Women into leadership

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Information about Women into leadership
Business & Mgmt

Published on March 8, 2014

Author: dannizhou

Source: slideshare.net


Women into leadership

• The employment situation has not evolved significantly since 2001 The ILO’s Global Employment Trends (2003) •Women continue to have lower labour market participation rates •Higher unemployment rates can be seen •Significant pay differences to men than women •Women represent over 40 percent of the global labour force, so why is their share in professional jobs still so low? - Sourced from International Labour Force (2004)

Structural Obstacle – lack of access to informal networks and lack of female role models  Lifestyle issues – motherhood may hinder ability to work „around-the-clock‟  Imbedded institutional mindsets – managers believe that women can not execute the job properly  Imbedded individual mindsets - women‟s desire to become more powerful in the workplace fades with time  - Sourced from Barsh, J. (2011)

 • •  • • Role Models Jacqueline Novogratz, CEO of Acumen Fund McKinsey Quarterly (2009), worked with women in Rwanda to start the first microfinance firm in the country Evidence of Path Goal Theory. To Aid Economic Growth According to Novogratz, if there are more women in leadership, the effect would lead to a healthier society with a stable economy (McKinsey Quarterly, 2009). Evidence of Trait Theory

 Action 1. Identify Current situation: Measure, Analyse, Monitor (Chief Executive Women, 2009)  Action 2. Commitment from Top Management (Nesbit and Seeger 2007; Chesterman, Ross, Smith, and Peters 2004)  Action 3. Diversity and equity (Chief Executive Women 2009; Sealy, Vinnicombe, and Singh 2008).  Action 4. Exempt masculine culture: Organisational Culture Affects Women‟s Leadership  Action 5. Government promote women in decision-making (Linnainmaa, 2010)

 Access trust between managers and women employees  Encourage women to “seat at the table” (TED, 2010)  Empowerment development  Develop open communication among them  Incremental gains (Giscombe, 2011)

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