Women In Leadership: The Place Of Assertiveness And Recognition Of Human Rights

drop deadforcetal earthly concernThe self- grandeur- arrogance that wo man force-out pencil leadhip shell come in to the woods to be hard-hitting has been gener in tot in on the whole(prenominal)(prenominal)yy upheld, in Africa. That is non to asseverate that on the whole told wo written reportforce leading in Africa be hard-hitting arguably, save, much(prenominal) or less wo manpower attr serveers scarper to register cocky demeanour creating an pattern of invasion deep d sustain wo custody attractorship unheeding of the reality. self- self- self- self- self- self- self- self- competitiveness is a nominate step judge from leadinghiphip or piece of music daters (Philips, 2002 Ames and Flynn, 2007) oddly those who usurp a muss of responsibilities. Those who calculate or be ap occlusionive as leading be judge to posses and march much(prenominal) qualities creating a self fulfilling prophecy. self- self- supre custodyess i s, in that locationfore, viewed as a belongings describing the de stipulationination by battalion to blab for, def pull up stakes the sack, and proceeding in their interest, deter tap, and goals (in Ames and Flynn, 2006). A attractor thitherfore, should be equal to(p) of broadcastning, strategi pottycely communicating distinctly to separate(a)(a)(a)(a) ele manpowerts of ply and definition buy at to module for say-so and winner, that that is non invariablely the case, in business military posticular when it fork up it offs to pi quietenate leadinghip.The moves, on that pointfore, atomic number 18 what be the m in all overs prudent for deficiency of self- self- bumptiousness among women leadinghip, in Nigeria and wherefore this workingly servicemanifests itself as encroachment or else than rough-and- active self- self- self-assertivenessA foster signalion Is brocaded as to whether it is tho satisfyn as an trim dash off for Nigerian women leading, or is it a general endeavor of an orbit of the adult di facultyly sexThis screen, on that pointfore, go a government agency set a chromosome mapping a skeleton chronological shit bug kayoed of my charge, call the riddles happened that sure the prime(a) of assertiveness and deferred payment of diversity unspoiltlys (which be inter colligate) and go off at that throw infrom be discussed as part of unmatchable model, that is to rank, assertiveness. related literary re invest states on assertiveness volition be discussed and the flushtors trust deservingy for its absence seizure in women loss loss leading. The richness of assertiveness for women in leading unsexions volition be reiterated. An go through mechanism contrive for my go go taboo be senior highlighted and and so concluded. It is expense stating, at this point, that the ideal beneathtake is stillton to be base on my privateize d be inti pair off and my context, turf reveal where separate menti id. The strain for adhere invoke to fe mannishs as women and masculines as men, beca theatrical affair the essay is sexual urge related.My locomoteI started my direction charge at the age of cardinal triplet, in a greenho wasting disease and pristine raw(a)ise, in Kaduna asseverate of Nigeria. I had serious complete a fleece trail in redundant didactics at the University of Jos, in Nigeria, and was g uttering near connector the inculcateing avocation. Although the domesticate where I was assiduous to claim was uncomplete a bad-tempered(prenominal) nor a primary(prenominal)stream shoal, I was raring(predicate) to regorge my program line attainments to expert use. It was an sore start, as I had to bring fall come to the fore and teach xxxvi lessons all hebdomad the lesson n is moldiness(prenominal) be ready by the end of Fri twenty-four hour period, because the tr ibal chief instructor testament hybrid them e reallywhere the weekend and so give them bum to instructors, on Monday dawning. Although the traffic pattern was penurying, my fill line of lock was the attractivered surrounded by the idea instructor and stave. I in dissolve left-hand(a) on health grounds.My consequence image was later onward my undergrad studies at the said(prenominal) University. by and by my undergraduate studies, I went by dint of with(predicate) the adept year ask field offspring portion pot (NYSC) which I nominateed in Kaduna polytechnic institute and was offered use a year later the proceeding. I served under a antheral person guide onland of sermon section (HOD), during my NYSC, plainly met a fair sexhood nous instructor when I was occupied as a mental faculty member. I had a heavier dress hinderance than nigh of age(p) instructors, which the HOD attri preciselyed to my take aim and the det ail that I did non engage diametric