Here are 4 Points of Gender Differences in Leadership And Their Impact; 1. Introduction, 2. Leadership: a Definitive Definition, 3. Variations in Leadership Styles Among Men and Women

1. Gender Differences in
Leadership And Their Impact
Here are 4 Points of Gender Differences in Leadership And Their
Impact;
1. Introduction
Women are still underrepresented in management roles, irrespective of the 6.3%
growth in employment over the previous six years. In Poland, 48% of women are
working, but just 10% work in management roles and as few as 4% sit on the
managerial boards of the 500 biggest corporations in Poland. And when
compared to males, their incomes are 20% lower. In contrast to Denmark these
outcomes are bad. There, women hold 23% of all management roles and over
70% of women have employment & Gender Differences in Leadership.
One possible explanation for the disproportionately small number of women in
management roles is the long-held notion that males, by virtue of embodying

2. traditionally masculine attributes like authority and control, are better leaders
than women. Owing to such a low participation of women in management roles,
organizations loss a potential to gain from varied managing team.
Hence, this study is designed to launch the conversation whether the
underrepresentation of women in leadership roles is attributable to the fact that
women and men lead in different ways. The purpose of the present research is to
establish if Gender Differences in Leadership inequalities exist in leadership and
their probable origins. literature analysis, accompanied by an interview with an
expert and pilot research, was undertaken in order to portray the issue from
many aspects.
2. Leadership: a Definitive Definition
Leadership entails taking responsibility of other people and making sure they are
inspired, motivated, and well-organized. A manager has official influence over
subordinates, which is not always true in the case of a leader.
• Gender Differences in Leadership
• Contrast to Denmark
• Leadership Styles
According to academics, managers are the ones in charge of all the paperwork
involved in keeping things running smoothly and efficiently, while leaders are
the ones who really do the heavy lifting like planning and executing. Leaders are
individuals who take charge, motivate their followers, and adjust to changing
circumstances. Leader and manager are synonymous here because of how
closely they work together inside a company.
Position does not equate to leadership. One must adopt a certain mentality in
order to assume a leadership role. One of the best definitions of influence is the
ability of one individual to rally others behind a shared cause Gender Differences
in Leadership. The question of whether leaders are “born” or “made” has been
debated since at least the 19th century, when it was widely held that a person’s
leadership potential was predetermined by their family tree. Hence, the “great
men” thesis was widely accepted by the affluent.
Throughout the course of the 20th century, trait theory morphed into a
framework that did not differentiate between the heritability and malleability of
traits. At the middle of the twentieth century, Ralph Stogdill discovered that

3. people don’t automatically become leaders just because they have a few defining
characteristics. He discovered that contextual circumstances may also play a role.
As a result Gender Differences in Leadership, Stogdill thought that certain
individuals are naturally better suited to leadership roles than others, but that
this ability would only manifest under the right conditions.
Although some personality traits may improve one’s chances of becoming an
effective leader, they are by no means a guarantee.
As the trait approach to leadership presupposes the existence of a set of shared
characteristics among effective leaders, it is essential for assessing gender
disparities in this area. The 20th century also saw the development of different
approaches to leadership outside this trait-based model, such as behavioral,
situational, relational, and “new leadership” models in Gender Differences in
Leadership. Knowledge of effective leadership has also been affected by a theory
created by Kurt Lewin. According to this view, there are essentially three distinct
types of leadership styles: authoritarian, democratic, and laissez-faire.
Authoritarian bosses closely supervise their subordinates and impose uniform
standards on all of their activities. In a democratic leadership structure, the
leader encourages interest and social equality among team members while
allowing them to participate equally in making decisions. A leader with a laissez-
faire approach will provide their followers little, if any, guidelines or check-ins on
their progress. In 1939, psychologists headed by the theory’s creator undertook a
research to test its hypotheses.
It demonstrated that individuals perform differently depending on the kind of
leadership in place, with a democratic structure proving to be the most
successful overall Gender Differences in Leadership. One definition of leadership
style given by Veithzal Rival is “a collection of leadership attributes utilized to
influence subordinates in order to accomplish organizational objectives or it can
also be stated that the style of leadership is a pattern of conduct and preferred
approach that is frequently adopted by a leader.”
Similarly, leadership style is defined as an individual’s pattern of actions taken to
persuade subordinates to follow their direction. Directive, supporting,
participatory, and goal-oriented leadership are the four tenets of the Path-Goal
Theory of Leadership. Similar to the Lewin distinctions, the theory classifies

4. leadership styles as either autocratic (direct) or democratic (supporting and
participatory) Gender Differences in Leadership.
3. Variations in Leadership Styles Among Men and Women
There are various facets of leadership that are influenced by one’s gender.
Whether or whether men and women take the helm in different ways is a topic of
heated dispute. However the most significant impact of gender on leadership is
the widespread belief that women are not as capable of or deserving of positions
of authority in Gender Differences in Leadership.
Gender is only one of many aspects that influence one’s leadership style. Leaders,
whether they identify as male or female, must adjust their behavior to meet the
stereotypes held of them. These assumptions stem from conventional notions of
men’s and women’s duties in the home, the workplace, and wider society.
Women in management tend to be more democratic and participatory in their
approach to leadership, whereas males tend to be more transactional Gender
Differences in Leadership.
There was a correlation between the prevalence of an emphasis on these three
factors among female managers and their gender. Women also tended to work in
groups rather than alone. Women tend to be more empathic and supportive of
coworkers who are struggling.
It has also been discovered that women are more connection focused than males
are, who tend to be more goal driven Gender Differences in Leadership.
According to conflicting research, the only area in which male and female leaders
vary is in the decision-making process; in other areas, such as task orientation,
motivation, and leadership styles, there are no discernible variations between
the sexes.
Moreover, Kent and Schuele’s study has shown that there is no difference
between male and female leaders in terms of transformational and transactional
leadership styles. Theories of organizational behavior predict that men and
women in the same leadership position would act similarly like Gender
Differences in Leadership.

