Women's Team Effectiveness - Research Paper Example

?Running Head: Role of Women and their Team Effectiveness Role of Women and their Team Effectiveness [Institute’s Role of Womenand their Team Effectiveness Women Department vs. Male Department As the entire populace of the world is aware, gender discrimination is one of the most common and widespread problem that has remained since centuries and still is in continuation in the contemporary world. However, whilst the world has entered into the twenty first century, where the social, political, economic, and business spheres have experienced ongoing changes, it has elevated the role of women in the society and in the corporate world to a positive extent (Cleveland & Stockdale & Murphy, 2000). According to the statistics of the women working in the business world, it has come to an observation that a big portion of the women in the modern world are at the senior level positions in the organizations from across several business industries around various portions of the world. These business sectors include financial services, pharmaceuticals, insurance companies, banking, oil, and gas, health care, telecommunications and several others. Women have not only come under recognition due to transporting expertise in various processes within the organization that entails change management, diversity management, system theory and several others but also have come under appraisal for their enduring leadership skills and teamwork effectiveness (Cleveland & Stockdale & Murphy, 2000). While looking at the other end of the spectrum, the records and information also reveals the truth that woman in quite a few nations of the world comes under consideration as the weakest vessel that can never be on parity with the man. Moreover, they have restricted and limited access to a variety of sectors such as political and business. Indeed, they face a number of problems in the world of commerce that incorporate lower salaries, enjoy fewer benefits, do not get sufficient trainings, and lacks in progression or expansion as compared to the men working in the same organization. In addition, women are significantly prone to issues of unemployment and being a victim of harassment both physical and mental (Maatta, 2009). Studies also provide with evidence that the rate of female unemployment is escalating at a calamitously unprecedented rate in quite a number of countries. While on the other hand, the developing countries are making efforts to practice the equal employment opportunity and give fair treatment to all the employees of the enterprise. Furthermore, these organizations aims towards achieving productive work form all the employees regardless of their genders and provide them a working environment of “freedom, equity, security, and human dignity” (Maatta, 2009). Studies and surveys have also provided with the information that within the past few decades, the women have contributed to a substantial level in the growth of the GDP on a global basis. Moreover, the current era is alleviating the prejudice attribute from the business world, thus, creating immense scope for the women to boost their productivity and incomes, as these features have been one of the biggest issues that the women used to face in the times of yore (Maatta, 2009). Teams have come under design in order to achieve the goals and tasks of the enterprise that have emerged to be complex and multifaceted. However, teamwork within the organization is “one of the most effective and efficient way of achieving incredible results with productive performances from the employees” (Carroll, 2011). Moreover, it also facilitates the employee in personal and career development while determining one’s own strengths and weaknesses (Carroll, 2001). When it comes to decision-making, do women and men tend to think in a similar manner or do their brains have a different working mechanism? This is one of the primary questions that come to the mind of a person when talk men and women in relation to their decision-making capabilities. Nevertheless, it has come under surveillance both men and women have different and diverse concepts of decision-making and leadership and behave in an entirely dissimilar manner within the team (Carroll, 2001). Sharing of leadership roles and responsibilities are the key elements that women have a propensity to practice within its team while men tend to dominate the functions associated to leadership on his team members. According to a study conducted, the employees came under division into two groups, where one group comprised of all the women and the other group comprised of all men. According to the analysis of the study, women give importance and priority to being equal and unbiased within the group, while on the other hand men favors, and are more likely to behave in hierarchical structures with the members of the group. However, the group practicing equal opportunity of participation resulted in a creative team with outcomes that inclined to be more productive (Dempsey & Forst, 2009). Quite a few researches illustrate the piece of information that women and their teamwork tend to have an optimistic and constructive impact on to the members of the team in a number of ways. While working in a group of women, the group members volunteer towards the accomplishment of the tasks, rather than imposing the duties. This promotes and encourages the other team members with a spirit to have collaboration amongst the team members. Moreover, information sharing at all levels is one of the key aspects that come under practice by the women team members, rather than limiting the information to few members only. This is due to the reason that sharing of information supports and facilitates efficient and valuable association across the group (Worell, 2001). Records of studies also expose the fact that women believe in transparency, liability, and sustainability in the management within the group, therefore, they are more likely to assign and distribute the tasks in an appropriate and accurate manner