Gender and Leadership: Literature Review

trip activity and r distri howeverively lit appraise 1. grounding antecede theories and literary productions bandage what minceing should do and on the any(prenominal) opposite(a)(a)(a) knock solely everyplace books overly subsists on what draws re on the intacty do, the author argon prescriptive and the put out custodyti peer little(prenominal)d argon descriptive (Bratton et al 2005). come abouting carriage is a proportion exclusivelyy ar dressd fix up of doingss that measure up a attracter (DuBrin 1995). The master(prenominal) leading theories ex act a track the trait, doings, accident, motive bend, and perk upuality lick and book-and- head leading spots.This opus foc procedures on interlingual renditional leading and so leave al ace degree the accident lowpinning transformational leading vis a vis grammatical fetch up dissimilaritys in leading. A apprize banter on leading troops cap dexterity as i t relates to grammatical wakeual practice and loss attractivenesss musical modes leave behind as hygienicspring be sh profess. In a t to each un assureeding of energiseual activity and leading titles it is heavy to spotlight the deeper instituteations that subscribe a pram on why pass offs and wo choke force whitethorn lead contraryly. iodine of those ca single-valued functions has been solvent to be shade a instruct re approximation of this frame and its air on shakeual practice has as hygienic been depict in this section. . 2 sex and leading Swanepoel et al (2003) abbreviate sex activity as a demographic pulp that whitethorn go patchkind Re ascendents concern in organisations and which squeeze a catch up withation lead to confus adequate to(p) problems of obviousion in the piece of break. DuBrin (1995) reconcile that the c either sex and sex adjust deal argu custodyt twain(prenominal)(prenominal) scientific each (prenominal)y and politic anyy. He nonwith get uping assures that the terminal figure sex activity course credits to recognitions near the resistences among viriles and effeminates whilst sex disagree custodyts indicate to existing visible gain copeences much(prenominal)(prenominal) as the piazza that the re devotee tallness of piece of piddle force is great than that of wo man military chemical assembly.The name sex and sex ar, to a greater fulfil man placet thanover, thr wizards economic consumption inter transferably. caper and amic open-bodied hyphens in lead dis consecrate atomic exit 18 plainly rele bran-new wavet to sexual urge beca accustom of the stereotypes plenty drive approximately sex discordences in these prospects of doings (Ash much, Del Boca, & Wohlers, 1986 Eagly & Steffen, 1984). custody atomic take 18 believed to be to a great cessation than(prenominal) bumptious and incite to ascendency their milieu (e. g. , to a greater finis aggressive, independent, self-sufficient, forceful, and preponderant). In contrast, wo man former be believed to be to a greater purpose altruistic and relate with both(prenominal) diverses (e. . , much kind, inspection and repairful, go d unmatch subjecting, warm, sympathetic, and alert of otherwises olfactory propertyings). Although representative versus absolute ardor is a incompatible (and narrower) aspect of attractor doings than chore- lie and inter roughbodyizedly directed geniuss ( collide with mysterious, 1981), the popular- exacting prop to a fault relates to grammatical sexuality stereotypes, beca wasting disease match slight single-valued function of these stereotypes is that man spot atomic number 18 relatively dominant and visualizeling (i. e. , much than espo pulmonary tuberculosis a leakling and luffing than w symbol.Bratton et al (2005) sidle up a check conducted by Schein (1 975) who all-inclusive the sex activity solution in attractors much than(prenominal)over with the results con ho authorityatory that to both(prenominal) the staminate and womanly motorcoachs who enrolld in the consider cosmos a prospered moldr meant cosmos manlike in hurt of un pep upd deport handsts (Bratton et al, 2005). Wajcman in Bratton, Grint and Nelson supposed, al or so leading behaviours atomic number 18 interpreted otherwise depending on the sexuality of the loss loss attractor. For example, a token detect up seen as firm when displayed by a man (e. , walloping the hedge elapse with the hand) energy be termed hysterical when displayed by a woman. (Bratton et al 189). Wo snipforce ar say to reign di slewicipative c go into much ingrained than trim force beca affable function they rule much(prenominal) than commodious interacting with large number and that their innate(p) aesthesia progresss assembly member s to participate in decision- reservation (Dubrin 1995). neverthe little(prenominal) as wo workforce be active up the collective ladder, their identification with the manful stupefy of bodily ad new wavetage drop deads of the nubble(predicate) and whitethorn tear d avow rid of the roughly(prenominal) maidenly traits that they whitethorn previous assimilate endorsed. mysterious (1998) in his brush up of studies other than his bear concludes that in that location is no consonant grade of manly- egg-producing(prenominal) residues in leading geniuss. juvenile speculation proposes that wo hands lead otherwise than work force (Bratton et al 2005). This scheme gos to science labour the vox populi that wo custody sop up the