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Leadership Positions (leadership + position)
Selected AbstractsAre Female Executives Over-represented in Precarious Leadership Positions?BRITISH JOURNAL OF MANAGEMENT, Issue 1 2009Susan M. Adams We use a sample of CEO appointments at US corporations over the years 1992,2004 to test the ,glass cliff' hypothesis, which posits that females are appointed to leadership positions at firms that are in a precarious financial condition. Our analysis utilizes three measures of stock-price-based financial performance and two distinct control samples of appointments of males to the CEO position. We find that corporate performance preceding CEO appointments tends to favor females, implying that females (males) are appointed to the CEO position largely at times when the firm is in relatively better (worse) financial health. Disaggregating the data by appointments in up versus down markets, at high-risk versus low-risk firms, and by calendar time yield similar conclusions. There appears to be no glass cliff facing female CEOs at US firms. Our findings suggest a need for additional research to identify where and for what types of positions this phenomenon is prevalent. [source] The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership PositionsBRITISH JOURNAL OF MANAGEMENT, Issue 2 2005Michelle K. Ryan There has been much research and conjecture concerning the barriers women face in trying to climb the corporate ladder, with evidence suggesting that they typically confront a ,glass ceiling' while men are more likely to benefit from a ,glass escalator'. But what happens when women do achieve leadership roles? And what sorts of positions are they given? This paper argues that while women are now achieving more high profile positions, they are more likely than men to find themselves on a ,glass cliff', such that their positions are risky or precarious. This hypothesis was investigated in an archival study examining the performance of FTSE 100 companies before and after the appointment of a male or female board member. The study revealed that during a period of overall stock-market decline those companies who appointed women to their boards were more likely to have experienced consistently bad performance in the preceding five months than those who appointed men. These results expose an additional, largely invisible, hurdle that women need to overcome in the workplace. Implications for the evaluation of women leaders are discussed and directions for future research are outlined. [source] Beyond the firm's initial declaration: Are preannouncements of new product introductions and withdrawals alike?THE JOURNAL OF PRODUCT INNOVATION MANAGEMENT, Issue 2 2001Kim E. Schatzel Previous preannouncement research has primarily focused on product preannouncements regarding the firm's intention to introduce a new product and, for the most part, has ignored preannouncements that update the status of new product introductions (e.g., delays in launch dates and cancellation of new product programs). This study's goal is to examine if different factors influence preannouncements of new product introductions (NPIs) versus new product withdrawals or delays (NPWs). A model of six antecedents that could influence a firm's propensity to issue NPIs and NPWs is developed and tested using a sample of 265 CEOs and Presidents from manufacturers of new products. Three of the antecedents are organizational in nature; specifically, first mover predisposition, firm information interactivity, and reputation building. Also, the effects of two environmental constructs, industry innovativeness and competitive hostility, are examined. Finally, the model incorporates the effect of buyer involvement on a firm's propensity to issue NPIs and NPWs. The results indicate that NPIs and NPWs are very alike regarding their antecedent factors. Reputation building, defined as a firm's tendency to pursue a high profile leadership position within its industry, and buyer involvement are the primary motivators of a firm's propensity to issue both NPWs and NPIs. Future directions for research include the development of a normative preannouncement framework and the examination of NPIs and NPWs as nonadvertising forms of marketing communication targeted at numerous audiences such as buyers, employees, channel members, industry influencers (e.g., business and trade related press), and investors. [source] Academic Emergency Medicine Faculty and Industry RelationshipsACADEMIC EMERGENCY MEDICINE, Issue 9 2008Robert H. Birkhahn MD Abstract Objectives:, The authors surveyed the membership of the Society for Academic Emergency Medicine (SAEM) about their associations with industry and predictors of those associations. Methods:, A national Web-based survey inviting faculty from the active member list of SAEM was conducted. Follow-up requests for participation were sent weekly for 3 weeks. Information was collected on respondents' personal and practice characteristics, industry interactions, and personal opinions regarding these interactions. Raw response rates were reported and a logistic regression was used to generate descriptive statistics. Results:, Responses were received from 430 members, representing 