Universitatea din Bucuresti, Facultatea de Administratie si Afaceri

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Double Blind Review Evaluation




ISSN-L 1453-0503
ISSN (e) 2286-170X
ISSN (p) 1453-0503



Elisabeta Queen
No. 4 - 12, District 1,
Bucharest, Romania

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Tel: +4 021 310 49 20
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Feminine leadership and organisational culture


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  1. Authors:
      • Andreea-Simona Saseanu, email: saseanu@yahoo.com, Afiliation: Faculty of Commerce, Bucharest University of Economic Studies
      • Sorin-George Toma, email: tomagsorin62@yahoo.com, Afiliation: Faculty of Administration and Business, University of Bucharest, Romania
      • Paul Marinescu, email: paulmarinescu1@gmail.com, Afiliation: Faculty of Administration and Business, University of Bucharest, Romania

      • 144|150

  2. Keywords: leadership, leader, organisational culture, opportunity, discrimination

  3. Abstract:
    People in general, leaders especially, are influenced by the organisational culture and the other way around. Organisational culture represents a determining factor regarding the display of leadership, since these two processes create each other, adding value and consistency to one another. Moreover, organisational culture can be created and developed in a fluctuant business environment, in which the external factors influence its progress. The development of society has incessantly been emphasized by the relationship between the sexes, by their individual evolution, but also by the interdependency between them. Although there is increasingly more talk about gender equality, in many countries, the social as well as economical chances and opportunities are not equal for women and men. Gradually, women have been through a series of changes related to education, rights and obligations. However, the number of women leaders has always been much lower than the number of men leaders. The personality traits of leaders significantly influence  the leadership style and the way in which they are perceived by their subordinates, all this having a major impact on the overall performances of the organisation. In this manner, depending on the gender (masculine/feminine), we can state that one could observe certain personality traits that are characteristic to women and others specific to men, leaving their mark on the leadership method and on the leadership style adopted of each of them. Considering the fact that, in the current turbulent economic environment, certain qualities such as flexibility, intuition, development of communication networks and motivating the employees represent values that are considered to be “feminine”, one can assert that, in this case, gender is an opportunity. However, if we should take into consideration the impact of culture, of certain mentalities and misconceptions that are still present, regarding the woman’s standing in society, economy and politics, we can state that gender is a discriminating factor, because there is still the tendency to consider men as being better leaders.

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