thảo luận TA THE REFLECTION OF WOMEN EMPOWERING IN THE 21ST CENTURY

Women not only becomepowerful leader in their work places but also in their families, towns, villages and cities.Especially, thanks to both local communities and global community, women

THE REFLECTION OF WOMEN

CENTURY

Teacher: Dang Quoc Long

Students: Huynh Thi Oanh (13060680061)

Le Thi Phuong Thao (1306080086)

Vu Thi Trang (1306080099)

Mai Thi Thoa (1306080087)

Pham Thu Huong (1306080032)

Date: 4 May 2015

Over the last decades, it can be seen that leadership issue have

been underrepresented in women position However, in the 21st

century, women have played an important role, hold main

power in whole society Female bring to the implementation of

leadership a store of strengths, which received to benefit the

entities they lead on international, national and global flatten

Women empowering have reflected to be more participative,

effective, and inclusive than their men counterpart Therefore,

this paper explores the problems around female to help reader

can appreciate women’s significance in careers

TABLE OF CONTENTS

1 Introduction

Recently, it has been an increase in female leadership Women have made more andmore significant achievements in their workplace, footnotes and sidebars It seems thatthe glass ceiling has been broken Interestingly, the image of many women is depicted

as ruler of the domestic sphere and is proved entirely false by the words and actions ofwomen such as Abigail Adams, Charity Clarke Moore and Deborah Sampson Gannett.This research concentrates on women leadership by the way they organize to overpowermen, to appreciate their skills Moreover, it contributes lots of values to theircommunities and expands different areas in the world Women not only becomepowerful leader in their work places but also in their families, towns, villages and cities.Especially, thanks to both local communities and global community, women gain lots ofbenefits for the purpose of stepping up their powerful influence, catch opportunities inorder to support and nature their leadership Despite the racial discrimination, women invarious cultures can take charge of their own leadership successfully and by theirinsight and wisdom Coping with a series of transiting challenges and ambivalencearound women, they still remain their own ethics Therefore, women leadership isrespected and honored all over the world and some policies or programs have beenshown to evolve gender sensitive

2 Discussion of findings

2.1 The emergence of woman’s leadership and their leading ways

2.1.1 The emergence of woman’s leadership

From the past to the present, women always played an important role in the familyand society However, in some countries and regions the role of women is notappreciated, especially in India Traditionally, the men are the backbone of the family.They have the right to decide everything while women cannot raise their voice andthey have to listen to the arrangement of the family and to comply with the rules ofsociety So many women who have stood up struggle for women’s right, even they

become famous women leaders in the world For example, in the article “10 women

leadership famous in history” pointed out that Florence Nightingale, who was

nicknamed “the lady with the lamp?” were a writer and the founder of the modern

nursing She also was a pioneer in modern nursing career Wu Detain ruled China for

15 years from 690 to 705 She is one of the greatest and most famous women leaders

in the history of China During her time power, she modernized china and establishedBuddhism as the main Chinese religion Besides, one of women made big difference isEva Peron She was the Argentine first lady between 1946 and 1952 To created homesfor homeless and the poor, she established the various charitable organizations QueenVictoria who rules for 63 years over British empire, was one of the greatest and mostfamous women leader of all times During her reign, she strove to created peace andincreased the size of her empire She also played an important role in funding theBritish conservative and Liberal parties’ Although quite different in their respectiveaccomplishments, they share common characteristics that placed them in counter-cultural leadership roles, creating innovative venues for change In particular, afterJuly 19, 1848 the first women’s rights convention began, attended by Elizabeth CadyStanton, Lucretia Mott, and other pioneers in the struggle for women’s rights Theygradually asserted the role and position in the family and society Since the 1970s,women have steadily emerged in leadership roles in all societal spheres: education,health, and politics They have achieved many accomplishments Women’s leadershipstyles have been shown to be more transformational, participative As women’seducational achievements have increased, so have their job opportunities In 2013,according to statistics from U.S Department of Labor, women in the U.S accountedfor 57.2% of all those employed in management and professional occupations whilemen hold 69.7% However, according to Catalyst, a U.S organization promotingwomen in business and leadership, women hold only 16.9% of executive positions inFortune 500 companies while women of color hold 3.2% of board seats Regardingexecutive earnings, women earn $706 compared to $860 for men For those employedfull time 74 percent of employed women worked full time (35 hours or more) and 24percent worked part-time, compared to 86.9 percent and 13.1 percent of employedmen, respectively The percentage of White women employed full-time in 2013 was72.8 percent, 78.3 percent of Asian women, and 4 percent of Black women Inindustries, women accounted for 32.6% in education and Health Services industries,Professional and Business Services industry was 10.5 %, Transportation and Utilitiesindustry was 2.6%, Information industry was 1.7% (Bureau of Labor Statistics, U.S

