The purpose of this study is to investigate the leadership effectiveness of women managers analying many studies, to transfer social perception on women managers, and to increase efficiency of women manpower. In order to achive the purpose of this study, Three areas of the study were established: 1) Male-female differences in leadship style; 2) Success and effectiveness of women leaders; and 3) Moderating effects of subordinates, task. Major findings from the study were as follows. Women were more likely to seek interpersonal success in groups, in contrast to men`s greater concern for being successful in the task. Women focus more on maintaining harmony, whereas men concentrate on the quality of the individual performance. Democratic women emphasized being helpful, affectionate, nurturing, open minded, and accepting blame; democratic men emphasized being mature, forceful, competent, utilitarian, analytical, and valuing people. But the differences between the sexes blur if one contrasts women and men who already have achived status ad leaders. In a majority of cases, differences between male and female leaders are more a matter of stereotyped expectations than actual fact. Although women managers behave the same way as their male counterparts and have the same effects on their groups, they are likely to be evaluated differently. Sex differences in leadership depend on the group and the situation. the sex of both the supervisor and the subordinate determine the group`s performance. However, when differences between the success and effectiveness of the leadership of men and women do occur, they may be due partly or fully to differences in other moderating factors, such as the men`s and women`s age, education, experience, level in the organization, and extent of professional training.