Advancing Women in Leadership Journal
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Unmasking the Sociocultural Constraints to Career Growth of Married Women in Ghanaian Organizations
Full text linkThis study investigated the question of how culture and activity can be explored towards understanding the professional career development of married women and the relative constraints associated with such development in the Ghanaian environment. Guided by the cultural-historical activity theory (CHAT) framework, data was collected from a sample of 141 married Ghanaian women professionals engaged in white collar jobs in the public and private institutions located in Accra. It is established that the acceptance by the Ghanaian traditional society of the married professional woman as a capable person who can equally perform in an organization and thus need to be trusted, supported and recognized is of relevance to her career development. This observation provides learning on the impact of the inflow of socio-cultural dynamics into a gender-oriented organizational life and the complexities that it generates in understanding the constraints to the professional career development of married women
The Leadership Discourse Amongst Female Police Leaders in Sweden
Full text linkFemale leaders within the police force in Sweden are in a minority. Although their numbers are increasing, little is known about their experiences. By using interviews and discourse analysis, this article aims to analyse and construct the leadership discourse articulated by female leaders within the Swedish Police. It is argued here, as in previous research, that female leaders experience a range of different aspects in their roles as leaders. The female leadership discourse within the police is constructed around five themes of discussion: (a) the leadership style of good leaders is generally a transformational one; (b) a transactional approach to leadership is visible in relation to crisis situations; (c) extensive experience as a police officer is of importance; (d) leaders need support in different ways, and (e) experiences of being a "˜token\u27 female in a male-dominated organisation is common. Above all, this article challenges the notion that a "˜feminine leadership style\u27 exists. It is also argued that an intersectional perspective on police leadership is preferable, and that co-workers have an impact on leadership processes
Gender Typing in Management: Evaluation of Managerial Subroles for Sport
Full text linkThis research examined the gender typing of managerial subroles for entry, middle and senior-level positions to evaluate if gender typing serves as a barrier to women\u27s advancement into senior level positions. Interscholastic athletic directors and managers in the sport industry (n = 167) evaluated the importance of 19 managerial subroles for entry, middle, and senior level managers. Results indicate feminine managerial subroles were more important for entry and middle level managers than masculine managerial subroles (p < .05). There was no significant difference between masculine and feminine subroles in senior level manager positions. Feminine subroles may be more important than masculine subroles for entry and middle level positions while both feminine and masculine subroles are important for senior level managers
Black Feminism: An Epistemological Framework for Exploring How Race and Gender Impact Black Women\u27s Leadership Development
Full text linkThis paper presents, through the lens of Black feminism, a historical review of the contextual forces that have shaped and hindered African American\u27s women\u27s leadership development
Gender Equality for Learning Leadership in Undergraduate Business Schools
Full text linkSome scholars suggest that business schools are failing the challenge of providing 21st century skills and in particular, they are failing women. As a conceptual model of how people can better adapt to change, the lens of transformational learning was used to shed light on whether women are at a disadvantage to men in transformational learning when exposed to the same experiences at undergraduate business school. Transformational learning occurs when a student\u27s worldview is challenged and when the learner moves beyond old assumptions to see things in a new way. In this quantitative study of 256 undergraduate business students, women experienced comparable rates of transformational learning to their male counterparts and reported experiencing the same learning stimuli in personal relations, class room activities, and life events. It would appear that when exposed to the same stimuli, female undergraduate students are not at a disadvantage to male undergraduate students in learning how to be business leaders through transformational learning
Exploring the Source of Leadership Self-Efficacy among Japanese Female High School Student-Athletes through Sport Experiences
Full text linkTo apply self-efficacy theory to identify the sport-related themes and the processes through which they influence leadership self-efficacy (LSE) among Japanese female high school student-athletes. Method: Focus group and one -on-one interviews were conducted with 30 female high school student-athletes aged 16-17. A grounded theory approach (GTA), which allows the generation of theory from participants’ narratives, was employed to extend self-efficacy theory within the sport context. Result: We identified four categories that impact LSE: (a) leadership experience, (b) feedback on leadership behavior, (c) observation of leaders, and (d) sport performance level. Implication: These findings of this study contribute to the development of leadership education programs for girls through sport, helping to address the underrepresentation of female leaders in Japan.
Keywords: leadership development; female student-athletes; leadership self-efficacy; sport leadershi
Authentic Leadership: As Exemplified by Kamla Persad Bissessar- Implications for Current and Potential Leaders
Full text linkThe focus of this paper will be on the six seeds of authentic leadership as espoused by Cashman (2003) and the relationship to Kamla Persad Bissessar\u27s leadership. Her strengths and weaknesses will be examined with a view to determining whether she displays qualities of an authentic leader. Speeches, e-mails, her facebook pages and the party\u27s manifesto for 2010 will be used as touchstones to evaluate her level of authenticity as a leader. The six seeds are: (a) the need for leaders to manifest what is in their hearts, (b) ability to embrace both the good and the bad and learn from them, (c) the leader serves the parts and the whole through value creation, (d) the leader masters the ego and moves beyond the ego, (e) the leader displays social intelligence through his or her ability to connect with others, and (f) the leader is able to find the potential in others. A discussion ensues based on the example of authentic leadership and how potential and current leaders could capitalize on becoming more people-centered leaders
Female Faculty Members at Texas Community Colleges: Any Changes Since 2000?
Full text linkIn this study, the authors examined the extent to which the number and percentage of female faculty members employed full-time and part-time at Texas community colleges had changed from 2000 to 2006. Both the absolute number and percentage of female faculty members employed full-time and employed part-time had significantly increased over this 7 year time period. Females comprise more than half of the community college faculty members in the State of Texas. Implications of these findings for faculty diversity are discussed
The Role of Balance in Women\u27s Leadership Self-Identity
Full text linkThis study explores the role balance plays in the leadership self-identity of women college presidents. Their understanding of themselves as leaders reveals the complexity of leadership. Balance goes beyond juggling personal and professional lives and time commitments. It encompasses embracing weaknesses as well as strengths without losing competence or credibility, understanding that self-confidence and missteps are compatible, knowing that language can divide as well as unite, and recognizing that leadership includes loneliness and distance along with connection and praise. Using narrative inquiry, the research examines the following: how these women describe and define themselves as leaders, what personal attributes contribute to their leadership, their past and future career intentions, how their relationships influence their leadership self-identity, and the stories they tell about themselves and their experiences. A clear picture of leadership self-identity as a holistic concept emerges, integrating five critical components""balance, authenticity, leading through relationships, composing a life, and learning. The complexity and nuance of balance as a facet of leadership, and the resulting implications for identifying and selecting leaders, is the focus of this article