o Decreasing gender stereotypes Organizational level o Diversifying leadership

O decreasing gender stereotypes organizational level

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o Decreasing gender stereotypes Organizational level o Diversifying leadership o Equity in Paternity/Maternity leave Societal level o Gender Equity in Domestic Responsibilities Women face a double standard in the leadership role; they must come across as extremely competent but also as appropriately “feminine,” a set of standards men are not held to Combining warmth and friendliness w exceptional competence and assertiveness Transformation not inherently masculine, good option for women leaders We will likely see more women in elite leadership roles with o Changes in workplace norms and developmental opportunities for women o Greater gender equity in domestic responsibilities o Greater negotiation power of women o Predominance of women-owned businesses o Changes in the incongruity between women and leadership STRENGTHS Can help us promote more women into the upper echelons of leadership Has important implications for a comprehensive understanding of leadership Research on gender and leadership is productive in both dispelling myths about the gender gap and shining a light on aspects of the gender barriers that are difficult to see and therefore are often overlooked Understanding the many components of the labyrinth will give us the tools necessary to combat this inequality from many perspectives, including individual, interpersonal, organizational, and societal approaches. Also addresses larger, more significant considerations about gender and social systems. CRITICISMS Leadership researchers should put a greater emphasis on understanding the role of race, ethnicity, sexual orientation, and other types of diversity Much of the research examining gender in leadership has taken place in Western contexts; research on gender and leadership in other contexts is sparse. Research on gender and leadership focuses on decreasing the gender gap in leadership positions, thereby lessening gender segregation at work; however, the leadership gap will not be closed without a concurrent focus on closing the gender gap at home.
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