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Published: 4 June 2021
Last updated: 31 January 2023

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1

Hong, Sisong, and Shunzhao Lin. "Female Managers in Konsum Gävleborg." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7635.

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Aim:      Encouraging more women to reach the top in an organization is becoming increasing crucial in today’s society. This is why we selected this subject for our bachelor study and we think it can be interesting for the companies today to become more aware of the importance of mixed gender. The purpose of this study is to provide a new insight into the situation female face to climb the career ladder.  This study answers the following questions: 1. What is the situation the female face to reach the top? 2. What is the female’s contribution in management area?   Methods:  This study is conducted by utilizing several existing literatures and periodical articles on the topic of leadership and Gender perspective. We collect data from Konsum Gavleborg by questionnaires and interviews. Subsequently, we use the both of inductive and deductive method to analyze the difference and similarities between empirical findings and theory.   Results:   Our results show there are following barriers that stop women reaching the top position, the glass ceiling, the self-confidence and the family. Meanwhile, we also find out female value and gender diversity will be the great opportunities to promote more women climb a higher ladder in the future.   Suggestions for future research: This study emphasizes a sensitive and significant subject and relevant suggestions have offered for a future study. We suggest the further research to conduct a comparison between different organization and region about women in management. In addition, the male viewpoint should be considered to build a more comprehensive research.   Theoretical contribution: Our study about Konsum Gavleborg contributes with knowledge showing that the glass ceiling, lacking of self-confidence and undertaking family responsibility are the primary barriers for women on their way to reach the top position. It also shows that women managers are good in communication, nurturance and sensitivity, which are the real female leadership values. Moreover, the study suggests that focusing on balanced/ mixed group of female and male managers is required to take action for of gender diversity. Because, mixed group means, more chances to learn from each other, and maximum benefit for organizations.
2

Garvert, Stacie. "Performance of female hedge fund managers." Thesis, Manhattan, Kan. : Kansas State University, 2008. http://hdl.handle.net/2097/548.

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3

Walder, Malcolm Andrew Arthur. "Persisting female occupational segregation in senior management." Thesis, Anglia Ruskin University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319282.

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4

Jonsson, Camilla, and Sofia Hallin. "”Varför är jag här? Varför sitter jag med de här gubbarna?” : En kvalitativ studie om att vara kvinna i den mansdominerade byggbranschen." Thesis, Uppsala universitet, Sociologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-225431.

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This study aims to look at female executives’ view of their leadership in the male-dominated construction industry. The study is  qualitative and focuses on the respondents' subjective perceptions. We have conducted six interviews with women in different companies whose positions within each company varied. Using theories of subjectivity, emotions, impression management and organizational structures, to support the analysis conducted, this study shows that there are obstacles for women in the industry, but it also shows that it  seems to be facing a brighter future. Women experience obstacles in their careers because of perceptions claiming that men are better suited to work in the construction industry. Women in our study believe that these perceptions are changing and that women are beginning to become a natural part of the organisations.
5

Watts, Sarah Louise. "Exploring the lived experience of stress amongst female police managers." Thesis, University of Essex, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.617062.

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This thesis explores how stress is experienced in the everyday lives and work of female police managers. Current conceptualisations of stress within organisational and practitioner stress literatures are grounded in measuring, isolating and thus managing workplace stressors. Together with the social norms and professional discourses surrounding stress, these perspectives neglect the experiential constitution of stress at the level of the lived body. To address this research gap, the thesis draws on key tenets of Merleau-Ponty's (2002) phenomenological perspective to empirically explore the experience of stress. Data is collected through the use of photo-elicitation and in -depth semi-structured interviews with twenty managerial police women. The medium of the visual image overcomes some of the difficulties in encapsulating strong feelings and emotions common to stress, to allow the emergence of a wider diversity of stress interpretations. Three main findings chapters serve to contribute to debates surrounding the lived experience of stress at work. The first chapter explores stress from the organisational context of the police, focusing on how organisational histories and traditions influence the circulation of ideas as to what it means to 'be' a police officer. The second chapter centres on the embodiment of stress, paying particular attention to how the body is drawn on in discussions of stress. The final findings chapter explores how stress is at once socially situated and individually experienced, looking at the various ways of communicating what stress is and how it may be represented or shared on a collective level. A final discussion chapter then serves to resituate these findings within current academic and practitioner debates, demonstrating how the key conceptual contributions made by the study provide new insights into stress at work.
6

Yang, Shiyi. "Career Success of Hospitality Female Middle Managers in Mainland China." Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent1481558462345824.

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7

Witherspoon, Naomi. "Female Managers' Perceptions of Developing a Mentoring Program| A Phenomenological Study." Thesis, Nova Southeastern University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3708743.

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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development.

The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome.

The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.

8

Muljono, Paramita. "Negotiating gender and bureaucracy : female managers in Indonesia's Ministry of Finance." Thesis, University of East Anglia, 2013. https://ueaeprints.uea.ac.uk/44845/.

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There is global recognition of the need for more women in decision-making positions within bureaucracies to ensure gender-equitable policies and outcomes. Article 7 of the Convention of the Elimination of the Discrimination against Women commits states to ensure equality between women and men in political and public life, including participation in formulating government policy. In Indonesian government agencies, women now are employed in almost equal numbers to men. This thesis considers whether these changes represent genuine empowerment for these women, focussing on the gendered processes within the Ministry of Finance (MOF). There is a small but growing literature on female managers in developing country government agencies. However, no studies systematically combine an analysis of gendered processes within these organisations with an exploration of women’s work/family balance. This thesis develops such a combined approach. It draws on a range of data sources including interviews with 121 MOF employees, personal observation and documents. The analysis compares gendered practice within three different ministerial departments. Drawing on Goetz’s concept of the “gendered archaeology of organisation”, this thesis reveals a high degree of gender inequality in the daily practices. This includes overt discrimination in recruitment, as well as more indirect forms of discrimination in promotion and training. The thesis considers how employment in the MOF shapes the identities of female managers, and how these women balance their domestic lives with their careers. Among other things, this considers the effects of corruption, Islamic conservatism, Javanese culture, a bureaucratic reform programme and a gender mainstreaming initiative. The thesis observes how these women exercise agency within and outside the MOF, and the extent to which their education and professional status empower them in their working lives. The thesis also examines how gendered processes within the MOF affect its external policies.
9

Haškovcová, Kristýna. "Women in Upper Management: Perceptions of Experts and Female Top Managers." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-264162.

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Hlavním cílém této diplomové práce bylo analyzovat současnou situaci žen ve vyšším managementu ve vybraných společnostech s hlavním zaměřením na Českou republiku. Dále prozkoumat baríery, kterým ženy čelí pří jejich cestě na manažerské pozice a poskytnout doporučení budoucím manažerkám. Tato práce se skládá ze dvou částí a to části teoretické a praktické. V první části jsou analyzovány teoretické pojmy spojené s termínem gender, současná situace žen v managementu a ženský styl vedení. Praktická část diplomové práce je rozdělěna na dvě další části. V první části jsou provedeny rozhovory s ženami z vyššího managementu, které pocházejí z různých společností. V druhé části je tato problematika analyzována z pohledu odborníku ze společnosti Hays Česká republika.
10

Witherspoon, Naomi O. "Female Managers' Perceptions of Developing a Mentoring Program: A Phenomenological Study." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/6.

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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development. The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome. The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.
11

Paulsen, Shareen Erica. "Challenges faced by female managers in schools within the Nelson Mandela Metropole." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/897.

