Journal articles: '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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Kramar, Robin. "Book Reviews : Becoming a Top Woman Manager." Journal of Industrial Relations 31, no. 2 (June 1989): 273–75. http://dx.doi.org/10.1177/002218568903100214.

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Guerrier, Yvonne. "Hotel Manager - An Unsuitable Job for a Woman?" Service Industries Journal 6, no. 2 (July 1986): 227–40. http://dx.doi.org/10.1080/02642068600000023.

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Ielics, Brigitta, and Patricia Luciana Runcan. "The Profile of the Successful Woman Manager in Romania." Procedia - Social and Behavioral Sciences 46 (2012): 909–11. http://dx.doi.org/10.1016/j.sbspro.2012.05.222.

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Genç, Dilek Sönmez, Ahmet Güneyli, and Pervin Yiğit. "Analysis of Personal-Professional Status of Women Managers for Sustainable School Management in Turkey." European Journal of Social & Behavioural Sciences 30, no. 2 (April 30, 2021): 3342–57. http://dx.doi.org/10.15405/ejsbs.292.

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For a sustainable education, it is imperative to empower women in the education process. This study aims to evaluate and describe women's personal and professional characteristics in school management in Turkey. In the study, the opinions of woman school managers about the goals of becoming a manager in line with their images of self-efficacy, self-esteem and organizational justice and their perspectives on the problems arising in the process were discussed. Mixed method research was carried out and a total of 288 women school managers working in the different provinces in Turkey participated in this study. An evaluation of the findings of the research found that the women school managers’ self-esteem and self-efficacy levels were high in contrast to the organizational justice level. This shows that the promotion of women school managers’ organizational justice image is significant in the context of building sustainable school management in Turkey.

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Ummah, Athik Hidayatul. "LOMBOK WOMAN EMPOWERMENT IN THE DIGITAL ERA THROUGH MANAGING COMMUNITY RADIO AS A MEDIA OF PANDEMIC COMMUNICATION." Profetik: Jurnal Komunikasi 14, no. 2 (October 1, 2021): 220. http://dx.doi.org/10.14421/pjk.v14i2.2376.

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Women have some part in the pandemic Covid-19, especially in providing true information. This article tends to describe how Lombok woman empower themselves through managing community radio during Pandemic Covid-19. Related to the role of community radio is increasing especially in providing the true information needed by the public. These women manage the radio community called “Nina Bayan” in North Lombok Regency. This phenomenon is interesting to be studied since the people in this area have been facing long-standing difficulties, from the Lombok earthquake that occurred in 2018 to the Covid-19 pandemic in 2020. The resilience of society, especially women's groups, in facing this difficult situation is to form a media broadcast which is community radio. The purpose of the research is to explore the role and strategy of the radio community “Nina Bayan” in building pandemic communication during the digital era managed by these women. This study uses a qualitative approach to describe the phenomenon of the study in depth and detail. Research data obtained from interviews (three interviewees: founder, program manager, announcer or teacher), observations and literature review to strengthen the study in theory and methodology. The results show that (1) Dissemination of pandemic communication was packed through the communication media of the radio based on community needs and local wisdom so that it was easily accepted and accessed by the community. (2) The strategy carried out by the radio community to survive amid the challenges of the broadcasting world is capacity building for radio managers and broadcasters, using an inclusiveness approach, creating programs based on community needs and broadcasting digitalization.

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Kalekye, Esther, Peter Koome, and David Gichuhi. "Influence of gender stereotypes on the effectiveness of women senior managers in NGOs in Nakuru County, Kenya." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 5 (September 17, 2020): 84–90. http://dx.doi.org/10.20525/ijrbs.v9i5.849.

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The purpose of this study was to determine the influence of gender stereotypes on the effectiveness of women senior managers in Non-Governmental Organizations (NGOs) in Nakuru County, Kenya. A descriptive survey design was used and the target population was the human resource managers and women senior managers in 65 duly registered and active NGOs in Nakuru County. From these organizations, simple random sampling was used to select a human resource manager and a woman senior manager which resulted in 130 respondents. Primary data was collected using a self-administered questionnaire which had close-ended and open-ended questions while secondary data was collected through the use of document analysis. Quantitative data was sorted, cleaned and analyzed through the SPSS software. Descriptive statistics were analyzed through the use of frequencies and percentages while inferential statistics were analyzed through the use of Pearson Correlation and Pearson Chi-Square tests. The findings of the analysis were presented in form of tables and charts. On the other hand, qualitative data were analyzed thematically and the results were presented in the form of narratives. The study adhered to and ensured that research ethics were upheld. The study found out that gender stereotypes had a statistically significant negative relationship with the effectiveness of women senior managers (r= -0.342; p<0.05). The Chi-square test results indicated that gender stereotypes had a statistically significant association with the effectiveness of women senior managers. The recommendation made was that a similar study can be conducted to provide both the perspectives of men and women senior managers.

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Simpson, Ruth. "Have Times Changed? Career Barriers and the Token Woman Manager." British Journal of Management 8, s1 (June 1997): 121–30. http://dx.doi.org/10.1111/1467-8551.8.s1.10.

