Women Managers
Bibliographic Data
| ID | 23616223 |
|---|---|
| Authors | Janine Bosak (0000-0001-5701-6538, Dublin City University, corresponding author) |
| Year | 2015 |
| Pages | 1-2 |
| Publication date | 2015-01-21 |
| Open Access | Yes |
| Type | CHAPTER |
| Venue | Wiley Encyclopedia of Management (SOURCE_BOOK) |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/9781118785317.weom110085 |
| OpenAlex | W4247606894 |
| ISBN | 9781118785317 |
| Language | EN |
| References cited | 5 |
With increasing numbers of women in the labor force and in higher education, more than at any other time in history, women have the qualifications and resources to fulfill management and leadership roles. However, despite these advances, few women make it to the corporate boardrooms, executive office suites, or the ranks of companies' top earners. This article discusses one of the main causes for women's power deficit, the glass ceiling phenomenon, specifically focusing on how societal stereotypes result in discrimination and prejudice for women due to a perceived incongruence between female and masculine leadership stereotypes. This article also discusses the recent emergence of more androgynous models of leadership and the possible suitability of these types of leadership styles for women managers.
Glass ceiling · Leadership style · Phenomenon · Political science · Power (physics) · Prejudice (legal term) · Public relations · Gender Diversity and Inequality · Gender Politics and Representation · Gender Roles and Identity Studies · Law · Psychology · Social Psychology
| Highly cited | No |
|---|