Managerial Stereotypes In Corporate America

Inequality between genders in the executive suite in corporate America: Moral and ethical issues

In this article, author Dean Elmuti and co authors, Judith Lehman, Brandon Harmon, Xiaoyan Lu, Andrea Pape, Ren Zhang and Terad Zimmerle, took a deep dive to analyze the managerial stereotype in US for executive women in the workforce. They also discuss the factors and personal traits that effects the advancement in the upper management, history of women rights, different type of stereotypes situations, factors in career advancement and multiple roles that benefits women for managerial roles. In additional to that, Dean also discussed about the challenges of women in the managerial roles, how they juggle there business and family life and the
sacrifices they have to make to balance both sides. Dean and his team began explaining their audience by providing a history lesson, taking us back to 1848 when Elizabeth Cady a feminist and social reformer organized the first women right convention in Seneca to discuss the inequality of genders. Since then women had made a great stride towards equality in all gender challenged categories, such as higher education, politics, wages and management business role. Dean believes, that even though there is a great improvement but women are still struggling to get their foot in the top executive offices which are held majority by men. In the next few paragraphs, Dean and his co author discussed the type of stereotypes and how it effects the women in the workforce environment.
Author define the definition of stereotype from (American Heritage Dictionary) as a oversimplified conception, opinion or impression. He further explained, that there are three types of stereotypes concerning women in the business; first, the “old-boy network”. This stereotype is a clique of businessmen who had influence in the businesses, social networks and corporate boards. These relationships creates a trust with each other. Women in these type of clubs are consider outsiders, which limits them to build relationships therefore limiting their careers. This situation is changing due to the “global Leadership theory” which is changing the behavior
and attitude of people allowing people to work together to improve the quality of life. Author is convinced that this change must take effect in US corporate environment too. Because the trait of this theory is exhibit more in women due to the rare style of communication they posses, and can make them a better managers. There are many points of views that are described in this article about women. For example, they been consider week for generations, men in US believes that they are not intelligent, and capable enough to support family. Due to some of these reason, women are meant to stay home mom and men needs to be the leaders of the country. Dean further explained that there are multiple reasons of these stereotypes. First, politics. Word “men” in the declaration of independence is not cleared if its for men only or women included. Second economy, women can buy and hold property but once married they bare their husband name. Third, Dean suggestion its education. History reveals women were not allowed to to get higher education in the past, and without the higher education its not possible to get into the professional position. Finally, its American people assumption that women are less competence then men. Author see that this is a lesser problem in today society, because women are well educated today, they are well oriented, and more focus on collaborating in the workforce place. Dean is convenienced, that all women cant be a great manager, but so its men. Dean suggested that instead of us being judgmental, we should have an open mind as competencies lies in the abilities, skills and talent, not by being a certain gender. Author discussed the glass ceiling effect, this is an another type of stereotype, and it impacts on women. This represents a barrier created by individuals or an organizations prejudices. A good real life example is today when women are making a great progress in filling up a gender gap in middle management jobs but are not represented for upper management position. Some who do, are not paid as same as there male counterpart. In the next few paragraph of this article, Dean and the co authors discuss factors for advancement in upper and lower management.
First, dean explained on the importance of making smart decision on choosing a right career. Making wrong decision will impact once advancement in their career in long run. But right decision with impact positively in the employees career advancement. Second factor is human capital determinant, which refers to ones own investment in education and experience which enrich a managers value in the market. According to Dean, university graduates most likely promoted faster than no graduate employees. Author also mention that, its not the case in both genders. According to Department of Labour, male and female earning the same degree, do not earn the same salaries males make more than the female. Third, Dean discuss and describe individuals personal attributes and personality that are associated with managerial success. Personality have different traits that shows career choices. In advancement related trait, individuals showing this traits are ambitious, problem solver, Masculinity are some of the examples. According to (Kirchmeyer, 1988) Masculinity is preferred for managerial role whereas feminist are consider
weak. Getting back to the advancement factor, Dean points out a interpersonal determinants which involves supportive relationships at work. This involves building personal network and finding a mentor. Good mentor provides a knowledge and feedback that helps in the career advancement. Dean see women are neck to neck in forming a peer network, but there network wield less influence. Fifth factor Dean explains is relational Demography, this focus on how being similar to co-workers in terms of demographics attributes enhance career experience. Dean further explains, relational demography is not gender neutral, women in male dominated seeings experience poor work condition and low performance rating when it comes to nominated for executive position, they have to rely on the support of network of other women. Dean states that family structure had a great impact on the career success. Married men who have kids are more successful in terms of salary. Whereas single men not make as much. It have been observed that wives at home had a great part in the married men successful lives because they provide counseling and work assistance for their husband jobs. Executive women had a disadvantage in this manner. marriage, children ,work , relocation are considered challenging compare to men. In the last section of the article Dean discuss that there are multiple role that can benefits managerial women. He states that qualitative results shows psychological benefits, emotional advice and support , practice at multitasking, relevant back ground, opportunities to enrich interpersonal skills and leadership practice that enhance effectiveness in a managerial role. He also states that women personal interests and background provides diversity for the workplace, allows her to bring new ideas to the business. In Conclusion, I agree with the author that an employee needs to be smart when making a career choices. There is no question that both male and female managers can have similar characteristics, but due to gender stereotype, women seeks challenges when it comes to promotions in the workforce. Women require well establish network to support them. Women also sees challenges in family status. Lots of women give up there career where as men carry on with their. Dean still feels that women are still at disadvantage in career advancement compare to men based on the study.. He is requesting researchers to do further study the economic / business cost of professional women who bail out of workforce due to family issues and investigate the root cause of companies that programmed to reasonably accommodate career tracked women.

References
Elmuti, Dean; Lehman, Judith; Harmon, Brandon; Lu, Xiaoyan; Pape, Andrea; Ren, Zhang; Zimmerie, Terad, (2003). “Inequality between genders in the executive suite in corporate America; moral and ethics issue”. Equal Opportunities International.
Kirchmeyer, Catherine (2002)”Gender Differences in Managerial Career; “Yesterday, Today and Tommorow, “ Journal of Business Ethics, v.37 (2002)