Perceptions of Male Employees Towards Female Employees in the Workplace: A Research Proposal

In this review we will discuss about stereotypical leadership and below are the summaries point:- The proposal focuses on the perceptions of male employees towards female employees and how the workplace adopts stereotypical male leadership roles. The first part of the proposal includes a literature review on topics such as social power, gender differences in leadership, and stereotypic gender roles. The second part of the proposal outlines the research design, including research questions, objectives, methodology, data collection, and analysis.

Running head: PROPOSAL
Perceptions Held by Male Employees toward Female Employees: How the Workplace Adopts
Stereotypical Male Leadership Roles
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Component 1: Literature review evidence.......................................................................................3
1.0 Introduction.......................................................................................................................3
1.2 Difference between male and female employees at work.....................................................3
1.3 French and Raven’s taxonomy of social power.....................................................................4
1.4 Social role theory of gender differences and similarities......................................................6
1.5 Gender and leadership...........................................................................................................7
1.6 Implication of social role theory on leadership.....................................................................9
1.7 Stereotypic gender roles......................................................................................................10
1.8 Literature review gap...........................................................................................................11
Conclusion.................................................................................................................................12
Component 2: Research Design Proposal......................................................................................13
2.0 Research title.......................................................................................................................13
2.1 Research questions...............................................................................................................13
2.2 Research objectives.............................................................................................................13
2.3 Background of the research proposal..................................................................................14
2.4 Research methodology.........................................................................................................14
2.4.1 Research philosophy.....................................................................................................14
2.4.2 Research approach........................................................................................................16

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2.4.3 Research design............................................................................................................17
2.4.4 Research strategy..........................................................................................................18
2.4.5 Sampling technique and size........................................................................................20
2.4.6 Data collection process.................................................................................................21
2.5 Data analysis........................................................................................................................22
2.6 Ethics, Validity and reliability.............................................................................................22
2.7 Gantt chart...........................................................................................................................24

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Component 1: Literature review evidence
1.0 Introduction
The literature review chapter is the developed with the aim of providing in-depth details and
understanding of the topic selected for the study. In this section, both the variables are identified
that provides an opportunity to conduct extensive research separately. Critical analysis is a
significant feature in this chapter that allows supporting and arguing the mentioned statements.
For this study, the perceptions held by the male employees towards the female employees at
workplace are studied that is influenced due to the persisting stereotypical male leadership roles
that is adopted and highly favored at the workplace.
1.2 Difference between male and female employees at work
The difference between the male and the female employees are in existence at workplace
for years. The society has an extremely conservative and secular mindset about the roles and
responsibilities of a women and bridging the gap is very difficult. For years, women have been
picturised in the role of a home-maker, bear children and taking care of them and doing
household chores. As mentioned by Kay, Matuszek and Munson (2015), due to societal change
and greater exposure, increased number of female employees are seen at the workplace. Women
are receiving education and are allowed the work instead of remaining confined in the home
only. However, as argued Goldin (2014), instead of the changes, things are still difficult and
different for women or female employees at workplace. Majority of the corporate offices are
male-centric and the organizational policies are developed emphasizing on them more. The
women are still not given equal rights and opportunities at workplace in spite of being equally or
more qualified than their counterparts.

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Gender differences are highly prevalent at workplace. As mentioned by Caliskan, Bryson
and Narayanan (2017), increased pay difference is noticed between the male and the female
employees at workplace. This gender biasness makes it difficult for the women to mark their
place in the corporate world. For example, in spite of being more qualified and skillful than some
men at workplace, women are still paid much less. However, as argued by Koch, D’mello and
Sackett (2015), corporate organizations are changing and ensuring that the gap between the male
and the female employees are mitigated. It can be said that the distinctive approach of men and
women towards work is the primary reason of the existing gender gap at workplace. For
example, it has been seen that men prefers considering the hierarchical approach whereas women
tends to focus on relationships more in their work. As a result, women get more emotionally
involved that is said to divert them from achieving the organizational goals and objectives.
An estimated 49% of the global labor force are women whereas men comprises of 75%
thereby, highlighting the increased gender gap at workplace. As mentioned by Benson (2014),
women find a harder time in looking for a job than men, as they are considered to be less
efficient in the corporate world compared to men. However, a woman possesses the right to
freedom to work by dignity, safety, choice and fairness and is an intrinsic human welfare. Thus,
guaranteeing women to have an equal right to employment as men is important. Bridging the
gender gap at workplace is beneficial from an economic perspective, as this allows boosting the
global economy. Reports suggest that 70% women prefer to work in paid jobs along with taking
care of families (Munsch 2016).
1.3 French and Raven’s taxonomy of social power
Both French and Raven address five sources of power that provides an opportunity for an
individual to influence others. This theory explains power as the method used by the leaders for

