Queen Bee Syndrome a Part of Sexual Politics or another Gendered Stereotype

Purpose: The aim of the study is to explore the queen bee stereotype in the financial institutions running its operations in Pakistan since there has been seen an increase in the trend of participation of women in the commercial banks. Design/Methodology/Approach: Using a qualitative research methodology, the lived experiences of the female at leadership position and their subordinates are explored; by recognizing the factors of phenomena of queen bee syndrome as well as the sexual politics prevalent in the banking industry. Findings: The results highlighted that the phenomena of queen bee is a gender based stereotype along with being a part of the sexual politics which is taking place in the banking sector since it is a sector having domination of male. The study also found that there is female to female acceptance and female leaders help their fellow women to grow in the banking sector. Implications/Originality/Value: The study is beneficial to all the stakeholders and provides a clear insight about the predominant dynamics in females working in the same organization but at different position which results in eliminating the perpetuation of biases within female staff members regarding the women leaders.

The Woman Role in Change Leadership : دور المرأة في قيادة التغيير

There is no doubt that great leaders are created step by step through a set of continuous processes that support and refine their capabilities, and accordingly we find that most studies have confirmed that the characteristics of women leaders are not sufficient alone in activating their roles as much as the surrounding environment should help in that. She plays a prominent role in strengthening the conditions for empowering women and providing the necessary conditions for her creativity, whether through her leadership roles or her regular roles, the study aims to identify the role that women play at the level of leading change in various areas of life, whether economic, political, social, and other other fields, by identifying the most prominent leadership characteristics and the skills that they should have, and an attempt to evaluate these different characteristics and capabilities and stand On the extent to which these characteristics contribute to leading the change process in general at any level of the state or different institutions, and the study also aimed to identify the most important methods and strategies that women use in leading change, and the effect of these strategies on their ability to lead change, and the study did not stop. Up to that point, it also sought to highlight the most important challenges facing women in societies, as well as to address the comparison of leadership style between men and women, by relying on the descriptive approach and the analytical method for the contribution of both approaches in the researcher's point of view in achieving the basic purpose of this study, and the most prominent results were The study is that women have a prominent role in society in general, from their role in the family to their role in the highest leadership positions that take on Here, the study also proved that women have sufficient characteristics and qualities to qualify them to play a fundamental role in leading the process of change, and that they have the ability to carry out a set of different activities that lead towards change, whether those activities are related to the follow- up or development process and other activities that lead towards change on the one hand. The level of organizations and others, in addition to emphasizing that women are more cautious than men at the level of decision- making, but at the same time they are superior in terms of courage and ability to plan for the future, and in general, if women play a pivotal role in leadership, and therefore they can be described as fighting.

Educational and Professional Trajectories of Women Leaders

The article analyzes the educational and professional trajectories of women leaders. The study is based on an approach to the educational and professional trajectory as part of the life path. The empirical basis of the study was 20 video interviews published on the website of the news aggregator MediaMetrics, which were conducted as part of programs about women's career success. The intentional characteristics of female successful trajectories are empirically investigated on the basis of narratives. The author uses intent analysis to show how women leaders explain their career paths. As a result of the research, educational and professional scenarios realized by women are formulated, as well as their discursive justifications. Women become leaders due to the implementation of the diachronic educational and qualification scenario of a business idea.

The Crisis Management Experiences of Female Media Leaders During The Pandemic

The Covid-19 pandemic entered Indonesia in February 2020, one month later most of the institutions changed their work policies. Business processes have also changed. Leaders at all levels are tested to be adaptive to unpredictable conditions, including the media business which is also affected by the effects of the pandemic. The leaders of female countries have shown good performance, as evidenced by the number of countries they lead that have succeeded in reducing the number of Covid-19 transmissions. Women leaders are considered to be more responsive and quick. Even so, how the experiences of women leaders at other leadership levels have not been well covered in any media. So this study will try to understand the experiences of female media leaders during the pandemic in 2020 as well as the initial steps for crisis management. This study uses a critical paradigm with a descriptive approach. The theory used is Standpoint Theory developed by Sandra Harding and Julia T. Wood and Crisis Management. This theory seeks to understand the world through women's eyes. The method used is critical phenomenology. The results showed that women as media leaders act quickly, utilize technology, and adapt business processes. Apart from that, it puts forward four crisis management steps in its implementation.

