HCA 615 Week 2 Discussion DQ 1 and 2

1. As a female in this example they should definitely manage the relationships in an all male group because the women ar elooked upon as not as smart as men. In most health care fields men are in the majority and are generally looked upon as the more stronger, smarter sex. We know that to not be true as recently women are making a resurgence in all facets of health care becoming nurses, doctors, lawyers, even president in some countries. If a woman is in charge and they are the only female in the group among males women should be careful not to step on any toes because already the men are looking down on her as why does she have this position and what did she do to get it.
2. As a male I dont think a woman should act differently if managing me because it should not matter what sex you are but as long as you can do the job respectfully and with utter confidence there should be no issue. It depends on who the man is and if they are secure in not havinbg an isue with a female supervisor. Some men may try and take advantage of and play games with their female supervisor if they want to get them in trouble and get them out of the job so a guy can get the same job.
3. I feel Dr Gerbering telling her experience of discrimination and how she overcame it made it more likely she did not manage the male management team well. What I mean is that she didn’t take into consideration how men would take it such drastic moves during a time when all was going well and no calamity was taking place that was on a global scale. Dr Gerbering should have followed the poll she took and realized that it was not going to be a popular move among staff and when you have staff not fully in on working hard the business and work ethic will suffer. The biggest losers are the people in the surrounding communities who relied on the job/business to keep them safe and to provide a positive outlook.
4. To address the concerns of the remaining staff who didn’t resign Dr Gerbering should have a meeting and make it an open forum. In that forum all employees who have somethign to say whether negative or positive should be free to speak without any repricussions. Dr Gering should also have experts/pundits that agree with her moves to shrink the departments and have them try and sway the crowd to her way of thinking. You may not get all the staff to believe in the process but if you get a majority that is always a good starting point.

“Similarly, most stereotypes would have us believe that female leaders excel at “nurturing” competencies such as developing others and building relationships, and many might put exhibiting integrity and engaging in self-development in that category as well. And in all four cases our data concurred — women did score higher than men. HCA 615 Week 2 Discussion DQ 1 and 2

But the women’s advantages were not at all confined to traditionally women’s strengths. In fact at every level, more women were rated by their peers, their bosses, their direct reports, and their other associates as better overall leaders than their male counterparts — and the higher the level, the wider that gap grows (see chart; click on the image to view a larger chart):

Specifically, at all levels, women are rated higher in fully 12 of the 16 competencies that go into outstanding leadership. And two of the traits where women outscored men to the highest degree — taking initiative and driving for results — have long been thought of as particularly male strengths. As it happened, men outscored women significantly on only one management competence in this survey — the ability to develop a strategic perspective (see chart; click on the image to view a larger chart).” (Zenger, Folkman, et al 2012)

Zenger, Jack; Folkman, Joseph (2012, 15 Mar) Are Women Better Leaders than Men? Retrieved from