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influencing the subordinates irrespective of the gender. According to Westaby, Pfaff and
Redding (2014), an individual with power is said to be a leader that has expertise in specific area
that can be used for influencing other people because other people are dependent on the power.
Thus, the power of the expert is not limited to the rank and title of the male and female
employees and approves the decisions and suggestions of the leaders having significant
knowledge and expertise in a field that is more than others. The current workplace is male
dominated and considers that the male employees are more powerful socially that makes them
capable of influencing and convincing others. However, as argued by Sindic and Condor (2014),
in order to be an influential leader, it is necessary that others trusts the influencer and believing
that the leader have fair knowledge about the knowledge that is being shared. The social norm
that men are more powerful when it comes to working outside has resulted in the setback for the
female employees and is a influence of male stereotypical roles at workplace.
According to the theory of taxonomy of social power, legitimate power is also a result of
distinctive perception male employees hold towards the female employees. According to Akers
(2017), the perception is a result of the power the individual holds in terms of the organizational
title and the organizational authority. For example, the Chief Executive Officer has more power
than the clerk in an organization. Thus, the CEO has more power to influence and make a stand
compared to the clerk. However, argued by Buss (2014), the legitimate power has different base
and cultural values that affect the process of influence. For example, if the Chief Executive
Officer of an organization is male, the leadership roles and the influence is supposedly male
centric. Understanding the female perspective under such circumstance is hardly noticed, as the
male representative sitting in an authorized position in the organization fails to consider the
counterpart. Among the other cultural values, gender, intelligence and age are characteristics that

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affect the perception held by the male employees about the female employees. Accepting the
social structure also influences the perceptions held by the male employees about the female
employees but in this case the question arises whether the person accepts or rejects the social
culture of male are more efficient in the corporate world compared to women.
1.4 Social role theory of gender differences and similarities
This theory aim towards explaining gender as a social construct and the existing female
and male stereotypes tend to explain how gender works through socialization followed by
answering what has led to the existing gender stereotypes. Thus, the social theory of sex
differences and similarities makes an effort to understand the root from where male and female
stereotypical images have originated. The origin is tracked by exploring the interaction between
the social roles and gender roles. For example, some of the social roles are limited to one gender
only, such as the female chief executive officers are less compared to the male chief executive
officers. The persisting gap between the male and the female individuals and increased
influenced of male dominated society for prolonged period has resulted in male stereotypical
leadership roles at workplace. This social theory was developed 1980 for understanding the
existing difference between the male and the female employees (Chemers 2014).
According to Abrams and Killen (2014), stereotypes are defined as the inappropriate
portrayal of groups in terms of power and authority. The theory takes into consideration the
social psychology that humans have the tendency to confirm to the expectations and behave
accordingly. Thus, when the society expects something different in terms of the behavior of men
and women, the existing beliefs highlights the actual differences in the social behavior through
the process of socialization. However, as criticized by Winlow and Hall (2015), the expectations
expressed through the gender-appropriate behavior highlights that men and women have

