To face the development of new era and situation, female leaders should know themselves with the correct view, substantiate themselves with the abundant knowledge of human society, overcome themselves with the strong Party spirit, surmount themselves with the spirit of advancing with the time.
It has been a key task for human resource management in public sectors how to scientifically and effectively develop women leaders in the party or government and how to enlarge its quantity and improve its quality.
It has been a key issue facing human resource management in public sectors as to how to effectively development women leading talents in administrative organizations and how to enlarge its quantity and improve its quality.
Strengthening university students' leadership education, especially for female university students, cultivating the leading type talent are the new demand for education in the era of knowledge-driven economy.
A 2 (autocratic versus democratic leader style) × 2 (male versus female leader) × 2 (high versus low subordinate Agreeableness) factorial design was used with leader evaluation, future effort, and future interest as dependent variables.
Male and female subjects listened to an audiotape of a male or female leader and then rated the leader's initiating structure and consideration behaviors.
University women (N=188) of varying ages (19-53) and work experience described their behavioral expectations of an effective male and female leader for levels of Consideration, Initiating Structure, Role Assumption, and Production Emphasis.
The results provided only partial support for the sex role congruency hypothesis since an effective female leader was expected to exhibit higher levels of Consideration as well as higher levels of Initiating Structure.
Preferential selection and stereotypes: Effects on evaluation of female leader performance, subordinate goal commitment, and tas
Female leaders, however, do not adhere to a single leadership style.
Program content is focused on subjects such as dress, make-up, etc., while selected female leaders provide role models, and discussion is like group therapy.
Past research has shown that when leader styles were dichotomized as autocratic versus democratic, female leaders were evaluated more harshly for using autocratic styles than their male counterparts (Eagly, Makhijani, >amp;amp; Klonsky, 1992).
As predicted, no significant difference was found in the number of high control acts made by male and female leaders in the high task clarity conditions, even when sex was directly related to the task ability.
Male leaders made significantly more high control acts than female leaders, even in conditions where no prior relation was established between sex and the task ability.
It also looks at specific women leaders in Kenya and Ghana who traverse the public and private domains, pointing to the artificiality of that dichotomy.
In this way, women consultants, and perhaps women leaders, represent the essential paradoxes of our existence, namely that intimacy is created through a simultaneous understanding of our separateness and our connection to one another.
A Discursive Approach to Understanding Women Leaders in Working Life
In this paper, we develop a theoretical framework for understanding women leaders in working life.
Our starting point is in statistics and earlier women-in-management literature, which show that women leaders represent a minority of the managerial population.
From the angle of feminism, this paper discusses the development of leadership theory and analyses the superiorities of female leaders. At last, the essay also introduces the pressure and obstacles female leaders confronted.
To strengthen self-cultivation is the important way to improve female leaders' quality. To face the development of new era and situation, female leaders should know themselves with the correct view, substantiate themselves with the abundant knowledge of human society, overcome themselves with the strong Party spirit, surmount themselves with the spirit of advancing with the time.
This article analyzes the influences of emotion quotient(EQ)for female leading cadres of libraries to grow up and become accomplished persons?and the present situation of emotion quotient of leading cadres of libraries?At the same time aiming at the disadvantages of some female leading cadres in emotion quotient, this article puts forward some countermeasures for female leading cadres to foster their emotion quotients.