target-safaris.com/components/map19.php Companies are asked to report on their efforts in terms of gender equality in their social report. But when we look at the practical application of these principles, that is another story. So, that begs us to develop a sensitivity in the woman; which makes her stronger today as a manager. It helps her to see the performance of people, but also what is holding them back and so to encourage the talents in a different way than some of her colleagues.
So, a huge empathy for all those women who dare to get up because they have in their heads, in their hearts and in their legs things to express, but also to accept the moments of weakness. In the past, women were relegated to the background in important decisions. Nevertheless, nowadays, women become more and more important as leaders or managers.
Therefore, they must use an effective management style. Management somewhere is also the influence authority that an individual exercises over the group or organization. There are two types of management law or fact and three essential styles: authoritarian, participatory and laissez-faire.
Are women better managers than men? To answer this problem, we will, first of all, see how to recognize a good manager. Then we will study the different management styles used by men and women and their respective impacts on group cohesion. Above all, we will study how to recognize a good manager by analyzing the characteristics of the behavior of the latter and the gender approach men and women.
What are the qualities of a good manager? We can, first of all, notice that there is no sexism because the job of a manager is, above all, based on the skills, experience, and personality of the latter. Then a good manager must possess certain qualities. He must be faithful to his subordinates. A good leader must, therefore, be optimistic so that his collaborators can trust him.
But for that, it is necessary that the manager has him even confidence in him. Also, the group manager must be courageous to make major decisions for the group or organization. Finally, the manager of a group must be fair in his decision-making, for example, during a conflict.
Finally, he or she must be frank with his subordinates so as not to generate rumors that could harm the cohesion of the group. Are the male and female management styles the same? Men and women have very different personalities and ways of working. To begin with, we can say that male behavior would lie on the accomplishment of tasks, structure, power, career, higher emotional control, and a more strategic vision of work.
And we deduce that the power of men derives from their status, so they use management of law. Men are very strict, so they tend to be authoritarian and they would, therefore, be more likely than women to adopt an authoritarian style or, on the contrary, a laissez-faire style. So, they take decisions, alone without the advice of their subordinates.
However, we can notice that a female behavior would focus on the relational, the emotivity to express his enthusiasm and his dynamism , the motivation on the part of his subordinates: work sharing and problem-solving center on instruction. The management style used by women would be participatory, which means that the power of the manager comes from his relationship with the people under his responsibility. Leaders who use a participatory approach, make decisions with the advice of their collaborators.
Thus, women use a management style of fact, so their power comes from their personality.
Then we will study the impacts of male and female leadership on the group. Previously, we have seen that most male managers tend to use an authoritarian style. Men use a management style of law. He makes decisions alone and does not seek the advice of his subordinates. This style of management is directive with its teams; it promotes risk-taking but also the retention of information and strategic thinking. New research suggests the female advantage in life expectancy has fundamental biological roots.
No doubt many of you will have long suspected this is the case, and now you have fresh scientific findings to back up your suspicions. Across modern populations, women outlive men in almost all instances, with life expectancy for English women being Now, academics from the Southern University of Denmark have looked at data from seven historic cases when populations were exposed to extreme hardship, in order to gain new insights into the gender mortality gap.
Case studies included the Irish famine of , the Iceland measles epidemics of and , and the experiences of freed Liberian slaves returning to Africa from the US in the early 19th century, where they encountered a very different disease climate which killed many.
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These situations saw dramatic decreases in life expectancy. During the Iceland measles epidemic, for example, life expectancy dropped from The researchers found that, in all the populations, women had lower mortality across almost all ages, and with one exception, women lived longer on average than men. A article in Forbes interprets the data in a similar pro-female-manager way:. The way in which bosses engage their employees may be somewhat variable, however, engagement generally refers to how effectively a manager:.
As you can see, the highest level of engagement occurred when both managers and employees were women, while the lowest level of engagement occurred when both managers and employees were men.
However, as with all studies, correlation is not the same as causation. In order words, women may have ranked more favorably than their male peers, but is it simply because they are women? HBR surveyed 7, leaders of some of the most successful organizations worldwide from the private and public sectors.
The survey concluded that the stereotypical attributions assigned to the female gender such as being more nurturing and better at forging relationships did have some merit in terms of women ranking higher than men, but the results were not constrained to stereotypes:. At all managerial levels, women outscored men in leadership skills and competency—even disproving some antiquated notions about stereotypical traits that define men as being superior to women in business:. Perhaps the best approach to take when promoting from within is to disregard gender and, instead, focus on an employee's skills and accomplishments.