Relevant bibliographies by topics / Women executives

Academic literature on the topic 'Women executives'

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Published: 4 June 2021
Last updated: 25 July 2024

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Journal articles on the topic "Women executives"

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Ayranci, Evren, and Tamer Gurbuz. "Considering Glass Ceiling in Turkey: Ideas of Executives in Education Sector Regarding Women in the Workplace." International Journal of Human Resource Studies 2, no. 4 (November 18, 2012): 126. http://dx.doi.org/10.5296/ijhrs.v2i4.2583.

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The purpose of this study is to determine, taking the “glass ceiling” into account, which factors contribute to the ideas of top education executives regarding women in the workplace and to identify whether these ideas vary depending on the executives’ demographic profile. This research included top state high school executives from Istanbul. An important conclusion was that the participants took into consideration only the “executive” qualities of the women in their workplace. In other words, they were already thinking about women in executive positions when participating. The participants had positive opinions regarding female executives and thoughts on the ability of female executives to create a balance between home and work. To a significant extent, these ideas varied depending on the participants’ gender. When considering the participants’ number of children, the ideas also generated differences. Age and marital status did not influence the participants’ ideas about female executives.
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Kunkel, Adrianne, Michael Robert Dennis, and Elisha Waters. "Contemporary University Students' Ratings of Characteristics of Men, Women, and Ceos." Psychological Reports 93, no. 3_suppl (December 2003): 1197–213. http://dx.doi.org/10.2466/pr0.2003.93.3f.1197.

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Very few women have reached the highest echelons of corporate America, perhaps because gender stereotypes, including perceptions of women that vary from those of successful executives, block their promotion and advancement. In the current study, differences in how participants perceive similarities in characteristics of successful executives and those of both men and women were studied. The scope of the extant program of research is also extended upward in the organizational hierarchy with the operationalization of executive as “CEO” (Chief Executive Officer) rather than as “manager” or “middle-manager.” While men in general continue to be likened more to successful executives than do women in general, the gaps between male and female CEOs' similarities and between successful male and female CEOs' similarities to prototypically successful executives were smaller than reported in the 1970s. Noteworthy trends regarding 92 characteristics from Schein's Descriptive Index are also discussed.
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Roessle, Felix, Carolin Fleischmann, and Kathrin Roessle. "Gender diversity and financial performance in executive positions in German companies." Problems and Perspectives in Management 22, no. 2 (June 12, 2024): 571–81. http://dx.doi.org/10.21511/ppm.22(2).2024.44.

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An underrepresentation of women in executive positions has persisted for decades. This paper aims to analyze the financial impact of women in executive positions in German companies by examining the economic value added and exploring the effects of Environmental, Social, and Governance (ESG) factors and female supervisory board members on female board members. The results indicate that in the 200 largest German companies, the share of female executives increased between 2018 and 2022. Regardless of industry, female executives started at very low levels at around 4% in 2018; in 2022, this figure reached around 11%. Thereby, the financial sector showed the highest share of female executives at around 14% in 2022, and the industrial sector at around 9%. A closer look reveals that large companies have higher shares of female executives than smaller companies. Large companies show an average of 17% compared to small ones, and in 2022, only 8%. There is a positive correlation between the share of female supervisory board members and female executives, arguing that female supervisory board members seem to hire more female executives. Companies with more female executives tend to have lower ESG controversy scores, and companies with more female executives, measured by the economic value added, perform better financially than companies with few or no women. Companies with female executives show about 2 percentage points higher economic value added than those with the lowest share of females (no or few female executives). Thus, it seems that female executives matter and make a difference in companies.
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Shair-Rosenfield, Sarah, and Alissandra T. Stoyan. "Gendered Opportunities and Constraints: How Executive Sex and Approval Influence Executive Decree Issuance." Political Research Quarterly 71, no. 3 (January 5, 2018): 586–99. http://dx.doi.org/10.1177/1065912917750279.

