A STUDY ON ROLE OF WOMEN IN MANAGEMENT

POSITIONS AND IMPACT ON OVERALL

LEADERSHIP AND MANAGEMENT IN AIDAS
BY

AYESHA BEGAM S
(207MB105)

Of

Bannari Amman Institute of Technology

(Autonomous Institution affiliated to Anna University, Chennai Approved by AICTE,

Accredited by NBA, New Delhi and NAAC with “A” Grade)

Sathyamangalam - 638 401

UNDER THE SUPERVISION OF

(Dr. J. ASHOK)

(Professor)

A PROJECT REPORT

Submitted to the

School of Management Studies

In partial fulfilment of the requirements for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

Of

ANNA UNIVERSITY, CHENNAI

JUNE 2022
 PROJECT COMPLETION CERTIFICATE

This is to certify that Ms. AYESHA BEGAM S (207MB105) II MBA of the

School of Management Studies. Bannari Amman Institute of Technology,
Sathyamangalam – 638401 has done a Major Project title “A STUDY ON ROLE
OF WOMEN IN MANAGEMENT POSITIONS AND IMPACT ON
OVERALL LEADERSHIP AND MANAGEMENT IN AIDAS” from 8th
March 2022 to 31st May 2022 at School of Management Studies, Bannari Amman
Institute of Technology, Sathyamangalam in partial fulfilment of the requirements
for the award of degree of Master of Business Administration.

Director (SMS)

ii
 BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON ROLE OF WOMEN IN

MANAGEMENT POSITIONS AND IMPACT ON OVERALL LEADERSHIP
AND MANAGEMENT IN AIDAS” is the Bonafide work of Ms. AYESHA BEGAM S
(207MB105) who carried out the research under my supervision. Certified further, that to the
best of my knowledge the work reported herein does not form a part of any other project report
or dissertation on basis of which a degree or award was conferred on an earlier occasion to this
or any other candidate.

Signature of the Supervisor Signature of the Director (SMS)

Submitted for the End Semester Examination (Viva-Voce) held on:

Signature of the Internal Examiner Signature of the External Examiner

Place: Sathyamangalam

Date:

iii
 DECLARATION

I, AYESHA BEGAM S (207MB105) hereby declare that the thesis entitled “A

STUDY ON ROLE OF WOMEN IN MANAGEMENT POSITIONS AND
IMPACT ON OVERALL LEADERSHIP AND MANAGEMENT IN AIDAS”
submitted to the School of Management Studies, Bannari Amman Institute of
Technology, Sathyamangalam, in partial fulfilment of the requirements for the award
of the Degree of Master of Business Administration of Anna University, Chennai
is a record of original and independent research work done by me during the year 2021-
2022 under the supervision and guidance of Dr. J. ASHOK, Professor, Bannari
Amman Institute of Technology, Sathyamangalam and it has not formed the basis for
the award of any Degree / Diploma / Associateship / Fellowship or other similar title to
any candidate of any University.

Signature of the Candidate

iv
 JOINING REPORT

Name of the Student: AYESHA BEGAM S

Roll No.: 207MB105

Date of Reporting :

Reporting Department and Person : HUMAN RESOURCE

Organizational Supervisor’s name :

Address :

Telephone :

Fax No. :

Email : hr@aidastech.com

Student Contact Address:

Telephone/ Mobile Number: 9629777786

Email: ayeshabegam1000@gmail.com

Topic: A Study On Role Of Women In Management Positions And Impact On Overall

Leadership And Management In Aidas

Area of Research : Women in management position and impact on leadership

Signature of the Organizational Supervisor with seal and date Signature of the Candidate

v
 RESEARCH DESIGN REPORT

Name of the Student: AYESHA BEGAM S

Roll No: 207MB105

Need for the study:

Scope of the study:

Objectives:

Research Design:

Sampling Design :

Population :

Sample Unit:

Sampling Frame :

Sample Size:

Sampling Technique:

Type and Source of Data:

Tools of Analysis:

Questionnaire Design (if any) : YES

Signature of the Organizational Supervisor Signature of the Candidate

with Seal and Date

vi
Questionnaire:

1. Name

2. Age

23 to 25 years

26 to 30 years

31 to 36 years

37 to 45 years

3. Gender

Male

Female

4. Education Qualification

10th

12th

UG

PG

vii
5. Income

2.5 - 3 LPA

3.5 - 5LPA

6 - 8 LPA

10 -15 LPA

20 - 25 LPA

6. Native

Urban

Rural

7. Designation

Data Analyst

Data Scientist

HR

Intern

BI Developer

Data Engineer

Software Developer

VP

CEO

CFO

Consultant
viii
 Lead Generation

BDE

Sr.DE

Sr.DA

HR Manager

HR Executive

Sr.Software Developer

Sr.BI Developer

Sr. Data Scientist

8. Your opinion on percentage of women occupying top managerial positions in the IT

firms?

10% - 20%

20% - 50%

60% - 80%

90% - 100%

9. Your view on women suitable for managerial positions in Aidas?

Strongly Disagree

Disagree

Neutral

Strongly agree
ix
 Agree

10. Aidas use the same selection and hiring criteria for both male and female managers?

Yes

No

Maybe

11. Women lack managerial skills compared to men ?(leadership qualities)

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

12. Women are dependent and show less initiative than men in management?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

13. Career women are often selfish and unfeminine?

Strongly Disagree

Disagree

Neutral
x
 Strongly agree

Agree

14. Women managers have a longer concentration span than their male counterparts ?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

15. Male managers are more intelligent, competent and hardworking than women managers?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

16. Women are unable to balance between their home life and their work ?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

xi
17. Female managers are less efficient and less effective than male counterparts ?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

18. Is there bias against women leaders?

Yes

No

Maybe

19. Female participation in management positions influences Aidas financial performance

risk-taking behavior and stability?

Strongly Disagree

Disagree

Neutral

Strongly agree

Agree

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20. You prefer Male or Female leaders in Aidas?

Male

Female

21. Women and men are seen as equally good business leaders, but gender stereotypes

persist?

Yes

No

Maybe

22. Is Family an Obstacle for Female Leaders?

Yes

No

Maybe

23. Do Women Have an Equal Shot at Top Leadership Positions?

Yes

No

Maybe

24. Your suggestions to improve or increase the role of women employees at the leadership

position and how to over come the barriers.

xiii
 PLAGIARISM DECLARATION REPORT

I hereby declare that the project report entitled “A STUDY ON ROLE OF WOMEN IN
MANAGEMENT POSITIONS AND IMPACT ON OVERALL LEADERSHIP AND
MANAGEMENT IN AIDAS” submitted in partial fulfillment of the requirements for the award
of the Degree of Master of Business Administration of Anna University, Chennai is a record of
original work done by me and the report is in compliance with the “Guidelines for Plagiarism
Checking and Submitting Plagiarism-Free PG Project Reports” currently in force. I also declare
that the contents in Plagiarism Analysis Report and submitted Project Report are identical.

Student Details: AYESHA BEGAM S

Roll No : 207MB105
Name : AYESHA BEGAM S
Signature :

Supervisor Details:
Supervisor Name :
Designation :
Signature :

v
 ABSTRACT

Women workforce is increasing globally due different socioeconomic changes such as increase in
women education, impact of globalization etc. Women in a research study had indicated that in a
firm people are their main concern whereas men had indicated that completion of task is their
main concern. Women despite better educational facilities today compared to earlier days, their
capabilities are still limited due to gender discrimination, job difficulties local laws in addition to
family responsibilities. In this paper the details about the role of women in various sectors, the
draw backs for their development and their capabilities compared to men are presented.

women continue to increase their share of managerial positions; but unfortunately, the rate of
progress is slow and uneven. Therefore, I decided to examine the barriers experienced by a female
and how a feminine managerial approach, such as leadership style, can be effective for
organizations to reach their goals. The study also indicated that females need to overcome their
fair of being open, because females tend to be more reserved and “scared” of being criticized
compared to men, which needs to be improved.

vi
 ACKNOWLEDGEMENT

I am indebted to Almighty God, who showed blessings upon me to conduct and

complete this final year project successfully.