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Rughoobur, Soujata. "Women as Emotional Entities in the Hospitality Sector of Mauritius. A Case Study." Studies in Business and Economics 12, no. 2 (August 28, 2017): 176–205. http://dx.doi.org/10.1515/sbe-2017-0029.

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Abstract Emotions and feelings have always been part of human beings. Its use in the organisational context in order to achieve competitive advantage, that is, the management of emotions by female workers remains a matter of great debate. Hochschild through her book “The Managed Heart: Commercialisation of Human Feeling” in 1983 brought forward the concept of Emotional labour. This paper has attempted to explore areas where female workers are being employed to carry out emotional work and for this purpose a hotel in the eastern cost of Mauritius was chosen being part of the hospitality industry. The survey was conducted there so as to be able to gather quantitative information about this subject issue and a personal interview was also being carried out in order to obtain the opinions of the human resource manager on this concept as being a woman and a manager herself. A series of recommendations have been provided in order to encourage better treatment of women and make them happy employees.

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Nur, Suriani. "PEMBERDAYAAN PEREMPUAN UNTUK KESETARAAN & MENINGKATKAN PARTISIPASI DALAM PEMBANGUNAN LINGKUNGAN HIDUP." AN-NISA 10, no. 1 (July 26, 2019): 99–111. http://dx.doi.org/10.30863/annisa.v10i1.388.

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Woman is one a human resource which is potential to be involved in development of environment. Amount of resident of Indonesia has plentyof woman gender to, despitefully woman represent environmental manager is suitable arrange natural resources and environment. Lack of knowledge of environment is one of the factor thatcause involvement of woman in development become minim. Conductingwomanparticipation is important to continue to improve woman clan self-capacities so that they can have self-confidence. Consequently woman clan can follow to participate and also act in all development in Indonesia which included in development of environment.

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Nurasih, Rr, and Agustini Dyah Respati. "Identifikasi Faktor-Faktor Diskriminasi Gender yang Mempengarrhi Karir Karyawan Wanita di Kota Yogyakarta." Jurnal Riset Manajemen dan Bisnis 2, no. 2 (December 1, 2007): 139. http://dx.doi.org/10.21460/jrmb.2007.22.197.

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Statistically, the number of women who works outside household is getting increase. As a part of worfforce, woman not only takes a position as general employee but they are also employed as a manager. It indicates that woman plays an important role in organization. In other words it can be said that the globol labor force has changed. Change in labor force involved an aging worfforce and a diverse worffirce. Furthermore diversity exists within labor force. As a result organizations cannot afford to ignore or discount the potential contributions of wornen. At the same time work opportunity for women is also more available. Women, howqer find dfficulties that hinder them in pursuing a success in career. This hindrances result fro* the social and culture concept that the nature of a woman is a houssvyife. In fact women who hold a dual career hme a more responsibility either to their emplolters or to their household. Being a dual career people, women show a high work motivation and good performance. This paper examines the affecting factorson wornen coreer in term of sex discrimination that is discrimination on grounds of gender. The result shows that there are five gender discrimination factors affecting woman career.Kqtwords : woman car e er, gender, divers ity, culture, dis crimination.

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Burke, Ronald J., Louis A. Divinagracia, and Ermias Mamo. "Does Having a Woman Manager Affect Managerial Women's Work and Career Experiences?" Psychological Reports 83, no. 3 (December 1998): 968–70. http://dx.doi.org/10.2466/pr0.1998.83.3.968.

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This study compared the work and career experiences of Filipino professional and managerial women with men and women supervisors. Data were collected from 200 women working in banking and financial services and the fashion and cosmetics sectors. Sex of supervisor was not associated with Filipino women's work and career experiences.

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Koivunen, Minna. "The Meanings of Being a Woman and a Small Business Owner-Manager." Proceedings of the International Association for Business and Society 9 (1998): 783–96. http://dx.doi.org/10.5840/iabsproc1998973.

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Featherstone, Ann. "‘A Good Woman of Business’: The Female Manager in the Portable Theatre." Nineteenth Century Theatre and Film 45, no. 1 (May 2018): 9–26. http://dx.doi.org/10.1177/1748372718791052.

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The portable theatre embraced and valorised women throughout its 150-year history (from around 1800 to 1950), taking dramatic performances to towns and cities throughout the United Kingdom and Ireland. Mothers, wives and daughters were also actors and managers in these travelling companies, in close family units, and their career paths reflected both their skills and opportunities. Their working lives were physically hard, often organising theatrical licenses and recruiting professionals, as well as performing themselves. Many women combined the leading lady roles with management and caring for their children. Others were forced to relinquish an acting career to concentrate upon business. Mrs Marie Livesey, with six children to care for, fulfilled her late husband’s ambition to build a permanent theatre and did so, in part, with revenue from her portable theatre. Women managers of portable theatres were respected in their business and their achievements challenge the perception that all theatrical women laboured under ‘restricted conditions’.

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BURKE, RONALD J. "DOES HAVING A WOMAN MANAGER AFFECT MANAGERIAL WOMEN'S WORK AND CAREER EXPERIENCES?" Psychological Reports 83, no. 7 (1998): 968. http://dx.doi.org/10.2466/pr0.83.7.968-970.