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Do female executives exercise the authority of their office distinctly from their male counterparts? Anecdotal evidence suggests women legislators are likely to govern in a more consensual manner than men. Yet there has been little systematic research extending such claims to women in executive office. Using an original data set, we evaluate one aspect of policy agenda setting—rates of executive decree issuance—among four male–female pairs of Latin American presidents between 2000 and 2014. Female presidents are generally less prone to rule by decree, but this relationship is conditioned by presidential popularity. Female executives with high presidential approval ratings are less likely to rule via unilateral action than similarly popular male executives, but the gendered differences in decree issuance disappear when executives possess low approval ratings. Our findings have implications for understanding the potential benefits of feminine leadership styles for executive–legislative relations and good governance.
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Maini, Vandna. "Job Commitment of Women Executives." Management and Labour Studies 26, no. 4 (October 2001): 247–57. http://dx.doi.org/10.1177/0258042x0102600404.

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In the last few years, the number of women holding executive positions in India has greatly increased. The question that arises is how much commitment they have to their work in the face of their responsibilities to husband, home and children. A study made of 325 women executives in Ludhiana and Chandigarh revealed a significant relationship between marital status, salary drawn, age, work experience and job commitment. In many of these factors, the attitudes of the women were hardly different from those of men — a considerable change from the situation that previously prevailed both in India and the West.
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Kroska, Amy, and Trent C. Cason. "The Gender Gap in Business Leadership: Exploring an Affect Control Theory Explanation." Social Psychology Quarterly 82, no. 1 (January 8, 2019): 75–97. http://dx.doi.org/10.1177/0190272518806292.

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We use affect control theory (ACT) and its computer simulation program, Interact, to theoretically model the interactional dynamics that women and men business executives are likely to face in the workplace, and we show how these dynamics may contribute to the gender gap in business leadership. Using data from 520 simulated events and two analysis strategies, we use ACT to develop empirically grounded hypotheses regarding these processes. The simulations suggest that women executives face a wider range of situations that require gender deviance than men executives, many of which may be unavoidable (e.g., confronting an unreliable employee). They also suggest that observers will attribute negative characteristics to both women and men executives who engage in a gender-deviant action but that the characteristics attributed to gender-deviant women executives (e.g., ruthless, sadistic) move their identity further from the affective meaning of “an executive” than the characteristics attributed to comparably gender-deviant men executives (e.g., awestruck, gullible), patterns that are likely to make the path to and retention of business leadership positions more difficult for women. We also discuss how our approach could be used to theorize about interactional processes underlying other inequalities, including those based on race, ethnicity, class, sexual orientation, disability, and age.
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Borman, Janice S. "Women and Nurse Executives." JONA: The Journal of Nursing Administration 23, no. 10 (October 1993): 34–41. http://dx.doi.org/10.1097/00005110-199310000-00009.

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Giguère, Émilie, Mariève Pelletier, Karine Bilodeau, and Louise St-Arnaud. "Breaking through the glass ceiling, but at what cost? From transitions between hierarchical levels to the diversity of ascending, lateral, or descending career paths of women executives." Australian Journal of Career Development 32, no. 1 (March 15, 2023): 60–68. http://dx.doi.org/10.1177/10384162221141350.

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The present article proposes to broaden the understanding of the life courses of women executives to include an experiential perspective of meaning built around their different life projects. Our study is based on a qualitative approach employing narrative research methodology to analyze interviews with a sample of 51 women executives. Our findings reveal key experiences and events and a diversity of transitions between hierarchical levels that characterize their career development. They also show a number of possible configurations of rapprochement, integration, distancing, or separation between the different spheres of life and their influence on executive careers through ascending, lateral, or descending career paths. These findings contribute to a deeper insight into the complex career paths of women executives and underscore the value of including these different dimensions when considering guidance support strategies for this clientele.
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Osi, Enrico Cirineo, and Mendiola Teng-Calleja. "Women on top: the career development journey of Filipina business executives in the Philippines." Career Development International 26, no. 2 (February 15, 2021): 140–57. http://dx.doi.org/10.1108/cdi-05-2020-0132.

