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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 Australias 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 womens 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 companys and industrys 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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Fei, Yue. "Women managers' careers in a Chinese commercial bank." Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/39667.
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China’s rapid economic growth since 1978 has made the country an important place to examine. This growth, though raising 800 million people out of poverty, has also created challenges for the state, one of which is how to integrate China into the global economy, and how to create understanding between distinct business practices. Increasing trade between China and the rest of the world has made it necessary to understand different cultural business practices to avoid conflict and misunderstandings. Another challenge for China is the increasing economic independence of women, which has resulted in the need to address gender inequality in the workplace in terms of women’s experience in their careers. This is a micro-ethnographic study of a Chinese bank in a medium sized city on the east coast of China, and I collected the data between July to September 2012. This includes over 492 hours of observation in the working practices of the bank, examination of 164 documents, and interviews with 51 managerial employees. The study focuses specifically on woman managers in the bank, and examines how they made their decision to work in banking, how their career developed and how they understand gender equality in the bank. It also examines whether they experience discrimination because of their gender, in what is usually regarded as a male dominated career. The study found that the women managers negotiate their gender positions moving between the established feminine and masculine characteristics in their role as managers depending on the context. However more relevant to the female managers is the cultural context of working in a Chinese bank. Guanxi was a prominent feature in this study; this was in terms of recruitment, promotion, discrimination and job allocation. The study argues that guanxi has adapted to the political, social and economic development of China, but continues to be essential for understanding Chinese culture and gender relations in the bank, which would be relevant in other industries in China. The implication is that to work with Chinese companies, other countries need to have a deeper understanding of how guanxi operates if they are able to successfully operate in a Chinese context. Furthermore, this study also postulates that traditional Chinese cultural values promote informal flexible work for women, protect their career progress during their maternity leave, encourage cooperation at work, and encourage commitment to the bank. This study contributes to the discussion on Chinese women’s career in management and argues that categories such as collectivism, individualism, feminism, and masculinity are too narrow for the complexity of the modern Chinese professional woman.
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Kubicek, Ernestine Balderrama. "Women in middle management : the impact of an involuntary job change /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
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Hammerson, Dee. "Exposed women : a study of women managers in the youth and community service." Thesis, Leeds Beckett University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324525.
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Rees, Bronwen. "Constructing managers : an exploration of competence, gender and identity." Thesis, Cranfield University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.360041.
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Omar, Azura. "Women as managers : a study of the Malaysian practices." Thesis, University of Manchester, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488384.
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Arttachariya, Patricia. "Women managers in Thailand : cultural, organizational and domestic issues." Thesis, University of Warwick, 1997. http://wrap.warwick.ac.uk/50541/.
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The main objective of this exploratory study was to add to the almost non-existent Thai literature on women in management. Three key themes were pursued throughout the study, i. e., the representation of Thai women in management, their work versus family responsibilities, and the barriers they encounter in ascending the managerial hierarchy. The study was conducted in three distinct phases. First, a survey questionnaire was distributed to 536 male and female middle-level managers across diverse organizations in Bangkok. Second, semi-structured interviews were conducted with 67 women managers. It was likely that those in public sector organizations differed in their background and work experiences from their counterparts in private firms, hence data was collected from women managers in the two sectors and comparisons made. Lastly, structured interviews were held with 25 Human Resource/Line managers from a crosssection of firms in which the women managers worked. The study found that the women who have succeeded in these organizations are the ones who have very similar backgrounds and attitudes to the men. They work the same long hours, and have the same interest in furthering their careers as men. Therefore we cannot explain women's career barriers in terms of individual characteristics, such as their motivation or commitment to work. The results suggest that organizational structures and processes are central to an understanding of the ways Thai women are marginalized and excluded from managerial positions. For instance, women were clustered in relatively few occupations, received less in terms of earnings and training, had smaller spans of management, and less authority for final decisions than men. During interviews, women managers mentioned that the negative attitudes of male managers and gender biases in organizational practices, were barriers they had frequently encountered. The data also revealed that the contradictory and ambiguous values that underlie women's role as wife-mother at home and manager at work, necessitated a constant struggle for balance and remarkable personal sacrifices on the part of Thai women managers. By way of conclusion this dissertation submits that there is not a single cause that constrains women's advancement but rather a pattern of cultural, social and legal factors that characterizes the general situation of women managers in Thailand. Theoretical and practical implications of these findings for women in management are discussed and future directions for research in this area are suggested.
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Douglas, Carlis. "From surviving to thriving : black women managers in Britain." Thesis, University of Bath, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341100.
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Thayaparan, Menaha. "Contributions of women managers to the UK construction industry." Thesis, University of Salford, 2012. http://usir.salford.ac.uk/38104/.
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Women are constantly underrepresented in the UK construction industry due to various barriers they face in entering, remaining and progressing in the industry. The lack of women employees has become a prominent issue as the industry needs to tackle the shortage of skilled labour and manage equality and diversity issues in construction. Taking both of these problems into account, there is a need for a 'two-way' dialogue between women and the construction industry to increase women's representation while benefiting the construction industry through women's contributions. Many research studies have focused on how the industry could help women by removing any barriers they face. However, there is a dearth of research focusing on the contributions made by women to the construction industry to benefit the industry. This has been identified as the knowledge gap in the field of study. Women managers are the focus of this study for three reasons namely; they have been in the industry for long enough to understand the context, culture and difficulties; they have already progressed in their career while in the industry, despite the barriers identified and they have attained a position where they possess a certain level of power and authority to make decisions and influence policy. This research is philosophically placed in the phenomenological paradigm and adopts an exploratory, multiple and holistic case study research approach. A literature review and a series of interviews with experts were undertaken to improve the knowledge of the field of study and associated concepts pertaining to the research. In-depth interviews, personal attributes questionnaires, multifactor leadership questionnaires and a literature review formed the data collection techniques. Content analysis and cognitive mapping techniques were used for analysis of the semi structured interviews. The contributions made by women managers at various levels of the construction industry have been explored, and during this exploration the research analysed the leadership styles and personal attributes of women managers. Mentoring and coaching; problem resolution; team management; collaboration; leadership; decision making; role models; career awareness and image campaign; and cultural improvements are identified as the major contributions made by women managers to the construction industry. The research also identified the factors influencing and the benefits of the contributions made by women managers.