14% of the 3,183 active members. Respondents were 83% male and 86% white, with 96% holding an MD degree (24% with an additional postdoctoral degree). Most were at the assistant (37%) or associate (25%) professor rank, with 51% holding at least one leadership position. Most respondents (82%) reported some type of industry interaction, most commonly the acceptance of food or beverages (67%). Respondents at the associate professor rank or higher were more likely to receive payments from industry (51% vs. 22%, odds ratio [OR] = 3.7). Conclusions:, This survey suggests that interactions between industry and academic EM faculty are common and increase with academic rank, but not with years in practice or leadership influence. The number and type of interactions are consistent with those reported by a national sampling of other physician specialties. [source] Chairperson and Faculty Gender in Academic Emergency Medicine DepartmentsACADEMIC EMERGENCY MEDICINE, Issue 8 2006David Cheng MD Objectives: Despite the influx of female physicians in academic medicine departments, there are a small number of women in faculty and departmental leadership positions in emergency medicine (EM). The objective of this study was to determine if the gender of the chairperson of an academic EM department is associated with the gender of the residency program director (RPD) and gender proportion of its faculty. Methods: This was a retrospective analysis of 133 academic EM departments using the Society for Academic Emergency Medicine online residency catalog, program Web site, or e-mail. Main outcome measures were proportion of female EM faculty and gender of the RPD. Results: Data were available for 133 academic departments. Women chaired 7.5% (n= 10) of departments and comprised 22.3% of all faculty and 15.0% (n= 20) of RPD positions. EM departments that were chaired by women had a significantly higher percentage of female faculty compared with those led by men (31% vs. 22%; p = 0.01). Similarly, departments that were chaired by women had a significantly higher proportion of female RPDs compared with those chaired by men (50% vs. 12%; p < 0.01). Compared with departments chaired by men, the RPD was 5.0 times (95% confidence interval = 1.9 to 27.8; p < 0.01) more likely to be a woman if the chairperson was also a woman. Conclusions: An academic EM department was more likely to have a higher proportion of female faculty and a female RPD when the department chairperson was female. [source] Women in Academic Emergency MedicineACADEMIC EMERGENCY MEDICINE, Issue 9 2000Rita K. Cydulka MD Abstract. Objective: To evaluate the achievement gof women in academic emergency medicine (EM) relative to men. Methods: This study was a cross-sectional mail survey of all emergency physicians who were employed at three-fourths full-time equivalent or greater at the 105 EM residency programs in the United States from August 1997 to December 1997. The following information was obtained: demographics, training and practice issues, roles and responsibilities in academic EM, percentage of time spent per week in clinical practice, teaching, administrative and research activities, academic productivity, and funding. Results: Of the 1,575 self-administered questionnaires distributed by the office of the chairs, 1,197 (76%) were returned. Two hundred seventy-four (23%) of the respondents were women, and 923 (77%) were men. There was a significant difference noted between men and women in all demographic categories. The numbers of respondents who were nonwhite were extremely small in the sample and, therefore, the authors are hesitant to draw any conclusions based on race/ethnicity. There was no difference in training in EM between men and women (82% vs 82%, p = 0.288), but a significantly higher proportion of male respondents were board-certified in EM (84% vs 76%, p < 0.002). Women in academic EM were less likely to hold major leadership positions, spent a greater percentage of time in clinical and teaching activities, published less in peer-reviewed journals, and were less likely to achieve senior academic rank in their medical schools. Conclusions: These findings mirror those of most medical specialties: academic achievement of women in academic EM lags behind that of men. The paucity of minority physicians in academic EM didn't permit analysis of their academic achievements. [source] Tracing Differentiation in Gendered Leadership: An Analysis of Differences in Gender Composition in Top Management in Business, Politics and the Civil ServiceGENDER, WORK & ORGANISATION, Issue 1 2002Lis Højgaard The aim of this article is to discuss the relationship between the gendering of leadership positions and sector-specific structures within politics, business and the civil service in Denmark in the context of differences between the Nordic countries and other western countries. The analysis is based on data from a survey of top male and female leaders within the three sectors. The theoretical point of departure of this article is constructivist. It looks at gender as constituted by actions in social space, orchestrated by structural processes and a symbolic order of gender. This constitutes a cultural discourse on gender reflected