Reply to Understanding Gender’s Role in Leadership Discussion 2
Q – Please read the discussion below and prepare a Reply to this discussion with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 250 words
Discussion
Regarding how gender plays a role in leadership style and effectiveness
Gender has long been discussed and studied in leadership because it affects leadership style and effectiveness. Leadership skills are not gendered, but societal traditions, expectations, and biases may influence men’s and women’s leadership approaches, which is a major factor in gender norms and preconceptions. Women leaders face a challenge when expected to be both agentic (aggressive, competitive) and communal (nurturing, assisting). This careful balance must be maintained to avoid unwanted views or retaliation from affected parties. Due to increased scrutiny and pressure, women may choose a democratic, participative, and transformational leadership style to meet societal expectations because of the spotlight on them.
Research also shows that men and women in decision-making roles communicate differently. Women are more inclusive, collaborative, and relationship-focused than men, who are more directive and task-oriented (Mashele & Alagidede, 2022). These differences may affect how leaders are regarded and their capacity to motivate and involve others. Balance between work and personal life is another important aspect of a leader’s strategy, especially for women. Female executives may find it harder to balance work and life. This may inspire them to prioritize team members’ needs, including adaptation, understanding, and support, resulting in a more empathic and insightful leadership style. Additionally, mentorship and influential networks can improve leadership abilities and effectiveness. Women in leadership roles may need more mentorship and influential networks, which may limit their career advancement and expose them to more leadership tactics and approaches.
In conclusion, gender equality has improved, but many companies still discriminate against women. This complicates things for female executives. These stereotypes include underestimating women’s talents, preventing women from holding authority, and unfairly criticizing and inspecting women.
Regarding best practices for leading virtual teams with considerations for female leaders in KSA
Women leaders in Saudi Arabia (KSA) face cultural hurdles in addition to virtual team management. Due to this situation, many best practices must be implemented to ensure effective leadership. Establishing effective communication channels is vital. Regular virtual team meetings, collaboration technology, and open communication can boost engagement and teamwork in a virtual environment. Saudi Arabian women leaders must use technology to share documents and communicate internationally (Alhassan & Al Doghan, 2022). Promoting empowerment and inclusivity is also crucial. The capacity of Saudi female executives to understand cultural norms and create an environment where team members can speak freely is crucial. To attain this goal, actively seek input, encourage diverse opinions, and provide equal participation opportunities.
Virtual teams need to build trust and accountability due to less face-to-face interactions. Female leaders should be open, set clear objectives, and provide regular feedback to keep the team united and productive. There may be fewer misunderstandings or arguments due to communication or cultural difficulties. Prioritizing work-life integration is crucial, especially for female leaders and team members juggling work and family. Flexibility and assistance can help women balance these tasks, which are unique to them. This attentive and empathetic attitude could create a helpful and welcoming team environment.
Effective virtual team leaders must foster a culture of continual learning and adaptability. Saudi female executives must be abreast of new technology, best practices, and cultural issues. This will keep their leadership style relevant in a changing virtual world. Female leaders can manage remote teams and foster cooperation, productivity, and inclusivity across national and cultural barriers by applying these best practices and considering the Kingdom of Saudi Arabia’s cultural context.
References
Alhassan, S., & Al Doghan, M. A. (2022). Gender Differences in Leadership: Role of Gender Diversity, Leadership Style, Cultural Influence and Leadership Behavior. Croatian International Relations Review, 28(90), 332-347. https://www.researchgate.net/profile/Mohammed-Aldoghan/publication/367508796_Gender_Differences_in_Leadership_Role_of_Gender_Diversity_Leadership_Style_Cultural_Influence_and_Leadership_Behavior/links/63d518a4c465a873a266f0cb/Gender-Differences-in-Leadership-Role-of-Gender-Diversity-Leadership-Style-Cultural-Influence-and-Leadership-Behavior.pdf
Mashele, W., & Alagidede, I. P. (2022). The appropriate leadership styles in times of crisis: a study of women in senior leadership positions in corporate South Africa. Gender in Management: An International Journal, 37(4), 494–508.
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