People and Organizations-MN7181

GENDER AND PERFORMANCES

Gender and Sex can be distinguish and separately identified. Sex refers to the basic, biologically given physiological differences between males and females. Gender refers to a culture's social construction of differences between the sexes. Males and females are to displayed different , roles, behaviors, attitudes, and aptitudes. From the inception gender precluded most females from becoming leaders in such organizations; as a result, the assumption that males were better suited than females for leadership roles. But in recent past women leaders have shown their talents n several areas. Such as Women elected as a prime ministers in in Britain, Canada, India, Pakistan, the Philippines, Norway, Sri Lanka, etc. and managerial positions in large well known organizations and Sometimes surpassed men’s in education side. Owing to success  in organizations and management it argued that differences between women's and men's ability to carry out responsible jobs are minimal, once women attain the appropriate job qualifications. Women, thus, deserved equal opportunities in early childhood as well as higher education, and equal access to all types of job training and development. Women would then be able to compete with men for leadership positions and other jobs. At the same time the idea that females possess a natural leadership advantage over males gained popularity in both academic and management circles, some scholars voiced a more critical view. They maintained that the idea of extracting the value of feminine skills and qualities in the global marketplace was exploitative(McCullough, 2016).

WHY SO FEW WOMEN LEADERS?

 

Situation has slowly improved recently for women, throughout human history women have not been crown as leaders. There are several reasons for this where the path h been resisted by there childhood by their early childhood socialization in the nuclear family. For girls, this includes submissiveness, passivity, avoidance of aggression and competition, Even when both students coming through same  educational system. Despite of Socialization following resistance can be seen.

 (a) discrimination against them in personnel decisions involving promotion, selection,  and supervision.

(b) A dearth of women and men willing to mentor women.

(c) Management development opportunities that are based on job rotation: geographic mobility can create difficulties for a woman's children and destroy her spouse's career.

(d) Coincidence of the biological clock and some professions' "up or out" policies, such as professors' tenure clock and lawyers' partner clock.

 (e)The perception of women as "outsiders" because of their physical differences, stereotyping, and exclusion from some social clubs and activities where important networks are built and maintained.

 women most frequently inhabit managerial positions with little power other than men, It is very rare that their positions are appreciated or it is used as a symbol of the organization's enlightenment. Outside their paid jobs, women usually have significant role in her families and home, So that they might need extra energy to pursue their role as a leader(Fondas, 2018).

DO MALE AND FEMALE MANAGERS  BEHAVE DIFFERENTLY?

Actually there are studies that identified differences in leadership styles and managerial behaviors. Studies have examined male and female differences in three main types of managerial behavior. The first is task accomplishment style, which is how much the leader initiates, organizes, and defines work activities and processes. The second is interpersonal style, which is how much the leader builds morale, relationships, satisfaction, and commitment in the organization. The third is decision-making style, which is how much the leader encourages a participative, democratic approach as opposed to an autocratic approach. Some studies find differences between males' and females' task accomplishment styles and interpersonal styles. Males tended to be more task oriented and females tended to be more relationship oriented. Some difference has been found in male and female decision making styles. Women tend to employ a more democratic, participative style while men tend to take a more autocratic and directive approach. These types of differences appeared in theoretical studies, but in practical scenarios , it end up with no differences . Where Women do not behave differently from men when come to leadership. If there are differences , it disappear with the experience(Othman & Hasan, 2012).

When it comes to the Mangement , it is not about the talent and the capacity ,it is about the equal opportunities that the society provides to females . That means when you open the opportunities to the society, their will be same qualified candidates/applicants awaiting to take the it, but when you come to the practical application the position includes 12 hours a day, meetings , social events in weekends or some extra tasks depending on the situations. So majority of women can not affords it with their family responsibilities. This is why women find difficult in climbing the ladder. Therefore in is not about the talent or capacity , it is about the responsibilities that society has given to her. Despite of these resistances , history proven that women have manage better than any one.

References

Fondas, N., 2018. GENDER AND LEADERSHIP.

Othman, A. & Hasan, A., 2012. When it comes to leadership, does gender matter? Kuwait Chapter of Arabian Journal of Business and Management Review.

McCullough, C., 2016. Does Leadership Have a Gender?.