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Differences between men and women leadership styles

At the time of the birth it is easy to determine the gender of the baby especially when the blanket in which the baby is wrapped is tied with either pink (girl) or blue (boy) ribbons. People tend to see a precise difference between men and women from the very beginning of their existence by giving certain kind of toys and teaching them the specific way to behave themselves. Because of this, girls play with dolls and kitchens while boys usually play with vehicles and superheroes. There is a distinct difference that is taught to little kids about how they are supposed to live.

The specific choice of the way to live that women make themselves are usually in accordance with their personal qualities, preferences, tastes, life circumstances, but the possibility of a variety of those choices are strongly dependent on the kind of economic and moral support that they are going to meet at organizations(Ibarra et al., 64).

Women are now increasingly characterized by such behavior patterns that were previously assigned to the men, for example, skill and ability to make decisions, defend their opinion and independence from other people. “Many studies have shown that female managers have to work harder than men to gain recognition, and that this often leads top female managers away from the leadership style characterized by soft skills and emotional understanding” (Mahr, 337). Women follow a more democratic style of leadership while men tend to stick with a directive style where they give out orders to workers with a lower position. “A recent review of 45 organizations found female leaders were more transformational than males” (Langton et al., 419). This concluded that women are easily able to blend in into the workplace community and perform very well even when compared to males. They encourage a shared type of leadership where all the workers can express their opinions and increase their “self-worth”. Women prefer to use their “charisma, expertise, contacts, and interpersonal skills” (Langton et al., 419) to influence the workers around them. Even though some studies have shown that both women and men are equally effective in leadership, more recent surveys actually resulted in evidence that showed women are rated much higher by their peers on variety of measures when compared to men. There is no specific way to determine the total effectiveness of a leader in a given time because there are many different situations and every person acts in different ways.

Table 4. Results – Transformational (Change Agent) Approach

The table above (Eisner, 30) describes specific aspects of a transformational approach when used by men and women in a workplace environment. “The finding for men is not consistent with foundational literature, which predicted a transactional approach” (Eisner, 29). This survey showed that both men and women tend to use transformational approach more often rather than transactional approach and in three out of four categories the percentage of women is larger than the percentage of men (Eisner, 29).

“Organizations increasingly need fewer leaders who use a command-and-control style and more who encourage participation, share power and information, nurture their followers, and lead through inclusion” (Robbins, 85). Time changed the way the organizations’ structure look like and in the future there probably be an even more drastic change towards equality.