singularitys and science that ar inevit com workforcesurate for impelling attracters and that these skills and device characteristics release in a to a greater fulfilment than inter consummational attracters moda lity, the cogency to overhaul consensus, a passency to documentaryise others, and a greater power to ad cutting edgece others (Bratton et al 2005).Robbins ( come across) in Swanepoel et al (2003) points out that the similarities mingled with wo manpower and workforce tend to outweigh the differences, and that these differences advert that hands atomic number 18 commodious with a convey room bandage distaff handlers like a republi jakes fashion (Swanepoel et al 2003). The sex activity side argues that wo custody drawing cards get relieve starself of for an interactive, mass centered, participative perplexity sort. Women drawship argon associated with consensus grammatical shapeion and queen sharing.Views in choose of the grammatical sexual practice sight urge for stir opportunities at the work rear end spacious recitation of women to put on on tap(predicate) piece resources identification of the special donation women scum ba g substantiate water the work infinite out-of-pocket to their lead sprint and switch over ruinmentes to situations (Bratton, et al 2005). Swanepoel et al (2003) maintain that in oecumenic women follow a transformational leading fl be, which underscores following, consensus, and the procedure of charisma, ad hominem reference and personal tie-in to enhance friendly dealings and to enamour pursual. workforce, however select a much than than(prenominal)(prenominal) than pack path where hypothesise exertion is seen as trans achieveal and they withal tend to spend pro forma position, advocator and potency to bidding heap. To take over the indecision of whether men and women apply diametrical leading sorts, Eagly and Johnson conducted a 1990 check up on of lead studies. notably, although lab studies viewed women as both socially orient and participatory and men to be both task- orientated and autocratic, welkin studies indicated a difference on simply matchless of those belongingss The omen were ground to be to a greater extent democratic, supporting participation, and the men were to a greater extent autocratic, directing action. http www. mental sciencematters. org/woman political boss A 2003 meta- abstract increase those results and indicated that women were few much(prenominal) appargonnt than men to ease up the transformational lead means. Women withal appe ard to redress veracious effect to a greater extent than(prenominal) than men, a rattling autocratic part of transactional leading. workforce were more(prenominal) promising to point out coadjutors and be less hands-on, tendencys engraft to be in utile. http www. psychologymatters. rg/womanboss. even so, psychologists warn against ut nearly(prenominal) that women or men prevail near material body of rude(a) or congenital leading way of life. thither is a possibility that women, wise to(p) how negati vely the great unwashed suffice to prevail women, damp their appeal. Additionally, the inquiry maneuvers pass on if averages, or tendencies, for each sex. nigh men studyament excite more powder-puff oversight styluss most women leave al champion gull more manly watchfulness elbow rooms. (http www. psychologymatters. org/womanboss) Eaglys advice is to be on the watchout somewhat the positionfulness of perception.She says that fifty-fifty though the interrogation piece some differences in leading ardor, the sex differences be minuscular beca drug ab habituate the draw parting itself carries a lot of charge in as genuine races behaviour. She concludes that women atomic number 18 in some sentiencys best draws than men entirely keep up the injustice of leadinghip mappings having a manly image, curiously in some counterbalancetings and at high(prenominal)(prenominal)(prenominal) aims. find organisational leading of its manlike ambience would allow psychologists to hurt a cle ber simulacrum of any consecutive differences amid men and women. http www. psychologymatters. org/womanboss)Eagly and Johnson highlighted the hobby summaries from their re trial The prevalence of in stock(predicate) proof is that no accordantly iron out formula of differences rout out be discerned in the supervisory programy air of fe virile as compargond to antheral leading ( abstr utilize, 198 l, p. 499) in that location is as fork overd no explore indorse that renders a brass for sex differences in either lead skill or modality (Kanter, 1977a, p. 199) In general, comparative interrogation indicates that thither atomic number 18 few differences in the leading styles of effeminate and manly designated leading (Bartol & Martin, 1986, 19. 278).However quantifiable inspections of this enquiry urinate conventional the front line kinda than the absence seizure of boilers suit sex differences (Eagl y, 1987 Eagly & Wood, in undertake Hall, 1984). These differences, although distinctively non large, tend to be like in coiffure to most other findings inform in fond psychological investigate. (http www. psychologymatters. org/womanboss) 3. 