Relevant bibliographies by topics / Woman manager

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Woman manager'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 April 2022

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Journal articles on the topic "Woman manager"

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Chirikova, Alla E., and Ol'ga N. Krichevskaia. "The Woman Manager." Sociological Research 41, no. 1 (January 2002): 38–54. http://dx.doi.org/10.2753/sor1061-0154410138.

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Komarov, Evgenii Ivanovich. "The Woman Manager." Soviet Education 33, no. 11 (November 1991): 56–81. http://dx.doi.org/10.2753/res1060-9393331156.

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Hurst, Jane, Sarah Leberman, and Margot Edwards. "The relational expectations of women managing women." Gender in Management: An International Journal 32, no. 1 (March 6, 2017): 19–33. http://dx.doi.org/10.1108/gm-02-2016-0016.

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Purpose The purpose of this paper is to examine the expectations women have of their women managers and/or women employees and to suggest personal and organizational strategies to strengthen those relationships. Design/methodology/approach Building on a first phase of research using narrative inquiry into the lived experiences of women managing and/or being managed by women, workshops were held with 13 participants to explore their relationship expectations of women managers and/or employees. Findings While the participants initially believed they expected the same things of a manager or employee irrespective of gender, a closer examination revealed gender-based expectations. Women expect a higher degree of emotional understanding and support from a woman manager, than they would from a man. They also expect a woman manager to see them as an equal, take a holistic view of them as people, understand the complexities of their lives and provide flexibility to accommodate those complexities. Research limitations/implications This is an exploratory study in an under-researched area. Extensive further research is warranted. Practical implications Understanding the expectations women have of their women managers enables the development of both personal and organizational strategies aimed at strengthening those relationships. Originality/value These findings begin a dialogue on the often-unspoken and unrecognized gender-based expectations women have of their relationships with women managers and/or women employees. Although considerable research exists on gender stereotypes in the workplace, little research exists on these gender-based relational expectations.
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Xhelili, Arta. "ATTITUDES TOWARDS WOMEN IN LEADERSHIP POSITIONS IN THE REPUBLIC OF NORTH MACEDONIA." KNOWLEDGE INTERNATIONAL JOURNAL 31, no. 5 (June 5, 2019): 1271–76. http://dx.doi.org/10.35120/kij31051271x.

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Globally, in the last four decades, the number of women in the job market has increased significantly. More women are entering into positions of managers and leaders. However, despite the laws in many countries aimed on advancing women to the top positions of the companies, the "glass ceiling" phenomenon still continues. Research in the direction of women in leadership positions shows a series of challenges that women face during the process of advancing into higher positions. Research on the attitudes towards a woman as manager shows that male subordinates have negative attitudes and stereotypes towards a woman leader and that successful leaders and managers are still imagined as men. Stereotypes are even more pronounced in patriarchal and traditional societies. As a result, because of these attitudes and prejudices women face obstacles in dealing with their male counterparts, which contributes to being perceived as being less effective in the role of a leader. The aim of this research is to see the differences between men and women in the Republic of Macedonia in attitudes toward a woman manager. The results taken from ae survey showed that there are differences in attitudes towards a woman manager between men and women, where women are somewhat positive, while men are neutral. What is worth noting is that the attitude of the women themselves towards the manager is not completely positive.
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Mysyk, Noreen F. "Woman, Manager, Mentor: The Development of Women Mentors." International Journal of the Humanities: Annual Review 5, no. 1 (2007): 51–60. http://dx.doi.org/10.18848/1447-9508/cgp/v05i01/58232.

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Grigsby, Janet P., Marilyn Davidson, and Cary Cooper. "Stress and the Woman Manager." Contemporary Sociology 14, no. 2 (May 1985): 235. http://dx.doi.org/10.2307/2070194.

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Whitehead, Stephen. "Woman as Manager: A Seductive Ontology." Gender, Work & Organization 8, no. 1 (January 2001): 84–107. http://dx.doi.org/10.1111/1468-0432.00123.

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Gololobova, T. M. "Features of a woman᾿s style company management." Vestnik Universiteta, no. 12 (February 1, 2022): 5–9. http://dx.doi.org/10.26425/1816-4277-2021-12-5-9.

