A survey conducted in the mentioned IT organization has revealed that more than 80% of the employees tended to be satisfied with the women as their leader because of the presence of an extensive discussion in a group form and freedom of speech is provided by them (McShane & Glinow, 2013). It is important to note that women business leader who work in a team are more likely to discuss specific issues with their colleagues as well as they learn important information on organizational processes from one another. The respective research in the IT company demonstrated significant findings (Vanderbroeck, 2010). First, the researcher revealed that the better the scale of employee contribution in the leadership, the more they understood the foundation of specialized learning in the field. Second, women business leaders tend to listen to every aspect of critical situation which had better results in comparison to employees involved in individual discussions. Third, the survey showed that the frequency of providing feedback for women had a positive effect on organizational productivity. Read more
However, organizations should consider the importance of inspecting their key management committees to ensure women are represented and working efficiently (Prime, Carter & Welbourne, 2009). At the same time, organizations need to increase and give an opportunity to women in managing and controlling top and senior leadership, and take part in the decision-making process (Weeks, 2009). By setting up targets for women’s leadership and the achievement of medium-term target milestones.
Brazile, this author around the piece, argues that ladies probably will be payed similar as compared to the pay money for adult males in running equivalent jobs. She further argues that if the Congress would make women wait until 2075 to be paid equal for equal work, then the people should have not voted for the members of the Congress last 2010 election. This assertion by Brazile stresses her heavy indictment there would be wise to no compensation discrimination based upon gender. Read more
It is easier for men to take action in times of discrimination as opposed to men. They tend to experience new items of approach while dealing with cases. A woman is likely to notice unproductive time wasting, but lacks the approach to face his male counterpart in the force. In fear of humiliation, it ends in looking for the person in authority. A woman in the NYPD cannot display her protest in the male dominated environment even if they are on the right. Women fear taking action because the situation might turn back against them. This does not provide them with a proper working condition considering the situation remains relentless. The NYPD should treat their employees with the same accord. Both officers undergo the same evaluation and training, which gives them the capabilities to work in the force (Litosseliti, 2002). Taking action on unfavorable cases should use the same procedure regardless of the gender. Women in NYPD place go through insensitive positions when dealing with their works. The common understanding is that the department seeks for individuals who will be available on call. Women in the department need to be able to respond to work on call. The issue of pregnancy is natural hence, the human resource department should consider such favors while dealing with the women. Just like the ego of a man shows, so should that of a woman (Goodrum, 2011). Read more
Based on the findings from the literature review, the researcher can apply major theoretical concepts pertaining for women business leader in real-world business situations. For instance, in the specific context of an IT company, an evaluator may rate women employees more leniently by demonstrating the hope to neglect the anger of some temperament workers (McShane & Glinow, 2013). For that reason, an evaluator’s tendency to allow individual bias into peformance of women leader may significantly deteriorate organizational performance. In the respective workplace, a wide range of factors has been detected to play an important role to assess the women leadership quality such as a prevailing leadership style, teamwork, individuality, mood changes and personality indicators. Read more
Women in NYPD place women in an insensitive position with cases exhibited to their own staff. The common understanding is that the department seeks for individuals who will be available on call. Women in the department need to be able to respond to work on call. Pregnant women in this case cannot abide by the rules. This is a natural occurrence and the NYPD should not make them pay for the circumstance. This leads many women to perform abortions creating medical conditions. Men have no natural boundaries that limit them from working. This makes them the most favorable gender to work in the NYPD. The employment terms do not show any limitations for women hence women should use the law to sue during unfavorable conditions (Bandura, 2010).
The working environment at NYPD places fear among women as their parade is ruined with the testosterone rush of men. Read more
The IT company could gain a relevant competitive advantage based on its talent that has been evaluated through the utilization of the leadership (Vanderbroeck, 2010). Essential points obtained from the research relate to the development of a proper evaluation form comprising all employees in the organization, identification of performance measures, setting guidelines for feedback, establishment of disciplinary procedures and introducing an evaluation schedule (McShane & Glinow, 2013). By considering these major steps, the company’s managers succeeded in clarifying the role and expected outcomes of Executive Program for Women Leaders. The conducted research in a real-world business setting allowed for a better understanding of the Executive Program for Women Leaders. Read more
Men fear humiliation hence use their posture and ego to show dominance. A woman in the NYPD cannot display her protest in the male dominated environment even if they are on the right. If a man experiences bravado, he hides his fear and paranoia with terms of being smart, capable and caring. Some of the terms are jokingly displayed, but the women still feel discriminated. During working hours, they do not fear to show that women are subordinate in the cases assigned to them. Men like to be associated with high crime syndicates while women are given call center jobs. This does not refute their duty responsibilities, but it would be gratifying to see women assigned to bulky cases. When men feel depressed, it is usually tied to being humiliated, but in a woman’s case, it is tied to seeking attention. The working environment in the force comes with challenges that affect men and women in the same capacity. The NYPD should treat cases of humiliation with the same capacity (Gauntlett, 2008). Read more
By applying the approach of the Executive Program for Women Leaders in the organizational setting, working in a team would be definitely more effective compared to individual work. Yet it might be challenging to determine the precise conditions for conducting performance appraisal objectively and efficiently, but it can still serve as an initial point for favoring such a mechanism (Stead & Elliott, 2013). Indeed, the efficiency of the discussed assessment system is usually not determined by the type of instrument being employed. The specific way of utilizing this instrument is what mostly counts. Nonetheless, the application of the theory of leadership to an IT organization revealed that some supervisors tended to view appraisal as a managed system and perceived themselves as managers of defects rather than facilitators of organizational growth. Read more