Department of Labor, and Current Population Survey in 2013) Although women havemoved into more management positions, they have yet to emerge into leadershippositions and senior and they earn salaries commensurate with those of men for thesame jobs However, in the future women’s leadership emergence have been created

by global, social, and cultural forces such as globalization, e-business, changingmarkets, technology proliferation, and the need for teamwork, alliances, andpartnerships (Valerio, A M (2009)

2.1.2 Ways Women Lead

2.1.2.1 Research on Women in Leadership

Women have increasingly moved toward greater gender equality at home and in theworkplace In fact, they occupy important positions in many fields There weresimilarities and differences in the ways women and men leader According to article

“5 ly do nen chon phu nu lam lanh dao”, Le Hoan stated that Women working groups

more effective Women can listen and empathy than men (27 percent men, 32 percentwomen-WPB Expert, 2014) They can understand the needs of others because theyknow the connection at a deeper level This can help them in harmony with the needs

of customers and communicate with customers more sincere This will bring long-termcustomer source Besides, A study done by the Open Forum pointed out thatcompanies are run by women more successful companies owned by men, with the

growth rate nearly doubled in the past few years Furthermore, in the article “Are

women better leaders than men” Jack Zenger and Joseph Folkman quoted that in

7.280 leaders were evaluated in 2011, the majority of leaders are still men about 64%and in the higher the level, the more men there are: 78% of top managers weremen However, their survey was also reported at every level, more women were valued

by their peers, their bosses, their direct reports and their other associates as betteroverall leaders than their male counterparts were In the top managers, administrators,board members, women accounted for 67.7%, while men were 57.7% and some otherareas as direct managers, supervisor’s middle management, middle managers,supervisors, foremen And according to a new Pew Research Center social anddemographic trends survey on women and leadership, most Americans find that there

were distinctive leadership styles, with women are more transformational, usinginterpersonal skills to motivate followers, whereas men more likely to view leadership

as a sequence of transactions with others and applying positional power or authority.Other researchers including leadership specialist Judy B Rosenberg note that womenhave diversity of leadership styles Besides, a survey was conducted by theInternational Women’s Forum found that women and men earned the same amount ofmoney but they describe their leadership differently such as their performance andhow they usually influence those with whom they work The men are likely describesthemselves in ways that characterize which was called “transactional” leadership bysome management experts The women, on the other hand, described themselves inways that characterize “transformational” leadership Their power was ascribed topersonal characteristics like charisma, interpersonal skills, and hard work rather than toorganizational stature (Judy B Rosenberg, 1990) According to most recent Randstadengagement study, both male and female respondents identified the same top qualitiesneeded to be an effective leader: Communication skills, problem solving skills, ability

to foster a teamwork environment about 27 percent men, 32 percent women ( WPB

Expert,2014).According to article “Women’s Leadership Style: Boss Plus?” Audrey

Nelson PhD note that the women leadership style is interpersonal, nurturing, flexible,and interconnected and tends to go for a win/win, have a sense of humor, wantconsensus, and share the power One example: A male colleague, Larry said that hewould prefer a woman boss because he thought that women leadership is more flexibleand understands the issues better than most men Besides, they have a genuine concernfor their employees’ well-being inside and outside of work However, he pointed outthat they are poor problem solvers, are not willing to move or relocate, are too familyfocused, and will periodically opt out of the system due to pregnancy, child care, orelder care

