Journal articles on the topic 'Gender-organisations-systems'
To see the other types of publications on this topic, follow the link: Gender-organisations-systems.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Gender-organisations-systems.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Mangheni, Margaret Najjingo, Peace Musiimenta, Brenda Boonabaana, and Hale Ann Tufan. "The Genesis and Performance of Gender Focal Person Structures in Rwanda and Uganda National Agricultural Organisations: A Critique." Sustainability 13, no. 18 (September 15, 2021): 10290. http://dx.doi.org/10.3390/su131810290.
Full textAbstract:
Gender Focal Persons (GFPs) are commonly recruited by organisations as part of institutional efforts to mainstream gender. Despite their wide usage, these structures often struggle to achieve the intended goals. The underlying factors that explain their limited success are not well understood; yet, this would inform strategies for institutionalising gender in research institutions. This paper traces the genesis and operationalisation of the gender focal person structures in Rwanda and Uganda national agricultural research organisations, to unearth factors influencing their performance. Results presented are based on document reviews and qualitative interviews with scientists, managers, and GFPs in the two organisations. We found that the GFPs hinged on individuals and donors, and operated in an ad hoc manner without streamlined procedures. The structures were not embedded in institutional frameworks, hence their low visibility within the organisations. They were characterized by informality, voluntarism, unclear terms of reference, and accountability frameworks. We conclude that the ineffective performance of the GFPs in both organisations is explained by the informal approach used to establish, operationalise, and nurture them. Institutionalising the structure would require that the pioneering champions and donors successfully negotiate the embedding of GFPs into the mainstream; eventually, guaranteeing allocation of adequate human and financial resources from national budgets, as well as the establishment of accountability systems.
2
Winters, Janelle, Genevie Fernandes, Lauren McGivern, and Devi Sridhar. "Mainstreaming as rhetoric or reality? Gender and global health at the World Bank." Wellcome Open Research 3 (February 26, 2018): 18. http://dx.doi.org/10.12688/wellcomeopenres.13904.1.
Full textAbstract:
Background:Over the past decade gender mainstreaming has gained visibility at global health organisations. The World Bank, one of the largest funders of global health activities, released twoWorld Development Reportsshowcasing its gender policies, and recently announced a $1 billion initiative for women’s entrepreneurship. However, the development of the Bank’s gender policies and its financing for gender programmes have never been systematically analysed by external researchers in the context of global health. We use the Bank as a case study of how global health organisations frame their gender policies and measure their success.Methods:We constructed a timeline of the Bank’s governance of gender, through a review of published articles, grey literature, and Bank documents and reports. Additionally, we performed the first health-focused analysis of two publicly available Bank gender project databases, and tracked the Bank's financing of gender projects in the health sector from 1985-2017.Results:The Bank’s gender policy developed through four major phases from 1972-2017: ‘women in development’ (WID), institutionalisation of WID, gender mainstreaming, and gender equality through ‘smart economics’. In the more inclusive of the two Bank project databases, gender projects comprised between 1.3% (1985-1989) and 6.2% (2010-2016) of all Bank commitments, which is significantly less than the Bank’s claim that 98% of its lending is gender informed. Most funding targeted middle-income countries and particular themes, including communicable diseases and health systems. Major gender-related trust funds were absent from both databases.Conclusion:The Bank focused most of its health sector gender projects on women’s and girls’ issues. It is increasingly embracing private sector financing of its gender activities, which may impact its poverty alleviation agenda. Measuring the success of gender mainstreaming in global health will require the Bank and global health organisations to reconsider their use of gender indicators.
3
Wilson, Melanie. "A Conceptual Framework for Studying Gender in Information Systems Research." Journal of Information Technology 19, no. 1 (March 2004): 81–92. http://dx.doi.org/10.1057/palgrave.jit.2000008.
Full textAbstract:
This paper aims to attend the under-theorisation of gender within the Information Systems (IS) literature by adopting a critical and feminist approach to the organisational context of IS development and use. The IS are conceived of as innovations with theoretical concepts and observations for comprehending the innovation process advanced within Social Studies of Technology being described and applied to IS. Consequently, a conceptual framework for studying gender and IS is constructed by combining insights derived from: (1) gender and computing, concerning the differences and inequalities of development and use of IS; (2) gender and society concerning the existence of gendered spheres; (3) studies of gender and organisations concerning the social division of labour; and (4) gender and technology, concerning the masculinity of technology culture. The developed framework is tabulated, areas for future research suggested and potential research questions outlined. The latter employ examples from the field of nursing to illustrate their tangible application. The framework constitutes a contribution to IS research by providing access to additional explanations for organisational phenomena (such as user rejection); by deepening our understanding of the innovation process; by improving IS practice through increased awareness of social issues (especially gender); and by promoting further potential topics for IS researchers.
4
Mwachi, Donnelly K. "The Power of Strengthening Capacity of African Feminists: Case of Uganda’s African Women Leadership Institute (AWLI) Alumnae." European Journal of Development Studies 2, no. 3 (May 27, 2022): 46–57. http://dx.doi.org/10.24018/ejdevelop.2022.2.3.103.
Full textAbstract:
This study sought to establish the impact of leadership development on creating more socially just systems in which women’s rights and gender justice are realised – first by practicing the knowledge acquired as individuals and within their organisations, including movements for change within communities Specifically, the objective of the study was to explore or examine and document the extent which AWLI participants acquired new knowledge and skills and how the same manifested in the implementation of the post training activities including their community action plans, from an impact lens. The study is an exercise in feminist epistemology and ontology – analysis by doing – tracing and mapping the contributions of AWLI’s feminist movement in Uganda. The analysis comes from the ground up, reflecting the feminist commitments to self-awareness and reflexivity, generating new knowledge, building organisations and movements, and transforming society. The study conceptual framework borrows from Kirkpatrick Model (1996) four steps for evaluating learning. A mixed approach to the study was adopted where 21 AWLI participants were purposively targeted using an online self-administering survey with follow up interviews via skype calls. On knowledge acquisition, 97.0% interviewees reported that the training had imparted them with new knowledge and skills in feminist leadership. All interviewees reported that the training was useful and relevant in advancing their personal feminist development agenda while 90.9% found the training to be useful and relevant in advancing their organisation agenda. Additionally, all the interviewees reported to have implemented the training to advance their personal and organisational development agendas. Indeed, the participants acquired new knowledge and skills on transformational and feminist leadership, based on the feedback received. Evidence suggests that the AWLI participants have changed how they look at every occurrence in their life which has generally changed their perception hence becoming more optimistic in life. For young feminists, they have become more emphatic and more aware of the patriarchal social norms that exist in their societies. Additionally, there is demonstrable evidence that the participants have taken up leadership roles in championing women issues in their communities including building capacity of other women and appreciating other women. For young upcoming feminists this will go a long way in building a movement of young feminists who understand women’s human right issues, and a cadre of young feminist who can influence other young women hence building a strong movement at the community level. Evidence also suggest that some participants have gained confidence to publish feminist knowledge products. Self-awareness and instilled transformational and feminist leadership have had a direct impact in the organisations that the participants represent. Gender-focused programming has also been strengthened where gender-focused issues are integrated in programmes. For marginalised populations such as sex workers organisations, the training helped in building their capacity, especially on their rights. The mainstreaming of gender in recruitment and remuneration processes within organisations will ensure that organisations remain inclusive and gender conscious in their human resources packages. The AWLI also had an impact within the feminist ecosystem in Uganda where 8,885 were influenced.
5
Miguel-Lorenzo, Xandra. "CIDEM’s femicide archive and the process of gendered legal change in Bolivia." Journal of Legal Anthropology 4, no. 1 (June 1, 2020): 23–45. http://dx.doi.org/10.3167/jla.2020.070702.
Full textAbstract:
This article analyses a spectacle, a wrestling match, that brings out the problem of violence against women and the role of activist organisations such as the Centro de Información y Desarrollo de la Mujer (CIDEM) to raise awareness among people and to influence the Bolivian state to change the gender of the law. In effect, it considers CIDEM’s vigilant role, by visualising cases of femicides in partnership with the press, is translated in wrestling matches. The article considers one such wrestling match I witnessed in El Alto, Bolivia, and argues that CIDEM’s vigilant role extends to overlooking and complementing the vigilant roles of the state and customary legal systems in El Alto that are unable to prevent femicides: women being killed by men because of their gender.
6
SIEDER, RACHEL, and ANNA BARRERA. "Women and Legal Pluralism: Lessons from Indigenous Governance Systems in the Andes." Journal of Latin American Studies 49, no. 3 (January 16, 2017): 633–58. http://dx.doi.org/10.1017/s0022216x16002273.
Full textAbstract:
AbstractThe shift towards legally plural multicultural and pluri-national citizenship regimes in the Andes formally recognised indigenous peoples’ community-based governance systems. These tend to emphasise participation, deliberation and service to the collective, but are often criticised for discriminating against women. We argue that recent constitutional reforms and legislation combining recognition of collective rights claims with institutional guarantees for gender equality have in fact amplified indigenous women's different strategies of ‘negotiating with patriarchy’, allowing them to further the transformation of their organisations and ‘custom’. Such strategies are necessary because of the intersections of race, class and gendered exclusions that indigenous women experience, and possible because of the diverse and dynamic nature of community governance systems. Despite systemic and structural constraints on the guarantee of indigenous peoples’ rights, the actions of organised indigenous women over the last two decades point to new ways of imagining more plural, less patriarchal forms of citizenship.
7
Williams, Susan H. "Federalism and Gender Equality." Federal Law Review 46, no. 4 (December 2018): 491–519. http://dx.doi.org/10.1177/0067205x1804600402.
Full textAbstract:
Despite the enormous literature on federalism in constitutional design, and the growing attention to gender equality in constitutional design, there has been remarkably little attention paid to the interaction between the two. This article seeks to provide a summary of the existing literature on this intersection, to apply the insights of that literature to the case of Myanmar, and to offer a contribution concerning the theoretical connections between federalism and gender equality. The analysis generates four primary conclusions. First, federalism is inherently neither good nor bad for gender equality: it all depends on the details of the federal system and the context in which they are applied. Second, there are, nonetheless, some guidelines that can be gleaned from the experiences of countries around the world about the design elements that can make federalism more or less useful for promoting gender equality under different conditions. Third, applying these elements in the case of Myanmar suggests that women's organisations might make common cause with the ethnic minority groups that are negotiating with the government and the army over federalism issues because the women share with these groups certain goals with respect to federal systems. And fourth, there is a connection between gender and federalism, not at the pragmatic or design level, but at the theoretical level. This connection concerns the type of (ideal) orientation that is required of citizens in a federal system and the ways in which that orientation might be valuable for gender equality. It is, then, the character of federal citizens, rather than the federal system itself, that could be inherently beneficial to gender equality.