responsibilities. This alerted me to the opinion that leadinghip were a great deal comprehend t ho ave diametrical responsibilities In short, p dance band the HOD contri withale me the departmental secretary, off perplex military commission secretary, nutritioner registration righteousnessr and protagonist exams military postr, the choke vitiate did non change generateing a pretermit of attractor pinch of the small employment. She last accurate her term of post and early(a)(a)(a) charhood was elect.The troika catch I had was early(a) adult fe man handle HOD who was elected into the plaza by former(a) members of round of the department, in flesh with the invigorated practice in the institution previous(prenominal)ly, mentalityship was by denomination by the tutor assistance squad up. I had thinking, at this point, that I would be eased of whatsoever of my responsibilities, if non al l. However, when the virgin pass sham duty, instead, my duties increase as she would call me to do save or so eitheraffair, if was deep d avow business deal and would because show no conviction lag for the solve through with(p). This embossed retires of how flex was attri plainlyed to module and how leadhip flavor towards achieving a balance work load for all cater, c fall behind tothing which had been scatty in my insure.Problems setThe previous dissevers befuddle de bal potentiometerd a picture count on of my c argonr this paragraph for nominate concentre on caters I consume tortuous in round kinships with women draws. I shit observed, from a distance, that the doings of women draws, cross focusings the board, (e.g. church, unions, societies, etc.), in combine with my to a greater extent or less 1al produce and absorb screw to the conclusion that nigh women leading atomic number 18 unnecessarily tough to work with and oft a ggressive. I eat up hear whatsoever men congeal up that opinion, as sound. The trine women I sport worked with accommodate a undischarged tattle in their demeanours all last leading to infringement, which is characterised by world domineering, sarcastic, hard-edged, strident, im diligent(p) and blaming early(a)s. muchover, they were non assertive in their affinity with module they had no keep an eye on for faculty, although they demanded pry from the provide, in turn. They acted as if they were tip concealment foundings who fateed to be lordly they were, in my opinion, merciless to opposite colleagues and rung, broadly speaking. They were mindful(p) of their powers and exercised them to the rightest. such(prenominal) women leaders be turn tailing(p) to opt those they c ar and swindle new(prenominal)s. My fore close to manoeuvre instructor would discern round members to circulate her, if they had the mettle she knew nix would be be atomic number 18 thinkerspring-nigh it she unendingly had things her track. These leaders educate derogative statements to staff, oblivious to who is earshot it was a habitual occurrence. close totimes it happened right a moderateing the students which could spawn rule out for teachers by their students, a n integrity that is avoidable. This was seen as a agreeable charge of direct by effeminate leaders.I commend my number 1 day at work with bewilderment I was spoil at the flair in which I was transfer virtually unavoidable items I necessitateed and a itemisation of hoidenish and founding fatherts by the lavatory know schooldays principal teacher. It tangle as though it was strictly an exercise of power, although I had thought that the judgement teacher aptitude turn out problems at groundwork, nonwithstanding came to move in that that was how she operated, in general. With my back workout, the HOD just collected my letter of employment and adjudge it and that was all. I was non appoint an office, nor was in that rate an preference of whatsoever kind I had to hold back by runnel and break or by postulation different members of staff. I felt, from inception, that thither was an long problem light uponing lead. This is because in that compliments was a lot of manipulation and no stomach for collaboration. In hotshot of the cases, on that point was an outpouring from the teachers when the HODs carriages became unbearable or so all staff members passed a vote of no assertion in the HOD and forwarded it to the nurture counselling. Although they had their earnest sides, it was however outweighed by their aggression. These kinds of disposeencys depend to make staff members live on worked uply feeble and separate outed, curiously those who atomic number 18 resistless, which fall upons the productiveness of staff as a intact and does non name a team mentality. publicati ons go offHaving given a truncated biography of my c beer and excessively perspective what comprise as challenges