In recent years, women assume many important positions in society: educational,economic, social Women made up more than 15 percent of corporate officer positionsand board seats in Fortune 500 companies (from about 9 percent of each 15 years ago)and 3 percent of CEO spots and wwith more and more women earning businessdegrees.( David A Matsa and Amalia R Miller,2012) They have achieved greatachievements than men For example, Indra Nooyi who chair and chief executive of

PepsiCo- the world’s second biggest food and drinks business for the last seven years.Gina Rinehart is a mining magnate and also is Australia's richest person and one of thewealthiest women in the world Addition, some other typical woman such as DilmaRousseff-president of Brazil, Christine Lagarde- managing director, IMF, HillaryClinton- politician and Angela Merkel- chancellor of Germany and so on.(SeanFarrell and Jon Henley,2013) They bring different leadership styles In the article

“Leadership Styles: Men and Women” Renuka Savant quoted that Women seem to suit

with the role of mentors, and take pleasure in giving guidance Besides, they also areable to convince better than men are and tend to be empathetic to those working forthem, and work well in areas of planning and organizing Perhaps, this makes thembetter project managers On the other hand, men are often considered to beauthoritative and make excellent taskmasters When they want to express opinions,they also happen to be forthright and proficient at direct communication In particular,between leaders men and women have different qualities While qualities generallyfound in women: persuasive, good listeners, good at multitasking, socially sensitive,flexibility during interactions, assertive, focus on details, men leaders are: aggressive,strategic planners, commercially focused and more result-oriented in comparison.According to survey was conducted in 14,000 UK leaders and managers show thatmale leaders are more strategic but women, perhaps, make better project managersthan men because they tend to be stronger in the interpersonal aspects of leadership.Elva Ainsworth who managing director of Talent Innovations, said that the femalesmake good the management and planning, besides, they respect and empathy forothers and the women leadership style is more social The study also reveals thatWomen often accept their mistakes, say “sorry”, and own the consequences of theirdecisions (Jon Kennard, 2012) Furthermore, women was appreciated in achievingresults, getting work done, being transparent and clear, and building rapport with

others than men Tricia Naddaff - president of MRG said that Women often very

much focus on getting results, so they tend to be overestimated higher than male andthere was something about the dynamic of women, sort of that nose to the grindstone,working really hard and getting their teams to work really hard, but perhaps they werenot making enough time to stop and look up over the horizon and see what was going

on (Rob Stott, 2013) More specifically, women encourage participation They consult

with people when having a problem before they reach their own conclusions Of

course, they will look at the important information and the most appropriate, before

they implement them For example, Susan S Elliott, president and founder of SystemsService Enterprises, a St Louis computer consulting company When interviewed, shesaid that she could not come up with a plan and then asked those who manage theaccounts to give her their reactions They are the ones who really know the accounts.They have information she did not have Without their input she’d be operating in anivory tower Besides, they also share power and information While many leadersrestrict information and power sharing, women willingly share them rather than guard.One example, Debi Coleman, vice president of information systems and technology atApple Computer held the open strategy sessions It and allows a larger group todevelop and help choose alternatives rather than closeting a small group of keyexecutives in her office to develop a strategy Aside from, the female leadership

enhances other people’s self-worth and energizes others, so they get others excitedabout their work (Judy B Rosener, 1990) In short, nowadays the role of women insociety is increasingly high They are entitled to many rights, especially genderequality Women can go to school, get to vote and hold many important positions in allsocietal spheres: Political leaders, corporate leaders, president, managing director,chief operating officer Moreover, Women bring diverse strengths, perspectives, andinnovation to the exercise of leadership

2.1.2.2 Gender Associations of Leadership

Perceptions of women’s leadership qualification and effectiveness were affected bySocialization and culture influence According to leadership research, women oftenassociated with communal qualities of compassion, affection, affection, and kindnessand men related to the qualities of the assertion, self-confidence, and domination(Eagly, A H., & Carli, L L (2007) Prejudices may result that when recruitingemployers, recruiters tend to choose men over women They thought that Women aretoo themselves pushy or too soft Traditionally, women must always be polite in allsituations They can be criticized due to too rigid That is reason why women are moredifficult to become leaders and achieve success than for their male counterparts

