Women In Leadership Roles
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INTRODUCTION
More and more women are rising to the leadership challenge, even in some of the most male-dominated industries. The increase in the number of women attending college, the increasing number of women in the workplace or starting their own business has demonstrated to men who own businesses that women can be both managers and mothers, thus showing their male counterpart that women can in fact “do it all”.
In this paper the history of women in the workforce will be outlined, as well as the challenges they face. The changing attitudes towards women taking over family businesses will be looked at briefly, how women lead in comparison to how men lead, and a comparison of their leadership style will also be discussed.
HISTORY AND THE CHALLENGES WOMEN FACE
A number of events have occurred over the last twenty-five years or so that have resulted in the rise of the female in the working world. Beginning in the mid-1970s, women began going to business school and earning their Masters of Business Administration degrees and, as a result, building on that education and gaining work experience. The days of the one income family are over. Females need to be armed with college degrees to be a contributor to this centurys model of the family unit and in this time of “education inflation”, the demand for higher education is growing at a staggering rate. In the corporate sector, the generation of women who entered the corporate world two to three decades ago has set the pace now followed by ever-growing numbers of women. The great strides women are making in the work force can be attributed to numerous factors including the passage of equal employment opportunity legislations, modifications in job requirements, more females on the buying side, elevated educational achievements by females, more women in business schools, the huge percentage of female business school graduates with androgynous orientations, and the willingness of many young women to postpone marriage and child-bearing. While women continue to make progressive strides toward equality, few have risen to the highest positions-leading companies to the new millennium. Fortunately, women can now demand equal treatment in their respective organizations as a result of the aforementioned changes in history. Many companies have policies in place that require equality at work and punishment for those who do not adhere to such policies. Women who seek to enter management level positions fight against stereotypes, discrimination, and myths, not to mention the fight to balance work and family. They have also been overwhelmed by unfamiliar products, skeptical clients or customers, guy talk, a scarcity of female associates and little or no empathy. Sheila Wellington, President of Catalyst, a non-profit organization for the advancement of women to corporate and professional leadership, said in a speech on October 23, 1996 to the Economic Club of Detroit in Detroit Michigan: “Let me be clear, I believe that most obstacles to womens advancement to the top are not intentional, they are a result of unexamined assumptions about womens career interests and of policies and practices that have existed unquestioned over time in the corporate culture. With real commitment to change, the situation is remediable. Perhaps, the “glass ceiling” that women are under is not the intent of their male counterparts. I believe that it is the socialization of men and women in our society that has lead to this imbalance in the work force. But, somewhere along the line, men have to realize and acknowledge the socialization they have endured is creating discomfort among their female colleagues.
TAKING OVER THE FAMILY BUSINESS
Twenty years ago there was no place for women in most family businesses (Nelton, 1999). If they did have a position, it was presumably as secretary, assistant, or some other behind-the-scenes role. The traditional successor to the family business was the first-born son and if there was no son, then the widow was discouraged from running the company and urged to sell the business. Those days have since past. As women are achieving higher levels of education and are being employed in more prominent positions, their leadership roles in family organizations have increased. Many young women are refusing to accept the rule of “primogeniture” (Nelton, 1999). Primogeniture is defined as a birthright or an inheritance. Although women are making great strides in this arena, there is still the feeling out there that the son should be considered first and the daughter as a second option, only if there is no son or if the son declines the offer. But, Nelton says that, “young women by and large feel that if they want to go into the family business, the opportunity is there.” In each of the cases described by Nelton, the fathers encouraged their daughters to become involved in the family business. As well, each father let his daughter run the show once she was named CEO-the surest sign of support (Nelton, 1999). In more and more families and in business in general, gender is becoming not an issue. As roles increasingly change on the home front, the business world will soon mirror the changes taking place in the family structure. Nelton also urges women in leadership roles to not lose sight of the bottom line. She says it is “easy for women to get caught up in the management of people” (Nelton, 1999). She goes on to say that if you cannot prove that you are also profit-driven, you will never make it to the successor level.
LEADERSHIP STYLE – WOMEN VERSUS MEN
There are many characteristics that women inherently possess that make them great leaders. Women tend to handle juggling many tasks at the same time better than men do. Because women have traditionally been the primary caregiver in the home as well as taking care of the household chores, “juggling” or time management has become second nature to them. Although women are skilled in handling many tasks, studies have shown that women are for the most part, people-oriented, rather than task-oriented. Women also value relationships and tend to spend time nurturing those relationships with their family, as well as subordinates. Coaching, counseling, and mentoring, and the building of relationships are among the many characteristics needed to be an effective leader. In the past, commanding and controlling were thought to be the answer to gaining compliance and hard work from employees. The majority of men lean toward the traditional command and control style and were more likely to view job performance as a series of transactions with subordinates offering rewards for services rendered or