Download PDF Race, Gender, and Leadership in Nonprofit Organizations, by M. Gasman, N. Drezner, E. Epstein, T. Freeman, V. Avery
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Race, Gender, and Leadership in Nonprofit Organizations, by M. Gasman, N. Drezner, E. Epstein, T. Freeman, V. Avery
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This volume centers on the lives and experiences of female and African American leaders of foundations and nonprofits. Contributors to the volume examine race and gender as constructs and provide a theoretical background for understanding their effect on the psycho-social development of the individuals.
- Sales Rank: #3598593 in Books
- Published on: 2011-11-15
- Released on: 2011-11-22
- Original language: English
- Number of items: 1
- Dimensions: 8.68" h x .74" w x 5.63" l, .75 pounds
- Binding: Hardcover
- 182 pages
Review
'Through the voices of contemporary female and African American leaders, the reader is treated to engaging and meaningful insights to diversity and inclusiveness in the nonprofit sector. A must-read.' Dwight Burlingame
About the Author
Author Marybeth Gasman: Marybeth Gasman is Professor of Higher Education in the Graduate School of Education at the University of Pennsylvania, USA. Author Vida L. Avery: Vida L. Avery is the Resource Development Manager of the Texas Center for Grants Development at Harris County Department of Education in Houston, Texas, USA.
Most helpful customer reviews
2 of 2 people found the following review helpful.
Race, Gender, and Leadership in Nonprofit Organizations
By Ple Smith
Race, Gender, and Leadership in Nonprofit Organizations has value not only for readers interested in working in nonprofit organizations, but also for readers interested in understanding the psychosocial and emotional growth trajectory of African Americans and women who push past the barriers to leadership in arenas in which there are few role models as well as arenas not well known by the general public. The organizing structure of the book itself provides readers with a variety of first person explanations of how minorities (African Americans and women) psychologically become leaders despite social barriers. Optimal racial identity development and optimal gender development are not givens in our society. Accessible and readable accounts of individuals who have successfully negotiated the triple threat of human chronological-growth stage development, racial identity development, and gender identity development are valuable additions in the arsenal of knowledge aimed toward personal identity development.
My interest in studies that investigate the development of leaders focuses on (1) their overcoming personal defense mechanisms developed in childhood to cope with less than optimal upbringing, (2) their fears about surpassing their parents financially and/or socially, and (3) most importantly, the change in identity that leadership and success necessitate. While the text does not address points numbered one and two above, it does give some insight into "the change in identity that leadership and success necessitate". The authors of Race, Gender, and Leadership in Nonprofit Organizations conclude that the leaders presented in their text use the social and psychological barriers encountered in their lives as catalysts for defining self as opposed to being limited or boxed into a psychological corner by social and psychological barriers.
0 of 0 people found the following review helpful.
Not as Expected
By Leslie D.
I was disappointed with this text. The authors failed to connect the participating leaders to the larger impacts they have or have the ability to make on the third sector by virtue if their race or gender. Instead, the approach takes several foundational elements as research points( elementary/secondary schooling, environmental factors, racial experiences anchored around the Civil Rights Area, etc. ) and aims to thread these events through the lives of each leader as "motivation" for them going into the sector. The data and research does not validate this as their decision. The information is presented in a way that could have led to a number of other conclusions.
The book is much longer than it has to be to make the few observations that are eventually communicated. The feedback and "quotes" from the individual leaders are not substantiated with impacts ir changes made in their respective organizations nor in the sector. This begs Tej question "so what" and what are we going to do or what have you done to make a difference.
I chose the book as part of my nonprofit managemenr and leadership course critical digest selection. Disappointed.
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