Since historical and modern theories of management are based on scientific research, findings and theorizing, I would propose a management model built around the scientific findings on the female brain and the male brain. The model would capitalize, for example, on women's exceptionally developed brain centers for communication and hearing. The model would also capitalize, for example, on men's exceptionally developed brain centers for analytical approaches to problem solving and tolerance for conflict.
Neuropsychiatrist Louann Brizendine, M.D., author of The Female Brain and The Male Brain, identifies and explains the hardwired areas of exceptionally well developed brain competencies in females and males. My perception is that the lack of influence of women's brain competencies in management and management theory is detrimental to the ethical, humanistic and profitable function of business (and government). My model of management would incorporate the strengths and competencies of each of these two brain types and map out contingency approaches that utilize and capitalize on each of these types in business situations and crises.
For instance, since a male brain tolerates conflict because of its well developed recognition of aggression, business environments that are dynamic (rapidly and frequently changing) mesh with aggression/conflict competencies. Since a female brain is well developed in communication and hearing, business situations that depend upon resolution management or vision sharing mesh with hearing the expression of problems and with communicating higher ideals and overarching objectives.
Management and leadership teams in my proposed management model would have an equal or near equal number of female brains and male brains in each; would have authority allocated horizontally without rank or hierarchy; would have a fluid structure so that sub-groups could emerge and realign as situational needs arose. This management and leadership team structure would have the advantage of key components of the underpinnings of management theory built into its functionality: motivation, intrinsic reward, career development, efficiency and effectiveness and human relations. Management and leadership teams would work through brain competency strengths to ethically and humanistically secure the outcomes and outputs needed to maximize profit.
[Dr. Yasin Olum, "Modern Management Theories and Practices." Makerere University, Uganda (2004).]