Download or read book Race and Gender Effects on Leadership Perceptions written by Abigail Elizabeth Petersen and published by . This book was released on 2017 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Impact of Leader Race and Gender on Perceptions of Organizations in Response to Corporate Error written by and published by . This book was released on 2018 with total page 117 pages. Available in PDF, EPUB and Kindle. Book excerpt: Prior research has demonstrated that CEO behavior influences how people perceive corporations and that CEOs associated with controversy can damage corporate reputations. Research also illustrates that attitudes based on prescribed racial and gender characteristics render Black and female CEOs as incongruent with leadership positions. The purpose of this study is to examine the impact of two different corporate errors as justification factors leading to prejudicial evaluations of leaders with stigmatized identities (e.g., race and gender), with a particular emphasis on the intersection of race and gender on leader- and organization-based evaluations. Participants were randomly assigned to one of 12 corporate conditions ([CEO race: white v. black] x [CEO gender: male v. female] x [Corporate error: no error v. diversity error v. non-diversity error]) and assessed to provide responses via an online experiment. Although results revealed a significant main effect of corporate error on leader and organization perceptions, there was no evidence of an interactive effect of CEO race and gender on leader and organization perceptions. Furthermore, the non-significant interaction of race and gender was not impacted by the context of the corporate error. I discuss theoretical and practical implications, study limitations, and avenues for future research.

Download or read book An Investigation of how the Intersection of Ethnicity and Gender Influences Leadership Perceptions written by and published by . This book was released on 2013 with total page 38 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study investigated individual differences in perceptions of leadership. According to research, people hold prototypes for what a typical business leader is and the qualities they should and should not possess. This prototype is shaped by an individual's perceptions of and experiences with different business leaders and can vary from one individual to the next. Despite the growing urgency for diversity within work environments and the fact that women comprise more than half of the workforce, when considering the business leader, White males have been found to be most prototypic. This finding has been supported in multiple studies; however, the literature has primarily focused on comparisons between White and African American men, while only recently beginning to expand to include comparisons with women and other ethnic minorities. This study builds upon previous research by examining individual's leadership perceptions of six targets: White, African American, and Asian American men and women, with a particular interest in the combined effects of both ethnicity and gender. Using the description and performance summary of a fictitious employee and company, individuals measured the leadership potential of the six targets with the manipulations of ethnicity, gender, and performance (having increased or decreased). Furthermore, most research on the topic has relied on self-report and survey measures to assess perceptions of leadership ability. There is evidence that we have automatic processes occurring outside of conscious awareness that activate held stereotypes and that are not available to be accessed through introspection. Therefore, this study also incorporated the use of implicit measures, specifically, the single category implicit association test (SC-IAT), to discover individual's associations between the six targets and the status of "business leader." Implicit measures have been found valuable in limiting the ability to "fake" or give socially desirable responses, giving the measure the ability to reveal true associations people hold consciously or unconsciously. Participants included 326 university students, each completing both the personnel summary measure, for which they evaluated one target's leadership potential, and the SC-IAT, which measured the association of each of the six targets with the status of "business leader" and "business subordinate." A between-subjects ANOVA was used to analyze differences in perceptions of leadership potential and a within-subjects ANOVA was used to analyze differences in associations of the six targets with the status of business leader versus business subordinate. Findings indicated some mixed results between the two measures. The personnel summary measure indicated no significant differences between ethnic or gender groups, but did find that targets described as having increased performance were evaluated more favorably than those described as having decreased performance. However, The SC-IAT found a significant difference in ethnicity in that both Whites and African Americans were more closely associated to the status of business leader than Asian Americans, and males more closely associated than females. This study contributes to the current research literature by examining multiple minority groups and women, including minority women, and thus exploring theories of the intersectionality of ethnicity and gender with regard to perceptions of business leaders.

Download or read book Leadership at the Intersection of Gender and Race in Healthcare and Science written by Danielle Laraque-Arena and published by Taylor & Francis. This book was released on 2022-05-11 with total page 217 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book takes a case study approach to explore leadership narratives of women in healthcare and science, paying attention to the intersection of gender, identity, and race in each story. Putting forward a new vision and pathway inclusive of the lived experiences and contributions of women worldwide, this text proposes a strength-based approach to meeting leadership challenges. Key themes discussed include leadership redefined by those not identifying as leaders, the influence of the intersectionality of race and gender on leadership, and the implications for how we teach about leadership in healthcare and science. Grounded in theory that is translated into practice and evidenced by the leadership case studies described, the book draws out useful tools and organizational learnings to support transformation of the landscape of clinical care, education, research and policies healthcare and science. This book is an invaluable reference for leaders at all levels across healthcare and science. It is also of interest to students and academics from gender studies, leadership studies, organization and governance, anthropology, sociology, higher education, public health, social work, nursing and medicine.

