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Employees' job satisfaction and success is tremendously influenced by managers. Studies show that men and women have varying preferences for the choice of the gender of their manager. Several studies have concentrated on this matter. Unfortunately, the outcomes of the studies are inconsistent. This paper, therefore, seeks to review past findings of research with the intention of exploring and casting light on the relationship between the variables in the modern workplace (Jackson, Alberti, & Snipes, 2014).Effect of Gender on Leadership Style
Available research shows that men and women face different evaluation parameters in their leadership roles. Success in performance for a man is often attributed to the internal characteristics of the man and his skills and abilities. On the other hand, success for a woman is attributed to external factors that relate to a situation. These include the simplicity of the task or chance. There is a general perception that men are achievers and doers. Women, on the other hand, are perceived to possess better interpersonal skills (Crites, Dickson, & Lorenz, 2015).
Women are relatively fewer than men are, in many segments and sectors; especially at higher management levels and decision-making positions. Indeed, the title 'manager' often strikes as male to many...
It is hard to change the dominant stereotypes that have fueled these notions. Thus, many women still face discrimination in leadership roles and some form of barrier for rising to decision-making positions (Crites, Dickson & Lorenz, 2015). Researchers concur that in the USA, the masculine approach has been touted as the more successful leadership style in its culture. It is assumed that a masculine leadership style is a hallmark of a rigid approach, driven by productivity and objectivity, and has its eyes cast on the end result (Jackson et al., 2014).
Such gender stereotypes that women are warm, soft, caring and nurturing, juxtaposed with the stereotype that men are rough, competitive and authoritarian seem to be fueling the perceptions and practiced universally. The truth, though, is that women are just as effective in leadership as men are. There is a close relationship in the definitions of a successful manager and a successful leader. Both are based on masculinity, characteristics, parameters and terms of engagement (Kawakami, White, & Langer, 2000).
Effect of Gender on Employee Job Satisfaction
Personality and demographic differences are known to influence the relationship between a leader and a follower member. There is research evidence…
Gender on Leadership Style and Employee Job Satisfaction "The glass ceiling" emerged as a widely employed metaphor in the nineties to account for inaccessibility of organizational leadership posts for females. Even today, females continue to encounter a number of challenges when aiming for leadership positions (Ayman & Korabik, 2010). Research scholars recognize the broad significance of culture and situational contingencies as contextual factors governing leadership, whilst also presenting leadership or governance
Hence, a more corporate attitude is being embraced by pro-vice-chancellors, but the salient question in this article is this: will a university be better off with corporate-style, bureaucratic leadership, or with leadership that pursues academic excellence and a pure mission of educating students? Wang, Yong, and Poutziouris, Panikkos. (2010). Leadership Styles, Management Systems and Growth: Empirical Evidence from UK Owner-Managed SMEs. Journal of Enterprising Culture, 18(3), 331-354. Doi: 10.1142/So21849581000604. What these authors
Leaders have important roles at different ranks in organizations. A manager's leadership style has an effect on the work and attitudes of employees. Leaders ought to lead their subordinates in a manner that makes them happy to carry out their responsibilities. The thesis statement for the purpose is given as follows. "Any organization should aim to acquire and retain the best talent and effective leadership ensures that good employees are
Leadership Styles: How to Become an Effective Leader Power Perspective and Leader as Representatives Extrovert and Introvert Emotional Intelligence (EI) Competencies to Leadership Effectiveness Task-Oriented Leadership Satisfaction and Performance Four Dimensions of Leader-Member Exchange Authentic leadership and Servant Leadership Creating Social and Organizational Identity Goal Orientations Transformational Leaders Enhancing the Goal-Setting Process Leadership Styles As the workplace turns out to be increasingly complex and multicultural, the cry for effective leadership has been answered by a growing popularity of leadership studies in various
Leadership Styles As the behavior of the leader, so is the behavior of the follower." This colloquial proverb can be seen in families. Angry parents tend to raise angry children. Similarly patient, and understanding parents who also know how to set boundaries tend to raise balanced, patient children. This observation can also be applied to the business environment. This study is concerned with behavior of workers within an organization, or company,
Furthermore, there are a number of similarities and overlaps between such leadership theories that do not prevent their being characterized as transformational in nature. For example, "Most leaders behave in both transactional and transformational ways in different intensities and amounts; this is not an entirely either-or differentiation" (Miner, 2002 p. 743). One of the more interesting issues to emerge from the research is the need for transformational leaders to teach