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Amatiello, Win. "Shattering the glass ceiling - the woman manager M J Davidson Shattering the Glass Ceiling - the Woman Manager C L Cooper Paul Chapman Publ 184pp £12.95 1-85396-132-9." Nursing Standard 7, no. 26 (March 17, 1993): 48. http://dx.doi.org/10.7748/ns.7.26.48.s61.

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Laaraj, Nadia, and Driss Ferhane. "Management Practices of SMEs Owners in Emerging Economies: A Gender Comparative Study." International Business Research 13, no. 1 (December 4, 2019): 79. http://dx.doi.org/10.5539/ibr.v13n1p79.

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The literature on management practices indicates that the company’s performance depends largely on the skills of its leader, when the intuition of the latter is based on the instruments and rational management methods. The aim of this study is to analyse the relationship between the gender and management practices in terms of current operations (Production, marketing, finance, …), identify the characteristics of the owner-manager of SMEs (male and female specific), and detect the points of divergence and convergence between women's and men's management. To do so, we conducted a theoretical analysis of the main concepts and indicators that allowed us to develop a research model. The analysis of the answers was based on a survey adressed to a sample of owner-managers. Our findings confirm that the personal characteristics of the owner-manager influence the management practices. The results of the comparison between the Moroccan ruling woman and man, show that there are no real differences in management style, but rather some shared values between them. This paper provides a theorical contribution on the link between the profile of owner-managers and management practices including the gender parameter. In terms of pratical contribution, it contribute to understand behavior of Moroccan SMEs owners and to show the importance of this two dimensions, the profil of owner managers and gender approach, it can be also considered as a recent study of the typical profile of owner-managers in an emerging country such as Morocco. We try, through this work, to contribute to this field of research which remains very fertile.

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Koch, Sabine C., Rebecca Luft, and Lenelis Kruse. "Women and leadership – 20 years later: a semantic connotation study." Social Science Information 44, no. 1 (March 2005): 9–39. http://dx.doi.org/10.1177/0539018405050433.

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English We investigated the semantic connotations of the concepts woman, man, leadership, manager and businesswoman (N = 101) on 25-item semantic differentials. Our study was a replication of Kruse and Wintermantel (1986), who had found that the concepts man, leadership and manager formed one cluster, whereas businesswoman and woman each remained separate (woman being particularly far off the main cluster). The authors concluded that leadership was still male. We were now interested in the changes in semantic connotations of those concepts over the last 20 years. In addition to influence of participants' sex, we were also interested in how professionals differed from students in their representations of these concepts. Results suggest that (a) clusters have changed, with manager, leadership and businesswoman now forming the main cluster, and (b) influence of professional status was more pronounced than influence of participants' sex. The observed changes in concepts lead us to the carefully optimistic statement that societal gender roles seem to be changing in the direction of more representational and also more factual gender equality. French Sur un différentiel sémantique de 25 termes les auteurs ont étudié les connotations sémantiques des concepts femme, homme, leadership, manager et femme d'affaires (N = 101). Cette étude est une réplication de celle de Kruse et Wintermantel (1986), qui avait montré que les concepts homme, leadership et manager constituaient un seul groupe, alors que ceux de femme d'affaire et femme restaient isolés (femme se situant particulièrement à l'écart du groupe principal). Kruse et Wintermantel en avaient conclu que leadership restait un concept masculin. Dans cette étude, les auteurs s'intéressent aux changements des connotations sémantiques survenus pendant les 20 dernières années. Au delà de l'influence du facteur 'sexe du participant', ils s'intéressent également aux différentes représentations de ces concepts pour des personnes en activité et des étudiants. Les résultats obtenus suggèrent que (a) les groupes ont changé, le groupe principal comprenant maintenant manager, leadership et femme d'affaire et (b) l'influence du facteur 'statut professionnel' est plus forte que celle du facteur 'sexe des participants'. Les changements observés au niveau des concepts conduisent les auteurs à affirmer, avec un optimisme prudent, que les rôles par genre dans la société actuelle semblent changer et que la tendance est à une égalité de genre au niveau des représentations et donc aussi au niveau des faits.

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Samderubun, Godefridus, Ransta Lekatompessy, Apolus Betaubun, and David Layan. "Maklews Etnic Woman’s Participation on Environmental Management." E3S Web of Conferences 73 (2018): 03013. http://dx.doi.org/10.1051/e3sconf/20187303013.

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Woman have strong links with the environmental. In his role as manager of the household, they are more interacting with the environmental and natural recousces.The efforts were made by Maklew’s Woman with cultivated an attitude of assistance and keep maintain their environmental. So the worked together in their culture like kayau in their countryside stil remained until now. But effort of Maklew’s woman to keep maintained the local wisdom “kayau” for environmental management, there has challenges. One of the interesting things to be examined is that of the management of the environment and resources. Maklew is the tribe with a practice of very strong patriarchy. The position of women in Maklew etnic is assumed as “second person”. Specifically in the culture ofetnic maklew, the position of women is considered very important. Women and the land are symbolized as the origin and the source of life, as the giver of life. The study of Maklw’s Womans Participation for environmental management use the feminism and ecofeminism theory and exchanged theory where there are several indicators related by Kayau as a local wisdom to environmental management. The indicators or prepositions are role of division, acces of control and decision making making with kayau perpective. This research was carried out in Wasur village, which is one of villages with the population of indigenous of Marind, located in Merauke, bordering Papua New Guinea. This research includes of qualitative and descriptive approach. Statistic collected is done by observation method, intervieuw using snowball sampling method. Data analysis in this research by descriptive analisys. As the result in the research showing that Maklew’s Woman in participation on environmental management in Wasue Village still strong and kept well. There was show from mutual cooperation from Maklew’s woman on environmental management with Kayau that still continues. All the people especially Maklew’s Woman still kept the local wisdom Kayau in their environmental management activity.

