...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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...Introduction Nowadays, there are more and more female leaders in organization. Besides that, there 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...
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...the road? On 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...
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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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...The purpose of the study was to determine possible differences in leadership behaviors, using the Revised Leadership for Sport Scale (RLSS), between male and female coaches and among different coaching levels. The researchers submitted two hypotheses. The first hypothesis was that male and female coaches would respond differently to the RLSS in overall leadership behaviors. The second hypothesis was that differences on the RLSS would occur among coaching levels: junior high, high school, and college. The sample was nonrandom, including 162 coaches that were chosen on a volunteer basis. Within the sample, 118 (0.73) of the coaches were male, while 44 (0.27) were female. With regard to coaching level, 25 (0.15) were junior high coaches, 99 (0.61) high school, and 38 (0.24) at the college level. While this is a good sample size, the problem lies with the distribution of the sample. The sample number for junior high coaches, in particular, is rather low. A larger sample with regard to all categories would have aided in the data analysis, particularly when looking for possible interactions between gender and coaching level. The instrument utilized was the Revised Leadership for Sport Scale (RLSS) developed by Zhang, Jensen, and Mann in 1996. This scale is used to measure six leadership behaviors: training and instruction, democratic, autocratic, social support, positive feedback, ...
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...Proposal: Male Coaches in Female Sports Research Methods in Exercise and Sport Science 5315 April 28, 2011 Chapter I Introduction Ever since women became involved in sports, they have been in a constant battle to gain recognition in a sports world mainly revolving around men’s sports. Events such as Billy Jean King defeating Bobby Riggs on the tennis court and the U.S. women’s soccer team winning the World Cup in 1999; women’s sports have slowly gained interest from others. For many years, only women coached women’s sports, but since Title IX was passed there has been a gradual increase in male coaches in women’s sports. Studies have shown that approximately 71% of female athletes prefer a male coach (Lirgg, Dibrezzo, & Smith, 1994). In the studies discussed in the review of literature, researchers chose to focus on determining female athletes’ opinions and experiences when being coached by a male coach. However, there is limited research on this topic. Therefore, this study will further analyze the different reasons why female athletes prefer to be coached by a male coach. Purpose of Study The purpose of this study is to research why female athletes prefer male coaches. The study will analyze the different reasons for female athletes preferring male coaches. This study will contain only college female athletes. Significance of Study The significance of this study is to show why 71% of female athletes prefer a male coach (Lirgg, Dibrezzo, &...
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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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...Transactional leadership is a relationship based on exchanged between the leader and the follower. The leader presents the follower with clearly defined goals and expectations, while focusing on performance only (Pieterse, Knippenberg, Schippers, & Stam, 2010). In countless instances, the perception of transactional leadership is one of debilitation and control. A few examples of transactional leadership would be that of a teacher giving grades to their students based on their progress in class or assignments, or a manager who promises promotions or raises to employees based on performance (Northouse, 2016). Transformational leadership is also considered to enable the followers to change their own personal interests and goals to align closely with those of the organization (Northington, 2015). This type of leadership is a process in which the leader engages the followers, creating a connection in which the followers are constantly encouraged to reach their full potential. Motivation and morality are the key factors in transformational leadership, and both play key roles in the anticipated changes of both the followers and their leader (Northouse, 2016). A prodigious example of transformational leadership would be Nelson Mandela. He was a master at persuading people to follow him, and to feel better about themselves for having done so. His ability to...
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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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...What 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...
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...Gender Roles in the Workplace: Annotated Bibliography Karissa Roveda Oakland University Rochester, MI Adler, M. A. (1994). Male-Female 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...
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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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...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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...Development Analysis This comprehensive document defines the differences and similarities of young males and females reactions to the age of puberty. The most fascinating aspects of adolescence defined as the challenges of growing into adulthood. Researchers consider puberty as the development marker with important implications. These implications include the transition of the young male or female travels before adulthood. This document details the knowledge of self-learning, and group, or peer learning within the cultural mixing pot of today’s world. Early Gender Differences Early gender differences should not cause young males or females any difficulties, or harmful reactions from this transition. Most young people going through the transitions normally show no ill effects from the change. This transition does show first beginning of a range of psychosocial problems; early maturity, sub-cultural, peer pressures, and emotional reflections. For the young culture of this world, this first stage into adulthood signals the birth of significant, rapid changes for most young males and females. Significant associations define these changes through the biological differences in sleep patterns, hormonal, and body influences. The psychological differences define traumatic shifts in identification crisis, body, and mental relationships with self, parents, and peers (Blondell, Foster, & Kamlesh, 1999). Early Maturity Differences Researchers studying the beginnings of puberty define this...
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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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