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Patton, Karen L. "A career path study of women managers in the service industry of higher education and women managers in the hospital industry in the midwest." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774751.
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The purpose of the study was to examine the career paths of women managers in the service area of higher education and women managers in the hospital industry service area. A secondary purpose was to identify factors that influence the advancement of women managers in those areas.This research outlined the career paths of women managers in the service industry in educational and in non-educational organizations. It identified encouragements and impediments to the promotion of qualified women in the areas of management within the service industry.Findings from the study show that there is no significant difference between the career paths of women managers in higher education and women managers in the hospital industry. There are no differences between the education, training, length of tenure, motivation for employment, mentoring, emotional support or career impediments of women managers in service area of both higher education and the hospital industry.The following conclusions were drawn from the study:1. Women in the service field of higher education and the hospital industry face very similar histories.2. Entry into the profession can be found through a variety of sources and it is through the investigation of these sources that a woman will find entry into this field.3. Very few women reported career impediments and many reported having the emotional support of family and friends.4. The true reason why the experienced, educated, trained woman manager has not progressed up the career and salary ladder until the past several years has not been found. Both groups are being motivated by opportunity for advancement and salary.5. Most women managers in the service have been the determinants of their own career advancement. The women desiring to become managers in the service field must realize that the future of her career and its advancement lies with her own decisions and her own initiative. The woman manager must be responsible for her own future.Department of Educational Leadership
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Walder, Malcolm Andrew Arthur. "Persisting female occupational segregation in senior management." Thesis, Anglia Ruskin University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319282.
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Muhammad, Ray. "African American Women Managers' Experiences in Predominantly Black Work Environments." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5504.
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The experiences of African American women managers in predominantly Black work environments and the implication of these experiences on their ability to lead remains unknown. The purpose of this qualitative multiple case study was to gain deeper understanding of the leadership experiences of African American women managers employed in predominantly Black work environments. This study was framed by three key concepts: intersectionality of gender and race, intraracial discrimination, and colorism. The trustworthiness of the study's data was supported by employing methodological triangulation of the study's multiple data sources: semistructured interviews with 10 African American women managers as participants, journaling/ reflective field notes, and archival data. Cross case analysis revealed 8 categories that enclose a total of twelve themes: (a) career trajectory of African American woman manager, (b) gender challenges in a predominantly Black enterprise, (c) race challenges in a predominantly Black enterprise, (d) leadership experiences with subordinates informed by gender and race, (e) further career goals as an African American woman manager, (f) colorism in childhood and adolescence, (g) colorism in daily adult experiences, and (h) intraracial discrimination from subordinates based on skin tone. This study is likely to promote social change by sensitizing predominantly Black work environments on issues of equal treatment between gender groups and ways in which an intraracial context influences African American women's management experiences.
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Al-Rashed, Maha. "An investigation of leadership styles of Bahraini women top managers." Thesis, University of Salford, 2008. http://usir.salford.ac.uk/26543/.
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The progression enjoyed by women in the kingdom of Bahrain today, is in parallel to the social, cultural, and political developments enjoyed by this country. The appointment of women to leadership positions in Bahrain over the past eight years has ushered in a significant departure from the traditionally exclusive male dominated decision-making arena, and suggests an end to an era of absolute patriarchal dominance in leadership positions. In the light of this potential opportunity to reach positions of power and influence, it is crucial to investigate the leadership experience of women who have "made it" to the top in Bahrain, and precisely examine their practised leadership styles within organisations they run with regard to transformational and transactional leadership. Furthermore, while publications and studies concerned with women's leadership styles and contributions are on the increase, most of these studies are conducted in western societies which are not necessarily generalisable to other cultures, despite their manifest value. Given the absence of research on this topic, this study contributes to the understanding of the dynamics of women's leadership in this increasingly important world region, and raises awareness amongst women (and men alike) regarding the leadership styles that contribute to the country's development. Research took the form of two in-depth interviews with Bahraini women top managers who have achieved extraordinary levels of career success, and also a Multifactor Leadership Questionnaire (MLQ) distributed amongst their employees. Amongst the employees, there was a 52 per cent response rate for the first manager to the survey, while a 47 per cent response rate was obtained for the second manager. The results indicated that contrary to social perceptions and stereotypes, Bahraini women in top management positions are highly ambitious. Their predominant style was transformational leadership. However, their employees' perceptions varied between a high number perceiving a transformational leadership style, and different degrees towards a transactional leadership style. Surprisingly, there were perceptions towards laissez- faire leadership for one of them.
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Bhavnani, Reena. "Identity, women managers and social change : comparing Singapore and Britain." Thesis, City, University of London, 2004. http://openaccess.city.ac.uk/18585/.