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This study seeks to identify and examine the challenges that female principals experience. Women are slowly climbing the promotional ladder within education, yet they experience many challenges. The fact that society has the perception that women are mothers and caregivers does not make the advancement of females easy. Although the GETT report (1996) made recommendations to ensure equality in education females are still vastly under-represented in managerial positions in education. The study was conducted from a feminine perspective. It is a qualitative case study and individual interviews, a focus group interview, observation and field notes were used to collect data. A total of three females were included in the study. Participants were purposefully selected. Two of the participants are from disadvantaged schools while the third one is an ex-Model C principal. A consent form was sent to all the participants, covering all ethical issues of voluntary participation, confidentiality and anonymity. The main question was the challenges faced by female managers in education. Having spent time with each of the principals the data in the form of field notes and transcripts were analysed. It was found that the three principals experienced similar challenges. Their responses did not always reflect what the literature said regarding the challenges. All three principals felt that more formal support structures from the DoE is needed. They mentioned that the following could be implemented to ensure that they are more effective and better prepared to face these challenges: Workshops; Mentoring and Networking; Financial Assistance; and, Capacity Building.
12

Campbell, Dorothy. "The international and domestic challenges of female expatriate managers working in China." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/456290005/viewonline.

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13

Giacché, Carlotta Lucia. "Female senior managers in the Brazilian finance industry: a journey towards success." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/15851.

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At the global level, the representation of female leaders in organisations is often still in single figures in percentage terms. Particularly in finance, these records are below industry average, and the strong competition and male-dominated regime make it difficult for women to make it to the top (Torres et al., 2013; OECD Better Life Index 2015). This can be due to a lack of work-life balance, differing leadership styles, women being intimidated, or conformance with conventionally embedded family structures. In Brazil, traditional codes of conduct are very palpable in the country’s society, even tthough it has also benefited from a strong presence of feminist movements across the second half of the last century (Tate and Yang, 2015; Bowles et al. 2007; Niederle and Vesterlund, 2007). In recent years, the Brazilian finance industry has been growing, providing greater employment opportunities and career developments within national and international corporations (Chiang et al., 2013; Bruschini, 2007). This dissertation focuses on the challenges that female finance leaders in Brazil face during their careers. This will be achieved by a social media analysis focusing on women’s years of work experience, current position, and whether they have children, as well as with 10 semi-structured interviews carried out with finance executives in Brazil. These steps will encompass gaps in the literature and consequent recommendations for future research
No nível global, a representação de líderes de sexo feminino nas empresas muitas vezes ainda se dá em números baixos em termos de percentagem. Particularmente em finanças, esses registros estão abaixo da média da indústria, e a forte concorrência e o ambiente de trabalho dominado pelos homens tornam difícil para as mulheres atingir o topo da pirâmide corporativa (Torres et al., 2013; OECD Better Life Index 2015). Isto pode ser devido a uma falta de equilíbrio trabalho-vida, diferentes estilos de liderança, as mulheres sendo intimidadas, ou a conformidade com estruturas familiares convencionalmente englobadas. No Brasil, os códigos de comportamento tradicionais são muito palpáveis na sociedade do país, embora esta também tenha se beneficiado de uma forte presença de movimentos feministas na segunda metade do século passado (Tate and Yang, 2015; Bowles et al. 2007; Niederle and Vesterlund, 2007). Nos últimos anos, o setor financeiro brasileiro tem crescido, oferecendo maiores oportunidades de emprego e desenvolvimento de carreira nas corporações nacionais e internacionais (Chiang et al., 2013; Bruschini, 2007). Esta dissertação aborda os desafios enfrentados por líderes de sexo feminino do mercado financeiro brasileiro e as suas trajetórias de carreira. Este objetivo será atingido por meio de uma análise de mídia social, focando nos anos de experiência de trabalho das mulheres analisadas, a posição atual delas e se elas têm filhos, bem como com 10 entrevistas semiestruturadas realizadas com executivas no setor financeiro no Brasil. Estas medidas irão abranger lacunas na literatura e consequentes recomendações para pesquisas futuras.
14

O'Neill, Carly M. "Exit Stage Left: Mid-career transitions of female stage managers in Australia." Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/108026/1/Carly_O%27Neill_Thesis.pdf.

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Stage managers are critical participants in the Australian live performance industry that generated almost $1.5 billion in revenue in 2015 (Live Performance Australia 2015) and Australian census data indicate that this industry is being serviced by a disproportionately young, female workforce (ABS 2011). This study is an investigation into the career transition experiences of professional female stage managers in Australia. The study outlines the career development challenges experienced during mid-career and prompt premature exits from the profession. The research presents the experiences of professional female stage managers who have worked within Australia’s peak performing arts companies (AMPAG 2016) and makes recommendations regarding workforce retention strategies, educational models, psychological and social support mechanisms and organisational and sectoral strategies that will lead to increased sustainability within the profession.
15

Wood, Glenice. "Perception : a contributing factor in the different career advancement outcomes of female managers." Monash University, Dept. of Management, 2001. http://arrow.monash.edu.au/hdl/1959.1/7558.

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16

Doldor, Elena. "Examining political will, political skill and their maturation among male and female managers." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/7246.

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This thesis explores engagement in organizational politics among managers. There is increasing recognition that organizational politics are ubiquitous in organizational life and critically important in managerial roles. Drawing on micro perspectives in extant literature on organizational politics, this research attempts to better understand managerial engagement in politics by focusing not only on managers’ ability to engage in politics, but also on their willingness to do so. As such, the research examines what managerial political will and political skill entail, as well as how political will and skill develop. In doing so, special consideration is paid to gender, an aspect largely ignored in extant research on organizational politics. Adopting a qualitative exploratory approach, the empirical study consisted of semi-structured interviews with 38 managers (20 women and 18 men) in two global companies. The thesis makes four key theoretical contributions. First, it conceptualizes and identifies three dimensions political will, a previously neglected factor pertaining to managerial political engagement. Second, the study reconciles and refines the dimensionality of political skill, as related to existing models in field. Third, the thesis introduces a novel developmental perspective on political will and skill, proposing an initial model of political maturation. This model outlines three stages of political maturation by mapping out developmental patterns in managers’ political will and skill. The model also identifies triggers of political maturation. Finally, the thesis unpacks the role of gender in managers’ political will, skill and their maturation, demonstrating the importance of making gender visible and voiced when investigating managers’ engagement in organizational politics. In articulating these contributions, the study thoroughly accounts for the impact of organizational context on the political will, skill and maturation journey of male and female managers.
17

Böheim, René, Christoph Freudenthaler, and Mario Lackner. "Do male managers increase risk-taking of female teams? Evidence from the NCAA." WU Vienna University of Economics and Business, 2019. http://epub.wu.ac.at/6862/1/wp281.pdf.

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We analyze the effect of the coach's gender on risk-taking in women sports teams using data taken from National Collegiate Athletic Association (NCAA) basketball games. We find that the coach's gender has a sizable and significant effect on risk-taking, a finding that is robust to several empirical strategies, including an instrumental variable approach. In particular, we find that risk-taking among teams with a male head coach is 5 percentage points greater than that in teams with a female head coach. This gap is persistent over time and across intermediate game standings. The fact that risk-taking has a significantly positive effect on game success suggests that female coaches should be more risk-taking.
Series: Department of Economics Working Paper Series
18

Fielden, Sandra L. "Sources of stress experienced by unemployed female and male managers : a comparative study." Thesis, University of Manchester, 1997. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488326.

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19

Allen, Audrey Jean. "Emotional Intelligence as Mediator Between Culture and Transformational Leadership in Jamaican Female Managers." ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7908.