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Gender studies of work effectiveness of male and female have being conducted for a long time. However, with the trend of the spread of equality, they become particularly relevant. It is impossible to say with certainty which manager is more effective. Both a woman and a man can be equally effective in any position. At the same time, it cannot be denied that there are significant differences between the male and female management style. They can be considered in a certain approximation, since there are always exceptions to the rules. The article examines the advantages and disadvantages of women’s management style, provides a typology of women managers, a criterion analysis of female and male management styles. And recommendations are also given on what points a female manager needs to work on in order to be more effective at work.
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Marusynets, Mariana, and Rima Shevchenko. "METHODS OF FORMING RESISTANCE OF WOMAN-MANAGER." Psychological journal 20, no. 10 (December 27, 2018): 143–57. http://dx.doi.org/10.31108/1.2018.10.20.9.

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Still, Leonie, and Wendy Timms. "Career barriers and the older woman manager." Women in Management Review 13, no. 4 (June 1998): 143–55. http://dx.doi.org/10.1108/09649429810219754.

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Dissertations / Theses on the topic "Woman manager"

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Nováková, Hana. "Ženy v řídících funkcích a jejich přínos pro podnik." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223083.

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This thesis is focused on the issue of women in managerial positions in a selected construction company. It analyzes the situation of women in the company, gender in the management and gender integration in the company. The specific problems of women in this company’s management are characterized on a basis of a survey. At the end of this thesis there are practical suggestions regarding how women can assert themselves on managerial positions with possible contribution to the company.
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Olsson, Amelia, and Lena Moberg. "Chefer i PR-branschen : en studie om hur män & kvinnor ser på sin kommunikation." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-14586.

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Syftet med denna studie är att studera chefer i PR-branschen. Genom definierade kommunikationsstilar, vill vi ta reda på chefernas syn på deras sätt att kommunicera. Vi vill även se om det finns någon skillnad i hur kvinnor respektive män kommunicerar på sina arbetsplatser. Metoden som använts i studien är en kvalitativ forskningsmetod, och det empiriska materialet har samlats in genom semistrukturerade intervjuer på åtta PR-bolag i Göteborg och Stockholm. Chefer samt anställda har intervjuats. Det resultat som vi kommit fram till i denna studie är att det inte är stor skillnad i hur männen respektive kvinnorna ser på sin kommunikation. De två kommunikationsstilar chefer - både män och kvinnor i PR-branschen anser sig kommunicera genom, är tydlighet och inspiration. Att vara så konkret som möjligt är något som alla cheferna vi intervjuat värderar högt, men det finns en skillnad i hur det framförs mellan könen.
The purpose of this thesis is to investigate managers in the PR-industry. We want, through defined communication styles, define managers’ point of view of their communication. We also want to see if there is any difference in how women and men communicate in their working places. The methodology that is used is a qualitative research method, and the empirical material is collected through semi structured interviews, at eight PR-companies in Gothenburg and Stockholm. Managers and employees have been interviewed. The findings of this thesis are that there is no big difference in women’s and men’s point of view of their communication. The two communication styles that managers - both men and women - in the PR-industry consider themselves to use is through preciseness and inspiration. To be as concrete as possible is something that all the managers we interviewed value highly but there is a difference in how it is conducted between the genders.
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Šestáková, Romana. "Ženy ve vedoucích pozicích a možnosti slaďování práce a soukromého života." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223674.

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This diploma thesis deals with issues of women in leadership positions and the possibilities of coordinating work and private life. In theoretical part the thesis deals with gender issues focusing on women in managerial positions. In the practical part I then analyze in detail the status of women managers in a selected company through the study of internal materials, guidelines, and then also using questionnaires and interviews with women and men in management positions. The thesis analyzed the attitudes of men and women in senior positions with an emphasis on associating work and private life. Solutions of employment of women in leadership position are proposed in conclusion.
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Yerushalmi, Hagit 1960. "Women managers in Israel." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9445.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.
Includes bibliographical references (leaves 112-114).
The objective of the research is to examine Israeli women in management, and to illuminate the problems that characterize both women on their way to the top and those who have already reached t he top. In order to see whether Israel is different from other countries in this aspect, I present a comparison between women managers worldwide, followed by a survey of the Israeli social infrastructures which deal with working women compared with those in the United States. Four portraits of women executives illustrate characteristic struggles and conflicts in the career life of Israeli women. Regarding the comparison between Israeli and North American career women, in addition to a great deal of similarity I also find differences which result from both institutional and ideological attitudes concerning family roles. Finally, the research explores the explanations for lack of women in top management positions and offers recommendations.
by Hagit Yerushalmi.
M.B.A.
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Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /." Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.

