Introduction This paper is a research done to analyze the characteristics of communication and how it affects male and female entrepreneurship. The use of gender perspective in the communication style was influenced by the now popular topic of women’s rights and discrimination against women in the business world. Women in business was scarce, but now it is becoming more prevalent. “The communication is a key factor in the success of any organization” (Borcic, Despot, Prusina 2015). The background of this paper is based on the theory of basic guidelines regarding female entrepreneurship, communication, gender in communication, and the comparison of leadership characteristics between women and men. Another theory this paper is based …show more content…
According to the article men are more powerful than women and have more support in their entrepreneurship and society in general. Researchers are testing to see if the stereotypes placed on each gender actually play a role in how each carry out their role in their workplaces as leaders. The first hypothesis was “In interviews with male entrepreneurs prevalent are features typical of male language and behavior” (Borcic et. al 2014). The second hypothesis was “In interviews with female entrepreneurs prevalent are features typical of female linguistic behavior” (Borcic et. al 2014). The article investigates the chances of the existence of differences in the way males and female entrepreneurs communicate, and the possibility of connecting these characteristics of the communication style and their management characteristics. YES
III. Theories The theoretical part of the paper gives an overview of the basic guidelines related to female entrepreneurship, communication, gender marked by communication and characteristics of women 's and men 's ways of leading. Feminist linguistics laid the foundations of the theory of linguistic behavior of women and men. Given that some previous studies have shown that women are more likely than men to use first person plural, based on these variables it is possible to see if that is really true. Does the female leadership style truly express a desire for cooperation, the sharing of power and the developing and
The book excerpt Conversation Style: Talking on the job by Deborah Tannen discusses about different styles of communication between the genders. Tannen outlines about differences in conversation styles used by men and women at their workplaces and daily lifestyles. She claims that most of the time problems and tensions between men and women arise because of differences in conversational styles of each gender. The book focuses on research in gender communication in the working world perspective. I agree with Tannen’s claim about gender differences in conversation styles and how it affects relationships, workplace issues and daily life.
In a study by (citation) females and males rated communication styles by gender tended to rate females as better at non-verbal communication and males as more likely to display loud disruptive behaviours. Through observational studies these were confirmed to be significant showing that how we view genders does impact communication styles. For me, I do see these behaviours in my life and find I am able to communicate and read body language very well. In a study by (citation) female managers were more likely to use longer sentences, sub-sentences and more adjectives. (How this affects my
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
This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall
The feminine and masculine approach is typically how the prototypical female and male think and act. In terms of ambition and success, the masculine perspective is who has more of it; the more, the better and occasionally having power over others. The female perspective is built around is more about how power is shared. Role and rank matter less; the preferred structure is a network. Ambition from a masculine perspective is about competition and winning. It is about getting to the top of the heap, to the “Alpha” position in a hierarchy (Forbes). These approaches can be devastating, potentially undermining women’s capacity to lead, and create obstacles en-route to women’s career advancement.
Research on networking shows that women are less likely to choose partners with power and authority (Ibarra, 1992, 1993; McGuire, 2000). Lyness and Thompson (2000) found that both genders report different social and professional experiences in reaching top management. This study represents how gender stereotyping affects the women of the workplace and their struggle to reach upper management. Overall trying to bring awareness of gender stereotypes that are not being taken seriously.
Vinkenburg, van Engen, Eagly, and Johannesen-Schmidt (2011) found that gender differences in communication style norms can also impact advancement in careers. While the differences in group collaboration and leadership styles between men and women may be trivial, and perception of gender-based leadership style is not. Women were shown to use more effective, leadership techniques then men. However, men were perceived as being slightly better leaders and more inspirational in the work setting, despite the fact that woman’s leadership styles tended to be more rounded. The perpetuation of gender bias in promotion decisions perpetuates the stereotype that men hold
Women are relationship-oriented, emotional and cooperative whereas men are assertive, demanding and self-assured. This is the widely held gender stereotype that some people hold around us. Whether men and women in fact communicate differently or behave differently in communication, there is clearly a perception that they might. It is important to address these perceptions, because they contribute to behaviours and expectations that flow from assumptions. This review will focus on the effect of our preconceived or learned assumptions of gender and interpersonal styles by looking at supporting evidence, and the effects of that behavior. We will also be looking at whether there are noticeable differences in the way men and women negotiate and handle conflict. Furthermore, the review will discuss whether these differences result in whether if gender should be considered an important aspect of culture.