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While women continue to make progress in terms of graduate level education, discrepancies remain between women and men when it comes to opportunities for professional growth and development into executive leadership positions and playing a role in the boardroom. Guided by the theories of emotional intelligence (EI), transformational leadership (TL), and Hofstede's cultural values, the purpose of this quantitative mediation analysis was to determine the mediating effect of EI on the relationship between cultural values and TL in Jamaican female managers. Data were collected from 38 Jamaican female managers who were working with varied public and private sector entities located in urban and rural areas. Participants completed the Mayer-Salovey-Caruso Emotional Intelligence Test, Multifactor Leadership Questionnaire, and Cultural Values Scale via SurveyMonkey. No statistically significant mediated effects were found. Cultural values uncertainty subscale scores had statistically significant direct effects on TL. Through exploratory regressions, it was determined that experiential EI was positively predicted by the cultural values subscale scores of uncertainty avoidance, collectivism, and masculinity, and negatively predicted by age; strategic EI was negatively predicted by power distance and positively predicted by masculinity scores, and masculine cultural orientation was positively predicted by number of years as a supervisor, long term cultural value orientation, and power distance cultural value. The results could influence the development and implementation of suitable training interventions that may impact positively on the leadership skills of Jamaican female managers and ultimately realizing social change through family life.
20

Guðmundsdóttir, Heiðdís Rún, and Karina Lizeth Villca. "From Engineering to Management : What makes management so appealing to female engineers?" Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35889.

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Background: Women, as managers and engineers, are both within minorities, and even though the number of women graduating with an engineering degree has been increasing for the last years, there are still a lot of women that never enter or drift away from the engineering work environment. It appears to be a known career choice for female engineers to move into a managerial position, and could that be one of the reasons why the gender gap in engineering is not decreasing as much as it could? Purpose: This research took on the career development of female engineers who are working as managers. The purpose of this thesis was to understand what provokes the decision of female engineers to change careers, enter the field of management, and what career path they went through on their way towards that change. Method: The empirical data in this qualitative study was collected through semi-structured interviews, as they were considered a good way to truly understand the reasons women had for this career change. The interviewees were selected based on the requirements that they had to be women with a degree in engineering, to have worked in an engineering company, and to be currently working as managers in a non-engineering company. The interviewees all had experiences within the same culture, as they had all worked and lived in Sweden. The analysis of the data was thematic, because the focus was mainly on what was being said rather than how it was being said. Conclusion: The interviewed women stated that the connection they could establish with people, and being able to impact them, was the reason why they were in the leadership environment today. The reason they left, on the other hand, was mostly because their career had evolved in that direction. Their career drift either happened without them knowing it or they had made a conscious choice. The engineering background was necessary for their development, and it was perceived to have helped them in their positions as managers.
21

Larsson, Isabell. "Kvinnor och coping : En studie om hur kvinnliga chefers upplever och hanterar konflikten mellan arbete och familj." Thesis, Umeå universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-82555.

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Gender development in Sweden is in the forefront and an increasing number of women choose to work.However, women still have the primary responsibility for home and family even though she and her partnerare working to the same extent. This leads to women, more than men, experience conflict between work andfamily. The conflict arises when then role, time and behavioral demands from one domain interfere orcompete with duties and responsibilities in the other domain. The purpose of the study is to examine femalemanagers' experiences of combining work and family as well as how they try to cope with demands from thetwo domains. I wanted to further explore the coping strategies used to handel the family demandsinterferance withthe work demands. This is a qualitative study and data was collected through semi-structured interviews. The results show that women primarily use problem-focused coping strategiesbytrying to solve the problem, planing and priortizing. Although, the problem-focused strategy to seek help andthe emotion-focused strategies to seek support and to accept the situation were also used.
22

Ray, Georgina Jane. "An investigation into the role perceptions of a group of male and female managers." Thesis, Royal Veterinary College (University of London), 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.406071.

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23

Mouton, Johleen. "The managerial role of women in the South African Police Service : the case of Johannesburg SAPS / Johleen Mouton." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1105.

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Since 1991. South Africa has a new democratic dispensation. This new- Democracy in South Africa has the aim to change the lives of ever)- citizen in South Africa. A new Constitution and the Bill of Rights have been adopted to ensure that discrimination policies of the past are to be addressed. The Government of South Africa committed itself to gender equality and this commitment has to transpire to all public institutions. It is therefore. important that public institutions should engage in a process of ongoing change and investigate their own controlled styles in support of gender justice. In the South African Police. before 1994. women were not considered as an essential part of the workforce and they were not employed in senior management positions. The new South African Police Service adopted community policing as a new style of policing and embarked on a strong sense of service delivery to the community. South Africa has a diverse community and to enable the SAPS to deliver a proper service to the community they serve, the human-resource component should reflect this: incorporating men and women as equal partners. The managers of the SAPS have therefore to change accordingly and with that the whole organisation and its members. When times change. it requires a change in attitudes and perceptions. The aim of this study was to engender a new consciousness in the SAPS and the society about the role of policewomen as competent managers in a male-dominated profession and not for superiority of any of the genders. In any society women play a critical role: therefore the respect for the rights of women in society brings capability and builds capacity. Semi-structured interview schedules were used to conduct interviews with female police station managers as well as their subordinates at different stations to obtain the necessary information. A literature re vie^ was done to obtain information and views from other authors on the topic of policewomen. Limited research has been done on policewomen or on women in management positions in SAPS. Chapter one provides an orientation to the study. Legislation by Government as well as policies and directives from the SAPS were discussed in Chapter 2 to set the scene for the study. The question is asked whether these legislation. policies and directives are effectively being implemented to enhance the development of women in the organisation and to give them a fair chance to show their skills and competencies in managerial positions. The study further materialises in a discussion on the role and performance of women in the policing environment and a historical background of women in policing in South .Africa. The remainder of the study focuses on the research methodology. the empirical findings: a summary: recommendations and a conclusion.
Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2006.
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Jordan, Cheryl Davis. "An examination of emotional intelligence and leadership competencies among black and white female middle managers." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3569147.

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Middle managers in the 21st century are asked to adopt a new paradigm aimed at leveraging interpersonal relationships. These skills, generally labeled soft skills, include intrapersonal and interpersonal abilities. Most senior leaders recognize the need for soft skills but many continue to devalue them. Women often are perceived as having stronger soft skills than men, and may be penalized because of that perception. Transformational leadership provides the theoretical foundation for the study. The construct of emotional intelligence (EI) encompasses soft skills. There are disagreements about EI as a separate construct and if EI measures leadership. The purpose of the quantitative, correlational study was to examine the relationship between EI and leadership among black and white female middle managers. Seventy black women and 68 white women completed a 14-question demographic survey and the EQ-i and LPI assessments. The study data indicated statistically significant results that EI relates to and predicts leadership. The research also found that black and white women had average EI scores. Black women in the sample were younger and had comparable EI to the white women in the sample. Results suggest that EI training can enhance the soft leadership skills needed by black and with female middle managers in organizations today.

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Aveling, Rebecka, and Louise Brygt. "Sense or sensibility? : Emotional labor from the perspective of female leaders." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160568.

