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Women's leadership
\"This volume is distinctive because it explores different concepts of leadership, seeks to challenge traditional concepts, and to explode common myths. In contrast to the traditional male, hierarchical, value free and organisational bound construction of leadership, this text presents an alternative construction that is female, non-hierarchical and underpinned and driven by values, rooted in community and beyond the boundaries of traditional organizations. This volume uses examples from research with leading women to portray that leadership is not a floating or external concept, but has tangible, social, cultural and political roots and anchors\"--Provided by publisher.
Book
Race, Gender, and Leadership
Much has been written about a model of leadership that emphasizes women's values and experiences, that is in some ways distinct from male models of leadership. This book redirects the focus to a view of leadership as a multicultural phenomenon that moves beyond dualistic notions of \"masculine\" and \"feminine\" leadership, and focuses more specifically on leadership as the management of meaning, including the meanings of the notion of \"organizational leader.\"
This volume focuses on leadership \"traditions\" revealed in the history of Black women in America and exemplified in the leadership approaches of 15 African American women executives who came of age during the civil rights and feminist movements of the 1960's and 1970's and climbed to the top of major U.S. organizations. It advances a vision of organizational leadership that challenges traditional masculine and feminine notions of leadership development and practice, providing insights on organizational leadership in the era of post-industrialization and globalization. Additionally, by placing African American women at the center of analysis, this book provides insights into the ways in which race and gender structure key leadership processes in today's diverse and changing workplace. It is a must-read for scholars and researchers in organizational communication, management, leadership, African American studies, and related areas.
Contents: Preface. Introduction: Re-Envisioning Leadership in the Postindustrial Era. Part I: The Need for Race- and Gender-Inclusive Visions of Leadership in the Postindustrial Era. Visions of Leadership in Traditional (White Masculine) and (White) Feminine Leadership Approaches: A Review and Critique. A Meaning-Centered Approach to Leadership in the Postindustrial Era: A Critical Feminist Perspective. Part II: African American Women: An Untapped Source of Leadership Knowledge. The Seeds of a Tradition of Leadership: Resisting Discourses of \"Black Women as Fallen Womanhood/Black Women as 'Natural' Laborers\" During U.S.-Institutionalized Slavery. Forging a Tradition of Leadership: Resisting Discourses of \"Black Women as Marginal Workers\" From Legal Emancipation Through the Civil Rights Movement. Part III: African American Women Executives and 21st-Century Organizational Leadership: Deconstructing \"Masculine\" and \"Feminine\" Leadership, Embracing Duality in Leadership Practice. Re-Envisioning Instrumentality as Collaboration. Embracing Duality in Leadership Practice: Re-Envisioning Control as Empowerment and Community Building. Organizational Leadership Communication in the 21st Century: Toward Inclusive Leadership Theory, Research, and Practice. Appendix A: Interview Protocols.
eBook
‘No, I do not suffer from it’: the analysis of the manipulation of the subjectivity of the executive woman in the rise of the career
The insertion of women in executive positions has grown, but they need to adapt to the impositions of management to achieve and preserve a successful career. In this context, this article sought to analyze the manipulation of the subjectivity of executive women in career advancement. For this purpose, a descriptive study was carried out with 14 executive women working in national and multinational companies, with the information being analyzed using the content analysis technique. The results show that the executives conform to the impositions of the position and try to adapt themselves to exemplary behavior. They create defense strategies to deal with disposability, personal resignations and justify taking their place. With a support team to handle their demands, they deny the labyrinths of the trajectory, evidencing the presence of the queen bee phenomenon, and reproduce a behavior that privileges masculinities in organizations.
Journal Article
How Chinese Women Rise
Contrary to what we might expect, China has a higher proportion of women in senior executive roles than almost any other country in the world, far outstripping Western countries such as the USA, France or Germany – even though there's not a gender quota in sight. What makes these female Chinese top managers different? To find out, Bettina Al-Sadik-Lowinski interviewed 35 Chinese women who she came into contact with through her work as an executive coach in China. The result is a unique research project, the \"Shanghai Women's Career Lab\", which analyses the mechanisms, attitudes and carefully planned career paths that allowed these women to rise to senior positions at multinational corporations in China. The analysis concludes that successful Chinese women and their careers can serve as role models for women around the world. Women can use the results of the research to make their own career planning more successful. By following these examples, they can build on their own strengths and rise to top management. The Shanghai Women's Career Lab also offers strategies for company leaders who want to promote talented women to top management positions.
eBook
The new CEOs
The New CEOs looks at the women and people of color leading Fortune 500 companies, exploring the factors that have helped them achieve success and their impact on the business world and society more broadly. As recently as fifteen years ago, there had only been three women CEOs of Fortune 500 companies, and no African Americans. As of July 2010, there had been 73 women, African American, Latino, and Asian CEOs of Fortune 500 companies—some well-known, like Carly Fiorina of Hewlett Packard, and some less-known. Richard L. Zweigenhaft and G. William Domhoff look at these 'new CEOs' closely. Weaving compelling interview excerpts with new research, the book traces how these new CEOs came to power, questions whether they differ from white male Fortune 500 CEOs in meaningful ways, asks whether the companies that hired them differ from other companies, and discusses what we can learn about power in America from the emergence of these new CEOs. As Americans continue to debate corporate compensation, glass ceilings, and 'colorblind' relationships, The New CEOs shares information critical to understanding our current situation and looks toward the future in our increasingly globalized world.
eBook