There is a common cultural perception of women as being less "leader-like" within power positions because how we know and define women is different than how we know and define men – and "leadership" is one of the domains of our lives that continues to be associated with men. Therefore, we cannot define women with the word leadership without having to come to some form of internal reconciliation – we must adjust our perception of the concept of leadership either to adjust for women to be encompassed within the same rhetorical umbrella of the word, or to completely redefine what leadership is. There have been a significant number of recent challenges to the status quo when it comes to the definition of leadership and who it can be applied to. Joyce Fletcher's book, Disappearing Acts: Gender, Power, and Relational Practice at Work, presents exactly this form of debate – what exactly is it that defines leadership? For Fletcher, it isn't a question of refuting or replacing the definition, but rather expanding it to include all of the logical components – one incredibly significant of such is that of relational leadership. For Deborah Rhode, in her collection of essays by various feminine and feminist leaders, The Difference "Difference" Makes: Women and Leadership, it is that "sex makes a major difference in access to employment opportunities...sex is sometimes linked to leadership styles and priorities, but more often it is not," (59). What Rhode's book contests is the idea that gender defines leadership ability and that the qualities of what makes a good and effective leader are held in the majority by males. What Rhode's book concludes is that what really defines leadership are qualities that both men and women can take up and build within themselves, thus negating a gender-bias within the definition of leadership. In Fletcher's work, the conc...