The research on female and male leadership has generally tended to focus on establishing differences between women and men.…
Tannen’s essay “Bossy” is More Than a Word to Women shows that calling a woman bossy can often harm their mental fortitude. The reasoning behind this is because when girls are playing together, they often use language that shows that no one girl is better than the rest, and when a girl tells the other girls what to do, she is often shunned from the group. This leads to a fear of being excluded, which could explain why “bossy” is such a sensitive word with women. I, personally, have both been called bossy and a leader, although I am not called either of them very often. When I was called bossy, I thought, “Okay.…
In this article Anderson and Hansson explore the behavioural differences between women and men in managerial positions and propose explanations for the differences and similarities. The authors used data gained through questionnaires of public managers, that measured their leadership style, decision making styles, and motivation profile as to eliminate any effects of organizational differences on leadership behaviour. This investigation employs three dimensions of leadership behaviour – leadership style, motivation profile, and decision-making style, which encompass ten factors. This study derived the samples from the Swedish public sector in order to reduce the effects on leadership behaviour due to private-public organisational differences and represent both national and local organisations through surveys. The main limitation of this article would be the type of organisation, as this current study is very specific. Also instead of gender, the type of organization in which managers operate may explain their behaviour to a much larger extent. As virtually no significant differences in behaviour between female and male public managers were found, the authors reformulated the second research question to find explanations for the similarities. Previous research indicates that managers’ behaviours vary according to organizational types. No differences emerged in leadership behaviour in the predominantly female-led ones. Similarly, there were no differences in leadership behaviour in the comparisons between male-led organizations with a majority of female employees and female-led ones with a majority of women. This journal article is very relevant to the research of this chosen topic as it explains behavioural differences in leadership, as well…
Carbonell, J.L., & Castro, Y. (2008). The impact of a leader model on high dominant women’s self-selection for leadership. Sex Roles ,58,776-783. This study had women observe a leader model of either gender model a task they would have to complete. The study looked at effects of gender role model in the decision of high dominant women to be leaders, given a masculine task to complete with a male co-worker. The hypothesis states that women would become leaders at a higher rate when a woman model is given rather than a male. The research took a total of 190 students: 95 women and 95 men. Each individual was given the California Psychological Inventory, measuring: impression, communication, and dominance. This study looked at dominance in particular. Only 15 pairs were exposed to women models. The study observed 2 groups to support or reject their hypothesis. Focused groups were made of high dominant woman paired with a low dominant man with a female model, and high dominant woman paired with a low dominant man with a male model. A chi square analysis showed a correlation between leader model and leader development, “The results are that 60% of women took the leader role when given a woman model compared to 20% in male model” (Castro, 2008). The study concluded in the presence of a female model, high dominant individual would be the leader. The gender of the leader model did not affect leadership for males. I believe this study shows importance of woman leader models in professional fields. The lack of exposure of woman leaders for women reduces the chances that they will take on leadership roles.…
The gender ‘female’ goes through a lot of gender bias issues as men are favored in a lot of place, especially in the work field. Men and women are paid differently at the same level and status of work in an organization, which means that the income of a woman is less than that of a man. Not just this but also the way women are treated in the office or whatever their work place is. They lack opportunities, trust and most importantly the due respect. However, they are put to work much more than men.…
Review Highlight 5.3 in Leadership: Enhancing the Lessons of Experience. What role, if any, do managerial differences based on gender play here? There are managerial differences based on gender Females tend to act with the organization’s broad interests in attempt mind, consider how others felt about the influence, involve others in planning, and focus on both the task and interpersonal aspects of the situation. Male managers, on the other hand, were more likely to act out of self-interest, show less consideration for how others might feel about the influence attempt, work alone in developing their strategy, and focus primarily on the task alone. Male managers, on the other hand, were more likely to act out of self-interest, show less consideration for how others might feel about the influence attempt, work alone in developing their strategy, and focus primarily on the task alone. Female…
In what ways does language-in structure, content, and daily usage reflect and help constitute sexual inequality?…