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Emotional labor is the unpaid and often unnoticed emotion work that foremost women carry out, not only in the home life but at the workplace as well. Emotional labor is highly associated with femininity according to previous research and often involves being attentive to others, creating a good ambiance, and to be warm and caring. From previous studies, it is implied that emotional labor creates stress as women often have to manage other people’s emotions as well as their own and that there is an expectancy on women to do so. What is implied from those circumstances in relation to work life is that the opportunities for women to climb the work ladder decreases, as women perform emotional labor in addition to, or instead of, their regular work tasks. There is no previous research to be found on what type of impact emotional labor has on women in leading positions, or on female leaders in the private sector in Sweden. The main purpose of the thesis is to find how emotional labor impacts female leaders in their leadership role and to find how widespread emotional labor is amongst companies in the Swedish private sector. We aim to shed light on the often unnoticed, or invisible, emotion work foremost women perform in their workplaces, which leads to the research question: What impact does emotional labor have on women in their leadership role? The theoretical framework is mainly based on previous research on emotional labor and leadership theories. Carefully chosen theories on expectations in male and female leadership are added to broaden the background. Further, facts on gender equality are provided as support. The chosen research method for the thesis is qualitative with an exploratory research design and an inductive approach. In line with the chosen method, semi-structured interviews were conducted with 12 participants from a purposive, homogeneous sampling. The interviews were further transcribed, analyzed and presented through a thematic analysis. The key findings imply that emotional labor is highly present among women in leadership positions. The findings imply that emotional labor is expected from women to perform, although not outspoken. Further, the findings imply that there is different expectations on leadership and leadership style from the employees, the board and the leaders themselves. With an expectancy from employees to lead with an emotional leadership, an expectancy from the board to lead to make results and a confusion in their own leadership, it will lead to stress in the leaders too. The conclusion of the thesis is: Women are affected by emotional labor in their leadership role as they feel an obligation to perform it, while still not doing it too much since that would, according to expectations from society, present them as poor leaders. If they, on the other hand, do not perform any emotional labor at all, they are not considered to be team players.
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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 roles that they play and the positions that they occupy in the work-place (Mail & Guardian Online, 2012: 1). Therefore, the aim of this study is to identify the skills needed by female managers in the construction and engineering industry of NMB. This study attempts to provide answers to the following research questions: What are the management skills a manager should have? What is the skills profile of female managers in the construction and engineering sector of NMB? Is there a skills gap in the current literature? The literature overview was conducted on roles, functions and skills of managers as well as female managers in male-dominated industries from journals and books published between 2000 and 2014. Topics researched included the roles and functions of managers, generic management skills and industry-specific management skills, females as managers and leaders, barriers to managerial success for females, and the nature of the construction and engineering industries. Chapter four discusses the research design and methodology used in this study. The quantitative research approach was used in order to solve the main problem of this study. A non-probability sampling method was used for this study. Purposive sampling and snowball sampling methods were used. These methods seemed most appropriate given the small sample size, the fact that self-completion questionnaires were used to gather data from female managers, and the fact that the researcher investigated only the skills exhibited data. The Master Builders’ Association was contacted in order to identify respondents in construction. Respondents in engineering were identified using snowball sampling, which forms part of non-probability sampling. A questionnaire was developed based on the management skills identified in the literature study conducted. Primary data was collected through e-mail distribution of a cover letter requesting the respondent to complete the attached questionnaire. The data was then loaded on an Excel data base for further use and analysis. Once primary data had been collected, it was analysed using appropriate statistical methods. Descriptive statistics were used to analyse the data to determine the skills’ profile of female managers in the construction and engineering industry of NMB, as reflected in the collected data. These results were then used to identify areas for further research. The analysis revealed that the majority of the sample was between the ages of 29 and 38 years old and employed in the construction industry. The sample mainly consisted of top level managers with a Masters as their highest educational qualification (41 per cent). The majority of the respondents agreed that conceptual, technical, political, analytic, administrative, and diagnostic skills are required to effectively manage an organisation. Based on the findings, the majority of the respondents strongly agreed that leadership, planning, organising, conflict management, and project management skills are industry-specific management skills required to manage effectively in the construction and engineering industry. The majority of respondents indicated that they had learned these skills through workplace training and experience. The majority of the respondents agree that female managers excel in certain managerial skills and even believe that female managers possess different skills to those of male managers. The results of this study are expected to create awareness of the current state of the construction and engineering industry in NMB. The information will enable employers as well as FET institutions to create interventions and equip females with the necessary skills to become engineering and construction professionals.
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Torres, Sandra Lee. "A Study of Leadership Practices: Comparing Cuban Female Managers in Cuba and in the United States." NSUWorks, 2012. http://nsuworks.nova.edu/hsbe_etd/113.

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This study examined the leadership practices of Cuban women managers in Cuba and in the US, and whether preference for these practices by country of residence moderated career success or career entrenchment. The participants consisted of 348 managers across a variety of careers and professions who completed a 33 item survey. Demographic data was also gathered. While the study was quantitative, interaction with the Cuban respondents allowed the researcher to apply certain qualitative axiological assumptions. Descriptive statistics and regression analyses were computed to analyze the data. The findings from the study indicated several associations between leadership practices and country of residence. Overall, the data suggests a positive relation between country of residence and enabling others to act and career success, and a negative relation between any of the practices and career entrenchment. In general, the results support the argument that managers (leaders) should give high priority to the construct of developing, inspiring and enabling subordinates and upholding a leadership development framework and aligning their followers to that framework. The data also revealed that leadership practices in and out of Cuba can be similar, even though there is a marked difference in political ideology. These findings provide insight for those interested in the debate on whether women managers actually existed in Cuba and their leadership practices. Although there is now evidence that Cuban women managers are extant, there is a lack of substantive research into the examination within the field of leadership for this group. This study represents an important contribution to the existing literature regarding Cuban women, as it provides a framework for future stakeholders in Cuba to use in leadership development design. The themes can also be utilized to create professional development opportunities for business leaders, which can support initiating, implementing, and sustaining outstanding organizations in Cuba. Future studies of Cuban women managers that extend the understanding of the interrelationships between leadership practices and career success, career entrenchment and the role of country of residence would be valuable.
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Brändström, Matilda, and Caroline Jonsson. "How do management, in general, perceive female managers, and how do these perceptions influence organizational practices? : An exploratory study of several manufacturing companies in the Umeå Region." Thesis, Umeå universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-104997.

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Background: Previous researchers have identified perceptions and practices as key barriers to women's advancement opportunities. Moreover, the region of Umeå in Sweden has been experiencing a low representation of female managers, and the manufacturing industry is male-dominated throughout the country. Management perceptions of female managers could be categorized in four different perspectives and these were used after some modification, by adding other, relevant theories from the field of women in management. Organizational practices had shown to be crucial in enforcing gender equality in organizations, and for this study, internal and external recruitment, succession planning and training and development were explored. The intention was to explore how organizational practices had been influenced by management perceptions of female managers, by looking for indicators within these.Purpose: To explore how management, in general, perceive female managers, and how these perceptions might influence organizational practices.Research questions: How do management of several manufacturing companies in the Umeå region perceive female middle managers? and Do these perceptions affect the organizational practices? If so, how?Key concepts:Management perceptions: Subjective constructions of human behavior, more specifically, management attitudes and beliefs towards female middle managers.Middle manager: Someone who deals directly with employees and is in charge of at least one subordinate level and reports to a top-level manager.Organizational practices: Strategic activities in a company.Methodology: This exploratory study was conducted with a qualitative approach using semi-structured interviews. Primary data was collected from six different companies in the Umeå Region and secondary data consisted of scientific articles.Findings and conclusions: The perceptions of female middle managers held by management at manufacturing companies in the Umeå Region did influence the organizational practices. In general, all had positive perceptions of women in terms of the economic benefits that they could bring to the companies. In addition, women’s opportunities in the manufacturing companies were influenced by management perceptions of whether women were considered to have the necessary, technical competencies for management positions. Furthermore, it was concluded that those manufacturing companies whose management prioritized the questions of women in management, had the highest representation of female middle managers.
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Jonasson, Mattias, and Emelie Ferm. "Kvinnligt chefskap : En kvalitativ studie av socialarbterares förväntingar på kvinnliga chefer." Thesis, Linnéuniversitetet, Institutionen för socialt arbete, SA, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-23771.

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The purpose of this study is to use a qualitative approach to get an understanding of what is expected of social workers targeted towards women managers in social services. Nine social workers were interviewed. The empirical data was then analyzed on the basis of gender theory. Respondents did not see their supervisor as a manager but more as a social worker with special tasks. Our empirical data indicates that there is a strong belief that men and women possess different properties. The social workers thought that men were likely to make a career and women were considered to work in the area of social care. It was considered to have a different leadership in social services than in other organizations.
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Asplund, Victoria, and Lind Fredriksson. ""Vi kvinnor får vara med, under förutsättningen att vi beter oss som männen" : En kvalitativ studie om kvinnliga chefers upplevelser av könsskapande inom den mansdominerade IT-branschen." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-56002.

