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Contents
Introduction 3
Aims and Objectives 4
Research Questions 5
Literature review 5
Methodology 6
Data Collection 7
Data Analysis 7
Justification 8
Reliability 8
Validity 8
Credibility 8
Scope 9
Originality 9
Expected Outcomes 9
Timing Mileposts of the Proposed Research 10
References 11

A review of how stereotypical male leadership strategies impact the female workforce

Introduction
Over a period of time, both male and female have been assigned to their social roles and responsibilities. Women mostly are adhered to be responsible for the domestic sector since they have the ability of reproduction; however, the males are mostly playing their part as protectors and the head of the family and are responsible for the tasks outside the home or involvement in the business and politics. With the passage of time, these responsibilities have been interchanged. Although most of the women have been entering the world of business, trade and marketing, the number of males in the workplace is still significantly more than women. In other words, despite having the gender equalities at workplaces, it has been observed that hierarchies have remained male-dominated generally.
The threat of stereotype at any workplace referred to as a confirmed risk, which might be true with respect to a certain negative stereotype perception for a particular community. Women working at any organization or being involved in any leadership activity contributes to its betterment by providing a dynamic and an effective style to lead the whole team or overall organization. The particular focus of the new researches in this domain must highlight the strategies which enable women to counterstereotype the men’s leadership approaches and the ones who will get successful accomplishments against the men leadership strategies, will be a remarkable source to disapprove the stereotype. Besides the men-women interaction, women-women interrelationship in terms of behaviours, culture and leadership is also highly significant to determine the basic factors which are likely to be involved to analyze the proposed hypothesis. Another underlying factor is that most of the women are unlikely to be appreciated and encouraged towards the leadership based senior positions or it can be said that they do not have such level of willingness as similar to it persists in the men. Consequently, based on the nature of both male and female, the researchers have concluded that women pretend to be relatively communal or egalitarian, in contrast, men supposed to agentic and hierarchical (Rudman & Glick, 2001; Mast, 2002). Various research paradigm has proved that women have been disadvantaged within all the roles of leadership including business, political or either labour workforce, gender stereotype has always discouraged their development. Although, research showed that most of the females who assigned to post of manager or other senior positions are more likely to have negative attitudes as compared to males (Heilman et al.,1995).
United Nations have set 17 goals for sustainable development in 2015 which are referred to as United Nations Sustainable Development Goals (UN SDGs), which are to be to be achieved till 2030, whose goal 5 address the issue of gender equality at the global level. Therefore, the proposed research needs to be investigated to achieve the milestone and a positive progress towards gender equality at workplace and organizations as well as to minimize the negative impacts which could contribute to the career development and enhancement of the female staff.

Aims and Objectives
Firstly, the aims and objectives of the proposed research are to evaluate the current situation of the workplace environment in terms of leadership strategies applied by men and the impact of stereotypical perception and stereotype threat effect of male towards the career development of women. This proposed study will examine the negative outcomes and consequences resulting in the leadership domain. Secondly, the proposed research will explore the dimensions of the mitigation measures which can be adopted at the workplace by the management in order to minimize these negative impacts of stereotypical perception for women leadership. This research will also be a way forward for the innovative opportunities for women at the workplace by providing a comprehensive picture of an ideal environment at any organization. Aims of the study are the following:
 To review the related case studies and to present a comprehensive picture
 To analyze the data in qualitative as well as the quantitative manner
 To find out the underlying non-identified causes that how stereotypical male leadership strategies impact the female workforce
 To observe the behaviour of women toward male leadership strategies
 To establish a specific boundary line for the stereotypical threat effects
 To contribute to a new area of knowledge

Research Questions
A thorough review of the literature concluded that there are several perceptions regarding the proposed study. Scholars have concluded their researches in a number of different ways by applying various methodologies and techniques. The proposed research will be a centre towards the quantitative and qualitative analysis based on some hypothetical questions as mentioned below:
 How stereotypical male leadership strategies impact the female workforce?
 What are the factors that act as a hindrance to weaken the female workforce (e.g. harassment, violence, etc.)?
 How these negative impacts can be mitigated or minimized?
 How women behave in response to male leadership strategies?
 How women should cope up with the male-dominated environment at the workplace?
 What are the possibilities to maintain gender equality at the workplace?
 What percentage of women is being involved in senior positions/leadership as compared to men?

