Women Leadership: Challenges and Opportunities

This essay discusses the importance of leadership in organizations and the different theoretical approaches to leadership. It then focuses on women leadership and the challenges faced by women in leadership positions. The essay analyzes four articles that explore the experiences of disabled men and women in male-dominated workplaces, the role of organizations in shaping women's leadership, and the challenges faced by women after being promoted to top positions. The articles also discuss different approaches to increase the number of women in top positions.

Women Leadership
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1. Introduction
Organizations cannot run by itself. It needs capital, human resource, and other
resources. They all are equally important but to utilize it effectively and efficiently,
it needs a good leader. “Leadership is like the Abominal Snowman, whose
footprints are everywhere but who is nowhere to be seen”- Bennis and Nanus
1997. There are various theoretical approaches of leadership, which define the
leader and follower relationship. The leaders can motivate and guide their
colleague. This quality makes them stand out among all. “A manager takes people
where they want to go. A great leader takes people where they don’t necessarily
want to go, but ought to be.” Rosalynn Carter, U.S first lady (b.1927). Being a
leader, they must have vision; for which she must know how to operate, utilize
resources and achieve organizational goals. Being a manager does not mean going
alone but it means taking everyone with you by guiding them. As per the
structure of organization, different leadership style is used. For example: In
military, autocratic leadership style is used where top position take all the
decision and other follows it. One of the most talked topics is -Leaders are born,
not made. Regarding this everyone has different opinion and as per their belief,
they hire people. If they believe leaders are made then they will give that person
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training, teach them and if they believe leaders are born then they will look at
certain quality of person. As per the leadership qualities, people will either follow
you or hate you. In this essay, I will be talking about women leadership. The
number of women leading the organization is increasing as women are breaking
the stereotype; that women should be working in kitchen and man should be
working at job and provide at home. Women leadership is taking the organization
in another great level.
2. Analysis of the first article
2.1 Literature review analysis
The article “Gender & Disability in Male Dominated Occupation” Sang; K.J.C,
Richards, J & Marks, A. (2016) explains understanding of the experiences of
disabled men and women in male-dominated workplace. Conceptualizing gender
as social relational provides opportunities for the analysis of how the social places
of man and woman are related to the ‘doing gender’ of masculinity and femininity
(Power et al., 59). Research has been done as it showed as how people with
invisible impairment were treated as non-disabled and visible impairment people
were treated as disable and looked upon differently. They did not get the
opportunities as other in work. However, the invisible impairment people were
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not looked as disable so they were treated as same as others, because of which
they do not want their impairments render them as a subject of jokes. Due to
male dominated workplace, important and challenging tasks were given to men.
The result also showed people do not apply for senior position, as they feared of
getting more work pressure, giving presentations, leading others. Some of them
also feared of making the mistake so they try to avoid such situations, as they do
not want to be the center of gossip.
The study aimed at understanding the high levels of disability that is encountered
by the male dominated sections in diverse working environments. The study
enumerated a model of disability, which is not dependent on the social
construction or the experiences that are gathered by the disabled. Therefore, the
study aimed at portraying the different experiences that are gathered by the
genders in a working environment. The purpose of undertaking the review is to
identify the differences in the experiences of the genders in the different working
conditions.
2.2 Assessment of methodology used
The study made use of different semi- structured interviews for the seven focus
groups. The research methodology that was utilized in the study was qualitative in
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nature, which helped the researcher in identifying the consensus of the
respondents, primarily the disabled employees. The methodology has helped the
researcher in recording the unbiased responses from the respondents. The
samples were self selecting and were recruited through the membership email list
of a UK transport trade union. On the other hand, the focus group sampling was
dependent on a geographical location of the funder’s offices in London and York.
Therefore, the interviews that were undertaken by the researchers guided the
research to an unbiased outcome as per the research objective. The data that was
gathered during the interview sessions portrayed that the interviewees were on
average between 45 and 50 years old.
2.3 Evaluation of the findings
The findings of the research were subdivided as per the concerns that were faced
by the disabled candidates in different working environments. It has been found
during the research that individuals who were diagnosed to be disabled faced
diverse issues while making their progress in their career. On the other hand, the
disabled candidates had diverse working experience in the sectors. It affected
their concerns to secure their employment. It has been portrayed in the finding
that a person with the Asperger syndrome had to face serious issues in retaining
the employment after being bullied in a particular working environment. On the
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other hand, the findings also portrayed issues related with homosociality and
humor. The social isolation is one of the major issues that are faced by the
disabled while performing their job roles in different working environments. On
the other hand, incompetency faced by individuals while engaging in office
humors often creates a negative impact on the psychology of the disabled. The
research study also portrayed that the public private division and ever- changing
working conditions has affected the experience of the disabled while securing
their respective employment. Therefore, the findings of the research clearly
enumerated the different challenges that are faced by the disabled genders while
operating in definite working conditions.