5. In fact, there are distinctions in the ways in which male and female leaders act
due to the effect of gender norms. Defended the idea that gender role has an
impact on the workplace and helps establish a “background” identity. indicates
that certain gender stereotype disparities may be mitigated by one’s position in
the company, but that others remain unaffected.
It’s hard to quantify how much gender plays a role in leadership, but it’s
undeniable that men and women have noticeable differences in areas like
perception, communication, self-efficacy, attitude towards success, relationships,
and morale, all of which have a direct impact on how people interact with one
another and how they handle relationships at work in Gender Differences in
Leadership.
Women’s leadership styles, in contrast to men’s, are more people-centered and
akin to role modeling. Women have been noted for their ability to communicate
both expectations and incentives. When evaluation criteria like initiative, self-
improvement, honesty, and results-orientation are included, women are seen as
more competent.
4. Causes of Gender Gaps in Management
Education, experience, culture, job experience, and personality all have a role in
shaping a leader’s approach to the role of leader, although it is unclear how much
gender and other aspects play a role. From a different angle, leaders modify their
behavior in accordance with the stereotypes that arise from the assumptions
others have about them depending on their Gender Differences in Leadership.
These assumptions stem from preconceived notions of how men and women are
supposed to perform in various spheres of society, the home, and the workplace.
The results of Gita Patel’s studies suggest that men and women may approach
leadership differently due to biological differences. Women, studies show, are
more likely to play it safe, to be socially aware and to respond emotionally. In
comparison to women, males tend to be more cocky, optimistic, and quick to take
action.
A person’s self-assurance, willingness to take risks in social situations, emotions,
and behaviors stand out among other notable distinctions. Men often have higher
levels of assurance and self-sufficiency than women do.

6. As males make more trades overall, they bear a disproportionate share of the
blame for the market’s downturn. Since women tend to lack self-assurance when
it comes to handling money and business, productivity suffers as a consequence
in Gender Differences in Leadership. Despite the stereotype that women avoid
danger, they are really more likely to put themselves in socially dangerous
situations than males.
Emotions and behavior are another area where individuals might vary in how
they lead. When faced with adversity, women are more likely to respond
emotionally than males. Thus, when a prompt answer is necessary, males act
while women respond emotionally. There may be a difference in leadership style
between men and women in top positions because of the varied expectations
placed on them. The way that female managers are seen is heavily influenced by
preconceived notions. Women and girls in Poland are responsible for taking care
of the home, while men and boys are responsible for providing for it financially.
Polish society has a strong trust in social mindset and conventional ideas that
women are less productive employees than males, which contributes to the
stereotype of Polish women as stay-at-home mothers. The fact that most women
are the only breadwinners in their households may contribute to the stereotype
that women are always juggling many responsibilities in Gender Differences in
Leadership. It is also often held that women are “inherently” less capable of
leading than males are, that they struggle more with decision-making, and that
they are more likely to prioritize caring for their families over running a
business.
Many often assume that women lack the necessary qualities to succeed in senior
leadership roles because they are too sensitive, disorganized, and weak-willed.
Although leaders are expected to be aggressive, stern, result-oriented, and
confident, stereotypes about women in leadership positions tend to place greater
emphasis on nurturing qualities like warmth, empathy, and kindness. Because of
this discrepancy, & Gender Differences in Leadership, women are less often seen
favorably as leaders. There is a clear gender gap in how people see authoritative
male managers vs authoritative female managers. Authoritative males are often
more tolerated than authoritative women.
As women are often thought of as the “lovely ones,” their autocratic leadership
styles are automatically judged negatively. Hence, how others see women in

7. positions of power may affect how effective they are; for example, if a bad
outcome is anticipated, this might result in a biased judgment of performance
and Gender Differences in Leadership as a negative attitude towards the person.
In fact, a leader’s success depends on their ability to earn the respect of their
followers, superiors, and peers. Moreover, women have fewer opportunities to
pursue a career path due to the fact that they are given more responsibilities
(those related to upbringing the children and taking care of the household), and
the socially accepted stereotypical role of women – far from the leadership
position – affects the women themselves in Gender Differences in Leadership.
The stereotype of the ab woman raised by a Polish mother has persisted for a
long time and has an impact on the position of women in the workplace.
Employers see women workers primarily through the lens of their role as
caregivers for their children. As their primary source of income is not from
working outside the house, they are automatically seen as less productive in the
workplace & Gender Differences in Leadership. There might be several origins of
leadership style. These include things like formal training, professional
experience, cultural background, and unique traits. There are many potential
aspects that might influence a leader’s approach, and gender is only one of them.