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maximum performance a practical guide to leading and managing people phần 5

Để nhìn vào những thành tựu gần đây của phụ nữ và tình trạng hiện tại của họ trong các tổ chức. Thành lập các trường hợp kinh doanh để thúc đẩy lợi ích của lao động nữ trong các tổ chức. Để xác định giới tính và kiểm tra vấn đề giới tính. Để xác định các rào cản thái độ, | 6 Doing it differently The emergence of women leaders Objectives To look at the recent achievements of women and their current status in organizations. To establish the business case for promoting the interests of women employees in organizations. To define gender and examine the issue of gender stereotypes. To identify attitudinal structural and cultural barriers that women still encounter in the workplace. To suggest that leader managers of the future will possess a mixture of male neutral and female qualities attributes competencies and skills. To suggest ways in which women can become more powerful leader managers. To outline briefly some practical strategies for creating gender inclusive workplaces.1 The achievements and status of women in organizations There is no difference in the ability of men and women to work hard. Research by the United Nations has shown that in the world as a whole women comprise 51 percent of the population do 66 percent of the work receive 10 percent of the income and own less than 1 percent of the property. Michael Simmons Building an Inclusive Organization 1996 224 THE EMERGENCE OF WOMEN LEADERS 225 Until the 1980s almost all commentators on leadership and management ignored the simple fact that organizations employed both men and women. As Amanda Sinclair has observed although there has been passing attention given to men leading women it has been men leading men that has captured the imagination of researchers and biographers and spawned their fascination with military and sporting exemplars . She suggests that there are two reasons for this oversight. The first is absence there were not enough women in senior positions to warrant serious research on female leadership styles. The second is invisibility there was only one style of leadership and management that merited serious investigation and that was the male style Sinclair 1998 15 17-26 . A third reason is that until the 1980s there were hardly any women academics working in .