What gender differences emerged in the leadership research?

What will be an ideal response?

One common stereotype in organizations is that women are supportive, nurturing, and generally good at managing interpersonal relations. The male counterpart to the stereotype of the relationship-oriented woman is the notion that men are directive and focus on getting the job done; in other words, men tend to be task-oriented. Judging from these stereotypes, you might expect that gender would have an effect on leadership.

Indeed, researchers have investigated this question. One recent review of the literature conducted by well-respected researcher Alice Eagly and a colleague found quite the opposite. It suggested that when men and women have leadership positions in organizations, they tend to behave in a similar manner. Men do not engage in more initiating structure just as women do not engage in more consideration.

One difference did emerge, however. Women tended to lead in a more democratic style, and men tended to lead in a more autocratic style. When leaders are democratic, they tend to involve their subordinates in decision making and seek their subordinates' input on a variety of matters.

Why are women more democratic than men are when they occupy leadership positions in organizations? Researchers have offered two potential explanations. One is that women's interpersonal skills tend to be better than men's skills. To be democratic or participative, a leader needs to have good interpersonal skills. The other potential explanation is that, given gender stereotypes, women in leadership positions encounter more resistance from subordinates than do men in leadership positions.

Interestingly enough, some recent research suggests that women may actually have better leadership skills in some respects. When evaluated by co-employees, supervisors, and subordinates, leaders who are women receive somewhat higher ratings on skills like good communication and listening, work quality, and being able to motivate others.