8
Jenson, Jane. "Thinking (a Feminist) History: the Regulation Approach as Theatre." Cahiers de recherche sociologique, no. 17 (April 19, 2011): 185–97. http://dx.doi.org/10.7202/1002150ar.
Full textAbstract:
Summary The approach elaborated here is derived from feminist analyses which take seriously the notion that gender relations are social constructions. Using the metaphor of theatre, the article proposes an analysis which takes meaning systems as well as practices seriously. From this point of view, both the mode of regulation and the societal paradigm depend upon actors' strategies in creating their representational systems and thereby constructing their collective identities. Besides, contrary to studies that reduce regulation to the wage relation, this analysis points to the importance of many different political organisations and identities. In so doing, the argument provides a way of understanding why it is that some historical times are more open to recognising marginalised actors' demands for greater power while other moments ignore their claims by silencing their voices.
9
Winters, Janelle, Genevie Fernandes, Lauren McGivern, and Devi Sridhar. "Mainstreaming as rhetoric or reality? Gender and global health at the World Bank." Wellcome Open Research 3 (August 17, 2018): 18. http://dx.doi.org/10.12688/wellcomeopenres.13904.2.
Full textAbstract:
Background:Over the past decade gender mainstreaming has gained visibility at global health organisations. The World Bank, one of the largest funders of global health activities, released twoWorld Development Reportsshowcasing its gender policies, and recently announced a $1 billion initiative for women’s entrepreneurship. We summarise the development of the Bank’s gender policies and analyse its financing of gender projects in the health sector. This article is intended to provide background for future research on the Bank’s gender and global health portfolio.Methods:First, we constructed a timeline of the Bank’s gender policy development, through a review of published articles, grey literature, and Bank documents and reports. Second, we performed a health-focused analysis of publicly available Bank gender project databases, to track its financing of health sector projects with a gender ‘theme’ from 1985-2017.Results:The Bank’s gender policy developed through four major phases from 1972-2017: ‘women in development’ (WID), institutionalisation of WID, gender mainstreaming, and gender equality through ‘smart economics’. In the more inclusive Bank project database, projects with a gender theme comprised between 1.3% (1985-1989) and 6.2% (2010-2016) of all Bank commitments. Most funding targeted middle-income countries and particular health themes, including communicable diseases and health systems. Major gender-related trust funds were absent from both databases. The Bank reports that 98% of its lending is ‘gender informed’, which indicates that the gender theme used in its publicly available project databases is poorly aligned with its criteria for gender informed projects.Conclusion:The Bank focused most of its health sector gender projects on women’s and girls’ issues. It is increasingly embracing private sector financing of its gender activities, which may impact its poverty alleviation agenda. Measuring the success of gender mainstreaming in global health will require the Bank to release more information about its gender indicators and projects.
10
WAYLEN, GEORGINA. "Gender and Democratic Politics: A Comparative Analysis of Consolidation in Argentina and Chile." Journal of Latin American Studies 32, no. 3 (October 2000): 765–93. http://dx.doi.org/10.1017/s0022216x00005939.
Full textAbstract:
This article highlights a number of themes useful in the gendered analysis of democratic consolidation in Latin America by means of a comparative analysis of Argentina and Chile. It starts from the assumption that much of the work on democratisation in Latin America – both orthodox and the literature concentrating on women and transitions – produced up until now, has been too voluntaristic in its approach. It argues that what is needed, particularly in the study of democratic consolidation, is an analysis not only of the impact of women and women's organisations on institutions and structures but also of how these institutions and structures can shape and change gender relations and different women's activities. Any gendered analysis of democratic consolidation must begin by examining the terms of transition which, while they can be subject to some renegotiation later, affect the nature of the subsequent system and the space available to different actors. It is argued that a number of characteristics of the post-transition system are significant: first the impact of more arbitrary populist or presidential systems, second the importance of women's organising both inside and outside the state and party systems and third the existence of an institutionalised party system.
11
Kavoura, Androniki, and Tuula Andersson. "Applying Delphi method for strategic design of social entrepreneurship." Library Review 65, no. 3 (April 4, 2016): 185–205. http://dx.doi.org/10.1108/lr-06-2015-0062.
Full textAbstract:
Purpose – This paper aims to examine the strategic design for entrepreneurial activity. This study examines and evaluates a qualitative Delphi methodology used in a research for the strategy development needs of entrepreneurship counselling and education. The strategic design presented may well apply to non-profit organisations due to the fact that limited resources in funding of non-profit organisations exist. Design/methodology/approach – This paper introduces methodological considerations of applying the Delphi method to the strategy development for an entrepreneurship counselling design, taking Ensimetri – an entrepreneurship counselling organisation in Finland – as a case study, and the potential in applying this strategic design projects to libraries and information management centres. Findings – The research provides a framework on entrepreneurial strategic design. The top ten items that emerged from this research may provide the framework for the development of entrepreneurial strategic design. They may be used to further examine our understanding for the strategy development needs of entrepreneurship counselling and education, as very limited research has taken place on this issue. Issues of culture are discussed. Findings illustrate that respondents would appreciate guidance on the initiation of entrepreneurial activities from the university that are associated with programmes and services provided that may help them on the initiation of entrepreneurial activities. Libraries may use the integrated information systems they employ. This exploratory study found that cultural values may influence entrepreneurship intention. Gender issues are also discussed in regard to the strategic design of entrepreneurial activity, adding to the existing literature for gender differences in attitude. The research provides a framework on entrepreneurial strategic design, and the role of universities with the use of integrated information systems and library services to the initiation of such entrepreneurial activities. Practical implications – Findings of this research may well apply in non-profit organisations such as libraries and information and communication sectors, where in periods of economic crisis, social entrepreneurship can be adopted so that these organisations become profitable. Education has also a role to play in the development of entrepreneurship. Originality/value – The application of the Delphi method to entrepreneurial research, and the use of this design to seek intention and attitudes by and for information professionals and marketers, may in fact contribute to the implementation of social entrepreneurship. Very limited research has taken place to explore entrepreneurial intention. The paper discusses a new methodology which can also be used outside Finland and is of relevance to the information profession. This research makes a theoretical and practical contribution on social entrepreneurial potential and its strategic design. Implications for social entrepreneurship are provided. The implementation of information and communications technologies, the role of social media networks and issues associated with culture are discussed for strategic communication.
12
Abalkhail, Jouharah M., and Barbara Allan. "“Wasta” and women’s careers in the Arab Gulf States." Gender in Management: An International Journal 31, no. 3 (May 3, 2016): 162–80. http://dx.doi.org/10.1108/gm-02-2015-0006.
Full textAbstract:
Purpose Women are under-represented in senior positions across the world, and this paper aims to explore the impact of wasta on women’s careers in the Arab Gulf States. This paper has two main objectives: to understand the phenomenon of wasta and how it manifests itself within public organisations in the Gulf region; and to examine how wasta is impacting on women’s career advancement. Design/methodology/approach Qualitative interviews were conducted with 18 female managers working in public organisations in the Arab Gulf region. Findings The findings indicate that wasta refers to a social network of interpersonal connections, rooted in family and kinship ties, and linked to family affairs as well as work. In addition, the findings demonstrate that, as a result of wasta, social networks in the workplace, in the Arab Gulf Region, include family connections, and this is different to workplace networks in Western societies which are frequently limited to professional contacts and separate from family or friendship networks. In addition, the findings show that wasta may be used to support women’s career progression, providing they have access to appropriate wasta. Furthermore, the findings revealed that women, in the Arab Gulf Region, rely directly on their male family member’s connections, as career facilitators, to gain access to organisational opportunities. Practical implications The paper provides some practical suggestions for helping to overcome the potential negative effects of wasta and to ensure that organisations make the best use of their talent. Hence, this research could potentially inform national policy and organisational policymakers and, in particular, influence recruitment and selection practices to ensure that they are based on competence rather than personal connections. Originality/value The paper is based on empirical work in an under-researched, non-Western context. There is extensive literature on gender and management and leadership in Western cultures, and this paper contributes to the developing body of research on women in the Arab cultures. It provides a better understanding of the phenomenon of wasta, and it highlights the long-term consequences of wasta on employees, particularly women, working in public organisations. Also, it contributes to theory on the culture of organisations by highlighting the often neglected influences of the broader social and cultural systems, including patriarchal practices, on women’s positions in the organisational hierarchy.
13
van Daalen, Kim Robin, Maisoon Chowdhury, Sara Dada, Parnian Khorsand, Salma El-Gamal, Galiya Kaidarova, Laura Jung, et al. "Does global health governance walk the talk? Gender representation in World Health Assemblies, 1948–2021." BMJ Global Health 7, no. 8 (August 2022): e009312. http://dx.doi.org/10.1136/bmjgh-2022-009312.
Full textAbstract:
BackgroundWhile an estimated 70%–75% of the health workforce are women, this is not reflected in the leadership roles of most health organisations—including global decision-making bodies such as the World Health Assembly (WHA).MethodsWe analysed gender representation in WHA delegations of Member States, Associate Members and Observers (country/territory), using data from 10 944 WHA delegations and 75 815 delegation members over 1948–2021. Delegates’ information was extracted from WHO documentation. Likely gender was inferred based on prefixes, pronouns and other gendered language. A gender-to-name algorithm was used as a last resort (4.6%). Time series of 5-year rolling averages of the percentage of women across WHO region, income group and delegate roles are presented. We estimated (%) change ±SE of inferred women delegation members at the WHA per year, and estimated years±SE until gender parity from 2010 to 2019 across regions, income groups, delegate roles and countries. Correlations with these measures were assessed with countries’ gender inequality index and two Worldwide Governance indicators.ResultsWhile upwards trends could be observed in the percentage of women delegates over the past 74 years, men remained over-represented in most WHA delegations. Over 1948–2021, 82.9% of delegations were composed of a majority of men, and no WHA had more than 30% of women Chief Delegates (ranging from 0% to 30%). Wide variation in trends over time could be observed across different geographical regions, income groups and countries. Some countries may take over 100 years to reach gender parity in their WHA delegations, if current estimated trends continue.ConclusionDespite commitments to gender equality in leadership, women remain gravely under-represented in global health governance. An intersectional approach to representation in global health governance, which prioritises equity in participation beyond gender, can enable transformative policymaking that fosters transparent, accountable and just health systems.
