Please read the below discussion and provide response in 50 to 100 words
Men and Women are placed in certain sex-role stereotypes, which influence their personal and behavior patterns. Women are believed to be passive, accommodative and intuitive, which men are believed to be aggressive, active and dominating. (“The Five Sources of Power”, 2019)
There are five sources to determine the power of a leader:
Legitimate power: The authority to tell others what to do, drawn from role and seniority in the organization. Women are more uncomfortable to use the position power than men do. Using position power is not just giving work all to the people below you but sharing your responsibilities to the people that report to you and people below you expect you to do that. (“The Five Sources of Power”, 2019)
Reward power: Men and women do equally use their reward power, men use their reward power to show their authority, women seem to use their reward power to help the career growth of the people below them.
Coercive power: This power is an authority to sanction others, women are horrified at the idea of using coercive power, if the standards of the people below you are unacceptable, then leaders above them has to use this power. Women are worried the sanctions might decrease the quality of productiveness of people while men think about it in different way. (“The Five Sources of Power”, 2019)
Referent power: Women are dominant in using this personal power to influence others than men. This is the work you do on listening, empathy, engaging and managing conflict. Women has more knowledge in the above traits than men do due to lack of patience in men. (“The Five Sources of Power”, 2019)
Expert power: Women over rely on expert power than any other source. They tend to work more harder to show their competence to their team but working harder and harder doesn’t affect building a powerful leader reputation. Men use their Expert power in certain way to prove their authority rather than relying on it. (“The Five Sources of Power”, 2019)
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