Dissertations / Theses: 'Women leading'

1

Hassan, Sarah. "Women's Leading Their Way in Leadership." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45589.

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In the last twenty years, researchers could not fully reach an agreement of whether female and male leaders have similar or dissimilar leadership approaches. Nevertheless, there is a body of research driven with prophecies that women leaders have variant leadership styles. This research is about women styles in leadership with focus on effective behaviours and qualities, as well as, the developed interpersonal skills adopted by a proportion of women leaders, which have positive impact on subordinates. The study is conducted to generate my own understanding of some women perceptions of leading in a different way and the vindications of these perceptions. It is based on qualitative methods, deductive and inductive approaches are used for analysis. Eight interviews was undertaken to complete the study. The interviewees were selected for the reason of being leaders who have experienced and practice leadership throughout their professions. Last part of the thesis is not a summary of previous chapters but rather testing my fulfilment in answering the strategic main question. I will share my perception of women ways in leading. The reader would be introduced to the latest studies and horizons of the theme under study.

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2

Naresh, Vishakha S. "Factors Leading to Successful Asian American Women Leaders." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7564.

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Although women have been progressing in the U.S labor force into supervisory and management positions, the number of Asian American women in leadership roles continues to be limited. There is support in the literature for research on factors associated with the leadership development of Asian American women. The purpose of this phenomenological qualitative study was to explore the racial and gender experiences and perspectives of 7 Asian American women in U.S. health care organizations and how they developed into leaders. Feminist and sociocultural theories were applied to gain insight. Interviews were carried out to comprehend the manner in which gender and racial characteristics informed the leadership styles of the 7 Asian American female participants selected using a purposive sampling method. Thematic analysis yielded 5 key themes (destined to accomplish, support from unexpected, disadvantages incurred from race and gender, according to the rules, and kind deeds). The findings offer an enhanced explanation of the lived experience of these Asian American women and how racial and gender characteristics influenced different parts of their intentionality and shaped their relations within organizations. In particular, the participants described encountering traditional gender biases, stereotypes and cultural assumptions that hindered their sense of belonging and perhaps influenced and impelled their success. In addition to contributing to the literature, the study may offer useful insight to Asian American women seeking leadership positions. Furthering Asian American women's prospects in organizational leadership positions may promote more diversity in the U.S workforce and address inequalities.

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3

Klein, Elizabeth Archer. "Women leading the people of God clergywomen in the PCUSA /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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4

McWhorter-Schade, R. W. "The leading edge : Women in the German youth movement, 1905-1933." Thesis, University of York, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.353585.

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5

Mack, Yejide Safiya. "Leading School Improvement: African American Women Principals in Urban Educational Settings." University of Cincinnati / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1276534166.

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6

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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7

Boone, Caroline W. "Women Leading Nonprofit Organizations in Appalachian Ohio: A Qualitative Study in Leadership Experience." Ohio University Honors Tutorial College / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1399217293.

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8

Rashid, Timeka L. "Leading by Example: An Examination of Mary McLeod Bethune's Leadership as a College President." Ohio : Ohio University, 2009. http://www.ohiolink.edu/etd/view.cgi?ohiou1253543275.

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9

Rogers, Antoinette Michelle. "Factors Leading to Successful Attainment of Doctoral Degrees in Education by African American Women." VCU Scholars Compass, 2006. http://hdl.handle.net/10156/1572.

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10

anderson, Melinda R. Jones. "Living, learning, and leading from the middle: African American women administrators in student affairs." W&M ScholarWorks, 2014. https://scholarworks.wm.edu/etd/1539618621.

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This qualitative study examined the career progression of African American women mid-level administrators in student affairs. A conceptual framework that integrated Career Advancement Factors (Coleman, 2002) and Black Feminist Thought (Collins, 2000) was used analyze the narratives of nine participants. The major findings of this study are that African American women mid-level administrators in student affairs are negotiating their careers by developing mentoring relationships, developing a professional skill set, earning a doctoral degree and navigating institutional politics. They believe their career progression has been impacted by their race and gender albeit in varying degrees. Race was perceived to be a factor by all women whereas gender was perceived to be more of a factor based on their student affairs area. Not all women were actively trying to move up to a senior-level administrative role and were content with their current position. There was a notable difference between the new mid-level administrators (5-10 years in student affairs) and the seasoned mid-level administrators (11 years or more). Seasoned mid-level administrators had a greater level of self-awareness that was used to make important decisions about the future of their career. These findings have implications for practice and for considerations for future research.

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11

Rabon-Williams, Frankie May. "The retirement planning process of African-American female, leading-edge baby boomers /." This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-164523/.

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12

Enck, Suzanne M. "Leading the antifeminist movement : a feminist analysis of Beverly LaHaye's rhetoric." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941722.

