Leadership in a Male World

2020 ◽  
pp. 75-89
Author(s):  
Bill Emmott
Keyword(s):  
Role Models ◽  
Board Member ◽  
Business Leaders ◽  
Female Managers ◽  
Sense Of Purpose ◽  
Clear Vision ◽  
Male Dominated ◽  
Firm Communication

In hitherto male-dominated societies, it is hard for female managers to become accepted. Three role models in very different fields show however that it can be done even in Japanese organizations. Kono Naho is the youngest main board member in the e-commerce giant Rakuten and the only female, and recently showed too how she can combine motherhood and management. Higuchi Hiroe is an executive chef running a group of restaurants on the Ise peninsula and cooked for the G7 leaders in 2016; a mother of two sons, she and her husband both started off as chefs but her husband stood aside for her. Terada Chiyono heads a removals firm that has one-quarter of the Japanese house removals market, up from 3 per cent when I first interviewed her in 1986, and has become one of the Kansai region’s most well-known business leaders. All show how a clear vision and sense of purpose, and careful but firm communication, are vital if women are to succeed as leaders.

Women on top: the career development journey of Filipina business executives in the Philippines

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Enrico Cirineo Osi ◽  
Mendiola Teng-Calleja
Keyword(s):  
Career Development ◽  
Role Models ◽  
Women Executives ◽  
Personal Characteristics ◽  
The Philippines ◽  
Business Leaders ◽  
Structured Interviews ◽  
Content Type ◽  
Business Executives ◽  
Male Dominated

PurposeThis paper aims to examine the experiences of Filipina women business executives occupying top-most leadership roles in male-dominated industries in the Philippines.Design/methodology/approachThis qualitative research utilized the institutional theory and a phenomenological approach with semi-structured interviews for data collection. The seven women executives were purposively selected and interviewed in-depth. Participants were renowned leaders in six male-dominated industries in the country.FindingsThree phases – growing up years, career advancement and raising a family and becoming and being the chief executive officer (CEO) tracked the career development journey of the Filipina women business leaders that participated in the study. Cultural, organizational and familial factors emerged as contextual dimensions at each phase that the women business executives needed to navigate in their journey to the top. Six sub-themes reflect challenges in their career progression – women as in-charge of households, expectations as mothers, limited representation in the boardroom, discrimination as women leaders, women not seen as leaders and husband's ego. Four other sub-themes served as enablers – equal opportunity culture, career pathing and diversity, male mentors/role models and enlightened husbands. The CEO's personal characteristics surfaced as a critical factor – spirituality, being competitive but not ambitious, speaks her mind, can-do attitude, accountability, openness to learn and continually re-invents self.Research limitations/implicationsThe participants only included top-most Filipina women business leaders. Implications to women executives' career development in organizations are discussed.Originality/valueThis current study contributes a proposed conceptual model in the understanding of the career development journey of Filipina women executives in the Philippines where recent findings found greater recognition of their work in the corporate setting as compared to more developed Asian countries.

scholarly journals Us versus Them: The Responses of Managers to the Feminization of High-Status Occupations

2019 ◽  
Vol 5 ◽  
pp. 237802311987830
Author(s):  
Tamar Kricheli-Katz
Keyword(s):  
General Population ◽  
Labor Force ◽  
Random Sample ◽  
Perceived Competence ◽  
High Status ◽  
Female Managers ◽  
Male Dominated ◽  
Large Random Sample ◽  
Predominantly Female ◽  
The U.S

What happens when more and more women enter high-status occupations that were previously male-dominated occupations? This article explores how the processes by which the entrance of women into high-status occupations has affected the hiring, income, and perceived competence of women. I present the results of a general population experiment conducted on a large, random sample of the U.S. population. The experiment was designed to explore the hiring, income, and perceived competence of all women when high-status occupations become predominantly female. I show that when male managers are exposed to information about high-status occupations’ becoming predominantly female, they evaluate women who work in other high-status occupations as less competent, tend to hire them less frequently, and offer them lower salaries. Female managers, however, tend to respond to such changes in the labor force by valuing women more highly.

