Research states that “Transformational leadership is a better predictor of organizational effectiveness than transactional or laissez-faire leadership. Transformational leaders are better at driving organizational change and getting results than transactional leaders (Hughes, Ginnett, & Curphy, 2012)” (Pennsylvania State University, 2018, para. 18). Research also shows that “women have been found to be more successful with the transformational leadership approach (Pennsylvania State University, 2018, para. 12). However, today we are faced with women’s marches to voice the need for equality in the workforce. We are also faced with blatant sexual harassment against women in the workplace, and we are seeing “higher standards for performance” placed on women in the workplace (Pennsylvania State University, 2018, para. 14).
Many efforts are being put into place to eliminate bias. In employment law, we are hearing of “ban the box” which would prohibit employers from asking about a candidate’s criminal history until a “provisional job offer has been extended” (Maurer, 2016). In an effort to help women and millennials, we are also hearing about banning previous employer salary questions in interviews (Lutz, 2018). I do not think it’s far off to say that one day, the interview process may entail a form of communication with the candidate where the employer is not predisposed to the candidate’s gender in order to eliminate allegations of pay inequity when making an offer of employment. Therefore, the employer would have to make the offer based on the candidates, skills, education and background. This would benefit female candidates that are interviewing with the company for the first time.
For those female employees who are already within the company and are seeking a promotion, policies may need to be put into place where the decision for key executive positions would have to be decided by a “board” or a group of at least one male employee and one female employee.
This is an important time in employment history for employers to rely heavily on their Human Resources departments to make sure companies are eliminating potential high dollar risks to the organization for allegations such as pay inequity and harassment/sexual harassment. It is also an important time that companies create policies and create an environment that eliminates organizational, interpersonal and personal barriers (Pennsylvania State University, 2018, para. 13) for female employees.
References:
Lutz, J. (2018, January 31). Forbes. Salary question ban benefits women and millennials. Retrieved from https://www.forbes.com/sites/jessicalutz/2018/01/31/salary-question-ban-benefits-women-and-millennials/#87562175a8c1
Maurer, R. (2016, March 10). Society for human resource management. Ban the box movement goes viral. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/risk-management/Pages/Ban-the-Box-Movement-Viral.aspx
Pennsylvania State University. (2018). PSYCH 485: Leadership in work settings. Lesson 10: Transformational leadership. Retrieved from https://psu.instructure.com/courses/1925331/modules/items/23786606
Pennsylvania State University. (2018). PSYCH 485: Leadership in work settings. Lesson 13: Leadership and diversity. Retrieved from https://psu.instructure.com/courses/1925331/modules/items/23786643