I would like to thank the Management of Bannari Amman Institute of Technology

for all the facilities provided to me to complete the project successfully.

I wish and express my sincere thanks to Dr. S. Murugappan, Director, School of

Management Studies (SMS), Bannari Amman Institute of Technology for his
valuable advice and timely encouragements throughout the project work.

I express my sincere gratitude to my Faculty Guide, Dr. J. Ashok, Professor, SMS,

Bannari Amman Institute of Technology for giving me appropriate advice and
guidance throughout project.

Lat but not least, I would like to thank my Parents, Friends and Teachers for all their
moral support to complete the project during this entire period.

AYESHA BEGAM

vii
 TABLE OF CONTENTS
TITLE PAGE ................................................................................................................ i

PROJECT COMPLETION CERTIFICATE ...........................................................ii

BONAFIDE CERTIFICATE.....................................................................................iii

DECALARATION ...................................................................................................... iv

PLAGIARISM DECALARATION REPORT .......................................................... v

ABSTRACT ................................................................................................................. vi

ACKNOWLEDGEMENT .........................................................................................vii

CHAPTER I ................................................................................................................. 1

1. INTRODUCTION ................................................................................................. 1

1.1 WOMEN IN LEADERSHIP POSITION………………………………....6

1.2 NATURE OF ORGANIZATION ............................................................... 6

1.3 LEADERSHIP EFFECTIVE WITH REFERENCE TO GENDER

ORIENTATION .......................................................................................... 6

1.4 IMPACT OF WOMEN ON LEADERSHIP ROLES- IT COMPANIES ... 7

1.4.1 GLOBALIZATION……………………………………………….………7

1.4.2 INTERNAL MOTIVATION……………………………………………..7

1.4.3 LIFESTYLE CONFLICT…………………………………………………7

1.4.4 BETTER WORKING CONDITION……………………………………...8

1.4.5 ATTITUDE TOWARDS WOMEN AND MEN IN LEADERSHIP ROLES.8

1.4.6 WOMEN LEADERSHIP VERSUS COMPASSION……………….….9

1.4.7 DISAPPROVAL OF WOMEN TO PROMOTE THEMSELVES……...9

1.4.8 THE POTENTIAL COST FOR WOMEN LEADERSHIP……………..9

1.5 IMPORTANCE OF STUDY……………………………………………..10

1.6 INDUSTRY PROFILE…………………………………………………...10

1.7 COMPANY PROFILE……………………………………………………10

1.7.1 ABOUT COMPANY……………………………………………..…….11

vi
 1.7.2 SERVICE AND SOLUTIONS…………………………………..……..11

1.8 OBJECTIVE OF THE STUDY…………………………………………….12

1.9 SCOPE OF THE STUDY…………………………………………………..13

1.10 LIMITATION OF THE STUDY…………………………………………..13

CHAPTER II………………………………………………………………………..14

2. BEST LEADERSHIP STYLE………………………………………….………14

2.1 INTRODUCTION………………………………………………………….14

2.2 BEST STYLES OF LEADERSHIP………………………………………..14

2.2.1 ACHIEVEMENT STYLE…………………………………………….14

2.2.2 SELF ACTUALIZING STYLE………………………………………14

2.2.3 HUMANTISTIC ENCOURAGING STYLE…………………………15

2.2.4 AFFILIATIVE STYLE………………………………………..……..15

2.2.5 APPROVAL STYLE…………………………………………….……15

2.2.6 CONVENTIONAL STYLE……………………………………….….15

2.2.7 DEPENDENT STYLE…………………………………………….….15

2.2.8 AVOIDANCE STYLE………………………………………..……....15

2.2.9 OPPOSIONAL STYLE…………………………………………...….15

2.3 TRANSACTIONAL STYLE…………………………………..……….…16

2.3.1 POWER STYLE……………………………………………...…...….17

2.3.2 COMPETATIVE STYLE………………………………………….....17

2.3.3 PERFECTIONALIST STYLE…………………………………..…….18

CHAPTER III ............................................................................................................ 19

