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Dissertations / Theses on the topic 'Women executives'

Author: Grafiati

Published: 4 June 2021

Last updated: 31 July 2024

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1

Cain, Latasha Denise. "Barriers Encountered by African American Women Executives." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/571.

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In 2014, less than 16% of executive leaders in U.S. corporations were women and less than 5.3% of executive leaders in U.S. corporations were African American women. The purpose of this phenomenological study was to explore the experiences of 20 African American women in senior executive positions in the Southeastern region of the United States. The goal of this study was to provide business leaders with information to recognize the value of diversity and equality in the workplace. Participants were recruited using snowball sampling. The conceptual framework incorporated general systems theory

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Nevard, Jennifer. "2010: Women prepared to lead and manage." Thesis, Nevard, Jennifer (2004) 2010: Women prepared to lead and manage. Professional Doctorate thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/226/.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australia's managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments

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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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4

Kimberling, Carla D. "An analysis of barriers of women administrators in the Wisconsin Technical College System." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002kimberlingc.pdf.

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5

Crawford, Kevin Charles. "Men's stereotypes of women in management are women aware of how they are stereotyped? /." Thesis, Montana State University, 2006. http://etd.lib.montana.edu/etd/2006/crawford/CrawfordK0506.pdf.

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6

錢悅. "柔性管理 : 中國女企業家的修辭構建 = Soft management : a rhetorical construction of Chinese female entrepreneurs". HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/765.

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21世紀以來，越來越多的中國女性加入到企業管理的團隊中來，與此同時，她們也不能不面對世俗社會投來的疑慮和不信任的目光。在中國世俗的眼中女性和企業家是兩種相距甚遠的角色：一個主內，一個主外；一個以陰柔見長，一個以陽剛取勝。對於女性的這一刻板看法在中國根深蒂固，這就為中國的女企業家設置了一道修辭難題：她們在公眾心目中的形象將決定於她們如何有效地協調這兩種角色或身份的衝突。本研究認為"柔性管理修辭"是認識當代中國女企業家的公共形象策略的關鍵。這種修辭構建出的柔性管理者形象既符合了社會對女性"陰柔"的要求，又能適應中國文化下企業的管理需求。為了深入分析女企業家的"柔性管理修辭"，研究選擇了20段由公眾媒體播出的女企業家訪談錄影，以此作為分析女企業家塑造公共形象的代表性文本。本研究以肯尼斯伯克的戲劇五元理論為基礎，圍繞企業發展、員工管理與角色定位三個敘事主題展開細緻的修辭分析，展現了女企業家通過修辭構建柔性管理者形象的過程。研究提出，中國女企業家的柔性管理修辭體系包含三類修辭構建技巧：第一類是女企業家直接表明自己女性和企業家的雙重身份；第二類是女企業家做出符合"柔性管理"哲學規範的話語行為；第三類是女企業家用柔性化的方式來表達管理話語。除此之外，本研究在戲劇五元理論"對子"結構的基礎上提出了"雙對子"和"對立"兩種新結構，探討了敘事主題與特定對子的搭配可能產

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7

Msomi, Duduzile. "Factors affecting women representation on boards of directors." Diss., University of Pretoria, 2006. http://hdl.handle.net/2263/23659.

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The objective of this report is to understand the factors that hinder and those that facilitate the representation of women on boards of directors in South African companies. The insights gained on the obstacles and facilitators in achieving greater representation of women on boards of directors will give companies and individuals actionable knowledge of the key success factors and strategies that can be applied to increase representation. A literature review was done in order to apply existing theory to the research problem. The researcher‟s objectives were to answer three research questions.

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8

Dusch, Daniel R. "Hispanic Women Business Executives' Self-Perceptions of Leadership Effectiveness." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/295.

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Hispanics will become the majority ethnic group in the U.S. by 2060. The social and business cultural changes affected by these demographics are inevitable and will require leadership from academic and business communities in order to ensure clear direction for the future. Gender research in managerial and professional positions mostly includes White women and typically excludes those of other racial, ethnic, and cultural backgrounds. The research problem was that there is little known about the lived experiences of Hispanic women business executives. The purpose of this phenomenological study

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Memela, Yoliswa Lourenda. "Women in power: the experiences of female administrators at Nelson Mandela bay Metropolitan Municipality." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1021105.

