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CASE INCIDENT 1 Should Women Have More Power? We mentioned in this chapter that women tend to have protections. The same review found that having female less power in organizations than men. To demonstrate board members helped companies' marketplace per- gender differences in power, just look at the gender com formance in countries with higher gender equality. In position of executive boards for top-performing com addition, boards with greater gender diversity are bet- panies. As of 2015, only 18.8 percent of Fortune 1000 ter at monitoring company performance and engage in company board seats were occupied by women, and only more strategic involvement. Other research suggests that 20.6 percent of board seats were occupied by women at diverse executive boards are not always beneficial. In Fortune 500 companies. This disparity not only highlights most circumstances, having women with greater power the discrimination and the glass ceiling that many women on a board led to more strategic change in the organiza- face, it may also be bad for business. tion. However, this is only true when the company is not In Chapter 9, we learned that diverse groups may be threatened by low performance. more creative and innovative, and decision making is Many countries are trying to improve their economies more accurate when a group has a variety of perspec. by creating quotas that promote more gender diverse tives. This principle appears to be true when it comes to boards. As of 2008, Norway requires women to hold 36 diverse executive boards. A recent review of 140 studies percent of board seats, France passed legislation in 2011 found that having women on an executive board boosted to promote gender-diverse boards. As a result of the law, 48 returns, especially in countries with stronger shareholder percent of new directorships were held by women in 2013 Power and Politics CHAPTER 13 Questions 13-14. Why do you think having women with greater power on a board changes firm performance? 13-15. Do you think using a quota system to promote gender diversity is a good idea? Why or why not? 13-16. Why do you think some countries have more gender-diverse boards than others? Sources: Based on M. Farber, "Justin Trudeau Perfectly Sums up Why We Need More Women in Power." Fortune, April 7, 2017, http://fortune.com/2017/04/07/justin-trudeau-women-in-the-world-summit- 2017/S. H.Jeong and D. Harrison, "Glass Breaking Strategy Making, and Value Creating: Meta-Analytic Outcomes of Females as CEOs and TMT members," Academy of Management Journal, in press, C. Post and C. J. Byron, "Women on Boards and Firm Financial Performance: A Meta-Analysis," Academy of Management Journal 58, no. 5 (2015): 1546-71; T. M. del Carmen, T. L. Miller, and T. M. Trzebiatowski. "The Double-Edged Nature of Board Gender Diversity: Diversity, Firm Performance, and the Power of Women Directors as Predictors of Strategic Change," Organization Science 25, no. 2 (2014): 609-32; and M. Llautaud, "Breaking Through: Stories and Best Practices from Companies That Help Women Succeed," Huffington Post, April 29, 2016, http://www.huffingtonpost.com/martine-lautaud/stories and-best practices from companies that help-women-succeed_b_9722518.html CASE INCIDENT 2 Where Flattery Will Get You One of the various impression management techniques that people use in the workplace is flattering or compli- menting a person. Many people believe that flattery has a considering what they had in common with their boss more likely to obtain their goal through flatterv. Even if an employee is successful using Nattery, in neginn dhael Anathan 1.. 1