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This study concerns the examination of women managers' identities in Singapore and Britain, against a context of global, national and corporate change. Identities are multiple, shifting and ambivalent. They are ascribed through structures and cultures, but also subject to negotiation through women's agency. The thesis places empirical analysis of women managers' career stories within the context of social change and social theory on the nature of identity. The study explores how Singaporean and British women managers have discursively responded to wider change processes. 23 women managers in the financial sector in Singapore and Britain were interviewed for this purpose. In the advanced market economies, dual career families have increasingly contracted out household work. Coupled with a consumer led society these changes have weakened the family. Furthermore, women managers, like their male counterparts have increasingly been constructed as individualised unencumbered workers. Despite these wider global changes, Part I of the thesis concludes that women managers continue to be constructed in organisations and in nation states as gendered subjects, as wives and mothers, as sexualised, as embodied and emotional. Despite these similar gendered constructions for women, women managers are not responding in the same ways in both countries. Part II presents the analysis of the interviews and shows that government policies, histories and cultural discourses still largely influence the ways in which women's identities are constrained and constructed. Gender regimes in financial corporations in Singapore and Britain are differently constituted. Family identities as wives and mothers are experienced and voiced differently by women managers in Singapore and Britain. Different processes of individualization have differential effects on women managers in the two gender regimes. The implications of these findings for gender relations are explored in the conclusions.
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Dosanjh, Shavnam. "How do Asian women manage mental health difficulties across cultures?" Thesis, University of Sheffield, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.427185.
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Paulsen, Shareen Erica. "Challenges faced by female managers in schools within the Nelson Mandela Metropole." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/897.
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This study seeks to identify and examine the challenges that female principals experience. Women are slowly climbing the promotional ladder within education, yet they experience many challenges. The fact that society has the perception that women are mothers and caregivers does not make the advancement of females easy. Although the GETT report (1996) made recommendations to ensure equality in education females are still vastly under-represented in managerial positions in education. The study was conducted from a feminine perspective. It is a qualitative case study and individual interviews, a focus group interview, observation and field notes were used to collect data. A total of three females were included in the study. Participants were purposefully selected. Two of the participants are from disadvantaged schools while the third one is an ex-Model C principal. A consent form was sent to all the participants, covering all ethical issues of voluntary participation, confidentiality and anonymity. The main question was the challenges faced by female managers in education. Having spent time with each of the principals the data in the form of field notes and transcripts were analysed. It was found that the three principals experienced similar challenges. Their responses did not always reflect what the literature said regarding the challenges. All three principals felt that more formal support structures from the DoE is needed. They mentioned that the following could be implemented to ensure that they are more effective and better prepared to face these challenges: Workshops; Mentoring and Networking; Financial Assistance; and, Capacity Building.
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Perez, Valerie Sue. "College students' perceptions of a successful manager." CSUSB ScholarWorks, 1991. https://scholarworks.lib.csusb.edu/etd-project/732.
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Bryans, Patricia. "Informal learning at work : two studies of men and women managers." Thesis, University of Newcastle Upon Tyne, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391319.
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Oha, Augustina. "Impediments of Self-Managed Type 2 Diabetes in Mgbidi Women, Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4879.
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Type 2 diabetes is a complex metabolic disorder characterized by hypoglycemia or hyperglycemia that affects fat, protein, and carbohydrate metabolism. Researchers have identified that for individuals with Type 2 diabetes, staying on interventions for diabetes self-management is sometimes difficult and challenging. It is an increasing public health concern, especially in certain minority populations and in many developing and developed nations. This is especially true for the population of women 40 years and older in Mgbidi, Nigeria. In the Enugu State of Nigeria, women bear most of the burden of Type 2 diabetes when compared to the males in the state. This study explored and evaluated the impediments to self-managed Type 2 diabetes among Mgbidi women in the Enugu State of Nigeria, West Africa, using a qualitative phenomenological approach. The concept of impediments influencing cultural behavior was used as the guiding framework. The participants were a group of 9 women 40 years and older who live with Type 2 diabetes. Face-to-face in-depth structured and unstructured interviews were used for the data collection. The responses of the participants were recorded using a tape recorder with their consent. Their responses were analyzed using aspects of Hycner's and Colaizzi's approach for analyzing phenomenological data. The result of this study supported and expanded on the findings of the current literature review. Individual and social challenges and barriers came to light; such as lack of or non-functioning care centers, lack of diabetes related education, and misconceptions like ignorance, social support and medications behaviors. The use of the concept of impediments influencing culturally sensitive self-management behavior of type 2 Diabetes strengthened the study. The findings could help to enhance cultural sensitive diabetes education for this population and other populations who have diabetes in this community.
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Martins-Crane, Lolin. "The Self-Managed Work Team Environment: Perceptions of Men and Women." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500806/.
Full textAbstract:
The present study empirically examined working behaviors of men and women within a self-managed working environment. Three models of women and work were studied. Results indicated women exhibited higher levels of job meaning and continuance commitment. The more self-managed production team exhibited higher levels of growth need strength, support from co-workers, continuance commitment, task significance and lower levels of role conflicts. Support teams exhibited higher levels of autonomy and satisfaction with pay. Path analysis, testing a model based on Astin's sociopsychological model indicated direct effects from expectancy to general satisfaction, from gender to expectancy, and task significance to gender. An alternative model showed direct effects between general satisfaction and expectancy, satisfaction with pay, task significance and expectancies, and between satisfaction with pay and teams.
30
Haškovcová, Kristýna. "Women in Upper Management: Perceptions of Experts and Female Top Managers." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-264162.
