Seducing Leadership: Stories of Leadership Development

This article argues that leadership development is a process of seduction. Drawing on some stories of leadership development from my experience as participant, observer and teacher I show the ways in which certain sorts of highly valued leadership teaching contain seductive elements, including sweeping audiences off their feet and, in some contexts, forestalling critique about the content that is offered. The article also considers the extent to which seduction is a gendered performance. I conclude that, while gender and power are defining elements and constraints in how seductive pedagogical relations are constructed, there are opportunities for experimentation and display that potentially subvert gendered stereotypes. Seeing the seduction in leadership can help us understand leadership and leadership teaching better, and can open the way to doing it differently — to experimentation and innovation.     

Doing Authenticity: The Gendered Construction of Authentic Leadership

Authenticity has been a focus of much leadership research in recent years. Despite this interest, there has been a dearth of studies that explore the role of gender in the social construction of authenticity. To date, authentic leadership theories have tended to be either gender neutral or, where gender has been considered, it is argued that women as ‘outsiders’ are less likely to be accepted by their followers as authentic leaders. In this study we examine the media representations of the CEOs — one male, one female — of two major Australian retail banks during the global financial crisis. Our approach enables us to show that authenticity is something leaders ‘do’ rather than something they ‘have’ or ‘are’, and that being constructed as authentic depends on the leader performing authenticity in line with gender norms deemed appropriate for the socially constructed context in which they are expected to lead.     

Leadership,Gender and Sense‐making

This article examines the nature of sense‐making processes in teams and considers the extent to which leadership as a sense‐making process is impacted by gender. We conducted an in‐depth inquiry into the decision‐making behaviour of two single‐gender teams and a third, mixed gender team, as they worked together to produce gender‐specific leadership schema in an experimental setting. Our research question was, ‘To what extent is leadership as a sense‐making process impacted by gender?’ The article reports on the design, conduct and outcomes of this research project. We found that using a meeting as part of the research method created a specific instance of a gendered organizational context exerting a dominant and directive influence on individual and collective behaviour. The current trend toward team‐based leadership is likely to involve more meetings with increasing numbers of women in senior positions. This suggests to us that men and women need to be alert to the possibility that the gendered nature of meetings may be acting as a barrier to the expression of feminine forms of leadership.     

Organizational Resources and the Gender Gap in Congregational Lay Leadership

The purpose of this study is to examine how organizational resources affect the gender gap within lay (volunteer) leadership in religious congregations. Using institutional theory as a framework, this study situates congregations within a larger field of organizations competing for legitimacy. Congregations with higher levels of resources—such as wealthier members, better-educated members, or larger memberships—are more likely to be connected to the core of the field and therefore more likely to have gender egalitarian practices in order to signal their legitimacy. Therefore, I hypothesize that women in resource-rich congregations will have greater access to volunteer leadership positions than women in congregations that are resource deficient. I analyze 70,942 individuals in 344 religious congregations from the 2001 U.S. Congregational Life Survey using multilevel modeling. I show that religious congregations with more members, better-educated attenders, and wealthier attenders have smaller gender gaps in volunteer leadership positions. Congregational resources can mitigate the gender gap in lay leadership, and women within resource-rich organizations have greater access to positions of authority.     

Gendered Leadership: The Effects of Female Development Agency Leaders on Foreign Aid Spending

This article examines the effects of gender on the leadership of bilateral development aid agencies, particularly their official development assistance (ODA) allocations toward gender‐related programming. Drawing on earlier research on gendered leadership, the article tests the hypothesis that female director generals (DGs) and ministers responsible for aid agencies will allocate more ODA than their male counterparts toward gender programming. This existing literature on gendered leadership is divided: some scholars argue that women and men have distinct leadership styles on account of their gender, while others argue that the only distinguishing factor is the institutional context in which they lead. Drawing on data collected on aid flows and agency leadership within the major Western aid donors of the Organisation for Economic Co‐operation and Development (OECD) Development Assistance Committee (DAC) over the period from 1995 through 2009, we use pooled time series analysis to examine the effects of gendered leadership on aid allocation. Our analysis reveals a tendency for female DGs and ministers to focus ODA on gender‐mainstreaming programs, while male DGs focus ODA on gender‐focused programs. We argue that these divergent priorities reflect the women's desire to reform gendered power structures within their respective aid agencies, and the men's desire to maintain existing gender power structures from which they benefit.     

