Academic Articles About Women 's Leadership

When interviewing a leader in an organization in order to discover their leadership style one must ask critical questions. I had the opportunity to interview Casey Aguirre who is a Team Manager at the Salem Call Center for T-Mobile. Casey has been with T-Mobile for over 11 years. In this interview we discussed her leadership style, the steps she took to become a leader, her biggest challenges, and her greatest achievements among other things. While interviewing Casey I kept in mind the connection between women in leadership and the cultural disadvantages and advantages that women in leadership

In the book Practicing Greatness: 7 Disciplines of Extraordinary Spiritual Leaders, by Reggie McNeal it examines the need for strong spiritual Christian leaders in today’s society. McNeal looks at the good and bad characteristics of a leader in order to help leaders understand and develop the characteristics needed in one’s own life to be a good leader. McNeal states “we are desperate for great

Leadership - The perception of excellence in business leadership needs to be re-examined. This requires challenging the norms that determine leadership eligibility. Are there drivers that perpetuate a leadership incumbency that excludes females? What is the basis for these drivers?

One identified contributor to women's slower than expected assent into leadership is the persistence of assumptions and stereotypes that women are intrinsically "communal" or "dependent" and "passive", and therefore, lack the capacity to succeed as leaders. (National Academy of Sciences National Academy of Engineering Institute of Medicine of the National Academies, 2006 as cited by Isaac, Kaatz & Carnes, 2012).

This paper will talk about the leadership philosophy of two female leaders Jean Watson and Michelle Obama, and how their leadership skills have impacted many lives.

This topic is not only relevant for the future and success of women and minority leaders, but also for the growth of organizations as well. Organizations would benefit by embracing women and minority leaders and taking into consideration the fact that their contributions can be valuable. In addition, women and minorities can also benefit from understanding why being a successful leader has become difficult. Only through fully understanding their obstacles can they fully be able to achieve greatness as leaders.

The book is divided into four main chapters. There are two chapters devoted to the egalitarian view of the role of women in ministry and two chapters dedicated to the complimentary view of women’s roles in ministry. Each chapter presents its case for a particular view and is followed by three critical responses. The book opens with a strong view of egalitarianism, presented by Linda L. Belleville which is then followed by three responses/critiques from three contributing writers. Bellville starts her argument with a statement that it is now generally agreed upon by most. The agreement is that women have the same spiritual gifts as men, but are often denied leadership positions, due to social issues within today’s society. Bellville states in her article that spiritual giftedness is not gender specific. Bellville believes that both sexes equally receive all spiritual gifts. The debate then arises over whether or not women have the Biblical right and authority to hold positions of leadership, instead of debating over whether or not women receive the giftedness of leadership

According to the Texas Association of Community Colleges, the community colleges in west Texas had 30% of their leadership positions filled by women compared to the national average of 50%. With the number of women in leadership positions in west Texas lagging behind the national average, the researchers in this study desired to learn more about the women in leadership positions at community colleges in west Texas and their experiences at community colleges. Thus, the purpose of this study was to explore how women in leadership positions in west Texas handled the adversities of working in a male-dominated field by focusing on their work environments, their leadership styles, and the types of mentoring available for women in these leadership positions at community colleges. Therefore, this study was guided by three research questions:

I wrote a reflection piece at work on my takeaways from Women In Leadership Summit that I told you about and the main theme was to surround yourself with people who challenge you, inspire you, and bring you joy. As I wrote, I thought of one person—you.

There are many different religions in the world that allow women to hold some type of leadership position; there are also many where women are not allowed to hold such positions. With different countries there are different popular religions that change how that society views women, not only in religious settings but outside of worship. Lummis and Nesbitt’s research help understand the sociology of women in the clergy. Davison and Sargeant’s research correlates with women the clergy by discussing how they change public culture. Women in the clergy have a positive effect on society because they represent how women can excel in leadership positions in the community.

Navigating the labyrinth: There is a rise in the number of women successfully navigating path to leadership (Eagly & Carli 2007). There are many factors that contribute to the effective female leadership.

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.

The work-life balance of women leaders association of theological school (Campbell, 2015) showed me a positive correlation between work-life balance and attitudes. It was shown that women have the ability to have a work-life balance and successfully lead other individuals. It was shown that women with high power position have ability to be successful in their work and personally life. This article will help prove that leadership roles are not the sole characteristics of individuals. Individuals have the capacity to lead others and still have a life.

More and more women are rising to the leadership challenge, even in some of the most male-dominated industries. The increase in the number of women attending college, the increasing number of women in the workplace or starting their own business has demonstrated to men who own businesses that women can be both managers and mothers, thus showing their male counterpart that women can in fact "do it all".

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).