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xperience which can cause setbacks in their careers, inhibiting them from further progressing in their career paths. Since there is no actual formal process for hiring people in these positions, Ahrens describes that many employers use stereotypes and personal bias in deciding who gets the leadership positions, and thus females don’t end up being able to get equal opportunity to men. These women also don’t often succeed in these positions because they are always given risky leadership positions since they are “seen” to handle high crisis situations better than males as perceived by many employers.

This source is credible because it provides many sources of where the statistical information is coming from and was written by a credible writer who has done much research on this topic. Jan-Philipp Ahrens got his doctoral degree from the University of Mannheim and completed the Berlin Doctoral program of Economics and Management Science. Ahrens then joined the German Federal Ministry of Finance in Berlin as a political advisor in business restructuring. Ahrens dissertations and articles have multiple international peer-reviewed awards, and he has written many articles about business leadership and management. This source was chosen because it states with information and credibility, why there is such a difference between the number of males and female CEOs. This source is helpful because it shows examples of how female CEOs are getting treated differently from male CEOs, and how the way that they are perceived by others effects how far they can reach in such leadership positions. This book contributes to the idea that females are in fact treated differently in CEO leadership positions and explains how women are purposely denied the ability to grow and take on the responsibilities of a CEO, based largely on their gender, and their gender stereotypes. Ahrens criticism and informative book helps my research because it provides many details and the possible different reasons that answer my question as to why there exists drastically so many fewer females in CEO leadership positions than males, and how these roles are changing as time progresses.
Headley, CW. “Study: Women CEOs Are More Likely to Face Termination than Men.” Ladders | Business News & Career Advice, Ladders | Business News & Career Advice, 1 Feb. 2019.
Headley describes that between 2000 and 2014, a study publishes by Journal Management stated that there had been 641 CEO dismissals and out of those women CEOs were 45 percent more likely to be dismissed than male CEOs. Headley explains that both males and females were fired if the company was not performing well but when the company was performing well more women CEOs were consistently dismissed. Some of the reasons that women were found to be dismissed