14
Reetsch, Kapp, Feger, Schwärzel, and Dornack. "Transforming Degraded Smallholder Farmland into Multi-Functional Land Use Systems: A Case Study From Tanzania." Proceedings 30, no. 1 (November 12, 2019): 16. http://dx.doi.org/10.3390/proceedings2019030016.
Full textAbstract:
In our research, we have studied smallholder farmers in degraded farming systems in Northwest Tanzania and have compared them with farm households who were trained in sustainable land management by a local Farmer Field School. Both groups of farmers were affected by severe environmental degradation and poor soil fertility, but trained farmers have transformed degraded farmland into fertile, multi-functional land use systems. In this presentation, we discuss the successes and failures of both groups of farmers and draw conclusions towards restoring degraded land use systems. Farmers without training cannot restore degraded farmland with traditional agricultural management alone and fail to produce enough food, fodder, biofuel, and timber to support the whole family. The reasons for their failure are manifold and include environmental and socio-economic dimensions, e.g., poor management of soils and farm waste, lacking adaptation to climate change, traditional gender roles, and the loss of knowledge and labour in HIV/AIDS-affected households. In comparison, trained farmers change nutrient management by using advanced composting techniques. They also cultivate a greater variety of crops and trees, introduce organic pesticide management, ease manure collection, construct vegetable gardens that are watered by drip irrigation in the dry season, change gender roles and communication structures. The main differences between both groups of farmers occur in food security, health status, education level, marketing, income generation, prosperity, and gender-related responsibilities. However, the full potential of organic farm waste being used as soil fertiliser is not exhausted, as human excreta is not integrated into nutrient management. Farm households who are most vulnerable to food security, e.g., female-headed and HIV/AIDS-affected households, need to get support in strengthening their socio-economic base before transforming the farm management. In conclusion, local Farmer Field Schools significantly contribute to restoring land degradation. To transform smallholder agriculture in Tanzania, a joint partnership with local governmental organisations could help farmers to escape poverty and become food secure (SDG 1 and SDG 2). Similar approaches could support smallholder farmers in East Africa, where they contribute to three-fourth of the agricultural production.
15
Gutierrez-Romero, Gema, Antonio Blanco-Oliver, Mª Teresa Montero-Romero, and Mariano Carbonero-Ruz. "The Impact of CEOs’ Gender on Organisational Efficiency in the Public Sector: Evidence from the English NHS." Sustainability 13, no. 4 (February 18, 2021): 2188. http://dx.doi.org/10.3390/su13042188.
Full textAbstract:
Increasing operational efficiency is an objective relevant for all institutions, but it is essential in public entities and even more in public health systems because of the number of resources they consume and their impact on general welfare. This research analyses the effect that CEOs’ gender has on the operational efficiency of the entities they manage. Despite the impact that the management team and notably the CEO have on the development of institutions, studies on their effect on performance are practically non-existent, especially for public organisations. We have used data from acute care hospital trusts belonging to the English National Health System (NHS) concerning its development. The results were obtained from a two-stage analysis. First, the entities’ economic efficiency and health/social efficiency (two operational efficiency measures) were evaluated using two data envelopment analysis (DEA) models. Secondly, the results have been regressed with the CEOs’ gender. The results obtained are robust and consistent, revealing that male CEOs have greater performance than female CEOs. This result provides insight into determining features that relate to operational efficiency, which it is of interest to the research and policymakers.
16
Ahinkorah, Bright Opoku, Lin Perry, Fiona Brooks, and Melissa Kang. "Barriers and facilitators regarding the implementation of policies and programmes aimed at reducing adolescent pregnancy in Ghana: an exploratory qualitative study." BMJ Open 12, no. 7 (July 2022): e060576. http://dx.doi.org/10.1136/bmjopen-2021-060576.
Full textAbstract:
ObjectivesThis study explored the perceived barriers and facilitators regarding the implementation of policies and programmes aimed at reducing adolescent pregnancy among health and education professionals (‘professionals’), grassroots workers and adolescent girls in Ghana.Design and settingWe employed an exploratory qualitative study design involving interviews with professionals, grassroots workers and adolescent girls in the Central Region of Ghana.ParticipantsThis study involved 15 professionals employed in government or non-governmental organisations, 15 grassroots workers and 51 pregnant/parenting and non-pregnant adolescent girls.Data analysisThematic analysis was conducted deductively using the ecological framework for understanding effective implementation.ResultsEighteen themes mapped to the five domains of the ecological framework emerged. Perceived barriers included gender inequality, family poverty, stigma, community support for early childbearing and cohabitation, inadequate data systems, lack of collaboration between stakeholders and lack of political will. Effective implementation of community by-laws, youth involvement, use of available data, and collaboration and effective coordination between stakeholders were the perceived facilitators.ConclusionPolitical leaders and community members should be actively engaged in the implementation of adolescent sexual and reproductive health policies and programmes. Gender empowerment programmes such as education and training of adolescent girls should be implemented and strengthened at both the community and national levels. Community members should be sensitised on the negative effects of norms that support child marriage, gender-based violence and early childbearing.
17
Tuakli-Wosornu, Yetsa A., Demetri Goutos, Ioana Ramia, Natalie G. Galea, Margo Lynn Mountjoy, Katharina Grimm, Yinfei Wu, and Sheree Bekker. "‘Knowing we have these rights does not always mean we feel free to use them’: athletes’ perceptions of their human rights in sport." BMJ Open Sport & Exercise Medicine 8, no. 3 (August 2022): e001406. http://dx.doi.org/10.1136/bmjsem-2022-001406.
Full textAbstract:
ObjectivesModern sport safeguarding strategies include published global rights declarations that enshrine athletes’ entitlements at the policy level. It is unclear how these documents translate to athletes’ lived experiences. The study aimed to determine athletes’ knowledge, attitudes and beliefs about their human rights in sports settings.SettingWeb-based survey.Participants1159 athletes from 70 countries completed a validated web-based survey. Over half of participants (60.1%) were between 18 and 29 years, currently competing (67.1%), not members of players’ unions (54.6%), elite (60.0%) and participating in individual (55.8%) non-contact (75.6%) Olympic (77.9%) sports. Gender distribution was equal.Primary and secondary outcome measuresParticipant demographics (eg, gender, age) and athletes’ knowledge, attitudes and beliefs about their human rights in sports settings.ResultsMost (78.5%) were unaware of any athletes’ rights declarations. Gender influenced participants’ confidence in acting on their rights in sport significantly. Males were more likely to accept pressure from coaches and teammates than females, but age affected how likely males were to accept this pressure. Paralympic athletes were less likely to agree that violence is acceptable in sports, compared with Olympic. Player union membership increased confidence in freely expressing one’s opinion in sports settings. Athletes’ rights-related awareness, knowledge and beliefs were disconnected.ConclusionsAwareness raising is not enough to prevent human rights violations in sports. The cultural climate of the entire ecosystem must be targeted, using systems-level strategies to shift stakeholders’ biases, beliefs and behaviours. This approach takes the onus of addressing abuse off athletes’ shoulders and places accountability on sports organisations.
18
Herrera, Juan, Carlos De las Heras-Rosas, Mercedes Rodríguez-Fernández, and Antonio Manuel Ciruela-Lorenzo. "Teleworking: The Link between Worker, Family and Company." Systems 10, no. 5 (September 1, 2022): 134. http://dx.doi.org/10.3390/systems10050134.
Full textAbstract:
Telework is presented as a model of work organisation that changes the paradigms of business culture in many organisations, reshaping established management and social systems. The COVID-19 pandemic and the restrictions applied to the mobility and concentration of people have accelerated the implementation of telework, generating an accelerated change in organisational models. Telework dynamics significantly transform many aspects of the business, social and personal environment. The research community has investigated: work performance; the environment; technology; social factors; and work–life balance, among other issues. However, it is necessary to know in greater depth what the most salient aspects related to telework are. To this end, a total of 539 publications from the Web of Science database between 1984 and 2021 were analysed using bibliometric techniques. The results obtained indicate an outstanding interest in this subject in the last two years. The research comes from many different areas of knowledge and mainly focused on issues related to worker–employer–family conflict, work–life balance and flexibility policies. There has been remarkable growth and dispersion in telework research, where, in addition to productivity-based approaches, the field of study has opened up to other issues such as worker health and satisfaction, professional isolation, the role of supervisors or the gender perspective, among others. The contribution of this research is broadening knowledge about the dynamics of telework in organisations and the issues that have been the most considered by the scientific community, so that it can serve as a point of support for future research.
19
Tschalaer, Mengia Hong. "Competing Model–Nikahnamas: Muslim Women’s Spaces within the Legal Landscape in Lucknow1." NAVEIÑ REET: Nordic Journal of Law and Social Research, no. 3 (December 1, 2015): 65–80. http://dx.doi.org/10.7146/nnjlsr.v0i3.111106.
Full textAbstract:
This paper delineates the growing women’s spaces within the legally pluralistic landscape of postcolonial India. Based on empirical data gathered in the city of Lucknow, Northern India, it explores the ways in which (i) Muslim women’s activists seek to carve out space for the creation of gender-just laws within a religious framework, and (ii) how within these women’s legal spaces, orthodox demarcations between secular and religious practice and legal authority become blurred. At the centre of my analysis are two women-friendly versions of the nikahnama (marriage contract), which stipulate conjugal rights and duties as well as conditions of divorce and financial support. This paper will contextualise and analyse these counter-hegemonic voices that address matrimonial rights - brought forth by two ideologically different Muslim women’s organisations in Lucknow. In so doing, this paper challenges simplified modernist accounts that depict secular conceptions of state law as incompatible with non-state religious law and norms. Conversely, this paper will demonstrate that current attempts by Muslim women’s rights activists to formulate gender-justice within the domestic sphere in fact, contribute to an emerging legal landscape of interlegality (Santos 1987/2002) - a field characterised by legal entanglements rather than parallel systems of law and morals.
20
Mattison, Cristina, Kirsty Bourret, Emmanuelle Hebert, Sebalda Leshabari, Ambrocckha Kabeya, Patrick Achiga, Jamie Robinson, and Elizabeth Darling. "Health systems factors impacting the integration of midwifery: an evidence-informed framework on strengthening midwifery associations." BMJ Global Health 6, no. 6 (June 2021): e004850. http://dx.doi.org/10.1136/bmjgh-2020-004850.