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distinctive social roles and status in the society. In spite of the societal and technological
advancements, the society is still unable to forget the age old picture and social role for the
women. It is still hard to believe for the society that the women are not efficient enough to suit
themselves in the corporate world and are capable to performing better than the male
counterparts. The theory focuses on the historical sexual division of gender and labor hierarchy
as the principle reason of why the two genders have different social levels, status and roles to
fulfill (Haslam et al. 2014). It can be said that observing male performing male typical roles such
as providers and the females performing female specific roles such as home makers for
prolonged period has resulted in the distinctive beliefs about sexes in the society. Therefore, it
can be inferred that the evaluating the impact of social structural factors can explain the reasons
wy gender differs and stereotypical thought exists.
1.5 Gender and leadership
Increased competition has been noticed in the business environment that has resulted in
the necessity of gaining competitive advantage for surviving the tough and fierce market. As a
result, it is important for the business organizations to capitalize on the strengths of all the
members within the organization for remaining highly competitive. According to Ho et al.
(2015), the leaders of the business organizations must ensure that the strengths of all the
employees are used equally for organizational benefit. It has been seen that the business
organizations headed by a female leader has manifested better organizational values. As opined
by Paustian-Underdahl, Walker and Woehr (2014), having representatives from both the genders
of the business at the top management of the business organizations helps in ensuring a balanced
ratio thereby, improving the value of the organization.

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However, as argued by Girod et al. (2016), the aforementioned relationship needs to be
implemented cautiously, as presence of representatives of both genders does not certain
improved organizational value. An estimated 49% of the global labor force are women whereas
men comprises of 75% thereby, highlighting the increased gender gap at workplace. Countries
need to practice and support gender equality at workplace, as this helps in boosting the economy
of the country. For example, 47% of the women in Norway are employed out of which 36%
work as a leader ad 20% as top leaders thereby, signifying that Norway is a country facilitating
gender equality at workplace. However, some division of the leadership position still highlights
gender inequality.
According to Bolman and Deal (2017), it has been seen that the male and the female
employees do not have equal opportunities when it comes to their contribution towards
leadership roles. It can be seen that the female leaders can fall as victims of the existing
incongruity between the male and the female leadership roles. As a result, the females at the
workplace are perceived less positively when it comes to assigning leadership roles and
positions. As a result, analyzing the leadership behavior is less preferred when a female is a
leader. The prejudice and discrimination that forces a women to reach professional height and
leadership positions are often described as the idea of “glass ceiling.” However, as argued by
Dunn, Gerlach and Hyle (2014), it is the culture and time that has generated multiple roles
related to gender, family and work that has created the gap between the male and the female
workers. Irrespective of the leadership behavior both the male and the female leaders seem to be
less stereotypical.

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1.6 Implication of social role theory on leadership
According to the social theory on leadership mentioned in the previous section, it can be
said that the social theory infers that less number of women are present in the senior
management. As mentioned by Ferreira and Gyourko (2014), violating the stereotypical
expectation are often considered to be unfavorable because the individuals are casual to select
the occupation that fail to conform to the agentic and communal roles. This finding thereby,
explains the gender gap or separation of the labor market in the corporate world. As a result, a
woman with adequate qualities of being a manager such as confidence and competence are not
accepted or considered in a male dominated workplace. However, a woman is allowed to
perform well and excel in a female dominated occupation, such as nursing because the
occupation is associated with females and in this case a female is allowed to perform better than
male counterparts (Schuh et al. 2014). Therefore, the idea of female self-concept provides an
opportunity for women to highlights more subordinate roles and behaviors for confirming their
perceived hierarchical gender-status. As a result, potential limitations are arises for females in
the workplace.
As mentioned by Newman (2014), the females are still considered unfit and not as
efficient as males in the workplace due to the stereotypical thought process that still exist. It is
seen that women have to manage both house and work simultaneously. This ignites the thought
that women may not be able to give their best, due to their divided concentration for managing
both the lives. The roles and responsibilities of a woman in a society has influenced and
strengthened the stereotypical thought and gender biasness in the work culture.
However, as opined by Hall (2014), the fact that women are physically less fit than men
also flourishes the stereotypical thought existing in the corporate culture. It is seen that men are