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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.
Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
x, 376, [9] leaves
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Porter, Paige Paula. "Effect of discrepant information and sex of manager on attributions and ratings of manager's performance." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06232009-063500/.

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Dennehy, Jane. "Gender and competition : a dynamic for managers." Thesis, London School of Economics and Political Science (University of London), 2010. http://etheses.lse.ac.uk/327/.

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Gender inequality continues to exist in the labour market and this project contributes to discussions on why women are not equally represented in management hierarchies relative to their labour participation rates. Competition is the central lens used to evaluate current debates and add new perspectives to gendered processes in management. As an area of research, competition is largely neglected in the gender and management body of work. This study is important in exploring how as a concept and a practice, competition can operate in organisations and in the individual careers of men and women managers. Informing the thesis is a review of theories including gender performance, individualization, stereotypes and management styles which contribute to building a framework for understanding and engaging with competition and competitive relations. Adapted from Bradley’s (1999) model of gendered power, competition is defined as a series of dimensions which are investigated to research how and in what ways competition is gendered. Qualitative data was collected and analysed with the findings indicating a confused and often contradictory picture demonstrating how managers engage with competition and competitive relations. Within organisations and management hierarchies competition, some managers claim, remains distant from their experiences at work and is not widely discussed. For others external competition located within the marketplace is strongly identified with, whereas other managers cite personal competition and its role in their own self development as the base for their experience. Suggesting competition is a single concept or has a single location for practice has limitations. The model designed and used in this project builds competition as a multidimensional concept which can be explored across a range of activities and attitudes examining how increased visibility and understanding of competitive relations can inform those management practices and policies which sustain gender inequality.
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au, jennifer nevard@challengertafe wa edu, and Jennifer Nevard. "2010: Women Prepared to Lead and Manage." Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australia’s managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments. Australia was advised to build an enterprise-focused culture. Managers and leaders were encouraged to value diversity in the workforce. Enterprises and education and training institutions were encouraged to implement ‘best practice’ procedures. This study situated the Karpin recommendations in the literature on gender, leadership, management, and Australian social, economic and political conditions. Employing an interdisciplinary approach and using quantitative and qualitative methods, it sought the views of women in senior, middle and frontline or supervisory positions, in large, medium and small businesses. The study concluded that, in terms of creating diversity within institutionalised leadership, recruitment practices and social circumstances still encouraged the status quo. It found that refocusing Australian business and its leaders was unlikely to provide expanded opportunities for women in leading and managing. The skills women were acknowledged to have often aligned with skills sought for lower management positions. This has been one contributing factor in confining women to lower decision-making roles except in some education and community service environments. In these areas where women often form the majority of workers and reflect the cultures of their industries very successfully, more women occupy senior positions. The study found that women’s skills were comprehensive and suited to roles carrying greater responsibilities. It also discovered that not all of the existing approaches to preparing women to lead and manage served women well; however, some effective strategies were in place. It concluded that for women to be appointed to positions of high responsibility, they should successfully reflect a recognisable management approach, congruent with the company’s and industry’s current style and values. This tended to perpetuate existing practices of competitive individualism and self-interest. Since the 1980s, managers have been disproportionately elevated in status, with accompanying high salaries and bonuses. There is a risk that leaders will be credited with more wisdom and vision than warranted. Australia leaders need to have a mix of vision and business acumen. While many women managers have this mix and are prepared to be leaders, they may not be appropriately connected to the senior recruitment market. As a subtext, complex levels of vested interests, ties of loyalty and forms of reciprocity often operate in the appointment of senior personnel. Women tend to operate outside these practices and may be reluctant to endorse them. This may partially account for the unchanged circumstances of a small number of women in top senior positions. The study concluded that the current level of refocusing of Australian businesses was resistant to change and limited in responding to expertise in the marketplace. The challenge of globalisation requires decision-makers with specific skills, knowledge and experiences. It requires people who will act with morality and preferred futures in mind rather than quick returns and advanced levels of self-interest. For organisations keen to identify these kinds of leaders then selection processes will need to differ in order to be highly attuned to recruiting individuals who can help build a responsive, innovative and caring society.
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Nevard, Jennifer. "2010 : women prepared to lead and manage /." Access via Murdoch University Digital Theses Project, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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Bradshaw, Mary. "Women Managers' perspectives on the further educaiton maelstrom." Thesis, Keele University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.518332.