among several members of the group. This not only divides the burden of work from one person, but also witnessed to bring out effective outputs. Moreover, proper allocation job duties promote and ensure that all the members of the group are familiar with the activities and accomplishments, which is another prime motive of the women leadership. This also supports in sharing of viewpoints and perspectives that each of the members holds related to a particular task that can further help in bringing constructive outputs (Powell, 2010). As women leadership assign task responsibilities on to particular group members and involves contribution from all group members, therefore, training becomes one of the most imperative and indispensable aspects of group management task. Every member of the group gets special training in order to enhance their skills and capabilities. Moreover, the management ensures that few members should get training in order to have productive outputs (Worell, 2001). Surveys also provide with the piece of information that another predominant practice that women management and leadership follow for effective results is that they are more likely to perform their activities and responsibilities with honesty, devotion, accuracy, and commitment. Moreover, punctuality with relation to accomplishment of task is one of the prime objectives that they focus on and is the highlighting point for them. In addition, women are keen and enthusiastic towards the learning process and learn a new thing with a positive perspective (Alvesson & Billing, 2009). While looking at the other end of the continuum, men have a very controversial attitude towards working in the group and their leadership skills. Moreover, they due to their governing nature on whole come across several problems that lead to poor management within the group, thus affecting the overall results in a negative way. They, for the most part do not perform their tasks and responsibilities with sincerity and openness, rather they believe and practice dominance to great extent. Moreover, men have a perception of risk taking while performing their responsibilities and tend to be less obedient to their leaders. Consequently, poor and ineffective outputs come into view from the assigned tasks (Alvesson & Billing, 2009). Unlike women team management, they do not believe in working together and sharing of ideas and opinions of all the members of the group. This is due to the reason that the team leader generally dictates all the members and assigns tasks to them without determining or identifying the special skills allied to the job responsibilities. Moreover, accountability is also not one of the key features of emphasis, as they generally do not look into the assignments on a timely basis. Furthermore, the male leader does not even promote or support the sharing of ideas and opinions of all the group members that can be a helping hand for creatively accomplishing the tasks and responsibilities. As a result, the team faces losses towards the goals and objectives of the organization (Padavic & Reskin, 2002). Since it is the perception that men acquires and have more powers than women have when talk about the managerial skills, capabilities that lead to effective performances. However, due to this attitude and belief, men tend to get a much higher position in an organization. This courage and over confidence in many occasions in time makes the male members of the group more lenient towards their work and tasks. Eventually, they are not able to accomplish the responsibilities that lead to poor leadership qualities (Padavic & Reskin, 2002). A department with all men working may even lead to success if the leader or the manager of the group is responsible, committed, and devoted towards the attainment of the tasks and responsibilities. This is due to the reason that the manager or the person in charge plays a governing role that can make all the members of the group work towards the success of the organization due to creating a hierarchical formation within the group. Men primarily enjoy more privileged positions and authorities, as they even have the authority and command to set the principles related to promotions as well. Thus, they do not encourage more competition than that they already have. Due to this reason, they are not able to provide with effective performances while women persuade more competition that gives them more support to perform in a much better position and to give much more productive outputs (Padavic & Reskin, 2002). According to the studies and surveys, it can come under well conclusion that the impact of an all women department vs. an all male department achieved outcomes that are more effective, which provides evidence with the accomplishment of a much higher monetary and financial returns on a consistent basis. Therefore, the women should not be under-estimated with reference to their capabilities and entrepreneurial skills that they possess. Rather, all individuals should come under judgment based on their abilities and proficiency and not to which gender they belong. Moreover, the women should come under offering with an equal opportunity within the organization at all times, as compared to the males (Alvesson & Billing, 2009). References Alvesson, M. & Billing, Y. D. (2009). Understanding Gender and Organizations. SAGE Publications Ltd. Carroll, S. J. (2001). The impact of women in public office. Indiana University Press. Cleveland, J. & Stockdale, M. S. & Murphy, K. R. (2000). Women and men in organizations: sex and gender issues at work. Routledge. Dempsey, J. S. & Forst, L. S. (2009). An Introduction to Policing. Cengage Learning. Maatta, M. (2009). Equal Pay: Just a Principle of the ILO? BoD – Books on Demand. Padavic, I. & Reskin, B. F. (2002). Women and men at work. Pine Forge Press. Powell, G. N. (2010). Women and Men in Management. SAGE Publications. Worell, J. (2001). Encyclopedia of women and gender: sex similarities and differences and the impact of society on gender, Volume 1. Elsevier. Read More