Leadership Development in Women
A review of the literature revealed a noticeable absence of research that focuses on the experiences of African American women who have advanced into leadership positions (Parker, 2005; Stanley, 2009; Bell, 1990). It is imperative for organizations to identify and develop female leaders who can work effectively across organizational and geographic boundaries. It is important that today’s organizations have the ability to identify a diverse workforce which will include African American women, to provide leadership skills that will address the challenges of a global workforce.
Leadership Development in African American Women
The existence of African American women in leadership across the United States represents a struggle for the emancipation of the African American community from oppression, racism as well as educational and economic subjugation (Rosser-Mims, 2010). Throughout history, African American women have had to contend with sexism from African American men, as well as racism and class oppression from White females and males (Collins, 2000). As a result, African American women were often denied opportunities to lead and were considered to be better followers than leaders. Linehan (2001) stated that “for African American women who are educated and have the skill-set to hold leadership positions, the lack of power, status, race and gender repeatedly hinders their opportunities” (p. 825). In one of the few studies on African American women’s actual leadership styles, Jones (1992) administered the Multifactor Leadership Questionnaire (MLQ) (as cited in Parker & Ogilive, 1996) to 17 African American women college presidents. The research found that their leadership was more transformational than transactional (Parker & Ogilvie, 1996). Parker and Ogilvie (1996) suggested that “African-American women executives’ leadership strategies and tactics may be conceptualized as a function of (a) their socialized traits, behaviors, and styles, and (b) their distinct social location within dominant culture organizations” (p. 192). Although there is a lack of research on African American women’s leadership styles and behaviors, Parker & Ogilvie (1996) developed a culturally distinct model of African American female executives’ leadership styles, behaviors and strategies. African American Women Leadership Strategies According to Meyerson and Fletcher (2000), the limited progression of African American women into leadership has also been blamed on the “glass ceiling,” an invisible barrier to advancement based on organizational biases. …show more content…
In an ever increasing global workforce, organizations are beginning to acknowledge that barriers to the advancement of African American women can be detrimental to organizational effectiveness. Accordingly, the glass ceiling can be costly to an organization, not only in terms of lost productivity among African American women who feel impeded in their pursuit of professional advancement, but also in terms of turnover costs and annual salaries (Ragins & Sundstrom, 1990). There have been countless views on the reason for the absence of African American women in leadership positions. One such thought is based on that of blatant and concealed employment discrimination. While this practice may be unacceptable in theory, there is still a lot of this going on as a matter of general practice (Carli & Eagly, 2001). Frequently, organizations do not provide an opportunity for highly skilled and capable African American women to be promoted in a leadership role. Race Racism is “culturally sanctioned beliefs, which, regardless of intentions involved, defend the advantages whites have because of the subordinated position of racial minorities” (Wellman, 1993, p. 49). Although there are many efforts to improve the experiences of African American women, their experiences are still shaped by cultural …show more content…
According to Eagly and Carli (2007), women have progressed in leadership positions within organizations; however, overall, women have remained underrepresented as compared to men in senior-level positions.
The current findings section also includes Glass Ceiling Barriers that impede the professional growth of African American women leaders. These barriers include gender and promotion factors, which hinder minorities in progressing into upper level positions. Researchers and leadership would benefit from understanding the barriers that African American women face when seeking to climb the corporate ladder within organizations. This section continues with the inclusion of the developmental networks, which focus on mentoring experiences or the lack thereof, of African American women in senior-level positions. The section concludes with the question of becoming an executive in a corporation, mentorship programs and leadership in Corporate America for African American
A review of the literature revealed a noticeable absence of research that focuses on the experiences of African American women who have advanced into leadership positions (Parker, 2005; Stanley, 2009; Bell, 1990). It is imperative for organizations to identify and develop female leaders who can work effectively across organizational and geographic boundaries. It is important that today’s organizations have the ability to identify a diverse workforce which will include African American women, to provide leadership skills that will address the challenges of a global workforce.
Leadership Development in African American Women
The existence of African American women in leadership across the United States represents a struggle for the emancipation of the African American community from oppression, racism as well as educational and economic subjugation (Rosser-Mims, 2010). Throughout history, African American women have had to contend with sexism from African American men, as well as racism and class oppression from White females and males (Collins, 2000). As a result, African American women were often denied opportunities to lead and were considered to be better followers than leaders. Linehan (2001) stated that “for African American women who are educated and have the skill-set to hold leadership positions, the lack of power, status, race and gender repeatedly hinders their opportunities” (p. 825). In one of the few studies on African American women’s actual leadership styles, Jones (1992) administered the Multifactor Leadership Questionnaire (MLQ) (as cited in Parker & Ogilive, 1996) to 17 African American women college presidents. The research found that their leadership was more transformational than transactional (Parker & Ogilvie, 1996). Parker and Ogilvie (1996) suggested that “African-American women executives’ leadership strategies and tactics may be conceptualized as a function of (a) their socialized traits, behaviors, and styles, and (b) their distinct social location within dominant culture organizations” (p. 192). Although there is a lack of research on African American women’s leadership styles and behaviors, Parker & Ogilvie (1996) developed a culturally distinct model of African American female executives’ leadership styles, behaviors and strategies. African American Women Leadership Strategies According to Meyerson and Fletcher (2000), the limited progression of African American women into leadership has also been blamed on the “glass ceiling,” an invisible barrier to advancement based on organizational biases. …show more content…
In an ever increasing global workforce, organizations are beginning to acknowledge that barriers to the advancement of African American women can be detrimental to organizational effectiveness. Accordingly, the glass ceiling can be costly to an organization, not only in terms of lost productivity among African American women who feel impeded in their pursuit of professional advancement, but also in terms of turnover costs and annual salaries (Ragins & Sundstrom, 1990). There have been countless views on the reason for the absence of African American women in leadership positions. One such thought is based on that of blatant and concealed employment discrimination. While this practice may be unacceptable in theory, there is still a lot of this going on as a matter of general practice (Carli & Eagly, 2001). Frequently, organizations do not provide an opportunity for highly skilled and capable African American women to be promoted in a leadership role. Race Racism is “culturally sanctioned beliefs, which, regardless of intentions involved, defend the advantages whites have because of the subordinated position of racial minorities” (Wellman, 1993, p. 49). Although there are many efforts to improve the experiences of African American women, their experiences are still shaped by cultural …show more content…
According to Eagly and Carli (2007), women have progressed in leadership positions within organizations; however, overall, women have remained underrepresented as compared to men in senior-level positions.
The current findings section also includes Glass Ceiling Barriers that impede the professional growth of African American women leaders. These barriers include gender and promotion factors, which hinder minorities in progressing into upper level positions. Researchers and leadership would benefit from understanding the barriers that African American women face when seeking to climb the corporate ladder within organizations. This section continues with the inclusion of the developmental networks, which focus on mentoring experiences or the lack thereof, of African American women in senior-level positions. The section concludes with the question of becoming an executive in a corporation, mentorship programs and leadership in Corporate America for African American