Gender roles in negotiation and conflict management

Task1:words:300

During the course of your employment you may have experienced working for both a male and female supervisor. Discuss from your personal point of view the advantages/disadvantages and like/dislike of working for each gender. Use real life experiences if applicable and also use research from the readings and journal articles on gender roles in negotiation and conflict management.

Further Instructions

Students must first introduce the main topic which is “Gender roles in negotiation and conflict management”.

Students must use research from the readings and journal articles for their response (This assignment should not solely be your own opinion).

Students must include research from at least two (2) journal articles . Do not use internet articles

and also reply to below post:

Raxit-Main response

The worrying question on whether who is good to operate within the workplace i.e, either female or male managers, is continuously disputable. Often people tend to hold the perception that female managers are superior to male gender supervisors. While the majority of individuals normally hold a lot of confidence in male supervisors due to the kind task they perform. In working with both gender managers in different organizations, both of them had an excellent approach to operational, which were dissimilar. In my whole professional experience, I have obtained an exceptional opportunity to work with both male and female bosses. Often the core function and utmost aim of managers is to course plot the objectives which can smoothly drive business firms to a higher altitude of success and permit the corporate to be in an outstanding position opposing the opponents (Ranganathan, 2018).

According to my feeling, female managers often do not go for any recognition or status but tend to direct all their efforts towards the execution of team purpose. Besides, female bosses are liberal and innovative in concluding all their tasks as compared to male gender supervisors. Female managers normally tend to think beyond their stipulated decisions and thus settle on accumulated choices option. Despite all the benefits and advantages of working with female managers, an individual can often experience some of the drawbacks with them, such as multitasking. Female bosses normally oversee both the duties at their homesteads and workstation, respectively. Most of them are friendly during the work and thus allow their staff to openly and freely share their views regarding a particular task in the firm. Female gender supervisors are exceptional to compensate and recognize their staff members as the best (Carli, L. L., & Eagly, 2011). Over and over again, female supervisors normally show numerous roles and obligations within business firms. They often act as mentor, encourage invention, and efficient coordination of actions in organization. Often, they tend to display the aspect of transformational leadership in business firms.

Conversely, male gender supervisors often tend to have ideas to occasionally collect information with no better motivation for the gathered data. This normally can lead to confusion between the staff members as the aims are not clearly set up. Personally, all the male managers have worked within organizations were not showing any readiness to deal with coordination concerns among the staff members within and outside the country (Carli, L. L., & Eagly, 2011). The male managers were lazy to accomplish and meet their daily targets before the outlined deadlines. Despite all the negative traits indicated by the male supervisors, on the other hand, they tend to permit more decisions compared to female managers. This lead to the generation of more and diverse concepts that allowed the business firms to attain their objectives. With my diverse experience, I acknowledge that operating with both the gender managers is uncommon and thus made me felt unlimited and comfortable to work with female supervisors as oppose to male bosses.

Reference

Borders, L. D., Welfare, L. E., Sackett, C. R., & Cashwell, C. (2017). New Supervisors’ Struggles and Successes With Corrective Feedback. Counselor Education and Supervision, 56(3), 208–224. https://doi.org/10.1002/ceas.12073

Carli, L. L., & Eagly, A. H. (2011). Gender and leadership. Retrieved from https://statistikguru.de/spss/reliabilitaetsanalys…

Ranganathan, A. (2018). Leading by Doing: How Female Supervisors Motivate Workers through Subordinate Scut Work.