Female Leadership Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Introduction:

The world has challenged the fact that women lacks in leadership roles and managerial positions than men. This difference can have a noteworthy impact on the monetary and competitive aspect of the organization. In addition to that, the company is also facing confrontations regarding majority of the entrance by generation Y talent in reshaping the workforce.

Associations looking to address the sex leadership crevice must drive parallel exertions that handle improved authority differences in conjunction with systemic change deliberations focusing on their workforce from the very first moment. In any case to get this right, first associations must better see how to pull in, create, and hold female millennial ability.

In 2008, PwC started diving deeper into a watched movement in deduction among more youthful workers in "Generation Y at work: Perspectives of another Generation." Consequently after this, the website then launched another paper named as “PwC’s next generation: a global generational study report." A study conducted by the website was done in 18 international territories with more than 40,000 respondents. As of now, critical focus needs to be given to the employees of generation Y.

Another report named as: “next generation diversity; developing tomorrow’s female leaders” helped individuals to identify the generation Y female and ways to position the company and talent strategies in the direction of strategies that lead to employee retention, development and attracting the potential and talented candidates from generation Y (Klenke & Karin, 1996).

Do people accept female leaders now?

With the passage of time, people are more likely to accept women in the leadership positions. Now, most of the individuals find women capable of doing the same work as men. According to the research, women found themselves less effective and capable than men.

The thing that is faulty when individuals dislike ladies in control is "part congruity." It's the hypothesis that the most primitive parts of our cerebrum keep on dictating our plans regarding sexual/gender roles; a man sets the tenets of cave house and fashions the way to the mammoth nook while a lady simply sticks to sustain things. Consequently, when a lady steps into an initiative part, it should trigger a "sexual orientation part infringement" that, intentionally or not, blends us to see her as less fit.

These facts have been supported and evidenced by research that was done in 1990. The findings of the study included that women leaders faced difficulty in getting positive feedback from the society as compared to the males. Women leaders were given less positive and more negative criticism from the men despite the fact that, they were giving equal or even better suggestions.

The study was done in 2003 on the students of business schools who were asked to divide themselves in two groups. Half of the group members told that the illusory entrepreneur was named as Heidi and rest of the half were instructed that Howard. Despite the fact that the people said that Heidi and Howard were both skillful and deserving of appreciation, "Heidi was seen as narrow minded and not the kind of individual you would need to contract or work for." The study was done around a decade back and now so many things have changed along with people’s mentality.

In 2011, a study of 60,000 people circulated in Human Relations that brought “people who in reality had female bosses did not give them poorer ratings than group who had male bosses.”

To help deal with some of these clashing discoveries, analysts from Florida International University and the North Carolina University at Charlotte conducted a meta-examination, distributed in the Journal of Applied Psychology, of 99 studies that inspected impression of female pioneers.

This backs the late Atlantic magazine article by Katty Kay and Claire Shipman, which recorded how ladies reliably disparage their abilities and potential, while men have a tendency to exaggerate them. In the meantime, females are paid less as compared to men for the same work.

The findings were found to be surprising as on average, men are paid more on the managerial levels than women. The study needs to be done to find out despite the fact that women are treated equally as men but still they are being rewarded less than men (Rohde, Deborah & Ed, 2003)

Essential characteristics of successful leaders:

There are certain attributes and traits that a leader must possess to be successful. First and foremost, a leader must possess the ability to identify company’s vision and deliver that vision to the followers and employees of the company. Further, the leader needs to communicate the vision to all the stakeholders of the company. Secondly, a good and successful leader should have a sound detail and knowledge about the operations of the business as well but they don’t need to get involved into it. In addition to that, a leader must be an enthusiastic leader ..............................

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