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Recommended: Participative or directive leadership
Thesis statement: Leadership depends on the leader’s leadership style and there way of communicating ideas rather than the leader themselves. Both women and men believe in similar leadership styles however women prefer a more participative leadership approach.
According to organisational behaviour by McShane, leadership is defined as influencing, motivating and enabling others to contribute towards the effectiveness and success of the organisation of which they are members (page 382, McShane).Becoming an effective leader depends on the leader’s leadership style. Successful leaders have vision and charisma, also the leader should have an ongoing personality, talkative, careful and self-disciplined. The leader must also have self-concept with a high self-esteem and a motivation drive which peruses goals that motivates their followers. (McShane pg 382). Leaders should also have integrity, this is when the leaders are truthful and they have a consistency of words and actions. Authentic leadership is very important in a successful leader; the leader must be comfortable and act in a rightful manner with a self-concept that comes from within the leader by being themselves. There are cultural values and gender values when it comes to different leadership styles, research has found out that women and men both have different methods of being leaders such as men are more direct when giving a power speech compared to women who prefer a participative style of leadership (McShane pg 384).Leadership however is based on a technique the leader uses and how they apply it to their followers and not so much about who is following the leader but rather what technique best suits and relates to the followers.
‘The led must not be compelled; they must ...
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...ly (Mc Shane 397). An example of a good female leader is Joan of Arch, because she was assertive, dedicated (National post, 2011).
Becoming a successful leader requires many skills such as good communication skills; the leader must have knowledge, have a good personality and be motivated such as Abraham Lincoln, Albert Einstein, Martin Luther the king and Joan of Arch. Compared to Adolf Hitler who had coercive power and none of effective leadership skills as a result he become the worst leader in history. There is not one best style of leadership nor who is following but depends solely on the leaders characterises and if they follow certain elements which make them effective leaders such as good communication skills. Women and men are both similar in terms of leadership however women prefer a more participative leadership style according to GLOBE (Mc Shane 382).
In the American society, we constantly hear people make sure they say that a chief executive officer, a racecar driver, or an astronaut is female when they are so because that is not deemed as stereotypically standard. Sheryl Sandberg is the, dare I say it, female chief operating officer of Facebook while Mark Zuckerberg is the chief executive officer. Notice that the word “female” sounds much more natural in front of an executive position, but you would typically not add male in front of an executive position because it is just implied. The fact that most of America and the world makes this distinction shows that there are too few women leaders. In Sheryl Sandberg’s book “Lean In,” she explains why that is and what can be done to change that by discussing women, work, and the will to lead.
...tional obstacles to those faced by male counterparts. One common predicament, identified by the former Equal Opportunities Commission, is the requirement for women leaders to spend extra time and energy not just leading, but ‘proving’ that they can lead. Women leaders are penalized whether they confirm, or contradict a specific stereotype. A female leader can expect to be viewed as less competent when her behaviour is consistent with stereotypical ‘feminine’ behaviour, and as ‘un-feminine’, when her behaviour is inconsistent with stereotypes Ritvo et al (1995).
...le. Overall, the author identifies with the overall context of the article which is clearly directed towards pointing out how natural selection has provided women with the rightful capacity to become good leaders. However, this fact should not shun the idea that above women, men were expected to serve as the head of the household. This principle could be applied even in organizations today. Men have the talent to direct, however women tend to become more understanding and more reasonable at times. In this case, the work of men and women in an organization as leaders provide the best source of foundation for a better working system that employees could follow through in relation to how they complete their tasks as expected.
There is a plethora of approaches when it comes to examining the concept of leadership. One can examine leadership through the lens of theories, either behavioral, trait or contingency theories. Leadership can also be examined through the lens of styles, whether transactional, participative, transformative, charismatic or servant styles. Wren writes “Leadership is a complex phenomenon, involving the constant interaction of three essential elements: the leader, the followers, and the surrounding situation or context. An effective leader must know something about each and how they interact.” (Wren, p. 125). In the section “The Leaders”, Wren compiles readings which focus on the leader, bringing to the forefront issues about traits, behaviours, gender and minorities and how they influence leadership. In this essay, I will examine the issue of gender, specifically whether women lead differently than men. I will compare and contrast Virginia Schein’s conclusions with those of other researchers.
Some of the research on gender differences in leadership styles has come to the conclusion that there are no quantifiable differences between men and women in leadership roles, but rather that leadership roles are just extremely situational. Task-oriented leaders are autocratic, direct, and controlling (Eagly & Johnson, 1990). Task oriented behaviours are “concentrated on performing the job that the work group faces” and are thus similar to those of the initiating structure factor. The leader is concerned with setting work standards, supervising the job, and meeting production goals” (Riggio, 2008).
