...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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...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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...Effectiveness: Enlightening Malaysian Managers Sharmila Jayasingam (Corresponding author) Faculty of Business and Accounting Universiti Malaya 50603, Kuala Lumpur, Malaysia Tel: 03-7967-3833 E-mail: sharmila@um.edu.my Moey Yoke Cheng KDU College Sdn. Bhd 32, Jalan Anson 10400 Penang E-mail: ycmoey12@yahoo.com Abstract In the past, the leadership style of Malaysian managers has been different from our Western counterparts due to strong cultural differences. However, with the advent of knowledge economy and the transformation of workforce, leadership style of Malaysian managers is said to be altered. This research explored the current state of leadership style among Malaysian managers and its effect on the perception of effectiveness. A survey method was employed and the data was drawn from subordinates who were working in private and public sectors in the Klang Valley area. When compared to past literature, the results imply that a shift has taken place primarily with regards to autocratic leadership. Respondents attributed leadership effectiveness to the use of participative and nurturant-task leader behavior. Gender differences were not significantly evident. Keywords: Malaysian managers, Leadership, Gender 1. Introduction Reading most Management textbooks would readily reveal that leadership is one of the four management function that needs to be assumed by any manager. Although numerous studies of effective leadership style for managers have been undertaken in the past, interviews...
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... Karachi Abstract Numerous researchers investigated the relationship between job satisfaction and work motivation in diversified professions but none investigated bank managers in Pakistan. Therefore, the current study attempts to explore the relationship between work motivation and job satisfaction. Based on the literature review two hypotheses were formulated 1) There will be positive relationship between work motivation and job satisfaction, and 2) There would be a gender difference on the variable of work motivation and job satisfaction. To asses job satisfaction, “Job Satisfaction Survey (JSS; Spector, 1997)”, and for motivation, “Motivation at Work Scale (MAWS, Gagné, M., et.al, 2010)”, were used. The sample of the study consists of 80 middle managers (46 males; 34 females) from different banks of Karachi, Pakistan. A Pearson Product Moment Correlation Coefficient was calculated for the correlation between the work motivation and job satisfaction. In order to find out gender differences t test was computed. In conclusion, the findings of the study suggest that there was a positive correlation between work motivation and job satisfaction. Furthermore, there was a significant gender difference on the variable of work motivation and job satisfaction. Keywords: Motivation, job satisfaction, gender difference JEL Classification: J81, O15, Z13, J28 *An earlier version of this refereed paper was presented at the first Business Psychology Seminar held by the Department of Business...
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...Gender and Work in a Global World Regardless of the reasons, men and women certainly are different, and if those differences are made clear within a particular culture, those same differences become ever more striking between cultures. The different ways that different cultures handle the two genders makes working across cultures a challenge to members of either gender, but especially so for women, who, in many cultures, are traditionally ascribed a subordinate position in the workplace. These challenges have grown dramatically as organizations have increased their global operations over the last two decades, and have been acutely felt by male and female managers and the organizations they work for. Individual women managers have had to struggle to find ways to be effective in cultures where their authority and credibility are not automatic, and organizations have had to cope with developing strategies and policies to handle these challenges effectively and fairly. Predictably, individual behaviors and organizational policies have both helped to change but also reinforce some of the difficulties. Let's look at some of the current issues: It's Getting More Global Everyday: Working with people in different cultures is simply not as unique a situation as it was ten or twenty years ago. While the degree to which cultures adapt to one another's differences is an argument that anthropologists and historians debate, there is no doubt that in the global business environment there...
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...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 or needs over different...
