Summary: Women In Leadership In West Texas

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

Since the early 1800s, women in higher education have been battling to overcome barriers to gain access to education, and equal career opportunities. Research posits that women have made significant progress through government legislations during the 1960s and 1970s, which eradicated some of the barriers of gender inequality. The research also supports that women are moving the needle in educational attainment and employment in higher education as students, faculty members and senior-level administrators. However, recent data suggest that there is still work to do to increase the number of women in leadership roles. Especially black women in higher education.

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?

The landscape of leadership by people of color, African American women in particular, at the helm of universities and colleges is shifting, however at a much slower pace than the growth of a diverse student population. With increases in undergraduate enrollment and degree attainment, the post baccalaureate degree achievement of women of color, specifically African American women, has shown steady growth with 1.4% of African American women obtaining a Master of Arts degree in 1995 to 5.2% in 2008 (National Center for Educational Statistics [NCES], 2009).

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).

As well as reveal how the effective mentoring experiences can be utilized to create tailored mentoring program for specialized populations. The researcher expected the results of the data collection and analysis to add to the existing body of literature from an African American woman’s perspective on the impact of mentoring in higher education. More significantly, the study revealed the mentees career development needs, expectations, and the impact their mentor’s influence had on their careers. These components are vital to understanding and providing suggestions for future African American women seeking leadership

A community college leadership crisis endures; within the next fifteen years, ninety percent of the community college presidents are expected to retire (McNair, 2015). To remain viable, United States community colleges need an influx of self-motivated, visionary leaders. Currently, there is a gap in leadership; (Anderson, 2014, Claus, 2013, Eddy, 2013, Hannum, 2015, Jones, 2014, Leist, 2013, McArdle, 2013, McFadden, 2013, McNair, 2015, Tunheim, 2015), quality leadership (Anderson, 2014, Ayers, 2015, Claus, 2012, Cornacchione, 2013, Dahlvig, 2013, De-Frank, 2014, Eddy, 2013, Enke, 2014, Floyd, 2016, Fujii, 2014, Gardner, 2013, Goltz, 2013, Grasmick, 2012, Hannum, 2015, Jones, 2015, Kearney, 2013, Leist, 2013, McArdle, 2013, McFadden, 2013, McNair, 2015, Morley, 2013, Myran, 2013, Tartari, 2015, and Tekniepe, 2014), and gender leadership (Catalyst, 2013, Claus, 2012, Cornacchione, 2013, Dahlvig, 2013, De-Frank, 2014, Eddy, 2013, Eddy, 2015, Enke, 2014, Floyd, 2016, Fujii, 2014, Gardner, 2013, Goltz, 2013, Grasmick, 2012, Hannum, 2015, Jones, 2015, Lennon, 2013, Morley, 2013 & 2014, Ortega, 2014 and Tartari, 2015), which is related to the gender wage gap (Claus, 2012, Cornacchione, 2013, Dahlvig, 2013, Enke, 2014, Goltz, 2013, Lennon, 2013, Morley, 2014, Tartari, 2015, Tekle, 2012, Pitts, 2014, and Bell, 2014).

However, we do not know how community college leaders actually perceive the gender leadership gap, the lack of representative female leadership, gender hiring prerequisites and gender leadership competencies. Therefore, this qualitative case study will attempt to explore the gender leadership gap conundrum within a community college

As of late, the measure of writing on ladies' administration has expanded; be that as it may, few studies investigate administration improvement of African American ladies in the scholarly world and business. A significant part of the writing has been constrained to the customarily characterized perspectives of authority. That is, a large portion of the examination focused on leadership and managerial angles received by White males in the corporate

What attitudes about women might contribute to their underrepresentation in positions of educational leadership? There are several attitudes that might contribute to women being underrepresented in positions of educational leadership. First, stereotyping is a major issue. Many still view women as being the weaker species that are supposed to take care of the children and household needs. Second, many women don’t have the higher educational experiences needed to be an administrator. Some didn’t reach a higher degree status out of the need of having to raise their children. Next, some think that women don’t represent a larger number of educational leadership roles because they lack self-confidence. Finally, most think that women in educational leadership roles are low because there isn’t enough mentorship opportunities

For my research question I will be asking: “How is America making progress on gender equity?” Fundamentally, I believe that women are still misrepresented, and are still facing many challenges in the workplace, especially in the business world. The gender stereotypes play a considerable role in the way the society sees women as leaders. However, it will be judicious to consider the small but noticeable changes that have been made over the past years concerning gender equality in the American workplace.

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 business world today is competitive. It's full of fierce, educated, and motivated people. For some people it's tough to rise to the top and for some people it comes much easier. It's not always about hard work! One might ask for a map to the yellow brick road, but few people are ever provided with it. Most people are stuck in an ocean making calculated guesses as to how they can reach land. Which route is the best? How much school is enough? How many certificates of accreditation is enough? How much work experience is enough? All of us ask these questions attempting to navigate our ships in a competitive world were only a few individuals ever get to their targeted career position. How many of those in leadership positions are women?

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).