Chapter 1

THE PROBLEM AND ITS SCOPE

Women leaders are not new to leadership, think of Cleopatra or Queen

Elizabeth. Think of the women who led the civil rights and education reform

movements. But women are still outnumbered by men in the most prestigious

positions. Some of these barriers include discrimination, implicit bias, lack of

mentoring, and exclusion from social and informational networks. This

phenomenon of female leaders facing gender stereotyping is not found solely

all over the world. Three situations typically exist and undermine a woman’s

leadership capabilities. The first situation is “extreme perceptions,” so a

woman is either perceived as too soft or too tough, but never just right. The

second situation is “high competence threshold” in which women face higher

standards than men and receive lower rewards. The third situation is that

women are typically perceived as competent or liked, but rarely both.

When women are empowered and can claim their rights and access to

land, leadership, opportunities and choices, economies grow, food security is

enhanced and prospects are improved for current and future generations.

Women have long been the mainstay of communities and are heavily

involved in community initiatives in various forms. Though often the unsung

 2

heroes of community action, women’s role in community development has

become increasingly important. In some communities, they have established

themselves as leaders in community development and acquired the skills that

have brought positive change to their communities. Women leaders play key

roles in establishing and maintaining important relationships and networks in

their communities. They face cultural, economics, and social barriers in

leading the community and in many cases overcoming those barriers become

their motivation. While their comprehensive approach has influenced the

evolution and nature of community development, women’s contributions have

been neither widely acknowledge nor explicitly credited.

According to Professor Ginka (2016), women hold 46% of jobs in the

United States and hold 50% of middle management positions according to a

recent report by the International Labor Organization. Even more

significantly, a report from the US Department of Labor noted that women

outnumbered men in executive roles in the areas of finance, human

resources, education, medical and health services, accounting and auditing,

budget analysis, real estate and social and community services. So, while

women have made considerable advances in middle management, the

statistics remain deeply disheartening at top-management level. There are

currently so few women in top management roles that, in that arena, women
 3

are perceived as outsiders. This marginalization creates a kind of legitimacy

gap, insofar as women do not fit the dominant (male) stereotype of what it is

to be a leader. Men are associated with ‘agentic’ behavior, meaning that they

tend to be proactive, assertive, dominant, and in control of situations. By

contrast, women are associated with ‘communal values’, such as friendliness,

support, and a warm and caring attitude. When we look at these two sets of

traits, it becomes clear that the agentic approach is the one we associate with

leadership.

According to Annelle (2018), female students, for one, are more likely

to complete their tertiary studies compared to the boys; and when it comes to

the workforce, more women take on higher-paying positions compared to

men. In the Philippines, women are also underrepresented in local elective

offices—and it paints a “particularly alarming” picture, according to the report.

“In 2013, only 11 percent of elected local officials were female, a sharp

decline from 20 percent in 2010, 18 percent in 2007, and 17 percent in 2004.

At the barangay level, specifically, women only occupied 19 percent and 27

percent of all barangay captain and councilperson posts, respectively,” the

report reads. This doesn’t mean people aren’t voting for women; it’s because

fewer women are running for office. The Department of Social Welfare and

Development, in particular, has had only female secretaries since 1986. Not
 4

surprisingly, no woman has ever headed the agriculture, defense, interior and

local government, and public works departments, which are traditionally

male-dominated offices,” the report states.

According to Society for Education, Animation, Rural Care and Health

or known as SEARCH (2015), the disenfranchisement of women is largely

due to lack of access to education, skill development, and income generation

opportunities, which has a knock on effect on women’s participation. The

second approach to women’s empowerment has been education. This

includes primary awareness generation on issues relating to women’s

nutrition, reproductive health, and in participating political process. The third

measure has to do with the capacity building through various kinds of training

that develop women’s skills, and provide them with opportunities to step into

leadership roles.

The purpose of this study was determined the assessment given by the

senior citizens to their respective women community leaders. Next is to

emphasize equality, respect, and care for all individuals especially women.

Lastly, is to appreciate how women’s leadership can change a community

into a better one.

 5

The researchers conducted this study during the first semester of

2020-2021. To talk about the credibility, the researchers are students of

Bachelor of Science in Social Work at North Central Mindanao College and

lying face downward to the assessment of senior citizen to the women

leaders in their community. As the students of the said course and also a

future social worker it is important to know how women can do way more

better than men does to promote equality and respect in our society.

Theoretical Framework

This study anchored the following theories:Theoretical Perspectives on

Aging (Crosnoe and Elder 2002), Trait Theory by Allport (1930), and

Behavioral Theory by Cherry (1940).

