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Business leader research paper
PK–12 Education - U.S. Competitiveness - Harvard Business School↩pew research center analysis of march current population surveys (ipums), employed persons ages 16 and older in “managerial and professional specialty occupations. the survey also finds that the public is divided over whether a woman with leadership aspirations is better off having children early on in her career (36%) or waiting until she is well established (40%). women have made significant gains in educational attainment in recent decades, better positioning themselves not only for career success but also for leadership positions. leaders develop a sense of purpose by pursuing goals that align with their personal values and advance the collective good. a person asserts leadership by taking purposeful action—such as convening a meeting to revive a dormant project. without it, a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader. they can put themselves forward for leadership roles when they are qualified but have been overlooked. and men are seen as equally good business leaders, but gender stereotypes persist. a vicious cycle ensues: men appear to be best suited to leadership roles, and this perception propels more of them to seek and attain such positions, thus reinforcing the notion that they are simply better leaders. this survey was conducted over the telephone (landline and cellular phone) under the direction of princeton survey research associates international. in one manufacturing company, a task force learned that leaders tended to hire and promote people, mainly men, whose backgrounds and careers resembled their own. writing your term paper on business leadership, you might want to find a way to tie in how the business people in your paper have accomplished these characteristics of leadership. has moved away from a focus on the deliberate exclusion of women and toward investigating “second-generation” forms of gender bias as the primary cause of women’s persistent underrepresentation in leadership roles.
Research paper topics about Leadership | Online Research Librarysuch affirmation gives the person the fortitude to step outside a comfort zone and experiment with unfamiliar behaviors and new ways of exercising leadership. materialscomplete report pdfmain toplineomnibus toplineinteractive: the data on women leadersgender and leadership omnibus datasetgender and leadership dataset. but it seems every time a leadership role opens up, women are not on the slate. fewer female leaders means fewer role models and can suggest to young would-be leaders that being a woman is a liability—thus discouraging them from viewing senior women as credible sources of advice and support. practices that equate leadership with behaviors considered more common in men suggest that women are simply not cut out to be leaders. you’re a business major looking for interesting research paper topics, you might want to consider looking at management styles or leadership theories. her supervisors happily concluded that amanda had finally shed her “meek and mild-mannered” former self and “stepped up” to leadership.” in 2008, in “social intelligence and the biology of leadership,” goleman and boyatzis take a closer look at the mechanisms of social intelligence (the wellsprings of empathy and social skills). three actions we suggest to support women’s access to leadership positions are (1) educate women and men about second-generation gender bias, (2) create safe “identity workspaces” to support transitions to bigger roles, and (3) anchor women’s development efforts in a sense of leadership purpose rather than in how women are perceived.) thus a safe space for learning, experimentation, and community is critical in leadership development programs for women. it conducts public opinion polling, demographic research, media content analysis and other empirical social science research. a safe setting—a coaching relationship, a women’s leadership program, a support group of peers—in which women can interpret these messages is critical to their leadership identity development. always, a good place to start your research is at questia, because you will find millions of full-text books, articles, journals, magazines and newspapers along with research tools to help you finish your term paper in record time.
Business research paper topics: Business leadership theorieswomen, the issue of having more female leaders goes far beyond equality in the workplace. problem with these leaders’ approaches is that they don’t address the often fragile process of coming to see oneself, and to be seen by others, as a leader. ceos who make gender diversity a priority—by setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs—are frustrated. nonetheless, they are somewhat more likely than women to give a nod to male leaders over female leaders on four of the five political leadership qualities tested in the poll.”) the resulting underrepresentation of women in top positions reinforces entrenched beliefs, prompts and supports men’s bids for leadership, and thus maintains the status quo. becoming a leader involves much more than being put in a leadership role, acquiring new skills, and adapting one’s style to the requirements of that role. for one example, formal rotations in sales or operations have traditionally been a key step on the path to senior leadership, and men are more likely than women to have held such jobs. how work is valued may similarly give men an advantage: research indicates that organizations tend to ignore or undervalue behind-the-scenes work (building a team, avoiding a crisis), which women are more likely to do, while rewarding heroic work, which is most often done by men. shows, the authors write, that the subtle “second generation” gender bias still present in organizations and in society disrupts the learning cycle at the heart of becoming a leader. it comes to political leadership, democrats are significantly more likely than republicans to say that women do a better job than men on each of the attributes tested in the poll. findings are based on a new pew research center survey of 1,835 randomly selected adults conducted online nov. women in particular are strong proponents of female political leaders. such leaders are seen as authentic and trustworthy because they are willing to take risks in the service of shared goals.
