Industrial-Organizational Psychology
Learning Module
Leadership
and Gender
Stereotypes
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Lesson Objectives
At the end of this lecture you should:
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Understand the leadership perceptions
approach
Understand how gender stereotyping in
organizations affects perceptions of
leaders
Know some of the methods used to control
stereotyping in organizations
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Leadership Perceptions

Leadership is hard to define
 but
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we know it when we see it!
Leadership Perceptions Approach
 people
must first be recognized as leaders.
 then they are allowed to influence followers.
 followers determine the ultimate success of
leaders.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
General Model of Leadership
Perceptions
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Leader behavior determines follower
perceptions, which are associated with
positive or negative outcomes.
Outcomes such as success can also serve
to shape follower perceptions.
General Model:
Leader
Behavior
Follower
Perceptions
Individual,
Group, and
Organizational
Outcomes
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Gender and Leadership
Perceptions
Leader
Behavior
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Follower
Perceptions
Individual,
Group, and
Organizational
Outcomes
Identical behavior from men and women is
interpreted differently.
Perceivers attach different labels to the
same behaviors enacted by men and
women.
One reason is because of gender
stereotypes.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Gender Stereotypes and
Leadership Perceptions
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Stereotypes are expectations about
members of certain groups.
Gender-based stereotypes include beliefs
about:
 expected interpersonal behavior
 the types of roles or jobs best suited for
men and women.
The role of gender stereotypes in
employment was at issue in Price
Waterhouse v. Hopkins.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Gender Stereotypes and
Leadership Perceptions
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Ann B. Hopkins was a high-performing, but
masculine acting, prospective partner at PW.
Hopkins alleged she was denied partnership
because of her gender.
PW countered that Hopkins had interpersonal
problems (e.g., she was "macho").
Court eventually ruled that gender-based
stereotyping influenced perceptions of her behavior.
Because she was a woman in a nontraditional role,
Hopkins' behavior was seen as more extreme than
men who behaved similarly.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Controlling our Stereotyping
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Everyone (or nearly everyone) engages in
stereotyping.
Most recognize it is inappropriate to judge
others based on a stereotype.
How can we learn to control our
stereotyping?
One way is through conscious control.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
How do I/O psychologists help
organizations control stereotyping?
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Identifying organizational consequences that
gender and race stereotyping have
Training employees to gather individuating
information about the stereotyped person
 getting
to know the person as an individual
 understanding benefits of diversity
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Training employers to effectively manage
diversity
Helping to minimize the effects of stereotyping
and unfair treatment of employees
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Sharing Perceptions
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How would you describe each of these
leaders?
Was either of them more bossy or
dominating?
Which of the leaders had greater skill,
ability, or intelligence?
Did they both fit your image of a leader?
Why or why not?
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Sharing Perceptions (cont.)
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Previous research indicates that the same
behavior by men and women leaders
results in different perceptions.
Women are seen as more bossy and
dominating.
Men are seen as having greater ability,
skill, and intelligence.
Gender stereotypes influence our
reactions, even without our awareness.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998