Reply to Gender Impact on Leadership Style and Leadership Effectiveness Discussion 1

Reply to Gender Impact on Leadership Style and Leadership Effectiveness Discussion

Q – Please read the discussion below and prepare a Reply to this discussion post with comments that further and advance the discussion topic.

Please provide the references you used.

Discussion

To present the impact of gender on leadership, we will address five main points: leadership capabilities, gender-preferred leadership styles, leadership behaviors, people’s perceptions, and social leadership. According to Wilkinson, D. (2021), a recent study by researchers from the University of Central Florida and York University analyzed literature to determine if gender affects leadership effectiveness. The study found that male and female leaders are equally effective in leading teams without significant differences. However, some studies suggest that female leaders tend to adopt a democratic leadership style in stressful situations, while male leaders lean towards an autocratic approach. Nonetheless, most research indicates no significant difference in leadership behavior based on gender. There exists a noticeable discrepancy between the emergence of male and female leaders. Despite possessing comparable leadership effectiveness, men are frequently perceived as having more significant leadership potential than women. This bias can be attributed to either subconscious prejudices or sexism. Women are less inclined to nominate themselves for leadership positions due to two main factors. Firstly, female leaders tend to be more cautious than their male counterparts, affecting their decision-making risk tolerance. Secondly, female leaders are also less likely to engage in self-promotion, as they worry about unfavorable feedback or criticism of their leadership style and choices. Furthermore, research indicates that female leaders have less accurate perceptions of how their leadership skills are evaluated by others, which can also contribute to their reduced likelihood of becoming leaders. Additionally, research has shown that women are generally regarded as superior leaders in situations requiring high interpersonal competence and social leadership, where women tend to score higher than men. In my opinion, Leaders should be evaluated based on their skills and suitability, not gender.

As many organizations continue to adopt remote work, it’s crucial to simplify, optimize, and streamline this new work environment. Managing virtual teams requires a different approach, but with a few helpful tips, this period can be stress-free. First and foremost, it’s essential to hire self-motivated and independent individuals and provide them with the support of their virtual team managers. Remote work isn’t suitable for everyone, so choose individuals who can work well in a remote environment. Next, use effective communication technologies to support your team’s success. With many communication options available, choose a style that works best for your team, supporting formal and informal communications. The third step clearly defines responsibilities, goals, duties, and processes. Ensuring everyone understands expectations and agrees. The fourth step involves monitoring results, with metrics to track progress for work-from-home jobs. Management must monitor the timeliness, caliber, and success of job output to keep everyone focused. Finally, it’s recommended that virtual teams meet in person occasionally to foster face-to-face time. One-on-one meetings with supervisors provide opportunities for learning, questions, and support. (Welch, 2023)

References

• Wilkinson, D. (2021). Does gender make a difference in terms of leadership? A new study. Oxcogntia LLC. https://oxford-review.com/does-gender-make-a-difference-in-terms-of-leadership-a-new-study/
• Welch, B. (2023). 12 Tips for Managing a Successful Virtual Team. Hitachi Solutions. https://global.hitachi-solutions.com/blog/manage-virtual-teams/