Download or read book How Race and Gender Moderate the Effect of Facial Trait Inferences on Leadership Perception written by Calista Wong and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research on first impressions suggests that facial trait inferences guide judgments in many domains, including perceptions of leadership ability. This study explored the extent to which race and gender moderate such inferences on the perception of leadership. A total of 179 participants rated facial stimuli on one of three traits: leadership ability, dominance, and warmth It was hypothesized that perceived warmth would benefit Black male targets more than White and Asian male targets, and perceived dominance would benefit male White and Asian male targets more than Black male targets. No strong hypotheses were specified for female targets, as research on the preferred facial traits of female leaders is limited and inconclusive. Different traits resulted in different judgements based on the race and gender of the target. For instance, warmth positively predicted leadership for all male targets, but was strongest for Black and weakest for White targets, whereas dominance positively predicted leadership ratings for Black and Asian men, but not White men. Surprisingly, facial dominance was more helpful for perceptions of female than male leadership.

Download or read book Effect of Gender and Ethnicity on Perceptions of Prototypical Leadership written by Nicole LeAnn Cundiff and published by . This book was released on 2006 with total page 121 pages. Available in PDF, EPUB and Kindle. Book excerpt: Perceptions of leadership behaviors have been found to be influenced by the prototypical leadership traits a leader exhibits and by a leader's gender. This study examined prototypical leadership traits with gender and ethnicity in order to find differences in perceptions of leadership that might exist due to gender role bias and prejudice. Using a 2 x 2 x 2 design, prototypical traits, gender, and ethnicity were varied in a scenario depicting a leader in a multi-national corporation. Participants were asked to rate the leader on promotability, prototypicality, A-prototypicality, effectiveness, typicality, and charisma. Responses from 200 European American college students were analyzed and results of the study indicated that leaders displaying prototypical leader traits had higher ratings on promotability, prototypicality, effectiveness, typicality, and charisma, than leaders rated high on A-prototypicality. No differences were found on the dependent variables, across scenarios where gender or ethnicity were manipulated indicating that gender role bias and prejudice in leadership perceptions were not significant in this sample.

Download or read book Race Gender and Leadership written by Patricia S. Parker and published by Psychology Press. This book was released on 2004-09-22 with total page 240 pages. Available in PDF, EPUB and Kindle. Book excerpt: Much has been written about a model of leadership that emphasizes women's values and experiences, that is in some ways distinct from male models of leadership. This book redirects the focus to a view of leadership as a multicultural phenomenon that moves beyond dualistic notions of "masculine" and "feminine" leadership, and focuses more specifically on leadership as the management of meaning, including the meanings of the notion of "organizational leader." This volume focuses on leadership "traditions" revealed in the history of Black women in America and exemplified in the leadership approaches of 15 African American women executives who came of age during the civil rights and feminist movements of the 1960's and 1970's and climbed to the top of major U.S. organizations. It advances a vision of organizational leadership that challenges traditional masculine and feminine notions of leadership development and practice, providing insights on organizational leadership in the era of post-industrialization and globalization. Additionally, by placing African American women at the center of analysis, this book provides insights into the ways in which race and gender structure key leadership processes in today's diverse and changing workplace. It is a must-read for scholars and researchers in organizational communication, management, leadership, African American studies, and related areas.