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This study examined gender portrayals in the rhetoric of Beverly LaHaye. As the president of America's largest women's organization (Concerned Women for America), LaHaye has generated an enormous pool of rhetoric which is steeped in traditional gender expectations and conservative values. The thrust of LaHaye's perception of appropriate gender roles conceives of females as submissive and males as dominant. Despite her seemingly derogatory stance toward females, LaHaye's rhetoric and organization have proven remarkably popular and satisfying among American women.This analysis explored the schism between the feminist movement and antifeminist movement (as led by LaHaye) to determine how to best serve women. This study found that LaHaye holds a predominantly male worldview. This examination also found that LaHaye blends typically male and female communication styles to render an effective method of conveying her ideas.LaHaye's formula for helping women provides insight into the need for expansion of both the feminist perspective and feminist criticism as a method of rhetorical analysis. Further, this analysis presents the feminist movement with a challenge to offer women more choices about how to best conduct their lives in a manner that is personally fulfilling. This study maintains that among those choices should be the equally-respected option of being a "traditional" wife and mother.
Department of Speech Communication

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13

Vietmeyer, Laura P. "Idealized female leadership style : an exploration of female residence hall directors' perceptions when leading male staff members /." View online, 2010. http://repository.eiu.edu/theses/docs/32211131524419.pdf.

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14

DeCuir, Amaarah. "A Gendered Interpretation of the Roles and Responsibilities of the Women Leading American Islamic Schools." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3629607.

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Literature of educational leadership, particularly faith-based school leadership, often fails to represent the perspectives of women. Women responsible for leading American Islamic schools face an unparalleled experience due to the intersectionalities of gender, religion, race and culture that have not been captured in academic literature. This qualitative study seeks to contribute the voices of women leading American Islamic schools to the research base of educational leadership.

The study is built upon a theoretical framework connecting Islamic leadership, faith-based school leadership, and Islamic education. Together, these three concepts frame the experiences of American Islamic school leadership because they merge both Islamic principles and education priorities. This study used Eagly's (1987) social role theory as a lens through which to view the data as a gendered experience of school leadership. This includes an analysis of how social roles are communicated, stored, and transmitted within the American Islamic school communities.

Focusing on the roles and responsibilities of American Islamic school leaders, I gain insight into their daily tasks, their professional expectations, and their community relationships that impact the nature of their leadership practices. The leaders appeared to prefer transformational and collaborative leadership styles, modeled after prophetic examples, consistent with previous findings (Al-Attas, 1979; Eagly & Chin, 2010; Eagly et al., 2003).

Eagly's (1987) social role theory can be applied to the data to explain the gendered realities of women leading American Islamic schools. The study's results provided evidence that these school leaders are subject to gendered norms and expectations that are associated with both the cultural landscape of America and the religious context of an Islamic organization. Analyzing the gendered leadership experiences, I found that: (1) there was a gendered division of leadership tasks; (2) the women assumed expectations associated with nurturing and motherly roles; and (3) women faced professional and personal consequences for transgressing social roles. Consistent with Eagly's (1987) theory, these social roles are stored within community structures embedded within American Islamic schools and are transmitted through social contexts.

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15

Alomair, Miznah. "Collegiate Women in Saudi Arabia: Leading Collectively for the Development of Self, Others, and Society." Chapman University Digital Commons, 2018. https://digitalcommons.chapman.edu/ces_dissertations/18.

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This is a constructivist grounded theory study that explored and investigated the leadership understandings of collegiate women in Saudi Arabia’s private non-profit universities, the opportunities they have to develop leadership, and how and why they develop leadership. The researcher engaged in semi-structured interviews with 25 collegiate women who have experiences in student leadership in one or more cocurricular program at their respective university. The findings revealed that collegiate women: (a) have a collective sense of the importance in developing their leadership potential to better themselves, to better each other, and for the betterment of the Saudi Arabian society; (b) they are interested in and motivated to develop their leadership potential; (c) develop leadership in inconsistent and informal ways; and (d) understand leadership as a relational practice. This is an unprecedented study in the field of college student leadership development within the context of Saudi Arabia. The findings have a number of important implications for action and future research in Saudi Arabia, as well as in neighboring countries that share similar complexities pertaining to women’s role and status in society.

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16

Glatfelter, Kimberly S. "Understanding and addressing the needs of women experiencing perinatal loss leading to hospital protocol change." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10256114.

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Perinatal loss is a relatively common occurrence and is defined as any loss, from conception through the first 28 days of life, including miscarriage, stillbirth, and neonatal death. In this dissertation, perinatal will refer to the death of an infant due to miscarriage or stillbirth. Researchers says that understanding how mothers perceive the care after perinatal loss can play a significant role in their care, treatment, and health. The purpose of this appreciative inquiry action research study was to examine what women need to feel supported, emotionally, physically and spiritually within a hospital setting and how these supports impact women experiencing perinatal loss. Through participation interviews from women who experienced the loss and questionnaires answered by nurses and social workers, an investigation of what women perceive to be beneficial in receiving care after perinatal loss. Interviews were used to collect information from a sample of nine women who experienced prenatal loss in a hospital setting, as well as five nurses or social workers who provided support to these individuals were asked to participate in an interview, but if unable to then a questionnaire will be email to them. The information collected in this study was useful to medical and mental health professionals to develop more effective interventions to assist staff to support the women experiencing the loss, while validating the loss and treating the women with respect.

