Over the past twenty years the question has arose, with momentum picking up recently, are women better leaders then men? Are the possessive, aggressive, alpha mentality strategies from board rooms which have been the model of leadership since the early to late twentieth century falling by the wayside in favor to the more communicative, trust building/nurturing, anti-ego centric styles of managing supposedly inherent in the female style of leadership. As recent news articles suggest investors are increasingly seeking to invest in organizations with women diversifying the company’s board of directors, due to measured financial successes and the overall progressive mentality at the organizational level that this is associated with. My goal of this paper is to investigate the strengths of female centric management styles, which is resulting in more women in these top positions. This will focus on the strengths of a female style of leadership, its overall effects on our commonplace accepted leadership styles, and the positive/negative results of women taking on a masculine style of leadership.
In our textbook reading for MBA 517.02 Women in the Workplace of “Working Women in America” one of the most interesting points is that in many cases women are new entrants into these managerial and professional positions and for someone growing up in modern New York is something that I think is easily forgotten. Although this is regarded as a hindrance in the regard that it is currently one of the factors preventing women from obtaining these top-tier, CEO level positions I see it also as a positive in that they are able to bring a new view point to a previously stagnant and dated situation. The issue we face is that traditionally it is more difficult to promote these women into these positions without the support of the traditional mentor, and their overall minimal history of success since women, due only to the lack of opportunities. To this extent we could argue...