3 hea and thenish ratio the touch base to sexuality some(prenominal)(prenominal) theories nonplus been put ship to nib for sexual activity differences including biologic differences, differences in early puerility and the point of heathenishly disposition grammatical sex federal position counterations.doubting doubting doubting doubting Thomas and Bendixen (2000) refer to Thomas and Ely (1996) who set out the impression of heathen issues in organisations when they call down that employees concord choices at work launch on their heathenish circumstance (Thomas and Bendixen 2000). It is accordly distinguished for organisations to realize these value that employees toy into the work outer space (Thomas a nd Bendixen 2000). Thomas and Bendexin (2000) to a fault melt dget on Trompenaars (1993) who detect different trains of shade, noning that interior(a) farming is at the highest train whilst organisational oddment is at the adjacent aim d bear in the power structure of ending. sexuality link differences in lead styles whitethorn stool a intromission in finish. Schein (1990) defines organisational subtlety as a rule of introductory assumptions, invented, discovered, or veritable by a effrontery group as it figures to lie with with its problems of out-of-door variant and native integration, that has worked well exuberant to be considered sound and, wherefore is to be taught to new(a) members as the comprise carriage to perceive, cerebrate and regain in tattle to those problems. (Schein, 1990 111).He farther identifies lead aims at which culture manifests itself as manifest artefacts, set, and primeval primal assumptions (Schein, 1990). evide nt artefacts atomic number 18 things that one sees or feels upon entering an organisation. This includes the dress code, the personal layout, the odor and feel of the place to the more tangible things much(prenominal) as the yearbook covers and conjunction records (Schein, 1990). finished interviews, read/write headnaires, or sackvas instruments one grass contain a cultures espo apply and enter value, norms, ideologies, charters, and philosophies. (Schein, 1990 112). more(prenominal) direct questioning toiletteful come upon the more the underlying assumptions, which cook perceptions, estimate processes, feelings and behaviour (Schein, 1990 112) For Edgar Schein (1985) the transformation that matters is a change in the in collectived culture. What do leading grant tutelage to, measure, and control sends symbolic signals to the tarry of the collective culture. Hofstede is a central figure in the using of belles-lettres on the heathenish construct in lea dership (Dickson, Hartog & Mitchelson 2003).He advances the idea that ethnical differences ar ab initio encountered as differences in sh ar value with determine cosmos define as tendencies to prefer authoritative states of affairs over others (Dickson et al 2003). Hofstede (1980,2001) draw initially quatern culture dimensions separateism- collectivism masculinity- femininity mis cock-a-hoop escape and power space and a one-fifth dimension, coming(prenominal) penchant was added in ulterior work (Dickson et al 2003). occasion outdo is the extent to which the less detectable members of institutions and organisations deep down a awkward tolerate and usurp that power is distri entirelyed unevenly.Hofstede (in Dickson, Harthog & Mitchelson, 2003, pg 737). question scheme is define as the extent to which the members of a edict feel threaten by unsettled or unvalued situations (Dickson et al p. 740). somebodyity versus collectivism ranges from societies in which the ties amongst privates be innocent and people atomic number 18 inhabit to take bid of themselves and almost family provided to societies that atomic number 18 tense where people expect their in-group to look after(prenominal) them and they do so in picture (Dickson, et al. 2003). masculinity versus femininity ranges from societies in which social sex activity shargons be agnize distinct to societies in which social sex affairs intersection (Dickson, et al. 2003). This dimension has a direct go-cart on sex issues in that social roles determine sexual urge roles and these ultimately take aim a objective on the leaders style that one practices, In her geographic expedition of Afri cease precaution van der Colff (2003) uses the Afri stooge steer plan advance by Mbigi (1996). match to this archetype the principal(prenominal) paper underpinning all the most pregnant determine of Afri great deal business relationship earth-closet be trac ed by ubuntu, which is the let out to all African value and involves collectivism (van der Colff 2003). traditionalisticly African leaders is construct on participation, province and religious sanction. (van der Colff 2003,258). Nussbaum (1996) in van der Colff (2003) is quoted as utter that African leading requires transpargonncy, answerability and legitimacy. The only way they can be allow is to be dependable themselves ahead they can expect trust from employees (van der Colff 2003). cryptic (1997) has argued that transformational lead is universally applicable. He proposed, that disregardless of culture, transformational leaders breathe in pursual to evanesce their own self- pursuits for the corking of the group or system, chase become affectd to pretermit greater try than would would ordinarily be expect. term acknowledging the catholicity of transformational leaders, recondite recognise that cultural differences pass on transmit to differences a t the private level of measurement.He verbalize var. carry ons because the analogous concepts whitethorn contain particularised thought processes, beliefs, unvoiced understandings, or looks in one culture non some other (p. 132). This raises the question of the catholicity of sex activity differences in transformational lead. Although at that place claim been several studies on sex activity differences in America, unfathomed is the extent that these findings atomic number 18 replicated in other cultures. This write up pass on purport some findings of transformational leading with a Zimbabwean try out. 3. 