in gender conventions in society and in a range of possibilities of gender positioning. Expressions of this are discussed in the analysis of the patterns of difference in structural conditions for women and men in leadership positions to be found within the three sectors. The structural conditions encompass access conditions and conditions for gendered positioning and are analysed on the basis of data on social background, education, career course, family, children and distribution of housework. The analysis shows that there is a correlation between gender composition of leadership and possibilities of gendered positioning within a sector. The results are finally discussed as possible expressions of an egalitarian culture. [source] Interview with a Quality Leader: Paul Gluck, Immediate Past Chair, National Patient Safety FoundationJOURNAL FOR HEALTHCARE QUALITY, Issue 5 2009Pamela K. Scarrow Interviewer Abstract: Dr. Paul Gluck, MD, FACOG, has held many leadership positions. He served as the president/chair of the William A. Little OB/GYN Society, the Miami OB/GYN Society, the Florida OB/GYN Society, the Baptist Health Foundation, the Health Council of south Florida, the Florida Section of the American College of OB/GYN (ACOG), National Patient Safety Foundation, as well as the Dade County Medical Association. He is currently ACOG assistant secretary and serves on their Executive Committee. Dr. Gluck has an interest in access to healthcare. For his work in establishing a prenatal clinic in an area of critical need he received ACOG president's Service Award and Humanitarian of the Year Award from the South Florida Perinatal Network. He led the Florida initiative to promote depression screening and treatment in women recognized by the Wyeth National Section Award. He co-chaired the Governance Committee of the Mayor's Task Force charged with solving the problem of providing care for the over 450,000 uninsured residents of Miami-Dade County. [source] Factors affecting the next generation of women leaders: Mapping the challenges, antecedents, and consequences of effective leadershipJOURNAL OF LEADERSHIP STUDIES, Issue 2 2009Rene P. McEldowney This article introduces a conceptual model for understanding how young women perceive the current challenges of leadership. Numerous studies and articles claim that women are better educated, more experienced, and better suited for leadership positions than ever before. This news is encouraging, but the number of women in leadership roles in American politics gained less than one percentage point this year, hovering around 22%, while in the private sector many organizations have yet to place a single woman on their board. The proportion of women on corporate boards is 16%, with no evidence that this is likely to grow in the near future. What is even more discouraging is that these low numbers are not significantly higher than those in many developing nations. It is evident that women are underrepresented in top leadership positions and must intensely challenge the status quo. This article presents results of a study based on in-depth interviews with college women who are seeking paths to leadership. The researchers employ qualitative analytical research tools to explore the complexities of the phenomena. The findings bring a greater understanding of the antecedents and consequences that lie beneath the challenges affecting the next generation of women leaders. [source] Leading change through an international faculty development programmeJOURNAL OF NURSING MANAGEMENT, Issue 8 2009LORA C. LACEY-HAUN PhD Aims, The purpose of the study was to evaluate the modification of an American model of academic leadership training for utilization in an African university and to pilot test the efficacy of the resulting model. Background, Traditionally many educators have moved into administrative positions without adequate training. Current world standards require leadership preparation for a wide array of persons. However, this opportunity did not yet exist in the study setting. Method, University leaders from the University of the Western Cape and the University of Missouri collaborated on revising and pilot testing a successful American academic leadership programme for use among African faculty. Cross-cultural adaptations, participant satisfaction and subsequent outcomes were assessed during the 2-year ,train-the-trainer' leadership development programme. Results, African faculty successfully modified the American training model, participated in training activities, and after 2 years, began to offer the service to other institutions in the region, which has increased the number of nurses in Africa who have had, and who will continue to have, the opportunity to move up the career ladder. Conclusion, The impact of the project extended further than originally expected, as the original plan to utilize the training materials at the University of the Western Cape (UWC) for the in-house faculty was expanded to allow UWC to utilize the modified materials to serve leadership development needs of faculty in other African universities. Implications for nursing management, Study findings will inform those interested in university policy and procedure on leadership