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South Africa is held up internationally as a beacon of good practice in terms of its efforts to promote gender equality and, the increased number of women in leadership positions in all spheres of government is testament to this. The representation of women in all spheres of government is advocated for and promoted by legislation and policies that aim to promote a gender focus on all government procedures and programmes. The purpose of this qualitative study was to explore the experiences of women leaders, including their reasons for maintaining leadership positions. It also addressed the chal

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Araújo, Ione Maria Santos de. "Gestão executiva feminina: inovações e permanências." Pós-graduação em Administração, 2013. http://ri.ufs.br:8080/xmlui/handle/123456789/3001.

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This research aims to analyze the continuities and innovations in managing female executive in relation to the categories of process of decision making, model of leadership, personal communication and interpersonal skills. With the growth of womens presence in the world of work, women began to increasingly occupy positions high in organizations, leading to a question about the continuities and innovations arising from way of them to manage the executive. Is it possible that the women have new patterns and models of management or follow characteristic patterns of male management? To achieve the

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11

Hale, John P. "Leadership, Ascendancy, and Gender." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2897/.

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By the year 2000 women will constitute more than 50 percent of the workforce in the United States, yet their representation in top management and executive-level positions continues to hover in the single digits. This “glass ceiling,” which is conceptualized as limiting women's advancement into these roles, has been the subject of much debate and research over the last fifteen years. As both an equal rights and key competitive issue, the topic of women and leadership is gaining ever-increasing emphasis and momentum in American corporations. Although leadership skills have been advocated as a k

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12

Simpson, Ruth. "Does an MBA help women? : a comparative study of the career progress and labour market position of part time male and female MBA graduates." Thesis, n.p, 1998. http://ethos.bl.uk/.

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13

Beutel, Lisa Mason. "Follow Her Lead: Understanding the Leadership Behaviors of Women Executives." University of Dayton / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1355424220.

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Madikiza, Nomvelwano Mavis. "Factors influencing the advancement of women to senior management positions in the Provincial Treasury, Province of the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018656.

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In 1998 the Department of Labour promulgated the Employment Equity Act, which aimed at ensuring that the designated groups were represented in the workplace at all levels. The designated groups that were to be given preference for appointments were women, disabled and Black people. The Department of Public Service and Administration issued a directive to all government Departments to ensure the achievement of 50/50 gender representation at Senior Management levels by 31 March 2009. However, the Provincial Treasury in the Eastern Cape did not achieve this target and is still lagging behind. The

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15

Sung, Krystal Diane. "Are Women Executives Hurting Firm Performance? An Examination of Gender Diversity on Firm Risk, Performance, and Executive Compensation." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2082.

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In order to assess the continuing imbalance of top executives between genders, I examine the effects of gender diversity within top management teams on firm risk, performance, and executive compensation. Capitalizing on previous analysis, I apply three unique differentiators. First, I utilize current data from 2012 to 2017 from Compustat, CRSP, and ExecuComp. Second, I provide a unique subset view on a firm and individual performance of female CEOs to examine executive compensation. Third, my scope of analysis expands to S&P Composite 1500 companies. I use separate models to estimate the effec

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Bleil, Patricia. "Mentoring experiences of women executives in the pharmaceutical industry| A phenomenology." Thesis, Eastern University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3637305.

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<p> Women continue to be underrepresented in the top leadership positions in the largest business organizations in the United States. One of the many strategies suggested to help women overcome the challenges to their advancement is mentoring. Unfortunately, although many more women now report they have had a mentor, little progress is being made in advancing women to leadership positions. In order to understand mentoring from a woman's perspective and to investigate the impact it has on women's careers, this phenomenology study explored the mentoring experiences of eight women in leadership p

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Jordan, Cheryl D. "Stories of Resistance: Black Women Corporate Executives Opposing Gendered (Everyday) Racism." Antioch University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1312461227.