The gender of the person proposing the idea can influence the reaction as well: women have more ideas rejected than men unless their idea is relatively masculine-typed, in which case the women’s ideas were evaluated only 0.14 points less than male ideas, as opposed to 0.16 points less (Gupta and Turban 150). That more ideas proposed by women are negatively received can mean they garner less support and resources for their ventures, hindering their attempts to move forward in their business (Gupta and Turban 150). This clearly deals women a disadvantage, as such biased evaluation of an idea can likely lead to women stagnating in their career, unable to move up because their proposals and concepts are automatically deemed “not good enough”. The concept that men are more often associated with traits that help them in the workplace is further examined in Joel T. Nadler and Margaret S. Stockdale’s article “Workplace Gender Bias: Not Just Between Strangers”. It argues that men are thought of as connected to positions of authority by both women and men, and such associations prevent people from succeeding in-- or even choosing-- careers that do not conform to their genders
Innovation is one of the key factors keeping firms and companies in business, acknowledging the competitive nature of today’s society. With bureaucracy implementing a heavily male-dominated leadership system, introducing women in high leadership roles has shown to improve innovation and is innovation within itself. Although studies show that a male brain is 10% larger than a female’s, it does not necessarily mean that they are smarter (WebMD, 2005-14). This study goes on to illustrate that the female brain consists of 9.5 times more white matter than males, which connects various parts of the brain; strategic thinking. It also continues to say that the frontal region of the cortex and the temporal part of the cortex are more precisely organised in women and are larger in capacity; explaining dominant language skills in women. Women can then take these natural abilities to their advantage when they compete, ‘they use language to... gossip, manipulate information” (WebMD, 2005-14). Taking all this information into account when considering leadership, it becomes evident that women may be able to bring a higher level of innovation to organisations due to their different style of thinking. Post-bureaucracy has further enhanced and developed this notion due to women in today’s society no longer being as restricted by the means of a patriarchal system of society. Although women still do not have a complete dominance in their say due to prevailing bureaucratic practices (Josserand, Teo & Stewart, 2006), they are now in a position in which they are able to express their thoughts and ideas much more liberally, thus giving them a chance to attain a role of leadership without being looked down upon as much as they would in a more bureaucratic era. Instead providing future generations with aspiration and hope of complete gender equality in relation to
The author indicated the feminine leaders would be more attention on the individual feelings and thoughts in an organization. They encourage followers to express themselves by participate in informal group activities. Within the group followers enable to sharing more ideas or information they know in order to generate better plans or solutions. Despite of the leader among them, the followers still can express themselves without grudge in this informal group. Furthermore, the leader will give them more specific feedback to reach (out) their own goal.
This research paper focuses on the gender differences at work and their communication styles. It discusses the manner in which men and women take in communicating to others. It is viewed that men are no longer the power house of communication. Research will indicates that in group settings, not one gender type dominates the conversation, but the one who shows leadership is determined to have power. In addition, studies indicate that men are less intuitive than women because women express nonverbal communication with great sensitivity.
More and more women are rising to the leadership challenge, even in some of the most male-dominated industries. The increase in the number of women attending college, the increasing number of women in the workplace or starting their own business has demonstrated to men who own businesses that women can be both managers and mothers, thus showing their male counterpart that women can in fact "do it all".
To cite this document: Dorothy Perrin Moore, Jamie L. Moore, Jamie W. Moore, (2011),"How women entrepreneurs lead and why they manage that way", Gender in Management: An International Journal, Vol. 26 Iss: 3 pp. 220 - 233 Permanent link to this document: http://dx.doi.org/10.1108/17542411111130981 Downloaded on: 12-02-2013 References: This document contains references to 86 other documents Citations: This document has been cited by 3 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1526