Differences in Leadership Styles between Genders

Gurian and Annis (2014) postulate that there exist variation in the styles of leadership between male and female. Women leaders in an organization mostly adopt participative and democratic methods more than male managers. Male holding management positions primarily employ top-down styles recognised as control and command style. Female leaders are less communally and interpersonally oriented when it comes to managing an organization as compared to men or male leaders.

How to Manage the Different Issues Associated with Gender

In an organization or working areas, there always exist a conflict of interest between men and females (Ziegenfuss, 2012). To control the issues, I would encourage the selection of working people based on the skills and expertise required without discrimination between men and women. Both males and females should be given equal opportunities to work and hold positions of leadership of an organization. Mitchell and Carol Vallone (2010) state that misunderstanding between male and female members in a firm has been the primary cause of conflict.

In most cases, women and men in the workplace perceive information in a different manner. This can cause feelings of harassment, exclusion among other mainly because of misunderstanding. As a manager, I would be actively involved in ensuring that there is a sense of understanding between men and women. I would encourage harmony through development and training initiatives and programs that put more emphasis on increasing the awareness of issues related to gender differences in the working area. According to Pavlovic (2014), managers should lead by being examples to facilitate change in the firm. Moreover, I would encourage a shift in behavior among employees with the aim of improving the relationship between men and women in the working area.


Gurian, M., & Annis, B. (2014). Leadership and the sexes: Using gender science to create success in business. San Francisco: Jossey-Bass.

Mitchell, & Carol Vallone. (2010). Managing gender expectations: A competency model for women in leadership. Scholarly Commons.

Pavlovic, N. (2014). Effects of Gender Differences on Leadership Styles Through the Impact on School Environment. Studia Edukacyjne, 31, 305-321. doi:10.14746/se.2014.31.17

Ziegenfuss, J. T. (2012). Organization and management problem solving: A systems and consulting approach. Thousand Oaks: Sage Publications.

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