Full textAbstract:
Hlavním cílém této diplomové práce bylo analyzovat současnou situaci žen ve vyšším managementu ve vybraných společnostech s hlavním zaměřením na Českou republiku. Dále prozkoumat baríery, kterým ženy čelí pří jejich cestě na manažerské pozice a poskytnout doporučení budoucím manažerkám. Tato práce se skládá ze dvou částí a to části teoretické a praktické. V první části jsou analyzovány teoretické pojmy spojené s termínem gender, současná situace žen v managementu a ženský styl vedení. Praktická část diplomové práce je rozdělěna na dvě další části. V první části jsou provedeny rozhovory s ženami z vyššího managementu, které pocházejí z různých společností. V druhé části je tato problematika analyzována z pohledu odborníku ze společnosti Hays Česká republika.
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Mayeko, Ncedisa. "Coping strategies of African women middle managers in the manufacturing industry." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1071.
Full textAbstract:
African women in South Africa have for decades, if not centuries, been marginalized in the workplace. With the dawn of the new South Africa came Affirmative Action and subsequently, the Employment Equity Act. These policies offered African women opportunities to enter the workplace. The review of the literature shows that the psychological functioning of African women managers has received minimal research attention. In addition, the literature review on coping focused on the individual and communal coping strategies which indicated that individual and systemic strategies have been neglected in both the theories of coping and extant empirical literature. The current study addresses this through the conceptualisation of coping from a systemic perspective. The current study aimed to explore and describe the coping strategies of African women middle managers in the manufacturing industry in the Nelson Mandela Metropolitan area. The study was conducted within a qualitative research paradigm and took the form of exploratory research. Non-probability snowball sampling was utilized to identify participants for the study. The sample consisted of three African women managers who held middle management positions in the manufacturing industry in the Nelson Mandela metropolitan area. Semi-structured interviewing was utilised to collect the data. In order to analyse the data, Tesch’s (1990) qualitative analysis steps were utilised. The study showed that African women middle managers relied on individual strategies such as assertiveness, spirituality and, positive attitude to cope. These individual strategies were not used in isolation, as the participants relied on various subsystems within which they were embedded to cope with the demands they faced.
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McDonald, Isobel Bruce. "Gender inequality regimes in Scotland : a study of senior women managers." Thesis, University of Strathclyde, 2015. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=24976.
Full textAbstract:
Despite women's progress in the workplace over the last four decades, they remain under-represented in management, occupying only around a third of all management jobs. In addition, there are even fewer women on the higher rungs of the management career ladder, even though some women now do reach the top of organizations. Much of the research that has examined women's under-representation has focused on developing frameworks with which to identify the elements in organizations that constitute barriers to women's progression, so that these in turn can be overcome. Although there has been an acknowledgement of the effect of systemic factors on women's progression in management, there is a lack of a framework with which to analyse them. The aim of this research is to address this gap by synthesising the business systems literature together existing gender based frameworks in order to provide a new and extended approach to the study of women in management. This study was located in three sectors in Scotland, the Labour Movement, Local Government and Financial Services. A total of fifty-three interviews were carried out, comprising thirty-six senior women managers and seventeen background and elite interviews, making a total of fifty-three interviews. The study found that business systems, like organizations exhibit patterns of institutionalised gender discrimination, which constitute that business system's gender inequality regime. The study also found that business systems institutions as well as shaping organizations are also engaged in a co-constitutive process with organizations and actors.
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Rutherford, Sarah Jane. "Organisational cultures, patriarchal closure and women managers : in what ways do organisational cultures act as a means of patriarchal closure to exclude and/or marginalise women managers?" Thesis, University of Bristol, 1999. http://hdl.handle.net/1983/91282085-b658-4d98-96e4-d6b9b81e72a2.
Full textAbstract:
This research investigates the gendered aspects of organisational culture. Empirical studies of two organisations, both with distinctive divisional cultures were undertaken. Employing and extending the Weberian concept of social closure, I ask whether, and to what extent, different organisational cultures act as means of social closure to exclude and/or marginalise women managers. I design a research typology for studying gender and culture, consisting of gender awareness, management style, time management, public/private divide, informal socialising, and sexuality. I draw on several different theories of power to explain hierarchical gender relations in organisations. I found that a Weberian concept of legal rational authority is still relevant to organisational life, particularly leadership. The concept of discourse, as meaning what may be said at any one time, proved useful, particularly in illuminating the public/private divide. I argue that a concept of patriarchy is still vital for a feminist analysis of organisations and Gramsci's concept of hegemony helps explain why women are seemingly complicit in their own oppression. The research highlights the importance of an adequate definition of orgnisational culture in order to identify its exclusionary characteristics. Different constituents of culture may act to exclude women in different ways and in different areas, even where a strong equal opportunities policy exists. Key findings include the prevalence of sexual harassment even at senior levels and in'feminised' areas of work; the positive impact of a nonheterosexual culture on gender relations, and the importance of business demands on management style. At senior levels, long hours, informal socialising, management style, and the acceptance of a public/private divide act in combination or separately to marginalise and exclude women. Whilst women managers fare better in an equal opportunities organisation, men's resistance to women in organisations becomes more subtle as overt discrimination is outlawed.
34
Mosewich, Amber Dawn. "Self-compassion as a resource to manage stress in women athletes." Thesis, University of British Columbia, 2013. http://hdl.handle.net/2429/44182.
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Foster, Viola Joy Eunice. "The under-representation of women in the management of social services departments." Thesis, Lancaster University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304731.
