Why can’t a woman be more like a man? Female leaders in crisis bargaining

2019 ◽  
Vol 46 (1) ◽  
pp. 1-27 ◽  
Author(s):  
Abigail S. Post ◽  
Paromita Sen
Keyword(s):  
Female Leaders ◽  
Crisis Bargaining

Do Women Make More Credible Threats? Gender Stereotypes, Audience Costs, and Crisis Bargaining

2020 ◽  
Vol 74 (4) ◽  
pp. 872-895 ◽  
Author(s):  
Joshua A. Schwartz ◽  
Christopher W. Blair
Keyword(s):  
Gender Equality ◽  
Gender Stereotypes ◽  
Female Leaders ◽  
International Crises ◽  
Efficient Mechanism ◽  
Crisis Bargaining ◽  
Audience Costs ◽  
Advantages And Disadvantages ◽  
Political Incentives ◽  
Survey Experiments

AbstractAs more women attain executive office, it is important to understand how gender dynamics affect international politics. Toward this end, we present the first evidence that gender stereotypes affect leaders’ abilities to generate audience costs. Using survey experiments, we show that female leaders have political incentives to combat gender stereotypes that women are weak by acting “tough” during international military crises. Most prominently, we find evidence that female leaders, and male leaders facing female opponents, pay greater inconsistency costs for backing down from threats than male leaders do against fellow men. These findings point to particular advantages and disadvantages women have in international crises. Namely, female leaders are better able to tie hands—an efficient mechanism for establishing credibility in crises. However, this bargaining advantage means female leaders will also have a harder time backing down from threats. Our findings have critical implications for debates over the effects of greater gender equality in executive offices worldwide.

Gender, sexism, and war

2021 ◽  
pp. 095162982110611
Author(s):  
Dan Reiter ◽  
Scott Wolford
Keyword(s):  
Sex Differences ◽  
Asymmetric Information ◽  
Hostile Sexism ◽  
Female Leaders ◽  
Private Benefits ◽  
Crisis Bargaining ◽  
Distribution Of Power ◽  
Willingness To Use

We analyze a model of leader gender and crisis bargaining under asymmetric information. There are no essential differences between the sexes in their willingness to use force, but sexist leaders receive a subjective boost for defeating female leaders in war and pay a subjective cost for defeat. We show that this hostile sexism can lead to war for two reasons, first by offering sufficient private benefits to make peace impossible and second by influencing an uninformed leader’s willingness to risk war. We also show that (a) the effect of leader sex on disputes and war depends on the distribution of power, (b) sexist leaders may initiate disputes at less favorable distributions of power than non-sexist leaders, and (c) sexist leaders adopt bargaining strategies that make it difficult for women to cultivate and benefit from reputations for resolve, even in the absence of sex differences in the willingness to use force.

Rebellious Wallflowers and QueerTangueras: The Rise of Female Leaders in Buenos Aires’ Tango Scene

2018 ◽  
Vol 36 (2) ◽  
pp. 173-197
Author(s):  
Juliet McMains
Keyword(s):  
Social Norms ◽  
Buenos Aires ◽  
Female Leaders ◽  
Same Sex ◽  
Overlapping Communities ◽  
Heterosexual Women ◽  
Bisexual And Transgender ◽  
History Of

This paper interrogates the history of same-sex dancing among women in Buenos Aires' tango scene, focusing on its increasing visibility since 2005. Two overlapping communities of women are invoked. Queer tangueras are queer-identified female tango dancers and their allies who dance tango in a way that attempts to de-link tango's two roles from gender. Rebellious wallflowers are women who practice, teach, perform, and dance with other women in predominantly straight environments. It is argued that the growing acceptance of same-sex dancing in Argentina is due to the confluence of four developments: 1) the rise of tango commerce, 2) innovations of tango nuevo, 3) changing laws and social norms around lesbian, gay, bisexual, and transgender rights, and 4) synergy between queer tango dancers and heterosexual women who are frustrated by the limits of tango's gender matrix. The author advocates for increased alliances between rebellious wallflowers and queer tangueras, who are often segregated from each other in Buenos Aires' commercial tango industry.