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physically fit due to which they are considered suitable in the corporate world, as physical fitness
is linked with work efficiency, better determination and increased ability to handle pressure
thereby, achieving organizational success. As women are less fit physically then men, it is linked
with the stereotypical perception that men hold against women being unfit for the corporate
place. However, as argued by Reuben, Wiswall and Zafar (2017), women are not lagging behind
compared to men in any circumstances, even physically. Women are giving their mind and soul
to their roles and responsibilities and are getting highly successfully at workplace compared to
men.
1.7 Stereotypic gender roles
Two distinctive gender roles have emerged based on their socially identified sexual
orientation. The society has stereotypical gender roles for men and women due to the age old
though process that is still continuing. The stereotypical gender roles are encountered in
occupational as well as family settings. As mentioned by Doka and Martin (2014), the
dominating behavior of a women is a result of the societal requirement that has led to the
stereotypical female perceptions. As a result, when the women highlight domestic and communal
behaviors for fulfilling their social roles satisfactorily, it is considered under female job roles.
Similar concept is applicable for men, fulfilling specific roles for prolonged period in the society
has resulted in development of stereotypical gender roles in the society. The above-mentioned
social role theory criticizes that existing stereotypical gender roles control the behavior in two
distinctive ways. The expectation forming the gender roles describes how men and women
should ideally behave and the behavior of the men and women simultaneously. The idea is
derived by referring to descriptive and injuctive norms signifying that expectation is derived
from observations indicating what are done and what should be done (Lindsey 2015). The

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influence on others is an important part in understanding the power of descriptive norms. For
example, if a woman sees another woman behave in a particular way in a situation, she is likely
to behave in the same way. In this case, the behavior of a man and a woman in a particular
situation situation is different due to difference in perspectives and societal roles.
Over the years, the corporate culture and environment has seen many changes in terms of
men and women. Previously, working women in the society was a taboo and that women were
only considered as individuals suitable for staying at home and doing household chores. It took
fair amount of time for breaking the social taboo and for women to come out and make a place in
the corporate world. According to Croft et al. (2014), with the changes over the year, women has
made a place in the corporate world. Women has been successful in showing their efficiency and
capability at workplace and has gained more popularity and success compared to men. However,
as argued by Haines, Deaux and Lofaro (2016), instead of proving the ability in the corporate
world, the image of maintaining house and being there still exists. It is due to the existence of
these stereotypical thoughts women are not given equal opportunities as men in the workplace in
terms of organizational position, designation, roles and responsibilities. Additionally, the male
dominated work culture also restricts the opportunity for women to flourish, as they are not give
equal opportunities as men are given.
1.8 Literature review gap
Theories used in this chapter for understanding the stereotypical male leadership roles
hold certain limitations. Under all situations, the behaviors of the entire male and the female
employees are not controlled by stereotypes. It has been seen that the managers applying the
stereotypical image during the recruitment process have the ability to accommodate their
stereotypical images. As a result, the managers are unlikely to perceive men as more competent

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leaders. The male managers tend to judge the female candidates from their point of view due to
the stereotypical male leadership roles.
In addition to, influencing the gender roles is minimizing when male and female
candidates are compared those have similar occupational roles. The limitations related to the
social functions such as management positions, problem solving attitudes limit the power of
gender. For example, a male nurse needs to behave according to the job roles and responsibilities
of the occupation but not his gender.
Conclusion
Thus, in this chapter, it can be inferred that the difference between male and female
employees are still in existence in spite of the societal and technological changes. The corporate
culture tends to believe that the male employees have higher level of perception about quality
and are more skilled compared to women. This believes ahs imbibed and rooted in the minds of
the people because women has always been picturised as a household model thereby, questioning
their ability to handle and adjust the corporate world. Due to this thought process, the women are
not provided equal chances of show their ability, paid less and even find hard finding
employment in spite of being highly qualified.

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Component 2: Research Design Proposal
2.0 Research title
The title of the research is perceptions held by male employees toward female Employees
and analyzing how the workplace adopts stereotypical male leadership roles.
2.1 Research questions
The questions of the research are:
 What do you mean by the stereotypical male leadership roles?
 What are the perceptions held by male employees towards female employees?
 What are the issues due to the existing stereotypical male leadership roles at workplace?
 What are the suitable recommendations for mitigating the changing the perceptions held
by male employees towards female employees?
2.2 Research objectives
The objectives of the research are:
 To understand the stereotypical male leadership roles
 To critically analyze the perception held by male employees towards female employees
 To investigate the issues due to the existing stereotypical male leadership roles at
workplace
 To provide suitable recommendations for mitigating the changing the perceptions held by
male employees towards female employees

