When we talk about the females employment in different organization, it is till treated in different disciplines. There are some gaps linked to it which still need to be filled in order to give equal opportunities to females as well.
Although, from the last few decades it is been said and noticed that the number of females are rising to the top which is a symbol of progressive social change. However, it is also been noticed that there is still gender inequality in top management positions which leads to under presentation of females in top management position.
The society and the masculine man has developed some theories. Due to which, it is been said that female qualities do not contribute to the required management attributes. For instance, In order to have an executive role, a person must be more aggressive, competitive, more task oriented etc. but females always have the opposite qualities. For instance, interpersonal relations, emotional, collaborative etc.
This paper is an effort that shows the obstacles that woman faces in order to reach top management positions. Moreover, I also tried to describe that the traditional leadership model is linked to the masculine stereotypes. Henceforth, I tried to explain that the new organizational culture requires also the feminine stereotypes (emotions, interpersonal relations, cooperation etc). So, one could say that the leadership is not just linked to the masculine stereotypes but it also requires more of feminine qualities as well.
The empirical study involves the semi structured interviews from men and women on management positions and also general discussions with the public. Based on these interviews and discussions I tried to analyze if both male and female follow the gender stereotypes and if they have difference in leadership styles according to gender.
Hence, companies should have a more diversity in their organization in order to have more flexibility in organizational culture.
Source: University of Kalmar
Author: Akhtar, Mehreen