Full textAbstract:
IntroductionMidwifery associations are organisations that represent midwives and the profession of midwifery. They support midwives to reduce maternal and newborn mortality and morbidity by promoting the overall integration of midwifery in health systems. Our objective was to generate a framework for evidence-informed midwifery association strengthening.MethodsA critical interpretive synthesis complemented by key informant interviews, focus groups, observations, and document review was used to inform the development of concepts and theory. Three electronic bibliographical databases (CINAHL, EMBASE and MEDLINE) were searched through to 2 September 2020. A coding structure was created to guide the synthesis across the five sources of evidence.ResultsA total of 1634 records were retrieved through electronic searches and 57 documents were included in the critical interpretive synthesis. Thirty-one (31) key informant interviews and five focus groups were completed including observations (255 pages) and audio recordings. Twenty-four (24) programme documents were reviewed. The resulting theoretical framework outlines the key factors by context, describes the system drivers that impact the sustainability of midwifery associations and identifies the key-enabling elements involved in designing programmes that strengthen midwifery associations.ConclusionMidwifery associations act as the web that holds the profession together and are key to the integration of the profession in health systems, supporting enabling environments and improving gender inequities. Our findings highlight that in order to strengthen midwifery (education, regulation and services), we have to lead with association strengthening. Building strong associations is the foundation necessary to create formal quality midwifery education systems and to support midwifery regulation and accreditation mechanisms.
21
Mella, Piero. "In every organization, gender stereotypes reduce organizational efficiency and waste productive energy: a systems thinking perspective." Kybernetes 51, no. 13 (April 19, 2022): 156–85. http://dx.doi.org/10.1108/k-04-2021-0283.
Full textAbstract:
PurposeStereotypes are simplified and widely shared visions held by a social group regarding a place, object, event or recognizable set of people united by certain characteristics or qualities. They are “dangerous” mental models because they are widely disseminated, devious and capable of acting even unconsciously in individuals, social groups and organizations altering the rationality of assessments and choices and producing discrimination and prejudice. Stereotypes acritically extend from a characteristic of a significant percentage of a category to the totality of individuals. The process of generalization triggered by a stereotype produces the error of discrimination and prejudice. There are numerous forms of stereotypes, but this study takes into account gender stereotypes because they act pervasively, often subtly, to reduce “productivity”. People who are aware of being discriminated perceive an unsatisfactory fulfillment of their motivations, which reduces their incentive to improve their performance. Since productivity measures the efficient use of energy from working in production processes, the author believes that wherever gender stereotypes are at play, there is a productive “waste of energy”, an inefficiency in work activity with harmful effects for organizations of all kinds, including families.Design/methodology/approachThe work aims to demonstrate that wherever gender stereotypes are at play, a “waste of energy” manifests itself in terms of productivity, representing an inefficiency in work activity with harmful effects for organizations of all kinds, including families. To describe the negative effects stereotypes produce in organizations, some models are presented based on the methods and language of systems thinking. These models, although typically qualitative, are capable of exploring the most accepted theories in the literature: tournament theory, the Pygmalion effect, the Galatea effect, self-fulfilling prophecies, the Queen bee syndrome, the role congruency theory, the glass ceiling theory (“think manager, think male” and “family responsibilities wall”). The paper follows a predominantly organizational and corporate approach, although the copious literature on stereotypes belongs largely to the area of social psychology and organization studies.FindingsThe paper does not consider the psychological origin of stereotypes but highlights their use as routines-shortcuts for evaluations and decisions demonstrating that, when adopted in social systems and within organisations, stereotypes produce different forms of discrimination: in social rights, in work, in careers and in access to levels of education and public services, reducing performance and limit potential. The paper also examines some ways gender and culture stereotypes can be opposed, presenting a change management strategy and some concrete solutions proposed by the process–structure–culture model for social change (PSC model).Research limitations/implicationsThe main limitation of the work is that it focuses on gender stereotypes, choosing not to consider the “intersection effect” of these with other stereotypes: racial stereotypes, religious stereotypes, color stereotypes, age stereotypes, sex and sexual orientation stereotypes, and many others, whose joint action can cause serious inefficiencies in organizational work.Practical implicationsAs stereotypes are a component of social culture and are handed down, by use and example, from generation to generation, the maintenance over time of stereotypes used by individuals to evaluate, judge and act can be seen as an effect of the typical action of a combinatory system of diffusion, which can operate for a long time if not effectively opposed. Il PSC model indicates the strategy for carrying out this opposition.Social implicationsWith regard to gender stereotypes, it should be emphasized that in organizations and social systems, “gender diversity” should be considered an opportunity and not as a discriminating factor and thus encouraged by avoiding harmful discrimination. In fact, this diversity, precisely because of the distinctive characteristics individuals possess regardless of gender, can benefit the organization and lead to an increase in organizational and social performance. The United Nations 2030 Agenda for Sustainable Development (2020) Goal 5: Achieving gender equality and empowering all women and girls is examined in this context.Originality/valueThis study views the action of gender stereotypes as especially harmful “mental models”, highlighting the distortions they cause in the allocation of productive energy in society, groups and organizations. The paper follows a predominantly organizational and corporate approach, although the copious literature on stereotypes belongs largely to the area of social psychology. Using the “logic” and “language” of systems thinking, theories and models that describe and interpret the distorting effects of organizational choices based on stereotypes rather than rational analysis are highlighted. The action of stereotypes and their persistence over time can also be described using combinatory systems theory. With this paper, the author hopes that by acting on the three wheels of change highlighted by the PSC model, through legal provisions, control tools and actions on the culture operated by educational and social aggregative institutions, it should not be impossible to change the prevailing culture so that it becomes aware of the harmful influence of gender stereotypes and other discriminatory mental models and come to reject them. The author hopes this paper will help to understand the need to make this change.
22
Waters-Bayer, Ann, and Wolfgang Bayer. "Enhancing local innovation to improve water productivity in crop - livestock systems." Rangeland Journal 31, no. 2 (2009): 231. http://dx.doi.org/10.1071/rj09009.
Full textAbstract:
In their efforts to adapt to changing conditions and grasp opportunities, small-scale farmers have been innovating since time immemorial. With increasing scarcity of water, harnessing water productivity in crop–livestock systems will require enhancing such local innovation processes, including both endogenous development and local adaptation of exogenous interventions. The paper highlights the importance of taking an innovation systems perspective in this endeavour. The various actors involved in agricultural production, extension, research, education, policymaking and trade who can contribute to or constrain innovation processes need to be recognised and their interactions understood. Particularly in the realm of working with water – often the task of women and girls – gender aspects must be addressed, including women’s role in innovation processes and the impact of change in water access and use on women’s workloads and decision-making. The paper presents examples of technical and socio-institutional innovation to improve crop–livestock water productivity that have been developed by local resource users. It demonstrates how scientists and technical advisors in research and development organisations can harness these dynamics in local knowledge by identifying local innovations, exploring together with local people the rationale behind them, and explaining in scientific terms why they work. It argues for an approach to research that allows farmers to be creative and that strengthens their capacities to continue to adapt to changing conditions. It stresses the role of researchers in revealing how farmers are developing solutions that challenge official policy, and then joining forces with farmers to bring about policy change to accommodate and encourage local innovation. Thus, it presents one ‘intervention’ that could enhance crop–livestock water productivity: promoting an approach of recognising local innovation and engaging in participatory research with local people who are developing their own ways to make the most of scarce water.
23
Shiner, Alice, Jessica Watson, Noemi Doohan, and Amanda Howe. "Learning or leaving? An international qualitative study of factors affecting the resilience of female family doctors." BJGP Open 4, no. 1 (March 17, 2020): bjgpopen20X101017. http://dx.doi.org/10.3399/bjgpopen20x101017.
Full textAbstract:
BackgroundMany countries have insufficient numbers of family doctors, and more females than males leave the workforce at a younger age or have difficulty sustaining careers. Understanding the differing attitudes, pressures, and perceptions between genders toward their medical occupation is important to minimise workforce attrition.AimTo explore factors influencing the resilience of female family doctors during lifecycle transitions.Design & settingInternational qualitative study with female family doctors from all world regions.MethodTwenty semi-structured online Skype interviews, followed by three focus groups to develop recommendations. Data were transcribed and analysed using applied framework analysis.ResultsInterview participants described a complex interface between competing demands, expectations of their gender, and internalised expectations of themselves. Systemic barriers, such as lack of flexible working, excessive workload, and the cumulative impacts of unrealistic expectations impaired the ability to fully contribute in the workplace. At the individual level, resilience related to: the ability to make choices; previous experiences that had encouraged self-confidence; effective engagement to obtain support; and the ability to handle negative experiences. External support, such as strong personal networks, and an adaptive work setting and organisation or system maximised interviewees’ professional contributions.ConclusionOn an international scale, female family doctors experience similar pressures from competing demands during lifecycle transitions; some of which relate to expectations of the female's ’role’ in society, particularly around the additional personal pressures of caring commitments. Such situations could be predicted, planned for, and mitigated with explicit support mechanisms and availability of workplace choices. Healthcare organisations and systems around the world should recognise this need and implement recommendations to help reduce workforce losses. These findings are likely to be of interest to all health professional staff of any gender.
24
Sikora, Katarzyna. "Konstytucyjne gwarancje praw jednostki. Model szwedzki i nowozelandzki." Studia Iuridica 76 (January 17, 2019): 322–40. http://dx.doi.org/10.5604/01.3001.0012.8636.
Full textAbstract:
The purpose of this article is to analyse and describe fundamental individual rights in relation to the Constitution of Sweden and New Zealand. Basic human rights include the right to dignity, right to liberty and the right to equality. Everyone is equally entitled regardless of origin, race, gender or education. Based on the analysis of several acts concerning the constitutional legislation of both countries it is evident that there is a lack of uniformity the nature of these have been complex and difficult to convey. Concerning Sweden, the Constitution consists of four acts in which the act of government includes standards governing and representing protection of the rights a liberty of a citizen. Constitutional legislation of New Zealand is more complicated because it consists of the Treaty of Waitangi 1840, The New Zealand Bill of Rights Act 1990, numerous laws, statutes setting up by the New Zealand Parliament as well as numerous constitutional customs, which may constitute legal standards and translate into precedent acts of courts. Despite the daily violation of rights in both Sweden and New Zealand, the complex legal systems protect and secure the rights of the people in their countries by introducing a series of laws and other regulations. The government of both countries, as well as public authority and other non-governmental organisations do their best to ensure they are respected and not violated. It should be noted that both Sweden and New Zealand have proven to comply with the obligations imposed on them under their national and international obligations with some undoubtable success, with generally well accepted principles in the whole civilised world.
25
Ding, Yan, Ewan M. Tomeny, and Imelda Bates. "Identifying actions to foster cross-disciplinary global health research: a mixed-methods qualitative case study of the IMPALA programme on lung health and tuberculosis in Africa." BMJ Open 12, no. 3 (March 2022): e058126. http://dx.doi.org/10.1136/bmjopen-2021-058126.
