The Role of Leadership Theory in Raising the Profile of Women in Management

Leadership is a process through which an individual influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. This definition of leadership is relatively similar to that of Northouse’s (2007,p.3) And the

The principal aspects of leadership are oft debated; to attempt to define what leadership is would most certainly result in broad and varied definitions dependent on who is queried. Nonetheless, in the preeminent

In this essay, I will argue the way in which practices of leadership contribute to managing innovation, change and rationality in the post-bureaucratic era. More specifically, I will delve into the issue of women in leadership roles and how their prevalence has evolved throughout the post-bureaucratic era. In order to understand exactly how the practices of leadership have contributed to managing innovation, change and rationality, we must first understand what leadership is. According to Clegg, Kornberger and Pitsis (2012), leadership is defined as the process of directing, controlling, motivating and inspiring employees to common organisational goals. This definition however, underemphasises the complexity of leadership and the ways in which

Firstly, it is important to comprehend the difference existing between the “feminine leadership” and the “feminist leadership”. The attributes of the “feminine leadership” type include the general assumptions affiliated to the accepted gendered roles of women , women are supposed to be caring, sensitive, cooperative and inclusive . Despite that, researches believe that “leadership is crucial make or break issue for feminism” .

Have you ever had that Supervisor that you could not stand, and it made you not want to go to work every day. There are a variety of different types of leadership we will identify them and see how gender roles make a difference in them. First, we will start by defining leadership using when, where, and who. Next, examine females and how their leadership is affected by gender roles. Then we will overview how the male counterpart has in leadership by gender roles and stereotypes. Last, there will be the recommendations of how any person of any gender can be an influential leader. Like William Shakespeare says “Some are born great, some achieve greatness, and some have greatness thrust upon them.”(Shakespeare, 2015) Now where can we find

Organizations depend on the management and leadership skills of individuals in order to be successful. Leaders do not have to be managers but are equally important. Leaders are individuals who possess traits, behavior and abilities to influence others to accomplish tasks and other needed objectives for the company. Leadership is defined as “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization. . . .” (House et al., 1999, pg. 184).

The aim of this assignment is to analyze the relevant concepts, theories and models about leadership and describe one person who could be identified as leader and analyze how effective this person’s leadership is and why it is effective. Defining what is leadership comes first, second will provide an overview about my organization and the importance of leadership. Moving forward will address the different type of leaders and the difference between management and leadership. We will address as well, the theories of effective leadership; and last but not least, identify our leader and conclude a summary of this assignment.

* Purpose of this essay – to explain and introduce the reader to the world of leadership and management in the

This report will examine factors effecting women’s leadership in the global business culture. I reviewed an article by Catherine Hakim from

The purpose of this article was to examine women’s and men’s leadership styles, the effectiveness of the different leadership styles, and the true determination of effectiveness as a woman leader (Appelbaum et al, 2003, p. 43). The article present research conducted for theories examined. Comparing this week’s work assignment to this article, I notice a linkage to a few items. The comparable list that is closely related to parts of theories in the reading assignment are gender stereotypes; different leadership style effectiveness; developmental opportunity, and experience. All of these different topics are related to the Leadership Labyrinth.

This chapter identifies and critically reviews past postulations that are deemed relevant in the context of this study. The chapter first explores the notion of leadership discusses several types of leadership. In doing so it also looks at some the strengths and weaknesses of the leadership style.

Firstly, According to, Gil Fairholm reasearch he finds out that people have at least five different perspectives on leadership. These perspectives not just show how people understand leadership but also how one model can be successful in oneself and others. Hence, G. Fairholm says, „defining leadership is an intensely personal activity limited by our personal paradigms or our mental state of being, our unique mind set“ (Fraiholm, page 580, 2004). In such a way, leadership perspectives we explain how we understand it and what we mean when we say „leadership“. At the same time we say what our view about successful leadership is for ourselves and others. Moreover, there are people who define leadership for themselves and think that everybody uses their perspectives and if not then they judge others, because from their perspectives others do not meet requirements what leadership should be. Thus, as I mentioned before G. Fairholm from experience and literature find out that there are five different ways how people describe leadership. The first perspective would be leadership as (scientific) management. In this perspective is more focus on the managers understanding one and the best way to stimulate and sustain productivity between the employee ranks. The second perspective, leadership as excellence

According to the Business Dictionary (2015), leadership is defined as the management staff that typically provides inspiration, objectives, operational oversight, and other administrative services to a business. Effective leadership can help prioritize objectives for subordinates and can provide guidance toward achieving the overall corporate vision. Both definitions are gender-free; however, in both cases, the leader is typically male. As women increasingly enter leadership roles that traditionally are occupied by men, the possibility that the leadership styles of women and men differ continues to attract attention. Whether these gender differences exist in the way in which they communicate, influence, or lead, men and women have always been viewed as different and unique sets of people.

A. Great man theories speculate that the aptitude for leadership is inherent, great leaders are born not made. (Borgotta, Rouch and Bales, 1954; Galton, 1869) all suggested that a person who copied the personalities and behaviors of great men in the history of the world would become strong leaders. The term “great man” was used at the time because leadership was thought of predominantly as a male quality. It soon became apparent though that many effective leaders had widely differing personalities, thereby providing little value as an area of study.

The debate about the difference in leadership style of women and men continues to attract attention as women make strides into leadership position dominated mainly by men. Men have long been holding these leadership roles and have defined styles accepted by people. Therefore, it is not surprising that women are the usual focus in terms of the discussion on gender difference in leadership styles. Despite the focus on women’s leadership styles, there seems to be great disagreement about the behaviour of women and men actually performing such roles (Eagly, 2001). This disagreement on this focus can be divided into two groups. One is the no-difference camp, who commonly agreed that there are few differenced in the leadership style of female and male leaders. The other is the gender-stereotypic camp who believed the existence of crucial differences in the leadership style between both (Alvesson, 2009).