Why does one of the most important financial institutions in the United States hire females for their senior management, when most businesses covet these positions to men? I cannot help but think that women in general, have a more organized nature. From being on time, to cleanliness, setting and keeping appointments, having the ability to multi-task, meeting deadlines and performing under pressure, are all traits of most women. This does not mean that men cannot have these traits as well, it just means that women are equal. Perhaps, women are generally more organized individuals because, history shows that women have been the primary managers in the household. I know from experience that managing a household is not an easy task. There are children’s schedules to keep track of, including school, doctors’ appointments and sports events. Women have to keep up with family functions, cleaning, laundry, cooking and shopping. In many cases they also work, go to school and assist in keeping up with their husband’s schedules as well. The experience a woman receives from juggling all of these tasks and maintain it in an organized way would surly translate into an asset in the corporate…
Social influences have had a major impact on gender differences. In a psychological analysis about gender and social influences, social scientists argue that men are thought to be more influential and women are thought to be easily influenced (Eagly, 1983). In reading this article, I learned that there are gender differences based on social influence, but not because of nature or biological differences. It is because of the roles that people play in society. In other words, there is a hierarchy of authority where social expectations often put women in positions of lower level authority. Therefore men tend to be relegated to positions of greater authority. Again, these are social expectations, not biological functions.…
They influence people to follow them and want to undertake the guidance. As opposed to this women are accustomed to try to please as this is taught them from birth. As a result women have the leaning to motivate, inspire and stimulate others to achieve organizational goals. Men perceive diverse factors to be more nec-essary and vital to career success than women.…
Powell addresses a number of stereotypes and one of them is that women lack male characteristics, which are much appreciated in management. They are less aggressive and more compassionate, which make them not as valuable as men in managerial positions. Even though female leadership becomes more and more common in the world, women still have to prove that their really deserve to have those positions. Moreover, they have to cope with various attitudes concerning their behavior and decisions. Most of them are quite different from traditionally male, ambitious, self-confident, straightforward managers cultivated in the world. They are perceived as to be milder more compassionate, less solid in their opinions, weaker…
Although many women have overcome sexist stereotypes in the workforce and have been able to move up the job ladder. According to a Washington Post article, Why there are so many female managers but so few CEOs it stated that “women hold 50 percent of middle management positions. But that is as far as equality extends, as less than 5 percent of chief executives of publicly listed companies in OECD countries are women and just 2.8 percent in the European Union.” Even though many women have accomplished great success within their career. Statistical evidence show that only a few of them have been able to bust through the glass ceiling phenomenon. There are many plausible explanation for the lack of gender diversity in higher level positions.Overall, most of the explanations correlates with our society having a gender preference.Which results in men not only being the “breadwinners” for the household ,but the dominant figures in the workforce. In society men have a hard time taking orders from women and hearing their opinions because we still live in an androcentric society ,which focuses on the interest of men than women.Therefore,our cultural norms reflect from us living in a patriarchal society.For example, men are depicted as strong and authoritative leaders, which make them a great asset to their…
Creating the stereotype that men should be in charge over women comes from the majority of high ranking positions being given to men, but this is more of a hasty generalization than a stereotype. This “stereotype” and hasty generalization is a myth. Over the past decade women have proved themselves and have gained authoritative positions. Although the balance between women and men is not completely equal yet, the numbers are rising more than ever. With time, this stereotype, as well as many others, will no longer be questioned since both genders are capable of…
Men and women do have different leadership style, but I believe they complement each other as opposed to all men or all women making decisions. Cleaver Organizations are making an effort to diversify when it comes to leaders because they realize that both genders bring to the table a different and sometimes unique perspective. The genders are learning from each other and can take from each a piece of that which may be missing to make a better manager/CEO. However, I do believe that they bring out different responses from those around them, and this is because…
With the beginning of the new millennium, the entry of females into managerial positions has raised a lot of controversies about their management styles and that they rely more on intuition rather than statistics or systematical data. However, until this day the gender-based conflict about management style remains unsolved.…