Leadership Through the Lens of Gender Norms and Identities
Keywords:
Leadership, Gender norms, Narrative inquiry, Globalization, Gender discrimination
Abstract
Gender norms and identities play a significant role in either supporting or demotivating the leadership development of individuals in their careers. Even in this era of globalization and development, the contemporary world is experiencing communities and societies where gender stereotypes are deep-rooted. In one way or another, this hinders women from equally participating with their male counterparts. Such role expectations and profiling ultimately compel women to divert their focus from leadership development toward domestic affairs. In addition, women are considered perfect for house chores rather than leadership careers. This perception also affects women very negatively in developing their careers as leaders. This study considers the barriers women face during their careers while being in a leading position in their organizations. A narrative inquiry is conducted from the female school principals at the secondary level in Khyber Pakhtunkhwa. Gender discrimination, lack of proper mentorship, and old boys’ network are the main barriers women principals face in working in a leading position in their schools. The study suggests that strong academic credentials, professional development, restructuring the organizational practices, and providing more opportunities to women can decrease gender bias.
References
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Johar, S. S., Lestari, L., & Awada, N. (2020). The Art of Leadership Qualities in Human Governance of Human Capital. Journal of Management Practices, Humanities and Social Sciences, 4(1), 12-15.
Kaufman, G., & Uhlenberg, P. (2000). The influence of parenthood on the work effort of married men and women. Social forces, 78(3), 931-947. https://doi.org/10.2307/3005936.
Kaushal, M. D., Negi, A., & Singhal, M. C. (2014). The gender gap in entrepreneurship and how to overcome it: A study of women entrepreneurship promotion in Uttarakhand State. Global Journal of Finance and Management, 6(2), 157-164.
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Khan, J., Ali, A., Saeed, I., Vega-Mu-oz, A., & Contreras-Barraza, N. (2022). Person-job misfit: Perceived overqualification and counterproductive work behavior. Frontiers in Psychology, 4133. https://doi.org/10.3389/fpsyg.2022.936900.
Khan, J., Ali, A., Zada, M., Saeed, I., & Zada, S. (2022). Pakistan's Tourism Industry: Full of potential, but still lagging behind. Retrieved from https://bit.ly/3C8I8ef
Khan, J., Saeed, I., Ali, A., & Nisar, H. G. (2021). The mediating role of emotional exhaustion in the relationship between bbusive supervision and employee cyberloafing behaviour. Journal of Management and Research, 160-178.
Khan, J., Saeed, I., Fayaz, M., Zada, M., & Jan, D. (2022). Perceived overqualification? Examining its nexus with cyberloafing and knowledge hiding behaviour: harmonious passion as a moderator. Journal of Knowledge Management. https://doi.org/10.1108/JKM-09-2021-0700.
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Khan, J., Saeed, I., Zada, M., Nisar, H. G., Ali, A., & Zada, S. (2022). The positive side of overqualification: examining perceived over qualification linkage with knowledge sharing and career planning. Journal of Knowledge Management, (ahead-of-print). https://doi.org/10.1108/JKM-02-2022-0111.
Khan, J., Usman, M., Saeed, I., Ali, A., & Nisar, H. (2022). Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator. Management Science Letters, 12(1), 51-66. https://doi.org/10.5267/j.msl.2021.8.001.
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Khassawneh, O., & Abaker, M. O. S. M. (2022). Human Resource Management in the United Arab Emirates: Towards a Better Understanding. In HRM in the Global South. Cham, Switzerland: Palgrave Macmillan. https://doi.org/10.1007/978-3-030-98309-3_5.
Khattak, S. R., Saeed, I., & Tariq, B. (2018). Corporate sustainability practices and organizational economic performance. Global Social Sciences Review, 3(4), 343-355. https://doi.org/10.31703/gssr.2018(III-IV).22.
Khattak, S. R., Saeed, I., Rehman, S. U., & Fayaz, M. (2021). Impact of fear of COVID-19 pandemic on the mental health of nurses in Pakistan. Journal of Loss and Trauma, 26(5), 421-435. https://doi.org/10.1080/15325024.2020.1814580.
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Kulkarni, A., & Mishra, M. (2022). Aspects of Women's Leadership in the Organisation: Systematic Literature Review. South Asian Journal of Human Resources Management, 9(1), 9-32. https://doi.org/10.1177/23220937211056139.
Laraib, A., & Hashmi, S. H. (2018). An empirical study to examine the relation of authentic leadership on employee performance; moderating role of intrinsic motivation. International Journal of Business and Administrative Studies, 4(4), 137-145.
Maccombs, S., & Bhat, C. S. (2020). The women's inclusive mentoring framework: Developing strong female leaders in counselor education. Journal of Counselor Leadership and Advocacy, 7(1), 30-41. https://doi.org/10.1080/2326716X.2020.1743795.
Madsen, S. R. (Ed.). (2017). Handbook of research on gender and leadership. Cheltenham, United Kingdom: Edward Elgar Publishing. https://doi.org/10.4337/9781785363863.
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Published
2022-07-28
How to Cite
Maryam, Muhammad Idris, & Abdul Ghaffar. (2022). Leadership Through the Lens of Gender Norms and Identities. Journal of Management Practices, Humanities and Social Sciences, 6(4), 43-50. https://doi.org/10.33152/jmphss-6.4.5
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