The Sexual Characteristics Of Female Leaders

When it comes to the topic of women and leadership, there are many stereotypes one is likely to hear. One of the most common stereotypes about female leaders is that men are better leaders than women. Although we are able to see more males holding a leadership position that does not mean that they are “better” at it than women. Studies have shown that companies with women leaders often perform better (CITATION). Another stereotype associated with women and leadership is that women are too emotional to be in charge. Some also believe that women are weak and are not

Women who do not adhere to the typical feminine role are usually seen as aggressive, assertive, or sometimes even considered a “bitch”. Women leaders come off too hard or too soft but never just right. A woman’s influence in a masculine’s setting could be resisted and ignored because of the double bind dilemma. If women leaders show that they are supportive, warm, and considerate as leaders, they are often not respected. Society expects one thing from women, but then demands another.

The term "Leadership” is defined to lead the followers the right path. Many people have a view that a leader will not exist until and unless he has followers. I feel this view is true as a single person is not capable of doing all the works just by himself/herself. When leadership comes the big question arises "How people are leading the followers?" "Is there any difference between a leadership of a man and a woman”? So, due to all these questions leadership seems to be very vast. If we see the ancient view then in those days men were seen as the bread winners and women were seen as the homemakers. Today, women has broken all those myths and is coming forwards as a successful leader.

Women consistently demonstrate passion enthusiasm and an immense capacity to serve and be served by others. Women make bold and wise decisions as leaders while relying on others to be part of their team. The

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).

A question that a lot of people, especially women, seem to wonder is why are women being held back from leadership positions in the workplace. According to PEW Research Center ‘the problem is that women still have to do more

In prior studies, leadership roles have been based off one’s sex instead of gender. According to Park, male gender qualities characterized as; aggressive, independent, objective, logical, rational,analytical, decisive, confident, assertive, ambitious, opportunistic and impersonal are distinguished from female gender qualities described as; emotional, sensitive, expressive, cooperative, intuitive, warm, tactful, receptive to ideas, talkative, gentle, empathetic, and submissive (p. 12). These characteristics brings up the notion of how women pursue being leaders because they are opposite of men who dominates the leadership

I agree with Manning’s statement that women are hypercritical of themselves and men are often more confident of their abilities than they ought to be. Traditionally, women are more cautious and aware of their actions as they heavily impact their ability to advance within an organization. According to Sebastian Bailey (2014), women are several underrepresented in senior leadership, holding less than 5% of Chief Executive Officer positions in Fortune 500 companies in 2012. Bailey (2014) also suggests that society typically associates successful and efficient leadership with the characteristics of masculine traits and a female leader would violate those gender norms.

the though of a woman being their superior is a dreadful thought. Researchers have long suspected that women employ a different leadership styles than men. And even though women make up only a small fraction of CEOs at the largest corporations in the United States and beyond, their leadership style might actually be more effective than men’s, according to at least

There are numerous research conducted around diversity issues. The challenges female leaders face is a topic that I am keenly interested in exploring. Many studies have evolved around gender equality. Regardless of the promotion towards gender equality, there are still several inequalities that continue to exist. As Chin and Trimble (2015) identified that though many nations have promoted gender equality, there are struggles associated with gender access

Do you ever wonder why so few women take up leadership positions in the world? In the past, men had more power than women. Is this the main reason of why women should be treated unfairly today in the way of success? In fact, this is one of the causes that makes unfair treatment of women in society. Women are submissive to the life that their mothers have been through and do not really have courage to change the position of where they are standing and to change this inequitable treatment. In order to become a successful leader like men, women must be courageous of standing up in front of others. Also, a woman should find a good partner that supports her to change people’s thinking about stereotype

To understand differences between male and female leaders, it perhaps is best to understand how these differences are perceived. The perception of an individual can greatly differ depending on the viewpoint of the observer. A subject who is both educated and articulate can be defined by an observer as a worthy and accomplished individual. The observer in this case has assigned positive qualities to describe the subject. The same educated and articulate individual can be defined as conceited and stuck-up by a second observer. The second observer has assigned negative qualities to describe the individual. Suppose an unbiased scientific study concludes the educated and articulate individual is in fact worthy, accomplished, yet conceited and stuck-up, how is this possible and what does this say about the perception of the observers? According to Ashleigh Shelby Rosette, assistant professor at Duke University’s Fuqua School of Business, perceptions can and do change within the context of executive business; “successful women may face changing stereotypes as they move up the corporate ladder” (Rosette, 2010). Rosette conducted a study in which she had students evaluate male and female CEO’s. Though female top executives and middle managers were viewed less favorably, at the CEO level they were viewed more favorably than their male counterparts.

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

In a Forbes article written by Glen Llopis, The Most Undervalued Leadership Traits of Women, Llopis, highlights his theories and opinions on each undervalued trait. Llopis provides specific details that make women effective leaders. The author predicates his assessment on women and leadership from his personal and professional experiences. Within the article, Llopis identifies six leadership traits that women naturally possess, which are undervalued:

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).