OL 676_4-3 Final Project Milestone 1_Ashley Roy

docx

School

University of New Hampshire *

*We aren’t endorsed by this school

Course

Subject

Economics

Date

Feb 20, 2024

Type

docx

Pages

Uploaded by BarristerTitanium7353

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley Ashley Roy 4-3 Final Project Milestone 1: Contemporary Analysis OL-676 Women in Leadership January 5, 2024 pg. 1

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley Women have been bound by the predisposition of societal expectations and stereotypes for generations. Women are seen as the caretaker of the home and family, nurturer, and far too emotional to be seen as successful leader. Societal stereotypes have been placed on both women and men alike, which has resulted in challenges for women to reach leadership roles, receive equal pay compared to their male counterparts and have been faced with gender inequality in the workplace. A good leader is not defined by gender, but by the characteristics and skills they hold to be an effective communicator, compassionate, self-aware, and emotionally intelligent. As history has shown, and what we still see in our workforce to this day, is women in leadership are facing far more challenges compared to men in leadership. From gender wage disparity, societal gender bias, underappreciation, and stereotypical and behavioral expectations, women in leadership are constantly confronted with barriers that hold them back from achieving their career advancement. The gender wage gap has remained consistent in the United States workforce for over the past two decades, as women on average earn 82 percent less that their male counterparts. (Center, 2023) In a survey conducted by Pew Research Center, the results show that out of the percentage of U.S adults who participated in the survey, 61% of women say that the reason for the wage gap is that employers treat women differently, 45% of women say that women make difference choices about how to balance work and family. (Center, 2023) Furthermore, there are the impacts of “occupational segregation”, which is known as the “funneling of women and men into different industries and jobs based on gender norms and expectations”. (Bleiweis, 2020) Historically, women have been encouraged to work in industries such as childcare, education, and hospitality, which tend to have a lower wage and little to no benefits. pg. 2

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley Additionally, women experience the reality of the societal expectation of taking care of the family which takes them out of the workforce for amount of time. As a result, women who have had to make the choice to be a stay-at-home parent, then fall short in experience when they try to re-enter the workforce. (Bleiweis, 2020) The dominance of men in leadership positions significantly impact the advancement of a woman seeking a leadership position, “as a women’s willingness to take on a leadership role is negatively influenced when surrounded by numerous men”. (Andreas Born, 2018) The underrepresentation of women in leadership and higher paying positions creates reason for other women to be more reluctant to enter high-level positions. (Andreas Born, 2018) Female leaders in a male-dominated industry are undervalued and found to be less competent, less influential, and less likely to obtain a leadership role compared to their male counterparts. (Wahl, 2023) Societal stereotypes and gender bias impact the perception of the effectiveness of a female leader in male- dominated industries. Women leaders in these roles are often faced with biases in career advancement opportunities and are often associated with male leadership traits. (Wahl, 2023) Gender role norms often create a barrier and risk for women seeking leadership promotions. Women leaders are repeatedly faced with a double standard when it comes to stereotypical and behavioral expectations. Women leaders are expected to meet the traditional societal expectation of being nurturing, polite and accommodating, while also tough, competent, and direct. These expectations contradict each other, as women leaders must be able to demand a performance expectation from their subordinates, while also ensuring they are showing care for them. (Wei Zheng, 2018) When looking for a candidate for a leadership role, most organizations do not base the search from the lens of what needs to be achieved in the leadership role itself and then identifying to best personal qualities for that role. Often, we unconsciously lean toward a pg. 3

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley prejudicial and biased view of leadership and who fits that mold. (Milad, 2021) Women leaders are held to higher expectations than their male-counterparts, as they are questioned whether they will be able to balance their work life and family responsibilities. On the contrary, male leaders are not held to the same expectations of family responsibility inside the home but are rather expected to be the bread winner. Additionally, women leaders in high-level positions must maintain not only a work-life balance, but physical appearance as well. Women in leadership positions need to maintain an “executive appearance” to be seen as successful. They must uphold a primed and polished facade to be respected, but not too feminine or attractive. (theHRDIRECTOR, 2023) Male-leaders are often measured on results and not by the way they look or the attire they wear. Reflecting on my organization, Southern New Hampshire University tends to be more of a progressive institution, and although women are still faced with many challenges and barriers in leadership roles, there are certainly more avenues for growth. SNHU has been intentional on providing resources to both staff and student’s regarding topic such as the challenges women face in leadership and focuses on empowering women to achieve their career goals. In 2018, SNHU hosted “an evening with woman leaders” session called “breaking through.” The event was focused on the stories of 3 accomplished SNHU MBA alumni and their personal journeys and challenges within their respective industries. (SNHU.EDU, 2018) This is just one example, as SNHU leads many events like this every year. That said, there is no surprise that our next University President is a woman, not because of her gender but that they see the value in her work and leadership style. As an industry, higher education still has some room for growth, as we still see gender stereotypes engrained in the root of our society and the work and family obligations creating pg. 4