Career Promoters

2013 ◽  
pp. 216-238
Keyword(s):  
Career Development ◽  
Role Models ◽  
Female Role ◽  
Women's Careers ◽  
Gender Divide ◽  
Women’S Careers ◽  
Male Dominated

This chapter aims to: discuss the complexities involved in mentoring and networking for women; identify how mentoring and networking can be advantageous in supporting women’s careers and aid women in terms of career development and progression; and illustrate how women may be disadvantaged in the workplace, due to a gender divide in terms of access to mentors, female role models, and appropriate networking opportunities. These issues are especially issues for women working in male dominated occupations and industries.

Female Managers in the Healthcare Organizations

2022 ◽  
pp. 349-365
Author(s):  
Sema Üstgörül
Keyword(s):  
Board Member ◽  
Supervisory Board ◽  
Healthcare Sector ◽  
Healthcare Organizations ◽  
Business World ◽  
Men And Women ◽  
Management Culture ◽  
Female Managers ◽  
Family Balance ◽  
Work Family

In a globalized and complicated international economy, executives believe that management culture will be given new direction by management teams comprised of both men and women, and that these mixed teams will contribute to the diversity of ideas and perspectives in management. Despite the fact that there are as many female graduates as male graduates today, women continue to be significantly underrepresented in executive roles in the business world, particularly in top management (executive board, supervisory board). The most important factor preventing women from being managers is work-family balance. While women indeed tend to climb the ladder step by step, men make several jumps in their careers, and they meet with success. It makes no difference whether a candidate for a position as a board member, director, or divisional manager is male or female. The goal of this study is to try to demonstrate that female managers may be more effective in management because of their personalities and areas of competence in the healthcare sector.

KARAKTERISTIK KEPEMIMPINAN TRANSFORMASIONAL DI LEMBAGA PENDIDIKAN ISLAM TRADISIONAL DAN MODERN

2021 ◽  
Vol 3 (2) ◽  
pp. 31-42
Author(s):  
Khoirunnisaa' Khoirunnisaa' ◽  
Binti Maunah
Keyword(s):  
Transformational Leadership ◽  
Role Models ◽  
Educational Institutions ◽  
Leadership Characteristics ◽  
Research Approach ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Library Research ◽  
Clear Vision ◽  
Inspirational Motivation

This paper aims to analyze transformational leadership characteristics in traditional and modern Islamic educational institutions by referring to four transformational features: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The method used is a qualitative method with a library research approach. Inductive data analysis describes data from facts and the field associated with the theory. Sources of data used are the results of literature from books and journals. The results of the study show that the characteristics of transformational leadership in the Salaf and modern Islamic boarding schools, among others; 1) Build creative ideas through vision and mission to achieve goals, become role models, and influence subordinates through their behavior and charisma; 2) Provide inspiration and motivation through a clear vision; 3) encourage subordinates to find practical ideas in solving problems; 4) understand and appreciate subordinates based on needs and pay attention to the desire to achieve and develop.

scholarly journals Nothing Changes, Really: Why Women Who Break Through the Glass Ceiling End Up Reinforcing It

2017 ◽  
Vol 43 (5) ◽  
pp. 638-651 ◽  
Author(s):  
Klea Faniko ◽  
Naomi Ellemers ◽  
Belle Derks ◽  
Fabio Lorenzi-Cioldi
Keyword(s):  
Glass Ceiling ◽  
Women Managers ◽  
Career Success ◽  
Gender Quotas ◽  
Female Managers ◽  
Male Dominated

Two correlational studies conducted in Switzerland ( N = 222) and Albania ( N = 156) explained the opposition of female managers to gender quotas by examining the origins and consequences of the “Queen Bee (QB)-phenomenon,” whereby women who have been successful in male-dominated organizations do not support the advancement of junior women. Results disconfirm previous accounts of the QB-phenomenon as indicating competitiveness among women. Instead, the tendency of women managers to consider themselves as different from other women, and their opposition to gender quotas, emerged when junior women were addressed but not when they considered their direct competitors, other women managers. Personal sacrifices women managers reported having made for career success predicted self-distancing from junior women and opposition to gender quotas targeting these women. We provide a more nuanced picture of what the QB-response is really about, explaining why women managers oppose quotas for junior women, while supporting quotas for women in the same rank.

