COMPARISON OF MALE AND FEMALE LEADERSHIP STYLES

1975 ◽  
Vol 18 (3) ◽  
pp. 645-650
Author(s):  
J. Brad Chapman
Keyword(s):  
Leadership Styles ◽  
Female Leadership ◽  
Male And Female

scholarly journals The Difference Between Female And Male Leadership

2011 ◽  
Vol 5 (1) ◽  
pp. 41-53 ◽  
Author(s):  
Asma Manzoor ◽  
Naheed Abrar
Keyword(s):  
Leadership Styles ◽  
Female Leadership ◽  
Leadership Roles ◽  
Male And Female ◽  
Clear Cut ◽  
Battle Of The Sexes ◽  
Work World ◽  
Male Leadership ◽  
The Difference ◽  
Women's Role

Our society is currently experiencing a period of significant change in the concept of women’s role. This change is reflected in the increasing numbers of women who are planning their lives around careers in the work world. As women gradually enter leadership roles that traditionally were occupied mainly by men, the possibility that the leadership styles of women and men differ continues to attract attention. There are specifically no rules for leadership but there are certain skills that every good leader seems to have. In the battle of the sexes, people often find themselves in discussion on the differences between male and female leadership. Indeed, there are different perspectives on this topic ranging from recognition of no differences in style or ability to clear-cut differences based on gender. This article discusses the differences between male and female leadership styles. Since there are different characteristics between men and women, male leadership is often symbolized by an ego-driven form of direction-giving, while female leadership entails more listening and co-operation.

scholarly journals Gender leadership styles and linguistic practices: The case of Lebanese International University coordinators

2019 ◽  
Vol 6 (2) ◽  
pp. 47-61
Author(s):  
Nadine Sami Joudi
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Case Study Research ◽  
Female Leadership ◽  
Female Leaders ◽  
Male And Female ◽  
Analytical Perspective ◽  
Academic Settings ◽  
International University ◽  
Linguistic Practices

Sociolinguistic research is interested in the way people, including leaders, use language to construct and perform social identities. Given that an increasing number of professional women have to do leadership side by side with men, this case study research, which was conducted at the Lebanese International University, studied gender and leadership styles from a qualitative content analytical perspective. More specifically, it sought to determine male and female leadership styles and to investigate their linguistic practices through the analysis of self-reflections and interviews. The researcher used five male and five female coordinators’ self-reflections and transcribed interviews that were collected, analysed and categorised to find out any differences in the leadership style and language use of male and female leaders in the academic settings. The findings showed the influence of the genders in their choice of linguistic expressions indicating the noteworthy dominance of the two prevalent dimensions in leadership styles, namely, transformational and transactional. Keywords: Gender leadership styles, gender linguistic practices, transformational leadership, transactional leadership, Lebanon.

Sustainable Framework to Attract, Develop, and Retain Global Talent

2017 ◽  
pp. 50-74 ◽  
Author(s):  
Neeta Baporikar
Keyword(s):  
Economic Development ◽  
Literature Review ◽  
Technical Skills ◽  
Talent Management ◽  
Female Leadership ◽  
Male And Female ◽  
Competitive Edge ◽  
Language Communication ◽  
Current Scenario ◽  
Considerable Body

Effective talent management is essential for ‘competitive edge and future survival' (Marchington & Wilkinson, 2012, p. 200). Moreover, volatile economic context makes talent management more crucial to organisational success. Similarly attracting, developing and retaining talent particularly managerial, professional and technical in a sustainable way is herculean task indeed. With a growing problem of limited specialist and technical skills in the labour market there is definitely going to be escalated ‘war for talent', Both male and female leadership talent might be warranted for organisational success and economic development. There is also a considerable body of research suggesting a link between language, communication and how gender – and leadership – gets ‘done' in organisations. This chapter through grounded research and in depth literature review intends to discuss the current scenario and propose a sustainable framework to attract develop and retain global talent in particular. It is hoped that the chapter contributes and add to the talent management knowledge base.

scholarly journals Leadership styles: perceived differences between male and female leaders in the fields of finance and accounting

2020 ◽  
Vol 12 ◽  
pp. 1173
Author(s):  
Emerson Weslei Dias ◽  
Elza Fatima Rosa Veloso ◽  
Marcelo Antonio Treff
Keyword(s):  
Data Collection ◽  
Leadership Styles ◽  
Leadership Style ◽  
Female Leaders ◽  
Leadership Positions ◽  
General Hypothesis ◽  
Men And Women ◽  
Male And Female ◽  
Electronic Survey

The purpose of this study is to identify how accounting and finance professionals perceive the leadership styles adopted by their male and female leaders. In order to analyze the hypothesis that there are differences in leadership styles between men and women, a bibliographical review of leadership style and contingency theories was carried out. For the data collection, an electronic survey was carried out, using an adapted version of the EAEG (Escala de Avaliação do Estilo Gerencial) scale proposed by Melo (2004), totaling 278 valid responses. Although the general hypothesis has been rejected, the results indicate that women still face differences in their chances of assuming leadership positions.

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.

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