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley barriers for women in leadership roles. Higher Education is historically a male-dominated industry, as its creation was intended for the white-male. The importance of the representation of woman in leadership roles, particularly in historically male-dominated industries is significant. Even more important, is each individual organization intentionally taking measures to narrow the gender gap, supporting their women colleagues, and encouraging and celebrating their success in leadership roles. pg. 5

4-3 Final Project Milestone 1: Contemporary Analysis | Roy, Ashley References Andreas Born, E. R. (2018). A man´s world? – The impact of a male dominated environment on femail leadership. Stockholm: DEPARTMENT OF ECONOMICS, STOCKHOLM SCHOOL OF ECONOMICS. Bleiweis, R. (2020, March 24). Quick Facts About the Gender Wage Gap . Retrieved from American Progress: https://www.americanprogress.org/article/quick-facts-gender-wage- gap/ Center, P. R. (2023, March 01). CAROLINA ARAGÃO . Retrieved from Pew Research Center: https://www.pewresearch.org/short-reads/2023/03/01/gender-pay-gap-facts/ Milad, M. (2021, January 26). Female Leadership: Overcoming Stereotypes About Choosing The Best Leader . Retrieved from Forbes: https://www.forbes.com/sites/forbescoachescouncil/2021/01/26/female-leadership- overcoming-stereotypes-about-choosing-the-best-leader/?sh=1ad0bfd31ccb SNHU.EDU. (2018, September 20). Breaking Through . Retrieved from Alumni, Family and Friends: https://alumni.snhu.edu/community-events/business-indicator-series/past/ breaking-through theHRDIRECTOR. (2023, March 1). theHRDIRECTOR . Retrieved from WOMEN BOSSES ARE STILL JUDGED MORE ON THEIR LOOKS THAN THEIR SMARTS: https://www.thehrdirector.com/women-bosses-still-judged-looks-smarts/ Wahl, M. T. (2023, January 27). Gender stereotypes in leadership: Analyzing the content and evaluation of stereotypes about typical, male, and female leaders . Retrieved from frontiers: https://www.frontiersin.org/articles/10.3389/fpsyg.2023.1034258/full#:~:text=The %20perception%20of%20dominant%20male,especially%20devalued%20compared %20to%20male Wei Zheng, R. K. (2018, November 28). How Women Manage the Gendered Norms of Leadership . Retrieved from Harvard Business Review: https://hbr.org/2018/11/how- women-manage-the-gendered-norms-of-leadership pg. 6

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Related Documents

Assignment 2.pdf

ECO 201 - Simulation Checkpoint Assignment.docx

8685d143386113c794ac57919ec52e4c.pdf

QMS210Winter2024Session7.pdf

Urban Midterm FA2023-even_answers - Copy.pdf

Econ 156 Statistics Test 3 Estimation.pdf

ECON-160.pdf

Practice Quiz 1 Solution1.docx

Practice Quiz 1.docx

post 6.docx

Journal reflection 4.docx

Assignment 5_ERA.docx

Recommended textbooks for you

Managerial Economics: A Problem Solving Approach

Economics

ISBN:9781337106665

Author:Luke M. Froeb, Brian T. McCann, Michael R. Ward, Mike Shor

Publisher:Cengage Learning

Microeconomics: Private and Public Choice (MindTa...

Economics

ISBN:9781305506893

Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson

Publisher:Cengage Learning

Macroeconomics: Private and Public Choice (MindTa...

Economics

ISBN:9781305506756

Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson

Publisher:Cengage Learning

Economics: Private and Public Choice (MindTap Cou...

Economics

ISBN:9781305506725

Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson

Publisher:Cengage Learning

EBK HEALTH ECONOMICS AND POLICY

Economics

ISBN:9781337668279

Author:Henderson

Publisher:YUZU

Managerial Economics: Applications, Strategies an...

Economics

ISBN:9781305506381

Author:James R. McGuigan, R. Charles Moyer, Frederick H.deB. Harris

Publisher:Cengage Learning

SEE MORE TEXTBOOKS

Recommended textbooks for you

Managerial Economics: A Problem Solving Approach
Economics
ISBN:9781337106665
Author:Luke M. Froeb, Brian T. McCann, Michael R. Ward, Mike Shor
Publisher:Cengage Learning
Microeconomics: Private and Public Choice (MindTa...
Economics
ISBN:9781305506893
Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson
Publisher:Cengage Learning
Macroeconomics: Private and Public Choice (MindTa...
Economics
ISBN:9781305506756
Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson
Publisher:Cengage Learning
Economics: Private and Public Choice (MindTap Cou...
Economics
ISBN:9781305506725
Author:James D. Gwartney, Richard L. Stroup, Russell S. Sobel, David A. Macpherson
Publisher:Cengage Learning
EBK HEALTH ECONOMICS AND POLICY
Economics
ISBN:9781337668279
Author:Henderson
Publisher:YUZU
Managerial Economics: Applications, Strategies an...
Economics
ISBN:9781305506381
Author:James R. McGuigan, R. Charles Moyer, Frederick H.deB. Harris
Publisher:Cengage Learning