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Bown-Wilson, Dianne. "Career plateauing in older managers: A systematic literature review." Thesis, Cranfield University, 2008. http://dspace.lib.cranfield.ac.uk/handle/1826/4629.
Full textAbstract:
Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background.
The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research.
The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development.
Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.
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Farley, Penelope Gillian. "Factors that affect the success of women administrators in higher education." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/17609.
Full textAbstract:
Since the 1970s women have clearly made great advances toward equality in education and in the resultant employment opportunities afforded by an excellent education. Today women are graduating from universities at a rate unparalleled in history (Mitchell 2012:56; Townsend & Twombly 2007:208), and are also entering management positions at a greater rate than we have ever seen (Cejda 2008:172). While the rate of women university graduates taking up entry level management positions is almost on a par with men (Bosak & Sczesny 2011:254), the rate of women professionals who move into senior management positions decreases as the position becomes more senior until, at the highest level management positions, women hold only between 3% and 5% of the top posts. (Mitchell 2012:56). Through the analysis of in depth interviews of women holding higher level management positions (including President, Chancellor, or Vice Chancellor,) at universities in four different English speaking countries, the study sought to investigate the reasons why there are so few women found in top management positions in universities. The results of the study indicate that the factors having the greatest effect on the success of women managers at university are those of identity; being able to overcome academic bullying in the workplace; having key support at critical times, especially from a spouse or from family; and developing the strategies to overcome career obstacles through the use of metacognition. The study also found that informal, multiple, mixed gender mentoring was the most effective type of mentoring for women. As a result of the study findings, new theory is proposed for advancement of women managers that offers the concept of identity as a lynchpin factor. Identity develops concurrently with sets of personal and management skills that are interwoven into the experiences of women as they work in management.
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Hailstock, Michele. "Gendered racism in the workplace as experienced by women of color managers." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3689231.
Full textAbstract:
As the workplace has diversified with the inclusion of women and minorities holding positions throughout all levels of the organization hierarchy, the question remains if gendered racism exists in the 2014 workplace for women managers with minority group background. Gendered racism, described by Philomena Essed in her 1991 book, Understanding Everyday Racism: An Interdisciplinary Theory, is a unique female experience due to their race and being a woman. Visible at this intersection of race and sex, women of color may experience the sexist and racist stereotypes dually assigned to women and minorities. This research provides a qualitative view of the experiences of gendered racism using Moustakas' transcendental phenomenology method. Data were collected from eight women who self-identified as Hispanic ( n=2) and Black (n=6). All the women with the exception of one were college graduates, managers in an organization of 50 or more employees, between the ages of 35 to 62 years old. The study findings validated the experiences of gender racism in the workplace through the lived experiences of women interviewed. The women revealed their experiences with gendered racism, which affected their workplace interactions with others, manifest psychological stressors, and tainted the vision of themselves. Additionally, all of the women developed coping skills to combat gendered racism, which allowed them to pivot their careers to higher levels in their organizations. The emerging themes revealed from the study's participants experiences of gendered racism are psychological effects, feeling discounted, acceptance or justification, disrespect, and self-confidence. This research provides a phenomenological description of the lived experiences of the gendered racism and the impact of these experiences in the workplace as reveal by women of color.
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Ashley, Rockell Chandler. "African American Women Middle Managers’ Stories of Stereotype Threat and Leadership Aspirations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7589.
Full textAbstract:
Even with the rise of racial diversity in the workplace, African American women remain underrepresented in upper management and organizational leadership positions, making up only 1% of U.S. corporate officers. The purpose of this qualitative narrative inquiry study was to explore the daily experiences of African American women middle managers in regard to stereotype threat and the effect of these experiences on their engagement with leadership aspirations. The narrative inquiry method was used to address this gap and answer the research question, through storytelling from African American women in middle-management positions. This study was framed by 2 key concepts that focus on minority group workplace experiences with stereotype threat and the implications of these experiences on minority group members for their engagement with leadership aspirations: Inzlicht and Kang’s concept of stereotype threat spillover and Major, Spencer, Schmader, Wolfe, and Crocker’s concept of psychological disengagement. The data-gathering process involved semistructured telephone interviews with 7 college-educated African American women, in U.S.-based organizations, in which participants told the story of their stereotype threat experiences in middle management roles. Two of the 5 key themes uncovered were impact of stereotype threat spillover and disengagement from leadership and career aspirations. The information gathered from the narrative study will help drive social change by bringing awareness to the issue and reducing threat experiences of disadvantaged groups across organizations.
40
Mouton, Johleen. "The managerial role of women in the South African Police Service : the case of Johannesburg SAPS / Johleen Mouton." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1105.
Full textAbstract:
Since 1991. South Africa has a new democratic dispensation. This new- Democracy in
South Africa has the aim to change the lives of ever)- citizen in South Africa. A new
Constitution and the Bill of Rights have been adopted to ensure that discrimination
policies of the past are to be addressed. The Government of South Africa committed
itself to gender equality and this commitment has to transpire to all public institutions. It
is therefore. important that public institutions should engage in a process of ongoing
change and investigate their own controlled styles in support of gender justice.
In the South African Police. before 1994. women were not considered as an essential part
of the workforce and they were not employed in senior management positions. The new
South African Police Service adopted community policing as a new style of policing and
embarked on a strong sense of service delivery to the community. South Africa has a
diverse community and to enable the SAPS to deliver a proper service to the community
they serve, the human-resource component should reflect this: incorporating men and
women as equal partners. The managers of the SAPS have therefore to change
accordingly and with that the whole organisation and its members. When times change.
it requires a change in attitudes and perceptions.