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Kouladoum, Jean-Claude, and Ibrahim Ngouhouo. "Socio-Economic Characteristics and Marriage Decisions of Chadian Households." Sumerianz Journal of Economics and Finance, no. 312 (December 4, 2020): 218–23. http://dx.doi.org/10.47752/sjef.312.218.223.

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The main objective of this paper is to evaluate the effect of the socio-economic characteristics of men and women on the marriage decision in Chad. The methodology used refers to the Ordinary Least Squares (OLS). The data used come from the Demographic and Health Multiple Indicator Survey in Chad (EDS-MICS, 2014-2015) and the Third Survey on Consumption and the Informal Sector in Chad (ECOSIT3, 2011). Results show that, firstly, with regard to the marriage decision of men, their socioeconomic category and the age of women enhance their decision to marry; while the absence of education of man significantly delays his marriage decision. Secondly, about the marriage decision of women, their socioeconomic category (including agricultural, non-farm, and private sectors) and the age of men significantly improve the marriage decision. In addition, the lack of education of man and the socio-professional category of father of woman (senior-middle manager) delays the marriage decision of woman. Moreover, the level of education of woman (higher level) significantly delays the marriage decision. that the Chadian government develop educational and employment policies for all to improve the accumulation and enhancement of human capital.

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Hurst, Jane, Sarah Leberman, and Margot Edwards. "Women managing women: An holistic relational approach to managing relationships at work." Journal of Management & Organization 24, no. 4 (March 14, 2017): 500–516. http://dx.doi.org/10.1017/jmo.2017.10.

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AbstractWith women representing nearly half of the workforce in Western countries, it is likely that a woman will have a woman manager and/or employees at some point during her working life. In our research, we worked collaboratively with 13 New Zealand women to develop personal and organisational responses when hierarchical relationships between women become strained. We identified four interlinked strategies at the personal and organisational level: developing awareness of the existence and nature of the conflict, enhancing personal and relational skills such as confidence and communication, building support networks within and outside the organisation, and finding acceptance when change is needed. Taking a gendered relational perspective, we propose that responses to a strained relationship need to be considered within the broader personal, organisational, societal and temporal context within which the relationship is situated. Therefore, we propose a more holistic relational and context-focussed framework to create an environment more conducive to understanding and positive change.

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ABDALLAH, Jaber, and Siham JIBAI. "WOMEN IN LEADERSHIP: GENDER PERSONALITY TRAITS AND SKILLS." Business Excellence and Management 10, no. 1 (March 15, 2020): 5–15. http://dx.doi.org/10.24818/beman/2020.10.1-01.

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The relevance of the present paper is the set of assessments and analysis of the existing situation regarding the positioning of women in the structures of power and responsibility. Our current approach is based on the analysis of the women's manager profile and the leadership styles adopted by women. Based on an extensive literature review of the articles, books and the research undertaken to date, the article presents a series of differences that appear between a business woman and a business man. It also includes a characterization of the main obstacles a woman has to overcome in an organization and provides solutions for promoting more women in management positions. By investigating personality traits, we wanted to show that leadership skills are not the focus of a single gender. There is more and more evidence that achieving a gender balance and varied and diverse management teams proportionate to all levels in a hierarchy will automatically produce positive results, which will only bring performances to organizations.

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Hardy, Claire, Amanda Griffiths, Eleanor Thorne, and Myra Hunter. "Tackling the taboo: talking menopause-related problems at work." International Journal of Workplace Health Management 12, no. 1 (February 4, 2019): 28–38. http://dx.doi.org/10.1108/ijwhm-03-2018-0035.

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PurposeWomen are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work.Design/methodology/approachUsing semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations.FindingsTwo themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared.Practical implicationsThese findings could inform training programs, workplace policies and practice.Originality/valueThis study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.

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Babić, Strahinja, Aleksandra Marjanović, Gordana Stanković-Babić, Nevena Babić, and Rade Babić. "Dr. Eva Haljecka (1869-1947) first female surgeon and gynecologist in Serbia." Medicinska rec 1, no. 3 (2020): 136–41. http://dx.doi.org/10.5937/medrec2003136b.

