Hundreds of studies have assessed leadership styles, mainly by having employees report on how their managers…

Questão

Hundreds of studies have assessed leadership styles, mainly by having employees report on how their managers typically behave. Researchers have also collected information on how effective managers are. After large numbers of such studies became available, reviewers aggregated them quantitatively to discover what kinds of leadership are effective. One conclusion that has emerged based on the research of the past 30 years is that a hybrid style known as transformational leadership is highly effective in most contemporary organizational contexts. A transformational leader acts as an inspirational role model, motivates others to go beyond the confines of their job descriptions, encourages creativity and innovation, fosters good human relationships, and develops the skills of followers. This type of leadership is effective because it fosters strong interpersonal bonds based on a leader’s charisma and consideration of others. These bonds enable leaders to promote high-quality performance by encouraging workers rather than threatening them, thus motivating them to exceed basic expectations. By bringing out the best in others, transformational leaders enhance the performance of groups and organizations. Transformational leadership is androgynous because it incorporates culturally masculine and feminine behaviors. This androgynous mixing of the masculine and feminine means that skill in this contemporary way of leading does not necessarily come naturally. It may require some effort and thought. Men often have to work on their social skills and women on being assertive enough to inspire others. It is nonetheless clear that both women and men can adapt to the demands of leadership in the transformational mode. One of the surprises of research on transformational leadership is that female managers are somewhat more transformational than male managers. In particular, they exceed men in their attention to human relationships. Also, in delivering incentives, women lean toward a more positive, reward-based approach and men toward a more negative and less effective, threat-based approach. In these respects, women appear to be better leaders than men, despite the double standard that can close women out of these roles. Why are women leaders more transformational when they are less likely to become leaders in the first place? One reason is that the double standard that slows women’s rise would work against mediocre women while allowing mediocre men to rise. As a consequence, the women who attain leadership roles really are better than the men on average. It is also true women generally avoid more domineering, “command and control” behavior because of the backlash they receive if they lead in this way. Men can often get away with autocratic behavior that is roundly disliked in women. Ironically, this backlash against domineering women may foster good leadership because the androgynous middle ground is more likely to bring success. Leaders gain less from ordering others about than from forming teams of smart, motivated collaborators who together figure out how to solve problems and get work done. From: http://www.nytimes.com/ 2013/03/20 According to the research results, women tend to do better in terms of the application of the transformational type of leadership because of their (UECE 2013)

1. A) longer hours of work at the office.
2. B) very assertive and sometimes intimidating approach.
3. C) considerate and rewarding way of dealing with people.
4. D) attitude in relation to men under their command.

✅ Resposta correta: alternativa C

Resolução passo a passo

1. O enunciado pergunta por que as mulheres tendem a se sair melhor na liderança transformacional, segundo os resultados da pesquisa. Passo 2: O texto afirma que as mulheres são mais transformacionais porque superam os homens em sua atenção às relações humanas, e que, ao distribuir incentivos, lideram com uma abordagem mais positiva, baseada em recompensas. Passo 3: Essa ideia aparece na alternativa C, que fala em modo considerativo e recompensador de lidar com as pessoas, o que corresponde exatamente à consideração pelos outros e à abordagem positiva descritas no texto. Passo 4: A alternativa A está errada, pois horas de trabalho no escritório não aparecem como fator de liderança transformacional no texto. Passo 5: A alternativa B está errada, pois o texto diz que as mulheres evitam comportamentos dominadores e autoritários, que são justamente os que geram reação negativa. Passo 6: A alternativa D está errada, pois a atitude em relação aos homens subordinados não é o fator apontado; o texto fala em comportamentos e não em comparação de atitudes com homens. Passo 7: Portanto, o gabarito oficial C está correto e coincide com a resolução feita a partir do texto.

💡 Dica: Leia atentamente o texto para identificar as características do estilo de liderança feminino.

Alternativa por alternativa

Raio-X da questão

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