Gender Leadership And Women's Leadership Styles

The elements of a board as a defining factor in the self-governance character of a nonprofit is affirmed by Worth (2014). For example, the “control of the nonprofit lies with a board of directors…who have overall responsibility to [care for and oversee] the organization” (Worth, 2014, p. 57). Big Brothers Big Sisters exemplifies volunteerism in both its history and present service practices. For example, the organization currently utilizes “400,000 volunteer mentors and families” (Big Brothers Big Sisters of America, 2016a, para. 3) to work with youth and facilitate the organizations critical programs and relationships (Big Brothers Big Sisters of America, 2016a). Big Brothers Big Sisters history is also reflective of volunteerism is critical role. To illustrate, in 1904 Ernest Coulter founded the Big Brothers movement with 39 volunteers, who each agree to befriend and mentor an individual youth (Big Brothers Big Sisters of America, 2016a). The statistical data from Big Brothers Big Sisters reveals that the organization have a tremendous impact on community individuals and therefore provides a public benefit through

ReferencesRobert D. H. & Associates (2005). THE JOSSEY-BASS HANDBOOK OF NONPROFIT LEADERSHIP & MANAGEMENT (2nd ed.). San Francisco, CA: John Wiley & Sons, Inc.

The diversity of nonprofit organizations, services provided and the problems faced shows that nonprofits require leadership with an in-depth understanding of the multifaceted nonprofit landscape. Understanding the culture of nonprofit work is also crucial and much easier to understand once you have been through a nonprofit management program. My career interests lead me towards an avocation of a deeper knowledge of strategic management/planning, legal structure and standards, increase my skills in quantitative analysis of policy, financial governance and developing fundraising strategies. These areas allow for macro management within the nonprofit

In the United States, study after study continues to show that women have fewer opportunities to advance in the workplace than men. These disadvantages are a result of society’s views of women in leadership positions and how women may view themselves in these roles. Women have been making progress in terms of equality in pay and job positions, but significant gaps remain. Women who strive to be promoted into higher levels of responsibility in their companies often meet resistance that prevents them from achieving the goal of a senior or executive level of management. This barrier is referred to as the “glass ceiling” and it is a controversial issue in our country today. The glass ceiling called this because women are able to see the higher level positions, but can reach them because of an intangible barrier. One can look at the Fortune 500 companies, which are the most successful companies in the U.S. in terms of revenue to see how few women are in leadership positions. Clearly, women are significantly underrepresented in these companies, as less than 5 percent of these companies have female chief executive officers (CEO) today (Dockterman 105). Providing the opportunity for women to move into management positions, like CEOs, would bring a unique talent and a new perspective on how the company can operate to perform better (Buckalew 147). The “glass ceiling” is a real obstacle that creates an intangible barrier that puts women at a disadvantage in advancing in a company.

Most nonprofit agencies follow the same management structure. The structure normally consists of a vertical hierarchal structure with the chief executive manager at the helm, and divisional leaders rounding out the strategic leadership team. Since 9/11, then government shutdowns, multiple wars, natural disasters, and the government sequester, the challenge to most nonprofits is to compete for every available charitable dollar. Chief Executive Officers (CEO) of nonprofits must not only be skillful in maximizing the outcomes with fewer dollars, but also politically savvy in vying for monies for federal, state, local, foundation, and private funding sources.

Meals on wheels was the other nonprofit organization that I analyzed in my leadership style and theories overview. I choose meals on wheels because I discovered that there target audience is the elderly population in the United States. The biggest difference with this nonprofit compared to the other nonprofits I have discussed is that they operate with volunteers that do a variety of different jobs from preparing the meals, delivering them, serving them, to helping in the office and even visiting to make sure they senior is safe (Meals, 2015). When the research I conducted showed how many seniors are living alone across the country it was truly shocking with are 25 percent and from the 25 percent 15 percent are unable to drive (Meals, 2015). It is very possible that the

Indeed, this significant task necessitates the significance of organizational or management leadership in the financial performance of the minority, women-led non-profits in comparison to non-profit organizations that are led by males. Even though strategic planning is one of the key factors involved in organizational leadership, it is also essential to consider other factors such as the corporate culture, the dynamics of the management group, and the manner in which the strengths and expertise of management is vital in organizational effectiveness (Schein, 2010). Therefore, the proposed study investigates the importance of organizational leadership as a vital factor in resolving the organizations’ dismal performance, e.g., the management for socio-economic education, and workforce development organizations in Philadelphia may consider conducting environmental scanning procedures such as SWOT Analysis in order to determine the opportunities available for maximizing the organizations’ effectiveness regarding the provision of service deliverables.

This summer I had the privilege of being accepted to attend an eleven day, women-only, leadership conference taking place in Boston, MA. Women from all around the world gathered to collect knowledge from presentations and lectures hosted in the halls of Harvard and various other prestigious colleges and universities near Boston, eloquently delivered from the likes of Rep. Joseph P. Kennedy III and Councilor Ayanna Pressley. At the end of the conference, each person presents their ‘action plan’ explaining how they are going to make a difference.

In sum, women’s leadership in the nonprofit sector has provided a pathway into leadership in the public and private spheres. Though the gender gap is shrinking in nonprofit employment and wages gender disparity remains in terms of size and types of NPO with women in executive positions. In retrospect Sheryl Sandberg Chief Operating Officer of Facebook mentions that “lack of female leadership isn’t just a problem in the nonprofit sector—women are not making it to the top of any profession, anywhere in the world”. According to studies by the American Association of University Women, women are paid less than men in female-dominated, gender-balanced and male-dominated occupations. The nonprofit sector just happens to fall under the female-dominated

One might be able to make a fleeting attempt at justifying the disparately of female representation in leadership roles if opportunities for each gender were equal or if the most qualified individuals got the jobs. When one examines the qualifications of women in the workforce however, this argument quickly loses its footing. Northouse (2013) points to the research fo Catalyst (2011) who demonstrated that, “Women earn 57% of the bachelor’s degrees, 60% of the master’s degrees, more than half of the doctorate degrees, and nearly half of the first professional degrees awarded in the United States” (as cited by Northouse, 2013, p.352). Clearly the qualifications of women are not the cause of why so few have reached the pinnacle roles in organizations. One must wonder then, what are the barriers that prevent women from achieving success.

“Don’t just stand for the success of other women – insist on it.” (Gail Blanke, 1999, p.138)

Few women occupy top leadership positions. Paradoxically, even though women have made significant gains in the educational and professional spheres that precede positions in political, legal, and corporate careers, they continue to be severely underrepresented in the top management positions of these professions (Fox & Lawless, 2014: 499).

The Rockefeller Foundation conducted a national study by offering funding to the Global Strategy Group to carry out a national level study on the American people. The national poll was conducted on 1,011 adults who aged 18 and older (Ely & Rhode, 2010). The goal of the poll is to observe the views of people within the United States of America regarding the role of women in the position of leadership. The result reveals that businesses are falling short due to limited opportunities for women to occupy leadership roles and responsibilities.

Gender can be defined as the state of being male or female (typically used with reference to social and cultural differences rather than biological ones). Leadership can be defined as the action of leading a group of people or organization. Societies perception of women and the actual reality of women and leadership is very flawed.

Evelyn has a Women’s Way of Leading her employees, which is common in female leaders. Researchers indicate that women’s style of leadership is indifferent from men and happens often in today’s organizations. Using data from actual performance evaluations, one study found that when rated by peers, subordinates, and bosses, female managers score significantly higher than men on abilities such as motivating others, fostering communication, and listening. (pg 360)