The Differences Between The Leadership Styles of Men and Women

Who is more capable as a leader male or female? This debate itself has been looming since the time management came into effect. But things differ in the way both genders approach the leadership work. One is straightforward while the other is good at managing after sorting the issue (Ahmet, 2015). Though the world of business is male-dominated, the women also do not lag behind and work as hard as anyone to get to their positions. However, the traits of transformational leadership show that the women are natural leaders and can handle stressful business situations. Women also have an inherent capability of multi-tasking, which again makes them better leaders, and are often better at socializing with coworkers. Besides, it is more natural to a woman who likes to work as a team player to keep aside personal instances. Hence, this proposal will cater to the whereabouts of the topic chosen and will seek to see both sides of the debate.

Approach Taken

The motive of the final paper is to understand the difference between the leadership style of the male and the female. Upon completion of the paper, this outcome may bring in vast changes in leadership and management systems of the companies by showing who is best qualified to be a leader (Boin, Hart, McConnell, & Preston, 2010).

The reason behind choosing this topic was that management is still male-dominated, yet the underlying females are neglected as a whole; men are often promoted ahead of women, even if the women deserve the position more. They make it up to reception or assistants based on beauty, but skills and thoughts are often neglected, as businesses try to add sex appeal. But they have lot more capabilities beyond that and could add significant ideas to any business. There are varieties of aspects which will be discussed in the paper like communication, teamwork, and man-management. These are the capabilities which give the women an edge over their male counterparts. In fact, the female leaders are better motivators compared to the males because they are much better at communicating and at creating relationships, which positively impacts the workplace. The women are observed to work irrespective of their achievements. Besides, the core problem of any company lies with issues of the leader and how he or she manages the company (De Vries, Bakker-Pieper, & Oostenveld, 2010).

Following the topic of choice, the problems were addressed in the proposal which was to be explored using the chosen topic. It reflects that a well-built team of male and female leaders can do wonders for a company, showing that diversity is a positive element. The issue is to build-up an excellent leadership team to take the company ahead, without taking gender into account and only looking at skills and merit (Hansen & Villadsen, 2010).

Hence, considering the approach of the research and its importance, a step-by-step policy is being followed. It will make the research trustworthy, logical and utilizable where ever the need arises. As mentioned, after the topic selection the central issue of the companies is addressed. Later, the research question will be drawn which will cater to the finding of the research. The questions will be answered through arguments which were reviewed, other various sources and the conclusion. These steps will help to draw the research finding and conclusion, which will be focused on the topic.

Origin and Motivation Behind the Approach Chosen

The approach used for this paper is the same as a research paper. The topic focuses on an important aspect of differences between male and female leaders. Besides, the differences will be used find a solution to the problems of the companies.

Besides the topic in itself lacks in-depth research work focusing on the difference in leadership and how companies can solve their problems with this. The topic also somewhat has to be done based on written ideas, arguments, and also on assumptions. Besides, to gain data on the topic survey and interview have to be utilized which will give ahands-on view.

The approach chosen will help the readers to understand the topic and its importance. It will focus on the differences between the male and female leadership style. Lastly, it will also help to understand what problems that companies face regarding leadership are. Hence, the analytical approach used in the research will logically help the readers to understand how these instances can be used to solve the issues as well as the research question raised regarding the work (Peterson, Walumbwa, Avolio, & Hannah, 2012).

Reasoning Behind the Positives of Having Women Leaders

Leadership needs depend on the environment and the situation since different styles of leadership lead to different results and achievements; therefore, each specific goal, situation, or team might need a certain kind of leader, which is why having both men and women is helpful. As seen in the aforementioned differences between men and women, it is clear that what they can accomplish is very different. In a scenario where a team needs to closely work together and communicate about the goals and needs, a woman would be the best possible leader because of the interpersonal leadership style that most women have adopted; however, if the scenario is one in which only the task matters, a man would do a better job of being straight to the point by being task-oriented. Since women are less likely to delegate, having a woman leader would allow for her boss to know that she is doing the work herself, which means that she is likely putting personal effort into the project.

Examples Where Female Leadership Has Given Better Results than Men

With the current trend of women closing the gap in the business world, it is not uncommon to read or hear stories about successful female leaders or about scenarios where a woman did a job that a man had failed to do. Examples of such include the famous Queen Victoria of England, who pushed reforms and was a better leader than many men before her were, and Hillary Clinton, who is often named as the figure that Americans admire the most, because she pushed boundaries never pushed before and was able to make her way in a man’s world.

