A COMPARISON OF CORE COMPETENCIES OF WOMEN AND MEN LEADERS IN THE MANUFACTURING INDUSTRY

Daniel R. Tomal · Kevin J. Jones

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Competency Development and Evaluation Leadership and Management in Organizations Gender Diversity and Inequality

Abstract

This study compared the rankings of fourteen leadership core competencies for women and men managers in middle management and women and men in first-line supervisory positions in five manufacturing companies in the Midwest. Surveys were completed by the respondents and followup interviews were conducted. Results indicated that there were no significant differences in the rankings of core competencies between women and men supervisors or women and men managers. However, all supervisors (women and men combined) ranked mentoring and coaching employees higher than all managers (p<.05), and all managers ranked managing finances and employing strategic leadership higher than the supervisors (p<.05). It appears that the role of the leader position may be a more determinant factor in selecting core competencies than the gender of the leader. Including these core competencies in leadership professional development is recommended.

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2002Role congruity theory of prejudice toward female leaders.1994Competing for the Future 1973Testing for competence rather than for "intelligence."1993Competence at Work: Models for Superior Performance 1992You just don't understand : women and men in conversation 1982The Competent Manager: A Model for Effective Performance 1996HUMAN RESOURCE MANAGEMENT, MANUFACTURING STRATEGY, AND FIRM PERFORMANCE.2003The female leadership advantage: An evaluation of the evidence

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