training issues. The successful development of a self-sustaining leadership programme in which values of multiple cultures must be appropriately addressed has a significant impact for nursing administration. With the severe nursing shortage, health care institutions must develop cost effective yet quality development programmes to assure the succession of current staff into leadership positions. We no longer have the luxury of recruiting broadly and we must identify those talented nurses within our own institutions and prepare them for advanced leadership roles. This succession plan is especially important for the next generation of nurse leaders representing minority populations. In particular, nurse managers will find the overview of the literature for middle managers enlightening, and may find links to key resources that could be revised to be more culturally relevant for use in a wide array of settings. [source] The nurse executive: challenges for the 21st centuryJOURNAL OF NURSING MANAGEMENT, Issue 1 2000BAPPSCI(NSQ), DEPAPPSCI, M. Fedoruk MHA Aim The aim of this paper is to examine the challenges facing the nurse executive in the 21st century by questioning the traditional attributions of leadership to the nurse executive role. Background Historically, the leadership role in nursing has been assumed by the nurse executive. The predominantly female character of nursing, however, has ensured that demonstrations of leadership amongst nurses have been infrequent and compatible with prevailing male-defined ideologies. Examples of this include career restructuring and educational reforms in Australia. Findings This paper found that the apparent lack of leadership in nursing was able to be traced back to early management theories which categorized leadership as a function of management. Conclusions If nurses are to assume leadership positions in the health care system of the 21st century, nurse leaders will have to let go of traditional managerial practices and behaviours. In the emerging health care system of the new century, nurse executive practices will focus on achieving change rather than predictability in organizational outcomes. [source] Leaders without ethics in global business: Corporate psychopathsJOURNAL OF PUBLIC AFFAIRS, Issue 3 2010Clive R. P. Boddy This paper introduces the concept of Corporate Psychopaths as ruthless employees who can successfully gain entry to organizations and can then get promoted within those organizations to reach senior managerial and leadership positions. What little empirical research currently exists supports the view that Corporate Psychopaths are more commonly found at senior levels of organizations. This paper presents further empirical evidence that supports this view. It discusses how, in a quantitative sample of 346 white-collar workers, in 2008, research using a psychopathy scale identified greater levels of psychopathy at more senior levels of corporations than at more junior levels. The paper goes on to propose that this is a universal issue that can pose various ethical problems for corporations because of the ruthless, selfish and conscience-free approach to life that Corporate Psychopaths have. Other ethical issues are to do with their moral accountability and with the problems associated with the possibility of screening employees for psychopathy. The paper reviews the literature on psychopathy and concludes that while psychopaths appear to be universal in occurrence, they may well be environmentally limited in their possible actions in more collectivist societies. However, the global spread of western, individualistically oriented corporations may pose a threat to any collectivist societies in which they operate. Copyright © 2010 John Wiley & Sons, Ltd. [source] Lawyers' Roles in Voluntary Associations: Declining Social Capital?LAW & SOCIAL INQUIRY, Issue 3 2001John P. Heinz The extent and nature of lawyers'participation in civic life probably has important effects on the character of the community's activity and its out-comes. Where and how lawyers participate in voluntary associations may influence the ability of those organizations to function within the larger structure of American institutions. This paper compares findings from two surveys of Chicago lawyers, the first conducted in 1975 and the second in 1994-95. Contrary to some expectations, the available evidence does not suggest that community activities of lawyers decreased. Moreover, lawyers'energies in 1995 appear to have been devoted more often to socially concerned organizations, those with a reformist agenda, than had been the case in 1975. The types of organizations with the greatest increase in activity were religious and civic associations. A smaller percentage of the respondents held leadership positions in 1995 than in 1975, but, because of a doubling in the number of lawyers, the best estimate is that the bar's absolute level of contribution to community leadership did not change greatly. In both 1975 and 1995, a hierarchy of social prestige appears to have influenced the pattern of lawyers'community activities. Lawyers who had higher incomes, were middle-aged, were Protestants, and who had attended elite law schools were more likely to be