Question 7: Male vs Female Manager Styles in the Workplace

Feminine values have recently become present in the workplace. As Marie-Therese states, “The values contrast with competitive and authoritarian approach usually associated with traditional masculine management as they are based on consensual relations and inspire a different management approach to communication, leadership, negotiation, organization and control.” (121) A company, like SuperCDA, benefits from having both the traditional male management values and the feminie values at the same time. The balance of both keeps the staff and clients happy, which then provides a successful business.

The place I work, SuperCDA, is has a mix of both masculine and feminine management style. Unlike the feminine style of management which can be described as “social-expressive”, my boss emphasizes instruction giving and instrumental. However, there are times which the working environment is calm and nurturing.

I think SuperCDA has do be a mix of both masculine and feminine management styles because of its clients and purpose. Because we deal with both children and adults, the management styles switch depending on the client you are directly dealing with. When instructing an employee in front of children, it is important for the company’s image to manage from more of a feminine style stand point. However, when we are dealing with difficult coaches or parents, it is important to have more of a masculine management persona in order to not be perceived as a push over.

The chart found in Figure 12.1 of the Marie-Therese article compares male versus female managers. As a manager myself, I find many of my managerial characteristics in both quadrants. From the male manager side, I identified most with two concepts. First, male managers tend to exhibit a preference for live encounters. Especially in the organization I work for, this is important. I am working with teams and coaches everyday. If there is ever an issues, it is important for me to deal with them head on, face to face. If there is an issue concerning the hotel, I need to have live interaction with the hotel manager in order to see the results I want. Simply writing emails or leaving notes will not create the results I want. Also, with live interaction comes immediacy. I like to problem solve fast and not sit on an issue for longer than it needs to have attention on it.

The next concept I associate with is male managers maintain a complex network of relationships with people outside their organizations. Networking is a skill I like to pride myself with. I keep very good contact with people both involved with SuperCDA and other related organizations. I like to maintain good friendships and relationships with these people in case I need help or assistance in the future. This concept is also seen on the female manager side of the chart.
From the female manager side of the chart, I only associate myself with one of the characteristics. According to the chart, female managers tend to work at a steady pace, but with small breaks scheduled throughout the day. This holds true not only at my work at SuperCDA, but my work ethic in general. Especially dealing with academic environments, I like to work at a steady pace and take small breaks to refocus. I find the breaks are used as an incentive for working hard and efficiently during my time set aside to work.

In my opinion, men and women these days don’t really have different managerial styles. I think the managerial styles are strictly a result of what the company expects and what your client is. Whether or not a man or women worked in my position at SuperCDA, my boss would have the same expectations regardless. The better evaluation would be looking at the organization, who the staff is and who the clients are. From what I have experienced, the “iron maiden” is no longer a stereotype in the workplace. Women are no longer subjected to stereotypical female roles and can now take on the same tasks as men. As time goes on, the glass ceiling will hopefully lift and the expectation of women in the workplace with no longer have gender differences and opportunity with be equal.