The Advancement of Women to Top Management Position - Literature review Example

? Women Leaders March 13, Women Leaders Introduction Women leadership has grown through the years. Research delves on why there are few women leaders. The research delves on how to increase women leaders in society. Training and dedication increases the number of women leaders. The BBC article clearly shows that there are a fewer women holding on to their management jobs. There are more male leaders than female leader s in society. This is understandable. Throughout history, the people were used to male leaders. People love to hear the fiery discussion of Britain’s Prime Minister Taylor (Taylor, 2006). With Thatcher’s prior leadership, United Kingdom was able to join the United States wars. Creating social norms that will reduce gender discrimination (Park, 1996). Further, there are jobs where the female gender is not eager to join. The average female gender does not like to join the army. Joining the army is very strenuous. The officers /leaders of the army rose through the ranks. Rising through the army’s rank entails joining wars. Joining wars include having a life-threatening gamble. The gamble is that the female soldier may be killed by the enemy’s bullets. As the female soldier spends more time with the war, the danger of being killed or maimed is greater (Park, 1995). In the judiciary, there are very female applicants for the juicy judge job. This is also very understandable. The work of the judge is life-threatening. When the judge pens a guilty verdict on the accused, there is a huge probability that the relatives or friends of the convicted felons may avenge the judge’s verdict. The relatives may wait for the judge to cross the street of the courtroom when the judge is in sight, the relatives may murder the judge. In the business sector, there are few female businesswomen. This is again understandable. Society is accustomed to male managers trying to sell the products to the current and future customers. People may look at the female sales person as someone who must try to sell products to the male current and future customers. In stores such as Tesco, there are more female sales persons than the male salesperson. The reason is obvious, current and future customers are more sensually comfortable talking with female grocery store sales persons (KPMG, 2011). In terms of leadership delivery, gender often plays a vital role. There are jobs prohibits that women from daring to excel. For example, In the European Union member states, there is a slow promotion of women into the management level. One dilemma of women is their motherly role (KPMG, 2011). Women prioritize the rearing of children. Consequently, the home chores discourage women from exerting more time to their jobs. More time includes entertaining current and future customers. Entertaining customers may include engaging them in drinking sprees. Woman managers would find it awkward to entertain male current and future customers inside a dance floor. Likewise, female managers would find it awkward play basketball with current and future customers who love to play basketball. With the home job of rearing the family constantly bothering the female managers, the female managers cannot give their 100 percent to their current work responsibilities. There are differences in the interpersonal relations between men and woman. Men are often linear relationships. The men organize their jobs in component units. Likewise, men normally resolve management issues using the single usage approach leadership (Faugoo, 2011). On the other hand, the process time denotes femaleness. Women are normally busy during their sharing experiences. The women leadership includes sharing their expertise with other people. Because of home responsibilities, many women work using lesser company work hours when compared to men. The female members of our human society are destined to take care of the house chores. The house chores often include cooking the family’s food. The female gender is usually assigned to clean the bathroom and other parts of the home (Baxter, 2012). The talks of female managers often include topics about family life (Jonsen, K., Mazevski, M., 2010). Family life includes talks about raising the noisy children. Family talks include discussions on the new topics. A majority of women prefer to take care of their family’s and home’s need. Leadership time includes reduced time for oneself. As the leader, one must continually observe the entire production process. As the leader, the female manager cannot go home early. The female manager must priorities the companies’ clients over and above the female managers’ personal lives. As a result, the female managers have no time for reading activities. Reading activities increase the female managers’ brain power. Further, research indicated that women prefer to talk to persons of the same level, capacity, aptitude, class or group. This is very true especially in the workplace environment. The normal business environment segregates the individuals according several group times. For example, the university closets its teachers among themselves. When this happens, one teacher feels at home discussing one student’s classroom leadership. In the healthcare environment, the nurses are often assigned to one floor’s front desks (Jonsen, K., Mazevski, M., 2010). Further, companies hire women to join their management teams (Jonsen, K., Mazevski, M., 2010). Further, another research shows that there are companies having more than 16 percent profits compared to the 12 percent profits gained by companies having no women managers on board. Various studies have shown that companies with higher percentage of women managers generated more revenues. Additionally, women additionally special spark to make the business glow and grow. When governance is lackluster, the female managers contribute the strong organizational and financial ingredients to bolster the line and staff employees’ desire to achieve organizational goals and objectives (Lamsa,2002). Further, the female managers ensure the quality of corporate governance is high. The female managers imbue ethical standards on the entire corporate plane. In Finland, the female media leaders use the female persuasive form to attract both the male and female clients. The use of the female form generates favorable responses from many clients of both genders (Lamsa, 2002). Furthermore, there are more women