Business Leadership Research from Harvard Business School
How Emotional Intelligence Became a Key Leadership Skilltook almost a decade after the term was coined for rutgers psychologist daniel goleman to establish the importance of emotional intelligence to business leadership. the mismatch between conventionally feminine qualities and the qualities thought necessary for leadership puts female leaders in a double bind. chapter 1 lays out trends in female leadership in elected political office and in corporate america, as well as changes in the pipelines to top leadership positions. understanding of what exactly constitutes emotional intelligence is important not only because the capacity is so central to leadership but because people strong in some of its elements can be utterly lacking in others, sometimes to disastrous effect. new hbo documentary on racism for your next research paper term paper: government surveillance and whistleblowers. they had good reasons for this behavior: experienced engineers were hard to find, and time constraints pressured leaders to fill roles quickly. internalizing a sense of oneself as a leader is an iterative process. it comes to the barriers that may be holding women back from achieving greater representation in the top leadership ranks, women are much more likely than men to point to societal and institutional factors such as the country not being ready to elect more female political leaders and women being held to higher standards than men in business and in government. who identify with the democratic party, which dominates the ranks of elected female leaders at the federal and state levels today, also have more favorable impressions of the women who serve in leadership positions in government and in business. these actions will give women insight into themselves and their organizations, enabling them to more effectively chart a course to leadership. a lack of discriminatory intent, subtle, “second-generation” forms of workplace gender bias can obstruct the leadership identity development of a company’s entire population of women. says women are equally qualified, but barriers persistaccording to the majority of americans, women are every bit as capable of being good political leaders as men. that’s why greater understanding of second-generation bias, safe spaces for leadership identity development, and encouraging women to anchor in their leadership purpose will get better results than the paths most organizations currently pursue.
Women and Leadership | Pew Research Centerthe analysis is based on two new pew research center surveys..This report explores public attitudes about gender and leadership with a particular focus on leadership in u. over time, an aspiring leader acquires a reputation as having—or not having—high potential. research has amply demonstrated that accomplished, high-potential women who are evaluated as competent managers often fail the likability test, whereas competence and likability tend to go hand in hand for similarly accomplished men. they are deemed too emotional to make tough decisions and too soft to be strong leaders. pew research center pew research center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping america and the world. faculty member annie mckee, he explored the contagious nature of emotions at work, and the link between leaders’ emotional states and their companies’ financial success in “primal leadership. remainder of this report examines the current landscape of women in leadership in the u. you're looking for interesting research topics on business, consider discussing leaders who have shaped our daily lives. addition to the surveys, this report draws on data from a variety of sources to document women in leadership positions in politics (national and state levels) and in business with trends over time. and according to a new pew research center survey on women and leadership, most americans find women indistinguishable from men on key leadership traits such as intelligence and capacity for innovation, with many saying they’re stronger than men in terms of being compassionate and organized leaders.” likewise, we find that participants in women’s leadership development programs often receive high ratings on task-related dimensions, such as “exceeds goals,” “acts decisively in the face of uncertainty,” and “is not afraid to make decisions that may be unpopular,” but low ratings on relational ones, such as “takes others’ viewpoints into account” and “uses feedback to learn from her mistakes.” we have seen how bold business leaders have helped to move society into new vistas of productivity and innovation.