Resistance Is Not Futile: Liberating Captain Janeway from the Masculine‐Feminine Dualism of Leadership

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Women and work: Ascending to leadership positions

The purpose of this qualitative study is to explore women’s ascension to leadership positions. Two women CEOs were interviewed for this study. The literature on women leadership shows that many women might not be attaining CEO positions because of a lack of mentors, leadership-career aspirations, and experience, gender inequality, and companies’ preference for leadership styles based on masculine characteristics. The literature shows these factors affect women’s ascension to such leadership positions. This study found that women fall under the masculine leadership styles, even though their preferences differ. Furthermore, gender inequality seemed to be tied to age discrimination as well. The article concludes with an examination of nuances concerning gender inequality as it relates to leadership ascension, that is, the minute micro-aggressive messages that might be perceived as part of the culture. Furthermore, the implication that women need more mentors to prepare them for leadership roles is examined. This implication holds further ramifications as leadership approaches play roles in empowering or disempowering women.     

Sources of Volunteer Motivation: Transformational Leadership and Personal Motives Influence Volunteer Outcomes

We examined the separate influences of volunteers' personal motives and their team leaders' behaviors on volunteer satisfaction and contributions, along with mediating processes suggested by self‐determination theory. Participants were 302 volunteers who worked in teams at various sites through a central agency. As predicted, both personal motives for volunteering and transformational leadership influenced volunteer satisfaction through enhanced work meaningfulness and higher‐quality team relationships. However, motives that predicted volunteer contribution were different from those that predicted satisfaction. Whereas satisfaction was positively associated with motives concerning esteem enhancement and value expression, contribution was positively associated with motives to gain understanding and negatively related to motives pertaining to esteem enhancement and social concerns. Transformational leadership was positively associated with volunteer satisfaction, but not with volunteer contributions. The theoretical ramifications of these findings are discussed, along with practical implications for the recruitment and retention of volunteers.     

Men Discussing Women and Women Discussing Men: Reflexivity,Transformation and Gendered Practice in the Context of Nursing Care

This article explores gender reflexivity through the accounts of men discussing women and of women discussing men as professional nurses. Drawing on data from an Australian‐based study, and with an orientation to gender as practice, it investigates the skills and aptitudes that each is seen to bring to the job, how men and women view the other's performance as caregivers and the experiences and challenges of working with the other group. Previous work has suggested there is a link between reflexivity and transformation as individuals self‐consciously shape identities and as they reflect critically on their social conditions. The results from this study question the nature and extent of these transformative powers and suggest different levels of reflexivity based on the extent to which individuals challenge gender norms. These levels are linked to experiences of dissonance as men and women work with each other in a ‘feminized’ context of nursing care.     

Carl Milofsky: Towards an Institutional Theory of Community and Community Associations: A Review

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations -     

The Doing and Undoing of Gender: The Importance of Being a Credible Female Victim

It is increasingly argued that gender is something we ‘do’ (or ‘undo’) rather than ‘are’. The doing of gender, or the accomplishment of gender, becomes credible when it conforms (in broad terms) to certain normative conceptions of gender. Resistance to, or subversions of these norms, or the failure to appear credible, deny the individual a gendered authenticity. Attempts to unshackle notions of gender — to ‘undo gender’ and to accept the outcome as authentic, open and fluid — have been matched with concerns that this theoretically empowering process may result in the loss of political power — the notion of woman (or man) in whose name we can act being lost as the binary is eliminated. These tensions are explored in the context of the UK Sex Discrimination Act 1975 (rev. 1986) . This article demonstrates how the doing and undoing of gender in an employment tribunal accomplishes or negates the ‘authenticity’ of gender.     

