Hello, I am looking for someone to write an essay on African-American women: disadvantages of Color. It needs to be at least 1500 words.Download file to see previous pages... Recent years, more and mo

Hello, I am looking for someone to write an essay on African-American women: disadvantages of Color. It needs to be at least 1500 words.

Recent years, more and more women enter top management positions and become effective leaders. Equal opportunities, affirmative action and anti-discrimination policies open new opportunities for female leaders to apply their knowledge and skills to the organizational context. Tilted groups offer more opportunities for coalition building and collective action that turn policy hopes and goals into policy realities. The presence of more women in top management also seems to be a positive influence encouraging male leaders to be more inclusive in managing their committees. Since women leaders on average are more inclusive and participatory than men, the overall impact of more women leaders and managers is to narrow the difference a bit between men and women chairs on this measure. On the other hand, this situation creates pressure for many African-American women who try to meet social expectations and "be "150% as good" just to break even with her white male counterparts" (Goldsmith 2007). Critics admit that feelings of guilt deprives many African-American women a chance to find a good job and choose their life path. It means that many African-American women pick a career path which does not meet their inclinations or interests but proposes opportunities for career development and leadership. In America, many African-American women leaders 'suffer' from historical burden of slavery and false images of role models for other women.

The feeling of guilt is created by a desire to be more integrative (i.e., score higher on the various measures of leadership) describe their personalities in the more feminine terms of nurturing, preferring to share power, and less dominating. "African-American women have the additional task of combating a unique and particular set of historical stereotypes--stereotypes that can affect the way academia treats them" (Bryant et al 2005, 313). As expected, masculine personality traits such as dominating are negatively associated with inclusive behaviors and positively associated with competing behaviors. both relationships have a probability of occurring by chance less. The effects of the variable sex and various personality traits combine in a fairly convincing way to show that integrative leadership is gendered in distinctly female terms. Following Bryant et al (2005): "Black women's particular prism for understanding and surviving in the world depends on understanding the intricacies of White men, White women, Black men, and themselves" (313). These data illustrate the distinction between sex and gender, the socially constructed understandings of sex, as explanatory variables.

Researchers admit that the pressure and constant tension to be "150% as good" effect women's leadership styles. There is a small positive and statistically significant association between the percentage of women leaders and the two measures of policy and people motivations. African-American women leaders on average score higher than the men in terms of people motivations, so the overall effect of more women leaders is to decrease the difference between men and women on this measure (Bryant et al 2005, 314). The myths and realities surrounding this paradigm continue to be hotly debated, but one feature does seem to be widely recognized, namely that in the new economy work at all levels is characterized by increasing insecurity an inequality. Phillips (2001) focuses on the impact of this increasing insecurity and inequality on achieving a work-life balance, and how the nature and form of this balance itself takes different forms for different groups of worker and different types of household.