...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Shar Robinson December 4, 2014 Management 5950 The Woman Manager Gender Does Not Constitute Effective Leadership Contents Day One, Class One 2 Thesis Paragraph 2 Statistics Prove Male Managers Are Preferred 3 The Attorney Verses the Teacher 3 Autocratic Transactional Verses Authoritarian Transformational 4 Effective Leadership Has No Gender 4 References 6 Gender Does Not Constitute Effective Leadership Day One, Class One Day one, class discussion opened up conversing about the woman leader. I listened objectively at the same time realizing, I am a woman leader with a woman manager. In spite of this, my Program Manager does not operate in excellence. When, I think about her being grandfathered into management, not having a degree and possibly feeling insecure about managing Counselor’s with degree’s; it bothers me that her male manager is laissez-fair. Mind you, the community I work in has a high turn-over rate, due to lower salaries than other programs and the challenging nature of the position. Nevertheless, employees must possess a Bachelor’s degree; yet, room for advancement is very slim. The program needs Residential Counselor’s to oversee the day to day responsibilities of its residents and ensure compliance of court orders. Thesis Paragraph The population is mostly African American, inner city youth who struggle with Bipolar Disease, ADHD; the trauma of molestation, rape, abusive backgrounds, absent parents, foster care, etc...
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...Deciphering Leadership Styles Based on Gender Jean Peterson Kirtland Community College PSY 260 Deciphering Leadership Styles Based on Gender Whether we choose to believe it or not, the gender roles that are placed on us by society affect our leadership styles and how we view the leaders in our lives. How many times have you stereotyped a person as a natural leader, or decided a certain individual didn’t know anything about leadership? Most of us do this naturally, without even considering the reasons behind it. The focus of this paper is to explain how gender affects our leadership styles and the variety of pieces that make this topic a complicated puzzle. It is obvious that in our society men are viewed as more equipped and capable leaders. This is mostly because men are perceived as the dominant sex in America. Male leaders are expected to be autocratic. Many people view this as a baseline when considering leadership styles. After all, who wants a leader who can’t make decisions? Male leaders are often defined as strong, arrogant, intelligent, ego-driven, bravado, powerful, dominant, assertive, focused, competitive, stubborn, physical, self-righteous, and direct (Cummings, 2005). Because of these adjectives that are stereotypically placed on male leaders, many tend to veer toward men when choosing an appropriate leader. Men have been viewed in the same manner for centuries, and the societal norms tend to be much less judgmental on male leaders. Even though...
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...Attitudes towards Gender and Leadership Effectiveness By: Claire Duthil Attitudes towards Gender and Leadership Effectiveness Abstract This paper seeks to review and discuss the roles of gender in leadership and how they are effective. As shown from previous overviews, the evidence for sex differences in leadership behavior is still mixed, yet it is clear that these sex differences have not vanished. Although we are in the 21st century, women face hardship every day in the workplace as leaders. It is argued that sex differences in leadership styles is one of the main reasons in which male and female leaders work with different styles. Organizational factors like sex-composition of the immediate working context and hierarchical level are important moderators of leadership styles. For example, women are more likely than men to lead in a style that is effective under contemporary conditions (Eagly, Carli, 2003). To contrast these claims, Veccho claims that "women have some disadvantages in typical leadership style but suffer some disadvantages from prejudicial evaluations of their competence as leaders, especially in masculine organizational contexts" (Veccho, 2002). All in all women are rising into leadership roles at all levels. Problem Statement The society has always been in a need of effective management and efficient leaders on top. The roles of leaders determine the course and successfulness of the processes in all walks of life. In times...
