Gender and Leadership. The Existence or Non-Existence of a Specific Female Leadership Style

Table of Contents

• 1. Introduction
  • 1.1. Women and Leadership Positions
  • 1.2. Problem Definition and Objectives
  • 1.3. Course of Investigation
• 2. Theoretical Foundations on Leadership
  • 2.1. Definition of the Term Leadership
  • 2.2. Definition of the Term Leadership Style
    • 2.2.1. Traditional Leadership Style Theories
      • 2.2.1.1. The Trait Approach
      • 2.2.1.2. The Behavioral Approach and Theories of Important Representatives
      • 2.2.1.3. Contingency Approach
    • 2.2.2. New Leadership Style Approaches
  • 2.3. The Ability of the Leader
    • 2.3.1. Definition of the Term Leader
    • 2.3.2. Requirements of a Successful Leader
  • 2.4. Gender Stereotypes Perceived
  • 2.5. Gender Research
    • 2.5.1. Equity Theory of Gender
    • 2.5.2. Theory of Differences
• 3. Has Good Leadership a Gender?
  • 3.1. Efficient Leadership Styles
    • 3.1.1. Definition of Transformational Leadership
    • 3.1.2. Definition of Transactional Leadership
  • 3.2. Good Leadership Principles Connected with Gender Stereotypes
  • 3.3. Intermediate Result
• 4. Social Restrictions towards Successful Female Leaders
  • 4.1. Women as the Minority
  • 4.2. Queen-Bees – A Limitation Created by Women
  • 4.3. Old Boys Network Restrictions
  • 4.4. Glass Ceiling in the Working Environment
  • 4.5. Intermediate Conclusion
• 5. Solution Opportunities
  • 5.1. Goals of Deconstruction
  • 5.2. Androgyny Concept in Societal Environment
  • 5.3. Diversity Leadership Approach in Companies
  • 5.4. Evaluation of Solution Suggestions

Objectives and Key Themes

This thesis seeks to determine whether a distinct female leadership style exists and if it differs from male leadership style behavior. The author aims to evaluate if the findings justify the observed inequality in the workplace, where women are often prevented from reaching senior positions due to their gender. The study also explores the role of stereotypes in management selection processes and how social restrictions hindering female leaders can be eliminated.

• Gender differences in leadership styles
• The existence and impact of gender stereotypes in leadership
• Social restrictions towards female leaders
• The potential for a specific female leadership style to enhance company success
• Solutions to promote diversity and inclusion in leadership positions

Chapter Summaries

Chapter 1 introduces the topic of gender inequality in leadership positions, highlighting the disparity between the number of women and men in executive roles. It emphasizes the importance of understanding this disparity and explores existing research on the subject.

Chapter 2 delves into theoretical foundations of leadership, defining the terms "leadership" and "leader" and outlining various leadership style theories, including traditional and newer approaches.

Chapter 3 examines the question of whether good leadership has a gender, exploring efficient leadership styles such as transformational and transactional leadership. It analyzes the connection between good leadership principles and gender stereotypes.

Chapter 4 explores social restrictions hindering successful female leaders, including the prevalence of women as a minority in leadership positions, the limitations imposed by "queen bees", and the impact of old boys networks and the glass ceiling.

Chapter 5 proposes solution opportunities to address the challenges faced by female leaders, such as deconstructing gender stereotypes, embracing the concept of androgyny, and promoting diversity leadership approaches in companies.

Keywords

The central themes and concepts explored in this thesis include gender and leadership, leadership styles, gender stereotypes, social restrictions, diversity leadership, and the potential for a distinct female leadership style. It examines the impact of these factors on female leadership success and explores solutions to promote gender equality and inclusive leadership practices.