Full textAbstract:
ObjectivesTo identify actions for fostering cross-disciplinary research (CDR) skills and collaborations in global health, and to produce recommendations for improving the design, implementation and management of cross-disciplinary global health research programmes.DesignUsing a North–South global health research programme as a case study—and following an adapted framework—we conducted qualitative research using document reviews, semi-structured interviews (purposive sampling) and participatory observation. We used baseline survey findings to identify potential interviewees and tailor interview guides.SettingOur case study was a 4.5-year (2017–2021) programme, namely, the International Multidisciplinary Programme to Address Lung Health and Tuberculosis in Africa (IMPALA). Led by a UK research institute, IMPALA spanned 22 partner organisations from 13 countries (10 in sub-Saharan Africa), and involved five research discipline groups: clinical science, social science, health systems, health economics and policy/research capacity.ParticipantsThirty-one IMPALA members were interviewed (July 2018–November 2019), with interviewees evenly split by gender (16 female and 15 male) and by Global North/South institution (15 non-African and 16 African). Twenty-five (81%) were researchers, comprising 18 senior researchers (professors, readers, associate professors and senior lecturers) and seven early career researchers (assistant professors, lecturers, research fellows, postdocs, research assistants and PhD students). Twenty-four programme events were observed (September 2018–April 2020) and 49 documents were reviewed (December 2017–April 2020). All 66 IMPALA staff were sent the baseline survey, receiving 51 responses (43/56 researchers and 8/10 non-researchers).ResultsFourteen themes emerged, which suggested that CDR—while valued by many—is not universally understood, and the time it requires is often underestimated. We found that fostering CDR and managing tensions needs planning and continuous discussions and interactions. A shared vision with explicitly agreed goals and roles and active management of cross-disciplinary activities is essential.ConclusionsActive planning, implementation and management of cross-disciplinary activities are essential for the success of cross-disciplinary global health research and should be separate from the primary research activities.
26
Mzahim, Bandr, Fatimah Albrekkan, Ronald Schouten, Ahmad Al-Muhainy, Khaled Al-Surimi, and Nuha Sulaiman Alhumaid. "The Risk of Post-Traumatic Stress Disorder (PTSD) among Frontline Healthcare Workers in Saudi Arabia during the COVID-19 Pandemic: A Cross-sectional Study." Journal of Medicine, Law & Public Health 2, no. 2 (May 1, 2022): 113–22. http://dx.doi.org/10.52609/jmlph.v2i2.50.
Full textAbstract:
Background: Frontline healthcare workers (HCWs) are at risk of developing post-traumatic stress disorder (PTSD) due to the nature of their work and, due to the additional stress and mental fatigue brought on by the COVID-19 pandemic, this risk has increased significantly. A proper understanding of the risk factors for PTSD in this context is crucial to the development of both preventive and corrective measures that will improve the psychological and emotional health of HCWs and reduce their predisposition to PTSD in the short and long term. This study was conducted to determine the prevalence and associated risk factors of PTSD among frontline HCWs in Riyadh, Saudi Arabia, during the COVID-19 pandemic. Methods: This cross-sectional survey study examined responses from emergency medical services personnel (paramedics, nurses, and physicians) in eleven large public hospitals in Riyadh, Saudi Arabia, between June 01 and July 01, 2020. The total number of respondents was 613. The PTSD Checklist for the Diagnostic and Statistical Manual of Mental Disorders (PCL-5), a self-administered tool, was used to diagnose PTSD. Additionally, demographic factors, such as age, gender, race, marital status, occupation, and years of experience, were identified, and the effects of these factors were assessed using statistical analysis. Results: The results revealed a prevalence of PTSD of 33.4% among participants. The highest prevalence was found among paramedics and nurses, while physicians had the lowest prevalence. The study also found statistically significant differences in PTSD scores based on marital status, job title, and years of experience. Half of the participants were aware of the availability of psychological/emotional support and perceived the process for obtaining that support to be clear and accessible. Conclusion: Frontline healthcare workers are at increased risk of developing PTSD, with the degree of risk significantly associated with marital status, job title, years of experience, and the accessibility of psychological/emotional support. Healthcare organisations within Saudi Arabia and elsewhere should use this information to strengthen their psychological and emotional support systems and reduce the risk of PTSD in their employees.
27
Shanthosh, Janani, Keerthi Muvva, Mark Woodward, Ramona Vijeyarasa, and Anna Palagyi. "Assessing the Reach, Scope and Outcomes of Government Action on Women’s Health and Human Rights: A Protocol for the Development of an International Women’s Rights Dataset." International Journal of Qualitative Methods 21 (January 2022): 160940692211147. http://dx.doi.org/10.1177/16094069221114741.
Full textAbstract:
Background The UN Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) represents an international commitment to equality in the enjoyment of human rights. International human rights scholars posit that, in facilitating constructive dialogues between states and human rights experts, the near-universally ratified Convention is a powerful tool for achieving global health goals, such as the Sustainable Development Goals (SDGs). Yet, the performance of such rights-based approaches in achieving gender equality, and empowering all women, has not been systematically measured and evaluated on a global scale. This study seeks to address the urgent need to support data-driven analyses to hold governments to account through the development of a global dataset measuring state action on women’s health and human rights. Methods Standard systematic review methods will be used to review CEDAW periodic review reports produced by United Nations (UN) Member States, civil society organisations and the CEDAW Committee. Global participation with the review mechanism, the scope of health inequities covered by Committee recommendations, the nature of reported government action and the extent of implementation of each program will be extracted from each report. Only data from the two most recent reporting cycles will be analysed. Descriptive statistics will be used to analyse quantitative data, and all qualitative data will be analysed using policy mapping techniques. Discussion Using these data, the study will navigate the nature and the extent of state action to address these issues including by increasing women’s leadership and participation, data collection, strengthening health systems, governance and coordination and establishing new human rights infrastructure. It will use the diversity of health and human rights issues affecting women to reframe traditional conceptualisations of global women’s health which have largely focussed on sexual and reproductive health, to the exclusion of other aspects of women’s lives through the life course. In addition, the study will aid the development of authoritative guidance on how each of these areas of state action and inaction contribute to health inequities, and a framework for designing interventions to address discrimination against women as it relates to health.
28
Cuevas-Vargas, Héctor, Noé Velázquez-Espinoza, and Mónica Colín-Salgado. "Technological Innovation in Colombian Small Firms: A Gender Multi-Group Analysis." Business Systems Research Journal 13, no. 1 (June 1, 2022): 46–65. http://dx.doi.org/10.2478/bsrj-2022-0004.
Full textAbstract:
Abstract Background: Studies on innovations have been focused on teams, institutions, and organisations without accounting for the role of the executive’s gender. Objectives: This research aims to analyse how small Colombian firms manage technological innovation from the perspective of the gender of executives. Methods/Approach: A quantitative approach and cross-sectional, non-experimental design through Structural Equation Models with PLS-SEM was used. We self-administered a survey randomly to gather data from 145 small firms’ owners or managers in the department of Bogota, Colombia. Results: The results obtained from multi-group analysis evidence that process innovation has a strong and significant positive impact on the innovation of products, and no significant differences were found when comparing the performance of male executives versus female executives. However, descriptive statistics showed that female executives give more importance to the process and product innovation activities, and they demonstrated to manage a better product innovation performance than male executives. Conclusions: The evidence reveals that female executives are more committed to developing new products and choose to acquire new skills or equipment to develop products and processes. It is, therefore, essential to eliminate organisations’ cultural stereotypes and take advantage of women’s potential in management leadership.
29
Adamonienė, Rūta, Lienite Litavniece, Laima Ruibytė, and Evelina Viduolienė. "Influence of individual and organisational variables on the perception of organisational values." Engineering Management in Production and Services 13, no. 2 (June 1, 2021): 7–17. http://dx.doi.org/10.2478/emj-2021-0008.
Full textAbstract:
Abstract A favourable organisational culture founded on the values of employees and organisation leaders must be created to achieve goals, innovate and maintain a well-functioning organisation. Knowing these values and how they are influenced by various factors, such as age, the length of service, and the nature of work, must help to change employee beliefs, norms and behaviour patterns in a way that helps to achieve greater organisational success and efficiency. The study sample size consisted of 172 employees of educational institutions and 242 employees from municipal organisations. Occupational features and occupational behaviour were evaluated using a set of organisational values (Glomseth et al., 2011). The current research aimed (1) to evaluate organisational values and feature dimensions with respect to the inter-institutional level, (2) to evaluate organisational values and feature dimensions and distinguish the most prevalent with respect to the subordination level, (3) to evaluate organisational values and feature dimensions with respect to individual variables (gender, age and the length of occupational experience). The results revealed that task effectiveness, time management and cooperation, employee-orientated behaviour were stronger in educational organisations than municipal. Authoritarian management, formality and restrictions were stronger in municipal rather than educational organisations. Compared to beliefs held by subordinates, superiors claimed that positive organisational values, such as effectiveness, cooperation, and employee-orientated behaviour, were more typical in both types of institutions. Formal communication and restrictions were more typical for employees rather than managers. Subordinates but not superiors tended to perceive and evaluate organisational values, features and behaviour differently depending on gender.
30
Shanmugam, Merlin Mythili. "Impact of parenthood on women’s careers in the IT sector – a study in the Indian context." Gender in Management: An International Journal 32, no. 5 (July 3, 2017): 352–68. http://dx.doi.org/10.1108/gm-11-2016-0177.
Full textAbstract:
PurposeThe purpose of this study is to analyse the impact of certain factors (such as working mothers’ attitudes towards career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare) on career persistence, despite parenthood, and career re-entry after parenthood. It is conducted in relation to new age, young working mothers of the booming IT sector in India. Design/methodology/approachA survey questionnaire was administered to 138 working mothers in the IT sector to analyse the impact of working mothers’ career role salience, notion of career success, work-life balance and the impact of organisational support systems available for childcare on career persistence, despite parenthood. FindingsThe findings state that re-entry is also a growing phenomenon, in as much as career breaks are an accepted reality. Career role salience and notions of career success are important predictors of career re-entry of young mothers. Most importantly, this study highlights the significant role of the trusted, extended family support system, that is characteristically unique to Indian social fabric, in enabling women’s career persistence and career re-entry after motherhood. Research limitations/implicationsLike most survey research, this study’s validity is also limited to the findings on the self-reported responses. Nevertheless, the study points to new areas to be researched, such as the possibility of the same findings with older mothers who have spent considerable years in their careers, or whether the same sample would answer differently after a few years. Practical implicationsThe paper includes implications for society and organisations, concerning opting out, and for undertaking genuine initiatives to enable and support women to re-enter their careers after breaks, so that the decision to persist, exit or re-enter their careers remains the privileged choice of women employees. Originality/valueThe paper fulfils an identified need to study how parenthood affects women’s careers in the IT sector and need for organisations in India to understand the practicality of women employees’ needs to integrate work and life.