Examples Where Women are Better Decision Makers and Stress Handlers

In the world of bigger businesses with boards, it is shown that companies with fewer female directors tend to shortchange their investors. The reasoning behind this is that females are more likely to take risks by making decisions that take the interests of many stakeholders into account, while men usually stick to making decisions based on rules and regulations. In any field of professionalism, women tend to be better decision-makers because they are better at making decisions under pressure or when a deadline is close.

Research Questions

The questions which have been drawn on the topic of differences between Male and female leadership are:

1. Using the different male and female leadership concept a company’s problems, can be fixed properly?
2. It is possible if the understandings are given respect without collapsing.
3. Can the female leadership bring all the ideas which are appropriate for an organization?
4. No. all the positive ideas are not possible neither for a male leader or a female leader.
5. Identify the research sources that will be used in the paper.

There are many sources which were used for the research work. The sources were derived from the digital library, Google Scholar, peer-reviewed journal. Some important sources which were utilized for the research were from:

The resources, first of all, provide the basic ideas and concepts about the leadership and the approach of both genders to the leadership. For example, Articles 3, 4, 5, 6, and seven help to understand actually how the leadership styles of male and female vary. Among the mentioned articles, few are on the scenarios which were considered while focusing on leadership. For example, Article 3 lays down the research in the context of public and private leadership. The article 6 deals with the leadership in the context of university libraries and management. Hence, these various contexts help to understand how leadership works in various instances and scenarios and also gives logical research outcomes done in the given contexts of the topic.

The other articles like article 1 deals with context along with the crisis and issues which were faced. The article 1 relates the case of crisis during the Hurricane Katrina. Hence, article one helps as a resource to understand the problems of leadership which were researched during a natural disaster situation. Hence, it helps to address the issues which are related to the companies regarding the leadership(Boin, Hart, McConnell, & Preston, 2010).

All the resources used present a preview of the previous works done on the topic and how do they address the issues. They help to lay down a sound foundation and also open a path to follow to complete the research on the topic undertaken. Hence, the mentioned sources were chosen as the most reliable ones and best suited for the topic.

Conclusion

It can be said to conclude that a well-presented step by step research makes the readers understand itself and its findings in a simple manner. Moreover, a well-designed and approached research opens the opportunity for further researches in a long-term manner. Besides, since the topic deals with both differences as well as the addressing the ways to solve the problem it has to presented and conducted in a scientific manner aided by arguments, logical considerations and reviews from previous works. By looking at journals and articles regarding the leadership skills, decision-making capabilities, and stress-handling abilities, it is clear that women make better leaders in many scenarios, which is why there is no reason why men should be chosen over women when it comes to leadership positions within a company.

Works Cited

1. Ahmet, A. (2015). Gender Differences in Leadership Style and the Impact Within Corporate Boards. Journal of Business Diversity, 15(2), 11-22.
2. Boin, A., Hart, P. T., McConnell, A., & Preston, T. (2010). Leadership Style, Crisis Response and Blame Management: The Case of Hurricane Katrina. Public Administration, 88(3), 706-725.
3. De Vries, R. E., Bakker-Pieper, A., & Oostenveld, W. (2010). Leadership = Communication? The Relations of Leaders’ Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes. Journal of Business and Psychology, 25(3), 367-380.
4. Hansen, M. H., & Villadsen, A. R. (2010). Gender and Leadership Communication: A Multimodal Analysis. Journal of Business and Technical Communication, 24(2), 170-202.
5. Peterson, S. J., Walumbwa, F. O., Avolio, B. J., & Hannah, S. T. (2012). The Relationship between Authentic Leadership and Employee Outcomes: An Analysis in the Banking Industry. Journal of Leadership and Organizational Studies, 19(2), 165-181.
6. Rosener, J. B. (1990). Ways Women Lead. Harvard Business Review, 68(6), 119-125.
7. Schein, V. E. (2007). Women in Management: Reflections and Projections. Women in Management Review, 22(1), 6-18.
8. Sosik, J. J., & Godshalk, V. M. (2000). Leadership Styles, Mentoring Functions Received, and Job-related Stress: A Conceptual Model and Preliminary Study. Journal of Organizational Behavior, 21(4), 365-390.
9. Van Engen, M. L., & Willemsen, T. M. (2004). Gender and Leadership Assessment in Perspective. Leadership and Organization Development Journal, 25(5), 415-427.
10. Yoder, J. D. (1991). Rethinking Tokenism: Looking Beyond Numbers. Gender and Society, 5(2), 178-192.