Literature review
Various researches have been conducted previously on the basis of stereotypical perceptions associated with the male leadership, and somehow, its association with the female workforce has been evaluated and analyzed with different underlying reasons and conclusions. Schmidt and Moller (2007) analyzed the behavioural and stereotypical attitudes and perceptions and their expected outcomes associated with the men at the workplace who are places on higher or senior positions. This research answered the question that what are the underlying barriers for women to access senior management. Recent research showed individual theories of discrimination and concluded their results by assuming that stereotypic environment and bias is the major hindrance for the women to work in the organizations (Bergeron et al., 2006). This research examined the stereotypes and their negative impact on the career growth of women and how it undermines the working ability of the women’s performance in actual. Similarly, Latu and Schmid (2015) have discussed how the gender-based stereotypes act as a barrier for women at the workplace as well as in leadership roles. They also analyzed that what are the mitigation measures and effective strategies to minimize the adverse impacts of gender stereotypes. Hippel et al., (2011) investigated the three consequences by conducting three studies in the research and concluded that stereotype is the major threat for the career advancement of females as it is associated with feelings and the conflicts which are likely to decrease the woman’s identity as a female employee. Heilman (2011) concluded gender stereotypes and its expectations about women and their behaviour can decrease their performance value for being a competent employee. Davies et al., (2005) explored the stereotype threat vulnerability which persuades women and backlashes them in leadership roles. This study confirmed that stereotype threat is responsible to undermine the aspirations of women at workplace and recommended that an identity safe environment at working organizations can help to mediate the negative effects of stereotype perceptions and its threats.
According to the report of Inter-Parliamentary Report, only 21.8% of women are members of parliament from whole across the world (Inter-Parliamentary Report 2014). Currently, the percentage share of women quota in the labour division at workplace comprises 47.3% in the United States. In contrast, senior positions in which the women are playing their roles is only 5.2% or below (Latu and Schmid 2015).

Methodology
This portion of the proposed research will describe that how the research will be conducted and which steps are to be followed simultaneously throughout the time period for the research to be done.
This proposed review-based study will examine that how stereotypical male leadership strategies impact the female workforce by conducting quantitative as well as qualitative analysis. This study will encounter the review of the related studies conducted qualitative and quantitative analysis in the recent past and in a few decades ago to compare a time series difference in the past and future perceptions.
Based on the objectives of this section of the proposed idea it is clear that the findings and conclusion of the study are critically based on the methodology of the research and its methods, data analysis, result interpretation, finding conclusions and suggesting recommendations for the betterment in the area of the domain of the study. The comprehensive methodology will help the policymakers and the private and governmental sectors to taken out the beneficial and required information from the findings and conclusions of a spectacular research.

Data Collection
This step of the proposed research involves the collection of data of two types: primary data and secondary data. A comprehensive and reliable method of data collection should be adopted to get appropriate, valid and true results. Since it is a review-based research, it involves both the direct data collection by performing the practical research or by means of interviews, survey and questionnaires and audiovisual or multimedia-based approach(Davies et al., 2005; Bergeron et al., 2006; Schmidt and Møller, 2007; Hippel et al., 2011;Heilman 2011; Latu and Schmid 2015), or either it involves the collection of data by means of secondary sources including the previously conducted research articles, reports and other websites, governmental reports including published and unpublished reports. The proposed research is basically a perception or hypothesis-based research; therefore, quantitative and qualitative both methods are appropriate to proceed with this research. This research can be done in more appropriate manner since it includes the questions based on the human perception and it aims to analyze the stereotype-based impacts of male leadership on women workforce, the factors involved in this domain with evidence, their mitigation strategies, the women’s response and their cope up mechanism, and finally, to find out the possible outcomes of the study in terms of a safer environment at workplace for women where they are encouraged to efficiently perform their responsibilities and can contribute positively towards the betterment of the organization as well as to their career advancement.

Data Analysis
Once the data collection will be done, the next phase of the proposed research study is to analyse the collected data based on the nature of the collected data. For primary data, which would be collected by means of conducting own research as done by Davies et al., (2005), Bergeron et al., (2006), Schmidt and Møller (2007), Hippel et al, (2011), Heilman (2011), Latu and Schmid (2015); is supposed to be analyzed by applying appropriate methods of data analysis including Analysis of Variance (ANOVA) (Davies et al., 2005). For secondary data, which has been collected by means of already published or unpublished research materials, private and governmental reports and newspaper, will be analyzed by the implementation of content analysis methods and comparison of the timeline series of the research problem. The chronological order of data analysis which has gained by the process of secondary data collection is crucial to be used for the trend analysis of the proposed study. Historical perspectives of the highlighted problem and it’s related or associated issues will be presented in a comprehensive way by conducting the trend analysis.

Justification
To highlight the role of women in the workplace in terms of gender equality-based perception in the current era, such studies must be getting keen attention and encouragement towards the area and field of research. This proposed study will encompass the United Nations Sustainable Development Goals (UN SDGs) and falls under the category of Goal # 5. These goals have been set by the United Nations in 2015 and there is an objective that these goals are to be achieved by 2030. Unfortunately, since now, the world has left with only 12 years to reach out toward these goals. Therefore, the proposed study has been justified by concluding that the methodologies, data analysis techniques and the result interpretation procedures adopted in this study will prove to be a significant source of contribution towards the area of gender equality.
Following are some basic principles for the justification of the proposed research, associated with the authenticity of the idea to be implemented to conduct the research in an effective and efficient manner. These are:

Reliability
The reliability of the proposed research lies behind the evidence that the methods adopted for the data collection, analysis of data, result interpretation are based on the approved, published and related case studies. In the line of the researches previously conducted, the proposed research will be a key source whose results can be further investigated, applied…