31
Ramdas, Sagari R., Yakshi, and Girijana Deepika. "Changing Livelihoods, Livestock and Local Knowledge Systems: Women Stake their Claim in Andhra Pradesh and Maharashtra." Indian Journal of Gender Studies 8, no. 2 (September 2001): 175–94. http://dx.doi.org/10.1177/097152150100800202.
Full textAbstract:
This paper discusses women's role, resource access control and decision-making power in the context of rapid changes in rural livelihoods, local knowledge systems and NRM. Participatory research was carried out in collaboration with NGOs and community-based organisations in six distinct agro-ecological regions of Andhra Pradesh and Maharashtra, with a focus on eco nomically and socially marginalised communities. The research revealed that state policies have resulted in dramatic changes from food to commercial crops. This has threatened food and fodder security, the biodiversity of crops, natural flora, local livestock and poultry breeds, and led to unsustainable extraction of ground water and high levels of indebtedness. Women have borne the brunt. Women who formerly played key decision-making roles have been marginalised, their knowledge and expertise made valueless. Traditionally also women have been denied access to certain kinds of knowledge that constrain their livelihoods. Participatory research has empow ered women to take the lead in movements to challenge mainstream paradigms of sustainable development.
32
Hoffmeister, Onno, Barbara D’Andrea Adrian, Mark Assaf, Nour Barnat, Dominique Chantrel, Tomasz Kulaga, and Markie Muryawan. "Trade statistics capacity building beyond borders." Statistical Journal of the IAOS 37, no. 3 (September 1, 2021): 997–1007. http://dx.doi.org/10.3233/sji-210854.
Full textAbstract:
We report on five years of capacity building designed to improve the skills of producers and users of international trade statistics all over the world, with a particular focus on developing countries. This training programme is a joint activity between UNCTAD, UNSD and WTO, based on an innovative (Blended Learning) approach, combining e-learning and face-to-face workshops. It is adapted to local needs, uses the pool of experts working at international organisations, and ensures continuous review and enhancement of the applied methods and tools. The results reviewed in this paper confirm that the program has reached the target population. Furthermore, it has global coverage and is gender-balanced. During the five years since the programme has begun, participation in the courses has increased considerably; success rates have risen from 72% to 79% and satisfaction rates from 77% to 88%. Plans for the future include delivering training in additional languages, increasing interactivity, and adding new components addressing specific training needs.
33
Citron, Isabelle, Desmond Jumbam, James Dahm, Swagoto Mukhopadhyay, Karolina Nyberger, Katherine Iverson, Larry Akoko, et al. "Towards equitable surgical systems: development and outcomes of a national surgical, obstetric and anaesthesia plan in Tanzania." BMJ Global Health 4, no. 2 (April 2019): e001282. http://dx.doi.org/10.1136/bmjgh-2018-001282.
Full textAbstract:
AbstractDespite emergency and essential surgery and anaesthesia care being recognised as a part of Universal Health Coverage, 5 billion people worldwide lack access to safe, timely and affordable surgery and anaesthesia care. In Tanzania, 19% of all deaths and 17 % of disability-adjusted life years are attributable to conditions amenable to surgery. It is recommended that countries develop and implement National Surgical, Obstetric and Anesthesia Plans (NSOAPs) to systematically improve quality and access to surgical, obstetric and anaesthesia (SOA) care across six domains of the health system including (1) service delivery, (2) infrastructure, including equipment and supplies, (3) workforce, (4) information management, (5) finance and (6) Governance. This paper describes the NSOAP development, recommendations and lessons learnt from undertaking NSOAP development in Tanzania.The NSOAP development driven by the Ministry of Health Community Development Gender Elderly and Children involved broad consultation with over 200 stakeholders from across government, professional associations, clinicians, ancillary staff, civil society and patient organisations. The NSOAP describes time-bound, costed strategic objectives, outputs, activities and targets to improve each domain of the SOA system. The final NSOAP is ambitious but attainable, reflects on-the-ground priorities, aligns with existing health policy and costs an additional 3% of current healthcare expenditure.Tanzania is the third country to complete such a plan and the first to report on the NSOAP development in such detail. The NSOAP development in Tanzania provides a roadmap for other countries wishing to undertake a similar NSOAP development to strengthen their SOA system.
34
Naicker, Visvanathan, and Derrick Barry Van Der Merwe. "Managers’ perception of mobile technology adoption in the Life Insurance industry." Information Technology & People 31, no. 2 (April 3, 2018): 507–26. http://dx.doi.org/10.1108/itp-09-2016-0212.
Full textAbstract:
Purpose The purpose of this paper is to examine the factors that influence the adoption of mobile technology by considering the information technology (IT) managers’ perception. The research identified the key challenges managers faced and whether management would adopt mobile technology or not. Design/methodology/approach A quantitative approach was used for this research, whereby an explanatory research was utilised. Questionnaires were developed and distributed to respondents who were in management and leadership positions and who were responsible for IT within their organisations. Demographic variables of age, gender differences, level of education, level of experience and culture were tested for association to the perceived factors and adoption. A χ2 of association was used to test the association between demographic variables and mobile technology adoption. Findings The results found that perceived ease of use, perceived usefulness, perceived complexity and perceived cost are important factors for adoption. However, perceived risk was a key factor in the adoption of mobile technology. Mobile strategy adoption must consider perceived risk factors central to the adoption. The younger generation (20 to 40) years found it easier to adopt technology than the older generation of 41 years and older. Individuals with a post matriculation level of education understood the importance of risk and cost required for adoption. Research limitations/implications Purposive sampling from a single industry (Life Insurance) was used. Limited literature was available regarding managers perception of mobile technology adoption in the Life Insurance industry. Practical implications The research offers managers insight into the important factors that need to be considered in adopting mobile technology. Originality/value With mobile technology being pervasive, the research seeks to provide managers with the insight in managing the adoption of the technology.
35
Rocha Flores, Waldo, Hannes Holm, Gustav Svensson, and Göran Ericsson. "Using phishing experiments and scenario-based surveys to understand security behaviours in practice." Information Management & Computer Security 22, no. 4 (October 7, 2014): 393–406. http://dx.doi.org/10.1108/imcs-11-2013-0083.
Full textAbstract:
Purpose – The purpose of the study was threefold: to understand security behaviours in practice by investigating factors that may cause an individual to comply with a request posed by a perpetrator; to investigate if adding information about the victim to an attack increases the probability of the attack being successful; and, finally, to investigate if there is a correlation between self-reported and observed behaviour. Design/methodology/approach – Factors for investigation were identified based on a review of existing literature. Data were collected through a scenario-based survey, phishing experiments, journals and follow-up interviews in three organisations. Findings – The results from the experiment revealed that the degree of target information in an attack increased the likelihood that an organisational employee falls victim to an actual attack. Further, an individual’s trust and risk behaviour significantly affected the actual behaviour during the phishing experiment. Computer experience at work, helpfulness and gender (females tend to be less susceptible to a generic attack than men), had a significant correlation with behaviour reported by respondents in the scenario-based survey. No correlation between the results from the scenario-based survey and the experiments was found. Research limitations/implications – One limitation is that the scenario-based survey may have been interpreted differently by the participants. Another is that controlling how the participants reacted when receiving the phishing mail, and what actually triggered each and every participant to click on the attached link, was not possible. Data were however collected to capture these aspects during and after the experiments. In conclusion, the results do not imply that one or the other method should be ruled out, as they have both advantages and disadvantages which should be considered in the context of collecting data in the critical domain of information security. Originality/value – Two different methods to collect data to understand security behaviours have rarely been used in previous research. Studies that add target information to understand if such information could increase the probability of attack success is sparse. This paper includes both approaches.
36
R, Aarthi, and Sumitha R. "Management of Lines during Pandemics: Using Queuing Theory." International Journal for Research in Applied Science and Engineering Technology 10, no. 11 (November 30, 2022): 1537–42. http://dx.doi.org/10.22214/ijraset.2022.47635.
Full textAbstract:
Abstract: In order to reduce the transmission of the viral disease in the coronavirus era, sustained social isolation measures have been required. To enforce social distance protocols, healthcare facilities are limiting the size of their working team and conducting their organisations on a shift-based schedule. The potential for creating waiting lines at service delivery sites is built into social distance protocol. Many countries' healthcare facilities are already overrun with patients seeking treatment for mild to serious illnesses on a regular basis. The already strained health systems are now under additional strain due to COVID-19. Despite an increase in visits, precautions for social distance must be taken. It is abbreviated to provide quick service, which is essential for patients visiting hospitals for treatment. Delivery, a vital requirement for patients visiting hospitals for medical care, is sped up. In most healthcare facilities, particularly in Ghana, waiting lines have become a typical occurrence and a barrier to providing healthcare. In addition to forfeiting financial gains, delays and subpar medical care may result in fatalities. In order to minimise the effects of COVID-19 and simultaneously cover capacity to fulfil the increased demands for health care delivery, units are tasked with managing staff schedules effectively. Therefore, making an effort to cut down on the amount of time needed to wait for medical attention is essential. Using query theory, we analyse the queue condition at a case Outpatient Department (OPD) in this work and provide suggestions for queue management. The research was carried out on May 2020. We also provide a method for calculating the ideal number of service windows needed to cut down on patient wait times. Additionally, a numerical analysis using pertinent equations from queuing theory is provided for the case department's queuing condition.
37
Sánchez-García, Julia, Ana Isabel Gil-Lacruz, and Marta Gil-Lacruz. "The Influence of Gender Equality on Volunteering Among European Senior Citizens." VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, January 4, 2022. http://dx.doi.org/10.1007/s11266-021-00443-6.
Full textAbstract:
AbstractThis research analyzes how gender equality influences the participation of European senior citizens in a range of volunteering activities (Social Awareness, Professional and Political, Education, and Religion). The main contribution is the simultaneous consideration of different levels of data aggregation: individual, national and welfare system. This allows conclusions to be drawn on the effects of variables linked to sociodemographic characteristics, gender equality and welfare systems. The empirical estimation utilised microdata from the World Values Survey (2005/09 and 2010/14) and the United Nations Development Programme. Results suggest that the European senior citizens appear to believe that they are more equal than the official statistics of their countries indicate. Men are more likely to participate in professional and education activities; women are more likely to be involved in religious organisations. Welfare systems influence volunteering behaviours. The promotion of macro-policies for gender equality could be important for increasing participation in non-profit organisations.