2.2 The challenges of women leaderships and ambivalence around woman’s

ambition

2.2.1 The challenges of women leaderships

It is the fact that when we look at the period history of last 100 years to present, we arecomplicated to find women leader If you look at the responsibilities on household inNorth American, we would be assured to say that majority of them are done by women.Even in some most powerful countries like Japan, Germany, Great Britain, thisphenomenon continue gradually With this modern life, both genders working, women

still run the home In the article “challenges of women in leadership roles”, Ericka Outland gave that only 2% of 500 CEO’s are women This seems to diminishing the

leadership gap between women and men has been becoming one of the most challenges

of society in the 21st century Moreover, he also assumed that a society does notestablish a new policy about leadership for all its citizens, means that it is denying achance of superiority (Outland, 2010) In additionally, Theus also believed that women

in leaderships are more respectable than men are in leadership aspect; their patients,endurances, skills make important factors in characteristic’s leadership and these help tocreate a new culture of leaderships when women in cooperation and relation with men(Theus, 2012) However, women who want to make a great stride to the ladder ofsuccess the must face with a few obstacles Here are some barriers which female dealwith in workplace

2.2.1.1 Gender equity issues

All of difficulties are complex by inadequacies in the company and the public policiesthat address them It can be seen that gender inequalities in family roles postureparticular challenges for women in leadership positions, which require highlycommanding schedules However, in recent years, distinguishing between femininityand leadership has decreased, women are likely more powerful as men in their career,occupy highly leadership position Although these trends, traditional gender stereotypesstill make palisade with women, men still continue to be higher position than women inmost of fields relate to leadership For instance, in South Asia, women ownedenterprises make account as little as only 3 percent and in Africa, it is 10 percent While

around the world, women occupy over 40 percent of the agriculture labor force just only

3 to 20 percent are manager, 62 million girls are not permitted go to school, in average,

1 in 3 female experience violence issues in their lifetime In the article “Many voice of

feminism”, McAndrew quoted the opinion of Susan Sage Heinzelman, an associate

Professor, Department of English Interim Director that the all women pressured thethreat of violent in their life, that threat may be domestic abuse, rape, salve(McAndrew,2009) Even in Uganda, women faces are attacked by acid because they aretoo independent, in Afghanistan, because they wish to think themselves, their schoolsare destroyed by religious fanatics With the serious dangers are lurking, women cannotagainst and solve themselves; they must persuade the international community to take

up the problems, develop the strategies to address violence to protect female throughlink of legal reforms In addition, Terri Givens, Vice Provost and Associate ProfessorDepartment of Government, said that women in the new generation should deal withthe challenges of breaking the obstruction created by older generation and womenleaders need take the strength, enjoy the equal position, organize directly teams in order

to confidence working with men and taking the abilities, power

2.2.1.2 Political freedom

Making about 50 percent of the world’s population, women have experience a lot ofmortification in political issue Democracy does not deliver satisfied if a half ofpopulation no voice in political system In some areas, they are supposed as the secondstratum citizens in society with no own right in any decision what their husband makesfor them In an article, Tovorov mentioned that in Saudi Arabic, women even do nothave the right to drive, own cars, they are restricted on voting, cannot pass and enforcelaws (Tovorov, 2011) Besides that, McAndrew contributed the opinion of the RobertJensen that in facing these social, political challenges, women leaderships as well asfeminism is coherent a substitute to illegal hierarchies that arrange our life: men overwomen, rich over poor and First world to Third world The National DemocraticInstitute (NDI) confirms that every country merit to have the best resource leader thismeans that women have opportunity to reach the pinnacle of success, are equalparticipation of female in political system and government It is vital to building,maintaining the democracy and women should be committed in institution to working

with men as partners in every activity, in workplace Fortunately, NDI had manyprograms to training women leadership in political system in Indonesia, Malaysia, andsome special countries own strict policy with womenfolk They supported trainers todistribute the process instruction and activities to political necessity and interests ofpolitical women leaders in their country

