CLASSMATE 1 There have been some interesting studies on the effect of

CLASSMATE 1

 There have been some interesting studies on the effect of gender on leadership style. Respond to the following statement with your opinions and experiences:  “Successful male and female leaders tend to have many similarities; yet, women as a group tend to be more democratic in style than men. The modern concept of managerial coaching may thus be more natural for women than men.”  Incorporate at least one outside reference into your answer. 

Men and women are equally capable of leading, however, there is evidence to suggest that female leaders are more likely than males to choose a democratic or transformative leadership style. (Suranga Silva and Mendis, 2017) highlight how gender preconceptions might influence a female leader’s leadership style. As a result of being “disliked and perceived as untrustworthy in leadership jobs, particularly when they exercise control over males, demonstrate high levels of competence, or utilize a dominating communication style,” they say women are more likely to embrace transformational or democratic leadership approaches (Suranga Silva & Mendis, 2017)

Gender disparities in leadership may also have a physiological basis, as shown by certain studies. Women process more oxytocin than males, even though our brains are fairly comparable. This hormone has been connected to maternal bonding and social interaction. When oxytocin levels are high, we are more likely to engage in social activities and form bonds with others. In light of this, it’s no surprise that women favor a leadership style that emphasizes creating healthy interpersonal ties. Gender inequalities may not necessarily apply to everyone with the same amount of education, though. Some women have lower oxytocin levels than others, depending on their life experiences and physiology. Personality qualities that influence a leader’s style of leadership are also true (Zhang et al., 2018)

 What value differences might you as a leader expect to find among your Baby Boomer, Gen Xers, and Millennial employees?  Discuss.  Use at least one outside reference in your answer.

Generations are formed by their distinct experiences and historical events as they grow up. Each generation has developed its unique qualities and ideals as a result of this. The civil rights movement, the sexual revolution, and the Vietnam War molded the generation that is now known as the Baby Boomers. This generation places a high priority on ambition, devotion to the organization, and involvement. People of Generation X and Gen Y “work to live,” as opposed to Baby Boomers, who “live to work.” Generation Xers grew up amid the Watergate scandal and the energy crisis. Because of the rise in the number of divorces among this generation, many of them grew up as latchkey kids. As a result of these experiences, the younger generation now places a high priority on both gender diversity and maintaining a work-life balance. For their part, they are also noted for having a global perspective and sacrificing corporate allegiance for a sense of personal responsibility. Finally, Gen Yers were born at a period when technology was on the verge of a technological revolution. With the internet, they’ve been able to access information from all corners of the globe. Terrorism and school shootings have also shaped their worldviews as they’ve matured. Generation Y is concerned with maintaining a healthy work-life balance as well as valuing creativity and social contact. (Hughes et al., 2019)

It’s hard to deny that each generation has inherited characteristics specific to the period in which it was raised. Despite this, there is evidence that the perceived value disparities are exaggerated Most research on these discrepancies does not take into account the age-related changes. In today’s employment, there are people from all three generations, but since they are in various phases of life, each generation has distinct work ideals. Rather than a generational divide, these discrepancies in perceived worth may be the result of age differences. From 1976 through 2006, data was gathered from studies of high school seniors. To put it another way, the people who participated in the study were all the same age when the data was collected. There was no statistically significant difference between intrinsic incentives (e.g. hard, fascinating, or meaningful job) and altruistic rewards in the workplace, according to this research (e.g. work that helps others or focused on social issues). A recent study shows younger generations value leisure time (e.g. work-life balance) more than older generations, with Gen Yers placing a higher value on this than Baby Boomers did. When it comes to extrinsic incentives (e.g. money or goods), Gen Xers were ahead of Gen Yers, who were ahead of the Baby Boomer generation in this regard. Generation Xers and Baby Boomers were shown to value social incentives (e.g., interpersonal interactions) more than Generation Yers, according to a study. Even if there are some distinctions, this study shows that most workers (regardless of age) share many of the same workplace values e.g. desire to learn but hate of change, etc (Hampton & Welsh, 2019).