38
Motsoaledi, Lerato, and Frans Cilliers. "Executive coaching in diversity from the systems psychodynamic perspective." SA Journal of Industrial Psychology 38, no. 2 (January 10, 2012). http://dx.doi.org/10.4102/sajip.v38i2.988.
Full textAbstract:
Orientation: The researcher applied role analysis from the systems psychodynamic perspective to executives in state departments to improve their awareness of the unconscious diversity dynamics that affect their roles.Research purpose: The purpose of this research was to describe the application of systems psychodynamic role analysis and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics in their organisations.Motivation for the study: Executives generally struggle to understand the deeper meaning of diversity behaviour that manifests inside and around them, leading to conflict. Without understanding the unconscious meaning of the behaviour, organisations founder easily. Awareness of below-the-surface behaviour leads to insight and taking responsibility for diversity-related behaviours.Research design, approach and method: The researcher coached six executives in South African state departments over a period of 10 months. The coaching addressed and analysed the executives’ organisational roles. She analysed the data using discourse analysis.Main findings: Themes relating to the diversity dynamics of gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work and the coaching process emerged. The coaching assisted the executives to gain insights into below-the-surface diversity dynamics, to address diversity in a sustained manner and to take up their organisational roles more effectively.Practical/managerial implications: Coached executives will have a more objective and dynamic experience of diversity issues that manifest in organisations, between colleagues and within themselves.Contribution/value-add: Executive coaching from a systems psychodynamic perspective displays trustworthiness in improving participants’ diversity awareness, especially with regard to gender, race, ethnicity and authorisation.
39
Bleijenbergh, Inge. "How change agents mobilise masculinities to support gender equality in academia." Organization, May 9, 2022, 135050842210968. http://dx.doi.org/10.1177/13505084221096810.
Full textAbstract:
This paper theorises the role of men and mobilising masculinities in organisational change towards gender equality by investigating how change agents in academia give meaning to their involvement in such change. Via narrative inquiry I compare the working of emotions and affective solidarity in narratives of 15 male and female change agents at nine universities in four countries. The analysis shows that both male and female change agents mobilise different types of masculinities to foster gender equality: chivalrous masculinity, disruptive masculinity and inclusive masculinity. This paper contributes to the gender equality change literature by theorising masculinities as not only hindering but also potentially transforming organisations in the direction of gender equality. The interplay between knowledge and affect in the narratives of gender equality change agents suggests that interventions should aim to move emotions and support affective solidarity through recognising and understanding participants’ experiences with systems of inequality.
40
Tzanakou, Charikleia, Kate Clayton-Hathway, and Anne Laure Humbert. "Certifying Gender Equality in Research: Lessons Learnt From Athena SWAN and Total E-Quality Award Schemes." Frontiers in Sociology 6 (November 16, 2021). http://dx.doi.org/10.3389/fsoc.2021.784446.
Full textAbstract:
In the past 2 decades, many Certification and Award schemes (CAS) related to gender equality, diversity and inclusion have emerged in the higher education, research and industry sectors. According to a recent report, there are as many as 113 CAS which have been identified across Europe and beyond. These CAS aim at addressing inequalities in relation to the grounds of sex, gender, race, sexual orientation, and disability among others. The high number of CAS, and their continued growth, has taken place in parallel to the shift of policies and efforts from “fixing individuals” to “fixing the system.” In these schemes, gender equality is often understood as a structural, systemic challenge, with a recognition that advancing gender equality is complex and requires drivers and interventions at micro, meso and macro level. Studies focused on analysing and evaluating gender equality initiatives in higher education have been scarce, and often limited to specific schemes. This paper aims to fill this gap by providing a better understanding of the CAS landscape through comparing two of the main gender equality schemes used by research-performing organisations in Europe Athena SWAN (in the UK) and Total E-Quality Award (in Germany). Based on qualitative interviews with stakeholders across Europe and document analysis, this paper focuses on strengths, challenges faced by and the impact of these CAS. This comparative exercise highlights particular learning points that can inform potential reviews of existing schemes and/or the development of new schemes such as a Europe-wide scheme. The latter is the focus of a Horizon 2020 project entitled CASPER (Certification-Award Systems to Promote Gender Equality in Research), which aims at making recommendations to the European Commission as to the feasibility of a Europe-wide CAS for gender equality in research organisations.
41
Kerr, Lucille, Tiffany Jones, and Christopher M. Fisher. "Alleviating gender dysphoria: A qualitative study of perspectives of trans and gender diverse people." Journal of Health Services Research & Policy, May 9, 2021, 135581962110134. http://dx.doi.org/10.1177/13558196211013407.
Full textAbstract:
Objectives This study sought to explore perspectives of trans and gender diverse (TGD) people of ways to alleviate gender dysphoria in service provision and to develop a framework for application in health and other areas that can be used by researchers and service providers to design study protocols, assess organisations and enhance everyday practice in ways that are sensitive to TGD people’s experiences. Methods Data from a national Australian survey on TGD people conducted in 2018–2019 (n = 340) were used to develop a framework for alleviating dysphoria. Participants were asked an open-ended question on ways that body discomfort could be minimised in clinical encounters. Inductive thematic analysis was used to develop themes true to participant sentiment, which formed the basis for the development of a framework. Results The sample was overall young, with 60.6% aged 18–24, and a strong representation of gender diverse people (42.6%). The most important theme for participants was the context of the experience, which included the subthemes of the interpersonal qualities of service providers, language and pronouns, and practical aspects. Aspects of systems were also important, with education and awareness being particularly emphasised, followed by inclusive environments. Access to gender affirming medical and surgical procedures was rarely mentioned (2.6%). A minority of participants indicated that there was nothing that could be done to alleviate their gender dysphoria (4.4%). Conclusions The study proposes a framework that can help facilitate assessment of a service’s current practices, inform a practitioner’s daily practice and be used by researchers to appropriately design studies. The most important areas to address centre on the context of the immediate experience, which may be influenced through systems-level characteristics.
42
Maziya, M., P. Tirivanhu, R. J. Kajombo, and N. A. Gumede. "Gender disparities in poverty among smallholder livestock farmers in south africa." South African Journal of Agricultural Extension (SAJAE) 48, no. 2 (2020). http://dx.doi.org/10.17159/2413-3221/2020/v48n2a535.
Full textAbstract:
ABSTRACT This paper analyses gender disparities in poverty and the determinants of poverty among smallholder communal livestock farmers across five provinces in South Africa. A combination of multi-stage and stratified sampling techniques were used to select 591 farmers across the provinces. The Foster, Greer and Thorbecke (FGT) poverty indices were used to determine the extent and severity of poverty among smallholder livestock farmers. The results of the FGT analysis revealed that poverty is prevalent among smallholder livestock farmers but more pronounced among female-headed households. A binary logit regression was used to determine the predictors of poverty among communal livestock owners. Factors such as level of education, gender of household head, access to markets and extension services reduce the probability of a household becoming poor. Conversely, factors such as household size and access to credit had a negative effect on household well-being. These results highlight the importance of strengthening institutions (extension, livestock farmer organisations and markets) to improve smallholder livestock systems. Further, the study recommends that agricultural extension services should integrate gender mainstreaming in interventions that target smallholder communal livestock farmers, and that rural development projects should focus on interventions that aim at diversifying farm income. Keywords: Binary logit, FGT poverty index, South Africa
43
Martin, Brian. "Academic Patronage." International Journal for Educational Integrity 5, no. 1 (June 20, 2009). http://dx.doi.org/10.21913/ijei.v5i1.478.
Full textAbstract:
Patronage, expansively conceived as covering all forms of bias and discrimination, is pervasive in organisations and professions, including academia. Four key types of academic patronage operate through decisions made, processes used, assistance given to individuals and personal interactions. Some forms of patronage, especially discrimination on the basis of gender and ethnicity, have come under sustained criticism and are officially stigmatised. However, policies for equal opportunity and against conflicts of interest have only begun to address more personal forms of patronage. Some forms of patronage, such as supporting one's research students, are common and treated as normal; systems without such patronage would seem strange. Looking at patronage in a broad sense can be useful in highlighting abuses that escape the usual lenses of anti-discrimination.
44
Davis, Mark D. M., Allegra Schermuly, Anthony K. J. Smith, and Christy Newman. "Diversity via datafication? Digital patient records and citizenship for sexuality and gender diverse people." BioSocieties, April 5, 2022. http://dx.doi.org/10.1057/s41292-022-00277-5.
Full textAbstract:
AbstractIn 2018, the Australian Government adopted an ‘opt-out’ strategy to increase participation in My Health Record (MHR), the national digital patient record system. Opt out was rationalised through discourse on the universal right to health. Media controversy ensued due to privacy fears, security and commercial exploitation of patient information. LGBT community organisations warned that people with complex health needs should consider their privacy and legal situation when deciding whether or not to opt out of MHR. With reference to the health needs of sexuality and gender diverse people, we examine MHR’s rights universalism, possessive individualism, and state-based rationalisation of health governance. MHR hails all but no-one in particular, erasing diversity and straightwashing data medicine. It is a technological solution to state-based imperatives for health governance, an emphasis that does not serve minority communities or address health needs that attract stigma and prejudice. We counterpose these effects with citizenship framings seated in critical approaches to data assemblages and sexuality and gender diversity. We suggest ways in which data medicine, of which MHR is but one example, can be made more relevant and effective for individuals and communities whose healthcare is poorly served by mainstream health systems.
45
Snelgar, Robin J., Michelle Renard, and Danie Venter. "An empirical study of the reward preferences of South African employees." SA Journal of Human Resource Management 11, no. 1 (April 24, 2013). http://dx.doi.org/10.4102/sajhrm.v11i1.351.
Full textAbstract:
Orientation: Adapting traditional reward systems to focus on employee preferences has become a necessity as companies strive to attract, motivate and retain a skilled and high performing workforce.Research purpose: The aim of the study was to identify certain categories of rewards that employees consider to be most important, including base pay, contingency pay, benefits, performance and career management, quality work environment, and work–home integration. The impact of these reward categories on an organisation’s ability to attract, motivate and retain employees was explored, together with the influence of demographic variables on reward preferences.Motivation for the study: There is much debate over whether reward packages should be tailor-made to suit individual employees. It has been argued that a ‘one-size-fits-all’ approach with regard to rewards is no longer effective.Research design, approach and method: A structured questionnaire, based on the total rewards model, was used to achieve the objectives of the study. A sample of 250 employees from 11 medium-sized to large-sized organisations participated in the study.Main findings: The results showed that base pay is deemed to be the most preferred reward component amongst respondents; however, they are most dissatisfied with the level at which this reward is provided by their current employers. Base pay is also the most important reward when attracting and retaining employees. Differences between reward preferences and demographic variables, including age, gender and job level, were found.Practical/managerial implications: Organisations should design their reward systems according to the preferences of their employees by focusing on base pay and contingency or variable pay. These rewards will also serve to retain them; although, to motivate employees, non-cash awards and recognition should be emphasised.Contribution/value-add: This study contributes to literature on reward preferences, which is lacking in a South African context. It also provides support for segmentation of rewards based on certain demographic variables.
