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The article by Turner-Moffatt (2019) investigates the issue of women in leadership roles. The researcher claims that women represent about half of the workforce in the U.S. and more than that in higher education. However, despite the fairly equal presence of men and women in the workforce and academic settings, the author found that “only 32% of high-level or C-suite leaders are women” (Turner-Moffatt, 2019, p.17). The research question is not clearly stated, but it might be formulated as follows: Can gender diversity in leadership be achieved through mentorship? The thesis statement indicates that “women should be in more leadership roles and have a more powerful presence in the work force” (Turner-Moffatt, 2019, p. 17). The argument is, “if women are not empowered to be a part of the leadership in an organization, then that organization is missing out on workers who could help it flourish” (Turner-Moffatt, 2019, p. 17). The researcher does not refute any theories or statements but supports the major argument with relevant evidence.
The implications reflect the need for transformations in the current leadership model towards diversity and the increase in the number of women leaders. Moreover, the study suggests that mentorship should be used to help women reach C-suite positions and equally contribute to companies’ success. Additionally, the author discusses the research questions related to women-specific workforce challenges and the benefits of mentorship to expand the topic of women leadership. The article provides valuable insights into the problem of women in leadership roles and explains the importance of mentorship in business and leadership. The method of secondary data analysis is appropriate for the purpose of descriptive research and allows the author to present the findings in a concise but informative way. However, the research question was not mentioned in the study, so the conclusions respond to the implied question. In comparison, the research by Kubu (2017) also examines the topic of women leadership but follows the traditional structure of a peer-reviewed article, so it might be used to further explore the problem. The quote by Turner-Moffatt (2019) concludes that “training women for leadership positions isn’t just about women; it is about everyone in the company” (p. 19). Overall, the article is a compilation of essential knowledge by multiple experts that presents the current situation with women leadership and provides guidance for improvements via mentorship.
Reference
Kubu, C. S. (2017). Who does she think she is? Women, leadership and the ‘B’(ias) word.The Clinical Neuropsychologist, 32(2), 235–251. Web.
Turner-Moffatt, C. (2019). The power of mentorship: Strengthening women in professional leadership roles. Professional Safety, 64(8), 17–19.
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