3. Analysis of the second article
3.1 Analysis of the literature review
The second article “Women and Top leadership positions; Towards an
Institutional Analysis” Cook, A. and Glass, C. (2014) explore about the role of
organization on shaping women’s leadership: the glass cliff, decision maker
diversity, and the savior effect. Women are under-represented in the organization
as they are mostly taken for lower level job or routine job. Women do not get the
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opportunities as their male colleague, but they will get the chance if the
organization is not so in good position i.e. Glass Cliff. For example, women are
seen as more desirable for managerial or political leadership positions in times of
instability and crisis compared to their male peers (Haslam & Ryan, 2008).
Woman being leader in crisis time (declining time), not only gives other to point
out at her leadership skills but also lose her confidence if she does not do well.
This trend has been going on for long time as women are promoted when they
want someone to blame for loss, though they may show other reasons. If
company does good under her leadership then after certain time, other will
replace her. Gender diversity among decision-makers tends to significantly reduce
the role of gender bias and in-group preferences in hiring and promotion
outcomes (Baron et al., 8). Because of gender diversity, women are getting equal
opportunities as their male colleague where both get to show their talent, ability
and grab the advantage. When there are women in decision making place, it will
increase the chances of women to be in top leadership position.
3.2 Assessment of methodology used
The research was based on research questions that were created by the
researchers for examining the dataset of all female CEO transitions and male CEO
transitions within the Fortune 500 companies from 1990 to 2011. The
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construction of the comprehensive list of companies, which appeared on the list
of Fortune 500 were made available through the CNN money website, magazines
and fortune500. Information on the percentage of women in management per
industry was retrieved from the Equal Employment Opportunity Commission
(EEOC) government website’s publication. The evaluation of the different
unbiased data from the government and public websites has helped the
researchers in guiding the study towards a favorable outcome. The researchers
tested all the hypotheses, which were taken by the same at the beginning of the
research study. On the other hand, the researchers also considered the utilization
of the t-test analysis, which assisted the researchers in comparing the mean
differences of the variables. The methodology, however, did not support the
researchers to undertake a large sample size as the saviour effect restricted the
operations of the researchers beyond t-test analysis. The
3.3 Evaluation of the findings
The findings of the research are dependent on the delineation of the hypotheses
that was considered by the researchers. The research portrayed a slightly
negative relationship with females being appointed and firm performance. The
hypothesis is thereby not supported by the models that were used by the
researchers. On the other hand, as per the second hypothesis of the research,
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male and female does not share the same tenure period with the declining firm
performance. However, the findings of the study portrayed that the hypothesis
was not supported by any model or analyses. Results from the t Test indicated
that that female and male leaders share approximately the same length of tenure.
Lastly, the hypothesis that suggests women enjoying longer tenures as CEO when
the proportion of women on the board of directors increases was supported by
the models. Therefore, from the overall study it could be found that women in
the different firms hold a secure position relating to tenacity and extermination.
However, the increasing number of women in the board of directors favor the
tenure period of a women CEO. The invariability in the tenure period of men and
women is being portrayed through the study. It has helped in identifying the
objectives of the organizations relating to the avoidance of gender discrimination
in the workplace.
4. Analysis of the third article
4.1 Analysis of the literature review
The third article “Leading at the top: Understanding women’s challenges above
the glass ceiling”Glass, C. and Cook, (2016) focuses on when women are
promoted to top position and the challenges they face after post-promotion.
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Specifically, stereotypically feminine qualities – including emotional sensitivity,
strong interpersonal skills, morale building capabilities and a collaborative
leadership style- may be more valued during times of crisis (Bruckmuller &
Branscombe, 2010). As some people often believe that women are promoted at
the low time of company not because to blame someone, but women have the
ability which men do not have or comparatively less have. These qualities can
save the organization and help to go up. Women after getting into the leadership
position also, face a lot of challenges like lack of support from their colleague,
availability of resources and so on. These things are holding them back from
working effectively and limit their leadership capabilities. Women leaders were
not supported in terms of professional and social networks on their job as per the
articles findings. Women are given such opportunities rarely so when they get the
opportunities, it is hard to deny and it is hard to accept also. As they have been
waiting for this opportunity for so long, it is difficult to say No, and it is also
difficult to take the risk which the new position is bringing to her professional life.