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Books on the topic "Woman manager"

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Hildebrandt, Herbert William. A managerial profile: The woman manager. Ann Arbor, MI: Division of Research, Graduate School of Business Administration, University of Michigan, 1985.

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L, Cooper Cary, ed. Shattering the glass ceiling: The woman manager. London: P. Chapman, 1992.

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V, Still Leonie. Career barriers and the older woman manager. Perth, WA: Edith Cowan University, 1997.

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The promotable woman: Becoming a successful manager. Belmont, Calif: Wadsworth Pub. Co., 1985.

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The woman manager: Developing essential skills for success. Menlo Park, Calif: Crisp Publications, 1993.

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Macdonald, Janet. Climbing the ladder: How to be a woman manager. London: Methuen, 1986.

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The Black and ethnic minority woman manager: Cracking the concrete ceiling. London: Paul Chapman Pub. Ltd., 1997.

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Willen, Sharon Lamhut. The new woman manager: 50 fast and savvy solutions for executive excellence. Lower Lake, CA: Aslan Pub., 1993.

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Breaking grounds: The journal of a Chinese top woman manager in retail. Dumont, NJ: Homa & Sekey Books, 2003.

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Enterprising women: Australian women managers and entrepreneurs. Sidney: Allen & Unwin, 1990.

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Book chapters on the topic "Woman manager"

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Reading, Anna. "Women who Manage." In Polish Women, Solidarity and Feminism, 101–23. London: Palgrave Macmillan UK, 1992. http://dx.doi.org/10.1007/978-1-349-12339-1_12.

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Thompson, Barbara. "Extraordinary Women: Senior Women Managers and Leaders." In Palgrave Studies in Gender and Education, 189–217. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-49051-3_8.

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Thompson, Barbara. "Researching Women Managers and Leaders." In Palgrave Studies in Gender and Education, 125–62. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-49051-3_6.

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Brockbank, Anne, and Joanne Traves. "Career aspirations — women managers in retailing." In Women in Organisations, 78–98. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24691-5_3.

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Kaufmann, Alicia E. "Identity Dimensions: Women Managers and Motherhood." In Women in Management and Life Cycle, 23–40. London: Palgrave Macmillan UK, 2008. http://dx.doi.org/10.1057/9780230594098_5.

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Marshall, Judi. "Issues of Identity for Women Managers." In Businesswoman, 10–31. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-18614-3_2.

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Kaufmann, Alicia E. "Life Cycle and Types of Women Managers." In Women in Management and Life Cycle, 41–79. London: Palgrave Macmillan UK, 2008. http://dx.doi.org/10.1057/9780230594098_6.

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Thompson, Barbara. "Women: Returning to Manage Initial Teacher Education." In Palgrave Studies in Gender and Education, 163–87. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-49051-3_7.

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Sampietro-Colom, Laura, Shawna Jackson, Erin Williams, and Frank J. Papatheofanis. "Health Technology Assessment in the Era of Managed Care." In Coronary Disease in Women, 401–12. Totowa, NJ: Humana Press, 2004. http://dx.doi.org/10.1007/978-1-59259-645-4_25.

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Ijäs, Ulla. "Marie Hackman—A Female Manager in the Family Firm Hackman & Co." In Women in Business Families, 82–96. New York, NY : Routledge, 2018. | Series: Routledge advances in management and business studies: Routledge, 2018. http://dx.doi.org/10.4324/9781315206295-6.