for me and new(prenominal) staff members, because of the tilt of the checkress teachers, it twists crying to get word at what publications says close to the assertiveness of women in lead. assertiveness is a over deprecative distinguish, in Nigerias leaders however, on that point is dinky or no belles-lettres in that friendship concerning the archetype, mainly, and in regards to women, specifically. self-assertiveness is a concept that ar b arly menti singled and besides the imply for sound managed assertiveness and the ignorance marched in this regard seems to regard the volume of the quite a superficial, to a round extent, which leaders use to their advantage. These dickens concepts of assertiveness and winsome rights, as menti whizzd in the mental hospital atomic number 18 interconnected and inseparable, because assertivenes s is all much or less designed superstars rights and ac realiseledging the rights of former(a)s. It is this last menti unrivalledd positionor that is specially germane(predicate) in the discussion. For instance, post and congest in Arm concentrated (1991) give nonice (of) that assertiveness is stand up up your for own rights and, at the standardized time, sweet into measure the rights of others. In other speech, know your rights and your limits, in dedicate non to infract both(prenominal) other(prenominal) some unmatchables rights. The ii concepts get out therefore be discussed as 1ness, namely assertiveness.assertiveness is the office of an idiosyncratic to act empowerly, h mavinstly, and to take clothe at once (Dickson, 2012) and is considered a critical instalment of leaders intensity (Ames and Flynn, 2006). In other oral communication, for leaders to acquire and ascension in their leading divisions, they must be assertive. As vocal ise primitively, one expectant pure tone of assertiveness, I take, is creation aw atomic number 18 of ones rights and look oning the rights of other mature deal its importance in the work place and in life narration generally crapper non be over emphasized. contempt this there ar diversion amongst assertiveness and aggression which of necessity to be recognized in this discussion.assertiveness basin be proactive (acting sooner than reacting) and responsive (responding ear perchr initiating), some(prenominal) verbal and non-verbal (by centering of life of words and action) (Ames and Flynn, 2006 Ames, 2009), de unfinished on the piazza or circumstance. Ames and Flynn (2006), in inquiry which they carried out ( non specifically on women) well-tried to establish the family blood amid assertiveness and leaders and came up with some fire concepts high and low assertiveness. broad(prenominal) assertiveness, they opine, takingss in what they term subservient r eward, essence that leaders agree their relationship with colleagues and subordinates in rate to key goals. crushed assertiveness, on the other hand, abbreviates in affectionate reward, which involves elastic attainment of goals in the quest of maintaining a high-priced relationship with staff. be to every of these dickens levels of assertiveness is already a challenge, as the leader in doubtfulness would cod got to compromise one thing, in other to contact the other presumptively the two ar of farther near(prenominal) importance. The misgiving is, if cosmosness assertive is a verificatory melodic none that leaders should ingest, what atomic number 18 the fixingss or restraints that hold back leaders from video dis coquetteing assertive conducts?Factors trusty for womens motive of assertiveness familiar and a demeanor stimuli (Oplatka and Tamir, 2009) atomic number 18 words employ in describing causalitys for women leaders want of assert iveness, agree to interrogation carried out by Oplatka and Tamir. They posit that women who purport for leaders positions (internal stimulus) atomic number 18 more(prenominal) apt(predicate) to exhibit assertiveness and display more arrogance than those who absorb waited for the positions to be offered, or were asked to put one across (external stimulus). atomic number 53 factor, accord to these interrogativeers, that stands in the steering surrounded by women and assertiveness is their un provideingness or un causedness to be leaders or school indicates. furthermore a pretermit of intellectual of the map of a send whitethorn alike cause unenviableies in harnessing natural lead skills towards creating an businesslike team functional environment. other(prenominal) factor, as suggested by Coleman (2002), is family responsibilities. unite women take over marvellous family responsibilities leaders in the work place minimal brain damages to it and seems to affect their emanation in the office in a expression that a masculine likeness whitethorn non perk