This chance may or may not come in future, so they are in challenging situation,
whether to step forward or take a step back.
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4.2 Assessment of methodology used
The researchers examined the research questions and thereby drew information
two reliable data sources. The utilization of the trajectory data has helped the
researchers in identifying the biographical sketches and career trajectories of all
women. The compilation of the list of female CEO’s was made through an
evaluation of Fortune 500 Company and Catalyst website. Different other
supportive websites were utilized by the researchers like BusinessWeek, Forbes,
Fortune and Bloomberg for retrieving information of the female entrepreneurs.
On the other hand, the second data source that was utilized by the researchers
were termed as interview data. The researchers conducted semi-structured in-
depth interviews of twelve women in the executive positions. The responses that
were collected during the interviews were calculated through standard
tabulations. It has helped the researchers in understanding the challenges that
are faced by women while competing in a male dominated organizational
systems.
4.3 Evaluation of the findings
The research findings portrayed that 42% of the women out of 52 was appointed
in the executive positions over men in a struggling organization. The enumeration
of the glass cliff promotions has helped in enhancing the experience of the
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women entrepreneurs. The research enumerated that the women are more likely
to be promoted to an executive position in an organization over men as they
handle contingencies more efficiently. However, during the research it was found
that the post- promotion phase is challenging for the women. The enumeration of
the challenges that might be faced by the female entrepreneurs has helped in
identifying the minimization of support from the board members.
5. Analysis of the fourth article
5.1 Analysis of the literature review
The fourth article “Global managers: no longer men alone” Nancy J. Adler (2002)
has discussed about four approaches to increase the number of women in top
position. The first approach quantified the men’s approach to manage
internationally. The research enumerated the differences in the approach that are
undertaken by men and women and thereby it assumes men’s way of doing work
is superior and better than the latter (Adler 2002). The second approach denied
the differences stating that the style of doing work by the genders is perceived as
identical. As everyone believes there is only way to manage. Third approach is
identifying women’s approach to manage internationally. As per belief, women
are better working with women clients, which benefits organization. Fourth
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approach is creating the synergy of men and women working style. They
recognize the unique style and use it for the betterment of organization. The last
approach is more suitable and gives the good result as both have special way of
completing tasks. The organization cannot get success unless it accepts the
differences and leverage it. According to the CEO OF Hewlett Packard, Carly
Fiorina (1998), ‘Anytime you have fiercely competitive, change-oriented growth
business where results count and merit matters, women will rise to the top’.
Because of the women’s ability to work and their qualities makes them stand out
in group. As women’s rate of leading the organization is increasing, now in top
position, it’s no longer men alone.
5.2 Assessment of methodology used
The study utilizes a range of available literatures in order to assess the different
issues that are faced by the women managers while operating in cross cultural
scenarios. The researchers conducted a secondary study of different available
literatures and models in order to identify the issues relating to global
management. The hypotheses that were created at the beginning of the study
depended on identifying the role that is played by the women in the leadership
positions. On the other hand, the study also aimed at assessing the differences in
the behavioral approaches and perceptions of the genders.
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5.3 Evaluation of the findings
The findings from the research are based on the identification of the differences
in the leadership approach of men and women in the context of global
organizational management. The study clearly exhibited that the effectiveness of
leadership by men and women are specifically dependent on the approach that is
being undertaken by the genders. The individual perceptions lead to acceptability
and rejection of the different ideas that arise in the time of managing the
organizations globally.
6. Assessment of the quality of the articles
So, if women take that position also, then if she cannot reverse those declining
growth rate quickly and efficiently then she must leave that position. After
breaking the glass ceiling also, if the company does well in her leadership then she
does not get enough support from others, male peers tries to put her down &
may face negative criticism. At the first place, it is very difficult to break the glass
ceiling and when women do that, it is difficult to maintain that position. Gender
discrimination in workplace is also in high rate as women are taken mostly in
lower position job. For example, gender stereotypes, such as women’s greater
emotional sensitivity and interpersonal skills, may be viewed as more highly
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valued in organizations in crisis that face difficult personnel decisions (Ryan et al.,
[55-2]). When people are asked why they choose female candidate to lead them
then they give such type of example to stay away from criticism. But the truth is
women CEOs of firms who experience negative growth are replaced by the men,
who are brought to save the organization. As per the third article, it is clearly
shown how women are taken as first option to lead when they are going down.