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...ACKNOWLEDGEMENT This thesis has been conducted at the department of the Graduate School of Business at University of Tun Abdul Razak. During the time period of my writing my thesis, I have gained knowledge from the down and up parts. This journey has been giving me some good experiences and I hope that this thesis will contribute to other students in the subject of Women in Management later. Throughout the writing of the thesis, I would like to thank several people that have been essential for conducting to my work. First and foremost, I would like to thank my beloved supervisor, Associate Professor Dr. Khairudin Damhoeri for being supportive and for his valuable advices. Secondly, I would like to send a special gratitude to my respondent Puan Nor Rubaiha Mohamed Nor, CEO of Yayasan UEM, UEM Group Berhad. Last but not least, a special thanks goes to my husband, family and friends for putting a smile on my face every single day. ABSTRACT The topic of the thesis is Women in Leadership and Management. This essay concerns the subject of thesis work is to make research of women leadership attributes and management styles. In order to get clearer details about that, I have made some investigations or researches on women leadership starting from definition of it, followed by the data collection in order to strengthen the research topic. Data shows that women continue to increase their share of managerial positions but unfortunately the rate of progress is slow and uneven...
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...| MANAGEMENT RESEARCH / PROJECT DRS3023 RELATIONSHIP BETWEEN MANAGEMENT COMMUNICATION STYLE & ORGANIZATIONAL COMMITMENT WITH GENDER AS THE MODERATING FACTOR PROPOSAL FOR: MDM. DINA ABDUL RAZAK PREPARED BY: NORSYAFINAZ BINTI SHAH RIZAL THOMAS 012011110183 NURHASSAN BIN AZIZ 012011030529 MOHD NASRIQ BIN YAZID 012011030196 Submission date: [ 5-Jul-13 ] | Content | Page | | ABSTRACT (executive summary) | 3 | 1.0 | INTRODUCTIONBackground of studyProblem statement ObjectivesResearch questionScope of studyJustification of study | 4445556 | 2.0 | LITERATURE REVIEWManagement Communication StyleOrganizational CommitmentGender | 7788 | 3.0 | THEORETICAL FRAMEWORK & HYPOTHESISVariable relationshipTheoretical FrameworkHypothesis | 9999 | 4.0 | RESEARCH METHODOLOGYResearch ToolsSampling ProcedureData Collection Method | 10101010 | 5.0 | CONTRIBUTION OF RESEARCHExpected significant contributions to a new knowledgeExpected benefits to the country/society/organization | 1111 | 6.0 | TIME FRAME | 12 | 7.0 | BUDGET | 13 | 8.0 | CONCLUSION | 14 | 9.0 | REFERENCE | 15 | ABSTRACT Our purpose of this study is to add to the research of relationship between management communication style & organizational commitment with gender as moderator effect. We design this study to find out the impact of organizational commitment on employee performance. This study shall review what factors increases or decreases the organizational commitment and...
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...Understanding Culture Diversity in the Workplace Diversity in the workplace refers to the variety of differences in people in the work environment. It is very important to understand cultural, ethnic, and gender differences by managers and professionals in a business setting these days. Majority of firms and companies have come to realize that staffs from various ethnic and cultural backgrounds as well as different gender bring a great deal of valuable perspectives in any business environment. The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture, there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What one considers acceptable and natural in the workplace for one person may be unacceptable for another person. Diversity in the workplace can be beneficial as well as challenging. Respecting individuals and their differences can increase productivity. It could also reduce lawsuits, increase opportunities and the business’s image (Esty, 1995). On the other hand, some negative behaviors in the workplace may include prejudice, stereotyping and discrimination, which should never be a practice by management for hiring, retention, and termination practices. Negative behaviors can be barriers to organizational diversity because it can harm working relationships and damage...