3. REVIEW OF LITERATURE .............................................................................. 19

3.1 INTRODUCTION ......................................................................................... 14

3.2 LITERATURE REVIEW .............................................................................. 14

vii
CHAPTER IV............................................................................................................. 16

4. RESEARCH METHODOLOGY......................................................................... 16

4.1 RESEARCH DESIGN………………………………………………………16

4.1.1 DESCRIPTIVE RESEARCH .............................................................. 16

4.1.2 SAMPLE DESIGN…………………………………………………...16

4.2.1 POPULATION……………………………………………………….16

4.2.2 SAMPLE TECHNIQUE……………………………………………..16

4.2.3 TOOLS OF ANALYSIS

CHAPTER V .............................................................................................................. 26

5. ANALYSIS AND INTERPRETATION ............................................................. 26

5.1 CORRELATION – SPEARMAN RANK .................................................... 26

5.2 CHI – SQUARE TEST……………………………………………………..26

5.3 MANN WHITNEY TEST………………………………………………….26

5.4 PERCENTAGE ANALYSIS TEST…………………..……………………26

CHAPTER VI............................................................................................................. 30

6. FINDINGS,SUGESSTIONSAND CONCLUSION ............................................ 54

6.1 FINDINGS .................................................................................................... 56

6.2 SUGGESTIONS……………………………………………………………57

6.3 CONCLUSION…………………………………………………………….60

viii
 List of Tables

Table 5.1 Correlation between Gender and percentage of women on top managerial
position……………………………………………………………………………………..16
Table 5.2 Correlation between education and selection and hiring process in Aidas...........16
Table 5.3 Correlation between age and selfishness of women process in Aidas……..……...16
Table 5.4 Correlation between income and is family an obstacle for leaders……………..16

Table 5.5 Correlation between Native and women occupying top managerial positions in
the IT firms…………………………………………………………………………………16

Table 5.6 Chi square test between designation and any bias against women leaders……...16

Table 5.7 Pearson Chi Square test between designation and any bias against women
leaders……………………………………………………………………………………...16

Table 5.8 Symmetric measures between designation and any bias against women leaders.16

Table 5.9 Chi square test between income and is Family an Obstacle for Leaders………..16

Table 5.10 Pearson Chi square test between income and is Family an Obstacle for Leaders.16

Table 5.11 Symmetric measures of income and is Family an Obstacle for Leaders……....16

Table 5.12 Chi square test between native and Do Women Have an Equal Shot at Top
Leadership Positions…………………………………………………………………….....16

Table 5.13 Pearson Chi square test between native and Do Women Have an Equal Shot at
Top Leadership Positions………………………………………………………………….16

Table 5.14 Symmetric measure between native and Do Women Have an Equal Shot at Top
Leadership Positions……………………………………………………………………….16

Table 5.15 Chi square test between gender and same selection and hiring criteria for both 2
and 1managers…………………………………………………………………………….16

Table 5.16 Pearson’s Chi square test between gender and same selection and hiring criteria
for both 2 and 1managers…………………………………………………………………16

Table 5.17 Symmetric measures gender and same selection and hiring criteria for both 2
and 1managers……………………………………………………………………………..16

ix
Table 5.18 Chi square test between age and Family an Obstacle for 1Leaders…………..16

Table 5.19 Pearson Chi square test between age and Family an Obstacle for 1Leaders…..16

Table 5.20 Symmetric Measures between age and Family an Obstacle for 1Leaders……..16

Table 5.21 Rank between education and Women and men are seen as equally good business
leaders, but gender stereotypes persist……………………………………………………..16

Table 5.22 Test statistics between education and Women and men are seen as equally good
business leaders, but gender stereotypes persist…………………………………………..16

Table 5.23 Rank between gender and Women are dependent and show less initiative than
men in management……………………………………………………………………….16

Table 5.24 Test statistics between gender and Women are dependent and show less
initiative than men in management……………………………………………………….16

Table 5.25 Rank between native and Career women are often selfish and unfeminine…...16

Table 5.26 Test statistics between native and Career women are often selfish and
unfeminine…………………………………………………………………………………16

Table 5.27 Rank between native and Career women are often selfish and unfeminine…..16

