DO MEN MAKE BETTER MANAGERS THAN WOMEN? 12/11/2014
BMAN10780: ACADEMIC AND CAREER DEVELOPMENT 9511513
Do men make better managers than women?
The discussion about which gender proves to be a better manager is very peculiar. It still has
many open ends as no final decision or statement has been given due to its vast nature. This
debate generally slips into a cliché. Both men and women get the equal amount of work
pressure as managers. On the other hand women have an extra pressure about managing
their family and household, which is a major obstacle encountered by only women.
Proportion of women attempting to enter traditionally male-dominated careers is
increasing, even though females in UK are still in a minority at junior and middle
management levels, and only 1% achieve top level executive positions (Cooper and
Davidson, 1982). Even most of the times characteristics of a successful manager are
associated with man than woman. Another obstacle women face in their professional
development relates to the belief that they are less interested than men in career
development. Studies have also shown examples about women being less committed
towards work.
Despite women being criticised about their work habits we have reports like More female
bosses mean more profits: Companies whose boards are made up of at least a third women
make 42 per cent more (Eccles, 2013). Research has suggested that companies which
employ more female executives tend to make more money. A new report also suggested
that the same companies too received 53% higher returns (Eccles, 2013). Report from
Goldman Sach’s suggested that increasing women workforce could increase GDP by 10%
(Morrall, 2011). When it comes to asset management poll by Ignites Europe shows that
women hold an upper hand in the activity. Women involved in the AFG findings claim that
their success is the result of a lack of ego whereas a male respondent from a global asset
management house says that a man who is risk-aware will outperform a woman. Studies
have also suggested that economic crisis will benefit women in the long run as they have
lower levels of risk appetite (Dale, 2009). In today’s world women are still not represented
as managers, whenever we recall the word ‘manager’ we still always think of a man wearing
a suit. Ms Horsfall, a working mother, who has worked in London’s financial district for 12
years as a global equity fund manager perfectly feels about how is it to work as a woman
manager and personally feels that women can do very well in the city. According to reports
UK is on course to hit a government target of 25 per cent female membership of FTSE 100
boards by the end of next year (Groom, 2014).
According to Krotz, women have a biological advantage over men with regards to their
ability to manage effectively and maintain a high level of productivity. Women have a larger
corpus collusum, which is the area of the brain that links the right hemisphere (the intuitive
and visual side) to the left hemisphere (the computational and verbal side). This means that
women are more capable of multitasking and managing different sectors, such as product
design with finance. This gives them a distinct advantage over their male counterparts
(Krotz, n.d.). Another report released by “the Foundation for Future Leadership (FFL)” which
has obtained data since 1988 to present from 915 managers from some of the biggest firms
9511513 1
BMAN10780: ACADEMIC AND CAREER DEVELOPMENT 9511513
Do men make better managers than women?
The discussion about which gender proves to be a better manager is very peculiar. It still has
many open ends as no final decision or statement has been given due to its vast nature. This
debate generally slips into a cliché. Both men and women get the equal amount of work
pressure as managers. On the other hand women have an extra pressure about managing
their family and household, which is a major obstacle encountered by only women.
Proportion of women attempting to enter traditionally male-dominated careers is
increasing, even though females in UK are still in a minority at junior and middle
management levels, and only 1% achieve top level executive positions (Cooper and
Davidson, 1982). Even most of the times characteristics of a successful manager are
associated with man than woman. Another obstacle women face in their professional
development relates to the belief that they are less interested than men in career
development. Studies have also shown examples about women being less committed
towards work.
Despite women being criticised about their work habits we have reports like More female
bosses mean more profits: Companies whose boards are made up of at least a third women
make 42 per cent more (Eccles, 2013). Research has suggested that companies which
employ more female executives tend to make more money. A new report also suggested
that the same companies too received 53% higher returns (Eccles, 2013). Report from
Goldman Sach’s suggested that increasing women workforce could increase GDP by 10%
(Morrall, 2011). When it comes to asset management poll by Ignites Europe shows that
women hold an upper hand in the activity. Women involved in the AFG findings claim that
their success is the result of a lack of ego whereas a male respondent from a global asset
management house says that a man who is risk-aware will outperform a woman. Studies
have also suggested that economic crisis will benefit women in the long run as they have
lower levels of risk appetite (Dale, 2009). In today’s world women are still not represented
as managers, whenever we recall the word ‘manager’ we still always think of a man wearing
a suit. Ms Horsfall, a working mother, who has worked in London’s financial district for 12
years as a global equity fund manager perfectly feels about how is it to work as a woman
manager and personally feels that women can do very well in the city. According to reports
UK is on course to hit a government target of 25 per cent female membership of FTSE 100
boards by the end of next year (Groom, 2014).
According to Krotz, women have a biological advantage over men with regards to their
ability to manage effectively and maintain a high level of productivity. Women have a larger
corpus collusum, which is the area of the brain that links the right hemisphere (the intuitive
and visual side) to the left hemisphere (the computational and verbal side). This means that
women are more capable of multitasking and managing different sectors, such as product
design with finance. This gives them a distinct advantage over their male counterparts
(Krotz, n.d.). Another report released by “the Foundation for Future Leadership (FFL)” which
has obtained data since 1988 to present from 915 managers from some of the biggest firms
9511513 1
