THE INFLUENCE OF FEMINIST SELF-DEFINITION ON THE DEMOCRATIC ATTITUDES OF MANAGERS

2001 ◽  
Vol 29 (6) ◽  
pp. 607-615 ◽  
Author(s):  
Ayala Malach Pines ◽  
Henriette Dahan-Kalev ◽  
Sigalit Ronen
Keyword(s):  
Gender Difference ◽  
Exploratory Study ◽  
Management Style ◽  
Male And Female ◽  
Democratic Leadership ◽  
Female Managers ◽  
Democratic Attitudes ◽  
And Gender ◽  
Better Than

The only consistent gender difference in management style reported in the literature is the more democratic style of women. Democratic leadership is a cornerstone of the feminist approach. The current exploratory study attempted to differentiate between the effect of feminist self-definition and gender in explaining differences in democratic attitudes of managers. Israeli male (43) and female (28) managers were questioned about their managerial attitudes and whether they are feminist or non-feminist. Results suggest that a surprisingly high number of both male and female managers defined themselves as feminist. Furthermore, feminist selfdefinition was found to explain several democratic managerial attitudes better than gender.

BEHAVIORAL IMPLICATIONS OF ADAPTION INNOVATION: I. MANAGERIAL EFFECTIVENESS AS A FUNCTION OF SEX DIFFERENCES IN ADAPTION-INNOVATION

1989 ◽  
Vol 17 (1) ◽  
pp. 51-55 ◽  
Author(s):  
Nicholas F. Skinner
Keyword(s):  
Sex Differences ◽  
Cognitive Style ◽  
Management Style ◽  
Effective Management ◽  
Managerial Effectiveness ◽  
Male And Female ◽  
Female Managers ◽  
The Relationship

Three studies investigated the relationship between effective management and the positions of male and female managers on Kirton's cognitive style dimension of adaption (doing things better) vs. innovation (doing things differently). Both sexes equated innovation with effective male management and adaption with effective female management. The role in management style of characteristic sex-specific differences in adaption-innovation is discussed.

scholarly journals Gender difference in corporate social responsibility implementation in Lithuanian SMEs

2020 ◽  
Vol 11 (3) ◽  
pp. 549-569
Author(s):  
Jintao Lu ◽  
Licheng Ren ◽  
Chong Zhang ◽  
Chunyan Wang ◽  
Nijole Petkeviciute ◽  
...  
Keyword(s):  
Corporate Social Responsibility ◽  
Gender Difference ◽  
Social Responsibility ◽  
Small And Medium Enterprises ◽  
Value Added ◽  
Successful Implementation ◽  
Male And Female ◽  
Female Managers ◽  
Csr Strategy ◽  
Corporate Social

Research background: There are many scientific papers dealing with the challenges of Corporate Social Responsibility (CSR) implementation at the company level. However, there are few studies dealing with gender difference between female and male managers in the perception towards CSR initiative. Purpose of the article: To understand the differences between male and female managers’ behaviour in the process of CSR implementation in companies. Methods: A survey of managers at different levels in Lithuanian Small and Medium Enterprises (SMEs) was performed in 2019.  The study focused on the female and male respondents’ answers to the participation in CSR implementation, their perception about CSR implementation and the most important issues for them in that process. Findings & Value added: The results of the study indicated that, compared to their male counterparts, female respondents highlighted different factors having impact on successful implementation of CSR initiatives. Female managers were more convinced to the benefits of CSR practices than their male counter-parts. The “Communication skills” were defined as the most important for implementing CSR strategy for the females and “Understanding of CSR strategy” for males. For most of the female managers, “Sociality” was the most important competence necessary for a leader, followed by “Global and holistic thinking”, however, the male respondents were more doubtful about all the necessary competencies for a sustainability leader. The main theoretical value added of the paper is elicitation of the differences between male and female managers in the perception of CSR initiatives and necessary skills of a leader for implementing these initiatives in SMEs. The practical and managerial im-plications  were also provided for the strengthening of the CSR activities in SMEs.

Male and Female Ministers: Comparing Roman Catholic and Methodist Deacons on Personality Structure, Religious Beliefs, and Leadership Styles

2017 ◽  
Vol 71 (1) ◽  
pp. 5-11 ◽  
Author(s):  
Joseph R. Ferrari
Keyword(s):  
Leadership Styles ◽  
Social Desirability ◽  
Exploratory Study ◽  
Religious Beliefs ◽  
Roman Catholic ◽  
Leadership Characteristics ◽  
Personality Structure ◽  
Male And Female ◽  
Leadership Attributes ◽  
And Gender

Christian deacons (50 Roman Catholic; 50 Methodist) self-reported their personality, religiosity, and leadership attributes, plus social desirability tendencies. There were no significant correlates between social desirability and any of these self-reported variables. Results also found no significant differences across Christian denominations on personality dimensions, religious and spirituality beliefs, or leadership styles. Also, there were no significant differences in self-reported personality, religiosity, or leadership among Catholic male deacons with Methodist female deacons only ( n = 43). Taken together, in the present exploratory study across denomination and gender, Christian deacons view themselves similarly in personality, religiosity, and overall leadership characteristics.

