Diverse Management: Leadership in the context of Gender Diversity and Employees’ Motivation
Pham, Diep (2021)
Pham, Diep
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202103012781
https://urn.fi/URN:NBN:fi:amk-202103012781
Tiivistelmä
The role of management in any business is undeniably critical and bear the direct effect on the prosperity of companies. With proper execution, it ensures the smooth coordination within an organisation and can significantly improve workplace proficiency, creativity, and countless of other aspects of a company as a whole and of individual employees. So naturally, companies would seek to employ people with proficient managerial ability for administrative positions. Though whether it is by chance or some other motives, it cannot be denied that the number of men who take on these roles is overwhelming compared to that of women. Thus, the research had set out to uncover the long debated-over relationship between gender and leadership capabilities, especially in the female working population. The results strive to build comprehensive profiles of male and female leaders in professional working environment to discover whether there are meaningful differences between men and women in the context of management. And if exist, whether these dissimilarities can truly determine whose approach(es) is more efficient, especially in the aspect related to employee motivation and productivity? Or do they only further reinforce the advancement of management systems and processes due to leadership diversity? Furthermore, the research paper provides an extensive analysis on effective leadership methodologies as well as preliminary examination on gender-imbalance in management field and the perception of subordinates on male and female leadership.
Scarcely any concrete discrepancy has been established from the analysis. In a more holistic view though, implicit patterns have emerged. On the whole, women as leaders strive for independence and high level of critical thinking among team members, while male leaders act as teachers and mentors to their employees. The Learning-by-Doing approach is often adopted by female leaders, which allows for an effective cultivation of knowledge and skills through e.g., practical/heuristic tasks and active delegation/participation. An environment in which employees are encouraged and facilitated to openly express their ideas and opinions can be expected working with female managers. Employees who work under male superiors will receive ample advice and guidance, however, are placed under a more strict and controlling environment. Men as leaders also show a distinguished level of dedication toward group affairs and the overall group performance. In terms of incentives, men highly incline toward rewards (e.g., financial benefits) and recognition while women seek most for empowerment, i.e., the feeling of being trusted and respected.
It can also be seen that female participants are more diverse in their perspectives and behaviours while most men share highly similar perceptions on various subjects. Thus, consensus tends to be reached more smoothly in male-dominated groups, while more varied ideas and initiatives can generally be expected from female colleagues.
Multiple reasons have been said to play a role in the issue of gender-imbalance in management field. In this study, it is largely agreed that gender discrimination, family responsibilities and the lack of respect for women in general and female leaders in specific are the primary factors that significantly hinder the advancement to management positions in the female working population.
Scarcely any concrete discrepancy has been established from the analysis. In a more holistic view though, implicit patterns have emerged. On the whole, women as leaders strive for independence and high level of critical thinking among team members, while male leaders act as teachers and mentors to their employees. The Learning-by-Doing approach is often adopted by female leaders, which allows for an effective cultivation of knowledge and skills through e.g., practical/heuristic tasks and active delegation/participation. An environment in which employees are encouraged and facilitated to openly express their ideas and opinions can be expected working with female managers. Employees who work under male superiors will receive ample advice and guidance, however, are placed under a more strict and controlling environment. Men as leaders also show a distinguished level of dedication toward group affairs and the overall group performance. In terms of incentives, men highly incline toward rewards (e.g., financial benefits) and recognition while women seek most for empowerment, i.e., the feeling of being trusted and respected.
It can also be seen that female participants are more diverse in their perspectives and behaviours while most men share highly similar perceptions on various subjects. Thus, consensus tends to be reached more smoothly in male-dominated groups, while more varied ideas and initiatives can generally be expected from female colleagues.
Multiple reasons have been said to play a role in the issue of gender-imbalance in management field. In this study, it is largely agreed that gender discrimination, family responsibilities and the lack of respect for women in general and female leaders in specific are the primary factors that significantly hinder the advancement to management positions in the female working population.