[Women leaders in business]

by

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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Table of Contents

ABSTRACT5

INTRODUCTION7

Leadership defined9

Leadership effectiveness10

RESEARCH FINDINGS ON THE PERCEIVED EFFECTIVENESS OF DIVERSITY LEADERSHIP ROLES AND THE RETENTION OF WOMEN OF COLOR IN COMPANIES12

IMPACT OF PERCEIVED EFFECTIVENESS OF ORGANIZATION-LEVEL INITIATIVES ON THE INTENTION OF WOMEN OF COLOR TO STAY AT THEIR COMPANIES13

IMPACT OF PERCEIVED EFFECTIVENESS OF MANAGERS OF WOMEN ON THEIR INTENTION TO STAY AT THEIR COMPANY14

EARLY LEADERSHIP THEORIES16

Key roles of senior executives in retaining and advancing corporate women23

Key senior leadership role - developing and communicating the business case24

Senior leadership best practice - Deloitte & Touche, LLP25

Key senior leadership role - providing resources for benchmarking27

Senior leadership best practice - Bank of Montreal28

Key senior leadership role - building commitment and sponsorship for action29

Senior leadership best practice - The Procter & Gamble Company30

Key senior leadership role - assigning accountability30

Senior leadership best practice - Sara Lee Corporation32

Key senior leadership role - providing strategic direction33

Senior leadership best practice - Baxter International Inc.33

Key senior leadership role - sponsoring women for senior positions35

Senior leadership best practice - Morrison & Foerster35

Senior leadership best practice - Avon Products, Inc.36

Key senior leadership role - providing leading edge succession planning37

Key roles of managers in retaining and advancing corporate women38

CONCLUSION40

WHAT ONE MANAGER CAN DO40

Abstract

Leadership effectiveness is defined as an “outcome of leaders' behaviour rather than a particular type of behaviour” ,body of research where it could be argued that the description of leadership, particularly in relation to the democratic style of leading was seen to be more favourably aligned to feminine characteristics as compared to masculine characteristics. However, as outlined previously, during the period when leadership style theories reached prominence, women were still not holding leadership positions in any significant numbers Catalyst's research on successful corporate diversity initiatives shows that internal and external benchmarking is critical to building a case for action because in business organizations, what is valued gets measured. By definition, strategic change processes must focus on systems, not symptoms. Systems that impact on women's retention and advancement include: career practices; workplace practices and culture; work-life practices; and market practices. Since most organizations are not in a position to address all of these systems at once, strategic direction is needed to identify a systemic intervention that would provide the most leverage for change, including impact on other systems that influence women's retention and advancementTop-level leadership is necessary to mandate a diagnostic approach and to release the resources necessary to compile or generate the necessary data. And, a diagnostic approach is consistent with the way businesses make critical decisions. Executive leadership is critical for ensuring the diagnostic process focuses on high leverage ...