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首页> 外文学位 >Leadership theories, perceptions and assessments: The relationship of African American women in a Fortune 500 company.
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Leadership theories, perceptions and assessments: The relationship of African American women in a Fortune 500 company.

机译：领导力理论，看法和评估：《财富》 500强公司中非洲裔美国妇女的关系。

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摘要

Whether intentional or unintentional, for the past few decades Fortune 500 companies have staffed their leadership positions predominantly with white males. Much of the research conducted on leadership, leadership effectiveness and leadership characteristics has also used white men as the leadership model and tried to generalize findings onto all other demographic groups, such as women and minorities. In the review of the literature on leadership and leadership theories, there appeared to be little research about how the intersection of race and gender influence one's translation of leadership theories and what it takes to be a successful leader. Using the data from the Emotional Intelligence Competency North American Database (EICNAD) and data from the Emotional Competency Inventory (ECI) assessments completed by participants in a Fortune 500 Company, this quantitative exploratory study assessed the Emotional Intelligence of 17 African American women. In this study, leadership strengths of the participants were identified as those competencies that had the highest mean and were based on ratings from self-reported ratings and total others ratings (which included managers, peers, direct reports, customers, and others). For the DUC Company, the competencies with the highest means were Self Confidence, Adaptability, Empathy, and Conflict Management . There was no difference between the Self reported ratings and total Others ratings for African American women in the DUC Company.
机译：无论是有意还是无意，在过去的几十年中，《财富》 500强公司的领导职位主要由白人男性担任。有关领导力，领导力有效性和领导力特征的许多研究还使用白人作为领导力模型，并试图将调查结果推广到所有其他人口统计群体，例如妇女和少数民族。在关于领导力和领导力理论的文献的回顾中，关于种族和性别的交集如何影响人们对领导力理论的翻译以及成为一名成功的领导者需要什么的研究似乎很少。利用来自《财富》 500强公司参与者完成的北美情绪智力能力数据库（EICNAD）数据和情绪能力清单（ECI）评估数据，这项定量探索性研究评估了17位非洲裔美国妇女的情绪智力。在本研究中，参与者的领导力被确定为具有最高平均值的能力，这些能力是基于自我报告的评分和其他所有评分（包括经理，同事，直接下属，客户以及其他）的评分。对于DUC公司而言，能力最高的能力是自信，适应能力，同理心和冲突管理。 DUC公司中非裔美国妇女的自我报告的评分与其他人的总体评分之间没有差异。

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  • 作者

    Yancey-Bragg, Terry.;

  • 作者单位

    Wilmington College (Delaware).;

  • 授予单位 Wilmington College (Delaware).;
  • 学科 Business Administration Management.; Black Studies.; Womens Studies.
  • 学位 Ed.D.
  • 年度 2006
  • 页码 167 p.
  • 总页数 167
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;人类学;社会学;
  • 关键词

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