Women and Men in Leadership

Our increasingly diverse workplaces are attracting a lot of attention. There are various differences such as race, sex, generation, way of thinking. There were many historical events that clarified the way to analyze gender gap in the workplace. These gender differences may exist in ways in which men and women influence, communicate, and guide. Gender is always seen as two unique and different people. Men and women are considered to have different styles in leadership.

In the case of male and female authoritarianism and democratic style, most have basic information about women's and men's leadership style. The behavior of women and men in the style of leadership is related to the role of leadership. Unlike men and women, women face more obstacles in becoming leaders, especially male-led leadership roles. This problem is usually explained from the viewpoint of leadership style, not action. In one aspect, you can exclude women from the opportunity, especially from the role of male dominant leadership, by exploiting the differences in leadership styles. On the other hand, the 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

I recently told a group of women and men how the style of modern leadership has changed and the leaders increasingly adopt the benefits that nature brings. After the conversation, many women thanked me and one person, I will call her Suzanne. I asked her what she meant, she told me an interesting story. That is, Suzanne is the chief operating officer of a small business and a male employee reports to her. She reported to the "boss" that an elderly gentleman established a company and founded it. Since she took on this position, he gave her most of his day-to-day management, and she changed things. This is what Susan did.

This article focuses on gender issues in corporate management. The purpose of this paper is to judge the difference of style of leadership between men and women in leadership position. Empirical study of 594 administrators using the unique method of leadership behavior analysis developed by Ken Blanchard to achieve the purpose of this work; statistical analysis of the results using parametric and nonparametric tests, and It is presented in the form of a contingency table and other descriptive tools (eg corresponding map). The explanation of the selected method also includes the verification of fairness test of gender used. Analysis of the data obtained revealed that individual gender shows the same trend as a specific leadership style because women tend to use commissioning and subsequent coaching but men prefer guidance and subsequent support . In the conclusion of this thesis, the results obtained are discussed.