Will A Woman Make A Better Leader?

Women are better in business, because they are better in leadership, entrepreneurship and know how a business is run. Every human being who is an executive, CEO, or a chairperson of a certain company has different leadership skills, no matter the gender of that person. Being a leader of a company is not easy, but women have proved that they can lead a business. “(A recent BusinessWeek article titled “As Leaders, Women Rule” (Nov. 22, 2000) pointed these differences, reporting findings from a number of comprehensive management studies conducted across the country. By and large, the analysis showed that women executives, when rated by their peers, teams, support staff, and bosses, scored higher than their male counterparts on almost every skilled measured)” (Gentry). This quote proves that women are capable and have the skilled measures needed to

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

On the other hand, it is said that women are seen as being more supportive and less managerial. Women tend to display high levels of compassion and team-building skills. Additionally, women leaders are able to view situations from many different perspectives, enhancing their persuasive ability and making them better at persuasion than males. Women are also said to like a challenge. “An international study found that 70% of businesswomen asked their bosses for new challenges at work, which is less than half of the businessmen that did so.” Lastly, it is said that women are honest and hard workers. It was found that 54% of women worked 9-11 hour days compared to 41% of men. It was also found that women are more likely to do work during their vacations and less likely to spend their “sick days” playing hooky.

I would like to start by mentioning that there may be decision making abilities and cultural differences that are affected by gender. Women are usually expected to be nurturing and less aggressive than men. Under attribution theory (ORGB), female managers may be less likely to attribute their success to their own abilities. It is not hard to guess that management may end up not having an entirely accurate assessment of a woman’s skills due to her modesty in that area.

Marie A. Chisholm-Burns states that “perhaps no sector has been more publicly scrutinized for its gender disparities than the corporate world” (312). While women tend to do most of the shopping for the household, they still lack the ability to voice their opinions about what can be done to improve consumption or shopping. USA Today recently wrote an article that was boldly named “Sexism in the Workplace is Worse Than You Thought” which talks about the gender bias women face in the workplace as they progress in their career (Chisholm-Burns 312). Since white males are considered superior in today’s society, diversity is hard to find in high-paying jobs. Because women face discrimination, many businesses struggle to reach their full potential. The glass ceiling is also very condescending and causes women to act negatively towards themselves. The discrimination in pay between men and women has caused many women to form anxiety or stress disorders, such as depression. It also causes women to not strive to be the best they can and because they struggle with this, the possibilities of having great women in leadership decreases even lower than it was originally. These low levels of female leaders also lack encouragement from good role models who would help them learn how to be a leader. If equality becomes a strong focus for corporations, then they should see a positive overall

There are so many different factors that go into the equation of what makes a good employee and a person's sex shouldn't be one of those. There are women who have managed to battle their way into the upper ranks and who have likely worked much of this out for themselves (Bellstrom, Kristen and Zarya 24). This shows us that women are determined to make something of themselves and that they will rise above any stereotypes or discrimination to make the workplace more diverse and equal for all. Robinson was asked how women effect the workplace. “Women definitely bring more diversity to business and a great amount of knowledge coming from a different viewpoint. They also bring a different emotional side to business which I think can be a good thing.” Are female customers more difficult to work with than male customers? “Typically no, not in this business. This is not a retail business. I would say that men ask more questions than women as far as accounting goes. I think this is because typically in the family dynamics of things, men usually handle the financial aspects of things.” said Robinson. In 1974, only four percent of all MBA graduates nationwide were women. In 1994 thirty six percent of the ranks of graduating MBAs were women (Haddock 24). Showing that women are hiking their way up to the top. That number has more than increased since then. Gender diversity in corporate businesses and top management groups has received growing attention from academics, investors, interest groups and professional research firms. Diversity is supposed to be a sensible approach to improve board effectiveness and performance (Labelle et al 1). In recent years, the issue of appointing more women as directors has also captured the attention of policymakers and research on gender diversity in the business establishment. The slow pace at which business is integrating gender diversity has started to get government involved (Labelle

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.

For decades, differences in gender have been at the forefront of debate, especially in relation to effective leadership in managing a company. Women were recognized as too emotional, weak or subordinate to be successful as managers. However, as time has passed, the perceptions of society have changed, and although women made the leap into many management positions, the stereotype that they are inferior to men still exists, making them feel the need to prove themselves. In management positions, women are challenged in different ways, present themselves in a different manner and communicate differently than men; however, despite the variations, females have successfully integrated themselves into the

Women were regarded as a minority group in early society, and although discrimination toward women is illegal now, there still are some difficulties that women face in the workplace. This article, written by Carol P. Harvey and Deborah L. Larsen, is titled “ Women In Leadership Positions: Why Aren’t They There Yet?”. The thesis of this article is that women in leadership positions struggle under the stereotype of gender expectations. To illustrate, the authors develop some differences between males and females, and discuss stereotypes of gender; at the end they explore possible reasons why women have difficulties in the workforce.

women are demonstrating time after time that they can excel at positions of high power and responsibility they even demonstrate to suppress those of males. They have higher profits and are rated as better leaders. These statistics come to show to women and business that women have great potential and they shouldn’t feel intimidated by the great responsibility or stereotypes that come with the job and women respectively. Women should embrace opportunities such as these and business shouldn’t overlook women since they’re proven to be successful. But not only would this great benefit the individual and businesses but it will help benefit all women since “A critical mass of successful women, rather than just a solitary breakthrough, is needed for women to gain true equality and lasting power” is needed. Having higher percentages of women in leadership roles will help secure gender inequality within the American workplace which is currently not present.

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".

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).

The MRG research report on Leadership and Gender (Kabacoff, Peters 1998: 4-5) states that women tended to be more task focused and scored higher on leadership scales measuring an orientation toward setting high standards of performance and the attainment of results. Women were far more apt to organize work in a structured way, to follow-up to ensure objectives were met and to push for results.

Men tend to be quicker at making decisions, compared to women. Male managers are also more adept at forming what management psychologist Ken Siegel calls "navigational relationships," or temporary teams set up to achieve short term goals.

In our society, men are usually always in the role of being a leader. We see, men as leaders in Politics, in the military, as CEO?s of major companies and in churches just to name a few of areas men are leaders. Why do women in the same fields not get the recognition as men who are in the same areas of work? This argument have been in our society and across the world about women in leadership roles for a very long time. But, over the years history has changed, and we have begun to see females in major leader roles. However, still there is a lot of work for women in the role of leadership. Competing with men in leadership and also being equal i.e., pay has been a work in progress for years. Are women good leaders? Will we ever see a female President in the near future? In this paper, I will address and answer my own questions and some of the history of women in leadership roles. We strive to see what the differences between a male and female doing the same role in leadership, and why women are always looked at as weak and not suitable for leaders.