Corporate leadership positions are gendered occupations that privilege a
masculine work ethic – hence the phrase ‘think manager-think male’ (Britton,
2000; Schein, 2001-2). Women are expected to lead the organization as men. As
these types of people believe the fourth article first approach i.e. Men’s approach
is superior. For instance, female executives who speak more often than their
peers tend to be evaluated negatively, while male executives who speak more
often are evaluated positively (Brescoll, 2012-3). Society still have different
perspective on how women should be. They have made a list of what women can
do and cannot. These types of discrimination are pulling women’s feet.
Disability has a greater impact on masculinity than other identities (i.e.
femininity), because masculinity is continually contested and in need of proving
(Ostrander, [56-1]. Men are comparatively more competitive than women so
usually when men are not able to do the work properly, they take it so seriously
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and make sure other time it will not happen. Though women are getting the same
opportunities, but there is pay gap between men and women. Gender inequalities
in pay may be worse for women in highly skilled work, in part due to uptake of
family-friendly working practices (Gronlund and Magnusson, [33-1]. This has
become one of the main issues that working women are not getting pay as their
male peer. This clearly shows the gender discrimination. The Equal Pay Act of
1963 required employers, for the first time, to pay women and men equally for
the same work. Lately, there has been new on reduction of gender pay gap on
BBC. ‘The BBC has made in- roads in tackling the gender pay gap affecting its
biggest stars by handing pay rises to a host of women, rather than hire in talent’
Goldbart, Max.Broadcast; London (July 19,2018). These steps by big companies
will motivate other to do so, which will slowly reduce the gender pay gap.
Through these articles, we found out women generally do not step ahead in
organization. We get some reasons from interviewee in first and third article.
Women do not want to take the position as it requires many responsibilities, high
risk and a lot of pressure. As respondents said she is not a big public speaker and
she does not do good in presentation, so she avoids certain situations. People fear
being laughed at and do not want to be embarrassed. But some take the risks and
when asked why they replied they were offered those works by important leaders
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in the firm so, they cannot say No to them. Fear of being demotion and getting
fired is one of the reasons why women are scared to say No to top level. Some
took the risk because reward was also high. Most organization do not send
women abroad on assignment as they take men can handle the situation
properly. But women deal in best way while dealing with women client as they
look at the things from women perspective. There is evolution of organizational
culture toward including and valuing diversity. It goes like this: homogeneous
culture (all men), identification with men, deny the differences, accept differences
and leveraging differences. Because of globalization, people from different places
are working at a different place, which has created new opportunities. Some
leading companies are leaded by the female CEOs. Companies no longer wanted
female to think as male; they wanted someone who could lead the organization
successfully. Organization could benefit from the diverse people and their
strategies. The companies gain advantage at this stage from accepting
differences, which are limited to culture-matching situations (Nancy, 2002). It has
been such a great strategy to include people from the area where we work, to
include everyone whether they are male or female as per their abilities. Involving
people from different areas does not only give the advantage of capturing market
but also give the opportunities for women to shine.
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Women have been breaking the glass ceiling not only in the organization but also
in leading the country; as we can find women successfully running the country.
According to article 3, respondents replied there is greater respect and support
for female leaders when boards are diverse, establish diversity benchmarks for
top management. When there is diversity, women, different race people,
differently able people get equal level of opportunities on organization. Most
global managers know their companies can no longer afford to ignore potential
talent ‘simply because it’s wearing a skirt’ or because it holds a passport different
from that of the founding executives (Fisher, 1992).
7. Conclusion
Therefore, from the above discussion it can be stated that the growth of Women
employment in the different organizations are based on the priorities that are
faced by the venture while dealing with the clients. On the other hand, the
assessment of the different articles has helped in identifying the equal
employment opportunities that are created by the globalized organizations.
Women Leadership has saved many companies. Still women are looked upon
differently because of which they get the leadership opportunities when the
organization is not doing well. However, the research also portrayed different
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challenges that are faced by the women in the post promotion period. In this
approach, instead of men, women’s way of doing work is assumed to be superior.
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References
Adler, N (2002) Global managers: no longer men alone, International Journal of
Human Resource Management, 13:5, pp.743-760
Cook, A. and Glass, C., 2014. Women and top leadership positions: Towards an
institutional analysis. Gender, Work & Organization, 21(1), pp.91-103.
Glass, C. and Cook, A., 2016. Leading at the top: Understanding women's
challenges above the glass ceiling. The Leadership Quarterly, 27(1), pp.51-63.
Sang, K.J., Richards, J. and Marks, A., 2016. Gender and Disability in Male‐
Dominated Occupations: A Social Relational Model. Gender, Work &
Organization, 23(6), pp.566-581.
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