IndexIntroductionGender ManagementConclusionIntroductionManagement is typically gender biased in many aspects (Broadbridge & Hearn, 2008). In recent history, many criticisms and voices have been raised regarding gender aspects across the world, including Sri Lanka. Women face innumerable challenges while reaching the leadership sector and management sector. This was a more serious problem in the past than in the present (Christiansen, LoneLin et al., 2016). Asia, European region and other regions facing gender-related issues. There are millions of women in the workforce around the world. among these millions, only a few women hold higher managerial positions (Christiansen, LoneLin et al., 2016). Gender diversity improves the level of the company in relation to the financial situation. Researchers around the world have found that gender diversity of management positions generates innovative ideas and different strategies to lead the company in different perspectives (Christiansen, LoneLin et al., 2016). Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Around the world, most companies are reluctant to hire women in senior management positions. There is a negative perception towards women's employment and work ability. Most people believe that managerial characteristics are more associated with men than women (Balgiu, 2013). As a result, most women miss out on job opportunities in managerial fields due to the tradition that people's way of thinking. The worst case scenario is that people tend to judge women without doing any examination and making decisions through traditional mindset. Whether employed or not, both men and women have negative attitudes towards women as managers (Balgiu, 2013). There are many women with a lot of potential and capabilities. Studies have found that there has been an increase in the percentage of women in mid-level and mid-level management positions around the world over the past two decades. Women at the highest corporate levels are still rare. Arising largely from the activities of the women's movement, political system policies, and corporate equal opportunities initiatives (Bombuwela & De Alwis, 2013). These kind of situations can be seen in the Sri Lankan context. Over time, access to education for men and women was equalized. As a result, both male and female population are well educated and competition between genders towards job opportunities also increases. In the previous society most of the job opportunities were geared towards men. The reason for this was that the ancients defined the roles of different sexes. In that case they thought that men are the workers of the society and women should play the role of mothers in the society. Women are the factor that holds the family together in the social context. With the passage of time different political eras have brought changes to Sri Lankan society. Especially the development of the educational sector has created a boom for the society. Education, which until then was limited to a single sector, was then opened up to the entire society. As a result, perceptions towards women's work and social norms have changed. With the social changes that the traditional framework has destroyed, women play important roles in society, including social, cultural and economic responsibilities. For this reason, over time, a very large job market will be created for women's occupations.Millions of women work in the workforce around the world (McGinn & Oh, 2017). With this he reorganized society according to the responsibilities of women. According to data from the International Labor Organization, these changes are evident around the world (McGinn & Oh, 2017). Even though women's engagement in the workforce is high in society, inequality exists with respect to job hiring. There is still a disparity whereby women reach higher managerial positions than men. In Sri Lanka most private companies also hire male labor for their positions. But the interesting thing is that, according to statistical data from the Ministry of Higher Education and the University Grants Commission, more than half of students at public universities are girls. Therefore there should be reasons to cause disparity between different job positions. This is mostly seen as a problem in higher management positions in most companies. Therefore it is necessary to study the different causes of this problem and the effect of gender on the management sector in Sri Lanka. Therefore this paper will provide the effect of gender in the management sector in Sri Lanka and the causal factors for it. Gender “One of the two sexes (male and female), especially when considered with reference to social and cultural differences rather than biological ones. The term is also used more broadly to denote a range of identities that do not correspond to established ideas of male and female.” (Oxford definition)According to this definition, gender is a social and cultural concept rather than a biological concept. Gender represents the sexual roles in the particular society. Depending on the socio-cultural context, sexual roles are different for men and women. Management“Management is the organization and coordination of a company's activities in order to achieve defined objectives”. Manager is a person responsible for controlling and admiring a group of people and resources in a particular institution. Managers have five key functions. These are planning, organizing, staffing, directing and controlling. Managers must plan or narrow objectives from their broadest to their most complex form. Managers should have the ability to organize and create structure for long-term tasks, short-term tasks and communication. According to this, management can do it anyone who has the ability to do it. From the management definitions it is reflected that any gender holds a managerial position if it possesses adequate management qualities. But the problem is that there is still a gender effect in the management sector. Women represent more than half of Sri Lanka's population. But the labor force participation rate is lower than that of men (Bombuwela & De Alwis, 2013). The latest data from the Sri Lanka Labor Force Survey Annual Report (2016) reflects the statistics in this regard. Most surveys reveal that the majority of the female population has barriers to entry into the workforce due to housework. Even though women represent the largest percentage in the country, the labor force participation rate decreases due to the country's traditions and socio-cultural situation. These constraints apply to higher management positions as well as workforce participation. An additional labor force survey shows the employed population in relation to employment. Here it is clearly seen that a lower percentage of the female population is engaged in higher managerial positions in Sri Lanka. The data above reflects the current