Women as Leaders

Women are moving up in corporate America, but very slowly! So slowly, it would take 300 years for women to reach parity in business and 500 years in the US Congress (Northouse, 2004). There has been significant research conducted on why there are so few women in high-ranking leadership positions in corporate America and other countries. Deficiencies in career development, the “glass ceiling”, sexual stereotyping, work-life issues, and lack of mentorship opportunities have been identified as some of the primary reasons there are so few women working as senior managers.

In this paper, the author discusses how feminine traits are a benefit to an executive manager’s repertoire, examine the different international cultural perceptions regarding women as leaders, and offer opinions as to why it has been traditionally difficult for women to achieve senior management positions.

Numerous research studies have been conducted to determine what makes a person a good leader. Many research conclusions suggest gender differences in leadership are illustrated through traits that appear to be characteristically feminine or masculine. Feminine traits include being empathetic, supportive, nurturing, a good listener and relationship-oriented (Wangsteen, 1997). Male traits include risk-taking, self-confidence, competitiveness, decisiveness and directness (Wangsteen, 1997). Women are stereotypically the caring gender with natural instincts toward motherly behaviors. Women are sensitive, affectionate and kind while men are more dominant and competitive, craving power and control (Mano-Negrin & Sheaffer, 2004).

Regardless of gender, effective leaders typically possess desirable traits, affording them the opportunity to excel at leadership. According to Walker and Avant an effective leader possesses the following traits: good communication skills, supports and motivates others, turns visions into reality, gives direction and stays informed (Porterfield & Kleiner, 2005). Excellent...