ABSTRACT
This chapter reviews the labyrinth theory, identifying major obstacles and suggesting the need for cultural institutionalization for women's leadership. Eagly and Carli's labyrinth theory states that, the challenge of women's leadership goes beyond the traditional metaphor of the glass ceiling. The glass ceiling implies that women are unable to break through to senior leadership ranks, and are frustrated by an unattainable goal within sight. Eagly and Johannesen-Schmidt conducted an analysis of literature comparing male and female leadership styles. Female leaders were rated higher on two aspects of transformational leadership: attributed charisma and individualized consideration. Gupta's multilevel theory identifies multiple levels that shape how workplace influences the leadership experience of men and women. Gender-diverse boards focus more on clear communication to employees, prioritize customer satisfaction, and consider even greater diversity and corporate social responsibility. In recent years, several forces have made women's roles in family businesses more visible, helping advance women into meaningful and senior leadership roles.
