How to Manage Gender Bias from Within: Women in Leadership

Roberts, Sharon; Brown, Donna K.

doi:10.33423/jbd.v19i2.2057

Cited by 5 publications

(2 citation statements)

References 31 publications

(33 reference statements)

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“…He is a leader both at business and at home, JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Volume 8 (2) 2023, 783-792 E-ISSN 2614-8021, P-ISSN 2548 constantly creating a strong support structure in both areas (Sutanto & Aveline, 2021). She is able to balance employment obligations while simultaneously raising children as the primary person in charge of school/homework, social activities, and their child's health/nutrition, as well as being in charge of the kitchen and cultivating larger family relationships (Roberts Sharon, 2019).…”

Section: Enthusiasmmentioning

confidence: 99%

The Importance of Great Women’s Leadership as Primary Educators in Families

M.Kes

Arifin²,

Syarief

et al. 2023

JMKSP

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Based on the findings of a literature research, this article intends to investigate the leadership qualities of a great woman as an educator in the family as perceived through the six value elements of humility, excitement, establishing competences, agility, and tactful. Changes in the millennial period now require that women have equal rights as males in all aspects of life. Women’s successes and skills to date have reinforced the assumption that there are little distinctions between men and women. Women’s leadership and role as primary educators in the home demonstrate their accomplishments and talents. According to the findings of a literature review from various sources, a great woman is a family leader because she is the one who can effectively manage household affairs, raise and educate children in the family, and provide input and suggestions to her husband as part of her role as a family educator.

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Section: Enthusiasmmentioning

confidence: 99%

The Importance of Great Women’s Leadership as Primary Educators in Families

M.Kes

Arifin²,

Syarief

et al. 2023

JMKSP

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“…They also found that the more communal approach could lead to an impression that women may take over most leadership positions, which would upend the status quo and threaten men's positions. Roberts and Brown (2019) used role congruity theory and social identity theory to examine how women on corporate boards dealt with gender bias. Seven themes emerged from the women studied: discrimination, harassment, organizational culture/embedded bias, well-being, disruption, empowerment, and leading.…”

Section: Recent Applicationsmentioning

confidence: 99%

A woman's place is in the lead: a narrative research study exploring nonprofit women leaders' experiences in getting to the corner office

Wax

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This narrative study examined the experiences of seven female leaders of nonprofit organizations to determine the factors for their success in attaining top positions in large organizations that are traditionally fronted by men. Role congruity theory served as the framework for the semi-structured interviews and subsequent analysis. Findings showed the biases and barriers they faced, the support networks they built, impact on family life, how their leadership differs from men, and advice they would offer women seeking to succeed in the leadership of similar nonprofit organizations. The women led organizations with budgets ranging from $13 million to $600 million. Recommendations for practice include use of executive coaches, female-centered leadership training, and intentional inclusion of women in leadership pipelines. Future research could center on women of color in nonprofit leadership the impact of growing nonprofit management degree programs, and examination of the diverse types of nonprofits and whether women are more likely to lead certain types of organizations within the sector.

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Extending Work-Life Balance Initiatives

Chan¹,

Tay²

2021

Handbook on Management and Employment Practices

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In the last decade, we have seen strong growth in published scholarly and practitionerfocused research on work-life balance initiatives which are implemented in organisations to assist employees with managing their work and non-work demands. Correspondingly, the goal of this book chapter is twofold. First, we seek to take stock of existing scholarly and practitioner-focused research conducted on work-life balance initiatives, and in so doing, provide a comprehensive understanding of the impacts of work-life balance initiatives on organisations and employees. Second, we contend that despite increased scholarly and practitioner attention on work-life balance initiatives, there remains a significant gap between the provision and promise of work-life balance initiatives and their actual uptake and outcomes. We also discuss how the nature of these issues has changed in light of the COVID-19 pandemic, and what this means for work-life balance initiatives going forward. Finally, we propose several areas to extend existing work-life balance initiatives, which we hope can enhance the effectiveness and intended positive outcomes of work-life balance initiatives.

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How to Manage Gender Bias from Within: Women in Leadership

Cited by 5 publications

References 31 publications

The Importance of Great Women’s Leadership as Primary Educators in Families

The Importance of Great Women’s Leadership as Primary Educators in Families

A woman's place is in the lead: a narrative research study exploring nonprofit women leaders' experiences in getting to the corner office

Extending Work-Life Balance Initiatives

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