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PurposeThis paper aims to examine the experiences of Filipina women business executives occupying top-most leadership roles in male-dominated industries in the Philippines.Design/methodology/approachThis qualitative research utilized the institutional theory and a phenomenological approach with semi-structured interviews for data collection. The seven women executives were purposively selected and interviewed in-depth. Participants were renowned leaders in six male-dominated industries in the country.FindingsThree phases – growing up years, career advancement and raising a family and becoming and being the chief executive officer (CEO) tracked the career development journey of the Filipina women business leaders that participated in the study. Cultural, organizational and familial factors emerged as contextual dimensions at each phase that the women business executives needed to navigate in their journey to the top. Six sub-themes reflect challenges in their career progression – women as in-charge of households, expectations as mothers, limited representation in the boardroom, discrimination as women leaders, women not seen as leaders and husband's ego. Four other sub-themes served as enablers – equal opportunity culture, career pathing and diversity, male mentors/role models and enlightened husbands. The CEO's personal characteristics surfaced as a critical factor – spirituality, being competitive but not ambitious, speaks her mind, can-do attitude, accountability, openness to learn and continually re-invents self.Research limitations/implicationsThe participants only included top-most Filipina women business leaders. Implications to women executives' career development in organizations are discussed.Originality/valueThis current study contributes a proposed conceptual model in the understanding of the career development journey of Filipina women executives in the Philippines where recent findings found greater recognition of their work in the corporate setting as compared to more developed Asian countries.
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Bertrand, Marianne, and Kevin F. Hallock. "The Gender Gap in Top Corporate Jobs." ILR Review 55, no. 1 (October 2001): 3–21. http://dx.doi.org/10.1177/001979390105500101.

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Using the ExecuComp data set, which contains information on the five highest-paid executives in each of a large number of U.S. firms for the years 1992–97, the authors examine the gender compensation gap among high-level executives. Women, who represented about 2.5% of the sample, earned about 45% less than men. As much as 75% of this gap can be explained by the fact that women managed smaller companies and were less likely to be CEO, Chair, or company President. The unexplained gap falls to less than 5% with an allowance for the younger average age and lower average seniority of the female executives. These results do not rule out the possibility of discrimination via gender segregation or unequal promotion. Between 1992 and 1997, however, women nearly tripled their participation in the top executive ranks and also strongly improved their relative compensation, mostly by gaining representation in larger corporations.
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Dissertations / Theses on the topic "Women executives"

