Leadership and the role of women in the success of logistics companies

Abstract

The objective of this article is discussing the role and importance of women's leadership qualities in shaping the business success of firms in the logistics industry. Research Design & Methods: Research was divided into two steps. Data was collected from both primary and secondary sources. Authors used monographic methods, along with an evaluation of documents in terms of their publication usefulness. In the next step, data was collected from primary sources: women working in the logistics industry as managers or managing their own firms-the technique applied was based on individual in-depth interviews, as well as employees of logistics companies led by women-the technique applied was direct questionnaires. Findings: As the conducted research shows, the growing authority of women in the logistics industry results from their having the fundamental qualities and competences that should characterize an effective leader. In addition, some personality traits characteristic of women proves to be extremely useful in the multi-stimuli corporate environment. Therefore, women are perfectly capable of managing logistics. Contribution & Value Added: According to the authors' recommendations, the study should be expanded to include a larger group of respondents. Moreover, there should be included companies from different parts of the world. In addition, the next step should consider the socio-cultural conditions of the firm's country of origin.

Factors influencing career advancement in supply chain management with gender perspectives: French case study

“…Andre (1995), Knemeyer et al . (1999), Kolasińska-Morawska et al . (2019), Larson and Morris (2014), Min and Lambert (2002), “home status”, e.g.…”

“…Johnson et al (1999), Kau and Kleiner (2001), Lynagh et al (1996), Nix andStiffler (2016), Zinn et al (2018), "structural discrimination", e.g. Andre (1995), Knemeyer et al (1999), Kolasi nska-Morawska et al (2019, Larson and Morris (2014), Min and Lambert (2002), "home status", e.g. French and Strachan (2009), Maloni et al (2019), Tatham and Kov acs (2010) and "informal social and formal networks", e.g.…”

“…Among the positive factors thus far identified are "support from senior SCM staff or mentors within the firm" (Maloni et al, 2019;Nix and Stiffler, 2016), "initial training" (Fl€ othmann and Hoberg, 2017;French and Strachan, 2009), "encouragement to pursue further training throughout one's life" (Knemeyer et al, 1999;Sinha et al, 2016), "SCM hard, soft and managerial skills" (Kolasi nska-Morawska et al, 2019), "human resource management policies for gender diversity" (Fl€ othmann and Hoberg, 2017; Larson and Morris, 2014;Nix and Stiffler, 2016) and "a binding legal environment for gender equity" (French and Strachan, 2009). Negative factors discouraging women's career progressions in SCM include "work-life balance and career interruption linked to motherhood" (Johnson et al, 1999;Kau and Kleiner, 2001;Lynagh et al, 1996;Maloni et al, 2019), "male hierarchy" (Carter and Jennings, 2002;Cooper et al, 2000;Min and Lambert, 2002;S ¸ent€ urk et al, 2021) associated with a form of "homophily" (Lawrence et al, 2018) and "usual discrimination against women" (also called "statistical discrimination"), which is often linked to stereotypes (Keller and Ozment, 2009;Kolasi nska-Morawska et al, 2019;Larson and Morris, 2014;Nix and Stiffler, 2016).…”

“…Negative factors discouraging women's career progressions in SCM include “work-life balance and career interruption linked to motherhood” (Johnson et al ., 1999; Kau and Kleiner, 2001; Lynagh et al ., 1996; Maloni et al ., 2019), “male hierarchy” (Carter and Jennings, 2002; Cooper et al ., 2000; Min and Lambert, 2002; Şentürk et al ., 2021) associated with a form of “homophily” (Lawrence et al. , 2018) and “usual discrimination against women” (also called “statistical discrimination”), which is often linked to stereotypes (Keller and Ozment, 2009; Kolasińska-Morawska et al ., 2019; Larson and Morris, 2014; Nix and Stiffler, 2016).…”

Yönetim & Organizasyon Alanında Seçme Yazılar

“…The logistics industry, like many other industries, has traditionally been male-dominated. However, research has shown that diverse leadership teams lead to better decision-making, innovation, and overall organizational performance (Kolasińska-Morawska et al, 2019). Leadership development programs can help identify and develop the leadership potential of individuals from underrepresented groups, including women, and provide them with the necessary support and opportunities to advance their careers in the logistics industry (Bulmer et al, 2021).…”