Theoretical Perspectives on Aging by (Crosnoe and Elder 2002) notes

that functionalists find that people with better resources who stay active in

other roles adjust better to old age three social theories within the functional

perspective were developed to explain how older people might deal with

later-life experiences. The earliest gerontological theory in the functionalist

perspective is disengagement theory, which suggests that withdrawing from

society and social relationships is a natural part of growing old.

 6

In connection with the study, there are several main points to the

theory. First, because everyone expects to die one day, and because we

experience physical and mental decline as we approach death, it is natural to

withdraw from individuals and society. Second, as the elderly withdraw, they

receive less reinforcement to conform to social norms. Therefore, this

withdrawal allows a greater freedom from the pressure to conform. Finally,

social withdrawal is gendered, meaning it is experienced differently by men

and women. Because men focus on work and women focus on marriage and

family, when they withdraw they will be unhappy and directionless until they

adopt a role to replace their accustomed role that is compatible with the

disengaged state (Cummings and Henry 1961).

Additionally, The suggestion that old age was a distinct state in the life

course, characterized by a distinct change in roles and activities, was

groundbreaking when it was first introduced. However, the theory is no longer

accepted in its classic form. Criticisms typically focus on the application of the

idea that seniors universally naturally withdraw from society as they age, and

that it does not allow for a wide variation in the way people experience aging.
 7

The Trait Leadership Theory by Allport (1930) believes that people are

either born or are made with certain qualities that will make them excel in

leadership roles. That is, certain qualities such as intelligence, sense of

responsibility, creativity and other values puts anyone in the shoes of a good

leader. The trait theory of leadership focused on analyzing mental, physical

and social characteristic in order to gain more understanding of what is the

characteristic or the combination of characteristics that are common among

leaders.

Relating to the study, Trait Theory is the building blocks of personality

in which has 3 classes. First is, Cardinal traits are the traits around which a

person organizes his whole life. Allport suggested that these traits are

developed later in life, and are in fact quite rare. Meaning, a person might be

specifically known for these traits example are greed, lust, kindness,

narcissism. Next is, Central Traits representing major characteristics of a

person. These can also be considered as the characteristics that lead to the

foundation of an individual’s personality. Example of central traits: shy,

anxious, intelligent, dishonest. Lastly, Secondary Traits refer to the general

behavior patterns that only appear under certain circumstances. An example

would be getting nervous to speak in public.

 8

The Behavioral Theory by Cherry (1940) is offering a new perspective,

one that focuses on the behaviors of the leaders as opposed to their mental,

physical or social characteristics. Thus, with the evolutions in psychometrics,

notably the factor analysis, researchers were able to measure the cause an

effects relationship of specific human behaviours from leaders. From this

point forward anyone with the right conditioning could have access to the

once before elite club of naturally gifted leaders. In other words, leaders are

made not born. The behavioural theories first divided leaders in two

categories. Those that were concerned with the tasks and those concerned

with the people. Throughout the literature these are referred to as different

names, but the essence are identical.

In relevance with the study, any person, regardless of his or her

background, can be trained to act in a particular manner given the right

conditioning. Strict behaviorists believed that any person can potentially be

trained to perform any task, regardless of genetic background, personality

traits, and internal thoughts (within the limits of their physical capabilities). It

only requires the right conditioning.

Therefore, these Theory of Leadership considers the observable

actions and reactions of leaders and followers in a given situation. The

Behavioral Theory focus on how leaders behave and assume that leaders
 9

can be made, rather than born and successful leadership is based on

definable, learnable behavior. The Trait

Theory of leadership focused on analyzing mental, physical and social

characteristic in order to gain more understanding of what is the

characteristic or the combination of characteristics that are common among

leaders. The Great Man theory assumes that the traits of leadership are

intrinsic. That simply means that great leaders are born, they are not made.

This theory sees great leaders as those who are destined by birth to become

a leader.

Conceptual Framework

There are many women who serve as models for how to lead and how

to become leaders. They’ve taken corporations, governments, academic

institutions and other organizations to new heights. They’ve shown other

women the possibilities and the power they hold in their own hands. Yet for

all their achievements, these women represent too small a percentage of

leaders overall. Childhood lessons and early exposure to leadership have a

significant impact on a woman’s perceptions of her ability to lead. A woman’s

views of leadership begin to take shape early in childhood, starting with the

values she learns.