graduates today. With more women graduates, the United Kingdom organizations can hire the best of the best women graduates. The women graduates can add to optimum blend of male employees. With all heads contributing to the management team, more creative management strategies crop up. With more innovative female managers, there will be more diversified sales. Further, the leaders from the female gender strive to do their best to generate positive outcomes from their activities. The female leaders focus on ensuring they can overcome all obstacles to realizing their dreams to be future leaders. Such trainings will increase the probability of women classified as fit to tackle each job challenge. Many of the men do not feel comfortable with women managers. Some members of societies feel that the women should be left at home to tend to the children. The concept of women leading men is a very uncomfortable situation. The concept of male leading the group is very realistic in close -knit religious groups. The groups include Muslim people. The Muslim religion states that the female members of society must not have the voice or power to contribute to the group’s decision making activities. In the family, the wives stand eager to obey their husbands every command. According to the Women Create A Sustainable Future, diversity plays a vital factors terms of organizational leadership (Jonsen, K., Mazevski, M., 2010). Organizational leadership is aimed at contributing to the accomplishment of organizational goals. With the goals at the end of the trail, the managers maximize the resources to achieve the goals. The managers use the people to harness the people to increase financial performance. Female managers can play a vital role in increasing company sale. The female managers can effectively use their charms t to rally the workers to achieve better and better monthly production outputs. Additionally, female leaders can use their knowledge of corporate social responsibility to comply with their roles to safeguard United Kingdom society (Johnson K., Mazevsk M., 2012). Corporate social responsibility includes ensuring the factories not generated smoke -belching furnaces. The furnaces generate carbon monoxide. The monoxide is a poison that may cause harm to people living near the premises of the factories. The female leaders can help the male leaders ensure stakeholder values are achieved (Kennedy, 2006). The stakeholder values shows the current and future investors’ funds currently deposited to the chosen company accounts. Additionally the female leaders can contribute to the organization’s achieving sustainability. Sustainability includes ensuring the environment is protected. By reducing the factory fume exhausts, the company is protecting the environment from hazardous factory exhausts (Peltokorpi, 2008). During the prior administration, the most power female manager of our United Kingdom is Margaret Thatcher. As a strong political leader, Margaret Thatcher had the power to mold men’s minds. The people elected Margaret Thatcher because she was very strong and meant whatever she espoused. That could her political party mates to approve her political laws. Her hard stance on some issues resulted to her being the iron lady. Thatcher could easily rally her political party mates to accept her political ideas. Likewise, Thatcher was more than eager. As United Kingdom’s leader, Thatcher would freely negotiate with governments pertaining to policies that affect the United Kingdom and its constituents (Dale, 2005). The role of women (Lamsa, 2002) has grown through the years. During the past 26 years, the number of female manager s continues to increase (Faugoo, 2011). The Equal Opportunities Legislation opens the door for many female applicants to management positions. The law allows maternity leave and other benefits to the working mothers (Cialdini, 2003). The women in the human resource department clearly show that gender discrimination in the workplace. With the gender issue, female leaders should try to avoid being frustrated by societies’ prejudices. By continuing to excel in one’s small business world, the other people will learn to respect the female managers’ expertise. The female managers can help generating high sales and production outputs (Baxter, 2012). Conclusion Summarizing the above discussion, the number of female managers has grown through the years. Research shows that there are few women leaders. There are more female leaders in our time. Evidently, training and dedication enhances the number of women leaders. References: Baxter, J. 2012, Women of the Corporation: A Sociolinguistic Perspective of Senior Women's Leadership Language in the U.K. Journal of Sociolinguistics , 16 (1), 81-107. Cialdini, R. 2003, Crafting Normative Messages to Protect the Environment. Current Directions in Psychological Science , 12 (4), 105-109. Dale, L. 2005, Margaret Thatcher. London, Daily Telegraph. Faugoo, D. 2011, The Advancement of Women to Top Management Position in the Human Resource Management Domain: A Time for Change? . International Journal of Human Resource , 1-5. Johnson K., Mazevsk M. 2012, Gender Equaility. Equality, Diversty, and Inclusion Journal , 1-8. Kennedy, L. 2006, Going Green: How to Incorporate Stakeholder Values for Sustainability. Proceedings of the Water Environment , 15. KPMG. 2011, European. European Journal of Women's Studies , 11 (2), 205-211. Lamsa, A. 2002, Representations ofthe Woman Leader in Finnish Business Media Articles. Business Ethics , 363-374. Park, D. 1996, Gender Role, Decision Style and Leadership Style. Women in Management Review , 11 (8), 13-17. Peltokorpi, A. 2008, Stakeholder Approach for Evaluation Organizational Change Projects. International Journal of Health Quality Assurance , 418-434. No author, European Journal of Women’s Studies. Sage Press Vol 11 (2) p 205-211. Gender and time at the top: Cultural Constructions of Time in High-Level Careers and Homes. Taylor, R. 2006, Major. London, Haus Press. Are Women their worst Enemy When it Comes to the Top Jobs, retrieved March 13, 2013 from www.BBC News - Are women their own worst enemy when it comes to the top jobs.mht http://www.euronews.com/2011/02/24/uk-report-calls-for-more-women-in-top-jobs/ Instructions files attached: 1. 2013-03-02 19:27 (270.4 Kb) Created: 2013-03-03 07:03 Deadline: 2013-03-13 06:06 Time Left: 8 days 19h 27m Style: Harvard Language Style: English (U.K.) Grade: 2:1 Pages: 6 Sources: 10 Read More