Lessons from the STEM Sector

2014 ◽  
pp. 175-185
Author(s):  
Vachon M.C. Pugh
Keyword(s):  
Literature Review ◽  
Family Conflict ◽  
Role Models ◽  
Community Outreach ◽  
Contributing Factors ◽  
Work Family Conflict ◽  
Outreach Programs ◽  
Successful Recruitment ◽  
Male Dominated ◽  
Work Family

The purpose of this chapter is to examine possible causes such as lack of interest, lack of skill/ability, and anticipated work/family conflict (WFC), in addition to analyzing successful recruitment tactics that have brought more women into various other male dominated fields in an attempt to solve this problem. Results of the literature review show that the main contributing factors for the lack of women within the sector are lack of confidence in skills and abilities, lack of female industry role models, and lack of available mentorship and community outreach programs for interested women. This chapter takes this information into consideration and makes possible suggestions for the industry on how to remedy this problem.

scholarly journals Emirati women’s experience of job satisfaction: Comparative effects of intrinsic and extrinsic factors

2018 ◽  
Vol 49 (1) ◽  
Author(s):  
Seydahmet Ercan
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Role Models ◽  
Interpersonal Relations ◽  
Job Security ◽  
Extrinsic Factors ◽  
Content Quality ◽  
Male Dominated ◽  
Job Content ◽  
Intrinsic And Extrinsic Factors

Living and working in a patriarchal culture that encourages modesty, female Emirati employees might face unique challenges such as a male-dominated work environment, higher emotional labour and lack of role models to follow. These challenges potentially shape Emirati women’s job-related attitudes and values in a way distinct from that of Western women. Thus, rather than relying on the results of studies conducted in Western countries, researchers should collect data from Emirati women to gain a more accurate understanding of their job attitudes. Consequently, this study examines the effects of some intrinsic and extrinsic factors on Emirati women’s job satisfaction. The factors include pay, promotion opportunities, job security, job difficulty, job content quality and interpersonal relations. The results of a hierarchical regression analysis based on data obtained from 364 female Emirati employees indicate that pay and promotion opportunities do not have significant effects, whereas job security, job content quality and interpersonal relations have significant positive effects, and job difficulty has a significant negative effect on Emirati women’s job satisfaction. The results further indicate that intrinsic factors explained 10% of variance in job satisfaction above and beyond the extrinsic factors and promotion opportunities. The article discussed the possible meaning of these findings in the context of working in a male-dominated work environment and living in a culture that encourages and values modesty.

scholarly journals WOMEN MANAGERS IN AUDITING SECTOR: A DESCRIPTIVE RESEARCH ON TURKEY

2021 ◽  
Vol 22 (1) ◽  
pp. 135-152
Author(s):  
Duygu Şengül Çelikay
Keyword(s):  
Gender Inequality ◽  
Women Managers ◽  
Board Member ◽  
Descriptive Research ◽  
Female Managers ◽  
Audit Firms ◽  
Crucial Problem ◽  
Employment Rates ◽  
The Relationship ◽  
Big Four

This study examines the relationship between female managers' presence in audit firms and audit firms' characteristics. In line with the employment rates obtained from POA, it is observed that gender inequality in the audit sector started from employment. In the research part, 90 audit companies' data that published transparency reports in 2018 were used.  It has been determined that there are very few female managers in the sector; in fact, 47 of 90 companies do not have a female partner, board member, or responsible auditor. It is also analyzed that in the older audit firms, the audit firms that earn more revenue and big four firms, the number of female managers is significantly higher than in other firms. The study is essential in revealing that women's employment in the audit sector is a crucial problem and detects the positive relationship between corporate governance and female managers.

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