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2.3 Background of the research proposal
Having a well-structured and well-developed research methodology is necessary and
appropriate for developing a conclusive and authentic study that achieves the research aim and
objectives successfully. While selecting the particular research methodological tools, one needs
to be careful and judge the suitability critically by referring it to the research topic.
For this research, positivism philosophy, deductive approach, descriptive design and
survey research strategy has been used. As the topic includes both male and female employees of
the workplace, 100 employees, both male and female were selected by using simple random
probability sampling technique for the data collection process. As a result, primary data
collection technique is used, as this allowed collecting recent and updated data from the present
male and female employees that would offer better and in-depth understanding about perceptions
held by male employees toward female employees and analyzing how the workplace adopts
stereotypical male leadership roles. The primary data collected is further analyzed by using
quantitative data analysis technique by using co-relation and regression technique with the help
of SPSS software.
2.4 Research methodology
2.4.1 Research philosophy
Research philosophy is defined as the procedure that influences data gathering and
evaluation for carrying on a study. The implementation of appropriate research philosophy helps
in authentic data gathering that helps in generating accurate results. Research philosophy mostly
deals with the source, nature and the development of knowledge. The most commonly preferred
research philosophies are positivism, pragmatism and interpretivism (Mackey and Gass 2015).

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According to Silverman (2016), the application of positivism philosophy revolves around
using factual knowledge in terms of the topic. Based on the factual knowledge, quantifiable
observations are being made that helps in using statistical analysis. Additionally, the data
gathered using positivism philosophy is detailed and trustworthy thereby, influencing research
outcome successfully. On the other hand, socially constructed data is collected in the case of
interpretivism philosophy. As a result, different perspectives existing in the society is collected
and analyzed in terms of the research topic. Investigation using this method is conducted for
maintaining the quality (Taylor, Bogdan and DeVault 2015). Pragmatism philosophy reflects the
dual characteristics of positivism and interpretivism philosophy thereby, making the philosophy
complex in nature.
Proposing reasons for applying positivism philosophy
Considering the information mentioned in the above-section, it can be said that
positivism philosophy is the best-suited philosophy for this study. This is because positivism
philosophy offers provision for gathering authentic information regarding the perceptions held
by male employees toward female employees and analyzing how the workplace adopts
stereotypical male leadership roles (Flick 2015). The highly structured feature of positivism
philosophy provides an opportunity to conduct a statistical approach for obtaining the data. The
use of positivism philosophy also helps in using logic for interpreting the collected data thereby,
finding the current perceptions male employees hold against the female employees at workplace.
As a result, this helps in understanding the existing stereotypical thought process about male and
female employees in the workplace. Using statistical data analysis allows ensuring data
reliability and validity thereby, enriching the quality of the study (Vaioleti 2016).

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2.4.2 Research approach
Appropriate use and selection of research approach allows collecting sufficient
information about the topic. However, the topic of the study plays a significant role is selecting
the research approach that is used for a specific study. The most commonly used research
approaches are inductive and deductive (Bresler and Stake 2017).
The inductive approach is defined as the approach that facilitates inducing new theories
and models. As a result, inductive approach highlights generating and developing new theories
and models based on the observations made in respect to the topic selected for the study.
Generally, known premises are used for inductive approach, as this influences building
innovative models and theories. Chances of error are prevalent for inductive approach, as
incorrect observations can result in developing incorrect theories and models (Alvesson and
Skoldberg 2017).
On the other hand, deductive approach signifies deducing information from the existing
theories and models. In this case, observations are made by referring to the already existing
theories and models based on the study topic. As a result, collecting information becomes easy
and accurate information can be collected. It helps in generating tested conclusions, as the
theories and models it is referred to are tested and proven (Smith 2015).
Proposing reasons for applying deductive approach
Considering the information mentioned in the above-section, it can be said that deductive
approach is the best-suited philosophy for this study. Deductive approach is suitable because
positivism philosophy has been selected for this study. As the name suggests, deductive
approach provides an opportunity to collect relevant and accurate data about perceptions held by

