Leadership Style of Men and Women Essay -- Gender Leader Leading Leade

Leadership Style of Men and Wo manpowerWomen do have unalike leadership styles from men. As Bodyshop founder Anita Roddick says I arc my company according to feminine principles principles of caring, making intuitive decisions, not get hung up on hierarchy, having a sense of work as existence part of your life, not separate from it putting your labour where your love is, organism responsible to the world in how you use your profits recognising the bottom strain should stay at the bottom. The problem with actu ally mapping these differences is that the undefeated masculine managerial stereotype is so strongly embedded in musical arrangemental life that female managers are pressured to conform to it, thereby confusing question results.Interest in the impact of gender on leadership is comparatively new. The first studies were conducted in the US in the early 1970s when male managers at nine insurance companies were asked to characterise women in general, men in general and se lf-made managers. Successful managers were overwhelmingly identified but with male traits. Many similar studies have been carried out since that time and all have demonstrated that the roaring managerial stereotype remains male. Women managers perceptions of the successful manager are only slightly less conclusive. Unlike the women managers in the 1970s and 1980s not all female managers today finishtype the successful manager as male how of all time, no one, male or female, ever identifies the successful manager as feminine. Male, and only to a slightly lesser extent, female, managers continue to tell apart successful managers as possessing masculine traits, such as self-confidence, competitiveness, decisiveness, aggressiveness and independence.Positive differencesMany managers, both male and female, agree that sex differences in concern style do exist. Interestingly both describe womens differences in positive terms. Yet when researchers ask managers to describe their own man agement styles they usually find no significant differences between genders. Does this crocked no difference exists? No. What these findings reveal is the extent to which individuals characterise themselves in terms of dominant managerial values, in this case masculine behaviour. At the same time managers describe themselves in terms that fit with the predominant rhetoric of good management practice, now... ...rrectness. Fear of the backlash that can swipe if being critical of any woman, or challenging the current experience of how femininity can add to the boardroom, maintains the myth of gender differences influencing work related to performance.The way forwardTodays economic reality is oversupply. excessively many products and services are chasing too few consumers. In golf-club to get that, extra 2% which will make the difference, each organisation has to look to itself. Helping people to become more motivated to snitch or to provide a higher level of service, requires that staff and management improve dialogue and their internal communications. In effect, internal diversities need to be turned into unique strengths, which give the organisation that extra push. What is the value of send men and women on separate courses or being given different treatment (unless a special case exists), when aim is to pull unitedly in order to survive and prosper?Managing diverse groups to achieve a cohesive philosophy and consistency of performance is what is required of todays corporate leader. Evidence shows that women and men are as adept, or as bad, as each other at responding to this challenge.