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The aim of this study was to examine how our way of doing gender affect female managers in the male-dominated IT organizations and how the female managers handle the consequences they entail. The study is based on a qualitative research approach where we gathered empirical data through semi-structured interviews. In this study, six respondents with varying experiences of management role within the IT organizations participated. The results are analyzed with the help of previous research and the theoretical framework which included Pierre Bourdieu's theory masculine domination and the West and Zimmerman's theory doing gender. In our study, we concluded that female managers in the male-dominated IT organizations feel the need to adapt to a greater degree than their male counterparts. As a result of the contradictions that exist in the female gender norms versus the role expectations placed on managers, who have a male character, women need to downplay their femininity, including  by adjusting their language.
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Turunen, Sara, and Mari Muoniovaara. "Women's Career Development : A Case Study of the Career Paths of Female Middle Managers at Banks in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26721.

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Understanding differences between women and men’s career development and promoting equality is important in today’s society. “A growing body of evidence shows that utilizing the skills and talent of both men and women is beneficial for enterprises and for society in general” (Guy Ryder, Director General, International Labour Organization ILO, 2015, p.3). Women are under-represented in management level and measures that can be taken to advance women in business should be analyzed and taken into focus for the future. Especially interesting is banking industry, which is dominated by women in terms of employees but men are the majority in management level. The study offers a perspective from female middle managers point of view. The purpose is to contribute to the understanding of what causes women’s under-representation in management level in the banking industry. Moreover, the aim is to demonstrate women’s career path as well as factors that influence on women’s career development. The data was analyzed by using White’s (1995) age-linked stage model of women’s career development, Super’s (1963) self-concepts and Super’s (1980) life roles. The study shows that there has been much progress to reduce inequality between women and men, and special programs have been developed in order to increase the number of women in management level in banks. However, there are some negative factors influencing women’s career development that remain the same through the time. The findings emphasize that women still have to deal with a number of challenges and for instance fight against stereotypes. Thus, seven suggestions how to increase the number of women in management level in the banking industry are made.
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Odera, Vivian. "The Impact of Job Satisfaction on Home and Family Life for Female Managers in Health Care Food Service." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc277873/.

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This research study evaluated the impact specific work-related factors have on home and family life for female managers in the health care food service industry. A random sample of 333 (33%) of the population was chosen to participate in this study. Each participant was a member of the American Dietetic Association's Management in Health Care Systems dietetic practice group. The work aspects with the most negative impact were number of hours worked per week, work schedule, and job security. Two variables found to significantly predict the overall impact of work on home and family life were number of hours worked per week (p-value .002) and annual gross income (p-value .002).
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Ordonez, Asenjo Carolina. "Power, Social Identity and Fashion Consumption : A thesis on how female executives use power-coded dressing as a tool to accentuate power as a part of their social identity." Thesis, Stockholms universitet, Marknadsföring, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-108867.

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The aim of the thesis is to contribute to the CCT research field on social identity, by placing a focus on power from a customer perspective and studying how power can be accentuated within social identity. Theory from CCT with a focus on social identity has been used in combination with extensive literature on power and authority from a sociological perspective and literature from Fashion-Studies focusing on power-dressing, conspicuous consumption and luxury. The research question is: How is power-dressing and consumption of high-end luxury fashion brands used by female executives/senior managers in an attempt to accentuate power as a part of their social identity? In-depth semi-structured interviews where used as the main data collection method interviewing five female senior managers/female executives working in Stockholm; using the fashion consumption of female senior managers as its empirical sample. The main conclusion on this thesis is the creation of the concept of power-coded-dressing.This thesis implications are that it develops the CCT field slightly by adding a consumer-power perspective into the theoretical discourse. Its practical and social implications help women accentuate their power through, power-coded-dressing.
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Lallena, Carmona Maria De La O., and Olias Maria De Los Angeles Lopez. "How the possible differences between male and female regarding to the leadership style can contribute to the explanation of the low number of female managers in top positions." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1288.

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The problem for women in the labour market has been and is still being widely treated from different disciplines, there are still many gaps linked to it. Although the equality between genders has simultaneously risen, gender inequality becomes especially evident in top management positions. This fact attracted our attention and motivated us to analyse the women’s situation in the management in Spanish companies.

The masculine man has developed different theories linked to organizations. But when the society and the organization change, that man discovers that his recipe book is not worth nothing anymore. For instance, values like hierarchical organization, aggressiveness, competitively, individualism, etc. In brief, all attributes that women called: “macho man”.

This paper investigates the barriers that women have to overcome in order to achieve the senior positions, as well as, the identification of the traditional leadership style to the masculine stereotype. As consequence, we have had in mind the progressive implantation of a new organizational culture, the values that belong to the feminine stereotype (group orientation, emotion, cooperation, etc). Therefore, the success leadership is no longer linked to the masculine stereotype.

The practical method involves the development of semi structure interviews to men and women in top managerial positions in order to analyse if both men and women follow their gender stereotypes, and therefore, they have different leadership styles according to gender.

Due to this fact, companies should adapt the idea of a pluricultural style in order to get organizational culture more flexible.

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Sturges, Jane. "What it means to succeed : personal conceptions of career success held by male and female managers at different ages." Thesis, Cranfield University, 1996. http://hdl.handle.net/1826/4518.

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The aim of this research is to investigate how managers define career success for themselves. It seeks to discover what differences there are in the way that women and men, and older and younger managers, see their own career success. It fills an identifiable gap in the literature on career success, in that it examines the subject from the point of view of the individual, not the organisation. In doing so, it responds to calls for work in this area, especially the development of "orientational categories" which classify peoples' attitudes to careers according to their individual predispositions (Bailyn 1989). The research, which took place in BT, uses qualitative methods, in particular in-depth interviewing, to elicit managers' own definitions of career success. Using techniques of qualitative data analysis and with the help of NUD. IST computer software, it develops a typology of managerial career success, which shows that managers view their own career success in one of four ways: as a Climber, who emphasises hierarchical position, pay and enjoyment in their definition of success; as an Expert, who sees success as being good at what they do and getting personal recognition for this; as an Influencer, who defines career success primarily as organisational influence; and as a Self-Realiser, who judges their own career success by achievement at a very personal level. Women managers, who generally base their definitions of career success on internal and intangible criteria, are more likely to be Experts and Self-Realisers; men, who tend to base their ideas of success on external criteria are more likely to be Climbers and Influencers. Younger managers, especially men, are most likely to be Climbers, and older managers, Influencers who often see their own success in terms of achieving something at work by which they will be remembered.
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Gudeta, Samrawit Nigussie, and Gümüscü Sezen Atik. "Interaction of Gender and Situation in Relation to Leadership behaviors of Female Managers: Case-studies in Construction and Nursing Sectors." Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-36521.

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Leadership has been one of the most interesting research areas for academicians and practitioners for many years. (Hughes et al, 2006, p. 22) defined leadership as an interaction process of leader, follower and situation that showed its complex character. Within this complexity, a leader behavior was studied in the past with different dimensions of behaviors. The behavior of leaders can have an impact on the performance and effectiveness of organizations. Leadership behaviors have been studied considering gender and different situations. The interaction between gender and situation is emphasized as a focal point in this study.

The main objective of this study is to look up for the gender and situation interaction for the determination of leadership behaviors of female managers. It means the impact of the two interactions on the leader behavior of female managers is investigated.  In order to achieve the determined objective, two different sectors, which are construction and nursing, are selected. The gender differences between the workers of these fields and the tasks performed in the area constitute reasons for us to work on these two different working situations in order to achieve our objective. To find out the differences as well as similarities between the leader’s behaviors in these work situations, task and relation oriented behaviors are used as it is the dominant one when the leader behavior is studied in relation to gender and situation. The authors of this paper believed that studying female leaders in specific working situations can create new knowledge about female leaders in those identified cases.