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17

au, cpeters@westnet com, and Carole Christine Peters. "The Micropolitics of Gender at Work Leading women in education rocking the boat and moving on." Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050705.105434.

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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 prevents women, because they are women, from advancing beyond low to middle levels of organisational management). It demonstrates that the few women who do make it into senior management positions often encounter resistance to their acceptance at that level where the predominantly male managers exclude those who are different. Using a qualitative research approach with in-depth, open-ended interviewing techniques drawn from a critical feminist perspective, I worked with the interviewees to explore their experiences as women in organisational management. In combining a phenomenological approach with critical reflection I aimed to create a dialogue on lived experiences while at the same time using theory to inform and reflect on those experiences. My focus shifts back and forth from the womens stories, related in their own voices, to my critical interpretation through a feminist lens, of their life-worlds. The sample ranged from women leading projects and special programs to directors, executive directors and chief executives. All, with one or two exceptions , encountered barriers and described gendered micropolitical processes at work. The loss of talent is central to the research. The findings suggest that more could be done to retain women of high potential and, more broadly, to value talented and different individuals who may disrupt the traditional understanding of manager or leader. In a profound questioning of the corporate culture the research participants identified the micropolitical processes at work that often blocked career progress. They questioned political game playing, factional politics, unwritten rules, gatekeeping, the exclusiveness of the boys club, positional power, and the hierarchical and bureaucratic management structure. They observed that relational, inclusive and interactive management styles were not valued in a corporate culture that defined merit in masculinist terms. Many challenged excessive self-promotion and careerist politics; recognised techniques that excluded and marginalised women; and asked why men with mediocre performance records got promotions, often ahead of more qualified, experienced and talented women who worked passionately for the good of education. Yet these female leaders recognised that behaviours cannot be divided neatly along gender lines. Many of the interviewees cited examples of a new wave of women they considered had become honorary males, responsible for perpetuating rather than resisting deeply entrenched practices, and not supportive of other women. One experienced CEO, who had worked in a wide range of public sector positions, distanced herself from gender debates and rejected feminist arguments that identified leadership as gendered. Adding to the complexity of the stories, other women at executive level talked of survival, the exhaustion of the lone female, the overwhelming weight of expectations from others (both male and female) and the ethical dimension of working in an alien environment. As the 90s progressed, social justice discourses were lost in the neoliberal agendas of managerialism and economic rationalism and feminist voices were submerged.

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18

Ittonen, Sjögren Pia, and Kathrin Wieske. "What women want : how companies can encourage women's career motivation." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1219.

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The under-representation of women in higher hierarchical positions and company boards today is a fact that affects not only the women striving for these positions but also the companies that face a loss of competent personnel in their companies. We found it interesting to find out whether or not women are striving for leading positions, in the first place and what factors motivate and discourage them to strive for a career and what incentives companies could offer to increase their motivation.

We adopt a company perspective in this thesis since we want to study this matter for the benefit of companies. If they knew more about what women want, they would be able to emphasize these conditions and motivate more women to strive for a career. Motivation theories as Maslow’s hierarchy of needs and Herzberg’s two-factor theory are used to give us a basic understanding of motivation and they also function as a foundation for our survey. Consequently, we follow a deductive approach.

This study is focusing on Swedish female business students and a survey among the female students of the USBE has been carried out to generate emprical data. We defined career in this thesis as: “striving for high hierarchical positions with high responsibility and decisive power”. The majority of respondents stated to be striving for a career but not everyone was striving according to our definition. We found almost half of the respondents to be to some extent striving for a career according to our definition and 42 percent agreed to completely strive for a career.

The most important motivating factors were found to be “to have a stimulating job” and “to be financially independent”. The strongest factors that have a negative influence on the respondents’ career motivation were “to have little time for family” and “to have a low salary in relation to work effort”. Furthermore, “equal salary for both men and woman”, “professional training” and “good promotion possibilities” were ranked the highest of the alternatives for incentives that companies could offer.

As the data suggested that the vast majority of our respondents can be encouraged in their career striving, companies should consider offering incentives and improving the general job conditions. The most promising strategies are adjusting the women’s salaries to those of their male colleagues, providing full-time day care near the workplace and offering professional training. The Swedish government could contribute in this field by enforcing the law that requires equal salries for both sexes, by stronger controlls and more severe punishments.

Suggestions for further research are, for instance, to study what companies actually do today to motivate women in their career striving.