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Dr. Eva Haljecka, a Jew of Polish origin, was born on 1869 in Poland, died on 1949 in Yugoslavia, Belgrade, was the first woman surgeon and gynecologist-obstetrician in Serbia and Yugoslavia. Carried out on 1910 the first caesarean section in Niš. She was a duty manager in district hospital in Niš in three occasions - during the Balkan wars, in the World War I and after the World War I. Dr. Eva Haljecka was the first woman doctor of that time in Serbia who seek the full equality beetween male and female doctors and she was awarded for that. German newspaper Illustrirte Zeitung wrote about her and also about other women doctors - Draga Ljočić, Darinka Maletić-Banković, Marija Vučetić-Prita and Ljubica Đurić. Dr. Eva Haljecka accepted Serbia as a new homeland and made it for her all that he could.

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Deselina, Siswahyono, and Gres Meik Etrika. "KINERJA KELOMPOK TANI PENGELOLA KEBUN BIBIT RAKYAT DI KABUPATEN BENGKULU SELATAN (Studi Kasus Kelompok Wanita Tani Usaha Bersama di Desa Kota Bumi Kecamatan Pino dan Kelompok Tani Batu Ampar Jaya di Desa Lubuk Tapi Kecamatan Ulu Manna)." Jurnal AGRISEP 13, no. 2 (September 13, 2014): 147–58. http://dx.doi.org/10.31186/jagrisep.13.2.147-158.

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This study aims to determine the performance level of the farmer group manager of Community Seedling Garden (KBR) in South Bengkulu based indicators of the success of the planning, implementation, and monitoring and control and to determine the success of the planting is done farmer group KBR managers. The research was conducted in June – September 2013 in the Village of Kota Bumi District of Pino and the Village of Lubuk Tapi of Ulu Manna Sub Province of South Bengkulu). Respondent conducted census. Descriptive analysis of quantitative data is done to determine the level of performance and success of planting by KBR managers Group. Based of survey results revealed levels performance and success of the planting is done by the Woman Farmers Group Usaha Bersama is better than the results achieved by Farmers Group Batu Ampar Jaya.Keywords: performance, farmer groups, community orchard seedling.

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Beden, Sara. "Potret Kepimpinan Wanita dalam Wajah Seorang Wanita dari Perspektif Pendekatan Pengurusan." Malay Literature 33, no. 2 (December 1, 2020): 265–94. http://dx.doi.org/10.37052/ml33(2)no6.

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Women have many advantages and important roles in the family institution. Nowadays, many women are involved in various professions including entrepreneurship, corporate positions and leadership. Therefore, this article aims to analyse the fundamentals of womenâ€™s leadership as the head and manager of the familyâ€”roles traditionally reserved for men. This study applies the principles of leadership in the Management Approach on S. Othman Kelantanâ€™s novel, Wajah Seorang Wanita. Library research and qualitative methods were applied in this study. The analysis shows that three out of the four dimensions of leadership principles apply, namely, the administrative, economic and educational dimensions. This is depicted through the novelâ€™s main character, Siti Musalmah, who has to manage and lead her family after the death of her beloved husband. This study also seeks to unveil the role of women and thus elevate the status of women as heads of families despite having to face great challenges as single mothers. As a result, the Management Approach, using principles of leadership, allows a clarification and analysis of the principles of management practiced by women in caring for the well-being of their familis. Wajah Seorang Wanita is a portrayal of the leadership of a woman during the time of the Japanese Occupation.

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Sanderson, Ruth Elizabeth, and Stephen Whitehead. "The gendered international school: barriers to women managers’ progression." Education + Training 58, no. 3 (March 14, 2016): 328–38. http://dx.doi.org/10.1108/et-06-2015-0045.

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Purpose – The purpose of this paper is to examine the barriers women identify to their promotion in international schools and also the ways in which women can overcome these barriers. Design/methodology/approach – The field of enquiry is international schools, with the study drawing on qualitative research. The researchers interviewed 11 women from a leading international school in Seoul, South Korea. Findings – The women interviewed provided rich qualitative data and identified a number of barriers relating to culture, including gender stereotyping and self-confidence issues, and organisational behaviour, including the lack of a work-life balance and the patriarchal and hierarchical structures in place. The suggested ways in which women could overcome the barriers included building self-confidence and seeking mentoring. Practical implications – The women also developed a list of factors that any woman would need to contemplate if she is thinking about applying to be a senior manager, including qualifications, communication skills and acknowledging, tolerating and overcoming gender unfairness, in that men do not need to think about the same issues when seeking leadership positions. Originality/value – This paper examines an area of gendered leadership that has received little critical academic scrutiny, international schools and is particularly valuable to women working in these schools. However, its scope extends to all international school leaders who seek to improve the effectiveness of their organisations by employing and promoting the best leaders available.

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Schultz, Sally M., and Joan Hollister. "THE LEDGER OF ANN DEWITT BEVIER (1762–1834), EARLY AMERICAN ESTATE MANAGER AND MOTHER." Accounting Historians Journal 35, no. 1 (June 1, 2008): 135–66. http://dx.doi.org/10.2308/0148-4184.35.1.135.

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The ledger that Ann DeWitt Bevier kept from 1802 until 1813 represents a rich primary source that provides perspective on how a rural agriculturalist and household head interacted with the social and cultural environment in the young American nation. Her accounting records expand the gendered history of economic life by illustrating the life and work of a woman who managed a farm, family household, brick kiln, rental property, and investments in financial instruments. The costs of educating her children were also detailed in the ledger, helping to inform us about the educational opportunities for females in early America.

