The question itself highlights a huge illogical stigma in our society; which is to use gender as a measuring variable for answering questions beyond anatomical differences. Humans are born with a blank slate of mind, and the actions and thoughts of the society we live in permeates our mind, which eventually defines our characteristics and values as a person. An analysis of such a behavior was carefully studied by Cristina Bicchieri, a professor in the Philosophy and Psychology Departments at the University of Pennsylvania. She concluded that there are two ways a person reaches a decision. One is through a deliberate and rational method, where conscious deliberation of one’s perception (or misperception) at the costs and benefits of the action,
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In order to analyze if these differences affect their performance, the term “better manager” must be defined. A term such as this casts a shadow of ambiguity over the readers. The matter of preference is largely subjective and variants of interpretations ensue when presented to different groups of people. For example, Barry (1992) provides his definition of a good manager:
“A key part of the manager 's role in business organization, is that of coach to the rest of his or her team. When playing the part of coach the manager relies on his or her relationship with individual team members to ensure that the pupil respects the coach 's knowledge, experience and power. The relationship is a delicate one, as a manager who has not won the respect and loyalty of the staff will not be an effective coach. The success of any training or coaching relies heavily, therefore, on the general attitude of individuals towards their manager”.
The definition above describes a manager whose emphasis lies heavily on his or her employees. As such, one can easily infer that the employee will be inclined to judge the manager as someone who is exemplary in his or her line of work. However, this judgment might not be in sync with the firm whose influence over the definition of a good manager is especially …show more content…
Employees are predisposed towards having a male manager with reasons substantiated by neither logic nor their management styles. The fact that the bias is higher with hypothetical managers reveals the actuality of people having a negative and unsubstantiated pre-conceived notion of women managers. Firms are still reluctant to allow female representation in top level management even though women’s leadership styles have achieved organizational success or the presence of women leaders are likely to be beneficial. (Dezső et al 2013 cited in Dezso & Ross, 2012; Eagly, 2007; Bilimoria, 2006; Catalyst, 2007; Matsa&Miller, 2011)
With the points above in mind, this essay concludes that men are better managers than women as society is the answerer at large. The term “better” here is not defined by better skills or results but by the fact of gender prejudice. This question can be better answered when the general public can put aside their biasness against female employees and judge both genders on equal grounds. This will take effort from both men and women, and the success of it can be measured and known, when questions like this seems ludicrous and never
In order to analyze if these differences affect their performance, the term “better manager” must be defined. A term such as this casts a shadow of ambiguity over the readers. The matter of preference is largely subjective and variants of interpretations ensue when presented to different groups of people. For example, Barry (1992) provides his definition of a good manager:
“A key part of the manager 's role in business organization, is that of coach to the rest of his or her team. When playing the part of coach the manager relies on his or her relationship with individual team members to ensure that the pupil respects the coach 's knowledge, experience and power. The relationship is a delicate one, as a manager who has not won the respect and loyalty of the staff will not be an effective coach. The success of any training or coaching relies heavily, therefore, on the general attitude of individuals towards their manager”.
The definition above describes a manager whose emphasis lies heavily on his or her employees. As such, one can easily infer that the employee will be inclined to judge the manager as someone who is exemplary in his or her line of work. However, this judgment might not be in sync with the firm whose influence over the definition of a good manager is especially …show more content…
Employees are predisposed towards having a male manager with reasons substantiated by neither logic nor their management styles. The fact that the bias is higher with hypothetical managers reveals the actuality of people having a negative and unsubstantiated pre-conceived notion of women managers. Firms are still reluctant to allow female representation in top level management even though women’s leadership styles have achieved organizational success or the presence of women leaders are likely to be beneficial. (Dezső et al 2013 cited in Dezso & Ross, 2012; Eagly, 2007; Bilimoria, 2006; Catalyst, 2007; Matsa&Miller, 2011)
With the points above in mind, this essay concludes that men are better managers than women as society is the answerer at large. The term “better” here is not defined by better skills or results but by the fact of gender prejudice. This question can be better answered when the general public can put aside their biasness against female employees and judge both genders on equal grounds. This will take effort from both men and women, and the success of it can be measured and known, when questions like this seems ludicrous and never