Re-casting shakespeare: gendered performances and performativity of leadership

The executive development courses offered jointly by the Praxis Centre of Cranfield University's School of Management and Shakespeare's Globe Theatre in the summer of 1999 and 2000 were the impulse for this article. I respond to the gendered implications of re-presenting and performing Shakespearean roles as a training guide to leadership and business success. My critical analysis adapts Lyotard's (1984) market performativity and Butler's (1990) gender performativity to pose the promise and perils of performing leadership roles based on Shakespeare's characters. This paper re-presents a performative instance of resistance to the dominant masculine metaphors that management education draws out of Shakespeare. I interrupt the play and re-cast the organizational leader and performance consultant as a moral agent who performs the service discourse of the feminine-in-management based on ‘the Other’ in Shakespeare.     

Corporate Strategy and Gendered Professional Identities: Reorganization and the Struggle for Recognition and Positions

Will decentralization of responsibilities in services give women service workers at the lower levels of the organization better and more ‘professional’ jobs and a recognition of their importance in the organization? This article looks at the valuation of so‐called women's skills in services in reorganization processes involving dehierarchization and decentralization of responsibilities. Through four cases of reorganized private and public services in Norway it is shown that more focus on customers and decentralization of responsibilities for the services may lead to recognition of gendered skills and an improved position for women service workers at the lowest levels of the organization. When the tasks of the workers are closely linked to the core function of the organization and not dominated by the organization's ‘dirty work’, the women at the lowest levels may obtain a more ‘professional’ work role and their work be recognized as important for the organization.     

Women,reindeer herding and the Internet: an innovative process in northern Sweden

This research note deals with an innovation initiative involving women, reindeer herding and the Internet. It shows how women reindeer herders from a Swedish Sámi village were a driving force in the development of several innovative, EU-funded projects focusing on information and communications technology. The article shows how the innovation initiative involved a wide range of actors, ascribing stakeholders from civil society important roles besides the public and private sectors. The innovation initiative involved several different strategies. One of these strategies was internationalization – both at the European and worldwide levels. This strategy was employed to prevent rigid political hierarchies blocking the prospects of gaining support from local and regional authorities. Another strategy was the continuous exchange of knowledge between engineers and potential end users, adapting the initiative results to the needs of the local context. As a result, the innovation initiative has produced several kinds of outcomes. It has generated new technology as well as economic and social benefits.     

Cisgendered Organizations: Trans Women and Inequality in the Workplace

This article responds to calls to better understand how intersecting “inequality regimes” operate in organizations. Through in‐depth interviews with 25 white trans women about their workplace experiences, my analyses highlight how trans women navigate relational practices that are simultaneously gendered and cisgendered—that is, practices that maintain cultural connections between sex and gender and maintain gender as immutable. Findings demarcate three distinct mechanisms by which cisgenderism, a system that devalues women and trans people, operates and strengthens hierarchical privileges at work: (1) double‐bind constraints; (2) fluid biases of cissexism and sexism; and (3) group practices of privilege and subordination. In the first regard, analyses reveal unique double binds that trans women face—binds that dictate contradictory feminine and masculine ideal worker expectations but also expectations of gender authenticity. Second, I find that trans women often hover between two subordinate statuses (i.e., gender and transgender status) in a given workday, a fact that prods a more fluid conception of cisgenderism. Finally, this study highlights how cis men collectively mobilize through group practices to repair cisgender system breaches. All three dimensions are critical for understanding the production of workplace inequality between not only trans women and cis men, but all feminine‐identified workers.     

‘Zealotry or Nostalgic Regret’?1 Women Leaders in Technical and Further Education in Australia: Agents of Change,Entrepreneurial Educators or Corporate Citizens?

