BUSI 345 Double Standard of Gender Roles in Leadership

BUSI 345 Double Standard of Gender Roles in Leadership

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BUSI 345 Double Standard of Gender Roles in Leadership

As I’m reading Riverbend City, I can only be reminded of the old world thinking and the double standard of gender roles in leadership. A tough

personality would be not as condemned by a male in that position. However, the “nurturing” nature of a woman is not present, as it seems to be a

person who is accustomed to military sternness and “gets it done” mentality. This is creating resentment in the work environment that would not

have been there otherwise. Gender bias in the workplace, as well as gender stereotyping, is one of the factors of concern that is been seen

frequently in the organization. It has been seen that many female employees do not get that much opportunity to handle a leadership job. Based

on the discussion of the employees and the director of the Riverbend City, VA Hospital the director feels like her employees and team members

are not that supportive concerning that they should provide with the support.

 

She has an inner feeling that being a woman she has to face discrimination from the employee and if she had been a man then she would have

not been discriminated against. However, most of the employee thinks that she is a nice person to work with and the problems she is facing

concerning that she is doing pretty well. However half of the team members think that she is not the leader to work with. Young, Hassan, and

Hatmaker (2019) have discussed that gender stereotyping is the cause that has created such a difference, and the acceptability of women, as a

leader, is still a matter of concern for few peoples.

 

However, there are penalties, which have been imposed concerning the gender stereotyping in the Price Waterhouse vs Ann Hopkins where

Hopkins is told she would not be made partner as she was too masculine and further suggested her that she must go to charm school, wear

jewelry and makeup and be less aggressive. However in the end court has ruled that Price Waterhouse was discriminating based on the gender

stereotypes (Harris, 2019).

Therefore, it can be seen that gender stereotyping is still relevant. A great leader empowers each employee; take some time to allow them to voice their opinions, giving them equal opportunities and assignments. VA Director’s strengths are decisive, confident, multitask, technical knowledge, and love her job. I find her weaknesses are lack of communication with her staff, absences, and no team chemistry. She knows something is wrong when she commented that her employees are not quite supportive of her and her reaction is to hide her head in the sand and wait until it goes away.

Unfortunately, problems rarely go away when it hasn’t been resolved. VA Director should seek knowledge of her staff and acknowledge their value. I believe how the community, social, political, and economic factors can affect leadership styles by decision making in general. In particular, assessing the impact of political, economic, and policy barriers shape both genders choices and opportunities.

BUSI 345 Double Standard of Gender Roles in Leadership

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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