...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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...substantive differences exist between the performance of male and female leaders? What perceived differences exist between the performance of male and female leaders? What do the answers to these questions mean for females that aspire to leadership positions? Substantive Differences A fair amount of research has explored sex differences in business leadership. Although mostly survey research, a number of themes appear consistently, suggesting that there are some substantive differences between men and women with regard to leadership performance. For example, with regard to global leadership, research by Javidan et al. (2016) suggest that women demonstrate stronger leadership self-efficacy (the importance of which is iterated by Locke & Latham, 2002; Hannah et al., 2008; Lester et al., 2011; Luthans & Peterson, 2002; Paglis & Green, 2002) profiles in regard to passion for diversity, intercultural diversity and diplomacy, while men tend to show strong leadership self-efficacies regarding global business savvy, cosmopolitan outlook and interpersonal impact. Women tend to behave more ethically than do men, and also tend to be more personable (Anonymous, 2013; Stedham et al., 2007). An article by Gannon (2012) discusses research showing that women leaders are judged as more supportive and rewarding, whereas men are judged to be better at such behaviors as delegating and managing up. Other research is described in the Gannon (2012) article,* suggesting that women leaders demonstrate...
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...This paper will explain how male and female leadership styles are different from each other. Different types of leadership styles exist in workplaces. Advantages and disadvantages exist inside of every leadership styles. The way of life and objectives of an organization figures out which leadership style fits the firm best. According to writer and consultant Peter Drucker, "Management is doing things right; leadership is doing the right things." The evidence for sex differences in leadership behaviour is still mixed, yet it is clear that these sex differences have not vanished. It is argued that sex differences in leadership styles are largely consequences of the context in which male and female leaders work. Introduction: Leadership is the process though which an individual guides and motivates a group towards achieving a common goal. Gender difference in leadership styles have been the most seriously considered subjects in the field of leadership. Are there intrinsic contrasts in the way men and women function as leaders and, if so this is the case, are these differences gender orientation connected? This question has told consideration since researchers have been attempting to give a clarification regarding why there have been so couple of women leaders. The accommodation of different leadership styles is an increasingly important issue in today’s organizations. It is also argued that sex differences in leadership styles are largely consequences of the context...
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...Vols and therefore women of an unmistakable type. Fighters. I remember how many of them fought for a better life for themselves, I just met them halfway” (Jenkins & Summitt, 2013). The importance of a player and coach relationship in the athletes’ athletic and academic objectives is exemplified in this quote. Countless student-athletes begin their careers with aspirations of becoming professionals, and desire a coach who will help them achieve this goal. Disregarding student athletes’ aspirations, in a recent NCAA report, only 19.1 percent of men’s basketball players play professionally, with only 1.1 percent of those playing in the National Basketball...
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...Leadership Styles of Men and Women Executive Summary A research study on the main characteristics that lay the foundation for leadership styles of men and women is carried out in this paper. The key focus emphasized in this paper is on recognizing and studying the differences between the 2 sexes with respect to leadership attributes. Factors that lead to this distinction are highlighted, along with the traditional reasons that lead to these differences. A historical insight into the various trends that dominated different societies is given, in a view to engage the reader and lead him/her to understand how the gender roles evolved as the societies evolved. Many challenges that women encountered in the past are described that further aid in this understanding. The outcomes of this comparative study are then observed. These outcomes include gender-stereotypic expectations by the leaders, mental health of the individuals, efficiency at the job role, industrial pressure and gender discrimination. Generic leadership traits for men and women are observed and described, which tie to the gender-stereotypes. These observations distinguish the women to possess an interpersonal-oriented leadership style, as opposed to men, who possess task-oriented style of leadership. Different leadership studies are implemented to understand the impact of these styles. The impact varies for organizational studies, laboratory experiments and assessment studies. Other traits like how the leadership qualities...
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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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...A Review of the Role of Gender in Conflict Resolution and Leadership The value of effective conflict resolution and leadership skills cannot be understated. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to manage conflict and to lead effectively has become an important concern. This literature review examines 14 studies that address the role of gender in conflict resolution and leadership. Studies from areas of conflict resolution, negotiation, and leadership are included. Evidence is provided that while women and men are, in fact different from one another, neither outperforms the other in all situations. In fact, while some researchers claim a male advantage in a male-oriented world, others assert a feminine advantage for 21st century leaders. Implications for women leaders are included. Conventional wisdom says that conflict management skills are important if individuals are to function effectively at any level within an organization. They are a particularly important part of effective leadership. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to use conflict management skills to lead effectively has become an important concern. In fact, some researchers have expressed skepticism about women’s abilities to fit in to the masculine managerial world. As far back as 1979, Powell and Butterfield found that...
