Now,
reflect upon and analyse what Rosabeth Moss Kanter has to say and how that does
or does not coincide with what Yukl says about gender-based discrimination. Do you agree?
Why or why not?
Throughout the twentieth
century, gender-base discrimination was supported by age-old beliefs that men
are more qualified than women for leadership roles (Ayman and Korabik, 2010). These beliefs involve assumptions about the
trait and skills required for effective leadership in organizations (implicit
theories), assumptions about inherent differences between men and women (gender
stereotypes), and assumptions about appropriate behavior for men and women (role
expectations).
Kanter point out that, women
are having the same orientation and education with their men counterpart. There is no empirical support for the belief
that men are more qualified to be leaders, and laws now exist in the United
State to stop sex-based discrimination. However,
as with earlier claims that men are more qualified to be leaders, the claims
that women are more qualified appear to be based on weak assumptions and
exaggerated gender stereotypes Yukl, (2013, p.358).
The strong tendency to favour
men over women in filling high-level leadership positions has been referred to
as the “glass ceiling”. Sex-based discrimination in leadership
selection also reflects the influence of popular stereotypes and role expectations
for men and women (Heilman, 2001). Kanter
point out that, different job demand different dedication and 24/7 commitments.
Women considering caring for their
family do not put themselves in position to be considered for these posts. Greedy
demanding nature of top job and joggling with family responsibility makes it
tough for women getting to the pick of their career which affect the number of
women at the top. Men are more in
high-risk job that pay much because of the risk involves than women (Kanter).
Interest in studying barriers
to advancement for women has been increasing.
A study by Bell and Nkomo (2001) found that one of the major barriers
(especially for black women) was limited access to social and informal networks
in their organizations.
Women still contribute to the
economy by establishing their own business that allows for their personal
family caring by Kanter. Differential
treatment during childhood causes men and women to have different values,
traits, skills, and ways of dealing with situations. Although not mutually exclusive, these
explanations lead to different implications for the selection and training of
leaders and the elimination of unfair discrimination Yukl, (2013,p.362).
All
persons are considered to have inherent and equal worth, independent of their
gender. This led naturally to an
opposition to sexism, and an acceptance of female ministers by Bruce (2011).
WASHINGTON
— Defense Secretary Leon E. Panetta is lifting the military’s official ban on
women in combat, which will open up hundreds of thousands of additional
front-line jobs to them, senior defense officials said Wednesday by The new york
times (2013).
Based
on all these point from different resources, it is evident that what Rosabeth
Moss Kanter said about gender-based discrimination coincide with Yukl
submission and I am in support too.
There
is little reason to believe that either women or men make superior managers, or
that women and men are different types of managers. Instead, there are likely to be excellent,
average, and poor managerial performers within each sex. Success in today’s highly competitive
marketplace calls for organizations to make best use of the talent available to
them. To do this, they need to identify,
develop, encourage, and promote the effective managers regardless of sex
(Powell, 1990, P.74).
Reference:
Anu Bhagwati
The
New York Times (2013).
Ayman,
R., and Korabik, K.
(2010).
Leadership: why gender culture
matter. American Psychologist, 65, 157-170
Bell,
E. L., and Nkomo, S. M.
(2001).
Our
separate ways: Black and white woman and the struggle for professional identity. Boston: Harvard Business School press.
Bruce A.
Robinson (2011).
Heilman,
M. E. (2001).
Description and prescription:
how gender stereotypes prevent women’s ascent up the organizational ladder. Journal
of social Issues, 57, 657-674.
Powell, G. N. (1990).
One
more time: Do female and male managers differ?
Academy of Management Executives, 4, 68-75.
Rosabeth
Moss Kanter
Gary Yukl, (2013). Leadership in
Organization
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