References 

Hampton, D., & Welsh, D. (2019). Work values of Generation Z nurses. JONA: The Journal of Nursing Administration, 49(10), 480-486.

Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2019). Leadership: Enhancing the Lessons of Experience. New York, NY: McGraw-Hill Education.

Suranga Silva, D. A. C. & Mendis, B. A. K. M. (2017). Male vs. female leaders: Analysis of transformational, transactional & laissez-faire women leadership styles. European Journal of Business and Management, 9(9), 19-26.

Zhang, C., Dougherty, C. C., Baum, S. A., White, T., & Michael, A. M. (2018). Functional connectivity predicts gender: Evidence for gender differences in resting brain connectivity. Human brain mapping, 39(4), 1765-1776.

CLASSMATE 2

 There have been some interesting studies on the effect of gender on leadership style. Respond to the following statement with your opinions and experiences:  “Successful male and female leaders tend to have many similarities; yet, women as a group tend to be more democratic in style than men. The modern concept of managerial coaching may thus be more natural for women than men.”  Incorporate at least one outside reference into your answer.

Leadership is the quality or post of an individual that leads the program, group, community, or any other organization and institute. The style to handle their respective leading opportunity is referred to as the style of their leadership. Every leader has their own leadership goal and perspective and their style to lead their respective team or organization (Al Khajeh, 2018). The style is different but it has the recognized characteristics of direction to the team, plans that have to be effectively implemented, and stimulate the team member to do their best.

The leader could be men or women and they both have the quality to make a great leaders. The leader has no specified gender, culture, or religion. Behavior and emotion are the basic difference between men and women. The behavior of men and women makes the difference in the style to make the effectiveness of the leadership program (Cheryan & Markus, 2020). The APA (American Psychological Association) defines women as more cooperative in nature so they can lead their team with highly effective collaboration. While the men have a controlled emotion and authoritative nature that reflects in their personality and influence in the leadership. The women have strong communication due to their soft and understandable nature. While men have good communication but are not collaborative as the women.  The women’s motivating and collaborative nature makes them democratic and natural. While men are also effective leaders but they have an authoritative nature that resists effective communication. Men have more strength to cope with the pressure than women due to their controlled emotions. But the key and basic role that make the foundation of the team is communication which is built by collaboration skill.

 What value differences might you as a leader expect to find among your Baby Boomer, Gen Xers and Millennial employees?   Use at least one outside reference in your answer.

The generation who born in between the era 1946 till 1964 is called the baby boomer. They are the generation who started at the end of World War II. The generation is considered the highest containing population as compared to the other generations. In this era competition was high, and there is limited seats for school and college admission. This generation works hard for their survival and the establishment (Jones,Murray & Tapp, 2018). They focused on their work with full intensity and believe in the long working hours. They want to become independent, set their goals to achieve, and self-assessment to stable their lives and maintain their traditional values.

Gen Xers between the eras 1960 till 1979 are known as generation X. They are known for their liberality and creative mindset. They believe in self-identity and the efficacy of individuality. They have a great quality to know how to handle professional and personal life separately. They have the quality to adjust to the environment i.e. they are flexible (Jones,Murray & Tapp, 2018). They try to learn, use and apply the technologies that help in their work as well as at home.

While millennials are a term coined for the generation between 1980 till 2000, they are also termed generation Y. They are in between the oldest (generation X) and the new adult generation (generation Z) which is why they are called millennials(Jones,Murray & Tapp, 2018). They are the generation who grownup in the era of the internet. They are not independent and they have the support of their ancestors. They have a passion to read that helps in the surrounding. The reading practice becomes an individual up to date, increases their sense of humor, and opens the mind to creativity. They have a weak point that they are not the self-assessment person. They are likely to depend on others and not to do struggle or hard work to become an independent.

References

Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.

Cheryan, S., & Markus, H. R. (2020). Masculine defaults: Identifying and mitigating hidden cultural biases. Psychological Review, 127(6), 1022.

Jones, J. S., Murray, S. R., & Tapp, S. R. (2018). Generational differences in the workplace. The Journal of Business Diversity, 18(2), 88-97.