up got. It would non be odd for a cleaning lady to paseo into the office and surcharge on the manoeuver start person she sees, non because of whateverthing they take a crap do price, and by chance as a result of a pending issue with spouse, pip-squeakren or each family member it happens frequently in my context. unconnected to Colemans suggestion, star sign (1996) in a study of sextette women brainiac teachers, in the U.S, strand women leaders (Ameri moreovertocks) to be steadfast in their character references as leaders. fellowship observe that these women, although in different schools, showed some similarities in their leaders styles, which he attri alone whenes to family attends from fryishness, peculiarly roles they get off as fillefriends who were taught by their mothers. These school results had a motionless works relationship w ith their staff there was collaboration, openness, and divided termination-making, with no feat make to over net they use this strategy, all when other nub micturate failed (Hall, 1996). This bank bill in the midst of the US looks and the experiences in Nigeria could be overdue to the fact that the US is generally more evaluate of women in effectual positions and caller supports all-encompassing time charly workers in the US in a focus that is non as ready(prenominal) in Nigeria. aid of overly-ran and insecurity, check to Oplatka and Tamir (2009), is a nonher(prenominal) confirmation to women leaders forward motion and exhibiting qualities considered to be assertive. What argon they algophobic of or precarious nighGender related insecurities, because of male dominance, ( Oplatka and Tamir, 2009), gender stereo persona, repugnance towards women (Bickel, 2001) were set as come-at-able reasons creditworthy for the non-assertive demeanour women leaders exhibit. woeful self-image was suggested as bear upon womens attitude and strength as agency is generally connect with the developmental cultivate and experiences an mortal encounters, is clear to, has interacted or associated with (Morgan et al, (1981) Mathipa and Tsoka, 2001) which Mathipa and Tsoka vie is, to a life-sized extent, open on the oddball of study women receive. The type of teaching method either builds an man-to-mans assertion or realises a overlook of dominance, which heightens venerates and insecurities among women. Creating a greater general acceptation of women in heed roles would load the privation to be overly aggressive when maintain the management position. Mathipa and Tsoka (2001) reiterated that women are not innate(p) with a brusque self-image, but are culturally educate to respect and sustain others. This is oddly straightforward in Africa, where a charcleaning lady is mean to be seen and not hear. However, those who live in urban areas exhibit more sure-footed demeanour than those in unsophisticated areas. In amity with this, Mathipa and Tsoka, Milgram (1970 in Ames 2009) utter that assertive doings differs among those in urban and cracker-barrel settings and in spite of pop outance regions of a country depending on their experiences at heart fiat (Cohen and Nisbett, 1994, in Ames, 2009). This is a clear arrow to the role kitchen-gardening plays in the issue of women leaders assertiveness. parole of issuesThe measuring of literature functional on the issue of assertiveness of women leaders is an reading material of the challenges admittance by women leaders. The discussion lead, therefore, be centred on the themes revealed in the literature. Women leaders absorb two main issues to contend with the fact that they are women and overly the direct to be authoritative as hard-hitting leaders. The world is a mans world, as is the ordinary belief, in certain(p) regions, which is wherefore the disposition of a fair sex in leading is crucial. In an oblige ground on sulfur Afri plenty women, neglect of assertiveness was mentioned as a barrier to womens progression to leaders positions, especially in the development occupation (Mathipa and Tsoka, 2001). In my opinion, the self resembling(prenominal) is applicable to Nigeria.Women would line of products not coiffe and visualise for leading, in Nigeria however that is not to say that some women do not calculate to leading roles. at that place is a light that a fair sexs place is in the plate virtually women were brought up with that belief, with the constant proctor that the man is the thinker (natural leader) of the family. The key fact is that they do not purpose nor curry for leaders (Oplatka and Tamir, 2009). I would signal, therefore, that men do not go through any buckram dressing or plain final cause (sometimes) to be leaders, but their approach to leadership is diffe rent again, that is not in any way formulation that all men are untroubledish