Answer to Question #273166 in Management for Darkless

Question

Critically discuss on the apparent gender difference in the way appraisal feedback is provided

to staff by managers. (500 words)

Answer 1

Discussion on the apparent gender difference in the way appraisal feedback is provided to staff by managers.

Gender differences in work station have become a critical issue in most business organizations. This case has made the management ensure many tasks aiming at knitting the worker's correlation based on gender. In this case, the main difficulty is the gender harassment that has slowed production down, affecting the whole operation. Moreover, due to gender difference issues, a communication barrier has negatively impacted most companies.

Most victims are women at the workplace since men are underrating their abilities. But the thing is that many managers may be surprised to learn that men and women are evaluated differently for performance reviews, and the cumulative impact of these differences can affect the overall business performance. This can be achieved in the event where there will be effective communication. The reason is that performance management is the process of communicating job expectations to employees, engaging employees in goal-setting and training conversations, evaluating employee performance, and making talent management decisions related to compensation, settlement, and development. One popular input to product management and talent development is multisource feedback, where workforces are rated on their performance by managers, peers, direct reports, and even clients. Although this has several recompenses, it carries its share of perils and drawbacks.

In this case, the elements of leadership success helped push the fostering careers, that is, the personal greatness, engaging the excellence of others, and achieving & sustaining extraordinary outcomes. Women's career advice emphasizes the ability to be confident, create a personal brand, negotiate, build communications skills, speak up, and engage teams; however, it misses out on the third element of leadership success: the business, strategic and financial acumen required to be leaders. There should be no instances where, Men rated themselves as advanced as compared to women on competencies like Commercial Mindset, Strategic Focus, Developing High-Performance Team, Performance Mindset, and Authentic Engagement, which are more agentic. Agentic qualities are associated with masculine behaviors that convey assertion and control, which are also synonymous with the traditional definition of effective leadership.

Therefore, concerning leadership, any management that depicts genders bias should be provoked. The reason is that if leadership performance evaluations demonstrate gender bias and reinforce harmful stereotypes, then they may hinder women's career aspirations and the likelihood of them being promoted at senior levels. Finally, existing research finds that women are more likely to be described in terms of relationship-oriented attributes and less likely than men to be described as possessing agentic characteristics.

Furthermore, paying attention to gendered performance management matters because notions of work and leadership are also expanding. For instance, the agentic-versus-communal characteristic distinction applies here and parallels the transactional-transformational leadership styles distinction that has been well established by research. Research shows that transformational leadership behaviors have a much more significant impact on outcomes as varied as employee satisfaction and firm productivity rate, compared to transactional behaviors.