2.2.1.3 Gender role in family settings

Nowadays, with modern life, but it still appears the undeveloped, intolerant opinionsthat prevent women from promoting their abilities: “men built home, women makehearth” The truth female have vocation to give the birth not men, including womenleaders, they do not have different choices like man, supper the bind of familyresponsibilities Therefore, many of those choose stay home to remain childless In astudy of Center for Work-Life Policy of 3000 families in American, there are about 40percent of women reported departure the job voluntarily in workplace, the sameproportion agreed choosing another job lesser recompense and fewer tasks than before

in order to have capacity for family responsibilities In contrast, there are nearly 10percent men reported leaving their work for reasons relate to family It can be seen thatmuch higher credentialed women perceive serious problems in merge work and familyresponsibilities Because of this obstacles, female with demanding job and familyobligations often lack of time for training experiences, mentoring activities that vital for

practice knowledge and advancement In addition, in the research “women and

leadership: the state of play”, Kellermen gave that there is no more an equal chance

employer for women in home than the workplace, female especially of the very youngand very old are expected to be primary caregivers In formal, most men follow genderequality, but in reality, they fail their mission to promote it, four of ten women felt thattheir husband create more household works than they sponsor As the consequence,burden families continue restrain the shoulder of women (Kellermen, 2006) Thissuppress male assume an identical division of household tasks, on condition familyissues are considered as initially for women, solutions are seem to insufficient attention

in leadership round still dominated by male

2.2.2 Ambivalence around women’s ambition

Ambivalence is the feeling and attitude both positively and negatively towards someone

or something, is a state of concurrent conflicting beliefs, reaction, thinking respect tosome objects Specially, ambivalence occurs regularly with women leadership In the

interview “Why women are Ambivalent about Ambition”, Henna Inam shared that she is

afraid to be label ambitious and not confident enough in her abilities, she fears herambition are not unfounded, obviously, she admitted that it is very difficult for manywomen conduct their ambition (Inam, 2013) These narratives are considered as a sense

of ambivalence, but ambivalence make female trapped, it exterminates their energy andwill By contrast, in a research, Bronznick and Goldenhar affirmed that in the businessworld, ambition might create more negatively special women leaders because of thefocus of community leaders to make money, profit but in this situation, women leadersambitious might be positive with the sensitivity that women are oriented communally(Bronznick, n.d) Their opinion is true since the engine fuel ambition for womenleadership to make a positive world Nevertheless, many women said that “Despiteconfidence, they still need agreement from men”, they felt this approval is difficult toachieve as women are more hesitant in careers than men are

There are some contradictions appearing frequently around women thinking The firstone, leadership is potential over others and they are afraid to do that Female sense theright power like “power to make an effect” than “power over people”, with women,being a part of society, acceptance of community is much more significant than for men.Secondly, becoming a women leadership will add more pressure in their life Stress can

be caused by their both burden in family and lack of control in workplace, manyresearchers showed that women leaders at higher level more stress than those at lowerlevel so women can create relationship building skill, experiences to adapt with theharsh competition in careers In additionally, lack of confident and fear of failure aresome of their most difficult barriers They think need to improve themselves beforebecoming a leader, need to lead like boss to be efficient, make a bigger difference.These are some special confusing thinking of women, competition in women aroundambivalence In conclusion, ambition is vital element of attain leadership thatprofessional accomplishment and reach results so resolving the ambivalence around

ambition both internal and external factors is necessary to creating more accessibility towomen’s leadership.

2.3 The impacts of cooperative inquiry

Cooperative inquiry (CI) is a project, which is designed in collaboration by the NYURobert F Wagner Graduate School of Public Service’s Research Center for Leadership

in Action (RCLA), the White House Project (WHP) and it is launched in 2007.Cooperative inquiry is a research technique in which small groups of participants usetheir own experience to generate insights around an issue of burning concern to all ofthem In addition, defined in the literature, Cooperative inquiry is a system of action andreflection among participants who concern some issues of burning interest All ofmembers can share or learn about the relevant histories of their communities and socialequity more broadly

In this type of CI, participants create a question, find a course of action, individuallytake part in action through their work, and collect the data from their actions CI hasrepeated several times as a cycle of reflection-action-reflection until the group feels ithas successfully addressed its concerns The participants were women leaders in veryhigh-level positions, drawn from individual, nonprofit, public sectors with one-thirdwere women of color, others were white and their ages averaged from 40 to 67 Whenparticipating in together groups, they shared experiences from their personal lives,family events, plans and works in the future The results of CI are to help them to createnew knowledge grounded in practice, promote leadership and increase relationshipsamong group members