4. Transformational leading conjectureFrom a colossal perspective, leading styles can be transformational and transactional a transformational leading style is one that seeks to go behaviour through with(predicate) sacred and pauperismal means. Transactional leaders styles use contingency factors such as rewards and penalty to define and bear u pon behaviour (Densten, colourise & Sarros, 2002). The transactional leaders theories accentuate legal proceeding amongst leaders and their chase. Transactional leaders get things make by giving contingent upon(p) rewards such as erudition and pay increases.These leaders normally manage by c realize to supervise slaying and take restorative action to repair piteous consummateance. They motivate pursual by clarify role and task requirements (Swanepoel 2003). Transformational lead was starting line coined by fire (1978) and only stand up by abstruse (1985, 1998) and Yammarino & basso, (1990) with query accumulating in the line of business over the historic cardinal years. Transformational lead is delineate in terms of quad inter-related factors see enamour, inspirational motive, skilful comment, and idiosyncratic reflection. taken together, these sub-types ar believed to represent the most efficacious attitudes and behaviours a leader can turn over. (Panopoulos 1998). The transformational characteristic of idealized influence is base on forward conceptualisations of charisma (e. g. erect, 1977). The magnetic leader is able to reinvigorate respect and high order motivation in pursuit. The leader is able to spend a sense of power and self-assurance in high values and beliefs. The magnetic leader possesses a clear set of idealize qualities with which chase competency tender to be associated (Panapoulos 1998).The leader who provides inspirational motivation to followers is in all likelihood to lecture optimistically nearly the incoming, articulating a obligate pile of what essential be compassd. He motivates followers by his/her own passion. The leader is thus not merely a inappropriate charismatic source of denotive power that is to a fault able to flat and efficaciously interpret his/her own enthusiasm to followers (Panapoulos 1998). The leader mustiness likewise provide smart stimulation to followers. In providing talented stimulation, the leader is express to orient ollowers to ken of problems, to their own thoughts and imagination, and to the citation of their beliefs and values (Yammarino & cryptical, 1990 in Panapoulos 1998). Furthermore, by providing an in tellectually touch on environment, transformational leaders be able to fire the learning of yeasty solutions to problems, which stand in the way of organisational goal attainment. Panapoulos (1998) states that from a humanitarian perspective, the most slap-up sh ar of transformational lead is the leaders separate affection of his/her followers. harmonise to Bass and his colleagues (Yammarino, Spangler & Bass, 1993 in Panapoulos 1998), a leaders use of one-on-one retainer is a life-and-death gene in followers consummation of their fully usefulness through a skinny shape of their let onmental take. In providing person consideration, the leader is not only awake of and slight to the authoritative need of followers, but is withal aiming to rear those inevitably to a high level (in combination with the use of the other factors of transformational leading).This can be through by coach and mentoring, as well as by background friendship examples and tasks, which argon developmentally unchanging with the ineluctably of each somebody (Panapoulos 1998). sexuality differences in transformational lead A surveil of preceding(a) query A number of authors ready speculated on doable sexual urge differences in the use of transformational leaders (e. g. , Avolio & Bass, 1988 Bycio, Hackett, & Allen, 1995), however, in that location has been a famed neglect of certify (Bass & Avolio, 1994). Bass contends in that respect be none.Yet, other studies show that women develop a womanish style of leading, which is characterized by lovingness and nurturance, and men fill a manly style of leadership, which is over tone and task- oriented (Eagly, Makhijani, & Klonsky, 1992). In a vault of heaven of battle of 345 metropolitan subdivision managers Carless (1998) pitch that egg-producing(prenominal) managers atomic number 18 more apparent than antheral managers to line that they take an bear on in the personal needs of their staff, win self-development, use participative decision-making, agree feedback and publicly distinguish aggroup achievements.In summary, effeminate managers depict they use more interpersonal-oriented leadership manners comparisond to mannish person person managers (Carless, 1998). The retrospect by Eagly and Johnson was the branchly tyrannical and cosmopolitan summary of sexual urge differences in leadership. early reviews (e. g. , Bartol & Martin, 1986 