Role of Women in Leadership Leadership is a role that has been male-dominated for centuries, as a result of the patriarchal society in which the West has been situated. However, with the advent of the women's movement in the 19th century, the role of women in leadership began to expand. Women abolitionists came to the fore, women suffragists emerged, women's rights advocates surfaced and finally the Feminist Movement under leaders

Gender equality establishes the concept and attitude of unbiased and impartial allocation of corporate resources and prospects involving men and women. It establishes equality for men and women in terms of opportunity in social circles. But the corporate world is based on certain gender norms and stereotypes of role provisions. Hence these roles have made certain divisive identities (Sharma, & Sharma, 2012). The social norms of women being the

Workplace Key Functional Areas of HRM The entire aim of the human resource management function is to augment the personal and joint productivity of the employees and deliver stellar results for the organization. The key components of a human resource management are: Retention Development Succession But in the past few years, human resource characteristics are becoming more complicated and broad to say the least. Simultaneously, the focus has been on the fact that human resource practices

Effect on Leadership Role with His Officers Sheriff Jones’ priorities influence his leadership behavior and the conduct of the other officers. His leadership style would resemble a transactional model as discussed in the management module. This leadership approach is premised on the idea that a quid pro quo occurs between a leader and his followers (Scott & Byrd, 2012). In such a case, the leader specifies the conditions under which the

As such many are forced to choose between one or the other. Sexist attitudes can propagate inequality and a work environment that is hostile particularly toward women. Attitudes in the workplace often promote gender inequality and are usually the result of cultural factors or stereotypes prevalent in the workplace. Preconceived notions regarding a man or woman's ability to perform well in a role, based on their gender alone, qualify as

Miller & Lemons (1998) had identified other problems, one of which was, in fact, exclusion from the old boy networks. They noted the fact that women also often are in a pioneering role as problematical." And they had a very sympathetic viewpoint of the 'differences' in family responsibilities obliquely identified by the GAO report: "Also, after spending a long day at work, most of these women still have to go