Gender bias in hospital leadership: a qualitative study on the experiences of women CEOs

2017 ◽  
Vol 31 (2) ◽  
pp. 253-268 ◽  
Author(s):  
Sophie Soklaridis ◽  
Ayelet Kuper ◽  
Cynthia R. Whitehead ◽  
Genevieve Ferguson ◽  
Valerie H. Taylor ◽  
...  
Keyword(s):  
Qualitative Study ◽  
Gender Bias ◽  
Female Leaders ◽  
Content Type ◽  
Hospital Leadership ◽  
Purposeful Sampling ◽  
Women Ceos ◽  
Hospital Ceos ◽  
The Individual ◽  
Systemic Discrimination

Purpose The purpose of this paper is to examine the experiences of gender bias among women hospital CEOs and explore to what these female leaders attribute their success within a male-dominated hospital executive leadership milieu. Design/methodology/approach This qualitative study involved 12 women hospital CEOs from across Ontario, Canada. Purposeful sampling techniques and in-depth qualitative interview methods were used to facilitate discussion around experiences of gender and leadership. Findings Responses fell into two groups: the first group represented the statement “Gender inequality is alive and well”. The second group reflected the statement “Gender inequity is not significant, did not happen to me, and things are better now”. This group contained a sub-group with no consciousness of systemic discrimination and that claimed having no gendered experiences in their leadership journey. The first group described gender issues in various contexts, from the individual to the systemic. The second group was ambivalent about gender as a factor impacting leadership trajectories. Originality/value Representations of women’s leadership have become detached from feminism, with major consequences for women. This study reveals how difficult it is for some women CEOs to identify gender bias. The subtle everyday norms and practices within the workplace make it difficult to name and explain gender bias explicitly and may explain the challenges in understanding how it might affect a woman’s career path.

Flexibility and Firmness in Crisis Bargaining

2021 ◽  
pp. 002200272199417
Author(s):  
Vesna Danilovic ◽  
Joe Clare
Keyword(s):  
Empirical Analysis ◽  
Causal Mechanism ◽  
Mixed Strategies ◽  
Bargaining Process ◽  
Theoretical Rationale ◽  
Crisis Bargaining ◽  
Peaceful Resolution ◽  
Tit For Tat

Our study compares the efficacy of mixed bargaining strategies to strict coercion or accommodation. While mixed strategies can be approached from different conceptual angles, we focus on flexible and/or firm postures as signaling properties of bargaining. In our theory and empirical analysis, we show that the combination of firmness with flexibility on both sides, without necessarily scripted rules as in tit-for-tat, leads to peaceful resolution without unilateral concessions. Its opposite, resolute firmness is unlikely to make the opponent yield, as assumed in influential literature of the traditional canon. If anything, war is most likely when both sides opt for it. We provide the theoretical rationale for these expectations, which are validated in our empirical analysis of the ICB crisis dataset for the 1918 to 2015 period. Our study also points to the bargaining process as a potential causal mechanism between democracy and peace, and therefore has relevant implications for several research strands.

scholarly journals In support of female leadership in the church: Grappling with the perspective of Setswana men � Shepherding as solution offered

2012 ◽  
Vol 33 (1) ◽  
Author(s):  
Gopolang H. Sekano ◽  
Maake J. Masango
Keyword(s):  
Female Leadership ◽  
1 Corinthians ◽  
Intensive Study ◽  
Female Leaders ◽  
Negative Experience ◽  
Patriarchal Culture ◽  
Timothy 2 ◽  
Female Leader ◽  
The Church

This article addresses the overwhelmingly negative experience and feeling of some men who serve under female leaders in the church. They claim to feel degraded and traumatised by the experience of being led by women. They also claim that their patriarchal culture and religion is defied by such actions and laws of equality that encourage female leadership. They substantiate their views by quoting 1 Corinthians 14:34−35 and 1 Timothy 2:12−14 in addition to a Setswana proverb, �Tsa etelelwa pele ke e namagadi di wela ka lengope� [those who are led by a female leader fall into dongas]. In the light of this situation an intensive study regarding the need for an egalitarian concept and constructive interpretation of Bible passages, Setswana proverbs and idioms regarding the inevitability of female leadership is paramount to people who have an androcentric concept of religion and culture.

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