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... Dr. Cheryl Harrison FINAL PAPER TOPIC: Women and Leadership & Second Generation Gender Bias REASON FOR TOPIC: As a woman in the workforce, learning more about’ Women and Leadership’ will help me identify the challenges I potentially face in my leadership journey. https://hbr.org/2013/09/women-rising-the-unseen-barriers https://hbr.org/2013/09/women-rising-the-unseen-barriers Second-generation gender bias refers to practices that may appear neutral or non-sexist, in that they apply to everyone, but which discriminate against women because they reflect the values of the men who created or developed the setting, usually a workplace More than 25 years ago the social psychologist Faye Crosby stumbled on a surprising phenomenon: Most women are unaware of having personally been victims of gender discrimination and deny it even when it is objectively true and they see that women in general experience it. Many women have worked hard to take gender out of the equation — to simply be recognized for their skills and talents. Moreover, the existence of gender bias in organizational policies and practices may suggest that they have no power to determine their own success. For the purpose of this paper, I am interested in further exploring Women in Leadership The past two decades have seen notable progress for women in corporate America, as most forms of obvious gender discrimination have been eliminated and many companies have invested...
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...1 RACE, GENDER, & LEADERSHIP Race, Gender, & Leadership: What Impact Does Race and Gender have on Leadership Advancement for Women and Women of Color? Dawn MJ Hyman University of Baltimore 2 RACE, GENDER, & LEADERSHIP Introduction Race and gender disparities in public leadership still plague the workplace despite the continued growth of a more diverse demographic landscape. For women and women of color, this presents a unique challenge in their aspirations for leadership positions as well as how they are perceived and behave as leaders. We will examine leadership through the context of race and gender, discuss biases, perceptions and stereotypes, compare and contrast leadership experiences between women and women of color, review leadership behavior with regards to agency, and then complete the discussion with a summary and conclusion. 3 RACE, GENDER, & LEADERSHIP Race, Gender, & Leadership: What Impact Does Race and Gender have on Leadership Advancement for Women and Women of Color? Depending on the definer, leadership has taken on a host of various definitions – with most depicting the use of power, authority, and influence to promote the actions of others for goal achievement (Yukl, 2009). Early on, while studies have been conducted on men and leadership, women – particularly women of color – were excluded completely from this research until the 1970’s and 1980’s (Chemers, 1997). It’s critical to address the current scarcity of leaders...
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...Assessment item 1 - CriticalAnalysis Critical Analysis of Reading 4.5 – Gender Differences and similarities in the leadership styles and behavior of UK managers by Titus Oshagbemi and Roger Gill This report will critically analyze the article “Gender Differences and similarities in the leadership styles and behavior of UK managers” by Titus Oshagbemi and Roger Gill. It was published in the “Women in Management Review” Volume 18, Number 6, 2003 pages 288-298. This report will assess whether the authors of the article “Gender Differences and similarities in the leadership styles and behavior of UK managers” have used non-biased or biased evidence and approaches to evaluate their argument.The report will comment on the author’s choices of evidence and their creditability as well as their methods of obtaining information for their argument and would recommend improvements for future articles or for other writers. The authors attempts to identify the differences and similarities between the genders, male and female, in leadership styles and behavior for managers in the United Kingdom. The authors’ argues that there are significant differences between male and female. The authors’ first identify what other researchers have found by reviewing several literatures and then proceeding to obtain their own set of statistics. The statistics where obtained through a survey done in the United Kingdom then are thoroughly analyzed quantitatively before reaching a conclusion. The majority...
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...ANNOTATED BIBLIOGERAPHY Introduction The differences brought by gender in work have caused more and more people’s attention, which has been a hot topic for a long time. With the change of society, an increasing number of women have engaged in work and their roles as leaders in work have also caused people’s attention. The purpose of this bibliography is to find the changes of gender in leadership. With the development of society, the number of female leaders is increasing in recent years (Michelle and Elaine, 2008). According to (Stewart, 2009), there are more difficulties facing female leaders than male leaders, which makes it difficult to involve more females in the leading positions. A research (Hilary, 2009) indicated that although the number of female leaders is increasing, the ratio of female leaders in leadership is not balanced and more females should be involved in management positions. According to Kaycee (2010), the changes of gender in leadership have been in the process, which can be proved by the changes of people’s attitudes to female leaders. Reference | Michelle M & Elaine Y(2008), The trend of female leaders in organisations, Journal of Management, 23, 7, pp 105-124 | Type of Article | Literature review | Aim\purpose | The purpose of this article is to find out the changes of female leaders in the past decade and explain the reasons of the changes and then predict the trend of changes. | Approach | This paper reviews previous theories...