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Carroll, Kathleen L. "The Americanization of Beatrice: Nineteenth-Century Style." Theatre Survey 31, no. 1 (May 1990): 67–84. http://dx.doi.org/10.1017/s0040557400000995.

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To nineteenth-century theatre managers, who believed in the play as a commercial venture rather than an aesthetic one, portrayal of the modern American woman presented a dilemma. Sophisticated theatregoers, familiar with the rhetoric of the women's suffrage movement, looked to female role models for direction on how to maintain a delicate balance between independence and subservience: to project strength of convictions without loss of femininity (traditionally measured by male desirability), and to remain dependent on the economic necessity of marriage (Ziff, 278–80). Speculative theatre managers found Shakespeare's comedies especially adaptable to modern audience's tastes because the plays lacked stage directions, required no royalty payments, were exempt from copyright laws, and centered on ambiguous female characters. American audiences, believing they were becoming cultured, supported Shakespearean revivals, and strongly applauded those plays Americanized by theatre managers. Two late nineteenth-century productions of Much Ado About Nothing, one in 1882 by Henry Irving, the other in 1896 by Augustin Daly, clearly demonstrate how each speculative manager, acting in the name of art, refashioned Shakespeare's text and interpreted Beatrice around his own ideal of femininity, an ideal each believed American audiences would endorse.

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Salim, Ahmad. "Peran Kepala Madrasah Wanita Dalam Pengelolaan Penerimaan Siswa Baru Di Mi Maarif Brajan Banjararum Kalibawang Kulon Progo." LITERASI (Jurnal Ilmu Pendidikan) 4, no. 1 (March 10, 2016): 71. http://dx.doi.org/10.21927/literasi.2013.4(1).71-88.

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Among the principal’s role is to manage the educational institution in getting the number of new students in accordance with the standards that have been done, so it can run educational prosess normally. This study was conducted to find out the role of Principle MI Maarif Brajan Banjar Arum Kalibawang Kulon Progo in getting new students. This study becomes very important due to the Principle MI Maarif is a woman who has a limited step compared with men, but since her leadership the number of new students was increasing. The results showed that the priciple MI Maarif may act as a manager, leader and supervisor and therefore contributes to the satisfaction of internal and external environment prospective student input. Some supporting factors such as the qualification and competence of the Principle MI Maarif Brajan are qualified and religius societie’s sect is same as MI Maarif Brajan Banjararum Kalibawang Kulon Progo. Keyword: woman principle’s role, management new students

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Cordero-Hoyo, Elena, and Begoña Soto-Vázquez. "Women and the Shift from Theatre to Cinema in Spain: The Case of Helena Cortesina (1903–84)." Nineteenth Century Theatre and Film 45, no. 1 (May 2018): 96–120. http://dx.doi.org/10.1177/1748372718791996.

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The purpose of this article is to identify the main causes behind women achieving, on the one hand, important positions as theatre managers in Spain but, on the other, being relegated a marginal status in the shift to cinema. We use the career of the artist Helena Cortesina to illustrate the only known example of a woman becoming a silent cinema entrepreneur in Spain. An actress, producer, and director of Flor de España o la leyenda de un torero ( Spanish flower or the bullfighter's story, 1921) Cortesina transitioned from the variety dances stage to silent film and became a theatrical manager. Her professional career exemplifies the inter-artistic relations between cinema and the scenic arts at the beginning of the twentieth century and the professional bridge between them. This article contributes to feminist film historiography. Following Monica Dall’Asta, it presents a ‘history that invites us to work using creative hypotheses and even imagination’. The article revisits Spanish Film History, reinterpreting the hegemonic production of knowledge that has been historically told from a (supposedly) un-gendered perspective. Our article seeks to disrupt this patriarchal narrative of firsts (including geniuses, technical discoveries, and masterpieces) that relegate women's experiences to the margins of History.

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Ivleva, Victoria. "Catherine II as Female Ruler: The Power of Enlightened Womanhood." ВИВЛIОθИКА: E-Journal of Eighteenth-Century Russian Studies 3 (November 1, 2015): 20–46. http://dx.doi.org/10.21900/j.vivliofika.v3.584.

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This article examines some of the complexities of female rule during the reign of Catherine II (1762-1796). It argues that in addition to the Baroque scenarios of power inherited from her predecessors, the German-born Russian empress employed the cultural roles of an “enlightened” woman of merit – a matriarch, a craftswoman, a house manager, and an educator – roles that projected positive values of womanhood, in order to position her femininity as beneficial to the state and to thereby legitimize her authority as a female sovereign.

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Pakpahan, Poetri Leharia, Muhammad Ikhsannudin, and Muhammad Maulana Nur Kholis. "Women Who Work According to Khaled Aboue El-Fadl." Al-Mada: Jurnal Agama, Sosial, dan Budaya 4, no. 2 (September 8, 2021): 252–70. http://dx.doi.org/10.31538/almada.v4i2.1347.