The aim of this study was to engender a new consciousness in the SAPS and the society
about the role of policewomen as competent managers in a male-dominated profession
and not for superiority of any of the genders. In any society women play a critical role:
therefore the respect for the rights of women in society brings capability and builds
capacity.
Semi-structured interview schedules were used to conduct interviews with female police
station managers as well as their subordinates at different stations to obtain the necessary
information. A literature re vie^ was done to obtain information and views from other
authors on the topic of policewomen. Limited research has been done on policewomen
or on women in management positions in SAPS.
Chapter one provides an orientation to the study. Legislation by Government as well as
policies and directives from the SAPS were discussed in Chapter 2 to set the scene for the
study. The question is asked whether these legislation. policies and directives are
effectively being implemented to enhance the development of women in the organisation
and to give them a fair chance to show their skills and competencies in managerial
positions. The study further materialises in a discussion on the role and performance of
women in the policing environment and a historical background of women in policing in
South .Africa. The remainder of the study focuses on the research methodology. the
empirical findings: a summary: recommendations and a conclusion.Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2006.
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Thorne, M. L. "Engendering culture : The dynamics of organisation culture, gender and managerial behaviour." Thesis, University of Bath, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383608.
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Brion, Marion Claire. "The Society of Housing Managers and women's employment in housing." Thesis, City, University of London, 1989. http://openaccess.city.ac.uk/19994/.
Full textAbstract:
The Society of Housing Managers. formed from the women trained by Octavia Hill, is not well known, though it played a prominent part in housing management from the 1930s onwards. The aim of this thesis is to examine the hypothesis that the Society of Housing Managers played a substantial role in encouraging the employment of trained women in housing from 1912 to the post- war period. It is further suggested that the ending of an all female Society and its subsequent amalgamation with the Institute of Housing in 1965 was one factor in weakening the position of women in housing employment, although other factors contributed. A major source of evidence used is depth interviews carried out with members of the committee who dealt with unification between the Society and the Institute, as well as interviews with other women managers. Some of these informants supplied early, often unique, documents. The Minute Books of the Society and other records not hitherto documented were also important as were Public Record Office papers, contemporary journals and secondary historical sources. Statistical data centres around a detailed analysis by gender of the Institute of Housing membership records and two major surveys carried out by the City University and the NFHA using unpublished as well as the published data. An additional small survey was done of women's employment in allied professional organisations. It is concluded that the Society of Housing Managers played a crucial role in drawing women into housing employment in the 1930s and thus opened up opportunities for women in the; expansion of public housing during the second world war and after. However some disadvantages may have been incurred by separate organisation. In comparison. women in the 1980s have had some success in combining separate women's networks with membership of a mixed Institute.
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Chen, Aurora S. "Career benefits of an MBA for British and Taiwanese woman managers : adopting a career-capital perspective." Thesis, Cranfield University, 2009. http://hdl.handle.net/1826/3877.
Full textAbstract:
This research aims to identify the career benefits which female graduates have
acquired from taking an MBA programme in the UK and Taiwan. It builds on a
stream of knowledge about male and female MBA graduates’ career competencies as a
result of completing the MBA and adopts a career-capital perspective. The
qualitative data emerging from the 36 interviews and the stratified sample of six
business schools in the UK and Taiwan which make up the study offer a rich
understanding of how women perceive their career benefits. It redresses the previous
focus on quantitative data from a single sample and a concentration on objective career
outcomes such as salary and promotions.
The findings show that all female participants acquired career capital. Junior and
middle managers (British women, aged between 30 and 34) focused on the acquisition
of human and cultural capital and, in particular, on growth in confidence and salary as
well as career advancement. Middle and senior managers (British and Taiwan women,
aged between 35 and 40) concentrated more on the acquisition of social capital, in
terms of networks, than the attainment of human and cultural capital. Senior
managers (Taiwanese women, aged between 41 and 45) benefited from the acquisition
of social capital in terms of networks with alumni, faculty, peers and friends. The
differences in career benefits between the British and Taiwanese women are explained
in terms of cultural backgrounds (British and Taiwanese) and the characteristics of
each individual in terms of age and managerial experience. Gaining confidence and
improved career status leading to salary increases, management promotions, career
opportunities and personal reputation was seen as the most important to the British
women. Networking with talented people (alumni, faculty, peers and friends) leading
to gaining visibility in senior management, seeking career advice, career planning and
career advancement, acquiring sponsors, sharing knowledge, exchanging information,
extending contacts, acquiring professional support, a source of learning and other
commercial benefits (for example, gaining a deeper understanding of customers) were
critical to the Taiwanese women.
The research has attempted to add to the knowledge about career capital by redefining
the concepts of human, social and cultural capital and reorganizing the dimensions
within each concept. Human capital is defined as educational attainment, consisting
of knowledge, skills and confidence. Social capital is captured by networks with
alumni, faculty, peers and friends. Cultural capital is developed through the valuewhich society places on symbols of prestige and is defined as improved career status.
It has also attempted to offer empirical evidence to add to the existing literature on
women’s career benefits from taking an MBA and how they relate to career stage
(early and mid-career) and cultural background (British and Taiwanese). It has
helped in shaping an understanding of how women leverage the MBA to develop
managerial careers in their thirties and forties. It has also filled a gap in the research
on female MBA graduates in Taiwan. Previous work does not devote much attention
to the cultural factors in cross-cultural studies while this research has shown how
collectivism in Taiwan and individualism in the UK have an impact on the career
outcomes of female graduates. Future research is needed to extend the study of what
career benefits graduates from different countries gain from MBA studies in order that
global programmes run in the UK cater to the needs of all students.
