Leadership Styles: Men vs. Women

Our increasingly diverse workplaces are attracting a lot of attention. For example, there are various differences such as race, sex, generation, way of thinking. The focus of this month's LTAW is on some important aspects of diversity and how to guide them to improve productivity and engagement.

In terms of leadership, men and women usually have different styles. According to research, men and women have different "wired" brains. Shaunti Feldham wrote this different wiring in "Men's Factor: Undefined Rule, Misunderstanding, Men's Secret Creed in the Workplace". Different recognition and behavior of men and women is considered partly due to this different wiring. In Feldham's book, she explained several different behaviors. For example, men are divided naturally, but women can not be divided. Women are leading to multitasking. She said women opened many "windows" at once, but it was difficult to close them. On the other hand, men open windows at once (for work or personal use) and find the cost of processing multiple windows at the same time. Have you noticed these differences in the work relationship between men and women?

From the way they lead you can see that the opposite behavior arises from different wiring of men and women. The style of leadership is not superior to other styles and is not more accurate. They are totally different things. They have different styles, but they are complementary and have value in their work. The table below shows the style of leadership usually attributed to men and women.

It is important to understand these differences when working with various leaders. If they belong to other gender, you may be confused about your colleagues and your boss's behavior. I hope this resolves the confusion. Both styles can be effective, mixing can be great

In the case of male and female authoritarianism and democratic style, most have basic information on the leadership style of women and men. Leadership style women and men's behavior is related to the role of leadership. Men and women are different, and women face more obstacles in fulfilling the role of leaders, especially male-led leadership. This problem is usually explained from the viewpoint of leadership style, not action. In one aspect, the difference in the style of leadership can exclude women from the opportunity, especially from the role of male dominant leadership. On the other hand, recognition of identity does not recognize the quality of relationship as a traditional source of female pride. It may contribute to the excellence of female leaders. But the differences and similarities are not important

This article focuses on gender issues in corporate management. This paper aims to clarify the difference between the male and female teaching style in the leadership position. In order to achieve the work objective, 594 people were managed using a unique method of leadership behavior analysis developed by Ken Blanchard, parametric test and nonparametric test, and statistical analysis of the results using a contingency table and other examples It is displayed in the form of empirical research tool of job (corresponding map etc.). The explanation of the selected method also includes validation of the sex fairness test used. Analysis of the data obtained shows that women tend to use outsourcing and subsequent coaching while men prefer guidance and subsequent support, so individual gender shows the same tendency as a specific leadership style I understood. In the conclusion of this thesis, the results obtained are discussed.