 10

The Figure A as the schematic diagram shows the illustrations of the

interplay of the independent variables that discusses about the women’s

leaders’ age, educational attainment, civil status, source of income, monthly

family income and religion. The dependent variable discusses about the

senior citizen’s assessment and orientation program will serve as the output

of this study.

Independent Dependent Output

Variable Variable

Level of Leadership
of Women Leaders

*roles/tasks Re-Orientation
Senior Citizens’ Leadership
*Leadership qualities
Assessment Program
*Democratic ways of
leadership

Senior Citizen’s Socio-Economic Profile

*Age

*Sex

*Educational Attainment

*Civil Status

*Source of Income

*Monthly Family Income

 11

Figure A: The Schematic Diagram

Statement of the Problem

This study aimed to determine senior citizens’ assessment towards

women leaders in the community. Specifically this study sought to answer the

following questions:

1. What is the socio-economic profile of the senior citizens’

in terms of:

1.1 age;

1.2 sex;

1.3 educational attainment;

1.4 civil status;

1.5 source of income;

1.6 monthly family income; and

1.7 religion?
 12

2. What is the level of leadership of women leaders in terms of:

1.1 roles/ tasks;

1.2 leadership qualities; and

1.3 democratic ways of leadership?

3. What are the senior citizens’ assessment of the women’s leadership?

4. Is there a significant relationship between senior citizens’ socio-economic

profile and the level of leadership of women leaders?

5. Is there a significant relationship between senior citizen’s socio-economic

profile and their assessment?

6. Is there a significant relationship between the level of leadership of women

leaders and senior citizens’ assessment?

7. What leadership re-orientation program can be designed based on the

results?

Hypotheses

Hypotheses in null forms were formulated and tested empirically at

0.05 level of significance.

 13

Ho1: There is no significant relationship between the senior citizens’

socio-economic profile and the level of leadership of women leaders.

Ho2: There is no significant relationship between the senior citizens’

socio-economic profile and their assessment.

Ho3: There is no significant relationship between the level of leadership

of women leaders and senior citizens’ assessment.

Scope and Limitations

This study focused on the assessment given by the senior citizens to

their respective women community leaders from Barangay Poblacion

Kapatagan, Lanao del Norte consisting of 100 senior citizens. And to be able

to come up with an orientation program to be used by barangay officials to

effectively promote women’s role for the improvement of the community. The

time frame of this study was during the first semester of S.Y. 2020-2021.

Significance

Confidence, the encouragement of positive role models and the

presence of a strong professional network shape a woman’s view of

leadership in the workplace. Confidence is an attribute women themselves

identify as the key to leadership success. Throughout their professional

 14

careers, women struggle with what they characterize as a lack of it.

Innovative corporate initiatives and senior female leaders can motivate and

reinforce women on their way up the corporate ladder

This study will benefit the following:

Department of Social Welfare and Development. The result of the

study will serve as an information that could be used for possible programs to

enhance women’s empowerment in a community.

Community. This will serve as basis to promote women’s opportunities

that could help individuals purchase their skill and would come up an

organization that is exclusive for women.

Teachers. This study can help them visualize as to how women should

be taken care of especially their learners and that each of them is unique in

their way.

Senior Citizen. This study will help them identify and describe an

individual's unique characteristics as they pertain to leading, managing, and

directing others and how such characteristics fit into a given position's

requirements especially to the women leaders.

Students. This study can help them to appreciate the importance of

leadership and the value their self-worth.

 15

Future Researchers. This study will serve as a guide and reference to

other researchers that will be interested in tackling a similar study and will be

comparing the statistics as well.

Definition of Terms

To understand more, the following terms are related terms are defined

conceptually and/or operationally based how they are used in the study.

Barriers. In this study this term means a fence or other obstacle that

prevents movement or access.

Diverse. In this study this term means many different types of people

or things.

Economic Growth. In this study this term means an increase in the

economy of a country or an area, especially of the value of goods and

services the country or area produces.

Inclusivity. In this study this term means values and provides equal

opportunity to all employees regardless of differences.

 16

Ingrained. In this study this term means so established that they are

difficult to change (of beliefs, attitudes, or habits).

Outdated. In this study this term means no longer useful or modern.

Precarious. In this study this term means danger because not firmly

fixed; likely to fall or suffer harm.

Senior Citizens. In this study this term means they will be the one to

give an assessment to their women leaders.

Skeptical. In this study this term means doubting that something is

true or useful.

Women Leaders. In this study this term means the purok Leader in a

certain Barangay that will be assessed by the senior citizens.

Workforce. In this study this term means the group of people who

work in a company, industry, country.

17