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Conference papers on the topic "Woman manager"

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Agapov, Valery, Alla Fedorkina, and Tatiana Gorobets. "Female Manager: Gender Determination of a Healthy Lifestyle." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-59.

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The aim of the study of the lifestyles of women leaders was to investigate the social phenomenon of an increasing trend in the number of female leaders in all areas of society. However, the gendered functional burden of fulfilling the role of a woman as the keeper of the family home remains the same, which sets the stage for research into the determinants of healthy lifestyles for female leaders. The methodological socio-psychological approach of the study is ensured by applying the testing method (to study the dominant behavioural pattern of female leaders). Moreover, the age-based ranging method was embraced in the form of analysing distinctive features of female leadership behaviours at a certain age in life. Furthermore, the method of scaling and defining the expressiveness of traits of a particular behavioural pattern was applied. The findings were processed via a comparative analysis of features of female manager behaviour types in the context of maintaining a healthy lifestyle. In accordance with objective data, the authors are able to state that the predominant pattern (according to the Friedman and Rosenman test) of female leaders is type ‘A’ behaviour – this pattern determines the development of psychosomatic pathology. The basic conclusion demonstrating the novelty of the findings reflects the analysis of the trends in psychological characteristics of female managers of modern businesses as follows: female managers have internalised Type ‘A’ behavioural patterns that promote the use of health resources with the maximum expenditure of psychological resources and the absence of even minimal energy-saving tendencies. The behavioural patterns identified allowed us to identify recommendations for female leaders for healthy lifestyles.
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Jain, Nidhi, Rahul Manchanda, Anshika Lekhi, Sravani Chithra, and Hena Kausar. "Primary clear cell adenocarcinoma of cervix in a young women: A rare entity." In 16th Annual International Conference RGCON. Thieme Medical and Scientific Publishers Private Ltd., 2016. http://dx.doi.org/10.1055/s-0039-1685279.

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Cervical cancer is the most common gynaecological malignancy worldwide. The most common type of cervical carcinoma is squamous cell carcinoma followed by adenocarcinoma of cervix, which constitutes only 15% of cases. Adenocarcinoma of cervix can be categorized histologically into clear cell, mucinous, endometrioid, serous and mesonephric subtypes. Clear cell adenocarcinoma (CCA) most commonly occurs in the ovary, followed by endometrium, vagina, and cervix. Primary CCA of cervix is a rare neoplastic entity, which occurs in young women exposed to diethylstilbestrol (DES) in utero. It is extremely rare in women without in utero DES exposure and in such cases it concerns mostly postmenopausal women. Here, we present a case of 30 year old woman who presented with primary infertility. There was no history of in-utero exposure to diethyl stilbestrol. She was diagnosed a case of cervical fibroid on ultrasonography. Diagnostic hysteroscopy was done and she was found to have friable, vascular growth in endocervix, which was extending to uterine cavity. Biopsy was taken. On histopathology, moderately differentiated clear cell adenocarcinoma of cervix was reported. Through this case, authors would like to highlight the probability of rare occurrence and how to manage challenges posed by cervical cancer in young girl wishing to conceive, stressing on the role of hysteroscopy in diagnosis.
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Khalfieva, Alisa R. "Personality Characteristics Of Women Managers At Different Levels." In IFTE 2019 - 5th International Forum on Teacher Education. Cognitive-Crcs, 2020. http://dx.doi.org/10.15405/epsbs.2020.01.78.

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An, Sung-Hoon, and U.-Yeol Park. "Comparison of Perceptions About Women Managers Working on Construction Sites." In Creative Construction Conference 2019. Budapest University of Technology and Economics, 2019. http://dx.doi.org/10.3311/ccc2019-033.

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Mutu, Miruna Angela, Camelia Elena Nichita (Vasile), and Iliana Maria Zanfir. "The Impact of the “Zoom Fatigue” Phenomenon and Ways of Managing It." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/16.

