Good Diversity-Female Gender Leaders In Organisations Research Proposal Example
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Women have usually been assumed in the society since the previous eras. They have usually been involved in very minor tasks as housewives, looking after the household and children and this behavior is still occurring in the modern world. Gender diversity is therefore an important aspect in the modern world directed towards the empowerment of women. There is therefore the need to reconsider women activities towards the development of the society (Crocher, 2004). His has led to the reorganization and renewal or of the legislative sector to monitor the rights of women. It is therefore to have a favorable ratio of men to women working in the organizations, with both parties given the same opportunity at each level of employment. This has therefore led to many researches carried to monitor the future of women in the society (Leto et al, 2007).
Many researches have been carried out to explore the role of women in the workplace globally. These researches have looked into their experiences and benefits the company gets from gender diversity in terms of performance. Ability of woman advancement in workplaces has been made accessible through employment policies and legislation. Media is engaged in the perpetuation of gender stereotypes through use of images in reinforcement of gender notions in leadership always putting men as “experts” (Wilson 2004; Wood et al 2008). The monitoring done by the White House Project (2009) showed that men outnumbered the number of women appearing the Sunday morning discussions shows of the United States. Approximately, according to Prieler, (2011) women were shown in the homes on media images, and being younger as compared to men (Mastro et al 2008). This, according to article by Heflick and Goldenberg (2009) revealed and reinforced views of incompetence of female professional and their unfitness for leadership positions. This norm of executive male (Grandy, 2010) and the world of “manager-male” thinking phenomena associating qualities of masculine with leadership as documented in article by Grandy (2010). In Schein (2007) article, he argued of characteristics of leadership still related to masculine despite of women promotion to roles of leadership. Diversity provides definition to differences between the organizations’ members. There could be either existence of diversity that is oriented in terms of relations or a task-oriented one. Woods and Lupton (2009) defined attributes that are relations oriented to be related to ethnicity, race and gender, with attributes that are task-oriented relating to education, tenure and functions. Suggestions by Schoenmakers and Duvsters (2010) explored diversity as what covers demographic differences, characteristics related to jobs and personal values, traits and attitudes. Various research teams have come up with results that are conflicting concerning diversity. For example, Huang (2005) has commented a positive effect of diversity on organizations performance, with Woodharms and Lupton (2009) reporting no prediction of diversity on performance.
Female gender leadership diversity has proved to be a way towards women empowerment. Despite of the struggle by most organization to diversify the working environment of past eras, the barriers affecting women advancement till remains (Metz, 2009). Diversity in organizations is therefore a way forward of fast development of country’s economy. There would be a reduced independent ratio as taking women into field of employment welcome self-dependency. Gender diversity in organizations also leads to improved social relations and strengthen the work environment. In Moreno (2013) article, he came up with hypothesis of gender diversity in Organizations fostering innovations that are radical through improvement of results of decisions that are interactive. Formation of organizations that is composed of a balanced gender has high chances of coming up with effective ideas to the development of the organization. Women are known of have a positive impact on the organization due to their different perspective of reasoning and argument. Women in organizations are believed to strengthen the management soft skills and process of decision making thus high chances of new ideas that are effective in the development of the organization (Moreno et al 2013).
The purpose of this research is to explore the leadership behavior that female leaders exhibit in the organizations. It is also to identify the positions that most women are given in the organizations and compare them to positions occupied by men. Job levels in the organizations are usually hierarchal with different levels of earning. The research would therefore look into the gender balance that takes place in such organizations. The research will also go into the comparison of working women and women that are at home, comparing their lifestyles. This is towards looking into the positive and negative impacts of employment on the women. The research will also explore and compare different organization’s gender balance and look into their performances. This would also lead to the comparison of men and women performance and which gender adds more to the organization.
What are the behaviors that female leaders exhibit in an organization?
How do women leaders feel that these behaviors affect the organization?
What are the positions that are occupied more by women as compared to men in the organization?
This research involves a total of 300 participants all employed from 15 different organizations and industries around the southeastern university. The research is supposed to take 2 months between the months of May and June. I choose this period of the year because the schools will be closed and I will be having more time to carry out the study. Questionnaires will be used having both structured and unstructured questions (Panneerselvam 2004). There will also be the use of interview both face to face interview and by use of telephone calls. Permission will be asked for in advance from both the school and organization authorities. The questionnaire will be supplied to the 300 selected participants from 15 organizations. Selective random sampling will be used to choose the participants where only those who are employed will be given the chance to participate in the research (Kothari 2005). Chances will be given on equal basis for men and women.
The participants will be chose on non-probability selective sampling. They will be asked to provide their phone numbers and questionnaires given immediately. These questionnaires will be collected after two weeks. Face-to- face interviews will only be given to managers who are believed to have a lot of experience in the organizations (Axinn et al 2006). This will take the first two weeks. To the rest of the participants will involve the use of phone calls.
In my view, proposed research is believed to be successful and maximum cooperation is expected from the participants. Hope the research that will be done will give enough evidence for organizations to improve on gender balance with men given same chances as women. Participants are expected to give information of high accuracy.
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Axinn, W. G., & Pearce, L. D. (2006). Mixed method data collection strategies. Cambridge: Cambridge University Press. Page 206
Croucher, S. L. (2004). Globalization and belonging: The politics of identity in a changing world. Lanham, Md. [u.a.: Rowman & Littlefield. Page 117
Diaz Garcia, C., Gonzalez-Moreno, A. & Saez-Martinez, F. (2013). Gender diversity within R&D teams: its impact on radicalness of innovation. Innovation: Management, policy & Practice, 15(2), 149-160
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Kothari, C. R. (2005). Research methodology: Methods & techniques. New Delhi: New Age International (P) Ltd. Page 96
Leto, D. F. V., & Palczewski, C. H. (2007). Communicating gender diversity: A critical approach. Los Angeles, Calif. [u.a.: Sage Publ. Page 117
Metz, I. (2009). Organizational factors, social factors, and women’s advancement. Applied Psychology. An International Review, 58(2), 193-213
Panneerselvam, R. (2004). Research methodology. New Delhi: Prentice-Hall of India. Page 14
Woodhams, C., & Lupton, B. (2009). Analyzing gender based diversity in SMEs. Scandinavian Journal of Management, 25, 203–213.
Schoenmakers, W., & Duysters, G. (2010). The technological origins of radical inventions. Research Policy, 39(8), 1051–1059.
Schyns, B., & Hansbrough, T. (2010). When leadership goes wrong: Destructive leadership, mistakes, and ethical failures. Charlotte, N.C: Information Age Pub. Page 183
Wilson, F. M. (2013). Organizational behavior and work: A critical introduction. Page 78
Wood, J. T. (2008). Gendered lives: Communication, gender, and culture. Belmont, CA: Thompson/Wadsworth. Page 268
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