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male employees toward female employees. The study has been able to use leadership theories
that helped in analyzing the stereotypical male leadership roles in the workplace (Quinlan et al.
2019). As a result, general information about perception and leadership can be transferred to
specific information by relating it with the perception held by male employees about female
employees at workplace. Thus, the tested conclusion generated at the end of the study improves
the quality of the entire research outcome. Additionally, forming new theories and models is
time-consuming and not cost-effective that makes the selection and implementation of deductive
approach even more suitable (Ledford and Gast 2018).
2.4.3 Research design
The research design is said to be the set of methods and procedures that is applied for
gathering and evaluating the measures of single research variables selected for the study.
Completion of a research study successfully is largely dependent on developing an appropriate
understanding for the study, as this helps in identifying the variables of the study successfully.
Thus, it can be inferred that applying appropriate research design helps in proper understanding
of the topic (Bauer 2014). Three types of research designs that are mostly preferred are
explanatory, exploratory and descriptive research designs.
The name, exploratory research design itself indicates exploring. In the case of this
research study, exploratory research design indicates exploring the issues in the study. Exploring
the issues in the selected study helps in identifying the problem in the study that needs to be
investigated. Based on the identified problem, the research aim and objectives are developed and
analyzed (Dang and Pheng 2015). On the other hand, as the name indicates, explanatory research
design means explaining the reasons behind the issues. Explaining the reasons behind the issues
helps to know the logic that lead to the emergence of the issues. As a result, the relationship

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between the variables can be identified followed by analyzing whether ne variable has an impact
on the other that has lead to the emergence of the issue. Therefore, it is easy to find the cause and
effect of the meaning of the entire study (Choy 2014). However, descriptive research design
reflects the characteristics of both exploratory and explanatory research design thereby, allowing
identifying the issues as well as finding the reason behind the issues.
Proposing reasons for applying descriptive design
Considering the information mentioned in the previous section, it can be indicated that
descriptive research design is the best suited for this study. Preferring descriptive research design
has helped in getting an actual explanation of the selected topic thereby, assessing the variables
of the research effectively. The descriptive research intends to find the issues at the workplace
due to the existing stereotypical male leadership roles. Additionally, descriptive research design
provides an opportunity for findings the reasons behind the existing and prevalent difference in
perception between the male and the female employees at workplace (Walliman 2017).
As a result of exploring and explaining the issues and the reasons behind the issues, the
study aim towards assessing the relationship between the stereotypical male leadership roles and
how that has led to the distinctive perceptions male employees held against the female
employees at workplace. Assessing the relationship provides an opportunity to mitigate the
loopholes in the stereotypical male leadership roles that intends to change the perceptions held
by male employees towards female employees at workplace (Reynolds et al. 2014).
2.4.4 Research strategy
The research strategy is aid to be the action plan that is used for gathering relevant and
adequate data for completing the research work successfully. The most preferred used research

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strategies are survey, case study, action research and interview (Jamshed 2014). Both interview
and survey research strategies are mostly used while primary data collection method is used.
Application of interview and survey research strategy provides an opportunity to collect data
from a specific population in relation to the topic. The researcher selects the participants either
randomly or by selecting specifically for considering the current mindset of the individuals by
using questionnaires (Weber 2017).
On the other hand, case study research strategy allows referring to already existing past
literatures and researches that are conducted in the same field. The information can be used to
either support or argue own findings thereby, ensuring data reliability and validity. However,
action research strategy allows predicting the future occurrences of the phenomenon (McCusker
and Gunaydin 2015).
Proposing reasons for applying survey research strategy
Considering the information provided in the previous section, it can be inferred that
survey research strategy is the best-suited. Today’s workplace is a diversified place that has both
male and female employees. The use of survey research strategy is appropriate for the study, as
this allows collecting data from a large population. Survey research strategy provides an
opportunity for both the male and the female employees to be a part of the data collection
process. As the male and the female employees are currently working, they are able to provide a
better understanding of the existing male perspectives about the female employees. Both the
male and female employees are able to share their viewpoints that could help in finding the
reason of the stereotypical male leadership roles that still exist in today’s workplace (Wiek and
Lang 2016).

