Stereotypical Male And Female Aassociated Features

The features that we usually link with successful leaders sanction stereotypical male-associated features such as competition, determination and assertiveness while also disregarding female-associated features such as working together and creating an acceptable home environment (Weiner & Burton, 2016). Since male-associated stereotypes line up with leadership stereotypes, a male has a greater chance than a female to be rated as a possible and capable leader (Weiner & Burton, 2016). On the other hand, female-associated stereotypes go against the usual representation of what it means to be a leader (Weiner & Burton, 2016). This divide that usually comes out as an unconscious predilection for masculine leaders, which influences the glass ceiling effect that many women encounter (Weiner & Burton, 2016).

The theory surrounding leadership states that for women to become leaders, they have to show they have characteristics that are usually linked with successful leadership, and this involves being assertive (Madaan & Pradhan, 2017). When women act assertive, however, they could end up experiencing many negative costs that men wouldn’t usually go through (Madaan & Pradhan, 2017). Stereotypes about gender tend to differ from culture to culture, but generally they state that males are assertive, competitive and dominant, and that females are supposed to be nurturing, warm and obedient (Madaan & Pradhan, 2017).

Gender backlash is a type of stereotype bias where females, or even males, who go against the usual norms for their gender end up suffering negative societal or financial retaliations (Madaan & Pradhan, 2017). In the double-bind that many women in leadership experience, the women who perform with stereotypical male-associated characteristics like assertiveness are not favored as well when compared to other males showing the same characteristics (Madaan & Pradhan, 2017). Males are also documented as being given an increase in their apparent status after exhibiting anger, while females who express anger were given the opposite treatment of lowered position and wages as well as were viewed as less capable (Madaan & Pradhan, 2017).

On one side, a woman must achieve characteristics that are in line with typical leadership traits in order to develop as a leader. However, when women do behave in this manner considered assertive, they break stereotypes associated with females and are viewed as less likable, which puts a limit on their career and how much they can succeed (Weiner & Burton, 2016). Not only are females required to do more in order to be measured at an equal level of ability as males, their level of work needs to be different as well (Weiner & Burton, 2016). When asking for a promotion, giving uninvited opinions, challenging the current situation, discussing options for a raise, or voicing their concerns can look positive for a male employee to engage in, but their female counterpart could simply be labeled as “bossy” or harsher for the same performance (Weiner & Burton, 2016).