Much attention has been paid to our increasingly diverse workplace. There are multiple differences, including race, gender, generations, and thinking styles. Many historical events have occurred that have paved the way for analyzing these differences between men and women in the workplace. These gender differences likely exist in how men and women influence, communicate, and lead. The male and female genders have always been considered two unique and different groups of people. Men and women are considered to have different leadership styles. First, we will look at men's leadership styles. Men are known to have a transactional leadership style. Transactional leadership is when followers are motivated by a system of rewards and punishments. Leaders' perspective on their “leader-follower” relationship is that of a quid pro quo, or “this for that” (Bass, 1981). If the follower performs well, he will be rewarded and if the follower performs poorly, he will be punished. Transactional leaders establish rules to increase the performance and productivity of their followers. The primary goal of a transactional leader is to improve the overall performance of the organization. Male leaders tend to prefer a hierarchical structure. A hierarchical organization follows the outline of a pyramid. Every employee except the CEO reports to someone else within the organization. Following this type of structure allows employees to clearly understand the chain of command and line of authority. One benefit of this structure is that employees will gain substantial experience and become highly proficient in their area of ​​specialization. As a result, the employee will become loyal to his organization... middle of paper ...... emotional level.. Works Cited Green, K. (1987). The effects of “powerful” and “powerless” speaking styles. . Retrieved from http://www2.edutech.nodak.edu/ndsta/green.htmBaslow, S. and Rubenfield, K. (2003). Troubles Talk: Gender and Gender Effects. , Retrieved from http://link.springer.com/article/10.1023/A:1022411623948#page-1 Progress, W. (May 26, 2010). Women's leadership styles. Forbes. Retrieved from http://www.forbes.com/sites/work-in-progress/2010/05/26/women-leadership-styles/Tannen, D. (1990). You just don't understand: women and men in conversation. New York, NY: Morrow. Holmes, J. (1995). Women, men and politeness. London: Longman. Eagly, A. and Karau, S. (2002). Role congruence theory of prejudice against female leaders. . Retrieved from http://search.committee.module.rutgers.edu/pdf/Eagley_Role_Conguity_Theory.pdf