Education has been restructured in many Western post‐industrial nation states during the 1990s. The Australian Technical and Further Education sector (TAFE) has been particularly susceptible to discourses of responsiveness to the market and the new entrepreneuralism. This article explores how women have been repositioned in contradictory and ambiguous ways as the new entrepreneurial middle managers by existing and emergent discourses that circulated in and through TAFE organizations. In turn, it points to how discourses of change management and client responsiveness took on particular readings within specific institutional and professional cultures of the eight Technical and Further Education institutions (TAFEs). At the same time, the restructuring that arose from the corporatization of TAFE, in a highly gendered process, through the twin strategies of marketization and the new managerialism produced new possibilities for individual women educators who moved up into middle management. Yet these individual women were positioned within highly masculinist ‘neo‐corporate bureaucratic cultures’ that co‐opted their passion for the capacity of education to make a difference and incorporated these new entrepeneurial work identities.     

Re‐inventing the Gendered Organization: Staff Attitudes towards Women and Gender Mainstreaming in NGOs in Malawi

Gender inequality within non‐governmental organizations (NGOs) is constructed on a daily basis through the gendered norms, attitudes and practices of individuals within them. The continual re‐invention of a gendered organization ensures the maintenance of the status quo and therefore the privileging of male/masculine interests over female/feminine interests. Gender mainstreaming is an approach designed to alter the status quo and facilitate women's empowerment. In Malawi, many NGOs have adopted gender mainstreaming as a strategy to address gender inequality both within their organizations and with the communities where they work. Gender mainstreaming initiatives involve a variety of activities including hiring more women staff members, designing policies within the organization to promote gender equality and educating staff members about gender issues through training workshops. While these strategies represent important steps forward for gender equality, it is not clear to what extent these policies and initiatives are translating into meaningful change within the organization.     

Women and agricultural productivity: Reframing the Issues

Should agricultural development programmes target women in order to increase productivity? This article analyzes the challenges in distinguishing women's agricultural productivity from that of men. Most of the literature compares productivity on plots managed by women with those managed by men, ignoring the majority of agricultural households in which men and women are both involved in management and production. The empirical studies which have been carried out provide scant evidence for where the returns to projects may be highest, in terms of who to target. Yet, programmes that do not consider gendered responsibilities, resources and constraints, are unlikely to succeed, either in terms of increasing productivity or benefitting men and women smallholder farmers.     

Women Rule: Gendered Leadership and State Supreme Court Chief Justice Selection

ABSTRACT

While women are underrepresented in many political institutions and leadership positions, nearly half of state supreme court chief justices are women. Is there something about the role of state supreme court justice that facilitates the recruitment of women to this important political position? We examine whether the selection of a woman chief is driven by the court’s institutional need for women’s leadership style or simply the supply of qualified justices. We find that ideological diversity drives demand for a woman chief. A supply of experienced women justices also has a significant impact on likelihood of selection.     

Gender,Foreignness and Academia: An Intersectional Analysis of the Experiences of Foreign Women Academics in UK Business Schools

This article explores the experiences of a growing but hitherto under‐researched category of academics employed within UK higher education: women of non‐UK origin. Drawing on an intersectional approach, we examine how gender and foreignness act as dynamic, interrelating categories in producing particular subjectivities in the context of UK business schools. We employ a qualitative methodology based on narrative interviews with 31 foreign women academics. In the analysis, we outline the broader global forces that have shaped their trajectories in choosing the UK as their destination, and the place of gender and foreignness in the participants' narratives of their experience. Our findings point to how the discourse of internationalization conceals intra‐categorical differences among non‐national staff, further supported by a merit‐based system that promotes an individualized view. However, participants' narratives provide examples of how gender and foreignness are mobilized in different ways by different actors — including themselves — in the production of social locations. As such, the paper contributes to critical debates regarding the academic workplace and the changing conditions of UK academia.