RA 207 M4: Skill

Gender/Culture Case Study

Read the following case study. Reflect the concepts of power, cultural, leadership,

generational, and gender roles at play in the described situation. Discuss the
effects on the leader, his/her efficacy, those being led, the organization as a
whole, and your own recommendations for overcoming the related challenges.
Use relevant examples, theories, and terminology.
Linda is a competent, proven administrator who has worked for a well-known
nonprofit organization for the past fifteen years. She is detail-oriented, organized,
and has consistently exceeded the expectations of the organizations leadership.
She works will with others and has been commended on several occasions for her
leadership ability and growth. She is interested in continuing to develop a long-term
career with this organization, and has made this desire clear to her superior on
several occasions. Her past work experience came from a large corporation, but
she had been disappointed at the lack of options for upward mobility, and the
impersonal nature of working for a large firm. At the nonprofit, Linda values the
opportunity to work closely with a smaller group of like-minded individuals.
Linda has worked with her boss, John, for the past ten years. John is a caring, older
man who has been with the company for over twenty years. He is a white male who
is sensitive to issues of gender and race and wants to see the organization grow in
its ability to be more multiethnic and inclusive. He requested that Linda work with
him in his department, and together, they have developed and led an initiative to
encourage equality and help improve race relationships within the organization.
Linda has spearheaded most of these events, and has been very vocal about her
desire to see change within the organization. Several of her colleagues have been
offended by Lindas insistence on pushing the issue, and have talked to John about
her. They have expressed that they experience her as confrontational and overly
emotional. In addition, John has been asked in managerial meetings about Lindas
abrupt style, forcing him to defend her on multiple occasions. This has caused him
great concern.
Recently, John and Linda had a major confrontation that has threated the future of
their relationship. Linda is seriously considering quitting her job at the organization.
For several years, Linda has been overlooked for a promotion to become a
manager. Other, less qualified candidates have been promoted instead of her, and
these people have all been white and male. She brought this to Johns attention on
several occasions, and has question him as to why she is not being promoted,
despite her exceptional record and time working with the organization. John has
assured her that she is managerial material and that she is definitely being groomed
for advancement, however, he also pointed out that he and many of her co-workers
are having difficulty with her emotional style of communicating. Some of her
colleagues are afraid of her and see her an angry person with a chip on her
shoulder. John is very non-confrontational, and would like her to tone down,

suggesting that if she were less vocal and more collaborative her chances of
promotion would greatly improve.
Linda is offended by Johns suggestion and believes it is really a subtle way of trying
to force her to be more white in her style so that she will be more tolerable to the
predominantly white, male managerial team making most of the hiring decisions in
the organization. She feels that John has betrayed her and can no longer be
trusted. John is overwhelmed by her responses and does not know how to respond
to her anger. He feels he is beginning to understand why many people are afraid of
Linda.