Women 's Leadership Position As An Undergraduate Student Essay

This semester, we learned specific ways to build our leadership capabilities by reading “How Remarkable Women Lead” by Joanna Barsh and Susie Cranston, researching Boston women leaders, interviewing a present day woman leader, and reading a group book. Throughout all of these resources and research, common themes of how to be a successful leader emerged. Not only did I learn more about leadership in general, but I also found ways to improve my own leadership without going too much out of my comfort zone. The important lessons of leading with perseverance, framing, and an activist's mindset thoroughly influenced my identity as a leader and gave me new tactics to grow as a person.

1. Why did Cato object to repealing the Oppian law? What was the basis of his objections?

There are many industries and working fields where women weren’t trusted to be leaders when compared to men. The healthcare field has been filled with women for a while yet most of the leadership positions are mostly occupied with men. Men are more likely to have leadership positions in both men and female dominated fields (Stamarski and Son Hing 2015). Women face this

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).

On the other hand, it is said that women are seen as being more supportive and less managerial. Women tend to display high levels of compassion and team-building skills. Additionally, women leaders are able to view situations from many different perspectives, enhancing their persuasive ability and making them better at persuasion than males. Women are also said to like a challenge. “An international study found that 70% of businesswomen asked their bosses for new challenges at work, which is less than half of the businessmen that did so.” Lastly, it is said that women are honest and hard workers. It was found that 54% of women worked 9-11 hour days compared to 41% of men. It was also found that women are more likely to do work during their vacations and less likely to spend their “sick days” playing hooky.

Northouse (2016a) describes the development of female leadership. It was once a question if women could lead; yes, they can, but a gender gap exists. Differences between men and women that affect their job attainment. Although men and women may have equal access to entry and lower level positions, men hold more prestigious upper level jobs. Why does this occur? Generally, women have invested less than men in human capital: job history, training, and school. Women invest more time than men in taking care of family. As a result, men obtain jobs that require more responsibilities (Northouse, 2016a).

Thesis statement: Leadership depends on the leader’s leadership style and there way of communicating ideas rather than the leader themselves. Both women and men believe in similar leadership styles however women prefer a more participative leadership approach.

“Why We Have Too Few Women Leaders” by Sheryl Sandberg talks about the inequality in job profession for women. The different in percentage is not even close to being half. There are only 15 or 16% women that are CEO’s while men hold the rest. Women don’t reach for opportunities as much as men do. When a man succeeds, “they arrtibute their success to themselves, when a women succeeds, “they attribute their success to other external factors” because they believe they got to where they got by the help of someone else and not their own ability/effort (Sandberg).

In the final paper you will articulate “your personal philosophy on women in leadership and ministry from a biblical perspective”.

Eagly & Chin (2010) note that the barriers described intersect with leader behavior and identity in that leaders who are members of these groups are often expected to not only perform leader functions but also to fulfill the stereotypes associated with their group membership. They note that women who do demonstrate more "masculine" traits are often given poorer performance reviews even if their leadership performance is the same. Eagly & Johansen (2003) point out that women do have high levels of leadership performance, and so-called feminine traits are better correlated with positive outcomes than masculine traits, yet there remains discrimination in hiring females into leadership positions. The issue is even more complicated for people who incorporate multiple points of diversity, for example African-American females (Sanchez-Hucles & Davis, 2010).

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.

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).

In ancient India, women occupied a very important position, a superior position to men. To understand the position of women in Hinduism, we must recognize the Hindu scriptures guidelines to a woman’s position in Hindu society, but fail to address some roles of a Hindu woman specifically. This vague generalization of a woman’s role in the religious spectrum leaves open interpretation for the woman. Conflict arises when women are criticized by men, for the way they interpret the guidelines. Critically, we begin with the Hindu scriptures, because it is the heart and source of their cultural norms which can be perceived as an expression of the perceptions of the way of life. Scriptures of Hinduism hold the highest authority towards women