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The context of the COVID 19 pandemic has forced managers and entrepreneurs to review how they run their businesses and guide their employees. The new normality has brought with it a number of challenges and changes that have produced immediate and profound effects both in the way business is conducted, the online negotiations giving a formal and less human character, and in the way the employees perceive the work carried out exclusively online. Research has revealed a new phenomenon called "Zoom Fatigue" which is reflected in the human psyche through exhaustion and burnout, a phenomenon caused by the intensity and long duration of video calls and frequent online meetings. Additional cognitive processes required by video calls, the concentration required to absorb all the information transmitted, the lack of visual breaks, multitasking, as well as the merging of professional activity with the familiar environment from the comfort of our home, have led to psychological consequences, such as pronounced fatigue, exhaustion or irritation. All these effects are felt differently by men and women, the latter suffering more from videoconferencing and online work. At the same time, extroverts were found to be less tired than introverted people, feeling the effects of the "Zoom Fatigue" phenomenon differently. For the proper conduct of work and for the creation of a healthy organizational climate and an ethical organizational culture, the role of managers in knowing employees at a human level is of outmost importance, in order to best manage such situations and to identify appropriate measures for motivation and support aimed in particular at female and vulnerable personnel. Orientation towards setting a precise schedule for organizing video conferencing, recommending to avoid multitasking and reducing on-screen stimulus, setting visual breaks, avoiding the use of video calls in their spare time are some of the measures that managers can implement among their employees.
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Sood, Vindhyali, and MPR Prasad. "Simulation of Counter Based DPWM for Implementation on FPGA." In International Conference on Women Researchers in Electronics and Computing. AIJR Publisher, 2021. http://dx.doi.org/10.21467/proceedings.114.60.

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A Digital Pulse Width Modulation technique based on the counter has been considered for analysis and simulation. It utilizes one of the many functions due to the advanced characteristics already present on the field-programmable gate array (FPGA) which is a huge advantage. Delay Locked Loop (DLL) is one of those features on the FPGA that is used. This architecture merged a counter-comparator-based synchronous block with an asynchronous block that uses the Delay Locked Loop (DLL). This action helps to achieve a better or higher resolution. The architecture proposed is to be executed on an inexpensive but lower-speed FPGA. This FPGA is given a 32 MHz clock externally that helps us to get a time resolution under 2ns. To use the DLL on FPGA, the Digital Clock Manager (DCM) block is used.
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Esch, Dr Marion. "Career building for qualified young women managers and leaders in science and engineering." In the international symposium. New York, New York, USA: ACM Press, 2005. http://dx.doi.org/10.1145/1117417.1117426.

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DANILOWSKA, Alina. "WOMEN PARTICIPATION IN LOCAL AUTHORITIES MANAGEMENT IN RURAL AREAS IN POLAND." In RURAL DEVELOPMENT. Aleksandras Stulginskis University, 2018. http://dx.doi.org/10.15544/rd.2017.246.

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The aim of the paper is to evaluate the scope and determinants of women participation in basic local authorities in rural areas in Poland. In the paper the detailed analysis on the problem were carried out on 5% of women and 5% of men headed rural gminas. The analysis showed that the women participation in top positions in governing bodies of local communities in Poland is low. It indicates the existence of the severe problem with women promotion to the top positions in decision bodies in politics. The luck of differences in women role betwee rural and urban communities is a very interesting result. Gminas managed by women are rather smaller than gminas administered by men. In many gminas the position of women at the village level is higher than at gmina level. The findings suggest the connection between activity of women at village level and women position as mayor. Moreover, the investigation showed that in rural gminas women prevail in important back-office positions like main secretary of the gmina office and chief aaccountant. So, women are familiar with their gminas problems, are involved in management of them but they don’t apply for top positions. It seems that the concept of labyrinth can be applicable to the situation of women in decision making bodies in rural areas in Poland.
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Mannapperuma, Dilara, and Abarnah Kirupananada. "ADAM- Anxiety Detection and Management: a Solution to Manage Anxiety at Workplaces and Improve Productivity." In 2020 IEEE International Women in Engineering (WIE) Conference on Electrical and Computer Engineering (WIECON-ECE). IEEE, 2020. http://dx.doi.org/10.1109/wiecon-ece52138.2020.9397932.

