This paper illustrated the major finding that women as a leader can also be efficient employees to work better by providing them with an opportunity to evaluate their future direction, development and training in dynamic organizational settings (Schuh et al., 2013). Furthermore, the paper suggested that the availability of a glass ceiling and glass cliff within the organization may lead to de-motivation of women employees, ineffective teamwork and decreased productivity in companies. A limitation being identified in the paper refers to particular negative practices in terms of leadership assessment to include employee favoritism, biased views adopted by managers and irrelevant leadership training opportunities (Prime, Carter & Welbourne, 2009). This apparently shows a lack of responsibilities by top management. Women business leaders can also promote the view that they can provide a realistic overview of the objective to their followers as well as of their training and development progress to achieve the goals. Read more
Most of the companies in U.S recognized the worth of diversity in their technical workforce and supported the increased representation of women. Research showed the persistence of an acknowledgement given by the those companies at a higher level to attract women in different sectors within the organization (Stead & Elliott, 2013). This practice is considered highly operational and structured. The basic purpose of such best practices to be conducted is to retain women and to give women empowerment within the organization, which would result in both internal and external changes. The primary changes are taking place in the U.S workplace in terms of assuring specific modifications regarding the role of female employees and gender equality (Merchant, 2012). Research shows that women had a high level of dissatisfaction with the opportunity to advance their business career. However, there is an insignificant presence of women in key leadership positions, which sends a powerful message to the whole world regarding organizations’ commitment to women’s employment and promoting retention. Read more
Men fear metastatic incompletence due to their competitive nature. They tie their worth to their competence in performance and would do anything to ensure it is visible to their bosses. Women in the NYPD do not only face discrimination from their bosses, but their male counterparts who steal the fame from them. In a case where woman and man police officers go out on assignment, a success is registered as the man’s work, while the failure lies in the woman’s file. Cases of men not wanting female partners exist at this modern age. It is unbearable for the women to think that they are only good for office work (Ghosh, 2009). Competition in the force is inevitable, but the NYPD should ensure it remains healthy. Failure in the department includes a report of the overall failure regardless of the gender. NYPD should maintain healthy communication between the two genders for prosperity of the whole organization. Read more
Furthermore, the dynamics of the workplace are associated with women as a managers’ ability to enhance employees in terms of function clearness, communication value, merit pay and management, expectation and instrumentality estimates, and perceptions of fairness. It has been found that improved role of women leaders shows clarity affected the dimensions of performance expectation (Stead & Elliott, 2013). As indicated in practice, leadership is a method that has been described by means of civilizing performance in addition to structuring road map for others in the job fulfillment process. From this perspective, the vital goal of leadership should be to present adequate information that can facilitate managers to encourage women leaders performance (McShane & Glinow, 2013). Employees working within the IT organization have been observed to be familiar with the tool of the ranking scale, and this additionally increased the efficiency of the performance process. Furthermore, employees were allowed freedom and flexibility to share their own concerns and insights so that they could enhance their self-development. Read more
Women struggle to break through the intimidating experiences they go through at their work places. The ‘Glass Ceiling’ effect in the United States indicates from studies carried out by the U.S. Department of Labor. Women employees face unbreakable barriers that keep them in minority positions unable from rising up the corporate ladder. Census carried out in 2010 revealed that women in the United States make $8,000 less in comparison to the males. The gap has since reduced since the 1980 with women getting a salary increment of 60 percent. The disparity at the work place is still visible considering women of the ages 35- 65 only get 78 cents on the dollar. New York City faces the largest disparity with the studies originating from their records (Merry, 2011). The Equal Pay act has been followed for over half a century, but women still face pay discrimination at their work place. According to Anderson, “Discrimination based on pay should be a thing of the past”. Read more
In an attempt to evaluate the objectives of to analyze the importance of women business leaders in a broad sense and those aspects in a particular setting, certain points become clear: the total variables that affect the effectiveness of the leadership qualities in work practice (Vanderbroeck, 2010). One of these variables relates to the scales of training and another variable refers to variance in terms of improvement. Other proper variables are associated with stereotypes and major rating scales. For the time being, it is essential to focus on the dimensions of improvement in employee performance and productivity in the workplace with the help of the instrument of leadership.
As previously mentioned, the IT organization generated significant policies to decrease the problem related to discrimination among employees and productivity as a result of implementing the approach of leadership within organizations (Vanderbroeck, 2010). In this way, women employees’ confidence and self-esteem considerably increased with time because they felt their efforts are adequately valued in the respective organization. Read more
This paper concludes all the findings from the literature review, the selected research topic and the analysis component of the research. It provides a relevant conclusion based on major theoretical concepts and practical examples from real-world business settings, as well as introducing viable recommendations and suggestions for future research (Stead & Elliott, 2013). The research paper demonstrated the importance of women in leadership and the development in the context of modern organizations. The issue selected for this research was women’s leadership. Leadership plays a significant role in the development because it contributes to clarifying the organizational mission and objective statements guided by the leaders (Merchant, 2012). In addition, the importance of the explored subject has been evident in the field of management. Women leaders should consider to be an efficient and reliable sources in the decision-making process. There are lots of real-time examples of women who are succeeding. Read more
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