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16 Inspiring Books Women Leaders Need to be Reading | HuffPost
This article has been cited by other articles in PMC. Open in a separate window. Conflict of Interest Statement The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. References Acker J. London: Sage; , — The Opt-out Revolution. Unseen injustice: incivility as modern discrimination in organizations. Women and the labyrinth of leadership.
Women rising: the unseen barriers. The Confidence Gap. The Atlantic.
Women at the Top - Challenges, Choices and Change | Marianne Coleman | Palgrave Macmillan
Kottke J. Understanding the processes that facilitate and hinder efforts to advance women in organizations.
Career Dev. A modest manifesto for shattering the glass ceiling. Ethics 80 , — Developing women leaders: an executive coaching framework. Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling. Think manager, think male. Atlanta Econ.
Women in management: reflections and projections.
Individual Voices on Challenges, Choices and Change
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The drop-off starts with the first promotion to management: Women are 18 percent less likely to be promoted to manager than their male peers. For one, men have families, too. Instead, women are much more likely to use workplace policies like parental leave, to work part time or to move to less demanding positions because of their family obligations.
A recent analysis of 2, executives found that men and women did not differ on multiple areas that were assessed, including interpersonal, analytical and managerial skills and general ability. Yet comparing women and men with similar skills and talents, women were much less likely to become chief executives. One reason, other studies have shown, is that we unconsciously assume good leaders are male, and we have mixed feelings about women who have successful careers.
In an experiment , respondents said someone named Eric who offered new ideas was a natural leader, while someone named Erica who offered the same ideas was not. Female business school students who were single reported that they wanted lower salaries and shorter work hours when they expected classmates, particularly single men, to see their answers, according to a study last fall in the American Economic Review.
Women in Theatre Leadership: Challenges, Choices, and Change
These biases against ambitious women affect how managers treat women at work. Men are seen as having leadership qualities like gravitas , while women are seen as having supporting-role qualities like dependability. Men are more likely to get them without asking. Ely said.
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