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This article aims to discuss the views of working women according to Khaled Aboue el-Fadl, which will discuss. First, First, who is Khaled Aboue el-Fadl? Second, what is the scope of working women? Third, what are the pertinent examples of cases and solutions from working women? This research uses an analytical study method, namely an examination of library information sources such as books, magazines, documents, notes, historical material. This methodology is used to elucidate an analytical and descriptive analysis of working women according to the corpus of Khaled Aboue el-Fadl. These results indicate that the goal in Islam is a reflection of the function that women who work are actually not really permitted because women actually have to be at the house of the household manager. However, the Islamic view also contains the concept that women who work are also asked to contribute to the family's livelihood, especially for the welfare of the family. Further, it is expected that the woman must wear clothes that cover her eyes so that she can avoid seeing that which is not her muhrim and not to Allah who achieves His pleasure.

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Andi Muhammad Aditya and Nur Pratiwi Noviati. "Asesmen Potential Review pada Pegawai Pelabuhan PT.X (Umpan balik: Pengembangan Kompetensi Melalui Konseling)." Nosipakabelo: Jurnal Bimbingan dan Konseling Islam 2, no. 1 (July 15, 2021): 16–25. http://dx.doi.org/10.24239/nosipakabelo.v2i1.761.

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PT.X is a service business-oriented company in Indonesia, namely in the port service sector. In order to increase HR competency, PT.X regularly conducts potential reviews on several classes of positions including senior analysts, senior assistant managers, and senior managers. The research objective was to determine the actual condition of the employees' competencies. Data collection methods used were psychological tests, observation, interviews, and LGD. Data analysis used qualitative and quantitative descriptive analysis. The subject in this study was a 44 year old woman who was an employee at PT. X in the supporting facilities subdivision (FP) who has a structural position as Assistant Senior Manager (ASM). The results showed that from the entire series of assessments carried out to Ms.Y, it showed that there were 10 competencies that met the standards, 3 competencies in the category above the standard, and 1 competency below the standard. This means that generally Ms.Y meets the standards of her current position. The conclusion from this potential review assessment shows that Ms. Y meets the competency standards in her position as ASM in the supporting facilities subdivision, however, further development is needed regarding substandard competencies using counseling training so that Ms.Y can implement it to subordinates.

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Arifeen, Shehla Riza. "The socio-demographic progression of the Pakistani woman manager 1988 to 2004: An empirical evidence from the private sector." Business Review 6, no. 2 (July 1, 2011): 34–66. http://dx.doi.org/10.54784/1990-6587.1192.

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Fear, Whitney. "Tekicihila Unpo (Love One Another): Confronting Human Trafficking With the Guidance of Traditional Lakota Wisdom in Nursing Practice." Creative Nursing 25, no. 1 (February 1, 2019): 59–62. http://dx.doi.org/10.1891/1078-4535.25.1.59.

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Human trafficking emerged as a serious social issue in North Dakota during the Bakken oil field boom in the western part of the state. The oil industry has seen a dramatic decrease in production in recent years. However, the presence of human trafficking continues to dominate the scene in the state. As the RN Case Manager and Community Outreach Nurse for a Healthcare for the Homeless grantee clinic in Fargo, the author is the only nurse outside of a traditional environment who works with victims of trafficking in the largest metropolitan area of North Dakota. The majority of the current targets for this heinous industry are young Native American women. The author, a Lakota woman, employs an approach with trafficking victims that seeks to reestablish the view of self as a being with significant value and ability to contribute to the world in a way that no other being can. In advocacy, she teaches professionals about the Lakota view of the Earth as a living being whose destruction may be correlated with the increased violence against women.

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Abalkhail, Jouharah M. "Women managing women: hierarchical relationships and career impact." Career Development International 25, no. 4 (April 2, 2020): 389–413. http://dx.doi.org/10.1108/cdi-01-2019-0020.

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PurposeThis paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their career.Design/methodology/approachThe paper is based on qualitative data gathered using in-depth semi-structured interviews undertaken with 30 women working in Saudi public organisations.FindingsThis study's findings shows that the hierarchical relationships between women and their woman manager are complex due to a multifaceted web of contextual factors including sociocultural values, family values, religious beliefs and organisational cultures and structures. These factors shape the quality of relationships between senior women and their women subordinates. Also, this study reveals that there is solidarity and ‘sisterly’ relationship between women in the workplace that plays a role in facilitating women's career development and advancement. In addition, this study shows that despite senior women's having supported other women's career advancement, this support tended to be conditional and limited. This can have an influence on women-to-women work relationships, where such relationships can be described as being disconnected and fragile. Furthermore, the study depict that there is evidence of the existence of ‘Queen Bee’-like senior women who distance themselves from other women and block their career advancement. The Queen Bee phenomena can actually become a form of hierarchy that mimics the patriarchal structure and excludes women from serving at top management levels.Originality/valueThis paper provides an in-depth understanding of the hierarchical relationships between women in the workplace and how these relationships have an influence on women's career advancement. Therefore, the paper makes a valuable contribution to the scarce knowledge that currently exists within the field of management research in relation to women's career development – and the advancement of such research within the Arab Middle Eastern context. Also, the findings of this study could potentially inform practitioners and HR department personnel within organisations about the connections between women's hierarchical workplace relationships and women's career development and advancement.