Download or read book Black and Brown Leadership and the Promotion of Change in an Era of Social Unrest written by Rodriguez, Sonia and published by IGI Global. This book was released on 2021-06-25 with total page 352 pages. Available in PDF, EPUB and Kindle. Book excerpt: The world was dealt a blow that included a pandemic and economic crisis as well as racial unrest, initiating an energized charge for social justice advocacy. The United States is currently facing an unprecedented challenge in ensuring that all citizens live in a fair, inclusive, and opportunity-rich society. These issues have heightened questions about racial justice that have been placated but can no longer be ignored. Marginalized communities cannot thrive if they continue to be oppressed, neglected, disinvested, and isolated from economic opportunity. The culture of allyship needs to be enacted thoughtfully and not performatively to create sustainable change through a critical mass of engaged advocates and activists. Many organizations enable the status quo by not confronting issues around race, gender, and equity. Leaders of color want a seat at the table as highly valued contributors for the transformation of a just and equitable America. By listening to the voices of Black and Brown leaders, the promotion of change in an era of social unrest will finally occur. Black and Brown Leadership and the Promotion of Change in an Era of Social Unrest amplifies the voices of leaders who identify as Black, LatinX, Indigenous, or people of color as they navigate leadership during a time of tumultuous change and social unrest. More specifically, it portrays dilemmas that marginalized communities encounter while advocating for justice and social change within whitestream organizational systems. The chapters delve into the definitions, perceptions, and lived experiences of Americanism, identity, otherness, and racism as it relates to leadership and discusses the issues, dilemmas, struggles, and successes that persons of color experience in leadership roles in business and education. This book is valuable for practitioners and researchers working in the field of social justice leadership in various disciplines, social justice activists and advocates, teachers, policymakers, politicians, managers, executives, practitioners, researchers, academicians, and students interested in how leaders of color can succeed, navigate hostile spaces, and ultimately create a change in mindsets and practices that will lead to justice.

Download or read book Diversity Inclusion and Equal Opportunity in the Armed Services written by Kristy N. Kamarck and published by Createspace Independent Publishing Platform. This book was released on 2017-10-24 with total page 62 pages. Available in PDF, EPUB and Kindle. Book excerpt: Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly with recognition for their same-sex spouses as dependents for the purpose of military benefits and opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for those transgender troops already openly serving. However, in August of 2017, President Donald J. Trump directed DOD to (1) continue to prohibit new transgender recruits, (2) review policies on existing transgender sevicemembers, and (3) restrict spending on surgical procedures related to gender transition. Military manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. Those who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Some argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. Others oppose the expansion of diversity to include non-traditional gender identification because they fear it would undermine military cohesion and effectiveness, and would not accurately reflect American society as a whole.

Download or read book Race Gender and Leadership written by Patricia S. Parker and published by Psychology Press. This book was released on 2004-09-22 with total page 153 pages. Available in PDF, EPUB and Kindle. Book excerpt: Much has been written about a model of leadership that emphasizes women's values and experiences, that is in some ways distinct from male models of leadership. This book redirects the focus to a view of leadership as a multicultural phenomenon that moves beyond dualistic notions of "masculine" and "feminine" leadership, and focuses more specifically on leadership as the management of meaning, including the meanings of the notion of "organizational leader." This volume focuses on leadership "traditions" revealed in the history of Black women in America and exemplified in the leadership approaches of 15 African American women executives who came of age during the civil rights and feminist movements of the 1960's and 1970's and climbed to the top of major U.S. organizations. It advances a vision of organizational leadership that challenges traditional masculine and feminine notions of leadership development and practice, providing insights on organizational leadership in the era of post-industrialization and globalization. Additionally, by placing African American women at the center of analysis, this book provides insights into the ways in which race and gender structure key leadership processes in today's diverse and changing workplace. It is a must-read for scholars and researchers in organizational communication, management, leadership, African American studies, and related areas.

Download or read book Effect of Race occupation Fit and Leadership Prototypes on Leadership Perceptions of Minorities in Leadership Positions written by Shanya Chandel and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although minorities make up a significant part of the U.S. population, a small margin of minorities are in senior leadership roles. A potential explanation behind the demographic makeup is that racial biases may influence leadership perceptions. Accordingly, a particular occupation type could moderate the relationship between race and perceived leader effectiveness, a pattern that can be explained by implicit leadership theory. To test this explanation, this paper focused on specifically Asian Americans and Blacks, in leadership roles in comparison to Whites. To see the effect of race-occupation fit, fictional vignettes of three racially different leaders were created in which each leader was portrayed in three different occupations (i.e., athletics manager, sales manager, engineering manager). A sample of 241 participants rated their assigned target leader through an online survey that contained evaluation items that measured the extent the target leader was perceived as effective. The findings show that the hypothesized relationships were not supported and that overall findings should be interpreted with caution.

