Do Women Experience More Occupation Stress Than Men?

These perceptions however may not be true. According to organizational behavior scholars, ‘women are evaluated negatively when they adopt a stereotypically male leadership style and occupy traditionally male-dominated positions’. The employees in the case assume that Sally being a woman should be ‘nurturing and … care about their workers’ suggesting preconceived notions of how women should behave. This notion of stereotyping can result in misinterpretation of information because not all people are the same, and many in the same social category may demonstrate inconsistencies with the stereotype.

In this article Anderson and Hansson explore the behavioural differences between women and men in managerial positions and propose explanations for the differences and similarities. The authors used data gained through questionnaires of public managers, that measured their leadership style, decision making styles, and motivation profile as to eliminate any effects of organizational differences on leadership behaviour. This investigation employs three dimensions of leadership behaviour – leadership style, motivation

Gender relations - Do stereotypical mind-sets around gender relations lead to gender inequality in this workplace? Do work structures disadvantage women? Is there an alignment of managerial attributes with gender stereotypes, such that male attributes of competitive spirit and technical competence are given

"Women's advancement often stops short of the general management level" as a partial result of discrimination by white men in positions of power, which include the differences of developmental job assignments they are afforded (Ohlott 46). "Developmental job assignments have been found to be one of the most important factors in preparing both men and women for upper-level management positions" (Ohlott 46 - 47).If women do not experience these same job assignments, they may be less prepared than men for handling future upper-level management jobs. These types of job assignments lead to high-level positions, make managers more visible, and prepare them for future jobs. With men being in the top ranks of organizations in most cases, they are less likely to assign these challenging tasks to female subordinates (Ohlott 49). "Organizations more often move women into staff positions and out of functions central to a business" mainly because those making the staffing decisions are more interested in advancing their own careers (Ohlott 49).

I have noticed double bind in my workplace considering one is too masculine or to feminine. I don't believe in all cases it is not men versus women . In the healthcare setting you see a lot of women in management and director positions . In addition to the women that are trying to work there way up to management and director positions .My manager and assistant manager have totally different work ethic ,however they both want to advance in there careers. My manager mannerism is not as aggressive and doesn't like confrontation yet she has been told she needs to assist more with resolution when issues arise . I personally think in any position a women purses she will need to incorporate others desires and wants in order to achieve her goal.

According to the article, Stop Blaming Women For Holding Themselves Back at Work, women are in less managerial positions because of the culture in the workplace. Women are blamed, they are told to “try harder,” or to “be more aggressive,” although lack of aggression and effort might not be the problem. The problem, according to author Lisa Miller, is that they are women.

A)Adaptability in this study is defined as being able to adapt to new or changing conditions in the workplace. B)This study was conducted in order to see how much women had to dedicate and work in order tot get to a managerial position. A voluntary survey was handed out to women in both management and those not in management in a financial career in Australia. Most were adult married educated women with no kids whom work more than Fourty hours a week. There were four aspects that were measured in this study: what position they help, how much money they made, how many people did they manage, and how many promotions they received. Mediator regression is what was used in order to find the relationship between the position the women held compared tot heir individual personality types. What was shown was the three most important attributes women much have to have a better chance at a managerial position was ambition, masculinity, and adaptability.

Does gender really matter? Being a woman taking the role of an accountant, the male will always be the dominant one in the business room. The company I work for only had one woman manager and it’s a little disappointing so I wanted her point of view on it. She responds “yes and no”. Woman have a different perspective on issues she compared it to different races seeing things differently. I agreed with her when she said woman has a different way of brining their style to leadership then men do. What I really loved and respected what she said was “at the end of the day, I think good decisions are good

Jacobson, Palus, and Bowling’s review explores if women are managed differently than men. This review takes a look at gender and how it affects or impacts internal management and external networking. The review found that women spend less time on external networking whereas men spend less time on internal management. The authors research the different method of management styles and/or techniques that differ between men and women in addition to the external networking styles and techniques. The authors research different management strategies based on a male perspective versus a female perspectives.

I think managers can benefit from understanding gender differences. The differences don’t make one gender better than the other. Women can be good managers, excellent engineers, research scientists and doctors. Conversely, men can excel in professions that are traditionally filled by women, like teaching elementary school, nursing, and being the stay-at-home parent. I have noticed differences in how men and women manage and make decisions. According to Simma Lieberman, men and women use different processes in leadership and decision making (Lieberman, n.d.). Men are more task oriented and process internally while women are more relationship oriented and process by thinking out loud (Lieberman, n.d.) Women lead by consensus, men make their decisions with input from a select few they trust (Lieberman, n.d.). However, in a meeting, men will typically talk more than women and take up more physical space than women. In order to be viewed as equals, women need to assert their physical space and participate in the meeting (Lieberman,

Women and men work in the same environment and they start working from lower-level jobs, but it takes more time to get promoted and less chances to take higher position in workplace. There is one researcher, Mabel Adraham studies the difference of promotions between men and women in his workplace based on his experience. He finds out American bank where the lower-level jobs were over 80 percent of female, while less than 40 percent of executives were women. It means most women work in lower-level jobs and only few women get promoted to have higher level jobs in workplace. There is the important reason that women cannot get promoted as much as men is people think women cannot control themselves and easy to give up their work if they have to do too much hard work over their abilities. People consider that women are more emotional and sensitive than men, so they hesitate to give them a high stress work and demanding big decision jobs. For example, a police chief may be unwilling to take female police officer for promotion, due to advanced prevention when the chief forces to lots of work or dangerous work to do and the belief that men can naturally carry out better even if it is a hard and dangerous work. For this reason that women tend to have a low self-esteem and lose

Men are stronger mentally and physically so when they face stressful situation, they manage more efficiently. They can face a situation more easily and quick to make a judgement. However, since women are weaker, it is harder for them to cope up with stress. Therefore, men manage stressful situation more.

The presense of women in the workforce has been growing steadily and now more than ever women are accompling things that were not even to be thought of in the 1800s/ early 1900s. Women can be felt in alsmost every aspect of the workplace; however American women, unlike their male counter parts still deal with workplace barriers that affect their progression into the upper levels of a corporation or company. People can argue that in the workplace women have the same opportunities as men

Several theories have been utilized to guide research exploring the glass ceiling metaphor. The social role theory explains the labor division between men and women and the difference in their leadership style (Sabharal, 2015). Men are regarded as more agentic- aggressive, dominant, and independent. Women behaviors are more communal- empathetic, nurturing and kind. This theory posits that individuals might question the capacity of women in leadership roles, because requirements of leadership contradict the social role of women (Sabharwal, 2015). Because men majorly occupy leadership roles, it is largely assumed that leadership demands male-like personas. Therefore, women are judged less favorably when seeking management positions. Moreover, managers are less likely to promote women because of their social responsibility as mothers, which ascribe the primary responsibility of family (Sabharwal, 2015). Role incongruity and the perpetuating masculine stereotype contribute to the challenges women face in leadership positions (Sabharwal, 2015).

Gender in Management: An International Journal Vol. 26 No. 3, 2011 pp. 220-233 q Emerald Group Publishing Limited 1754-2413 DOI 10.1108/17542411111130981