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2.4.5 Sampling technique and size
Selecting appropriate sampling technique is necessary, as this helps in improving the
quality of the research because the selected samples are the only source of collecting authentic
and accurate data. Probability and non-probability sampling techniques are the two only
sampling techniques that are widely used while carrying out a research. However, both the
sampling techniques are further categorized into different types that are used based on the
selected topic (Rani, Yadav and Jain 2016).
From the name probability sampling technique, it can be said that random selection of the
samples from a specific population is defined as probability sampling technique. As a result, all
the samples in the selected population have equal chances to share their views and opinions
about the topic. However, as argued non-probability sampling technique does not provide equal
chances for all the samples to share their views and opinions. In this case, the researches select
the samples by judging their suitability and communicate personally and gather enriched data
(Riedl, Davis and Hevner 2014).
Proposing reasons for applying random probability sampling technique
Considering the information provided in the previous section, it can be inferred that
simple random probability sampling technique is the best suited. Applying the selected sampling
technique allowed selecting 100 employees as the sample size that have both male and female
employees and has worked under the stereotypical male leadership roles. As a result, this would
help to find out the perceptions male employees have about the female employees. All the
employees, both males and females have equal chances to take part in the survey and share their
views and opinions about the perceptions held by male employees toward female employees and

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analyzing how the workplace adopts stereotypical male leadership roles (Mukhopadhyay and
Gupta 2014).
2.4.6 Data collection process
Data collection technique is said to be the most important step of the research
methodology, as this process is associated with the collection of both primary as well as
secondary information in respect to the topic. Appropriate data collection process helps in
including quality and enriched data about the selected study topic. Primary and secondary data
collection processes are the only two processes that are used for collecting relevant and authentic
data (Isaacs 2014).
According to the name, secondary data collection process signifies collecting data from
different secondary sources that contains information relevant to the topic. The different
secondary sources include books, journals, articles, online newspapers, official websites and
other internet facilities. However, identifying and selecting authentic secondary resources is
important for maintaining the quality of the data. On the other hand, primary data collection
process focuses on collecting data from primary sources such as human participants and
respondents those have a fair bit of idea of the selected research topic and have the ability to
share their views and opinions that are worth counting. Primary data collection process allows
collecting recent and updated information in respect to the research topic (Brannen 2017).
Proposing reasons for applying primary data collection process
Considering the information provided in the previous section, it can be inferred that
primary data collection process is the best suited. Primary data collection process is justified for
this study because of the present employees in the workplace. Previously, the workplace was

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completely male concentrated with very few or no female employees. As a result, the workplace
had rules and policies by keeping in mind the needs and requirements of the male employees
only (Dumay and Cai 2015). However, with the change of time, the workplace is encountering
changes and female employees are increasing continuously but the stereotypical male leadership
roles are still in existence thereby, resulting in varied perceptions among the male employees
about the female employees. Thus, applying primary data collection offers provision of knowing
the opinions and viewpoints of both male and female employees that would help in knowing the
perceptions held by male employees toward female employees followed by analyzing how the
workplace adopts stereotypical male leadership roles till date (Munn et al. 2014).
2.5 Data analysis
Analyzing the collected data by using appropriate methods is absolutely crucial, as this
helps in interpreting the data authentically and accurately. The two most widely used data
analysis technique qualitative and quantitative data analysis techniques. According to (Ustun and
Eryilmaz 2014), quantitative data analysis technique focuses on the numbers and categories the
number of employees that have agreed and disagreed to the questions asked in the survey
questionnaire. However, on the other hand, qualitative data analysis focuses on the quality and
analyzes the data. In this case, the researcher, considers the views and opinions shared the
participants and interpreting the opinions in detail by referring and supporting own findings with
past researches (Baltes, Reese and Nesselroade 2014).
2.6 Ethics, Validity and reliability
Completing a research ethically is necessary, as this ensures data validity and reliability
along with maintaining the quality of the study. A series of research ethics is there that needs to