active or leaders in most kinds of organizations. In ethnic and fraternal organizations, however, the elites of the profession had relatively low rates of participation, while government lawyers, solo practitioners, and graduates of less prestigious law schools predominated. Status hierarchies within the broader community,as well as social differences in taste, preference, or "culture",clearly penetrate the bar. [source] A Rational Choice Approach to Explaining Policy Preferences and Concern for Representing Women among State LegislatorsPOLITICS & POLICY, Issue 1 2010DONALD E. WHISTLER Rational choice theory predicts that women, when significantly involved in the production of private competitive goods and services, will adopt the same self-interested political orientation as similarly economically situated men. Guided by this approach, this nationwide survey of state legislators finds that competitive occupational background significantly reduces support for representing distributive,redistributive policy among both women and men legislators. However, it also finds that women legislators in general, as well as women holding leadership positions, retain a significant concern for representing women. Democratic Party affiliation and noncompetitive occupational background predict support for distributive,redistributive policies among women and men legislators, while only Democratic Party affiliation predicts concern for representing women among women and men legislators. Other explanatory variables (i.e., lower education, liberal ideology, African-Americans, lower-socioeconomic status districts, and political ambition) are in the direction hypothesized to influence representing distributive,redistributive policies and women but are not all statistically significant. La teoría de la decisión racional predice que cuando las mujeres se involucran significativamente en la producción de bienes y servicios competitivos, adoptarán la misma orientación política de búsqueda de sus intereses personales que los hombres similarmente situados económicamente. Guiados por este enfoque, esta encuesta nacional de los legisladores estatales encuentra que los antecedentes profesionales competitivos reducen significativamente el apoyo entre mujeres así como hombres legisladores para representar políticas distributivas-redistributivas. Sin embargo, encuentra que en general, las mujeres legisladoras, así como aquellas mujeres que desempeñan posiciones de autoridad, conservan una preocupación significativa por representar a las mujeres. Por su parte, tanto afiliación al Partido Demócrata como antecedentes ocupacionales no-competitivos, predicen apoyo entre las mujeres y los hombres legisladores, a políticas distributivas-redistributivas, mientras que sólo afiliación al Partido Demócrata predice preocupación entre las mujeres y los hombres legisladores por representar a las mujeres. Otras variables que pueden explicar esto (i.e., educación baja, ideología liberal, Afroamericanos, distritos con bajo nivel socioeconómico, y ambición política) están en la dirección hipotetizada para influir la representación de las políticas distributivas-redistributivas y de mujeres, pero no todas son estadísticamente significativas. [source] Are Female Executives Over-represented in Precarious Leadership Positions?BRITISH JOURNAL OF MANAGEMENT, Issue 1 2009Susan M. Adams We use a sample of CEO appointments at US corporations over the years 1992,2004 to test the ,glass cliff' hypothesis, which posits that females are appointed to leadership positions at firms that are in a precarious financial condition. Our analysis utilizes three measures of stock-price-based financial performance and two distinct control samples of appointments of males to the CEO position. We find that corporate performance preceding CEO appointments tends to favor females, implying that females (males) are appointed to the CEO position largely at times when the firm is in relatively better (worse) financial health. Disaggregating the data by appointments in up versus down markets, at high-risk versus low-risk firms, and by calendar time yield similar conclusions. There appears to be no glass cliff facing female CEOs at US firms. Our findings suggest a need for additional research to identify where and for what types of positions this phenomenon is prevalent. [source] Glass Cliffs Are Not So Easily Scaled: On the Precariousness of Female CEOs' PositionsBRITISH JOURNAL OF MANAGEMENT, Issue 1 2009Michelle K. Ryan Adams, Gupta and Leeth (British Journal of Management, 2008) question the universality of the glass cliff after finding no differences in US companies' financial performance either before or after the appointment of male and female CEOs. We agree that glass cliffs are neither universal nor ineluctable, but urge caution in interpreting this null result. This is because the nature and significance of women's precarious leadership positions becomes more apparent when one goes beyond archival financial data and compares the broad circumstances of male and female leaders. Here multiple strands of research suggest that above the glass ceiling the playing field for men and women is far from level. 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