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...Gender Management & Emerging Practices in Leadership Development Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Name Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Course Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Lecturer Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx 6th January, 2013. Abstract The review encompasses two articles which are separately. The first is about gender management. It talks about doing and behaving according to one’s gender. It gives the aspect that there are people who have binary gender that is, they can behave as feminine or masculine depending on the situation. It concludes by giving the organization the duty to create a culture where it is going to teach and assist people to adopt and do their gender. The second one is talking about emerging practices in the leadership theories. It gives an outline of how the leadership theories and whether they are being used today and other emerging other theories. Introduction. The article is talking about gender and management research. The article is trying to bring about the rank of gender and implications that gender has in management. There is emphasis laid on doing the gender well. This means that one has to do and behave according to the way the biological sex determines. Individuals can perform exaggerated expressions about their gender. The article...
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...differences between women and men in leadership behaviour 428 Jon Aarum Andersen Received May 2010 Revised October 2010 Accepted November 2010 Faculty of Social Sciences, Lillehammer University College, Lillehammer, Norway, and Per H. Hansson Department of Education, Uppsala University, Uppsala, Sweden Abstract Purpose – This study aims to explore behavioural differences between women and men in managerial positions and suggest explanations for differences and similarities. Design/methodology/approach – In order to eliminate any effects of organizational differences on leadership behaviour, this study had public managers responding to questionnaires that measured their leadership style, decision-making style, and motivation profile. Findings – Statistical analyses of data from three groups of Swedish public managers (n ¼ 385) revealed virtually no significant differences in behaviour between female and male managers. Regardless of whether there is a female or male majority of employees or a female or male majority of managers, no effect on leadership behaviour occurs. Originality/value – A number of studies indicate that managers’ behaviour is different in different types of organizations. This study suggests, therefore, that, independent of gender, organizational and demographic characteristics modify leadership behaviours, thus explaining similarities in leadership behaviour. Keywords Women, Men, Gender, Leadership behaviour, Public sector organizations...
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...Davis November 29, 2012 MG-346 Term Paper Gender Differences In Managerial Style A Study was conducted to assess whether there were gender differences in perceived effectiveness of management skills. Gender differences were found (by gender) on the set of management skills that I studied for this class they were communicating, coaching and developing, and time management. It was not surprising that females reported higher perceived effectiveness then men in the communicating skills. Females are more likely than males to indicate that they use an interactive style of management called transformational leadership. This leadership style was found to be correlated with lots of management skills associated with success. After doing lots of research I have found that females receive more developmental opportunities than their male colleagues. Through the early 1990’s, a growing body of research emerged that there were no gender differences in gender differences(Rosener , 1990). Although the work of Rosener have shaken lots of studies to find out if gender really play a part in your work place, they all have difference in opinion. Given the number of studies that have been done on this subject everyone has came up with different findings. Gender differences in such styles such as leadership and management it is important to emphasize that the research results may not provide enough evidence of gender differences in actual leadership behaviour and management effectiveness. Rather...
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...Difference between Male and Female Leadership Styles Abstract Leadership styles differences in men and women have been attributed to upbringing, gender, environment, and development. Women were determined to have faster brain development than men. Societal norms suggested being raised differently because of gender caused differences in leadership styles. Some studies concluded innate traits cause males to be more aggressive versus a female’s nurturing nature. Still, others claim environmental factors, more specifically a male dominated workplace, are responsible for the difference in how male and females’ leader. The issue is many women are not reaching the upper levels of management based on the perceived notions mentioned above. Is there one specific reason that causes the difference between male and female leadership styles? Is there one determining (controlled) factor to bring the two leadership styles to conformity? During the research process the causes of leadership style differences were explored in detail by the use of questionnaires, surveys, and interviews to ascertain what workers, at all levels, in the business community perceived to be the determining factor. Overall, these findings propose psychological or physiological differences in males and females as the cause of different styles when using uncontrolled factors. My choice of a methodological perspective as a qualitative research method, to include the use of surveys, questionnaires, and a group...