Leadership is seen in all walks of life and so there are many social and psychological factors that people have theorised can make a great leader. ‘Effective leadership’ is therefore difficult to define as there are so many standpoints that one could take. Taking the perspective of a social psychologist, Chemers stated that leadership is “a process of social influence through which an individual enlists and mobilises the aid of others in the attainment of a collective goal” (2001, as cited in Hogg and Vaughan, 2014) and so it would be fair to assume that a good leader can be seen through the success of the rest of the group. In light of this, effective leadership must be looked at in terms of personality, relationships with the rest of the
When we think about how it used to be 100 years ago, the only people in leadership roles where men, and there was no presence of women. Why is it that we tend to see more men in leadership positions? Usually when we think of what a leader looks like, we tend to describe them as powerful, assertive and confidence. Because of stereotypes our society immediately labels this person as a man, due to the roles that we are expected to follow. Today, there has been a huge shift for women in leadership positions; however, there are many challenges that they still have to overcome. A process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2007) defines a leader. Moreover, leaders come in different forms whether in a professional, educational, or group setting. As a male college student and an advocate for equal rights between men and women, my understanding of the struggles that women face has a huge impact on my philosophy of leadership. The three most important concepts in this course that has resonated with me the most are double bind, and think manager-think male and glass ceiling.
Leadership has been defined in different ways, a definitaion of leadership that would be most commonly accepted would be “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization…”(House et al., 1999, p. 184 as cited in Yukl, 2013, p. 19). After a comprehensive review of different leadership literature, Stogdill (1974, p. 259, as cited in Yukl, 2013, p. 18) concluded that “There are almost as many definitions of leadership as there are persons who have attempted to define the concept." Leadership can be viewed from two different angles one is shared influence process and other as a specialized role. Researcher who view leadership as a specialized role consider attributes as a factor in selecting a designated leader. On the contrast, theorist who emphasises on influence process considers “Leadership” as a social process or a pattern of relationship.
Interest in the impact of gender on leadership is relatively 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 ‘successful managers’. Successful managers were overwhelmingly identified exclusively with male traits. Many similar studies have been carried out since that time and all have demonstrated that the successful managerial stereotype remains male.
Women, on the other hand, are difficult to classify as a good leaders because in order to be a leader, we often need to sacrifice our femininity. This belief...
Researches that support no gender differences in leadership skills, says female and male leaders lack internal validity as they are often over-reliant on narrative reviews or case studies (Bartol & Martin, 1986; Bass, 1981, 1990). Kanter (1977) argues that men nor women are different in the way they lead, instead adapts his/her leadership style to their situation and conforms to what is expected of them in the role given, ignoring their gender’s influence on their leadership style. However, researchers agree that gender differences in leadership styles do exist and that men often use a more task-oriented approach, while women, on average, rely on leadership style heavily based on quality of interpersonal relationships (Eagly & Johnson, 1990; Gray, 1992; Eagly, 1987; Eagly & Karau, 2002). Female leaders have also been described as taking a more “take care” leadership approach compared to the males’ “take charge” approach (Martell & DeSmet, 2001; Yukl, 1994; Hater & Bass, 1998). Researchers have also found that women tend to emerge as more transformational leaders while men are likely to use a transitional leadership approach (Bass & Avolio, 1994; Rosener,
Firstly, men are given more leadership authorities over women. The leader can be defined as a person who is appointed or elected by a group
Throughout the past century, women have accomplished great progress in the movement towards equality within our society. As the gap between male and female roles have closed, opportunities have increased for females within industrial, political, and military fields. However, these career fields are still largely seen as a “man’s world.” With predominantly male leaders, females who have risen to positions of authority often struggle to find footing and take charge as their male counterparts do. In the article “How Can Young Women Develop A Leadership Style?,” The Wall Street Journal pinpoints relevant challenges women face as leaders and provides constructive feedback for arising leaders
This ties in closely with the social aspect considering it also deals with stereotypes of women. Yet in the political sphere we will focus more on the actual differences between women and men in leadership and how women can lead just as well despite these differences. David Gergen explains how a new form of leadership is developing, and women are extremely suited for it. “360-degree leadership—that is, leadership that requires you to listen and learn from others around your outer circles…Women leaders, as it turns out, seem perfectly tailored for this new style.” Gergen goes on to explain how the typical qualities associated with women leaders, relational and inclusive, are the qualities needed to flourish with this new style. Of course this does not mean that men are unable to adapt to this style, there have been many successful male leaders who have led with it. But the focus here is on the fact that despite women being extremely capable, they still are not granted these positions based on their gender. Women constitute 47% of the US’s work force and 63% of all workers earning a minimum wage or less. Yet they represent only 13.6% Fortune 500 boards according to Marie Wilson in Closing the Leadership Gap. It is imperative that we resolve this issue. Women can and should be leaders, yet are unable to because of the obstacles and discrimination they
Kabacoff R, Peters H, 1998 “The Way Women and Men Lead – Different but Equally Effective.” Management Research Group Research Report: Leadership & Gender. http://www.mrg.com/Publications/articles/The_Way_Women-Men_Lead.pdf [Accessed: November 17, 2004]