Download or read book The effect of race and gender in organizational leadership success written by Henrietta Brinson and published by . This book was released on 2006 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Transformational Leadership Femininity and Race written by Rachael McGlaston Espinoza and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The changing ways in which organizations serve society combined with the rapidly changing demographics of the people that these organizations are comprised of requires us to reexamine what we need from our leaders. While transformational leadership has received a lot of attention in organizational leadership research and organizations have placed increased attention on shifting their leaders' styles to being more transformational, not enough effort has been made to understand how to develop transformational leaders from traditionally marginalized communities. Despite historically and continually being natural leaders in their communities and society at large, women, and women of color in particular, remain an untapped transformational leadership resource in organizations. This dissertation examined the existing research on the style and effects of transformational leadership and leaders, the relationship between race, gender, organizations, and leadership, and the stereotypes and perceptions that women in leadership positions face. The research methodology was a three-phase process, utilizing Grounded Theory to inform each subsequent phase, and included an observation phase of all participants in a setting showcasing their leadership function, an interview phase with one participant from each site, and a focus group phase that grouped the women together by their job site. Participants consisted of 7 women from two different sites with at least 15 years of work experience, including at least two years in formal leadership roles. This research has a wide range of future implications, including illuminating the ways in which successful female leaders leverage emotional labor in their leadership roles to engage transformational leadership qualities, and highlighting opportunities to foster these traits in other future leaders. This research identified various implications for researchers, multiple social institutions and organizations, leaders, faculty members, and practitioners to positively impact women leaders' entry into and advancement through leadership positions.

Download or read book Improving Demographic Diversity in the U S Air Force Officer Corps written by Nelson Lim and published by Rand Corporation. This book was released on 2014 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Examines the relative scarcity of minorities and women among senior leaders (i.e., colonel and above) in the uniformed Air Force, with the goal of identifying contributing factors and potential policy responses.

Download or read book An Investigation of Gender Race and Teacher Experience on the Teacher Perceptions of Leadership Behaviors written by Kiara LaChelle Hunt and published by . This book was released on 2020 with total page 272 pages. Available in PDF, EPUB and Kindle. Book excerpt: ABSTRACT: Leaders within 21st-century schools are critical to the success of schools given their leadership styles and behaviors can influence teacher perceptions and teacher retention. This quantitative study investigated the impact a teacher's race, gender, and experience can have on the perceived importance of leadership behaviors. Data were collected from 204 teachers across the state of Tennessee. The data revealed that teacher perceptions of leadership behaviors were similar for teachers with varying teaching experience. However, significant differences in the perceived value of leadership behaviors were found among male and female teachers as well as among teachers according to race. The findings from this study provide education stake holders with further data regarding how teachers value the leadership behaviors of their principals.

Download or read book Diversity and Leadership written by Jean Lau Chin and published by SAGE Publications. This book was released on 2014-09-02 with total page 345 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although leadership theories have evolved to reflect changing social contexts, many remain silent on issues of equity, diversity, and social justice. Diversity and Leadership, by Jean Lau Chin and Joseph E. Trimble, offers a new paradigm for examining leadership by bringing together two domains—research on leadership and research on diversity—to challenge existing notions of leadership and move toward a diverse and global view of society and its institutions. This compelling book delivers an approach to leadership that is inclusive, promotes access for diverse leaders, and addresses barriers that narrowly confine our perceptions and expectations of leaders. Redefining leadership as global and diverse, the authors impart new understanding of who our leaders are, the process of communication, exchange between leaders and their members, criteria for selecting, training, and evaluating leaders in the 21st century, and the organizational and societal contexts in which leadership is exercised.

Download or read book American Black Women and Interpersonal Leadership Styles written by Claretha Hughes and published by Springer. This book was released on 2015-01-19 with total page 128 pages. Available in PDF, EPUB and Kindle. Book excerpt: American Black women bring different interpersonal leadership styles to Fortune and non-Fortune 500 organizations. Their interpersonal leadership styles are developed at home, within their community, through their educational experiences, and within society. They bring unique perspectives to the workplace. Organizations that recognize, respect, and value their different viewpoints have leaders who are contributing to the financial growth of their organizations. American Black women have career capital to offer to organizations through their self-efficacy, emotional intelligence, and the leadership strategies that they understand and apply in the workplace. In addition they bring high educational achievement, practical skills, and analytical abilities that are useful when leading others. They bring a persistent work ethic, support for education and leadership development, and an enduring spirit of cooperation in the midst of undeserved, personal challenges to the workplace. They solve problems, help others succeed, enhance the workplace environment and organization culture, and help their organizations maintain competitive advantage in an evolving global economy. Executive leadership should lead the effort to enhance the role of American Black women within their organizations. Change begins at the top and integrating American Black women into executive leadership roles is a change initiative that must be strategically developed and managed through understanding who they are. This book provides a foundation upon which individuals and organizations can begin the change initiative through the use of the Five Values model as a career management system for developing and enhancing the careers of American Black women who are leading within and want to lead organizations.