Do men make better managers than women?
In a real world setting it is difficult to prove that ‘men are better managers than women’. This essay focuses on critiquing this statement; furthermore is currently a controversial issue. A manager is defined as “an individual who is in charge of a certain group of tasks, or a certain subset of a company. A manager often has a staff of people who report to him or her (1).”Societies invariably have different views in relation to what they constitute as a good manager. Large scale movements of feminist ideology have developed in the modern era. In the past century women have endeavoured to gain an equal status as men, as well as improving living standards. As men and women generally employ different management styles, such influences would have a substantial effect upon organisational culture and performance. Each type of leadership has a number of strengths and weaknesses.
Many women find it difficult to balance work, in contrast to men, which is mainly due to time constraints and caring responsibilities. Historically there are disparities in the level of qualifications held between both genders. In contrast to men, women are also more likely to take breaks from paid work, in order to take care of dependents. Women therefore have fewer opportunities to broaden their career prospects due to household commitments. As a result this makes it more difficult for women to gain promotion to higher positions and better paid jobs within businesses. This and many other variables may coalesce to construct a ‘glass ceiling.’ Many females find that a male orientated corporate culture as a major obstacle to their individual success. Women have fewer opportunities to broaden their career prospects, due to household commitments. The emancipation of women in recent decades has transformed the composition of the UK labour market; furthermore ONS forecasts show that the increasing trend in female participation is likely to continue. Considerable differences in pay between men and
Many women find it difficult to balance work, in contrast to men, which is mainly due to time constraints and caring responsibilities. Historically there are disparities in the level of qualifications held between both genders. In contrast to men, women are also more likely to take breaks from paid work, in order to take care of dependents. Women therefore have fewer opportunities to broaden their career prospects due to household commitments. As a result this makes it more difficult for women to gain promotion to higher positions and better paid jobs within businesses. This and many other variables may coalesce to construct a ‘glass ceiling.’ Many females find that a male orientated corporate culture as a major obstacle to their individual success. Women have fewer opportunities to broaden their career prospects, due to household commitments. The emancipation of women in recent decades has transformed the composition of the UK labour market; furthermore ONS forecasts show that the increasing trend in female participation is likely to continue. Considerable differences in pay between men and
References: Edexcel Economics A2- Peter Smith Fundamentals of Management- Mike Smith, 2007 pages 116-12