Gender Makes A Difference in Managerial Organization
Communication is an intercourse by words, letters, or messages; interchange of thoughts or opinions, by conference or other means; conference; correspondence. It comes from the Latin word “commū´nic”, meaning to share. Gender communication is important in structuring and operating organizations. Men and women do have gender communication differences and priorities in communication. This is important as well in the affect on job satisfaction, but this is just one aspect of the gender relationship between manager and subordinate. Others focused on the motivational factors within the workplace and how organizational trust can fuel that motivation, along with managerial confidence.
Does the gender of a manager play a significant role in the job satisfaction of the employees? 2.
Do the employees believe that one gender is more 'qualified' to manage than the other? 3.
Why does gender inequalities in business is still common nowadays?
The term "leaders" refers to persons holding formal positions of leadership in complex organizations in industry, government, education, politics, the arts, sciences, and professions. Historically, gender precluded most females from becoming leaders in such organizations; as a result, the assumption that males were better suited than females for leadership roles was, until recently, rarely questioned.
Be it nature or nurture, by the time most women and men make it to the workplace, their life experiences and expectations have been different in certain gender-based ways. Of course, as human beings, women and men share many of the same experiences and expectations. And as individuals, they are each entirely unique. In each person, all of these experiences and expectations function simultaneously: the group-based differences, the universal human similarities, and the individual attributes and quirks. This makes for a fascinating-and sometimes confusing-human landscape.
Whether the gender of a manager plays a significant role in the job satisfaction of the employees, the quantitative survey suggests that this is false. Exactly 49 percent of those surveyed, declared that the gender of their manager does not affect their happiness at work. The qualitative survey of those interviewed also expressed the gender of their manager does not affect their satisfaction at work. As to whether the employees believe that one gender is more 'qualified' to manage than the other, the quantitative survey of those interviewed expressed that no one gender is more qualified than the other.
The qualitative survey concluded that gender was not significant in being qualified for a managerial position; however, some indications showed a preference toward male managers. In terms of the actual results of the our survey, out of 10 people asked to participate, 7 of those responded to the survey. The frequency of category responses came in the form of 'Does Not Matter' and 'Disagree' and there was a surprising amount of 'Agree' answers. Most respondents disagreed with the statement that females should not be managers. Most respondents were either 'Does Not Matter' or 'Disagree' as to whether the gender of their manager affects job satisfaction. No respondents had agreed with this statement. I was surprised that so many respondents did not find females more understanding than males in management (94 percent). Most respondents think that gender is not a factor for getting along easier with their manager (94 percent). None of the respondents thought that females were better communicators than males in management. I was asked several times, if I was going to give this information to our Human Resources department and/or management, despite fully disclosing the reason for the survey and how the information would be used. These types of questions from respondents were not a surprise given the fact that many employees are somewhat intimidated by the company...
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