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

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In 2014, less than 16% of executive leaders in U.S. corporations were women and less than 5.3% of executive leaders in U.S. corporations were African American women. The purpose of this phenomenological study was to explore the experiences of 20 African American women in senior executive positions in the Southeastern region of the United States. The goal of this study was to provide business leaders with information to recognize the value of diversity and equality in the workplace. Participants were recruited using snowball sampling. The conceptual framework incorporated general systems theory, which highlights the bidirectionality between an individual and his or her environment. Data were gathered from audio-recorded semistructured interviews that were transcribed and coded for emergent themes. The findings revealed several strategies for success among African American women, such as tolerating opposition in a male-dominated work environment, and overcoming barriers such as race and gender discrimination. These findings have implications of positive social change by increasing awareness among business leaders of racial inequalities in the workplace. Such awareness may, in turn, decrease workplace discrimination to foster a more conducive environment to promote African American women into executive leadership positions. By making the issues of inequalities for African American women more visible, this research opens the opportunity to discuss the topic and seek resolutions across all organizations.
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Nevard, Jennifer. "2010: Women prepared to lead and manage." Thesis, Nevard, Jennifer (2004) 2010: Women prepared to lead and manage. Professional Doctorate thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/226/.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australia's managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments. Australia was advised to build an enterprise-focused culture. Managers and leaders were encouraged to value diversity in the workforce. Enterprises and education and training institutions were encouraged to implement 'best practice' procedures. This study situated the Karpin recommendations in the literature on gender, leadership, management, and Australian social, economic and political conditions. Employing an interdisciplinary approach and using quantitative and qualitative methods, it sought the views of women in senior, middle and frontline or supervisory positions, in large, medium and small businesses. The study concluded that, in terms of creating diversity within institutionalised leadership, recruitment practices and social circumstances still encouraged the status quo. It found that refocusing Australian business and its leaders was unlikely to provide expanded opportunities for women in leading and managing. The skills women were acknowledged to have often aligned with skills sought for lower management positions. This has been one contributing factor in confining women to lower decision-making roles except in some education and community service environments. In these areas where women often form the majority of workers and reflect the cultures of their industries very successfully, more women occupy senior positions. The study found that women's skills were comprehensive and suited to roles carrying greater responsibilities. It also discovered that not all of the existing approaches to preparing women to lead and manage served women well; however, some effective strategies were in place. It concluded that for women to be appointed to positions of high responsibility, they should successfully reflect a recognisable management approach, congruent with the company's and industry's current style and values. This tended to perpetuate existing practices of competitive individualism and self-interest. Since the 1980s, managers have been disproportionately elevated in status, with accompanying high salaries and bonuses. There is a risk that leaders will be credited with more wisdom and vision than warranted. Australia leaders need to have a mix of vision and business acumen. While many women managers have this mix and are prepared to be leaders, they may not be appropriately connected to the senior recruitment market. As a subtext, complex levels of vested interests, ties of loyalty and forms of reciprocity often operate in the appointment of senior personnel. Women tend to operate outside these practices and may be reluctant to endorse them. This may partially account for the unchanged circumstances of a small number of women in top senior positions. The study concluded that the current level of refocusing of Australian businesses was resistant to change and limited in responding to expertise in the marketplace. The challenge of globalisation requires decision-makers with specific skills, knowledge and experiences. It requires people who will act with morality and preferred futures in mind rather than quick returns and advanced levels of self-interest. For organisations keen to identify these kinds of leaders then selection processes will need to differ in order to be highly attuned to recruiting individuals who can help build a responsive, innovative and caring society.
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Nevard, Jennifer. "2010 : women prepared to lead and manage /." Access via Murdoch University Digital Theses Project, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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

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

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

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21世紀以來，越來越多的中國女性加入到企業管理的團隊中來，與此同時 ，她們也不能不面對世俗社會投來的疑慮和不信任的目光。在中國世俗的眼中 女性和企業家是兩種相距甚遠的角色：一個主內，一個主外；一個以陰柔見長 ，一個以陽剛取勝。對於女性的這一刻板看法在中國根深蒂固，這就為中國的 女企業家設置了一道修辭難題：她們在公眾心目中的形象將決定於她們如何有 效地協調這兩種角色或身份的衝突。本研究認為"柔性管理修辭"是認識當代中國女企業家的公共形象策略的 關鍵。這種修辭構建出的柔性管理者形象既符合了社會對女性"陰柔"的要求 ，又能適應中國文化下企業的管理需求。為了深入分析女企業家的"柔性管理 修辭"，研究選擇了20段由公眾媒體播出的女企業家訪談錄影，以此作為分析 女企業家塑造公共形象的代表性文本。本研究以肯尼斯伯克的戲劇五元理論為 基礎，圍繞企業發展、員工管理與角色定位三個敘事主題展開細緻的修辭分析 ，展現了女企業家通過修辭構建柔性管理者形象的過程。 研究提出，中國女企業家的柔性管理修辭體系包含三類修辭構建技巧：第 一類是女企業家直接表明自己女性和企業家的雙重身份；第二類是女企業家做 出符合"柔性管理"哲學規範的話語行為；第三類是女企業家用柔性化的方式 來表達管理話語。除此之外，本研究在戲劇五元理論"對子"結構的基礎上提 出了"雙對子"和"對立"兩種新結構，探討了敘事主題與特定對子的搭配可 能產生的更廣泛的修辭意義，豐富了應用戲劇五元理論分析中文修辭時的方法 和角度。With more and more women step into companies' management level, they have to face the question and doubt from society. From a mundane viewpoint in Chinese society, "females" and "entrepreneurs" are two different and even conflict roles: females are supposed to be in charge of domestic chores, and should be gentle; while entrepreneurs are working in society, and should be decisive. Such stereotype results in a tough problem for female entrepreneurs from the rhetorical perspective: their public images depend on how they can efficiently coordinate the conflicts in the mentioned two roles. This study proposes that "rhetoric of soft management" can be a key concept to learn the strategy that female entrepreneurs apply in managing their public images, which not only meet the traditional expectations on women, but also fit in the Chinese business culture. To analyze the "rhetoric of soft management", this study selects 20 talk shows, in which Chinese female entrepreneurs are interviewed on famous public media, and they are representatives in establishing the Chinese female entrepreneurs' public images. Kenneth Burke's "dramatistic pentad" is adopted as the theoretical framework in analyzing the three narrative themes: "enterprise development", "employee management" and "role orientation". This study presents three kinds of rhetorical construction technics that Chinese female entrepreneurs adopted: firstly, directly show their identities as both female and entrepreneurs; secondly, their discourse behavior conforms the rule of "soft management"; lastly, use flexible tones to express their management discourse. In addition, the study also makes theoretical contributions to the "dramatistic pantad" when using it in analyzing Chinese rhetoric. The study proposes two new relationships between the five rhetorical elements in dramatistic pantad: "double- ratio" and "reverse-ratio". The study also discusses the wider rhetoric significance of the association of narrative themes and specific ratios.
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Msomi, Duduzile. "Factors affecting women representation on boards of directors." Diss., University of Pretoria, 2006. http://hdl.handle.net/2263/23659.