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Greene, Sonia Marlene. "Barriers Encountered by African American Women Executives in Fortune 500 Companies." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7475.

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African American women's (AAW) presence has increased in the corporate workforce, but this increase has not transferred to a comparable rise in leadership positions. The purpose of this transcendental phenomenological study was to explore the lived experiences AAW faced relating to race and gender differences that influenced their leadership development and limitations on advancement in Fortune 500 corporations. The research problem addressed in this study was the underrepresentation of AAW in senior leadership positions within Fortune 500 corporations and what can increase their representatio

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Chorney, Maria Halyna Teodora. "Stress and the professional woman /." Title page, contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09PM/09pmc551.pdf.

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Smailes, Chanél. "Strategies to equip females for managerial positions." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1095.

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The study was concerned with identifying both organisational and personal strategies utilised by females in managerial positions within South Africa. From an analysis of both primary and secondary data, it was concluded that executive women in South Africa are utilising personal strategies more extensively than relying solely on organisational strategies to facilitate them to managerial positions and the respondents therefore deemed these personal strategies to have a greater impact than that of the organisational strategies. Both organisations and individuals would benefit from this study as

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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.<br>Bibliography: leaves 353-372.<br>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 met

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Salie, Najmiea. "The role of Muslim women in family businesses." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1020171.

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The primary research objective of this treatise is to determine the role of Muslim women in family businesses. Muslim women actively participate in various private and public sectors of the economy as well as in family businesses. The literature review discusses the family business and its definitions and portrayed the advantages and disadvantages of family businesses. Furthermore, the research explored women in family business and investigated common reasons for joining the family business as well as conflict and success planning experienced by the women in the family business. Thereafter, th

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Jabeen, Nasira. "Gender and management : factors affecting career advancement of women in the federal civil service of Pakistan." Thesis, University of Stirling, 1999. http://hdl.handle.net/1893/3186.

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Organisations today operate under extreme pressures to be effecient and productive to meet the challenges of globalisation. The concern for best utilisation of available human resources is at the core of the movement for effeciency and productivity. There is a growing realisation that the quality of top managers, irrespective of gender, is critical to the success and survival of organisations. This has made the advancement of women managers to the top managerial hierarchy an organisational imperative rather than merely an equity issue. Recognising this need, career advancement of women manager

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PONTES, ANGELA MARIA DE. "BRAZILIAN FEMALE EXECUTIVES IN GLOBAL ORGANIZATIONS: OPPORTUNITIES AND CHALLENGES FOR WOMEN LEADERSHIP." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2017. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=30607@1.

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O presente estudo tem por objetivo analisar de que modo um grupo de mulheres executivas brasileiras, líderes em organizações globais, tem identificado as oportunidades (fatores que facilitam a liderança feminina), desafios (barreiras enfrentadas) e estratégias (modos de agir adotados para maximizar as oportunidades e superar os desafios) ao longo de suas carreiras. Para tanto, foi realizada uma pesquisa de campo, de natureza qualitativa, com oito mulheres em posição de alta liderança, por meio de entrevistas em profundidade e do método de análise de conteúdo. Os resultados demonstraram os desa

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Moulds-Greene, Etheldria Amayah Bonnie. "Career Pathways of African-American Women Senior Executives at Predominantly White Institutions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7827.

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Research studies have revealed that African-American women are disproportionately underrepresented in senior and executive leadership positions compared to European-American female and male counterparts at public and private predominantly White institutions, despite their increased representation in university senior leadership positions. The purpose of this basic qualitative study was to discover the meaning and understanding of African-American women's career pathway experiences ascending to executive positions at these institutions. Critical race theory and Black feminist thought lenses wer

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Norris, Dwayne G. "Leadership perceptions of men and women : a leadership categorization view /." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-06162009-063014/.

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Grosvold, Johanne. "Where are all the women? : institutional context and the prevalence of women on the corporate board of directors." Thesis, University of Bath, 2009. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.507230.

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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.

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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 i

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Summers-Ewing, Dora. "The personal and career histories of women in senior management positions /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9737871.

