The truth about how women become leaders essay
This paper is a written response to the readings and the videos of Anne-Marie Slaughter and Dee Dee Myers concerning the future of women in businesses. It covers such issues as Eagly& Carli’s concept of the labyrinth as a complicated made of barriers that women must navigate.
According to Eaglyand Carli (2007), women’s paths toward advancement are indirect and littered with barriers at various stages in their careers, rather than being hindered by a fixed barrier. I completely agree and support the concept of labyrinth given by these authors. The labyrinth is a path of women with its elaborate and confusing twists and turns. It is an idea of a complex journey with a goal worth striving for. Passage through a labyrinth is not simple or direct, but requires persistence.
Women have made a tremendous progress through this labyrinth during the past years. I also tend to agree with Dee Dee Myers (2008), who states that women have made a huge progress but still are held to a different standard than men. Women are forced to overcome much more obstacles in order to receive what they want. At the same time, men, with the same goal, meet much less problems on their way.
Another important question that we need to ask ourselves: “Can women have it all?”. I support the statements of Anne-Marie Slaughter (2013), who basically answers negatively to the previous question. When a woman has a demanding job and kids, she is too busy to spend regular time with them. She is often stressed, tired, and brings her work home with her. You may have a great job and a family, but you will not be able to really own it. I think that woman can be a mother with a demanding job, but she will never be able to be a good mother.
In conclusion I would like to add that in order to make successful careers for women we needto redefine the work place for both sexes. Society needs to create a more compassionate and caring infrastructure focused on flex time to deal with family complications.Cox and Maitland (2009) suggest that companies that learn to adapt to women will be better able to respond to the challenge of an ageing workforce and the demands of the next generation of knowledge workers.
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