Sample Solution

leads to the success of the business, and since mostly males are chosen as the successors, success of businesses is tied with male figures. This source further explains that the reason for the constraints for female labor is due to gender bias, where the capabilities of females are overlooked. The daughters of predecessors feel as though they are less apparent as compared to their brothers, which motivates them to do more to demonstrate their abilities to their parents. Landmann uses a study based on 40 interviews of Californian family businesses to evaluate the idea that the management abilities of the family’s daughters are always underutilized despite them having proper management experience and education, and thus they have to continuously prove themselves to be competent workers.
Dr. Andreas Landmann is the junior Professor of Development Economics at the University of Göttingen Faculty of Business and Economics. Landmann studied economics with a focus on development economics and applied economics at the University of Mannheim and at the University of Toronto. He completed his doctoral studies at the University of Mannheim. Landmann was also a research fellow at the Paris School of Economics in France, and currently serves as an evaluation expert in German development projects. This source is credible because the Landmann is a writer who conducts research supported by various studies, which he also references in the text to proves and establish his statements and claims, while simultaneously backing them with numerical data. This source was chosen because I find it interesting how even in family businesses if a new CEO had to be chosen it was most often the male heir that received the position rather than any female who was equally as qualified, and sometimes even first in line to have that position. This source really shed a light on how different parts of the business world have similar and different views on why such gender gaps exist and how they affect female CEO, and leadership positions in these respective companies and businesses on a much broader scale, and what this means for women and men currently and in the future. This source is helpful with my research because Landmann further breaks down the overall idea presented by Ahrens about the causes of gender gaps in CEO leadership roles and focuses on the problems that female CEOs in leadership roles face in a more centralized and specific business type: The American family businesses.