At a meeting in Seattle Robert F Wagner mentioned that: people of color built andstrengthened to contribute in movement in both domestic and aboard Leaders ofmovement-building organizations face specific and complex obstacles, or developeffectively organizational strategies, resolve their organization’s conflicts However,leaders of color, they have to resolve racial issues and silence concerning race fromother parts of society Therefore, it is a challenge that they face groups comprisingdiverse ethnic minorities During the project, the participants found this idea’sapplication to their own lives and improve their abilities leadership to others

2.3.1 The limited of leadership

In fact, in the report among Fortune 500 companies showed that only 2% of CEOs arewomen, 16% of members in Congress, and with 80% of all national leaderships weremen According to the World Bank, in developing countries there are no a certain ofarea, women have equal rights with men in legal, social, and economic The gender gap

is difficult to control Actually, women leaders have to face some issues to managemembers in their organization; especially women have low of level education In the

article named “21st century women’s leadership” written by Shifra Bronznick and Didi

Goldenhar in 2008 mentioned that women have to lead from foot of the table, which areallowed in terms of our society Moreover, they have to gain trust and get peopletogether They have to collaborate to get decisions made Condoleezza Rice, USSecretary of State (2010) said that respect for women is an important condition forsuccess of countries in the modern world People have opportunities to develop theirtalents and contribute to their economy or to play an equal part in the lives of theirnations in the dynamic 21st century

The Cooperative Inquiry demonstrated that women leaders in the 21st century needdecision-making sure and take cover issues quickly Moreover, women have acomprehensive thinking, it means that they tend to think more deeply, when theycontrol a group or an organization The Cooperative Inquiry method is based onmultiple cycles of action and reflection It means that they collect some stories fromleaders of color across in countries, and then reflect stories or repeat issues around race.For example, white volunteers did not obey the leadership of people of color Theywanted to take over the organization and return their own leadership and thank for theirservice and told to move For one example, young women of color feel mistreated andabused by whites in nonprofit community work and their attitudes in communication.The most demanding leadership work is often related to the mix of developing thestrategies of an organization while simultaneously find money Leaders of colors areless likely to have these social networks for funding, so their programs are more likely

to be reliant on larger, more impersonal and bureaucratic sources of support.Nevertheless, they have to face with challenges to change emerge from within anorganization and maintain the integrity of their organizations’ missions The members

of groups found difficultly in order to balance representative staffing that meetimmediately the needs of their respective organizations Therefore, they create therelationship between organizers and providers in movement building The leaders andproviders do not exist independence; they can build trust in a community and increasetheir abilities or strengthen the social justice movement.

According to a new nationwide Pew Research Center Social and Demographic Trendssurvey (2008), Americans mention women are equipped to be political leaders In thissurvey of 2,250 adults, the public rates women superior to men on seven of eightleadership characteristics, both intelligence and the most highly valued features inpolitical leadership During the course of the inquiry, there was lot of discussion aboutwhether or not young women would experience the same challenges that these moresenior women faced in their professions However, the competition among women isnecessary to achieve leadership with another aspect of the ambivalence and ambition It

is essential to create more receptivity to women’s leadership The effects of CooperativeInquiry bring some changes both participants and organizations Therefore, a criticalstrategy for an organization led by a person of color is to develop a succession plan andensure the maintenance of its values

2.3.2 The benefits of women leadership

People believe that women have to take care of the household chores instead ofengaging in social work However, actually, this opinion has changed women arepromoting their roles in all fields such as: politic, business, and society In a recentspeech, Shoko Ishikawa-Representative bodies of women for gender equality andempower women (March, 2015) shared that: people need to highlight and emphasize theportrait and positive images of women leaders, and the role of women in non-traditional fields such as business leaders, scientists, architects to change awarenessabout their work In fact, Women's labor force is extremely active in economicactivities Up to now, women have been an important part of a large team of socialworkers In her creative work, women have contributed to enrich society, diversifypeople's lives In the New York Law Journal(2012) reported that companies with atleast one female director have averaged higher net income growth, lower net debt-to-equity ratio, and faster reduction in debt compared to companies with no female