Ch 9.8 Flashcards
Do men and women have different leadership styles?
Studies show some differences—women tend to be more participative and transformational, while men are more autocratic or passive.
What leadership styles do women use more than men?
Women use transformational leadership more and contingent reward behaviors (rewarding good work), which are linked to effectiveness.
What leadership styles do men use more than women?
Men are more likely to use management by exception (only intervening when something goes wrong) and laissez-faire leadership (passive, absent leadership).
How does leadership effectiveness compare between men and women?
No major difference overall, but women are seen as more effective in middle management and feminine workplaces, while men are seen as more effective in male-dominated fields.
How do self-ratings of leadership effectiveness differ by gender?
Men rate themselves higher, but when rated by others, women are seen as more effective leaders.
How does having women in leadership impact company success?
Companies with women leaders tend to have better profits, revenue growth, and return on investment, especially in gender-equal countries.
Do many women hold top leadership roles?
No, women hold few senior leadership positions. In Canada, only 26% of CEOs are women, and Black and Indigenous women are even less represented.
What is the “glass ceiling” metaphor?
It describes the invisible barrier preventing women from reaching top leadership positions.
What is the “labyrinth” metaphor for women in leadership?
It suggests women face many small obstacles throughout their careers, not just one big barrier.
What is Role Congruity Theory (RCT)?
It says women face bias because leadership is seen as “masculine” and not fitting traditional views of women.
What are “agentic” vs. “communal” leadership traits?
Agentic traits (assertive, competitive) are seen as male; communal traits (caring, cooperative) are seen as female.
How can organizations help more women reach leadership roles?
Reduce bias in performance evaluations, allow flexible work, and promote family-friendly policies.