23PROPOSAL
be followed strictly in order to complete the study successfully. The significant research ethics
are listed below.
 The primary and the most important research ethics is data confidentiality. According to
the ethics of data confidentiality, the identity of the participants and the information
shared by them should be kept confidential. The identity and the response shared by them
should not be disclosed without the consent of the individuals. This ethics is of utmost
significance, as this prevents biasness and conflicts thereby, enriching the quality of the
work (Fontana and Prokos 2016).
 Being a part of the research and the data collection process willingly is another
significant research ethics. Forcing any individual to be a part of the data collection
process is completely unethical. The researcher has to make sure that the respondents
need to share their viewpoints willingly and forcefully. One of the best ways of ensuring
willing participation is making them sign the consent form before the data collection
process (Haahr, Norlyk and Hall 2014).
 Harming any species, be it humans, animals, plants, insects and the surrounding
environment is against the research ethics. The studies are conducted with the aim of
benefitting the environment hence; damaging and harming them are completely unethical
(Bugos et al. 2014).
 Developing a conclusive and authentic study is possible only when the data used for the
study is collected from authentic sources. Thus, it is inferred that collecting data from
authentic sources is mandatory and a significant research ethics (Mealer and Jones 2014).
 Using the collected data and information only for academic purposes is a important
research ethics. This is because the ability to access information is given to enrich the

24PROPOSAL
academic quality thereby, prohibiting the use of the collected data for commercial uses
(Van Berkel et al. 2014).
 Data manipulation is another significant research ethics that needs to be followed strictly.
The researcher is bound to present the data collected in its original form and supporting
own findings with relevant information. Manipulating the data is prohibited as this result
in compromised research quality (Chung, Demiris and Thompson 2016).
Ensuring data validity and reliability for the research is crucial so that the study can be used
in the future as well as beneficial for the society. For this study, research validity is confirmed by
using the entire employee population, both males and females in the workplace. As a result, this
will provide an opportunity for restrict generalized comments regarding perceptions held by male
employees toward female employees and analyzing how the workplace adopts stereotypical male
leadership roles. Additionally, using the entire employee population will help in knowing the
current though process the male employees have about the female employees thereby, suggesting
ways of changing the existing perception. Reliability of the study can be ensured, as the chosen
research methodologies are appropriate that helped in stopping biasness and minimizing the
errors (Pearson, Albon and Hubball 2015).
2.7 Gantt chart
For ensuring validity and reliability of the study, one year said to be the proposed time.
Having adequate time is significant, as this provides an opportunity to evaluate the perceptions
held by the male employees towards the female employees. On the other hand, a year is said to
be suitable because time is required for taking consent from the University and the business
organization selected and from the individuals participating in the data collection process.

25PROPOSAL
Timeline
Task Name Duration Start Finish
Project Research
proposal
365 days Fri
1/18/19
Thu
6/11/20
Selection of the
Research Topic
2 days Fri
1/18/19
Mon
1/21/19
Sending it to the
professor for
approval
1 day Tue
1/22/19
Tue
1/22/19
Approval of the
research topic
5 days Wed
1/23/19
Tue
1/29/19
Gathering a good
idea of the topic
40 days Wed
1/23/19
Tue
3/19/19
Reviewing of the
topic
60 days Wed
3/20/19
Tue
6/11/19
Assembling the first
draft
40 days Wed
6/12/19
Tue 8/6/19
Submission of the
first draft
1 day Wed
8/7/19
Wed
8/7/19
Approval of the
first draft
10 days Thu
8/8/19
Wed
8/21/19
Selection of the
research Process
5 days Thu
8/22/19
Wed
8/28/19
Marking out the 40 days Thu Wed

26PROPOSAL
research participants 8/29/19 10/23/19
Performing the
Primary Research
40 days Thu
10/24/19
Wed
12/18/19
Analysis of the data
obtained from the
primary research
50 days Thu
12/19/19
Wed
2/26/20
Thorough research
to discuss the data
50 days Thu
2/27/20
Wed
5/6/20
Assembling the
final research copy
25 days Thu
5/7/20
Wed
6/10/20
Submission of the
final research
1 day Thu
6/11/20
Thu
6/11/20
Table 1: Timeline

27PROPOSAL
Gantt chart
Figure 1: Gantt chart

28PROPOSAL
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