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19

Peters, Carole Christine. "The micropolitics of gender at work: leading women in education rocking the boat and moving on." Peters, Carole Christine (2004) The micropolitics of gender at work: leading women in education rocking the boat and moving on. PhD thesis, Murdoch University, 2004. http://researchrepository.murdoch.edu.au/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 prevents women, because they are women, from advancing beyond low to middle levels of organisational management). It demonstrates that the few women who do make it into senior management positions often encounter resistance to their acceptance at that level where the predominantly male managers exclude those who are different. Using a qualitative research approach with in-depth, open-ended interviewing techniques drawn from a critical feminist perspective, I worked with the interviewees to explore their experiences as women in organisational management. In combining a phenomenological approach with critical reflection I aimed to create a dialogue on lived experiences while at the same time using theory to inform and reflect on those experiences. My focus shifts back and forth from the women's stories, related in their own voices, to my critical interpretation through a feminist lens, of their life-worlds. The sample ranged from women leading projects and special programs to directors, executive directors and chief executives. All, with one or two exceptions, encountered barriers and described gendered micropolitical processes at work. The loss of talent is central to the research. The findings suggest that more could be done to retain women of high potential and, more broadly, to value talented and 'different' individuals who may disrupt the traditional understanding of 'manager' or 'leader'. In a profound questioning of the corporate culture the research participants identified the micropolitical processes at work that often blocked career progress. They questioned political game playing, factional politics, unwritten rules, gatekeeping, the exclusiveness of the boys' club, positional power, and the hierarchical and bureaucratic management structure. They observed that relational, inclusive and interactive management styles were not valued in a corporate culture that defined merit in masculinist terms. Many challenged excessive self-promotion and careerist politics; recognised techniques that excluded and marginalised women; and asked why men with mediocre performance records got promotions, often ahead of more qualified, experienced and talented women who worked passionately for 'the good of education'. Yet these female leaders recognised that behaviours cannot be divided neatly along gender lines. Many of the interviewees cited examples of a new wave of women they considered had become honorary males, responsible for perpetuating rather than resisting deeply entrenched practices, and not supportive of other women. One experienced CEO, who had worked in a wide range of public sector positions, distanced herself from gender debates and rejected feminist arguments that identified leadership as gendered. Adding to the complexity of the stories, other women at executive level talked of survival, the exhaustion of the lone female, the overwhelming weight of expectations from others (both male and female) and the ethical dimension of working in an 'alien' environment. As the 90s progressed, social justice discourses were lost in the neoliberal agendas of managerialism and economic rationalism and feminist voices were submerged.

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20

Robinson, Elaine Elizabeth Margaret. "Women making choices : an empirical study leading towards a feminist and grounded theoretical understanding of the achievement of women undertaking a personal development course." Thesis, Loughborough University, 2006. https://dspace.lboro.ac.uk/2134/34694.

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This is a study of women attending a personal development course entitled Women Making Choices held at an Adult Education Department of a Higher Education Institute. This study is located within a feminist and grounded theoretical framework (Glaser and Strauss, 1976). The study argues that a complexity exists in Women Making Choices because whilst some women were making choices others were constrained in their capacity to make choices. Women Making Choices is therefore a complex paradox because barriers and tensions associated with women's choices inhibit women's actions. The study includes a background literature search which sets a social, political, demographic and educational context. The empirical work is based on a quantitative survey of fifty-eight women including qualitative analysis of interviews of thirty-two of the women.

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21

Rabon-Williams, Frankie Mae. "The retirement planning process of African-American female, leading-edge baby boomers." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/38272.

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22

Lovell, Donielle M. Pigg Kenneth E. "Leading in the Mississippi Delta an exploratory study of race, class and gender /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/7029.

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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 26, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Kenneth E. Pigg. Vita. Includes bibliographical references.

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23

Davies, Rebecca. ""Not just supporting but leading" : the involvement of the women of the South Wales Coalfield in the 1984-85 miners' strike." Thesis, University of South Wales, 2010. https://pure.southwales.ac.uk/en/studentthesis/not-just-supporting-but-leading(056949c5-de42-4510-971d-4b4b52a82df6).html.

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The 1984-85 miners’ strike dramatically changed the face of the South Wales Valleys. This dissertation will show that the women’s groups that played such a crucial supportive role in it were not the homogenous entity that has often been portrayed. They shared some comparable features with similar groups in English pit villages but there were also qualitative differences between the South Wales groups and their English counterparts and between the different Welsh groups themselves. There is evidence of tensions between the Welsh groups and disputes with the communities they were trying to assist, as well as clashes with local miners’ lodges and the South Wales NUM. At the same time women’s support groups, various in structure and purpose but united in the aim of supporting the miners, challenged and shifted the balance of established gender roles The miners’ strike evokes warm memories of communities bonding together to fight for their survival. This thesis investigates in detail the women involved in support groups to discover what impact their involvement made on their lives afterwards. Their role is contextualised by the long-standing tradition of Welsh women’s involvement in popular politics and industrial disputes; however, not all women discovered a new confidence arising from their involvement. But others did and for them this self-belief survived the strike and, in some cases, permanently altered their own lives. The activities of the women’s support groups confirmed changes in the social role of women that had been occurring since the 1960s in the coalfield communities of South Wales, and thereby contributed to a revision of the traditional notion of ‘communities’ which were changed by the very process of being defended.

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24

Nowlin, Teresa Y. Marshall Catherine. "Social justice and endarkened school leadership the battle wombs and belly fires of black women leading for social justice /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2008. http://dc.lib.unc.edu/u?/etd,1635.