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Khazova, S. A., and N. S. Shipova. "Emotional intelligence as a resource for codependent women." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.965.977.

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The relevance of the study of personal resources is related to the importance of knowledge about the factors that determine a person’s mental health despite living conditions. The research aim was to study the emotional intelligence as a coping resource of codependent women. Sample: 19 women aged 32 to 47 years who are in a close relationship with a chemically dependent person. All women are clients of groups that help relatives of dependent people in Kostroma. Methods: The Mayer — Salovey — Caruso Emotional Intelligence Test 1998 (MSCEIT v. 2.0), adaptation in Russian (Sergienko & Vetrova, 2010); Co-Dependency Assessment Inventory (Weinhold & Weinhold, 2008); Ways of Coping Questionnaire, Folkman & Lazarus, 1988, adaptation in Russian (Kryukova, 2010); Projective technique «Man in the rain» by E. V. Romanova, T. I. Sytko (1992). The results indicate a lower development of emotional intelligence, the ability to understand emotions and consciously manage them, and features of the emotional sphere were found: feelings of insecurity, emotional coldness, impulsiveness and infantile. 47 % of women cope with the situation of dependence of a loved one unconstructively and are prone to excessive self-control, search for social support, and strive to solve the problem in any way. This does not allow you to cope with the dependence of a loved one and with your own codependent state. Regression analysis shows a fairly positive impact on coping behavior of the ability to understand and analyze emotions, use them in solving problems, consciously manage them, and predict their emotional States in the future. On the one hand, distance from the situation is reduced, on the other hand, emotional intelligence creates conditions for confrontation with the dependent behavior of a loved one and for a positive reevaluation of the situation in the context of strengthening one’s own personality. These results allow us to speak about the resource role of emotional intelligence in the situation of codependent relationships.
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Reports on the topic "Woman manager"

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Van Velsor, Ellen, and Martha Hughes-James. Gender differences in the development of managers: How women managers learn from experience. Center for Creative Leadership, 1990. http://dx.doi.org/10.35613/ccl.1990.1096.

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Garg, Pushkal P. Managed Care Penetration and the Use of Screening Mammography by Uninsured Women. Fort Belvoir, VA: Defense Technical Information Center, June 2003. http://dx.doi.org/10.21236/ada420341.

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Garg, Pushkal P. Managed Care Penetration and the Use of Screening Mammography by Uninsured Women. Fort Belvoir, VA: Defense Technical Information Center, June 2002. http://dx.doi.org/10.21236/ada407552.

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Johannes Waldmüller, Johannes Waldmüller. How do Black women fishing communities in Ecuador and Madagascar manage mangrove habitats and mitigate climate change? Experiment, July 2021. http://dx.doi.org/10.18258/20931.

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Salama, Hana, and Emma Bjertén-Günther. Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management. United Nations Institute for Disarmament Research, July 2021. http://dx.doi.org/10.37559/gen.

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This report explores women’s participation in the field of weapons and ammunition management, particularly their lived experiences in WAM technical roles, such as stockpile managers, armourers, ammunition and technical experts, explosive ordnance disposal specialist. The purpose is to unpack the challenges faced by these women and identify good practices for further inclusion of women in WAM. It also provides ideas for states, international organizations and disarmament stakeholders to improve gender diversity in implementation of arms control commitments, such as the UN PoA and its relevant instruments.
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Salama, Hana, and Emma Bjertén-Günther. Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management. United Nations Institute for Disarmament Research, July 2021. http://dx.doi.org/10.37559/gen/2021/02.

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UNIDIR’s new study Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management seeks to fill this gap by exploring women’s participation in the field of weapons and ammunition management, particularly their lived experiences in WAM technical roles, such as stockpile managers, armourers, ammunition and technical experts, explosive ordnance disposal specialist. The purpose is to unpack the challenges faced by these women and identify good practices for further inclusion of women in WAM. It also provides ideas for states, international organizations and disarmament stakeholders to improve gender diversity in implementation of arms control commitments, such as the UN PoA and its relevant instruments.
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Lindquist, Christine, and Tasseli McKay. Sexual Harassment Experiences and Consequences for Women Faculty in Science, Engineering, and Medicine. RTI Press, June 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0018.1806.

