| Description |
1 online resource (xxviii, 104 pages) |
| Series |
Transgressions, 2214-9732 ; 103 |
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Transgressions (Rotterdam, Netherlands) ; 103. 2214-9732
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| Contents |
TABLE OF CONTENTS; ACKNOWLEDGEMENTS; PREFACE; INTRODUCTION; AMERICAN BLACK WOMEN AND THEIR CAREER CAPITAL; CAREER DEVELOPMENT THEORY; Ginzberg, Ginsburg, Axelrad, and Herma's Theory; Super's Theory; Holland's Theory; SOCIAL COGNITIVE CAREER THEORY (SCCT); Career Self-efficacy; Career Theory and Social Cognitive Career Theory (SCCT); Anecdotal Perspective 1: A Case Study of Systemic Pay Inequity; INTERPERSONAL COMPETENCY; INTERPERSONAL AND POSITION POWER; Interpersonal Power; Position Power; CAREER CAPITAL THEORY; CAREER CAPITAL COMPONENTS; REFERENCES |
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CHAPTER 1:PROFILE OF AMERICAN BLACK WOMEN LEADERSAMERICAN BLACK WOMEN AND ORGANIZATIONS; Anecdotal Perspective 2: Leadership Slight; RACISM; Unfair Workplace Environmental Conditions; Anecdotal Perspective 3: Management Trainee Social Channeling Segregation; Internal Obstacles; Anecdotal Perspective 4: I Have to Rate You Low on Something; Anecdotal Perspective 5: Enduring a Boss' Bad Interpersonal Skills; INTERPERSONAL SKILLS; Anecdotal Perspective 6: Are You Playing the Race Card?; Anecdotal Perspective 7: We do not Value You; THE PARTICIPANTS |
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PROFILE OF AMERICAN BLACK WOMEN IN NON-FORTUNE 500 ORGANIZATIONSFortune 500 Organizations; Non-Fortune 500 Organizations; CONCLUSION; REFERENCES; CHAPTER 2:FAMILY PERSPECTIVE; NINETY-NINE YEARS OF DISCONTENT; FIFTY YEARS OF LIMITED, CONSTRAINED PROGRESS; EDUCATION; POSITIVE AND NEGATIVE FAMILY INFLUENCES ON CAREER DEVELOMENT; FAMILY AND CAREER CHOICE; Family and Career Persistence; Self-Identity and Career Success; REFERENCES; CHAPTER 3:THE RISE TO LEADERSHIP IN FORTUNE AND NON-FORTUNE 500 ORGANIZATIONS; WORKFORCE ENTRY AND OPPORTUNITY; Affirmative Action; Equal Pay & Pregnancy Discrimination |
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Women LeadersGENDER STEREOTYPES, AND INEQUITIES; LEADERSHIP BARRIERS; Lifestyle Issues or Choices; Institutional Mindsets; Individual Beliefs; Anecdotal Perspective 8: American Black Female versus American Black Male Perceptions on Race and Gender; Structural Problems; Fair Treatment and Equal Opportunity; American Black Women Treated Differently; Anecdotal Perspective 9: American Black Women's Confidence under Attack; NEEDS ASSESSMENT OF UPPER MANAGEMENT; Social Network Analysis; Employee Engagement; REFERENCES; CHAPTER 4:SELF-EFFICACY BELIEFS; INTRODUCTION; Self-efficacy |
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Efficacy ExpectationsLevels of Self-Efficacy and Job Performance; GENERAL SELF-EFFICACY OF AMERICAN BLACK WOMEN LEADERS IN FORTUNE AND NON-FORTUNE 500 ORGANIZATIONS; General Self-efficacy; THE LEADERSHIP SELF-EFFICACY OF AMERICAN BLACK WOMEN LEADERS IN FORTUNE 500 ORGANIZATIONS; REFERENCES; CHAPTER 5:EMOTIONAL INTELLIGENCE; INTRODUCTION; Salovey & Mayer's EI Principle; Goleman's EI Principle; Bar-On's EI Principle; Wong and Law EI Principle; SOCIAL CAPITAL THEORY; Social and Structural Environmental Barriers |
| Summary |
American Black women bring different interpersonal leadership styles to Fortune and non-Fortune 500 organizations. Their interpersonal leadership styles are developed at home, within their community, through their educational experiences, and within society. They bring unique perspectives to the workplace. Organizations that recognize, respect, and value their different viewpoints have leaders who are contributing to the financial growth of their organizations. American Black women have career capital to offer to organizations through their self-efficacy, emotional intelligence, and the leadership strategies that they understand and apply in the workplace. In addition they bring high educational achievement, practical skills, and analytical abilities that are useful when leading others. They bring a persistent work ethic, support for education and leadership development, and an enduring spirit of cooperation in the midst of undeserved, personal challenges to the workplace. They solve problems, help others succeed, enhance the workplace environment and organization culture, and help their organizations maintain competitive advantage in an evolving global economy. Executive leadership should lead the effort to enhance the role of American Black women within their organizations. Change begins at the top and integrating American Black women into executive leadership roles is a change initiative that must be strategically developed and managed through understanding who they are. This book provides a foundation upon which individuals and organizations can begin the change initiative through the use of the Five Values model as a career management system for developing and enhancing the careers of American Black women who are leading within and want to lead organizations |
| Analysis |
onderwijs |
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education |
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Education (General) |
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Onderwijs (algemeen) |
| Bibliography |
Includes bibliographical references |
| Notes |
Online resource; title from PDF title page (SpringerLink, viewed February 4, 2015) |
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Print version record |
| Subject |
African American leadership.
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Leadership in minority women.
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African American women executives.
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BUSINESS & ECONOMICS -- Industrial Management.
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BUSINESS & ECONOMICS -- Management.
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BUSINESS & ECONOMICS -- Management Science.
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BUSINESS & ECONOMICS -- Organizational Behavior.
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African American leadership
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African American women executives
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Leadership in minority women
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| Form |
Electronic book
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| ISBN |
9789462098787 |
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9462098786 |
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