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Thesis (Ed. D.)--University of North Carolina at Chapel Hill, 2008.
Title from electronic title page (viewed Sep. 16, 2008). "... in partial fulfillment of the requirements for the degree of Doctorate of Education in the School of Education Educational Leadership." Discipline: Education; Department/School: Education.

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25

Clark, Crystal R. "Mothering Academics: Women’s Perception of the Intersectionality of Academic Leading and Rearing Underage Children in a Midwestern Urban Community College." University of Toledo / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1513309636205349.

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26

Cloninger, Susan K. "Exploring the Lives of Women Who Lead." Antioch University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1503333455887966.

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27

Brennan, Kathryn Elizabeth. "Leading educational change for a preferred future : a gender inclusive approach to building school leadership effectiveness, capacity and capability through learning /." View thesis, 2004. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20060518.113701/index.html.

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Thesis (Ed.D.) -- University of Western Sydney, 2004.
"A portfolio submitted in fulfilment of the requirements for the award of the degree of Doctor of Education from University of Western Sydney, April 2004." Includes bibliographical references and aoppendices.

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28

Silva, Gabriela Peixoto Vieira. "Sub-representação feminina em partidos políticos em Goiás." Universidade Federal de Goiás, 2014. http://repositorio.bc.ufg.br/tede/handle/tede/8989.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
This work purpose to investigate the female participation in leading positions on political parties. The hypothesis that guides the research is that this participation is low, corroborating the existence of a under representation of women in leading positions on the analyzed political parties. This under representation is analyzed on two directions: the function/position in the party which identify or not the inclusion of women in the elite party and the identification of elements that shape this participation. The research is divided in two different parts one is documental, which it will be approached positions occupied by women, and finally the analysis of the interviews with male and female leadership from the parties analysed: PMDB, PSDB, DEM, PT and PCdoB.
O objetivo deste trabalho é investigar a participação e a representação feminina nos cargos de direção de partidos políticos em Goiás. A hipótese que norteia a pesquisa é que a intensidade desta representação é baixa, corroborando a existência de uma sub-representação feminina política nos cargos de direção dos partidos políticos analisados. Essa sub-representação é analisada em duas dimensões: funções/cargos dentro do partido que identifiquem ou não a inclusão de mulheres na elite partidária e a identificação de elementos que moldam essa participação. A pesquisa está dividida em duas etapas – documental, em que se abordará cargos e funções ocupados pelas mulheres; e por fim, análise das entrevistas em profundidade com lideranças masculinas e femininas dos partidos analisados: PMDB, PSDB, DEM, PT e PCdoB.

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29

Larsson, Johanna, and Therese Jakobsson. "Vägen till en ledande position : En kvalitativ studie om vad som påverkar huruvida kvinnor kan anta ledande positioner inom tillverkningsindustrin." Thesis, Tekniska Högskolan, Jönköping University, JTH, Logistik och verksamhetsledning, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49972.