A qualitative study with semi-structured interview is employed by having eight samples of female leaders from construction and nursing organizations found in Northern Sweden.  Previously determined behaviors in task and relation category are used to identify the leaders’ behavior in these organizations. Based on the qualitative results, the findings revealed that leaders in nursing have more of relation behaviors than the task behaviors.  Female leaders in construction also show behaviors that mainly characters relation than task oriented behaviors. Therefore, the finding shows that female leaders have both task and relation behaviors with more of relation oriented behaviors in both cases. Finally, the study concludes that the interaction between gender and situation does not determine the leadership behaviors of female managers, where more of relation oriented behavior is identified in both cases.

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Reddy, Mishka. "Exploring the influence of intersecting social identities on the leadership experience of female managers in the South African health system." Master's thesis, University of Cape Town, 2020. http://hdl.handle.net/11427/32522.

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In the transition from the Millennium Development Goals to the Sustainable Development Goals, the importance of an integrated health system in which all health activities interact - including the multiple actors within the system - has gained greater recognition. In light of these transitions, the World Health Organisation and the Alliance for Health Policy and System Research called for a participatory leadership model, which engages with multiple health system actors in and out of the health system. It is a leadership model, which seeks to be inclusive of diverse and currently underrepresented stakeholders such as women. This leadership model is aligned with the gender equality movement in health leadership, which has rightfully gained global prominence over the last decade. However, it would be an oversimplification to assume all women in leadership positions have had to overcome similar obstacles. Treating women as a homogenous group tends to leave people out given the evidence that social identities culminate to produce unique experiences and therefore challenge feminist notions of the homogeneity of women. Drawing on data from a primary study on gender and leadership in South Africa, this study sought to explore the influence of gender, as it intersects with race and professional cadre, on the experiences of female health managers in the South African health system. The primary study noted that black females felt as though they were "left behind" throughout their leadership journey. This secondary analysis was undertaken using Bilge's intersectionality approach. It is a two-step qualitative analysis approach, which uses an understanding of intersectionality to extract data related to social identity and intersecting social identities. The analysis assessed 1) how gender, race and professional cadre discretely inform each participant's account and 2) how gender intersects with other social identities to create unique barriers for different women. It explored how intersecting identities might leave certain people behind - and how then to conduct health policy and systems research that can produce qualitative data necessary for creating formalised initiatives that address potential barriers. While recognising the enormous potential of participatory leadership, this study focused on the experiences of formally designated health managers who were able to reflect on their journey towards their current position and explain the barriers in this journey, related to their entangled social identities.
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Karlsson, Jennifer, and Emma Edvardsson. "What Women Want : A qualitative study about how managers can support female employees to make them stay in the construction industry." Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53218.

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In the construction industry today, there is a big demand of new recruits. One effective way of reaching new recruits is to consider other candidates than the majority which today populates the construction industry – men. Meanwhile women face a lot of obstacles in the industry as a consequence of the macho culture. Managers play an important role in the wellbeing of their employees and for the company culture. The study’s purpose is to research if managers in Sweden can influence women to staying in the construction industry by answering two research questions: (1) How can management support female employees to make them want to stay in the construction industry? (2) What support and tools do management need from their organisations to ensure the wellbeing and workplace satisfaction of their female employees?   A qualitative research approach was conducted and women working at construction sites, their managers, and human resources-personnel were interviewed. In total 12 interviewees were participating in semi-structured and in-depth interviews and a minimum of three interviewees came from the same company. In total three companies were included in the study. A thematic analysis was applied to the collected data and three overarching themes were identified.  The most important findings of the study have been: (1) Manager’s knowledge versus managers understanding of the obstacles women face in the construction industry. (2) Managers sharing the opinion of the equality issue progressing organically. And (3) that the conflict per se is not as important as how the conflict is being managed. To give women in the construction industry the right support to want to stay in the industry mangers need to develop a deeper understanding for women’s challenges in the industry, develop their conflict management, take a clear stance in their own role in the progression of the equality issue of the industry, and take proactive actions. The identified support managers need from their organizations is educations to understand the challenges women face in the construction industry and clear and standardized communication flow between employees and different level managers support. Furthermore, they need support from human resources-personnel to minimize the risk of recruiting women on the premises them being able to withstand the current culture in the industry, which today is fuelling the macho culture.
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Bejersten, Roxana. "Mamma och chef : Kvinnors upplevelse av karriärutveckling på grund av vård av barn." Thesis, Mälardalens högskola, Hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55081.

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Idag är 45 procent av den arbetande befolkningen kvinnor. Dock harandel kvinnor i chefspositioner inte ökat. Detta eftersom kvinnor ihögre utsträckning avbryter karriären av familjeskäl. Studienundersökte om kvinnor upplevde att barnafödande och jämställdfördelning av ansvaret i hushållsarbete och barnomsorg haftinverkan på karriärutveckling. Undersökning har utgångspunkt i tvåområden; hemmet och arbetsliv. Kvalitativa intervjuer med åttakvinnor var grunden för datainsamling. Respondenterna hade enledande- eller chefsposition. Resultatet av en tematiskinnehållsanalys visade att ett jämställt hem med lika ansvar kan bidratill kvinnors karriärsutveckling. Respondenterna ambitioner omhögre lön och bättre arbetsposition ersattes med önskan om flexiblaarbetstider och möjligheten att jobba hemma vid behov efter de fickbarn. Statistiken som visar att ojämn fördelning avföräldraledigheten skulle ha en inverkan i kvinnors karriärutvecklingkan inte bekräftas i denna studie. Studien lyfter fram jämställdhetmellan könen genom att se på arbetsfördelningen i hemmet.Keywords: career, female managers, work and private life balance,home responsibility, equality
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Cederfelt, Elin, and Talita Basmaci. "No matter where you are recognition is always useful : A qualitative study about cross cultural management between Indian and Swedish female managers and their experiences in a new culture." Thesis, Södertörns högskola, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-32950.

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Managers have an important role to companies’ globalization process and success. Leading organizations across national borders is a huge challenge due to different cultures requires different leadership styles. Culture is the most underrated external factor affecting the leadership. A great cultural distance between two countries, such as India and Sweden, can result in greater differences in organizational attributes. The purpose of this paper is to understand from female managers’ perspective how Indian and Swedish cultural aspects affect their leadership style towards their subordinates. To fulfill the purpose the authors have chosen to use and deductive approach in order to do a qualitative study. The authors interviewed eight Swedish female managers in India and two Indian female managers in Sweden. The theoretical framework is structured upon main themes including; leadership, cross-cultural management, culture, cross-cultural between India and Sweden and previous research. The theory chapter is followed with the empirical data and an analysis chapter where the authors analyzed the results based on the theories and previous research. In conclusion, there are common differences and challenges between Indian and Swedish managers. The managers received respect because of their title. Furthermore, the authors can conclude that Indians are more flexible with the time, while Swedes are the opposite, everything has to be planned. All the managers highlighted the importance of giving feedback to subordinates to improve the performance. Finally, preparation and collecting information about the host country's culture can never be too much.
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Singh, Val. "An exploration of male and female managers' perspectives on the meaning and assessment of commitment : cases from leading British and Swedish engineering companies." Thesis, Cranfield University, 1999. http://hdl.handle.net/1826/1121.