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Meroño-Cerdán, Ángel L., and Carolina López-Nicolás. "Women in management: Are family firms somehow special?" Journal of Management & Organization 23, no. 2 (January 12, 2017): 224–40. http://dx.doi.org/10.1017/jmo.2016.67.

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AbstractFirms managed by women present some differences in organizational conditions in terms of type of business and manager profile. The aim of this study is to check if those differences persist in family firms where the presence of female managers is higher, especially in second or subsequent generation family firms, than in non-family firms. The results reveal that family firms run by women are not smaller, but are concentrated in the services sector like non-family firms. Regarding the manager profile there are no differences either in the level of training or the age of female managers. They possess, however, less management experience but only in first generation family firms. In sum, gender differences in the type of business and in the manager profile found in the management literature disappear in family firms, only a sectoral gender effect persists.

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Richter, Judith. "Shattering the glass ceiling: The woman manager. Marilyn J. Davidson and Cary L. Cooper, Paul Chapman Publishing Ltd., London, 1992." Journal of Organizational Behavior 15, no. 2 (March 1994): 191–93. http://dx.doi.org/10.1002/job.4030150210.

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Murmulaitytė, Daiva. "Lithuanian Neologisms: the Aspect of Sex Expression." Lietuvių kalba, no. 16 (December 30, 2021): 51–69. http://dx.doi.org/10.15388/lk.2021.3.

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The article discusses the nouns with the (potential) seme of sex in “The Database of Lithuanian Neologisms“ in terms of their origin, word formation, semantics and usage. The majority of names of animated beings (people, animals as well as phantasy creatures, personified phenomena, etc.) are motion nouns (substantiva mobilia), while the others are of masculine, feminine or neutral gender. New coinages (separate, occasional as well as usual ones) show that more means of naming objects according to their sex differences are used in modern Lithuanian language compared to the ones provided for in Lithuanian language grammars or descriptors of word formation, which were written long time ago. Moreover, usual derivational affixes expand their semantics. For example, the suffix -inas is used not only in new coinages to name males (beždžioninas ‘a monkey male’, žirafinas ‘a giraffe male’), but also to coin names for certain men (barakudinas ‘a predatory man, who seeks profit from rich women’ ← barakuda ‘a young, determined and selfish woman, seducing stranger rich men’, žvaigždinas ‘a star – celebrity of masculine gender’ ← žvaigždė ‘a famous woman, celebrity’). The inflection -ė is broadly used not only for new names of female animals, but also to name women (krivė ‘a female priest in the Baltic religion’, šviesulė ‘a famous (usually in the entertainment world) woman’, urėdė ‘a woman in the position of forest manager’, etc.). Changing social relations as well as changing attitudes towards non-heterosexual persons, the same-sex marriages, louder-sounding ideas of feminism, levelling of female and male occupations, activities and hobbies, etc., call for coinages that are needed to name new realities. And sometimes it is necessary not to find a name for a new reality, but to emphasise or, less frequently, to level the gender of already named reality. For this reason, such new words were coined: tėvė ‘according to the ideology of genderism – one of the members of family growing children (regardless of gender)’, kareivė ‘a woman performing military conscription’, kavalierė ‘a woman, who was awarded the order’; slaugas ‘a male nurse’, sesutis ‘a man working as a nurse’, auklius ‘a man working as a nanny’, mūzas ‘a masculine form of the noun mūza (a goddess, a female inspirer of poetic creation’; žmoga ‘a feminist name for a woman or a person detached from the gender’, and others. Some of them naturally became part of the standard Lithuanian, other words remained occasional. The article raises the question whether/how dictionaries should present potential (i.e., foreseen by the system, but practically not attested) words (forms). On the basis of examples of new motion nouns (new coinages), there emerge considerations how to perceive nouns, which have the same lexical stem and paradigms of two (male and female) genders – as separate words or different forms of the same words? The answer to this question may define how substantiva mobilia could/should be presented in the dictionaries in a more systematic way.

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Dymarczyk, Waldemar. "Spatial and Temporal Dilemmas of Managers and Entrepreneurs. The Reconstruction of Neutralization Techniques." Qualitative Sociology Review 16, no. 4 (October 31, 2020): 36–51. http://dx.doi.org/10.18778/1733-8077.16.4.03.

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It is often assumed (in line with social expectations) that being a business manager and/or owner implies the feeling of omnipotence. Not only do organizational leaders run businesses, but they are also qualified to do so and are well-organized to physically and mentally cope with their duties. Thus, permanent (external and internal) pressure forces key organizational actors to use self-presentation strategies that meet social expectations. Narratives of organizational leaders show that other aspects of their lives are subdued to the sphere of business activities or are even incorporated by it. One of the most dominant strategies is to present oneself as an inner-directed individual in control of one’s career (a “self-made man” or “self-made woman”). At the same time, such an attitude results in “tensions” between irreconcilable roles or activities undertaken in various spheres of life. These tensions are depicted in the paper. The author shows different types of neutralization techniques used by organizational leaders to overcome or mitigate these tensions. Eleven neutralization practices have been outlined. These techniques have been identified in the course of the nearly decade-long research into spatial and temporal dimensions of careers of managers and entrepreneurs.

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Journal articles on the topic 'Woman manager'

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