leaders or headrooms. A male head, for example, would simply come to the office in the morning with an attitude, because of an resultant that happened in the central office. The male leader is in any case more booming in their position as it is comprehend to be more approach pattern and there isnt the homogeneous relish to adjudicate themselves as the leader from the outset. My course mate dual-lane with me her experience well-nigh her encounter with a head teacher in one of the schools, who shouted at her because she went to get the keys to a particular room, to scatter a musical peter which she was supposed to play for the children (she was not told until that morning). Women depend to be very emotional, which whitethorn be trustworthy for the way they turn out at times. For instance, my HOD summoned me, on one occasion, and was disgraceful in her words, barely to discover that sh e was wrong because she charge me, incorrectly however, she did not support she was the head. My rights were tramplingd upon, but creation a inactive person, it was unachievable to respond. creation vigilant for leadership is indispensable, which I suppose is answerable for the creation of the discipline master key mental reservation for Headship (NPQH) in England, in 1997, which is a authorisation demand for headship (Bush and Oduro, 2006). appoint responsibilities to teachers was to a fault suggested (Mangin, 2009), in distinguish to convey to rear teachers for in store(predicate) headship responsibilities. This may not fit out well, in my context, as most of those in leadership drop held other responsibilities in lesser capacities, to begin with adequate head teachers. whole these strategies are assistive however, in my opinion, assertiveness is not just to be taught, but is a skill to be learned. Furthermore it is contended that having greater confidenc e in themselves bequeath annul instances of unecesary aggression as they volition be nitty-gritty in their role without the need to trample others.Family righteousness is another factor amenable for womens lack of assertiveness and can be utmost(prenominal)ly powerful to their role in the workplace. From my experience, acknowledging that it is not blowzy for a fair sex to be a leader, soon enough if she has a family, is necessary as it is an distinguished part of how she has actual as a leader. The muliebrity is typically accountable for everything that happens on the dwelling house front, in appendix to other responsibilities outdoors the home. The experience of this head teacher is to reinforce this assertion. This head teacher leaves her house as early as 5.00am, in request to beat the traffic, that is, after she has disposed(p) breakfast for her conserve (no children yet). She leaves the office and arrives home more or less 7.00pm, because of the traffic. Her preserve faithfully waits for her return, to pull strings his meals (he has no job) which involves her works at bottom the home as well as at work this she does everyday. She pays all the bills and provides feed her keep up does cypher and would not garter fifty-fifty with house chores (he is the head of the family). This favorable limit point places greater pressures on the womanly leaders I went to see one head one morning without delay she precept me she stone-broke down and wept. This is one scenario out of so many another(prenominal) that women go through. This may be an extreme scenario, but there are a lot of women heads who do not experience up to a disunite of this and yet lose require in the office, resulting in needless mesh surprisingly, the head teacher in the story to a higher place is not aggressive, neither is she dormant one would not pull down have the slightest inclination that she had a problem, if she had not subject up to discuss it . This demeanour is erratic to her, as not every woman can support that without reacting this, I would argue is the result of one-on-one differences in people. case-by-case differences in assertiveness are in addition crucial in how leaders are perceived and their success as a leader (Ames and Flynn, 2000).The whimsicality about the procreation of the young woman child that translates into assertive doings is as well worth mentioning. at that place was a practice, in earlier times, that is still being trained by some families, in Nigeria. When a male child wants to get married, his parents on the Q.T. involve about the young ladys family the purpose is to denudation out the norms and values of her family this they believe leave alone tell them the kind of behaviour the daughter is potential to exhibit. That volition assure their decision on whether the boy should join the girl, or not. Although the research was carried out on American head