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Essay / Research Paper Abstract
A 10 page paper. Stereotyping still exists and it is one of the reasons more women are not found in top positions. Differences in leadership styles of men and women remains a controversial topic but different research studies have found there is definitely a difference. The paper comments on typical gender roles assumed and perceived. The paper also identifies the typical characteristics and styles of women and men in leadership positions. Bibliography lists 11 sources.
Page Count:
10 pages (~225 words per page)
File: ME12_PGgndld9.rtf
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Unformatted sample text from the term paper:
rights movement was launched in Seneca Falls, New York. Since that year, women have lobbied, marched, organized, written books, and taken other actions to break the invisible barriers that prevent
equality (Pinder, 2005). There has been progress but a study conducted by Catalyst stated that gender stereotyping "has results in an alarming gap in leadership" (Pinder, 2005). Women account for
45 percent of the American workforce but only seven of Fortune 500 corporations are led by a woman (Pinder, 2005). If equality existed, there at least 200 of those corporations
would be led by women. The grave disparity has nothing to do with education, training or skills, it has to do with stereotyping. Pinder (2005) says what is even
worse, is that so many women buy into this stereotype that males are more capable of running organizations than are women. No amount of diversity training will overcome discrimination against
any group of people, it certain does not help women get higher on the career ladder. The only way for any stereotype to be dismantled is by concerted actions that
defy the stereotype and that means corporations must deliberately place women who are as qualified as a man into higher level positions. And, to do that, companies must give women
the same growth and development experiences they give men (Pinder, 2005; Stelter, 2002). There is an ongoing debate that suggests women do not rise up the corporate ladder because their
leadership styles are not appropriate. That is not true. Communication and leadership styles may differ but women are not afforded the same kinds of earlier experiences that would generally prepare
an individual for high level executive and top executive positions. This may be why the question of gender differences in leadership styles as well as gender differences in management continues
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