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...Gender's Impact on Leadership in Organizations Abstract This paper put into perspective the impact of gender on organization leadership. The paper will mainly be looking at the factors that bring about the gender disparities when it comes to leadership in organizations. It also seeks to understand the development of leadership in late 19th century and in the early 20th century. It looks at theories like The great man theory which believes leaders are born and not made and the situational theory which states that leaders are molded in conformity with their environment. All these theories are aimed at understanding how the organization leadership was shaped, and the role played by gender in their formation. The paper also looks at the mitigating factors that inform gender in leadership. The paper also looks at the issue of leadership techniques employed by both genders. It analyzes the effectiveness of both the techniques and how they affect the overall performance of the organization. Some of the difficulties confronted by women in organization leadership include confidence, excessive scrutiny, lack of sponsors and mentors for women. Other include career paths that lack empathy for women needs while in leadership, gender biases, leadership identity and lack of networking ability. The paper is not exhaustive in its mandate to tackle all the issues concerning organizational leadership. Issues like gender-based management can still be explored in future research papers. This paper...
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...PERCEPTION OF FEMALE LEADERS TOWARDS THEIR LEADERSHIP POSITONS IN HIGHER INSTITUTIONS OF LEARNING IN EKITI STATE BY EVELYN TOLULOPE AKINWALE, B.A, M.A (Communication and Language Arts), University of Ibadan. Mailing Address: c/o Dept. of Media and Communication Language Arts, Afe Babalola University, Ado Ekiti Phone Number: 234-7037617076, 07057880804 E-mail Address: efalyn1@gmail.com I acknowledged that this manuscript has not been previously published nor been under review for publication elsewhere. Signed by me: Evelyn Tolulope Akinwale Apart from my undergraduate and postgraduate research work based on “Impact of Child Trafficking in Nigeria”, this is my first private research work prepared for a journal. PERCEPTION OF FEMALE LEADERS IN HIGHER INSTITUTIONS OF LEARNING IN EKITI STATE ABSTRACT To scholars, women in leadership positions have been stereotyped to be unfit and inexperienced to occupy traditional leadership positions unlike their male counterparts. A fundamental challenge to women's leadership arises from the mismatch between the qualities traditionally associated with leaders and those traditionally associated with women in general. Women in leadership positions are not treated equally with men in leadership positions ( Nick, 2007;Sayu, 2012 ). However, this research reveals the perception of Ekiti state female leaders in Higher Institutions on their leadership positions. Through interviews with selected female leaders in three higher...
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...that has been focused on leadership for over 10 years ago, the concept of leadership is still indefinable. This paper attempts to develop the leadership concept by investigating the possibility of the coming up with fresh measures of leadership which concentrating on the characteristics of good and bad leaders. A total of 312 managers were recruited in the study. A factor analysis was conducted to reduce 13 traits of good leadership to two factors including the good and the visionary, and 13 bad traits to two factors including the evil and the inept. Secondly, there was evaluation of the way male and female followers view leadership styles adopted by the best and worst bosses. It was discovered the perception of women on their excellent bosses differed from the males` perceptions. The variations were based on several dimensions. Nevertheless, there is little difference regarding the males and females` perceptions of bad bosses. Introduction Researches on leadership have been found to be both interesting as well as frustrating. During times of excellence in leadership, leadership propels the imagination of scholars, practitioners and the general public since it may imply changed lives for better outcomes. On the other hand, failures in leadership may have harmful effects on many people, at time affecting life and even death. Nonetheless, scholars have bumbled in their quest to comprehend fully the leadership phenomenon. According to Burns (1978), leadership falls among the phenomenon...
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