A good manager has been variously defined. A good manager could be defined as someone who have the skills of effective delegation, have a considerable level of empathy, be comfortable with relying on the expertise of others, be able to carry out long-term plans, be able to design and define an organizational structure, be effective at planning and decision-making, be conscious of quality, be able to carry out effective performance appraisal of employees, be a facilitator not dictator, believe strongly in team work, encourages others to participate in decisions and plans, ensure that there are enough tools and resources for employees to work, understand change, empower others to get things done, encourage different view points, know how to bring people together for a task, teach others how to solve problems without solving the problems for them, ensure credit goes to whom credit is due.

The above behoves therefore that no one individual, no how endowed, can possess all the above qualities t a time, irrespective of the gender. However, a school of thought believes that women are better managers compared to their men counterparts. Their argument is not farfetched. They are of the opinion that women are better at getting results because they have management style that tend to be participatory and interactive as opposed to men’s command and control style. Women are nurturers and value-driven. They put feminine tough in all they do. They are home managers and as such able to handle a series of complex and varied tasks leading to the desired end product. They are able to grasp the nettle and manage a mixed bag of staff. They have transformational leadership qualities, motivating others by transforming their self-interest into the goals of the organization. They are naturally interactive in style and this encourages participation, power and information sharing and enhances the self-worth of others.

Ordinarily, one is either born a man or woman. However, the inborn character traits in women stand them out of the crowd and make them much more inclined to a particular kind of leadership. I am tempted to believe that the society plays a major role in molding a child by telling you about who you are. The fact that the society’s believe that the girl-child should be treated with care, love, compassion, etc influences her behviour at woman-hood. Though there are women who exceptionally behave like men. The socialization process, the upbringing, exposure and experience are some of the factors that affect management style.

Supposedly, women are the weaker sex. This view is also is also supported Biblically as the woman was formed out of the ribs of a man. They require support by the men. However, there is a school of thought that believes that a woman has to achieve as much as twice of her male counterpart before reaching the level of a manager. She has to be stronger than an average man and prove her capabilities beyond measure before being accepted. By the time she gets to management level, she would have developed a protective shield and a fighting spirit and that shows through in her dealings with colleagues and subordinates. Women sometimes exhibit tough, rigid and harsh attributes. She probably does these, realizing that she is constantly being evaluated by the least of the men so as; to prove her abilities and capabilities and to cover any perceived loopholes.

Domestically, women are good managers of resources. They are managers of men, material and money in their homes. They are good at profit maximization. Though few women have been involved in the issues of corruption, majority are fighters of corruption and embezzlement, especially in the public sector. A woman normally does not have the large heart to be corrupt. She is more transparent and accountable. This is probably due to the heavy burden of obligation, especially financially, shifted to the man. This is also more pronounced in the African culture where the man is not only seen as the head of the family but must also live up to his financial responsibilities while the woman renders ‘support’ and ‘manages’ the home. The man is usually under pressure to misappropriate funds in order to fulfill his obligations to his wife, children, extended family, concubines and community. The pressure on the woman is less.

In terms of emotions and crises management, women tend to be more emotional and therefore may take best of decisions. In contrast however, this may not always be true as men’s command-and-control method may work better in certain crises. A man may be more aggressive in some situations while the woman becomes more calculative.

Efforts have been made here to balance the equation on the inherent qualities of a man and a woman. However the pendulum seems shifts and seems to favour the woman’s ability to manage the home and office simultaneously with all the challenges in both instances, makes her more focused, meticulous, result and success-oriented. Several questions though still require further answers. Does a woman’s method of inspiration and influence really work in corporate settings and situations? Should a woman’s strengths be tapped? Is there something she can learn from the man?

In conclusion, I wish to recognize the special attributes of women all over the world in their steadfastness in re-shaping and re-branding the world.