The study sought to explore how the perceptions of a leader may affect professional millennial women and their perceptions of leaders as they endeavor for senior leadership positions. Businesses invest significant resources in diversity and inclusion programs, but the lack of diversity in senior leadership positions still exists. Millennial women were chosen as this study’s population because they are the next generation moving into senior leadership positions, and a gap in research existed. The specific business problem is the lack of diversity of women in senior leadership positions; no research was found on how millennial women perceived who and what a leader is. Supporting theories used were transformational leadership theory and generational theory. The conceptual framework started with the business problem, theoretical context, theories, themes, and the gap in research knowledge. This was an exploratory, qualitative, single case study consisting of literature review, data collection, field test, one-on-one interviews, a review of social media and external documentation, and data analysis using NVivo12. The research questions addressed were (a) How does the discernment of who and what a leader is, influence the decision of professional millennial women and their desire to remain with an organization? (b) How are professional millennial women experiencing generational leadership differences in their pursuit of senior leadership or C-Suite positions? and (c) How has the interaction between professional millennial women and other generations of leaders influenced their desire to strive for C-Suite or senior leadership positions? The population used for this study was women born between 1980 and 1999, has worked for a Fortune 500 company, has an undergraduate degree, and has more than one year of leadership experience. The snowball method was used to recruit participants in the study. One field test and eight one-on-one interviews were conducted. The key findings revealed that leadership factors influenced the participants' decisions to remain with an organization, not their perceptions of a leader. The study found that the participants believed that a college degree is needed to compete with the older generation and millennial men and to distinguish them above their male counterparts. The research found that some millennial women want to attain senior leadership or C-Suite positions and also confirmed that generational differences affect professional millennial women and their desire to remain with an organization.
|Commitee:||Wood, Vanessa, LaViolette, Bruce|
|Department:||School of Business and Technology|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 82/3(E), Dissertation Abstracts International|
|Subjects:||Business administration, Womens studies, Management|
|Keywords:||Diversity, Generational, Implicit leadership, Leadership, Millennial, Women|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be