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This thesis explores the issue of why female managers’ commitment is so often reported as being less of that of males, despite research evidence that there is no gender difference in levels of commitment. No previous research was found which reported managerial meanings of “commitment”, usually conceptualised with an affective component resulting in loyalty and effort, and a continuance component, the desire to stay in an organisation. Meanings of “commitment” in three major engineering companies were elicited through interviews with 37 engineering managers in the UK and Sweden. The sample included sixteen male/female pairs matched on age, qualifications and job position, from top, middle and junior levels of management. The meanings important to managers were the manifested behaviours of commitment at work. The most common of the 36 elicited meanings were task delivery, putting yourself out, involvement, and quality. Overall, male meanings were more similar to top managers’ meanings than female meanings. Top women’s meanings were similar to those of top men, sharing meanings of being proactive/using initiative, being ready for challenge, being creative/innovative, and being business aware. More women overall gave meanings oriented towards the organisation, particularly good citizen behaviours, which would be less visible to managers, whilst more men overall gave meanings, benefiting themselves as well as the organisation, which were very active and highly visible. Five types of commitment meanings were identified: Virtuous, Volunteer, Virtuoso, Vanguard and Gender-Shared. In a later questionnaire, the sample were asked to rate the importance of their 36 meanings of commitment in terms of their own view and their perceived view of how their organisation would rate them. Through gaps between individual and perceived organisational ratings, tensions were identified and mapped, providing a guide for an indepth analysis of meanings with the greatest tensions, particularly on hours over the norm perceived to be valued more by the organisation, and on getting balance, enjoying work, thinking of oneself as well as the organisation, and being people-concerned. Interviewees at all levels indicated the importance of getting work/nonwork balance, most rejecting the notion of commitment meaning working additional hours. Attitudes to managers seeking maternity/paternity leave were reported. Through the Swedish comparison, a trend was identified that where most male managers take extended paternity leave, the issue which is seen as a woman’s individual problem in the UK becomes an organisational planning issue in Sweden. Thus, perceived lesser commitment is transformed into less unplanned availability for a short period. The process of commitment assessment has also been explored and a number of dimensions drawn out, particularly the tacit nature of the evidence, the subjectivity of assessment, and the manager’s susceptibility to influence. These affect the way in which commitment behaviours are interpreted by the manager, as both males and females use impression management strategies to demonstrate their commitment. The contribution of this thesis is to the commitment field, in identifying managers’ meanings of commitment, and to the women in management field, where evidence is presented of the differences in male and female meanings of commitment, and the importance of visibility of commitment to managers. As women’s meanings are less visible than those of men in this sample, this suggests an explanation of why women’s commitment is still challenged.
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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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Polnikorn, Supaporn. "Woman managers in Thailand : a comparative study of the impact of gender on executive roles and needs, controlled by managerial level and function; including a consideration of factors with the attainment by Thai female managers of senior level positions." Thesis, Cranfield University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305396.

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Cames, Isabelle. "A study of leadership styles of female and male managers in 10 different nationality banks in Luxembourg, using the Personal Attributes Questionnaire and personal interviews." Thesis, Cranfield University, 1997. http://hdl.handle.net/1826/3863.

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This thesis is concerned with the similarities and Merences between the leadership styles of female and male' managers in general, 'and their respective levels of Instrumentality and Expressiveness in particular. In view of the lack of research, involving managers of both sexes in real work settings and in non Anlgo-Saxon environments, the present research has been conducted in the multi-cultural environment of the Luxembourg banking sector, with female and male managers from 13 different countries. A total of 33 female and 33 male managers, working in 10 banks of different nationalities, completed the Personal Attributes Questionnaire (PAQ) and were interviewed. The objectives of the research were to measure and compare the perceived levels of Instrumental and Expressive traits, as well as to analyse the perceived leadership styles of the participating managers themselves, their superiors and successful managers in their respective banks. Individual case studies were used to clarify and compare the feminine, masculine and androgynous leadership styles of participating managers from the 3 main PAQ categories, in order to establish whether the *managers' descriptions of themselves are in line with their PAQ results. Finally, 3 banks were chosen to represent the highest, the median and the lowest scores of the banks' nationalities on Hofstede's Masculinity Index, in order to establish whether differences on leadership styles exist between the banks in accordance with Hofstede's research. The present thesis has shown female managers, to possess exceptionally high levels of Instrumental traits compared to the male managers of this study, as well to women and men from other studies. In addition, the leadership styles measured by the PAQ categories to which the participating managers belong, were found to be consistent with the leadership styles they attribute to themselves. Significant differences were established between the 3 different nationality banks, but not in accordance with Hofstede's findings.
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From, Cecilia, and Amanda Johansson. "Kvinnliga fondförvaltares förhållande till risk och förvaltarstil : En kvalitativ studie om kvinnliga fondförvaltares syn på och erfarenheter av risktagande och förvaltarstil i en bransch överrepresenterad av män." Thesis, Linköpings universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-131069.

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Bakgrund: Färre kvinnor än män, inom finansbranschen, söker sig till fondförvaltning och yrket är således överrepresenterat av män. Studier visar på att det föreligger en skillnad i risktagande och förvaltarstil mellan kvinnor och män på professionell nivå. Vidare antyder dock empirisk forskning att skillnaderna minskar i takt med erfarenhet och att det således även föreligger en skillnad i risktagande mellan kvinnor inom fondförvaltning och kvinnor i allmänhet. Generellt sett är kvinnor i allmänhet mer riskaversiva än män. Detta tyder på att kvinnor inom fondförvaltning är en utmärkande grupp, vilket motiverar ytterligare undersökning. Syfte: Syftet med uppsatsen är att undersöka kvinnliga fondförvaltares erfarenheter kring och syn på skillnader och orsaker till skillnader mellan kvinnors och mäns risktagande på både generell och professionell nivå. Vidare ämnar studien att analysera och jämföra den eget insamlade empirin gentemot den empiriska forskningslitteraturen om kvinnligt och manligt risktagande och förvaltarstil i syfte att kunna föreslå nya hypoteser kring vad som styr kvinnligt professionellt risktagande. Genomförande: Studien utfördes genom ett kvalitativt metodval, i form av personliga intervjuer. Sammanlagt hölls 8 intervjuer med kvinnliga fondförvaltare. Urvalet skedde utifrån en egen kartläggning av kvinnliga fondförvaltare, med säte i Sverige, med sammanställd information om deras förvaltade fonder. Slutsats: Sammanfattningsvis har studien genererat ett antal hypoteser. En första hypotes är att vana och erfarenhet påverkar risktagande och beslutsprocessen då användandet av system 1 ökar. En andra hypotes är att forskning ger en felaktig bild av verkligheten då denna inte tar hänsyn till snedfördelningen i branschen eller förvaltarens mandat. På generell nivå genererades en hypotes att skillnader i risktagande och omsättning inte beror på genus utan snarare grundas i intresse.
Background: Fewer women than men, within finance, work as a fund manager and the profession is therefore overrepresented by men. Studies show the existence of differences in risk and management style between women and men on a professional level. However indicates empirical studies that these differences reduce when the professional experience grows and that there also is a difference in risk-taking between women in fund management and women in general. Generally are women more risk aversive than men. This indicates that women in fund management are a distinctive group, which motivates further studying. Aim: The aim with this thesis is to inquire female fund managers’ experiences in the difference between women and men concerning risk-taking and management style, on a general and professional level, and the difference between professional women and women in general. Furthermore, the study aims to analyze and compare the result with the empirical research. Completion: The study was conducted by a qualitative method, through personal interviews. A total of eight interviews were held with female fund managers. The selection was based on a survey of female fund managers, geographically located in Sweden. Conclusion: In conclusion, the study has generated three hypotheses. Firstly, practice and experiences affects risk-taking and decision-making process since the use of system 1 increases. Secondly, previous research provides an inaccurate picture of the reality since this does not account for the disparity in the industry or the trustee's mandate. On a general level, a hypothesis was generated that the difference in risk-taking and turnover does not arise because of gender.
46

Xing, Lu. "Corporate governance in Chinese listed companies : how managerial characteristics matter." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/33095.