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Johnson, Jacqueline M. "Leadership styles and behaviors of African American women executives from different economic sectors." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3731993.

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<p> The leadership styles and behaviors of African American women executives across multiple economic sectors were studied using an explanatory sequential mixed methods approach. Senior leaders from six of the following sectors Academia, Business, Government, Law, Military, and Nonprofit were surveyed using the Multifactor Leadership Questionnaire (MLQ) to quantitatively assess their leadership styles and behaviors. A subset of survey respondents from each sector were interviewed one-on-one to provide contextual details regarding their MLQ results, and to elicit additional perspectives on lead

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Tomkoria, Amita. "Parallel networks and opportunities for women directors." Diss., Connect to the thesis, 2006. http://hdl.handle.net/10066/589.

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Vitsitsi, Gladys. "Barriers to women’s upward mobility in the public sector: a case study of Malawian women chief executives." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13469.

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Women representation in management positions is described as a fundamental human right and an important means of fair democratic representation. This study intended to investigate the factors determining women upward mobility and their promotion to management positions. Included as variables were traditional gender roles, access to education and lack of mentoring and role models. The study followed the qualitative approach using snowball sampling and conducting semi structured interviews with ten Controlling Officers from different ministries and department of the Malawi Public Service to find

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Luthar, Harsh K. "The two-way gender bias in management evaluations and decision making : evaluations of managers vs. evaluations of grievants /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-02022007-133642/.

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Peters, Carole C. "The micropolitics of gender at work: Leading women in education rocking the boat and moving on." Thesis, Peters, Carole C. (2004) The micropolitics of gender at work: Leading women in education rocking the boat and moving on. PhD thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/257/.

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This thesis investigates the experiences of 21 women in leadership and management who chose to leave their positions in the central office of a large state education department in Australia between 1991 and 2001, despite a record of high achievement and, for most, many years of loyal service. In particular, I identified why the women left and elements of the organisational culture that altered their career directions. The study adds to existing knowledge about women in management in Australia and the phenomenon of 'the glass ceiling' (generally understood to refer to an invisible barrier which

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Peters, Carole C. "The micropolitics of gender at work : leading women in education rocking the boat and moving on /." Access via Murdoch University Digital Theses Project, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050705.105434.

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Pelkey-Landes, Fortana M. "Exploring and advancing female leadership in nonprofit organizations and private corporations." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2002. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2002.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2994. Typescript. Abstract precedes thesis as preliminary leaf. Includes bibliographical references (leaves 68-71).

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O'Neil, Mary Ann. "The underrepresentation of women executives in Major League Sports| A qualitative sequential phenomenological study." University of Phoenix, 2013.

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Mackenzie, Caleigh Simone. "A skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/2824.

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The male-dominated nature of the construction and engineering industries is a well-known phenomenon. This research provides insight into the skills required by female managers in order to manage successfully in these industries dominated by males. The primary purpose of this research is to identify the skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay (NMB). Even though the number of female managers in senior management positions is increasing, South Africa still has a long way to go before men and women are considered equal with regard to the

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Govender, Vanisha. "Linking the advancement of women to senior management positions and gender barriers." Unisa, 2005. http://hdl.handle.net/10500/147.

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Look at the challenge of gender equity and global trends and its impact on Eskom<br>Women form 52 percent of the adult population in South Africa, the majority of the population, but their status in the workplace is marginalized. The Commission of Employment Equity 2003 report revealed that women represent only 37% of the total workforce and 21% of all senior management positions and only 14% of top management positions. The study firstly investigates if gender barriers are creating obstacles for the advancement of women to senior management positions. The evidence of the research indica

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Coslett, Caitlin G. "Can women have it all? gender differences in the relationship between career and family for top corporate executives /." Diss., Connect to the thesis, 2005. http://hdl.handle.net/10066/594.

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Dlamini, Patricia Dollane. "Strategies for advancing women into executive management positions." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15005.