Sustainability and Leadership Competencies for Business Leaderssignificant body of research (see “further reading”) shows that for women, the subtle gender bias that persists in organizations and in society disrupts the learning cycle at the heart of becoming a leader. traditional high-potential, mentoring, and leadership education programs are necessary but not sufficient. become leaders by internalizing a leadership identity and developing a sense of purpose. our research, teaching, and consulting reveal three additional actions companies can take to improve the chances that women will gain a sense of themselves as leaders, be recognized as such, and ultimately succeed. when ceos make gender diversity a priority—by setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs—they are often frustrated by a lack of results.. still lags many nations in women leaderspublicationsmar 23, 2017shareable facts on how americans view and experience family and medical leavemulti-section reportsmar 23, 2017americans widely support paid family and medical leave, but differ over specific policies. leaders need role models whose styles and behaviors they can experiment with and evaluate according to their own standards and others’ reactions.. political figurespopular on pew researchfact tank04/13/20176 facts about the u. examined the role that our most important business leaders play in society. while goleman and others contest his methods, mayer himself pointed out in 2002 hbr article that “emotional intelligence isn’t the only way to attain success as a leader. kolb is the deloitte ellen gabriel professor for women in leadership (emerita) and a cofounder of the center for gender in organizations at simmons college school of management. goleman’s work is infused with these insights, and hbr has reported on the most surprising research in this area, particularly in the last five years:On the mechanisms of charisma,On what’s happening at a physical level when you understand what another person is saying,On when emotional reasoning trumps iq,(and conversely when anger poisons decision making);. as amanda’s story illustrates, women’s leadership potential sometimes shows in less conventional ways—being responsive to clients’ needs, for example, rather than boldly asserting a point of view—and sometimes it takes powerful women to recognize that potential.
Leadership Competenciesit comes to characteristics that apply specifically to political and business leadership, most americans don’t distinguish between men and women. gender bias too often disrupts the learning process at the heart of becoming a leader. the term was coined in 1990 in a research paper by two psychology professors, john d. organizations inadvertently undermine this process when they advise women to proactively seek leadership roles without also addressing policies and practices that communicate a mismatch between how women are seen and the qualities and experiences people tend to associate with leaders. one male leader said, “we write the job descriptions—the list of capabilities—for our ideal candidates. while economic research and previous survey findings have shown that career interruptions related to motherhood may make it harder for women to advance in their careers and compete for top executive jobs, relatively few adults in the new pew research survey point to this as a key barrier for women seeking leadership roles. leadership identity, which begins as a tentative, peripheral aspect of the self, eventually withers away, along with opportunities to grow through new assignments and real achievements. learning how to be an effective leader is like learning any complex skill: it rarely comes naturally and usually takes a lot of practice. ibarra is a professor of organizational behavior and the cora chaired professor of leadership and learning at insead. furthermore, the human tendency to gravitate to people who are like oneself leads powerful men to sponsor and advocate for other men when leadership opportunities arise. in many organizations 360-degree feedback is a basic tool for deepening self-knowledge and increasing awareness of one’s impact on others—skills that are part and parcel of leadership development. similar shares say the electorate and corporate america are just not ready to put more women in top leadership positions. as in the political realm, the public does not see major differences between men and women on key business leadership qualities.
Women Rising: The Unseen Barriersin our work with leadership development programs, we focus on a “small wins” approach to change.“impossible selves: image strategies and identity threat in professional women’s career transitions,” by herminia ibarra and jenifer petriglieri (insead working paper, 2007). most notably, a wharton professor, adam grant, who in his own research has reported a lack of correlation between scores on tests of emotional intelligence and business results. within librarian-selected research topics on Leadership from the Questia online library, including full-text online books, academic journals, magazines, newspapers and more. and chapter 3 explores the obstacles to leadership for women, as well as views about discrimination and the future of female leadership. that’s because they haven’t addressed the fundamental identity shift involved in coming to see oneself, and to be seen by others, as a leader. another case, participants in a leadership development program noticed that men seemed to be given more strategic roles, whereas women were assigned more operational ones, signaling that they had lower potential. while the definitions of generations can differ slightly among researchers, this report relies on the following standard pew research definitions. can learn more about business and business leadership at questia. the gender gaps in perceptions about political leadership are especially sharp.“taking gender into account: theory and design for women’s leadership development programs,” by robin j. leadership into one’s core identity is particularly challenging for women, who must establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise authority. networks are a precious resource for would-be leaders, yet differences in men’s and women’s organizational roles and career prospects, along with their proclivity to interact with others of the same gender, result in weaker networks for women.
