Leadership Behavioral Approach
There are different approaches to leadership; one of them is behavioral leadership theoretical approach. According to Northouse (2015), behavioral approach indicates that the behavior of a leader help in predicting his or her leadership influences, hence, behaviors determine the ability of a leader to be successful. There are those leaders who are task-oriented, where they structure roles to be performed by junior employees by giving them instructions and acting in a manner that aid in the improvement of the group performance in an organization. The leaders who use this approach aims at giving directs to employees for purposes of ensuring things are successfully done towards meeting organizational goals (Hackman and Johnson 2013). On the other hand, there are those leaders who use the people oriented approach to leadership. The people-oriented behavior among leaders involves them being concerned about the feelings of employees and ensuring that they are treated with respect (Hackman and Johnson 2013). Women in leadership positions usually embrace the behavioral approach of being concerned about the feelings of other employees, thereby acting respectably compared to men, given that women are more emotional compared to men (Hackman and Johnson 2013).
Challenges facing Female Leaders
In the U.K female leaders faces numerous challenges as they perform their leadership roles either in public or private organizations. Lack of role models is one of the challenges that many female leaders face in the U.K. According to Howe-Walsh and Turnbull (2016) point out that lack models in the field of leadership make it hard for female leaders to adapt to different leadership situations. A model provides inspiration to others, making them believe that they can also succeed in the leadership position, despite the challenges associated with it. Thus, lack of models affects self-confidence of female leaders in the U.K, when faced with leadership problems as they do not have someone similar who have to succeed in a similar situation, despite the person being a woman.
Additionally, lack of mentors, as well as effective network, is a challenge faced by female leaders in the U.K market. Due to the fact there no many female leaders in the higher leadership of organizations, it is hard to get someone to mentor those in low levels of leadership so that with time they can acquire skills and competencies required to climb to higher positions of leadership (Kingfisher 2013). Also, lack of a strong and efficient network for women leaders, where they can share information on various issues facing their leadership journey is a problem experienced by those females holding leadership positions in the U.K.
Finally, gender pay gap is a major problem that female leaders' face in the U.K. Equality regarding pay has not yet been achieved in all positions within organizations (Slaughter 2015). For example, some of the U.K firms pay male managers higher salaries and bonuses compared to what they give women leaders holding the same positions. Therefore, discrimination of pay regarding gender discourages many females from seeking leadership positions in the U.K.
What Women Bring to Leadership
In the U.K leadership, women bring some contributions. Women play an instrumental role in bringing effective leadership styles within an organization. According to Makura (2012), female leaders are usually transformative in nature and inclusive in their decision making approaches when compared to male leaders. This means that female leaders allow employees at all levels in an organization to participate in the decision-making process making them feel part of the organization, and this is instrumental in building a highly motivated workforce. Also, female leaders bring the transformative way of running things within a firm. They ensure that they implement new ways of doing things, especially by motivating and supporting employees in their day to day activities so as to attain certain goals and objectives within an organization. Women leaders also bring intelligence and honesty in the field of leadership. Sandberg (2013) indicates that women leaders are more honest in their transactions compared to male leaders. This means that they bring the aspect of honesty in the way organizational transactions are completed within the U.K market.
Additionally, women in positions of leadership help in enhancing diversity in the field of leadership. Diversity is instrumental in making organizational leadership a success (Northouse 2015). Diversity aids in making sure different aspects are put into consideration when making major decisions in an organization. In most cases, women leaders have different perceptions concerning issues such as risk, when compared to their male counterparts. Therefore, when making decisions, they help to ensure that an organization does not end up taking highly risky decisions, but tries to manage risk for the welfare of the employees. Women leaders also bring diversity to issues of ethics, where, they try to ensure that different ethical perspectives are used during the process of making decisions that are ethical within a firm.
Women Leaders and Organizational CSR and Ethical Behavior
Women leaders in the U.K, makes huge contributions when it comes to an organization engagement in corporate socially responsible activities and ethical behaviors. Setó‐Pamies (2015) points out that a diverse leadership within an organization regarding gender diversity plays a positive role in influencing the ability of an organization to engage in socially as well sustainable practices. Therefore, female leadership helps the U.K firms to implement initiatives that play a central role in ensuring that they act in a socially responsible manner. This means that having corporate leadership that is made up women, there is a high probability of an organization being socially responsible compared to when there no women in leadership positions. As a result, the ability of the U.K firms to engage in corporate social responsibility initiatives is enhanced by female leadership. Women leaders bring their talents as well as skills, which can be useful in helping organizations to act in a socially responsible manner (Setó‐Pamies 2015).
Furthermore, women leaders enhance the ability organizations in the U.K to act ethically. Huhtala et al. (2013) indicate that women leadership enables an organization to build a culture of ethical behaviors. The leadership within an organization influences in a great way the ability of employees to engage in ethical behaviors. For example, when leadership in a manufacturing firm always ensure that products sold to the customers are of the right standards, the employees will embrace this culture and at all times will ensure that they produce products that meet the right standards. Female leaders have a tendency to be more honest and ethical compared to male. Females have a virtual of caring for others more than men do. Hence, when holding leadership positions, female leaders always ensure that the decisions they take are in line with the greater welfare of the majority of the organization's stakeholders.
Women and Economic & Social Welfare
Women in leadership positions in the U.K play an influential role as far as promotion of female economic and social welfare of the society is concerned. Paustian-Underdahl, Walker, and Woehr (2014) indicate that women in a position of leadership help in improving the social welfare of women by ensuring that perception that the society has concerning their leadership capability is changed. Traditionally, the society has perceived women as not being capable of holding leadership positions, and this had resulted in many females being denied opportunities to hold positions in accordance with their ability due to their gender. However, having women in positions of leadership who have effectively performed their duties has played a critical role in changing the social perception concerning women in positions of leadership. The society is now embracing the idea of women holding the highest leadership positions in the U.K, helping to overcome social as well as cultural barriers that denied women in the past leadership opportunities.
Lastly, women in leadership positions have helped in improving the economic welfare of women in the U.K society. Women in leadership help in making decisions that are directed towards empowering women economically, such as ensuring that they get business tenders to supply certain materials to an organization or services, leading their economic empowerment (Sandberg 2013). Therefore, empowering women with leadership positions help in ensuring that organization make social decisions aimed at improving the economic welfare of fellow women. For example, when women are in leadership positions, they will ensure that organization CSR initiatives are those that are geared towards empowering the less fortunate women in the society economically, such as empowering them with skills on how to run successful business ventures. Thus, women leaders in the U.K help in ensuring that the economic welfare of women is improved.
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