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...that come from having both women and men working together. Women tend to be more highly rated on empathy, communication and people skills whereas men are more outgoing and co-operative in their leadership style (Appelbaum, Audet, & Miller, 2003, p. 48). The most important benefit is that men and women can learn from each other. By learning and adopting some of each other’s strengths the outcome will be better well rounded managers. The behavior of women and men in a group tends to differ in regards to the way they handle similar goals. Women are open and like to share and discuss problems which open up the opportunity to explore with others how to resolve the issue. Men prefer to work more independently and like to approach a problem one piece at a time. Men see themselves as either "one up or one down" in relation to others. They need to "preserve independence and avoid failure." Women, on the other hand, tend to see the world as a "network of connections," and their communications and interpretations of others' communications seek to "preserve intimacy and avoid isolation." (Hahn & Litwin, 1995). Both of these communication styles can work and they each have their own benefit. By women being open and getting others involved this can lead to too many opinions which can cause problems. Men on the other hand by working more independently may lose out on helpful input by others. Both men and women bring their own strengths to a project. Women tend to be more relationship...
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...Leadership In today's organizations, flexibility, teamwork, trust and information sharing are replacing rigid structures, competitive individualism, control and secrecy. The leadership styles of women and men continues to differ as women increasingly enter leadership roles that traditionally are occupied mainly by men. Similarities in women and men leadership styles tend to out weigh the differences. Although revealing relatively small differences, women, more than men, appear to lead in styles that recommend them for leadership. In contrast, men, more than women, appear to lead in less advantageous styles by attending to supervisors' failures to meet standards and displaying behaviors that entail avoiding solving problems. The best leaders listen, motivate and provide support to their people. The leadership communication styles that women typically use make them better than men at negotiating. Some communication strengths for women leaders include: they enhance teamwork, they encourage innovation through collaboration, and they increase opportunities for continuous improvement because of open access to information. Communication strengths for men leaders include: they tend to set strong boundries, they assign clear responsibilities and they weed out weak performers. Companies may suffer by not developing and retaining some of the best talent, which is key in remaining competitive in the business world. The perceptions by...
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...What is a leadership servant one may ask themselves, well let’s take a look in to what it is, “Leadership servant is where one wants to server others” (Greenleaf, K.R., (2002)). When one looks at what a leadership servant role is they will see how it enriches other’s lives, it also helps organization skills, as well as wanting to make the world a better place for others. There are many characteristics that comes with being a great leadership servant when one thinks about what those characteristics are they will find: Empathy, awareness, conceptualization, listening, building communities, stewardship, healing, persuasion, commitment to growth of others, foresight (Northouse, G.P., (2016)). Here are some good explanations of why this makes sense to one’s self,...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...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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...power differences at work: A comparison of supervisor and policymakers. Sociological Inquiry, 64(1), 37-55. This article spoke of the positions of power between men and women, and how policymakers and supervisors distribute that power to men and women. In the work place, when considering for advancement, employers have undefined criteria such as personality characteristics and potential managerial qualities. These standards become the cause of inequality in authority and power at work place. Jobs that are available for women have low wages and also less authority. Similar research studies have shown similar points, in that inequality is found at the workplace because of such gender based characteristics. Even though women were shown to be more educated, they do not follow the same status. The researcher in this study used methodology to find these inequalities at the work place. The study consisted of four data points to test and used 531 women and 619 men for this data. The author collected data for power in wage labor, employment, sample characteristics and occupation by education. The results showed that men achieve higher positions and also showed they have a higher chance at a supervisory level and more authority than women. In the workplace, gender is a major part of determining positions of power. Also, it shows that education is more important to get supervisor positions, which is less effective for women. This study demonstrates the inequality between men and women...
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...is some difference between male and female in leadership style and it is interesting. Not only the physiological, there is also have some difference in mentally. Therefore, I would like to discuss about the difference between male and female in leadership style. Gender differences and different leadership styles Stereotypes Personalities, behavior and need of men and women are different. We can distinguish the different skills which are related to the gender of an individual. On the one hand, independent, objective and competitive can be described as male’s typical stereotype. On the other hand, sensitive, gentle, and passive can be described as female’s typical stereotype. In fact, from male and female leadership style and behavior we can find those characteristics. We can see that male leadership style is the achievement of organizational while the female leadership style is emphasizes people and relationship. Below, we will see that these classical stereotypes can make women to adapt certain masculine characteristics in order to fulfill the male leadership role model. Before talking about leadership, there are two central expressions exist need a distinction: leadership style and leadership behavior. Leadership style can be defined as “the underlying need structure of the leader which motivates his behavior in various leadership situations and infers the consistency of goals or needs over different situations” (J. Bard Chapman, 1975). Whereas the leadership behavior...
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...The Glass Ceiling Effect: Women’s Career Advancement in Puerto Rico Ángela Ramos Pérez May 7, 2008 2 Index Chapter One .....................................................................................................................................3 Introduction..................................................................................................................................3 Purpose for the Study...............................................................................................................3 Limitation ................................................................................................................................6 Chapter Two ....................................................................................................................................7 Literature Review ........................................................................................................................7 Introduction..............................................................................................................................7 Glass Ceiling............................................................................................................................8 Career Advancement .............................................................................................................12 Gender Based Gap ...........................................................................................................
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