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In a qualitative study of 40 women faculty in sciences, engineering, and medicine (http://sites.nationalacademies.org/SexualHarrassment.htm), respondents at all career levels and fields reported a range of sexual harassment experiences, including gender-based harassment (e.g., gendered insults, lewd comments), unwanted sexual advances, stalking, and sexual assault by a colleague. Sexual harassment experiences often diminished study participants' scientific productivity as energy was diverted into efforts to process emotional responses, manage the perpetrator, report the harassment, or work to prevent recurrences. Many women who experienced sexual harassment adjusted their work habits and withdrew physically or interpersonally from their departments, colleagues, and fields. Study participants who disclosed harassment to a supervisor or department leader often reported that the reactions they received made them feel dismissed and minimized. Sympathetic responses were often met with dismissiveness, minimization, or sympathy, but active or formal support was rarely provided, and women were typically discouraged from pursuing further action. Formal reporting using university procedures was often avoided. University-level reporting sometimes damaged women's relationships with department colleagues. Women who disclosed their experiences often faced long-term, negative impacts on their careers. Study participants identified opportunities to address sexual harassment by (1) harnessing the power of university leaders, department leaders, and peer bystanders to affect the academic climate; (2) instituting stronger and better-enforced institutional policies on sexual harassment with clear and appropriate consequences for perpetrators; and (3) advancing the cross-institutional work of scientific and professional societies to change the culture in their fields.
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AbuMezied, Asmaa, and Rahhal Rahhal. Towards a Gender-Sensitive Private Sector in the OPT. Oxfam, April 2021. http://dx.doi.org/10.21201/2021.7338.

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This learning paper describes Oxfam's experience of conducting a Participatory Gender Audit with private sector companies in the agriculture sector in the OPT. It highlights issues such as women’s limited access to the labor market, their weak representation both as staff and as decision makers, the absence of gender-sensitive working conditions and policies, and a lack of consideration for women as customers and suppliers. The paper looks at the approach used when conducting the audits and the challenges around their implementation. It provides ideas and learning on how to successfully manage the audits so that companies are willing to buy in to the process and are supported to adopt gender-sensitive policies.
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Barakat, Sarah, Alexia Pretari, and Jaynie Vonk. Centring Gender and Power in Evaluation and Research: Sharing experiences from Oxfam GB's quantitative impact evaluations. Oxfam GB, July 2021. http://dx.doi.org/10.21201/2021/7789.

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Bringing a feminist intent to research, monitoring and evaluation practices leads to defining these as tools to contribute to transforming the lives of women, girls and non-binary people, and to bringing about social justice. This has meant putting gender and power at the centre of our practice, which has in turn shaped the technical choices made specifically in quantitative impact evaluations. This paper focuses on describing how these technical choices, as well as ethical considerations, are changed by this feminist intent. The paper also presents the lessons learned and questions raised along the way, which may be useful for MEAL and research practitioners, as well as programme managers. How can we bring intersectionality to the fore? What does it mean to go beyond the gender binary? How can this work be transformative?
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Thanda Kyaw, Ai. Socio-Economic Impacts of Foot and Mouth Disease Among Cattle Farmers in Sagaing and Mandalay Areas, Myanmar. O.I.E (World Organisation for Animal Health), May 2014. http://dx.doi.org/10.20506/standz.2784.

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The World Organisation for Animal Health (OIE) Sub-Regional Representation for South East Asia (OIE SRR-SEA) implemented the Stop Transboundary Animal Diseases and Zoonoses (STANDZ) Programme funded by AusAID to strengthen the veterinary services and effectively manage the control and eradication of foot and mouth disease (FMD) in Cambodia, Lao PDR and Myanmar. The purpose of the study is to understand how FMD outbreaks impact smallholder farmers, both men and women, at the household and village level and how control and eradication of FMD would benefit them. Specific aims are to estimate the direct and indirect socio-economic costs associated with the outbreaks of FMD as well as of the measures taken by farmers to deal with such outbreaks and to identify issues that contributed to the socio-economic impacts of FMD outbreaks and opportunities to reduce them.
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