situationSri Lanka's situation regarding the employability of women in senior management positions. The hotel management sector is another sector characterized by gender bias in Sri Lanka. Most men are involved in higher managerial positions in managing the hotel industry in Sri Lanka. According to data from the World Travel & Tourism Council, women hold less than 40% of all managerial positions, less than 20% of general management roles, and between 5-8% of executive positions (Silva, 2017). Research reveals constraints that constitute barriers to women's entry into the hospitality industry. These are old boys' networks, male prejudices and stereotypes, lack of assertiveness, family and work conflicts, unhelpful boss and insufficient career planning. There are several models and theories such as the human capital theory (Becker, 1975 cited by Zhong, 2006) and the new theory of home economics (Becker, 1981, 1985 cited by Zhong, 2006) that explain economic disparities related to different factors social. The results show that there is a negative relationship between constraints and the career development of women in the hotel sector. Harassment and gender perceptions are considered huge barriers to management positions in the hospitality industry in Sri Lanka. Apart from these main factors, there are several other factors that influence this type of special industries. Such as lack of opportunities, lack of training programs, financial barriers etc. (Acid, 2014). This reveals that, depending on different sectors and professional cultures, the gender-based effects of the management sector are different. Different research studies have found different reasons and concepts for this gender effect and have used different concepts. One of the concepts used in the studies is the glass ceiling concept. The glass ceiling concept was introduced by the United States Federal Glass Ceiling Commission. They define the concept of the glass ceiling as "the invisible, but unbreakable, barrier that prevents minorities and women from reaching the highest rungs of the corporate ladder, regardless of their qualifications or achievements." (Federal definition). There are different ideas regarding the concept of a glass ceiling. Some argue that there is no glass ceiling in the world and that this will not affect women's career development (Bombuwela & De Alwis, 2013). In a study conducted in Sri Lanka related to the private sector, it was found that only about 25% impact the concept of glass ceiling on the career development of women in management and management positions. The remaining 75% is determined by other external factors. Further research reveals that career orientation, family support and attitude towards the organization are the other factors that influence commitment to higher management positions in their career paths (Bombuwela & De Alwis, 2013) . Different research studies reveal different causal factors in gender impact. on the management sector. Studies reveal that working hours influence women's commitment to managerial positions. This means that with reduced working hours, greater commitment of women in higher managerial positions. (Christiansen, LoneLin et al., 2016). In the Sri Lankan context this may be the reason for the low commitment of women at higher levels. The fact is that most higher management positions have more responsibilities than other employees. Therefore managers would have to dedicate more working hours than others. Even if the situation provides more skilled jobs for women, they may be reluctant to work in the higher positions withthe limited time. So it can be an internal force for them to select their career path. It depends on the social roles that women play in society. According to World Bank reports, globally a large proportion of boys receive primary and secondary education than girls, but girls have more education at the tertiary level. But in some countries female labor force participation is lower (World Bank). Based on these facts, researchers have identified three personal characteristics that challenge one to hold and reach higher managerial positions. These are, Double Burden, Trust and, Gender Bias and Stereotype. Double burden is a situation that reflects the responsibility of both work and family. This situation is called double burden syndrome. Most women from the African and Asian region suffer from this syndrome. This reflects the responsibility of work and home. Confidence is another factor that challenges women to access higher management positions. Women have less trust than men in society. As an example from a survey of MBA students in India and an MBA survey reveals, MBA women see themselves as co-capable with other women, but men see themselves as more capable than other men. This clearly shows that most women have less self-confidence. Women experience gender bias. Most of the time they face bias when evaluating performance for promotions. Women should work hard to be as competent as men. (Patel, 2011) Two other factors are heuristics and biases. These describe the impact of decision making in senior management positions. Heuristics are explained by Prospect theories. Heuristics allow you to make decisions without information. Those can be risk-averse or risk-seeking. This ability may vary by gender. In most senior management positions, managers are expected to make decisions with or without clear information. Therefore, most women are risk averse. Therefore gender will influence decision making at certain levels. Consequently, this will impact the selection criteria for higher management positions. Sensitivity is another factor that researchers reveal by making gender differences. Women are more sensitive than men in most situations. So women have higher social sensitivity and men tend to react with action. The result of greater social sensitivity would be the creation of distorted decisions regarding different problems. This can therefore be negatively influenced by the role of managers. (Patel, 2011) Therefore gender factor will affect both men and women to succeed in their career. This can be due to internal forces and external forces. Without any influence from society, gender can also influence women in achieving their highest management goals due to their personal character. Research studies reveal that, depending on different sectors and professional cultures, gender-based effects of the management sector cause a negative impact on women to develop their careers towards higher managerial positions (Acid, 2014). Below are the models created by the research; each of the characters can be influenced based on gender. Ultimately, it will influence management positions and career development for both genders. Most research articles do not come to clear conclusions on the effect of gender and company performance in relation to the management level. Give her.