Gender Differences in Mental Rotation

1994 ◽  
Vol 78 (2) ◽  
pp. 435-448 ◽  
Author(s):  
John T. E. Richardson
Keyword(s):  
Gender Differences ◽  
Gender Difference ◽  
Mental Rotation ◽  
Undergraduate Students ◽  
Educational Level ◽  
Female Students ◽  
Male And Female ◽  
Educational Levels ◽  
Postgraduate Students ◽  
Better Than

Two experiments were carried out to compare the performance of male and female students at different educational levels on tasks that required mental rotation. Exp. 1 also compared their performance on an overt, male-typed version and a disguised, female-typed version of the same task. Amongst introductory undergraduate students, men performed significantly better than women, but this difference was as pronounced on the disguised, female-typed version as on the overt, male-typed task. However, there was no sign of any gender difference on the overt task in advanced undergraduate and postgraduate students. The latter finding was not replicated in Exp. 2, in which significant effects of gender regardless of the students' educational level were noted. Nevertheless, the effect size was significantly smaller than that obtained for comparable students tested on the same task during the 1970s. Taken together, these results confirm that gender differences in at least some aspects of mental rotation may be abolished by educational experience and that gender differences in mental rotation have become smaller over the last 20 years. Such findings favor sociocultural explanations of gender differences in mental rotation rather than biological explanations.

Relationship among islamic dress, religious values and altruistic behavior

2021 ◽  
Vol 30 (1) ◽  
pp. 13-21
Author(s):  
Mahfuza Khanam
Keyword(s):  
Gender Difference ◽  
Significant Interaction ◽  
Sampling Method ◽  
Altruistic Behavior ◽  
Religious Values ◽  
Significant Interaction Effect ◽  
Male And Female ◽  
And Gender ◽  
Islamic Dress ◽  
The Relationship

The present study explored the relationship among Islamic dress, religious values and altruistic behavior. For the study, a total of 120 individuals (60 males and 60 females) were taken by purposive and convenient sampling method. The age of the participants was ranged from 18 to 26 years. To measure altruistic behavior, a pile of loose papers, some books, eraser, etc. and to measure the religious values of the participants, the Allport-Vernon-Lidzey Value Scale were applied on participants selected from different categories. Results showed that dress is significantly correlated with religious values and altruistic behavior. Significant differences have been found in both religious values and altruistic behavior between the participants wearing secular dress and Islamic dress and between male and female respondents. Significant interaction effect also has been found between dress and gender. Result revealed that the participants wearing Islamic dress have more religious values (M =37.31, SD = 6.89) and they show greater altruistic behavior (M = 5.48, SD =1.64) than those wear Secular dress (M =34.41, SD = 6.64 and M = 4.15, SD = 1.54) respectively. In terms of gender difference, it has been found that boys reported significantly less religious values (t = -2.14, p < .01) and greater altruistic behavior (t = 4.59, p <0.05) in comparison to girls. Dhaka Univ. J. Biol. Sci. 30(1): 13-21, 2021 (January)

scholarly journals Influence of Management Style on Conflict Resolution Effectiveness in Work Organizations in South-Western Nigeria

2012 ◽  
Vol 2 (4) ◽  
pp. 87
Author(s):  
Dayo Idowu Akintayo
Keyword(s):  
Conflict Resolution ◽  
Sampling Technique ◽  
Management Style ◽  
Effective Management ◽  
Work Organizations ◽  
Bargaining Process ◽  
Male And Female ◽  
Female Managers ◽  
Significant Difference ◽  
Industrial Conflict

This study investigated the influence of management style on conflict resolution effectiveness in work organizations in South-Western Nigeria. This was for the purpose of ascertaining the relative impact of managerial strategy on conflict resolution effectiveness towards ensuring sustainable industrial peace and harmony in Nigeria. Descriptive survey research design was adopted for the study. A total of 211 respondents were selected for the study using purposive sampling technique. A set of questionnaire was utilized for data collection.  A set of questionnaire titled ‘Rahim Organizational Conflict Inventory’ (ROCI) developed by Conrad (1991) was adopted for the study. The four generated hypotheses were tested using Pearson Product Moment Correlation and t-test statistical methods. The findings of the study revealed that: A significant relationship exists between management style and conflict resolution effectiveness (r = 0.356; P < 0.05). I t was also found that there was no significant difference between male and female managers’ conflict management style (t (209) = 17.56; P > 0.05).The finding reveals that a significant difference exists between female and male managers’ conflict resolution effectiveness (t (209) = 5.66; P < 0.05). Based on the findings of the study, it is recommended that democratic management style be encouraged as conflict resolution strategy in order to guarantee effective management of industrial conflict and sustainable peace and harmony. Also, both male and female managers should avoid the use of autocratic management style in the course of managing industrial conflict.  Rather, participatory management style should be employed during collective bargaining process in order to foster effective management of conflict in work organizations.