PK–12 Education - U.S. Competitiveness - Harvard Business School
Future Trends in Leadership Developmenta social process of leadership identity construction in organizations,” by d. instead of defining themselves in relation to gender stereotypes—whether rejecting stereotypically masculine approaches because they feel inauthentic or rejecting stereotypically feminine ones for fear that they convey incompetence—female leaders can focus on behaving in ways that advance the purposes for which they stand. more on working mothers and career interruptions, see pew research center: “on pay gap, millennial women near parity – for now. a good topic could be, “what is the difference between leadership and management? just this month, hbr’s editors reported on the strong link between empathetic leaders and financial performance. in most cases, they are more likely than both democratic men and republican women to say that female political leaders do a better job men. rhode (handbook of leadership theory and practice, harvard business press, 2010). (this article expands on our paper “taking gender into account: theory and design for women’s leadership development programs,” academy of management learning & education, september 2011. my research, along with other recent studies, clearly shows that emotional intelligence is the sine qua non of leadership. these interactions inform the person’s sense of self as a leader and communicate how others view his or her fitness for the role. authors suggest three actions to support and advance gender diversity: educate women and men about second-generation gender bias; create safe “identity workspaces” to support transitions to bigger roles; and anchor women’s development efforts in their sense of leadership purpose rather than in how they are perceived. most cultures masculinity and leadership are closely linked: the ideal leader, like the ideal man, is decisive, assertive, and independent. only 19% of men say having more women in top leadership positions would do a lot to improve all women’s lives, while 43% say this would improve women’s lives somewhat.
for their part, men are less convinced that female leadership has such wide-ranging benefits. adults are more likely than older generations to say women with leadership aspirations might want to delay having children. in “contextual intelligence,” hbs professor tarun khanna examines how leaders develop what goleman calls “cognitive empathy,” the aspect of social intelligence that “enables leaders to pick up implied norms and learn the unique mental models of a new culture. chapter 2 looks at public attitudes on men, women and key leadership traits in both the political and business realms. we see this phenomenon in our own research and practice.-generation gender bias can make these transitions more challenging for women, and focusing exclusively on acquiring new skills isn’t sufficient; the learning must be accompanied by a growing sense of identity as a leader. she is the author of act like a leader, think like a leader (harvard business review press, 2015) and working identity: unconventional strategies for reinventing your career (harvard business review press, 2003). the job done in politics and businesswomen in leadership todaygender and party gaps in views on female leadershipother key findings. women are perceived—how they dress, how they talk, their “executive presence,” their capacity to “fill a room,” and their leadership style—has been the focus of many efforts to get more of them to the top. for example, some executives made a commitment to review the job criteria for leadership roles. this research also points to some steps that companies can take in order to rectify the situation. only about one-in-five say women’s family responsibilities are a major reason there aren’t more females in top leadership positions in business and politics. a person’s leadership capabilities grow and opportunities to demonstrate them expand, high-profile, challenging assignments and other organizational endorsements become more likely.
in 1998, in what has become one of hbr’s most enduring articles, “what makes a leader,” he states unequivocally:The most effective leaders are all alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. Americans say women are every bit as capable of being good leaders as men, whether in political offices or in corporate boardrooms.” from there you can explore sub-categories that include:The topic “business people” will lead to sources on the life and work of such business leaders as:For a more in-depth look at leadership theories you can use the questia search tool to conduct a keyword search. - latest newsyou are here: home / economics / business research paper topics: business leadership theories. are also more likely than men to say that female leaders in both politics and business outperform male leaders on most of the traits and characteristics tested in the survey. furthermore, the human tendency to gravitate to people like oneself leads powerful men to sponsor and advocate for other men when leadership opportunities arise. practices that equate leadership with behaviors considered more common in men suggest that women are simply not cut out to be leaders. an expert on negotiation and leadership, she is co-director of the negotiations in the workplace project at the program on negotiation at harvard law school. four-in-ten of them (38%) say having more women in top leadership positions in business and government would do a lot to improve the quality of life for all women. the survey was conducted by the gfk group using knowledgepanel, its nationally representative online research panel. whether on compromise, honesty, backbone, persuasion or working for the benefit of all americans, women are more likely than men to say female leaders do a better job. these connections are especially important when women are discussing sensitive topics such as gender bias or reflecting on their personal leadership challenges, which can easily threaten identity and prompt them to resist any critical feedback they may receive. you can see salovey, now yale’s provost, making this point vividly in a talk he gave at a 2010 leadership conference in which he describes how a single picture (which we can’t even see) illustrates the remarkable disparity in the emotional intelligence of president clinton, who was so remarkable in his empathy and yet so devoid of self-control.
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