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Syfte - Studiens syfte är att undersöka vad som påverkar kvinnors förutsättningar för att anta ledande positioner inom tillverkningsindustrin och genom det förstå hur hållbar utveckling kan uppnås. För att besvara syftet har tre frågeställningar formulerats: - Vilka möjliggörare finns för att kvinnor ska kunna anta ledande positioner på tillverkningsindustrier? - Vilka barriärer finns för att kvinnor ska kunna anta ledande positioner på tillverkningsindustrier? - På vilket sätt kan organisationskontexten kopplas till påverkansfaktorerna? Metod – Som metod genomfördes en intervjustudie med fem kvinnor på fem olika tillverkningsindustrier i Jönköpings län. Ytterligare genomfördes en litteraturstudie och relevant teori har tagits fram. Resultatet från intervjustudien analyserades mot teori, som tillsammans formade studiens utfall. Resultat – För att kvinnor ska kunna anta ledande positioner på tillverkningsindustrier finns det både möjliggörare och barriärer, uppdelat internt och externt. De interna möjliggörarna som identifierades var kompetens, mångfald, organisationskultur och jämställdhet och fanns inom organisationerna. Den externa möjliggöraren som identifierades var representation, en möjliggörare som identifierades utanför organisationerna kopplat till individer. De interna barriärerna som identifierades var rekrytering, hierarki, organisationskultur, investeringar och motstånd vilket likt de interna möjliggörarna fanns inom organisationerna. Den externa barriären som identifierades var individens påverkan och kunde likt den externa möjliggöraren kopplas till individer utanför organisationerna. Organisationskontexten och påverkansfaktorerna var delvis kopplade då de identifierade barriärerna kunde kopplas till att organisationer inte prioriterade områden som barriärerna berörde. Det fanns en svagare koppling mellan möjliggörarna och organisationskontexten, vilket kunde förklaras med att möjliggörarna snarare tillhörde organisationernas sociala system än organisationernas struktur. Implikationer - Ur ett teoretiskt perspektiv bidrog de identifierade påverkansfaktorerna till att öka kunskapen kring kvinnors förutsättningar för att anta ledande positioner. Ur ett praktiskt perspektiv bidrog resultatet till att både individer och organisationer kunde ta lärdom av påverkansfaktorerna och förbättra förutsättningarna för kvinnor att anta ledande positioner inom tillverkningsindustrin. Begränsningar – Studien har begränsats av att endast fem respondenter på fem olika organisationer intervjuats. Hade fler intervjuer genomförts kunde studiens generaliserbarhet blivit högre då det förmodligen bidragit till att ett mönster mellan både respondenter och organisationer framkommit.
Purpose – This study aimed to examine what affects women’s prerequisites to attain leading positions within the manufacturing industry and through that understand how sustainable development can be achieved. To fulfil the purpose of this study, three questions have been formulated: - Which enablers exist for women to attain leading positions in manufacturing industries? - Which barriers exist for women to attain leading positions in manufacturing industries? - In which ways can the organizational context be connected to the impacting factors? Method – As a method, an interview study has been conducted with five women at five different manufacturing industries within Jönköping county. Furthermore, a literature study was executed, and relevant theory was brought out. The collected data from the interview study was analysed against the theory, which together formed the result of the study. Findings – For women being able to attain leading positions at manufacturing industries, there are both enablers and barriers, divided into internal and external fractions. The internal enablers that were identified were competency, diversity, organisational culture, and equality which appeared within the organisations. The external enabler that was identified was representation, an enabler that was identified out of the organisations connected to individuals. The internal barriers that were identified were recruitment, hierarchy, organisational culture, investments and resistance, just as the internal enablers that appeared within the organisations. The external barrier that was identified was the individual’s impact and could as the external enabler be connected to the individual herself outside of the organisations’ context. The organisational context and the impacting factors were partly connected since the identified barriers could be connected to organisations not prioritizing the areas of the barriers. There was a weaker connection between the enablers and the organisational context, which could be explained by the enablers belonging to the social system of the organisations rather than the structure of the organisations. Implications - The identified impacting factors could from a theoretical perspective contribute to increasing the knowledge regarding women’s prerequisites to attain leading positions. The result could from an practical perspective contribute to both individuals and organisations taking lessons from the impacting factors and improve women’s prerequisites to attain leading positions within the manufacturing industry Limitations – The study was limited by interviewing only five respondents at five different organisations. If further interviews had been conducted, the generalisability of the study would have been higher since it presumably would had contributed to a pattern between the respondents and the organisations.

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Ross, Susan Imrie. "The inner image: an examination of the life of Helen Elizabeth Martins leading to her creation The Owl House and A Camel Yard as outsider art." Thesis, Rhodes University, 1996. http://hdl.handle.net/10962/d1002227.

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The Owl House is situated in the Karoo village of Nieu Bethesda, and the person responsible for its creation, Helen Elizabeth Martins (1897-1976), is South Africa's best known Outsider artist. A number of newspaper and magazine articles, television programmes, radio interviews, play, films, short stories, theses and art works have resulted directly from her work. Interest in The Owl House continues to grow, with visitors coming from all over South Africa, and various parts of the world,to visit it. The Owl House was Helen Martins' home for most of her 78 years. During the last 30 or so years of her life she devoted all her time and energy to transforming the interior of her house into a glistening fantasy world of colour and light, using crushed glass stuck to almost every surface, coloured glass pane inserts in the walls, mirrors of many sizes and shapes, and countless paraffin lamps and candles. She called her garden' A Camel Yard', and filled it with over 500 cement statues, structures and bas reliefs. All the labour involved, apart from crushing and sorting the coloured glass, was provided by at least four different men, who assisted her over the years, Johannes Hattingh, Jonas Adams, Piet van der Merwe and Koos Malgas, though Helen Martins was the inspiration and director behind it all. Through a study of Helen Martins' background and life, and their effects upon her psyche, a rigorous attempt has been made to reach some understanding of why she became a recluse, and what caused her to create this unique body of work comprising her entire domestic environment. She became increasingly asocial as her life progressed, and ultimately ended it by committing suicide in 1976. Through the universality of symbolism, the meanings of the subjects, themes and concerns which she chose to depict are studied. Then, together with some knowledge of her life and personal influences, an attempt has been made to deduce what it was that Helen Martins was trying to express and work through in her creations. This study also led to an awareness of the fact that, although each one is unique, there are many examples of Outsider Art throughout the world. Fundamentally, creators of Outsider Art remain asocial in relation to their cultural milieu and cultural context. Some other examples of Outsider Art, both in South Africa as well as in Europe and India, were visited, and are described and compared with The Owl House as well as with one another. The way in which society reacts or responds to Outsider Art and its creators is studied through the comprehensive records of one specific case which caused great controversy in Johannesburg during the 1970s. Ultimately, working alone or with assistance, it is the Outsider artist who is the driving force behind these unique works, and whose indefinable inner fire of passion alone makes it possible to bring them into being. It would seem that the fascination with Outsider Art is that through their work, creators allow others a glimpse into a different sense of reality which is both mysterious and inexplicable.