46
Greyvenstein, Henk, and Frans Cilliers. "Followership's experiences of organisational leadership: A systems psychodynamic perspective." SA Journal of Industrial Psychology 38, no. 2 (January 10, 2012). http://dx.doi.org/10.4102/sajip.v38i2.1001.
Full textAbstract:
Orientation: Followers’ experiences of leadership in their organisations were qualitatively explored and described from a systems psychodynamic perspective. The findings revealed a very negative view on how leadership treats followership, and that leadership is seen as inconsistent.Research purpose: The purpose of the research was to describe followership’s experiences of organisational leadership from a systems psychodynamic perspective.Motivation for the study: Organisational leadership is under tremendous pressure to perform and often under attack, especially if they do not appear to be caring and supportive. The research was planned to better understand the unconscious nature of this phenomenon.Research design, approach and method: Qualitative, descriptive research was used. Data was collected through psychodynamic Listening Posts and analysed using discourse analysis. Working hypotheses were formulated per theme and integrated into the research hypothesis.Main findings: Six themes manifested, namely a negative leadership view; idealisation of the past and blaming the present; obsession with race and gender; constantly changing identity; unfinished business and the future; and cope and hope.Practical/managerial implications: Leadership seem to focus more on business than followership issues which leads to followers feeling disregarded and de-authorised. As a result followers withhold authorisation from leadership which may be instrumental in leaderships’ difficulties to manage change and transformation effectively. Leadership development needs to incorporate the self-authorisation of leaders as well as the invitation of authorisation by leaders.Contribution/value-add: The data would be useful to leadership towards understanding, repairing and optimising their relationships and organisational impact through people.
47
Mayer, Claude-Helene, Louise Tonelli, Rudolf M. Oosthuizen, and Sabie Surtee. "‘You have to keep your head on your shoulders’: A systems psychodynamic perspective on women leaders." SA Journal of Industrial Psychology 44 (March 19, 2018). http://dx.doi.org/10.4102/sajip.v44i0.1424.
Full textAbstract:
Background:Women leaders within Higher Education Institutions (HEIs) in South Africa have increased in numbers over the past years and they have changed the dynamics in these institutions. Yet, it is a subject that has hardly been explored from the perspective of women leaders.Aim:The aim of this study is to explore the experiences of women leaders in HEIs from a systems psychodynamic perspective using the conflict, identity, boundaries, authority, roles, task (CIBART) model, a well-researched model to analyse systems psychodynamics and to gain a deeper understanding of (un)conscious dynamics within organisations.Methods:This qualitative study is based on Dilthey‘s modern hermeneutics. Interviews were conducted with 23 women leaders from the Higher Education Resource Services South Africa, network across 8 HEIs. Observations were conducted in one organisation to support the data analysis and interpretation. Data were analysed through content analysis.Findings:Findings show that women leaders re-evaluate and reconstruct themselves constantly within organisations. This continuous re-evaluation and reconstruction become visible through the constructs of the CIBART model. The findings reveal deeper insights into systems psychodynamics, which considers anxiety within the system where women leaders seem to contain such anxiety by mobilising specific defence mechanisms. Certain diversity markers, such as race, gender, mother tongue, position within the organisation and generational belonging play a role in creating the dynamics. Women leaders’ experience of de-authorisation and role confusion impacts significantly on women leadership and their action towards ownership.Practical implications: The study provides new, valuable and context-specific insights into women leadership seen through the lens of the CIBART model, highlighting unconscious dynamics that need practical attention in the HEIs to empower women leaders for gender-specific leadership training.Originality or value: Findings provide a foundation for future research on women leaders and applied solutions to empower women leaders, whilst reducing anxiety within the system. The study provides complex insights, which should create increasing awareness in women leaders towards being containers of anxiety and creating new ways of empowered women leadership.
48
Braybrook, Debbie, Katherine Bristowe, Liadh Timmins, Anna Roach, Elizabeth Day, Paul Clift, Ruth Rose, et al. "Communication about sexual orientation and gender between clinicians, LGBT+ people facing serious illness and their significant others: a qualitative interview study of experiences, preferences and recommendations." BMJ Quality & Safety, August 31, 2022, bmjqs—2022–014792. http://dx.doi.org/10.1136/bmjqs-2022-014792.
Full textAbstract:
BackgroundHealthcare organisations have legal and ethical duties to reduce inequalities in access to healthcare services and related outcomes. However, lesbian, gay, bisexual and/or transgender (LGBT+) people continue to experience and anticipate discrimination in health and social care. Skilled communication is vital for quality person-centred care, but there is inconsistent provision of evidence-based clinician education on health needs and experiences of LGBT+ people to support this. This study aimed to identify key stakeholders’ experiences, preferences and best practices for communication regarding sexual orientation, gender identity and gender history in order to reduce inequalities in healthcare.MethodsSemistructured qualitative interviews with LGBT+ patients with serious illness, significant others and clinicians, recruited via UK-wide LGBT+ groups, two hospitals and one hospice in England. We analysed the interview data using reflexive thematic analysis.Results74 stakeholders participated: 34 LGBT+ patients with serious illness, 13 significant others and 27 multiprofessional clinicians. Participants described key communication strategies to promote inclusive practice across three domains: (1) ‘Creating positive first impressions and building rapport’ were central to relationship building and enacted through routine use of inclusive language, avoiding potentially negative non-verbal signals and echoing terminology used by patients and caregivers; (2) ‘Enhancing care by actively exploring and explaining the relevance of sexual orientation and gender identity’, participants described the benefits of clinicians initiating these discussions, pursuing topics guided by the patient’s response or expressed preferences for disclosure. Active involvement of significant others was encouraged to demonstrate recognition of the relationship; these individual level actions are underpinned by a foundation of (3) ‘visible and consistent LGBT+ inclusiveness in care systems’. Although participants expressed hesitance talking about LGBT+ identities with individuals from some sociocultural and religious backgrounds, there was widespread support for institutions to adopt a standardised, LGBT+ inclusive, visibly supportive approach.ConclusionsPerson-centred care can be enhanced by incorporating discussions about sexual orientation and gender identity into routine clinical practice. Inclusive language and sensitive exploration of relationships and identities are core activities. Institutions need to support clinicians through provision of adequate training, resources, inclusive monitoring systems, policies and structures. Ten inclusive communication recommendations are made based on the data.
49
Oosthuizen, Rudolf M., and Claude-Hélène Mayer. "At the edge of the Fourth Industrial Revolution: Employees’ perceptions of employment equity from a CIBART perspective." SA Journal of Industrial Psychology 45 (October 24, 2019). http://dx.doi.org/10.4102/sajip.v45i0.1695.
Full textAbstract:
Orientation: In accordance with global trends, South Africa is striving for the Fourth Industrial Revolution (4IR). Discourses of employees’ employment equity (EE) perceptions within the 4IR context are studied 25 years after apartheid.Research purpose: The purpose of the study was to understand the systems psychodynamics underneath the surface of employees’ perceptions of EE in South Africa within the context of the 4IR.Motivation for the study: South African workplaces are debated nationally and urged to compete with 4IR changes on a global level. This research focuses on employees’ perceptions of EE underneath the surface and aims at understanding employees’ perceptions through the conflict, identity, boundaries, authority, roles, task (CIBART) model.Research approach/design and method: Altogether 83 employees in 11 organisations in South Africa participated in qualitative interviews regarding their perceptions and experiences within their changing work contexts.Main findings: The findings indicate employees’ perceptions of EE in terms of conflict, identity, boundary, authority, roles and tasks of the CIBART model. The discourses highlight EE, race and gender within contemporary South Africa, and show a lack of drive to engage with the discourses of the 4IR on a global level.Practical/managerial implications: The findings show that employees and organisations in South Africa need to open up their internal discourses anchored in the country’s past to become key players in the 4IR; apartheid categories need to be overcome to develop context-specific visions and original ideas on how to create 4IR workspaces in the future.Contribution/value-add: This article emphasises the gap between national discourses and global trends in employees’ perceptions of EE and discusses transformational ideas from after apartheid to 4IR visions.
50
Hoole, Crystal, and Gabi Hotz. "The impact of a total reward system of work engagement." SA Journal of Industrial Psychology 42, no. 1 (April 22, 2016). http://dx.doi.org/10.4102/sajip.v42i1.1317.
Full textAbstract:
Orientation: Work engagement is critical for both employees and employers. With the reported downward spiral of engagement levels worldwide, organisations are recognising that in order to address this, attract best talent and keep employees motivated, they need to shift their attention to total reward strategies.Research purpose: The overall purpose of this study was to explore the relationship between total rewards and work engagement in a South African context and to determine which reward categories predict work engagement. The study further endeavoured to determine whether gender and age had a moderating effect on the relationship between total rewards and engagement.Motivation for the study: Statistics report that less than 30% of all working people are optimally engaged in their work. Considering that individuals spend more than a third of their lives at work committing themselves emotionally, physically and psychologically – research indicates that employees are no longer satisfied with traditional reward systems and want to feel valued and appreciated.Research approach, design and method: In this quantitative, cross-sectional research design using a non-probability convenience and purposive sampling strategy, 318 questionnaires were collected and analysed from financial institutions in Gauteng in which opinions were sought on the importance of different types of rewards structures and preferences, and how engaged they are in their workplace. The 17-item UWES and Nienaber total reward preference model were the chosen measuring instruments.Main findings: A small statistically significant correlation (r = 0.25; p < 0.05; small effect) was found between total rewards and work engagement, and 12% of the variance of work engagement was explained. Only performance and career management significantly predicted work engagement.Practical/Managerial implications: Although small, the significant correlation between total rewards and work engagement implies that total rewards are important motivators for employees in the workplace. Of the total rewards scales tested, only performance and career management significantly predicted work engagement, suggesting that more research is needed. Organisations seeking to implement total reward strategies should pay specific attention to which strategies have an impact on work engagement.Contribution/Value-add: Organisations must take cognisance that factors such as performance and career management significantly predicted work engagement and should be considered as part of their total reward offerings.