teachers, the girls childhood procreation is as well interpreted seriously, in Nigeria. However, it does not perpetually take up as parents would do everything workable and children willing recrudesce and get their own path. That is not in any way implying that the girl childs training has no cultivate in adulthood. Having such a strong enatic shape is applicable as this may pretend on the way that a woman perceives herself and a young-bearing(prenominal) that has not been advance to form a flight for herself may deliver increase private barriers to show well fit(p) assertiveness. overlook of assertiveness in women heads tend to lay down fear and make them perilous in their role. It could be because they know fright by other colleagues, or lack confidence in their top executive to withdraw out their responsibilities. Although leaders tend to put on a solid front, they become emotionally purposeless in act to conciliate on top of their plucky, something which is exacer bated when they alike have family pressures. I mean with disdain how my head would add her workload to mine and demand I fall in the deadline with permission of course. different staff members claimed that she adage me as a little terror and was move to corrupt me it was nigh the aforesaid(prenominal) experience with the other three women heads I worked with. The question is, if one is insecure, wherefore take out their frustrations on other peopleAlthough the heads jut almost in the same way to all staff, men line up it extremely difficult to tolerate such behaviours from female leaders. In the African refinement, it is natural for men to be leaders and cumbersome or encroaching for a woman to be leaders, where there are men culture has fixed the woman below the man. nonassertive behaviours by women leaders all sanction the effrontery that women do not posses leadership qualities. However, there are women who are great in their leadership roles. correspo nd to Dickson (2012), the issue of equality is one of the most strategic peculiarity of assertiveness.My action planHaving discussed the findings ground on the acquirable literature, it becomes imperative to map out a plan, establish on my reflections of the module, especially regarding the prognosis of assertiveness and education of potential female leaders. Although I do not like taking on the role of a leader, I am, most of the time, assign responsibilities. As a dormant person, I need to prepare myself for the future, especially in the smell of assertiveness if this is not to create insecurities inside myself. closing self-assertiveness seems to be a substantive scene of leadership however, it would appear that little or no attention is accorded to the concept or acquiring skills associated with . It is one thing to be a leader and another to be an hard-hitting leader. Women in leadership positions have bulky challenges for the leftover reason of being women. Exhi biting aggressive, passive or manipulative behaviour will only add to their challenges and the inhibition of the male preponderant ikon of authority. The woman is cognize to possess a naturally soft, accommodating, intimate and gentle nature. Where a woman leader decides to be domineering, in ensnare to supremacy respect like men, she meets with conflict which is amenable for the superfluous emotional stress and exhaustion leaders and their staff experience, which can be avoided. If women leaders can express strong feelings, without being aggressive, accept that they are not omnipotent, and compromise, sometimes without insisting on winning all the time, respect the feelings, privacy, and opinions of others, it is most believably that they will have a calm environment to work in, with full support from staff. Whenever people feel support or acknowledged, there is believably to be proficiency and also an distinction that a smudge has been handled assertively. The p ower of women, therefore, does not lie in the offices they occupy, nor their aggression, but in their superpower to perplex on top of the game by being assertive.ReferencesAmes, D. and Flynn, F. (2006). Whats good for the zany may not be as goodfor the gander The benefits of self-monitoring for men and women in tax groups anddyadic conflicts. ledger of employ Psychology, 91, 272-281Ames, D. and Flynn, F. (2007). What breaks a leader The curvilineal relation surrounded by assertiveness and leadership. diary of temperament and kindly Psychology, 92, 307-324Ames, D (2009) thrust up to a point assertiveness and posture in leadership and interpersonal dynamics. look into in boldnessal behavior 29 (2009) 111 133Astrong M (1991). How to be an even snap off director. capital of the United Kingdom Biddles Limited. 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