Women 's Organizational Effectiveness Leadership Styles

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Females more than males embrace organizational effectiveness leadership styles. This is evident by the styles in motivation, expectation layout, rewards programs, and leadership enthusiasms (Zheng, 2015). Moreover, the female gender is better at acquiring social interaction talents over their male counterparts. Conversely, men are better suited for formal and informal designed measurements. These may include connecting with networks that promote from semi-formal but unwritten connections. In opposition of the genders, females appear to establish higher standards in performance for themselves and the workforce that equate to greater organizational effectiveness (Zheng, 2015). Unfortunately, statistics exposes male leaders have a tendency to engage in organizational revenge as well at interpersonal violence more so than women (Chavan, 2015). Even though the leadership approaches of males and females are greatly contrasting, both may by capable of becoming transformational or transactional leaders.
Fundamentals of Transformational and Transactional Leadership Fundamental differences in leadership styles are clearly existent. The transformational leader is one who displays dedication, perseverance, and a purpose for action within the organization. This style of leadership infers the leader is respected, trusted, and admired by the employees of the organization. Moreover, this style of leadership requires moral and ethical dedication that projects the group and
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