Journal Article Review Leadership and Gender

Question: Discuss about theJournal Article Review for Leadership and Gender. Answer: Critical Analysis: Introduction The article, Leadership and Gender An Australia Prospective, is an interesting article about the correlation between gender and leadership abilities in Australia. To complete the research, author conducted the primary research in Australian market. Collard (2001) conducted the study of 400 Australian school principals. The article reflects that female leaders are more collaborative in nature as compared to the male leaders. The objective of this paper is to critically analyse the article. The paper would discuss various ideas presented in the article and the arguments offered. Based on the ideas and arguments, the critical analysis is done. Analysis The article details down various attributes about the leadership style of males and females. In the article, Collard (2001) presented various ideas and arguments around the difference in the leadership style of male and female. The ideas, argument and the evidence from the article can be discussed as: Idea Argument Offered Evidence Provided Men are directive and bureaucratic leaders as compared to women who are more collaborative and relational leaders (Collard, 2001) Men like to give orders and women like to work together. The employees feel more engaged when they work under the leadership of female leaders Author conducted primary research through a survey of more than 400 Australian school leaders. The principals accepted the fact that female leaders are better in collaboration as compared to the male leaders Critical Analysis The contribution of female leadership has been seen as a business advantage and a strategy not tapped into by many organizations. According to Collard (2001), female leaders do not rush into decisions. The female leaders would want to take the opinion of all the stakeholders. On the other hand, men leaders would some time rush into the decisions. This common sense that has been ignored by many primitive organizations. Biswas Patel (2016) highlighted that female leaders are better to engage others as compared to the male leaders. This is one of the reasons, the organizations should focus to have a mix of male and female leaders. It will ensure that the organization has the best of both male and female leadership attributes. Collard (20111) highlighted that employees may also find it easy to work with the female employees as in comparison to working with the male employees. Female leaders tend to take time before making any final decision. They would take the inputs from various other employees before they can actual decide the future course of action. In situations, it can take some time. However, it is good for the overall health of the organization (Rosette, Mueller Lebel, 2015). Another important argument that author has made is that female leaders can sense the individual differences in a better was as compared to the male leaders. Idea Argument Offered Evidence Provided Female leaders are more aware of individual differences as compared to male leaders (Collard, 2001) Female leaders are more considerate about the external factors as compared to male leaders Author conducted primary research through a survey of more than 400 Australian school leaders. Critical Analysis Authors argued that females are able to recognize the value in every employee, from housekeeping to the CEO. Understanding the value all employees makes a company thrive better. Company's like Starbucks rewards their employees by providing them with an education. This sends the message that Starbucks cares about their employee's, so much that they are willing to pay for them to better their lives. That speaks volumes, because when you think about lower level employee that work as servers having an opportunity that they probably would have never been given otherwise, this is phenomenal. Collard (2001) talked about the contributing factors that helps organizations gain a competitive advantage through female leadership. It has been proven that when a company chooses to invest in their employees satisfaction it can yield a financial gain for the company. For example: If a company takes the time to get to know the needs of the employees and how to create a positive work environment then the customers will receive better services and stay loyal to the company because of the service they receive (katila Eriksson, 2013). Authors highlighted that female leaders are better in terms of establishing relationship with employees. Another important argument is that female leaders are more committed than female leaders. Idea Argument Offered Evidence Provided Female leaders are committed leaders as compared to male leaders in general (Collard, 2001) Female leaders have high sense of commitment towards their job and responsibilities Author conducted primary research through a survey of more than 400 Australian school leaders. Critical Analysis In the article, author argued that female have high sense of commitment. The same sense of conclusion could be seen in the article, Evaluation of leadersdoes gender still matter? In this article, Pietraszkiewicz, Asenjo Sczesny (2015) mentioned that female leaders are better to convert their tasks and responsibilities on time. Critical Analysis Female Leadership contributes to competitive advantages in contemporary organizations because the focuses of the company is to serve others first, not just the customer but the employees as well (Collard, 2001). Many Different elements come into play when female leadership is present within an organization such as the way the company communicates to its employees, employee satisfaction, employee engagement, and the companys ethics (Latu Mast, 2013). Companies that Supporting the health of the lowest?level employees, training and career advancement for employees at every level of the company, providing incentives at the bottom of the ladder, and taking strategic steps that ensure companies and communities profit together (Collard, 2001). Female leadership incorporated in organization have shown to be a domino effect in a positive way. It is observed that female leadership as a big circle of giving whereas the employer give back to the employees and then they provide excellent service to the customers who then continue to spend their money with the company and tell others about the excellent service they receive. Conclusion This article discusses the difference between male and female approach to leadership. It is important that the organizational leadership should be based on the local cultural aspects. The knowledge of local culture enables leaders to manage the team in an effective manner. It can be concluded that there are significant differences between the leadership approaches of male leaders and female leaders (Collard, 2001). It is important that the leaders of organizations should learn the local leadership and management approaches when they enter a new region. Making employees feel valued is the best thing a company can do because it gives the employee a since of belonging and makes the employee proud of who they work for and this article reflect the point that female leaders are better to make employees happy and satisfied. Positive relationships between customers and a firm and between employees and a firm are important because they entail the smooth functioning of the organization (Collar d, 2001). In todays market scenario, in which competition is intense and the world has become a unified market due to technological developments and social media, interactions among customers have increased manifold (Biswas Patel, 2016). Therefore, it is important for firms to keep their customers engaged. Firms can ensure sustained profits if both their customers and employees are engaged. References Collard, J.L., 2001. Leadership and Gender An Australian Perspective. Educational Management Administration, 29(3), pp.343-355. Katila, S. and Eriksson, P., 2013. He is a Firm, Strong?Minded and Empowering Leader, but is She? Gendered Positioning of Female and Male CEOs. Gender, Work Organization, 20(1), pp.71-84. Latu, I.M., Mast, M.S., Lammers, J. and Bombari, D., 2013. Successful female leaders empower women's behavior in leadership tasks. Journal of Experimental Social Psychology, 49(3), pp.444-448. Patel, D. and Biswas, U.N., 2016. Stereotyping of Effective Male and Female Leaders: A Concomitant of Gendered Workplaces. Journal of the Indian Academy of Applied Psychology, 42(1), p.53. Pietraszkiewicz, A., Rovira Asenjo, N. and Sczesny, S., 2015. Evaluation of leadersdoes gender still matter?. Rosette, A.S., Mueller, J.S. and Lebel, R.D., 2015. Are male leaders penalized for seeking help? The influence of gender and asking behaviors on competence perceptions.The Leadership Quarterly,26(5), pp.749-762.