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Rockensies, Regina Marie. "Leading the chorus : the creation and performance of the role of the lead chorus woman in Sophocles' Elektra." Connect to resource, 2002. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1209656820.

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Berköz, Levent Donat. "A gendered musicological study of the work of four leading female singer-songwriters : Laura Nyro, Joni Mitchell, Kate Bush, and Tori Amos." Thesis, City University London, 2012. http://openaccess.city.ac.uk/1235/.

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This thesis investigates the role of gender in popular music, exploring the possibility of a feminine mode of writing. It focuses on the work of four leading female singer-songwriters, namely Laura Nyro, Joni Mitchell, Kate Bush and Tori Amos, whose songs are analyzed as textual entities. Building a theoretical bridge between musicology and feminist theory, the relationship between the text and the body is examined. The discursive perspective of this research allows pieces of popular music to be considered not only as ideologically signifying cultural commodities but also as textually signifying entities of words, music and images complementing (rather than supplementing) one another; in other words, that their cultural and ideological embodiments may be musicologically interpreted in tandem. My analysis of popular music pieces created and envoiced by these four artists departs from the presumption of the significance of gender-consciousness informing this word-music-image entity, located simultaneously at a representational and textual/musical level. Throughout this thesis, different female subjectivities are discussed, drawing primarily upon French feminism. Theories which establish a foundation for my arguments are Julia Kristeva’s the semiotic, Luce Irigaray’s feminine multiplicity and Hélène Cixous’s écriture féminine, as well as Joan Riviere’s womanliness as masquerade. The resulting multilayered discourse acquires an interdisciplinary character, drawing upon and seeking to contribute to fields such as feminist musicology, popular music studies and gender theory. It also aims to shed light on issues from which gendered discourses arise, both in general terms and in the specific realm of music. This thesis concludes by discussing the extent to which female musicians achieved the feminization of popular music through manipulating both the lyrical and musical structures imposed by dominant discourses.

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"Women college presidents: Leading with authenticity." UNIVERSITY OF SAN FRANCISCO, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3347096.

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Collier, Ethel James. "Black women superintendents : leading with love /." 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3362760.

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Thesis (Ed.D.)--University of Illinois at Urbana-Champaign, 2009.
Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: . Adviser: Carolyn M. Shields. Includes bibliographical references (leaves 110-120) Available on microfilm from Pro Quest Information and Learning.

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McCormick, Higgins Judith Ann. "Finding our way women's lived experiences leading to the legislatures of Pennsylvania and Maryland /." 2005. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-830/index.html.

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Maphanga, Nomsa Ethelina. "Traumatic experience of violence abduction leading to marriage." Diss., 2011. http://hdl.handle.net/2263/26263.

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Abduction of young girls by older men has been thought and also defined as culture, by those who believe in abduction. However, some people have come to realize that it is not culture but violence and abuse of women by male species. For too long, women have been treated as second class citizens and or objects. One day the researcher witnessed six men abducting a fifteen year old girl, while she was on her way to school. The girl said “no” but no one cared. She cried bitterly but they continued to drag her away. The girl shouted for help but the adults who were there turned a blind eye. One of the women who were there said: “we were also abducted too and this is the way how things are done. The researcher is ministering among the Bhaca people who are no strangers to this cruel practice. Some parents do not care about their children’s education, in a way that they orchestrate their children’s abduction. Their concern is the number of cattle they will get for their daughters. Perpetrators too do not care that they a ruining the girls future and their program of education is disturbed. The girls’ childhood is cut short, and they become mothers too soon and this leads them to traumatic experiences. Ministering among broken souls made the researcher’s pastoral work difficult hence, ninety percent of the congregants bear scars and hatred caused by abduction experiences. The whole community needed to be educated about abduction; men, women, young and old. Young women needed to be educated about their rights, restoration of their dignity, and the importance of their education. Some of the girls manage to escape from their forced marriages, when they arrive at their homes, their parents or relatives force them to return to their husbands. The church decided to build a care centre to accommodate those who are not welcomed at their homes. The government has passed a law, which stipulates that whoever abducts a girl, should be imprisoned together with the parents or relatives who orchestrated the plan. The girls are learning about their rights. The care centre is sheltering 34 girls under the age of 20years, who ran away form their forced marriages. These stress survivors decided to pursue their dreams. Some are taking part in athletic sport and some are helping newly admitted victims to deal with their pain, and focus on hope and a brighter future. Those who decide to stay in their marriages, are taught forgiveness, so that they can move away from their pain and learn to depend on what they can achieve, rather that their husband’s money.
Dissertation (MA(Theol))--University of Pretoria, 2011.
Practical Theology
unrestricted

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McAndrew, Sara Boone. "A woman's way of leading the story of a successful female school superintendent /." 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3114783.

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Washington, Crystal. "Understanding through stories: leadership experiences of Trinidadian women of color." Thesis, 2021. http://hdl.handle.net/1828/13002.