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This thesis consists of three studies on corporate governance issues of Chinese listed companies. In the first study, I investigate the role of board secretaries in management earnings forecasts. Individuals in this senior executive position are responsible for coordinating information disclosure. I find that their legal and accounting expertise and foreign experience help improve management earnings forecast quality. The quality of forecasts, as indicated by forecast occurrence, frequency, precision and accuracy, is positively associated with board secretaries' duality role and equity holdings, whereas it is negatively associated with their political connections. The quality of forecasts is found to increase the compensation of board secretaries. Finally, I show that the equity holdings of board secretaries reduce litigation risks and increase corporate philanthropic giving. Based on the notion that women cooperate more with women than with men, my second study examines the gender interaction effect between female top managers and female board directors in Chinese firms. I show that this gender interaction is positively associated with the firm's accounting return but negatively associated with its stock price return. Earnings management, which can lead to overstated accounting numbers but unfavourable stock market reactions, partly explains the opposite results. Furthermore, I find that only the newly appointed female top managers engage in this earnings management. Overall, the findings suggest that the pressure on women to perform leads to 'women helping women', which is detrimental to shareholders' value. Women are underrepresented on corporate boards. By employing the large variation in socioeconomic development across provinces of China, the third study shows that the barriers to board gender diversity are deeply rooted in societal gender role attitudes. I find that corporate boards tend to be more gender diverse in a province where there is a smaller gender difference in educational achievement in STEM disciplines, where there is a stronger belief that women and men possess equal intrinsic abilities, or where female political leaders are present in the provincial government or communist party. However, I find little evidence that female labour force participation or childcare provision would affect board gender diversity. Collectively, the findings suggest that it is the gender equality attitudes rather than the supply of average female labour that contribute to gender-diverse corporate boards.
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Risper, Kiaye E. "The glass ceiling : perceptions of aspiring female managers." Thesis, 2011. http://hdl.handle.net/10413/9676.

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The glass ceiling has been defined as a subtle, intangible yet impenetrable barrier that hinders the accession of women to senior management positions. Its manifestations are unique to every country and organisation. The theoretical framework of the glass ceiling has pointed to person and situation centred theories, social role, interaction and human capital theory to try and provide explanations to the origin of the glass ceiling. The main aim of the study was to determine whether the existence of the glass ceiling was a myth or reality. Purposive and snowball sampling were the sampling methods used in this study. The questionnaire that was administered using the web based Question pro elicited a total of 117 responses from 290 questionnaires that were circulated to respondents, resulting in a 40% response rate. Due to the sampling method that was used, results obtained could not be generalised to the entire population of female managers in the Durban Metropolitan Area. Salient findings that emerged from this study were that 54% of respondents were aged between 35-44 years and were married (69%). In addition, the majority of respondents were White (41%), were employed in the Private Sector (62%) and held middle management positions (47%). Critical to this study, respondents felt that the glass ceiling was still firmly in place as female representation at senior management was minimal (86%). Some of the barriers to the upward career mobility of respondents were reluctance to relocate (48%), need to overachieve (52%) and consistently exceeding performance (64%). In addition, critical career mobility success factors were that respondents needed to be leaders geared towards high achievement (94%), be competitive and ambitious (90%), be confident and exhibit emotional suitability to hold senior management positions (84%), have a track record (77%), receive organisational support to balance their multiple roles (59%) and have a willingness to relocate (41%). For the ceiling to crack, it is essential for organisations‟ on one hand to commit to creating environments supportive of the roles of women (flexi time, work from home days, mentor staff) and women on the other hand need to have the desire to persevere and have faith in their abilities, cultivate their own leadership style, network and further their own education.
Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.
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TARNAWSKA, KATARZYNA KAMILA, and 安心蕊. "Leadership Style of Taiwanese and Polish Female Managers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/r6q4xp.

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碩士
世新大學
企業管理研究所(含碩專班)
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Female managers are known for putting much importance on team communication, authority sharing, compromise decisions, good interpersonal relations with members and showing consideration towards them. According to many researchers, women’s leadership style is a perfect fit for current market trends such as flat structure organization and high diversification within a team. These findings became a main motive of this research. However, according to Hofstede’s cultural dimension theory, the way people behave is highly influenced by the culture they belong to. Basing on this, the study intends to prove that female managers belonging to different cultures while displaying women’s leadership style show different behavior tendencies. The reason for choosing Polish and Taiwanese female managers as the object of this study was researcher’s personal background. In order to prove that differences in leadership style which Taiwanese and Polish women display are affected by culture, the thesis based on Hofstede’s study results. Therefore, the researcher hypothesizes that managers from both countries display women’s style leadership, thus Taiwanese managers demonstrate more female traits (in this study called “feminine” style leadership) and Polish managers demonstrate more male characteristics (in this study called “male” style leadership). With the purpose of identifying manager’s leadership behavior and their intrinsic cultural value, the study decided to choose qualitative method as a research approach. Study content analyses based on in-depth interviews conducted with 7 Taiwanese and 7 Polish women proved culture to be an important factor of leadership style differences. Research results supported the hypothesis. Considering thesis’ contribution, study results not only supported past theories (i.e. Hofstede’s cultural dimension theory), but also extended earlier research projects. Firstly, leadership style related studies usually don’t focus on making comparisons within one sex, secondly, if the focus is put on sex trait differences, cultural impact is rather not taken into account. Last but not least, globalization effects in the continuous emergence of international managers. To large extent, their success relies on the level of comprehension of team members’ cultural values. Regarding this aspect, the research results have a certain reference value.
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Mphokane, Mathesane Seakgelo. "Profiles of “successful managers” held by male and female managers in the coal mining industry." Diss., 2009. http://hdl.handle.net/2263/23308.

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It is necessary to address the barriers experienced by female middle managers in the coal mining industry in order to ensure their retention and personal growth. Mining in South Africa is still a male dominated industry. Prior to 1996, women were not allowed underground until the promulgation of the Mine Health and Safety Act of 1996. It is almost 12 years since women were allowed underground, but very few women are visible in management positions in the coal production environment. A minimum of 35 middle managers in the coal mining industry participated in both the quantitative and qualitative part of the research. The research reveals that human resources department is more masculine characteristic than production, financial and technical departments. The latter three are androgynous. Both male and female managers perceive a “successful manager” as androgynous, a transition from “think manager, think male”. This also contradicts a similar study carried out in European Banks, finding female managers to be masculine. There was no significant difference found in this research between male and female managers regarding their perceptions of what constitutes a “successful manager”. Findings from the research will assist organisations in the coal mining industry to understand barriers affecting the advancement of women in management. The research will also provide recommendations to organisations on how to change their cultures and work environments in order to develop suitable environments for women managers to flourish and achieve their potential. Copyright
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Zulu, Jerome Khulekani. "Exploring power dynamics between school male managers and female teachers." Thesis, 2012. http://hdl.handle.net/10413/9924.

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This study sought to explore power dynamics between school male managers and female teachers. This is a qualitative study located in the interpretivist paradigm. This study adopts a case study research design that utilises interviews to generate data. The data was analysed using qualitative thematic approach. The study is underpinned by two theories, namely, political theory and gender and power theory. The study’s findings suggest that the relations between male managers and female teachers are not good in the researched schools. Traditional Zulu culture is used by male managers to sideline female teachers. Male managers seem not interested in the programmes that are meant to improve their managerial skills. The study recommended that both the female teachers and the male managers work together to improve their relations, amongst other things, by attending workshops that are designed to encourage communication, tolerance, trust and respect between them.
Thesis (M.Ed.)-University of KwaZulu-Natal, Durban, 2012.
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