44
Ross, Frances M. "Managerial career development for women in health contexts : metamorphosis from quandary to confidence." Curtin University of Technology, School of Nursing, 1997. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=10880.
Full textAbstract:
The aim of this study was to construct a theory for women's managerial career development that explained how women in health care services and health science faculties achieved senior management positions and developed their careers. It sought to discover the main barriers to career progress and achievement of senior level positions by women in health related organisations and to identify how women managers dealt with obstacles. In-depth interviews with 35 women managers in senior positions in 19 different organisations from three different cultural regions formed the major data source; observations, field notes, personal and operational journals, documents, and literature supplemented this data.This research was conducted in two phases. In phase one a descriptive approach was used to develop propositions about women managers and their careers. These propositions formed the guidelines for phase two. The second phase used grounded theory methods, incorporating feminist and interpretative perspectives to identify the previously inarticulated core problem shared by participants. The barriers that women encountered were the contradictory, inconsistent and incompatible assumptions about their potential to have long term careers and ability to move into senior level management positions.These assumptions had been received during their life and educational experiences, as well as from their organisations. The gendered context of health care organisations and university educational institutions contributed to the limited career aspirations and career progress of women with health professional qualifications. By applying grounded theory strategies for analysis of the data, it was discovered that the women managers dealt with this problem through a core process, labelled metamorphosis, a four stage process for overcoming assumptions. This core variable was the way these women ++managers moved from managing without confidence to managing with confidence and assurance.This process occurred over time having four stages, each involving different activities and strategies. The progressive spiral stages were: being in a quandary (struggling with incompatible and contradictory assumptions); observing, examining and reflecting (on the impact of internal and external assumptions on their behaviour in organisational contexts, then realising that opportunities existed); learning and reframing (the managerial skills in order to re-frame their assumptions about the traditional characteristics of a manager); and finally change and transformation into being confident managers, so developing women's presence in management.The findings generated a theory which proposed a managerial career development model for enabling women to manage with confidence and assurance. The outcome was a theoretical model which recognised the dynamic interaction between contexts (professional, organisational, political, economic, cultural, and research); a picture of women managers (personal beliefs, skills, characteristics, attributes of life long learning, relationship between life and career roles, and ways of changing contexts); and the inner energy force creating women's presence in health related organisations (core process and power of their metamorphosis).Contributing to the development of this theory of metamorphosis was the recognition that being and doing research with women involved valuing the personal learning process. This thread has been integrated into the research fabric to strengthen the reflective and personal experiences of research. Using and valuing women's stories enabled their voices and visibility to be taken out of the shadows and demonstrated that they can be pioneers in their own lives. The sense of collaboration in research, education, and community ++
healing will gain from encouraging women to aspire to leadership and management positions.
45
Razali, Siti Katizah. "Women in educational management in Sarawak : a study of traditional and professional challenges." Thesis, University of Bristol, 1998. http://hdl.handle.net/1983/07df9f34-8dbb-4eb1-8e71-12c865c14a68.
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This exploratory study examined how women managers in education in Sarawak combine their traditional and professional roles and deal with potential role conflict. The study is set in the context of an increasing number of women managers in education in Sarawak and the issues this raises for their support, if they are to harmonise their roles and advance professionally. The aim of the study is to furnish policy makers at the national and state level with information to formulate a policy document which could be adopted in preparing a strategy for the advancement of women managers, taking into account their dual roles. Both quantitative and qualitative paradigms are employed to provide depth and breadth. The postal survey questionnaire was sent to all the 109 women in the target population: all women heads and deputies in schools, teacher training colleges and the State Education Department. There was a 91.7% response rate. Additionally, eight women managers were interviewed in-depth, together with seven spouses and three other senior women in education, who are influential nationally. The eight women managers also completed time-log diaries for a week. Respondents in the survey questionnaire included managers who, at one time, had rejected promotion. This enabled the perceptions of those who had experienced difficulties in relation to promotion to be analysed, as well as those who had not. Combining the quantitative and qualitative approaches meant that they complemented, supplemented and illuminated each other. The study did not aim, initially, to explore the cultural dimension but it emerged during the interviews that their specific cultural origins (Malay, Iban and Chinese) were a significant determinant of the women managers' perceptions of their dual roles. Indigenous culture was not found to be a barrier to advancement but the research has revealed that when studying women in educational management consideration of individual cultural contexts gives additional insights into their perceptions of their two roles. Interviews with the spouses revealed corresponding views to those of their wives pertaining to women's traditional roles; they also saw complementary roles in the partnership. The close support of the extended family is a significant factor in the study. For the women studied, the boundaries between their personal and professional roles were not clear-cut. Work invaded their personal lives and family needs were perceived as paramount when considering promotion. Values relating to caring and nurturing imbued their professional and personal lives. The different cultural and environmental experiences of the women managers contributed to their varied perceptions of role conflict. Many had developed coping strategies which reduced such conflict and supported their successful performance as workers, wives, mothers and daughters. Impediments to the advancement of women managers are identified and possible courses of future action suggested. Implications for policy makers at the Ministry of Education and State Education Department as well as for future research are highlighted
46
Ho, Swee Lin. "Work,Money and Drinking : The Friendship Networks of Women Managers in Contemporary Japan." Thesis, University of Oxford, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504025.
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Reeves, Martha E. "Termination : the ultimate sanction; a study of women managers who lose their positions." Thesis, Keele University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.301194.
