Question

Livingston et al. (2012) compared evaluations of leaders at the intersection of race and gender, asking participants to rate leaders who were (a) Black or White, (b) female or male, and (c) dominant and assertive or communal and compassionate. The researchers found that ______. A. White women and Black men were rated similarly regardless of their behavior, while Black women and White men were penalized for expressing dominance B. White men and Black men were rated similarly regardless of their behavior, while Black women and White women were penalized for expressing dominance C. White men and Black women were rated similarly regardless of their behavior, while Black men and White women were penalized for expressing dominance D. Black women and Black men were rated similarly regardless of their behavior, while White women and White men were penalized for expressing dominance

Answer 1

Livingston et al. (2012) found that White women and Black men were rated similarly for their leadership behavior, while Black women and White men faced penalties for expressing dominance. This underscores the impact of intersectionality on perceptions of leadership and aligns with societal biases in race and gender roles in leadership.

Step-by-step explanation:

Livingston et al. (2012) compared evaluations of leaders at the intersection of race and gender. The researchers found that White women and Black men were rated similarly regardless of their behavior, while Black women and White men were penalized for expressing dominance. This reflects the complexities of intersectionality in leadership perceptions where gender and race influence how leadership qualities such as assertiveness are valued or penalized. These findings tie into broader discussions on mentoring relationships, the historical context of race and gender dynamics, and evolving understanding of gender and leadership styles in organizations.

Answer 2

The correct answer is:

A. White women and Black men were rated similarly regardless of their behavior, while Black women and White men were penalized for expressing dominance.

In the study conducted by Livingston et al. in 2012, researchers examined how people evaluate leaders at the intersection of race and gender, taking into account the leaders' behavior. Specifically, they looked at how participants rated leaders who were (a) Black or White, (b) female or male, and (c) expressed dominant and assertive behavior or communal and compassionate behavior.

The key finding of the study was that White women and Black men were rated similarly regardless of their behavior, meaning that they did not face a significant penalty for expressing dominance or assertiveness in their leadership style. In contrast, Black women and White men were penalized for expressing dominance and assertiveness. In other words, Black women and White men who exhibited dominant behavior were rated less favorably compared to their counterparts who displayed more communal and compassionate behavior.

This finding suggests that there may be biases and stereotypes at play when individuals evaluate leaders at the intersection of race and gender. It implies that society may be more accepting of dominant leadership styles from White women and Black men, while expecting Black women and White men to conform to more communal and compassionate leadership styles. This bias can have important implications for leadership opportunities and perceptions of leadership effectiveness in diverse settings.