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...Importance of cultural, ethnic, gender difference by managers and professional in a business setting. In a professional organization, a successful manager must be able to deal with people with multiple cultural differences and diversity. Diversity is the presence of people from wide range of backgrounds possessing different traits. People tend to prejudge and place stereotypes on others that are not like them, to be an effective, manager and employee must be respectful and recognize each other’s differences. Some contributing factors to diversity include age, race, ethnic origin, culture, physical abilities, religion and sexual orientation. A good manager should be able work with any one regard of their culture or race. In some organizations, women are still regarded as inferior to men, which affects their positions and salary, also some minorities are not getting the position that they deserve, some organization continue to treat minorities as less qualified even though they have the experience and what it take to do they job effectively, the positions are offered to those that are not even qualified just because of the ethnic background. Workplace diversity is very important, understanding cultural, ethnic and gender differences by managers and professional in a business environment can help with the growth of the company, these business can benefit from the different talents, perspectives, experiences...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...organization especially when it concerns the patient’s care. A good example of this organization would be Magnolia Place Health Care. Patient care are faced with many problems because of the lack of communication, difference in culture, the different genders and the lack to communicate properly with the patients that are being serviced. When this problem occurs, it might even affect the way in which many employees are doing their job in their organization. Magnolia Place Health Care deals with many challenges when it comes to communication; and I will be discussing some of them by explaining how their families, caregivers, managers and co-workers influence the different genders and the different cultures. The Different Genders in females: The Magnolia Place healthcare organization hires both female and males, because their main concern is taking care of their patients and while doing so they will face many problems with communication. Some female employees have a better relationship with their patients, families, managers, and other co-workers because of their communication skills in the Magnolia Place healthcare organization. The majority of females sometimes seem to be more nonverbally expressive, they seem to talk more, they also seem to engage in partnership-building behaviors, and they tell their patients and families more of their personal business than men do (Axia2007). A female seems to take care of their patients and families more than men do because they can sometimes...
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...affected because team and groups work collaboratively together to achieve goals if one area does not achieve the whole does not achieve. Team leaders, managers and supervisor are leaders of communication, they work firsthand with the team or groups showing how effective lines of communication not only make their team stronger but also lead to success. Fellow Coworkers Gender and Cultural differences affect communication between coworkers in different ways. Within my organization there is not much diversity, there are mostly females and staff culture is African American with an exception of a male from India. Language is not the cultural difference in communication; it is the way respect is shown. In the Indian culture man and female do not walk side by side the male walk ahead of the female or if he or she are approaching each other the male walk on the other side of the hallway as a sign of respect. The gender communication with other coworkers is only a slight difference; male coworkers go straight to the point where female coworkers will take the long road to arrive at the same point as the male coworkers but the workload is a shared responsibility. Managers Considering the gender and cultural differences of managers within my organization, female managers show more social support to staff than male managers. Female manager show more supportive communication by offering an ear to listen when it seems staff members are not as productive because of a personal issues or...
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...protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © Valdes J. Snipes Bennett, 2006 Abstract It has been theorized that the leadership style (LS) of a leader/manager in nonprofit organizations is important to effectively motivate employees to work together in achieving goals. The purpose of this study is to determine if there is a relationship between leadership styles, organizational culture (OC), and organizational effectiveness outcomes (OEO). The relationship study applies data collection and scoring procedures developed by Bass and Avolio. The correlation between independent variables of transformational, transactional and passive/avoidant leadership styles and the dependent variables of transformational and transactional OC, and OEO variables of effectiveness, satisfaction, and extra effort were examined. Data was collected on leadership styles and organizational effectiveness outcomes by using Bass and Avolio’s Multifactor Leadership Questionnaire (MLQ-5X-Short) and the Organizational Description Questionnaire (ODQ). Leader/manager leadership styles were compared with organizational culture and organizational effectiveness outcome. This...
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...Welcome to VangoNotes for Organizational Behavior, 13th edition by Stephen P. Robbins and Timothy Judge. Chapter 1: What Is Organizational Behavior? Section 1: Big Ideas Do you ever wonder why people at work behave the way they do? Or why you act as you do? Chapter 1 sets the stage for learning what Organizational Behavior is, how it will help you understand yourself and others at work, and what some of the organizational behavior issues are that people are talking about today. Let’s start with interpersonal skills. Practicing managers have long understood the importance of people skills for organizational success in today’s competitive and demanding workplace. Who do we mean by managers? Managers get things done through other people. They do it by planning, organizing, leading, and controlling. Managers also fill interpersonal roles, such as being a leader, a liaison, or a figurehead. They serve in informational roles such as monitor, disseminator of information, or spokesperson. Finally, in their role as decision maker they might be entrepreneur, disturbance handler, resource allocator, and negotiator. All these roles are important to the functioning of the organization and its people. Who’s the best manager you’ve ever known? Think about the special skills that helped this person to be effective. Researcher Robert Katz has identified three essential sets of management skills. The first set includes technical skills, the ability to apply specialized...
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