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Minor, Tammy Lynn. "Behavioral Modification and Relapse Rates in Opioid-Dependent Pregnant Women Managed with Subutex." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1348.
Full textAbstract:
Behavioral Modification and Relapse Rates in
Opioid-Dependent Pregnant Women Managed with Subutex
by
Tammy Minor
MSN, Walden University, 2009
BSN, Marshall University, 1986
Project Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Nursing Practice
Walden University
March 2016
Opioid dependency affects not only the individual who is dependent on opioids but negatively impactsalso the family unit, the community, and society as a whole. Opioid use in the prenatal period can have devastating effects on both the mother and the fetus. The purpose of this paper is to perform a secondary analysis of the effectiveness of behavioral modification in reducing relapse rates and improving compliance of treatment regimen in opioid- dependent pregnant women who were being managed in a FamilyCare Health Center in West Virginia. The transtheoretical model was used as a framework to determine participants' behavioral readiness to change. The Stetler model was used to evaluate outcomes and goal achievement. The sample consisted of 43 pregnant opioid-dependent women who had participated in the Subutex-assisted program at 3 Family Care Health Centers in West Virginia. Descriptive statistics and regressive analysis were used to analyze relapse data at weeks 2, 6, and 10. A secondary analysis was conducted to determine if behavioral modification contributed to a reduction in relapse rates and improved compliance with the treatment regimen using ANOVA and MANOVA. The results of ANOVA and MANOVA tests showed that behavioral modification has a potential to influence a reduction in relapse rates in the target population. The information obtained from this analysis can be used to influence social change by assisting healthcare providers in revising or modifying existing programs; this information can also and inform the help to design of future programs that effectively meet the needs of this target population .
49
Cicilie, Wayne Cyril. "Problems and training needs of women education managers in primary schools in Bloemfontein." Thesis, Bloemfontein : Central University of Technology, Free State, 2006. http://hdl.handle.net/11462/63.
Full textAbstract:
Thesis (M. Tech.) - Central University of Technology, Free State, 2006Women Education managers are still in the minority in primary schools in Bloemfontein, despite the many changes education has undergone in recent years. It is against this background that the researcher found it imperative to investigate the problems women education managers might experience in carrying out their managerial duties and responsibilities. The study further sought to investigate the training needs of women education managers. On the basis of the perceptions held by educators, findings of research studies and the little South African literature that exists, the research questions crystallise as follows: What managerial problems do women education managers experience in carrying out their managerial duties? Do women education managers experience problems other than managerial problems in carrying out their duties? What training do they require? The purpose of this investigation was to gain an insight into the problems women education managers in primary schools in Bloemfontein experience in carrying out their managerial duties. The literature review provided a focus as the framework on which this study is based. In order to collect factual information about the managerial problems women education managers in primary schools in Bloemfontein encounter, questionnaires were distributed amongst the target group. Women education managers experience problems in performing their managerial duties. These problems include delegation, finance management, human resource management, planning, formulation of objectives, policy formulation, decision making, problem solving and allocation of time. There are some factors other than managerial competence and leadership style that have an influence on the way women education managers perform their duties. These factors include workplace discrimination, sexual harassment, negative attitudes towards women, emotional influences, promotion myths, lack of self-confidence, lack of support, role models and positive reinforcement, cultural socialization as well as allocation of duties. Other organisational factors women experience include: difficulty to cope with the demands of the post, too much workload, human relations, division of work in the department and when acting as principal when he/she is absent. Based on the findings of the study, it is imperative that relevant training programmes that would address the particular needs of women education managers in primary schools in Bloemfontein, be developed. These training programmes should address the various areas of management which are problematic to women education managers. As education managers, women should seize every opportunity to leave behind the gender discrimination which is still prevalent in the sphere of education and commit themselves to undergo management training to successfully execute their managerial duties. As education managers, women also need training in various organisational issues in which they experience problems. These problems also have an influence on the way women execute their managerial duties. Recommendations for the study: By providing women education managers with the necessary managerial skills, the different areas of management in which women experience problems can be eradicated. They will have to undergo relevant training. Workshops and in-service training sessions need to be conducted to address the managerial areas in which women education managers experience problems. The findings of this study are not representative of the Free State province and further research needs to be conducted in the entire province or even all over South Africa.
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Kawanzaruwa, Gallie. "Lived experiences of Emirati senior women managers in higher education : a narrative analysis." Thesis, Durham University, 2015. http://etheses.dur.ac.uk/10993/.
Full textAbstract:
Over the last four decades, the United Arab Emirates (UAE) has sought to ensure the full, comprehensive inclusion of women in both education and the workplace. Motivated by my own rise from a relatively humble upbringing to later professional success achieved largely against the odds, this thesis aims, through the use of narrative analysis, to establish the reasons behind the accomplishments of five Emirati women managers in Higher Education (HE). The thesis contextualises their testimony by providing a historical overview of the UAE and a comprehensive examination of the literature; and setting out the critical feminist perspective at the heart of this study, which influenced the research paradigm: linking this with the narrative analysis method adopted. The life stories of the five women are analysed in detail, in order to identify key themes and commonalities. These key themes are: support received from different individuals at different times; opportunities provided by political, cultural and structural change in the UAE; personal resilience and resolve to succeed; and the importance of the Islamic faith. Taken together, the women’s testimony justifies the use of narrative analysis; it provides lessons for policymakers to learn (as well as recommendations set out at the end of the thesis, which seek to nourish an environment based on genuine equality of opportunity for all) and inspiration for future generations of Emirati women and girls seeking to follow in their footsteps.