Table 5.28 Test statistics between native and Career women are often selfish and
unfeminine…………………………………………………………………………………16

Table 5.29 Rank between gender and Women lack managerial skills compared to men….16

Table 5.30 Test statistics between gender and Women lack managerial skills compared to
men…………………………………………………………………………………………16

Table 5.31 Percentage on Count of Your opinion on percentage of women occupying top
managerial positions in the IT firms……………………………………………………..16

Table 5.32 Percentage on Count of Your view on women suitable for managerial positions
in Aidas……………………………………………………………………………………16

Table 5.33 Count of Aidas use the same selection and hiring criteria for both male and
female managers…………………………………………………………………………..16

x
Table 5.34 Count of Women lack managerial skills compared to men (Leadership
qualities)…………………………………………………………………………………16

Table 5.35 Count of Women are dependent and show less initiative than men in
management……………………………………………………………………………..…25

Table 5.36 Count of Career women are often selfish and

unfeminine…………………………………………………………………………………25

Table 5.37 Count of Women managers have a longer concentration span than their male
counterparts……………………………………………………………………………..…25

Table 5.38 Count of Male managers are more intelligent, competent, and hardworking than
women managers……………………………………………………………………….…25

Table 5.39 Count of Women are unable to balance between their home life and their
work………………………………………………………………………………………25

Table 5.40 Count of Female managers are less efficient and less effective than male
counterparts………………………………………………………………………………25

Table 5.41 Count of there is bias against women leaders…………………………………25

Table 5.42 Count of Female participation in management positions influences Aidas

financial performance risk-taking behavior and stability………………………………….25

Table 5.43 Count of you prefer Male or Female leaders in Aidas………………………..25

Table 5.44 Count of women and men are seen as equally good business leaders, but gender
stereotypes persist…………………………………………………………………………25

Table 5.45 Count of Is Family an Obstacle for Female Leaders………………..…………25

Table 5.46 Count of Do Women Have an Equal Shot at Top Leadership Positions………25

Table 5.47 Count of Native………………………………………………………………25

Table 5.48 Count of Gender………………………………………………………………25

Table 5.49 Count of Age………………………………………………………………….25

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 List of Figures

Fig 5.1 Percentage on Count of Your opinion on percentage of women occupying top
managerial positions in the IT firms……………………………………………………..16

Fig 5.2 Percentage on Count of Your view on women suitable for managerial positions in
Aidas……………………………………………………………………………………16

Fig 5.3 Count of Aidas use the same selection and hiring criteria for both male and female
managers…………………………………………………………………………..16

Fig 5.4 Count of Women lack managerial skills compared to men (Leadership
qualities)…………………………………………………………………………………16

Fig 5.5 Count of Women are dependent and show less initiative than men in
management……………………………………………………………………………..…25

Fig 5.6 Count of Career women are often selfish and

unfeminine…………………………………………………………………………………25

Fig 5.7 Count of Women managers have a longer concentration span than their male
counterparts……………………………………………………………………………..…25

Fig 5.8 Count of Male managers are more intelligent, competent, and hardworking than
women managers……………………………………………………………………….…25

Fig 5.9 Count of Women are unable to balance between their home life and their
work………………………………………………………………………………………25

Fig 5.10 Count of Female managers are less efficient and less effective than male
counterparts………………………………………………………………………………25

Fig 5.11 Count of there is bias against women leaders…………………………………25

Fig 5.12 Count of Female participation in management positions influences Aidas financial
performance risk-taking behavior and stability………………………………….25

Fig 5.13 Count of you prefer Male or Female leaders in Aidas………………………..25

Fig 5.14 Count of women and men are seen as equally good business leaders, but gender
stereotypes persist…………………………………………………………………………25

Fig 5.15 Count of Is Family an Obstacle for Female Leaders………………..…………25

xii
Fig 5.16 Count of Do Women Have an Equal Shot at Top Leadership Positions………25

Fig 5.17 Count of Native………………………………………………………………25

Fig 5.18 Count of Gender………………………………………………………………25

Fig 5.19 Count of Age………………………………………………………………….25

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