Leadership Cases Evaluation

Chapter 13

Case 13.2

1. Even though Lisa’ qualification and work track record was enough to have her promoted to partnership level but she is facing prejudice barrier to advance. Let alone for partnership position, she is even the first female market analyst and the company seems to be working under the assumption that only men can be successful in carrying our responsibilities that are assigned to partners. Her boss’s response to her enquire about path to partnership clearly indicates this preset association of partnership to specific gender.

2. Top executives could have designed and broadcasted a transparent set of criteria which can be used to measure ones qualification and claim to partnership. Moreover, some of the senior managers who have been consulting her privately on work related matters could have openly given her credit in bigger meetings which could have definitely helped in changing the view that women are capable of carrying out such senior-level responsibilities.

3. The organization should have had an HR policy which provides more career development opportunities such as training focused on leadership skills developments. The introduction of a system which can be used to apply for partnership based on clearly defined criteria which is free of gender biases could have also helped in addressing this issue. Moreover, they could have also introduced policies which protect women against stereotypic comments such as the one made by the CEO when he saw Lisa and Pamela in a room.

4. The organization should prepare workshops and seminars that are framed around gender equalities in order to broadcast awareness surrounding gender equality and prejudice against women coworkers or managers at work place. The HR department should also introduce policies that encourage equal gender participations in selecting candidates to vacancies and promotions.

Case 13.2

1. Lori is facing a challenge working in an environment which is...