incongruences, they are able to switch and utilize different leadership styles.” (Wittmer, 2001 pg. 175) there are leverages that males have in the leadership positions that females don’t and with masculine leaders still in usage and the people in power knowing are training the people below them. The glass ceiling is tough to break but for to start having a better chance at having more in leadership positions more programs have to be put in place and thinking has to change from within peoples morals and values.
- Gasparini, R. O. (2018). Women as Management Leaders vs. the Phantom of the Male Norm. Canadian Manager, 43(4), 18–21.Retrieved from http://proxy.library http://proxy.library.eiu.edu:2048/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsh&AN=133356027&site=ehost-live
- Massey, S. L. (2018). Leadership in Reading. Illinois Reading Council Journal, 46(2), 49–54. Retrieved fromhttp://proxy.library.eiu.edu:2048/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=127989044&site=ehost-live
- Rotenstein, L. S. (2018). Fixing the Gender Imbalance in Health Care Leadership. Harvard Business Review Digital Articles, 1–5. Retrieved from http://proxy.library.eiu.edu:2048/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsh&AN=132140982&site=ehost-live
- Wittmer, C. R. (2001). Leadership and Gender-Role Congruency: A Guide for Wilderness and Outdoor Practitioners. Journal of Experiential Education, 24(3), 173. https://doi-org.proxy1.library.eiu.edu/10.1177/105382590102400308″