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Problem: In South Africa, women have not always had opportunities in society or the workplace due to historical discriminatory political and socio-economic policies and practices, including apartheid (United Nations Economic Commission for Africa, 2011). Gender disparity at the top echelons of organisations is still prevalent, and the South African business landscape is not different despite progressive legislation promulgated in the late 90s when the democratic government took over. Aim of the study: The aim was to identify challenges faced by women when attempting to advance into executive p

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Kashner, Patricia Anne. "A profile of female leadership." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2993. Abstract precedes thesis as [3] preliminary leaves. Typescript. Includes bibliographical references (leaves 107-114).

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Lawrence, Ebrahim. "Leadership qualities of women in project management in a selected local government department in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2801.

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Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.<br>Much debate has been going on about the ability of women to lead in the large organisations around the country. The call for women to be given senior leadership positions appears to have run global as more and more women seek to get into powerful positions. Whilst the population of women is generally higher than that of men, women still remain in small numbers relative to men getting the positions. Research findings do not seem to have agreed on generalisations as to why women rema

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Wirz, Monica. "The practices within leadership selection : a gender analysis." Thesis, University of Cambridge, 2015. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709337.

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Abramovitz, Alexandra M. "Are Women Impact Players? The Effect of Female Executives on Firm Performance and Capital Structure." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/407.

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This paper examines the relationship between female participation in top management and firm performance and capital structure. Additionally, we assess whether this relationship differs at Female Friendly versus Non-Female Friendly firms. Today, women account for nearly half of the total labor force, but constitute less than one tenth of Fortune 500 Top Earners. This warrants further exploration, and thus, we hope to understand the impact gender has on firm value. After controlling for industry, size, age, leverage, and other firm specific measures, we find that female participation in top man

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Easley, Brian Gerard. "Developmental Networks, Black Feminist Thought, and Black Women Federal Senior Executives: A Case Study Approach." Diss., Virginia Tech, 2011. http://hdl.handle.net/10919/27666.

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Private and public sector organizations have become increasingly interested in promoting diversity. Due to barriers attributed to race and gender, women and minorities often find it hard to break through the glass ceiling. Mentoring is a tool to assist with breaking through the glass ceiling. This interest has led to extensive growth in mentoring research and the design of a more expanded concept, developmental networks. Little empirical research informs our understanding of Black women in developmental networks and their political identities within those networks. This qualitative study

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Motsa, Zanele. "The advancement of female executives in corporate South Africa : gender balance and women in leadership." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59887.

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Society, business and academic literature continue to highlight the increased demand for women in leadership. Despite this, the rate at which women are advancing into executive and senior roles in corporate organisations remains slow. Academic literature has shown that gendered forces operate to inhibit the progression of women into executive and senior roles at societal, organisational and individual levels. There is very little empirical evidence that society and business have considered that these factors, operate in combination, to influence the advancement of women into executive r

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Broadbridge, Adelina. "Window dressing? : women, careers and retail management." Thesis, University of Stirling, 2010. http://hdl.handle.net/1893/3029.

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Via the submission of six published papers, this thesis draws together the body of work by Broadbridge on retail management and women’s careers. It reveals the factors that continue to be problematic for women’s careers and why in 2010 they continue to be under-represented in the retail management hierarchy. A contextual background to the selected papers is provided in three chapters which summarise some wider issues for the non specialist reader: an introduction to career development models, the gendered processes in management and a contemporary overview of retail employment in the UK. Of th

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Alexander, Carol Jennings. "A Study of the Business Communication Needs and Problems of Women in Entry-Level, Middle, and Upper Management Positions in Texas." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc332570/.

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The purpose of this study was to determine the business communication needs and problems of women in entry-level, middle, and upper management positions in Texas. A questionnaire was completed by sixty-eight female managers (twenty-one entry-level; forty middle; and seven upper). Female managers were asked to indicate the frequency of use and the importance of fourteen types of written and seven types of oral business communication, the importance of twenty-seven skills or knowledge, and the frequency with which they consider thirty-two skills or knowledge as problem areas. Data were also coll

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Carlson, Heidi B. "A study of a minority woman business owner in a non-traditional field." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998carlsonh.pdf.

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