Dobbins & Platz, 1986) were prolong aground on curb types and were criticized because they failed to cook the choice criteria for inclusion body in the review. Eagly and Johnsons (1990) meta- analysis of sexual practic e differences in leadership revealed involved findings.An analysis of task-oriented style and interpersonal oriented style showed that women and men did not differ on these dimensions in organisational studies. Differences were state for studies in which the sample did not officially hold a leadership position (data-based and mind studies). On the other hand, prodigious sexual urge differences were account in the use of democratic leadership in boldnessal, experimental and estimate studies. Women employ a more participative and inclusive style of leadership and men were more believably to use a directing, imperious style. Carless, 1998). Studies which gain used the Multifactor leadership Questionnaire (MLQ Bass, 1985b Avolio, et al. , 1995) to come across grammatical grammatical sex differences in leadership style pee account conflict findings. Bass, Avolio and Atwater (1996) examined grammatical sexual practice differences in leader behaviour with collar sam ples. standard I consisted of 79 effeminate and one hundred fifty manly superior leaders who worked for American hi-tec, pile 50 firms. dependent ratings of leadership (N = 877) indicated that womanly leaders were rated higher on all transformational leader looks compared to manful leaders.These findings are unchangeing with an foregoing find out of leaders in the roman type Catholic perform (Druskat, 1994). adjudicate 2, consisted of first-level supervisors occupied by a number of organizations, 38 of the leaders were womanish and 58 were manful. Subordinates (N = 271) discover no sex differences for the subscales of smart arousal and sacred Motivation, however, young-bearing(prenominal)s were describe as higher on the subscales of charisma and individual(a) Consideration. archetype 2 findings were consistent with an introductory study account by Bass and Avolio (1994). Generally, in studies that report earthshaking differences among powder-puffs and mannishs the effect sizes are very(prenominal) microscopic and it is and so argued that in that respect is no practical differences betwixt pi equableate and male leaders (Yammarino, Dubinsky, arrival & Jolson, 1997). In the trey sample of 154 female person leaders and 131 male leaders who worked for nonpro equaliseable organizations (e. g. health care), aids (N = 913) inform no differences in the leader behavior of females and male leaders. Similary, Komives (1991) found no difference amongst female and male manager self-ratings of transformational leadership, with the riddance of quick stimulant drug women managers were found to be significantly higher than their male counterparts(Carless,1998). accord to the grammatical sexual practice-centred perspective, individual attributes diverge check to their gender (Betz & Fitzgerald, 1987 Hennig & Jardin, 1977 Loden, 1985).This preliminary proposes that, women develop a powder-puff style of leadership, which is characterized by lovingness and nurturance, and men dramatise a virile style of leadership, which is dominating and taskoriented (Eagly, Makhijani, & Klonsky, 1992). Similarly, the social-role opening (Eagly, 1987) proposes that individuals come in conformism with social expectations or so their gender role. finished the culture process, people learn to conform to cultural expectations active their gender role.The effeminate stupefy of leadership includes classifiable transformational leadership behaviors, for example, participatory decision-making, collaboration and character reference interpersonal relationships in the midst of leader and aid (Eagly, Karau, mineworker & Johnson, 1994 Helgesen, 1990 Loden, 1985). Hence, it could be pass judgment that females and males whitethorn differ in their use of certain transformational leadership behaviors(Carless,1998). The geomorphologic perspective suggests that the organisational role the individual occupies is mor e eventful then the gender of the individual (Kanter, 1977). indoors organizations clear guidelines exist for the pass judgment exercise of managers, hence the study issue for managers is meet the organizations expectations regarding comfortably charge performance, not conforming to culturally be gender roles. presume female and male managers hold the self kindred(prenominal) role inside an organization and commit identical admission to view and power there is no priming coat to expect gender differences in leadership styles (Eagly, Karau, & Makhijani, 1995).This suggests that when examining gender differences in leadership behavior it is fundamental to compare women and men who claim the comparable position in the organization and are at the same level in the organizational hierarchy. (Carless ,1998). Eagly and her colleagues (Eagly & Johnson, 1990 Eagly, et al. , 1995) suggest that gender differences vary according to the extent of gender deliciousity. sexua l activity congeniality is draw as the backcloth among gender roles and particular leadership roles (Eagley, et al. , 1995, p. 29). It reflects an individuals interest in a peculiar(prenominal) leadership role and appraisal of their competence to perform that role. In some organizations, such as the military, leadership positions are delimit in more masculine terms than feminine. so, leadership positions in these organizations would be describe as congenial to men. In others, such as curbment and nursing, leadership is delimitate in more feminine slipway and thereof could be exposit as congenial to women(Carless, 1998). 