Leadership

Abstract

An evolutionary perspective leadership assumes that women have to faces certain barriers in her career and its advancement. However, the women have been observed advancing in the career and every field in the past in direct relation to the man. Although, their promotions are visible, there is an unseen barrier in their growth and retention of their position and status. This is because of the glass ceiling affects which a woman has to face. This paper provides with the evidence of the hypothesis in contrast to the law violation, historical evidences, perceived barriers, pay structures and the statistics. Leadership

Introduction

Historically, it has been observed, and research has evident that the women in the workplace are underrepresented then men within the senior domains and management controls. Furthermore, evidence suggest that while the women have to face an invisible barrier of the glass ceiling, men have more opportunities to reach the management layers, and they are more exposed to the promotions. However, according to the recent statistics, the women are able to break the glass wall and they are able to approach the leadership positions (www.law.umaryland.edu, 1976). There even, they have to deal with many barriers and resistance. Therefore, there leadership position is in danger, risky and precarious. It is important to overcome this glass ceiling effect in order to be efficient and to utilize the capabilities and the skills of every individual, without the prevalence of the discrimination (www.oecd.org, 2008).

Discussion

Ponder Highlights

Despite the evidence of the fact that women are more exposed to the glass ceiling and its effects, recent studies conclude that women are appointed to the leadership positions now, because of their leadership skills and the charisma. Although, the use of the charisma is unethical yet it has a significant existence in the world of work (Redwood, 2009). The studies conclude that, once women achieve the managerial and authoritative roles, they have to face many perceived and bias barriers. They have to undergo the strict evaluation, their performance is closely rated, and the outcomes are measured according to the benchmark.

This is not all; the people usually rate their performance negatively. According to the analysis, it has been figured out that women are usually rated positively on the roles of leadership when their duty is defined in the feminine role. Traditionally, the perceptions are graphed in the area in which the feminine biasness is more widely seen. The perceptions are based on the traditional measures and not on the productivity and performance (Redwood, 2009). However, it has been observed that the companies which are getting low on productivity hire and promote the women leadership. This is because the evidence those women are more or not less than men in the productive area (Haslam, 2008). Their managerial roles are evident and witnessed by the industry in terms of productivity, training and outcomes.

Thus, according to the statistics, company which are facing demotions acquire a feminine for their strategies, and when they undergo the evaluation of the implementation and the measurement of ...