The Role of Emotions in the Process of Making & Delivering Decisions in Women Leadership
Often, the labor market’s dynamic puts us in huge transition processes that can be caused by external, uncontrollable factors. The changes of social systems, war, conflicts of state, regional or world crisis, natural disasters and pandemic diseases are part of the challenges that we’ve seen influence the organizational work.
Moreover, this process of change from one way of functioning (before the factor) to a different one (during and after the new factor) leads us to define this process as transition.
Once a transition happens, the individual is placed in a condition of imbalance and preparation for restoring the balance once again. In the same way, these transitions we mentioned influence the organizational work, which as a separate entity needs to create a managing strategy. Organizations are created and led by people who can’t be completely separated from their experiences during the process. Thus, this brings us to one of the greatest challenges – controlling the human factor and being objective while making and delivering organizational decisions during the transition period.
The question arises – is the emotion-controlling attitude gender based? Do we have difference in leadership when it comes to man vs. woman leader?
While examining the emotions in leadership, researchers have found that Men in general are described as more similar to successful managers in emotion expression than are women in general. Only with the label manager or successful manager do women-successful manager similarities on emotion expression increase. These emotion stereotypes might hinder women’s leadership success.
On the other side, women in leadership are thought how to control the emotions-expressing, but, yet, they have to keep the balance, as being emotionally unexpressive may also result in penalties because unemotional women are seen as failing to fulfill their warm, communal role as women.
Organizations have also proven that, actually, the emotion expression of women in leadership positions, thus the higher EI, has resulted in a transformational leadership and better success of the organizations.
Do you think that female leadership is led by heart? Should the gender bias still be there, or the new generations are ambassadors of the change? And finally, are the emotions in leadership really a burden, or they can be used as advantage?
- Bass, B. M., & Avolio, B. J. (1994). Shatter the Glass Ceiling: Women May Make Better Managers. Human Resource Management, 549-560.
- Brescoll, V. L. (2016). Leading with their hearts? How gender stereotypes of emotion lead to biased evaluations of female leaders. The Leadership Quarterly, 415-428.
- Downey, L., & Papageorgiou, V. &. (2016). Examining the relationship between leadership, emotional intelligence and intuition in senior female managers. Leadership & Organization Development Journal, 250-265.
- Fischbach, A., & Lichtenthaler, P. W. (2015). Leadership and Gender Stereotyping of Emotions. Journal of Personnel Psychology, 153-162.