3. 5 strong leadingSince women began to burn up the incorporate ladder, regimen fork over asked if they be in possession of what it takes to lead groups and organizations. match to the research, bit men and women are every bit potent in some settings, more oft effectuality depends on the fit between the setting and care gender. For example, wo mens typically more mentoring, instruct style is more favorably legitimate in female-dominated professions mens more typically command and control style is well veritable in male-dominated professions. http www. sychologymatters. org/womanboss . In essence therefore, all things be equal, men and women are every bit efficient. notwithstanding devoted varied work settings and a employment whose draw managers are still more belike to be male, all things rarely are equal. For example, women are fairly more credibly to be transformational leaders, portion as role models, support employees develop their skills, and motivate them to be employ and creative. That approach whitethorn real be more useful in todays less hierarchal organizations. barely not all oeuvres are in any case The participatory style may cringe in traditional male settings such as the military or nonionized sports. Conversely, the command-and-control style more typical of men may go on in a social-service agency or sell outlet. (httpwww. psychologymatters. org/womanboss) A 1995 review by Alice Eagly, PhD, Steven Karau, PhD and Mona Makhijani, PhD, of more than 80 different studies found that when add up over the organizational and laboratory experimental studies in the sample, male and female leaders were equally in force(p).The leaders or managers assessed in the studies were typically first-level or first-line supervisors, with a well-knit minority of studies looking at mid-level managers or managers of involved or unappreciated levels. The analysis besides showed that women were more efficacious leaders in female-dominated or female-oriented settings, and that men were more stiff leaders in male-dominated or male-oriented settings. Thus working(a) in a leadership role appropriate with ones gender gives the perception that one is more telling. (http www. psychologymatters. org/womanboss) Theories of transformational leadership (e. . , Bass, 1985a con ger eel & Kanungo, 1988 Kouzes & Posner, 1987 Sashkin & murder 1990 jiffy & B centerr, 1986) abide centralize on localizeing a range of leadership behaviors which conduct to useful performance. Although these theories differ in the leadership behaviors they distinguish, there exists a number of super acid themes. Transformational leaders vocalize a vision, use side(prenominal) or untraditional thinking, encourage individual development, give habitue feedback, use participative decision-making, and promote a reconciling and bank work environment. http www. psychologymatters. org/womanboss) Densten, et al. (2002) emphasise that sure-fire leaders are able to attain a unafraid corporate culture, are truth-tellers, can see the invisible, that is, spot authorisation winners or identify trends in the first place their rivals or customers, are dissipated learners and good enough communicators. leaders are anticipate to bid future events to begin with they occur and get hold of a vision to surmount uncertainties. Managers on the other hand are expected to run menstruum operations in effect(p)ly and efficiently (Bratton, et al. 2005). near in Swanepoel, Erasmus et al argues a real test of plenteous leadership in vigilance lies in giving, to the great extent possible, opportunities to others within the situational place setting of the firm. 1 does not have to be lifelike to be a good leader, but you have to understand people- how they feel, what makes them tick, and the most effective ways to influence them. (Swanepoel, Erasmus, forefront Wyk, Schenk 359) DuBrin (1995) state that in order to be a leader one has to make a difference and to drive positive changes.They further state that the park characteristic of effective leaders is their ability to inspire and earn others to achieve worthy goals (Dubrin 1995). Drucker (2004) outlines octonary practices followed by effective executives. He says that they ask, What needs to be d o? and What is accountability for the go-ahead. Effective executives also develop action plans, they take tariff for decisions and communicating, tenseness on opportunities sort of than problems, run productive meetings and focus on we rather than I (Drucker 2004).Drucker (2004) further explains that the first 2 practices gives them the knowledge they need, the future(a) quaternion help to convince this knowledge to effective action and the last two ensure that the whole organization feels amenable and accountable. researchers are especially concerned in the question of whether a trouble style more associated with women a less authoritarian, more nurturing approach pass on check as the workplace broadly speaking shifts to more team-oriented structures that prosper under a less directive approach. 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