scholarly journals SLIP OF THE TONGUE AND GENDER RELATION IN ADVANCE DEBATE COMMUNITY

2020 ◽  
Vol 8 (4) ◽  
pp. 360
Author(s):  
Mochammad Yusril Ihza Maldini ◽  
Rohmani Nur Indah
Keyword(s):  
Gender Difference ◽  
Descriptive Analysis ◽  
Gender Relation ◽  
Data Types ◽  
Male And Female ◽  
Different Types ◽  
And Gender ◽  
Existing Data

This study discusses the slip of the tongue found in male and female debaters of Advance Debate Community (ADC). This particular topic is chosen with the assumption that gender difference can influence slip of the tongue. It aims at describing how the slip of the tongue produced by male and female debaters on ADC debate performance. In addition, it deciphers the factors causing the slips of tongue.  To get the intended results, this study used descriptive analysis to explain the existing data. The ADC debate record was converted to text manually. Then, the result was identified into the utterances containing slip of tongue. The researchers classified data types based on the slip of tongue model according to Caroll (1986). There are eight types of slip of tongue presented, namely: anticipation, perseveration, reversal/exchange, blend, misderivation, substitution, addition and deletion. The findings show that the male debaters produce more slip of tongue by displaying thirteen slip of tongue with five different types, namely: anticipation, misderivation, substitution, addition, and deletion. While female debaters display fewer slip of tongue, that is nine slip of tongue but more varied with six different types, namely: anticipation, blend, misderivation, substitution, addition and deletion. 

Effects of Women's Studies Courses on Gender-Related Attitudes of Women and Men

1995 ◽  
Vol 19 (3) ◽  
pp. 419-426 ◽  
Author(s):  
Cynthia J. Thomsen ◽  
Andra M. Basu ◽  
Mark Tippens Reinitz
Keyword(s):  
Gender Differences ◽  
Gender Difference ◽  
Gender Equality ◽  
Women's Studies ◽  
Small Sample ◽  
Female Students ◽  
Male And Female ◽  
Women’S Studies ◽  
And Gender ◽  
Feminist Attitudes

Attitudes about feminism, gender equality, and gender differences were assessed for male and female students enrolled in three women's studies courses and four control courses at the beginning and end of an academic semester. Compared to control students, women's studies students agreed more with feminist and equality items, and disagreed more with gender difference items, at the beginning of the term. Nonetheless, belief in gender differences decreased among men, but not women, enrolled in women's studies courses. Additionally, women's studies courses produced increased feminist attitudes among women, but decreased feminist attitudes among the small sample of men in the study.

Power and Gender Congruency Effects in Evaluations of Male and Female Managers

1989 ◽  
Vol 15 (1) ◽  
pp. 65-76 ◽  
Author(s):  
Belle Rose Ragins
Keyword(s):  
Matched Pairs ◽  
Future Directions ◽  
Male And Female ◽  
Women In Management ◽  
Female Managers ◽  
And Gender ◽  
Perceived Power

The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordinates (55 male and 55female) of matched pairs of male andfemale managers in three organizations. There was a lack of support for the theory that perceived power is gender-typed; male andfemale managers received equivalent ratings when perceived as using the same forms of power. Implications of these findings for women in management are discussed. Future directions for research in this area are suggested.

scholarly journals Comparison of Mortality by Gender and Regions in Tanzania using Direct Standardized Death Rates (DSDR) Method

2020 ◽  
Vol 21 (1) ◽  
pp. 1-7
Author(s):  
Shadrack E. Kibona ◽  
Christopher H. Mbotwa
Keyword(s):  
Health Status ◽  
National Bureau ◽  
Male Population ◽  
Female Population ◽  
Death Rates ◽  
Male And Female ◽  
And Gender ◽  
Almost All ◽  
Direct Standardization ◽  
Better Than

Background: Comparison of mortality is very useful in assessing population health. Crude rates can easily be computed from the mortality but they are not good for comparison across groups of the population. The aim of this paper was to compare mortality in Tanzania by region and gender using the 2012 Tanzania Population and Housing Census. Methods: Age-specific death rates for regions, Tanzania Mainland, Tanzania Zanzibar and entire Tanzania were obtained from Mortality and Health monograph data downloadable from the National Bureau of Statistics website. The direct standardization method was used to compare the mortality for male and female populations across all regions of Tanzania Mainland and Zanzibar. Results: Findings show that the mortality is low in Arusha, Manyara, and Kilimanjaro compared to other regions in Tanzania mainland implying that health status for both male and female population in those regions is better than the other regions while it is the worst in Njombe, Iringa, and Kagera implying the poor health status for those regions as compared to the rest regions in Tanzania Mainland. In Tanzania Zanzibar, high mortality was observed in Kusini Unguja and the lowest in Kaskazini Unguja for both male and female populations. By national wise and for almost all regions, the mortality for the male population is higher than that for the female population. Conclusion: Direct standardization methods can save as the best way for comparing mortality because it takes into consideration both the population at risk and the age structure. However, in estimating mortality, crude death rates should be used to give the magnitude while direct standardized death rates should be used for comparison purposes.

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