“I may be essential but someone has to look after my kids”: women physicians and COVID-19

Objectives This paper analyzes results from focus groups held with women physicians in British Columbia which explored questions around how gender norms and roles influenced their experiences during COVID-19. Methods Four virtual focus groups were organized between July and September 2020. Participants (n = 27) were voluntarily recruited. Data were analyzed using applied thematic analysis. Results In addition to the COVID-19-related changes experienced across the profession, women physicians faced distinct challenges related to an increase in unpaid care responsibilities, and often felt excluded from, and occasionally dismissed by, leadership. Women leaders often felt their contributions were unrecognized and undervalued. Participants drew strength from other women leaders, peer networks, and professional support, but these strategies were limited by unpaid care and emotional labour demands, which were identified as increasing risk of burnout. Discussion Even though women physicians hold a degree of relative privilege, unpaid care work and gender norms contribute to distinct secondary effects of COVID-19. Women physicians link these to pre-pandemic assumptions (within families and communities) that women would absorb care deficits at their own cost. Health system leadership continues to reflect a masculine normative experience wherein the personal and professional are separated, and which devalues the emotional labour often associated with feminine leadership. The strategies participants employed to address negative impacts, while demonstrating resourcefulness and peer support, reflect individualistic responses to social-structural challenges. There is a need for greater recognition of women’s contributions at home and work, increased representation in decision-making, and practical supports such as childcare and counselling.

Resilient Leadership. Qualitative Study on Factors Influencing Organizational Resilience and Adaptive Response to Adversity

Given the turbulent environment that govern­ments and citizens across the globe faced in the last two years (due to the COVID-19 pandemic), one concept seems to stand out as extremely valuable in this context: resilience. Resilience, understood as the capacity of a sys­tem to bounce back from adversity, becomes a key component in the equation of post-pandemic evo­lution and recovery. Resilient leadership is just one of the multiple derived applications of the general resilience concept, referring (in an institutional set­ting) to the capacity of leaders to turn out positive results despite adverse conditions. Based on quali­tative research consisting of 10 interviews conduct­ed with women leaders (from the private and non­profit sectors) during the last 18 months, our results show that governmental response (regulation and support) and financial pressures have been the ma­jor organizational challenges no matter the sector, while organizational dimension seems to have an influence on the capacity to adapt and respond to adversity. Gender does not seem to play a role in the response provided to the crisis.

Association of women leaders in the C-suite with hospital performance

BackgroundWomen comprise 50% of the healthcare workforce, but only about 25% of senior leadership positions in the USA. No studies to our knowledge have investigated the performance of hospitals led by women versus those led by men to evaluate the potential explanation that the inequity reflects appropriate selection due to skill or performance differences.MethodsWe conducted a descriptive analysis of the gender composition of hospital senior leadership (C-suite) teams and cross-sectional, regression-based analyses of the relationship between gender composition, hospital characteristics (eg, location, size, ownership), and financial, clinical, safety, patient experience and innovation performance metrics using 2018 data for US adult medical/surgical hospitals with >200 beds. C-suite positions examined included chief executive officer (CEO), chief financial officer (CFO) and chief operating officer (COO). Gender was obtained from hospital web pages and LinkedIn. Hospital characteristics and performance were obtained from American Hospital Directory, American Hospital Association Annual Hospital Survey, Healthcare Cost Report Information System and Hospital Consumer Assessment of Healthcare Providers and Systems surveys.ResultsOf the 526 hospitals studied, 22% had a woman CEO, 26% a woman CFO and 36% a woman COO. While 55% had at least one woman in the C-suite, only 15.6% had more than one. Of the 1362 individuals who held one of the three C-suite positions, 378 were women (27%). Hospital performance on 27 of 28 measures (p>0.05) was similar between women and men-led hospitals. Hospitals with a woman CEO performed significantly better than men-led hospitals on one financial metric, days in accounts receivable (p=0.04).ConclusionHospitals with women in the C-suite have comparable performance to those without, yet inequity in the gender distribution of leaders remains. Barriers to women’s advancement should be recognised and efforts made to rectify this inequity, rather than underusing an equally skilled pool of potential women leaders.

Establishment of gender management in the management sphere

The concept of gender and gender management is considered in the article. The main aspects of gender management in the management sphere are singled out. The specifics of management of men-leaders and women-leaders are considered.