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Existing literature about women in positions of power and leadership is extensive and varied, including popular sectors such as finance, politics, and education. However, previous work has only focused on higher education and homogenized female leadership experience. One of the main issues in our knowledge of female leadership is the lack of diverse perspectives and experiences. This failure to recognize differences among women gives an inaccurate whole picture of how women lead within different contexts. Therefore, using the Ethics of Care as the guiding conceptual framework and social constructivism as its worldview, this narrative inquiry critically examined and concurrently discovered the lived experiences of four Trinidadian women of color who previously held a principal leadership position earlier in their lives. More specifically, the participants were retired primary and secondary school principals representing varying locations across the Caribbean island. Assuming the position of storyteller, participants narrated their approach to leading as storied descriptions of their lived experiences to the researcher. The findings of this study support existing literature on gender inequality female leaders often confront in their workplace and the emotional labor they engage in. The findings also indicated that participants tended to practice transformative leadership. Most importantly, the findings also highlighted existing class-based bias related to colonialism and patriarchal norms. This study contributes to the overall understanding of leadership experiences of Caribbean women of color and adds to the limited literature on this topic within the Caribbean region. Lastly, the findings of this study can support further extensive research on this group of leaders and perhaps inform policies and practices of the Ministry of Education of the Republic of Trinidad and Tobago
Graduate

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Anderson, Allyson Kathlena. "The heart of a woman: leading first nations on the road to recovery." Thesis, 1996. http://hdl.handle.net/2429/4743.

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This study examines the way that Native women incorporate the history of colonization into the way that they think about, and organize against, family violence in Vancouver's urban Aboriginal community. Using Melucci's (1989) model of collective action, this thesis focuses on the social process behind Native women's organized resistance to domestic violence. This thesis studied family violence intervention programs among Vancouver's Aboriginal organizations in order to understand the underlying process of negotiation between collective identity, solidarity, and environment. The study was divided into two levels: the organizational and individual. The thesis studied the narratives, or discourse of both organizations and individuals who delivered family violence intervention projects to the urban Native community. On the organizational level, data consisted of promotional texts that were produced by the organizations (posters, leaflets, brochures). The texts were then subjected to a content analysis, to identify the frequency of rhetorical devices, and then a rhetorical analysis, to see how these concepts were used. On the individual level, data was collected by means of loosely-structured interviews that asked questions about why participants were involved in family violence intervention. Nine interviews were collected from individuals who worked the organizations sampled. A rhetorical analysis of the interviews was also conducted, and compared with organizational discourse. The study found that the anti-violence movement among Vancouver's urban Native women was articulated primarily through the rhetoric of healing through cultural identity and spirituality. Both on the organizational and the individual levels, violence against Aboriginal women was explained as a result of the colonial process. The low status of Native women was linked to the oppression of First Nations people. "Healing" from the destructive cycle of family violence involved recovering "traditional" ethnic and gender identities, which in turn involved raising the status of women in Aboriginal communities.

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Wang, Tung-Nien, and 王同年. "A STUDY ON TWO TOP LEADING FIRM’S COMPETITIVE STRATEGY OF TAIWAN’S WOMEN UNDERWEAR INDUSTRY." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/64022127683278508009.

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碩士
國立臺灣大學
國際企業學研究所
94
The purpose of this thesis is to get insight analysis of Triumph and Wacoal’s competitive strategy in the area of product innovation and retailing channel development in Taiwan’s women underwear industry, which the market has developed since 1950’and reached in a mature condition with “Oligopoly” market structure. By using case study method together with searching both domestic and foreign relative references, this study wants to provide a reference for players to set-up their “winning strategy” in the 21st century. The main conclusions of this study are as follows: By using three principles of focus, design competency and service as the framework to elaborate this “Winning Strategy”: First of all, both Triumph and Wacoal should focus on how to set up an integrated brand image and value system from consumer viewpoint in the area of product design, advertising, counter visual design and the uniform of sales girls. In addition, reviewing from channel management, both firms should apply 80/20 concept and should aim top 5 or top 10 customer group ( such as Shin Kong Mitsukoshi, SOGO, and so on ) for establishing a single contact point of sales management in order to leverage firm’s multi-brand strategy. Based on such contact platform, a yearly marketing plan for each top customer group can be tailor-made to address the feature of individual customer group and its consumer profile for pursuing win-win situation. Secondly, players have to put more resources on developing design competency up to first class level in order to make the brand and product be able to reflect the fashion industry’s essence as well as to satisfy the life style requirement by consumers. Even they can evaluate and learn from Hi-tech industry by performing 24 hours non-stop designing work via design teams in Europe and Asia, which might has a break through result in terms of idea inspiring and the speed of time to market. Lastly, looking at service aspect to consumer, only gentle service delivered by sales girls is something not possible to copy as the success formula. Thus, is it great challenge to build up a Human Resource System from recruiting, training, rewarding and motivation to manage over 1,000 sales girls scale? It seems how to run an effective CRM system becomes a crucial factor for firm who wants to be the winner in the future.

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Dissertations / Theses on the topic 'Women leading'

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