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The objective of this report is to understand the factors that hinder and those that facilitate the representation of women on boards of directors in South African companies. The insights gained on the obstacles and facilitators in achieving greater representation of women on boards of directors will give companies and individuals actionable knowledge of the key success factors and strategies that can be applied to increase representation. A literature review was done in order to apply existing theory to the research problem. The researcher‟s objectives were to answer three research questions. The methodology for the research is then described. Qualitative research was used with the research instrument being in-depth interviews. Twenty three face-to-face interviews were held with board members, executive search companies, an organisation that trains boards of directors and a women‟s professional body, using a semi-structured questionnaire. Seven respondents completed the questionnaire only. Interviews were transcribed and content analysis performed on them to extract recurring themes related to the questions asked. The results of the interviews are then presented and interpreted. The findings are that there are no conscious or deliberate attempts to keep women out of the boardroom. The factors affecting women representation on boards of directors can be attributed to the interplay of historical and cultural factors that have resulted in women not being top of mind when appointing board members. Legislation is playing an effective facilitation role, but the extent of transforming this trend, in a meaningful way and not just to be compliant, in an equal opportunities environment in which South African companies presently operate, depends on the „natural diversity insights‟ (the natural consciousness to want to do the right thing) of the shareholders, chairpersons, CEOs and/or the nomination committees who play a huge role in either recommending or making the final decision on new board appointments.
Dissertation (MBA)--University of Pretoria, 2006.
Gordon Institute of Business Science (GIBS)
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Dusch, Daniel R. "Hispanic Women Business Executives' Self-Perceptions of Leadership Effectiveness." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/295.

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Hispanics will become the majority ethnic group in the U.S. by 2060. The social and business cultural changes affected by these demographics are inevitable and will require leadership from academic and business communities in order to ensure clear direction for the future. Gender research in managerial and professional positions mostly includes White women and typically excludes those of other racial, ethnic, and cultural backgrounds. The research problem was that there is little known about the lived experiences of Hispanic women business executives. The purpose of this phenomenological study was to explore the self-perceptions of leadership effectiveness of Hispanic women business executives. A conceptual lens informed by the concepts of intersectionality, bicultural competence, and emotional intelligence guided this study. Purposive sampling was used to obtain 12 participants for face-to-face interviews. Research questions focused on self-perceptions of leadership style, the ways they enact leadership, and their contributions to organizational effectiveness. Interpretative phenomenological analysis was used to analyze the data and member checking helped assure trustworthiness of interpretations. The findings revealed that the participants acquired effective leadership skills through their diverse contact with other people and cultures. The potential positive social change impact includes a contribution to existing literature by increasing scholars' and business-peoples' understanding of this group's lived experiences; creating more leadership opportunities for Hispanic women; identifying areas for self-development, thereby improving leadership and decision making; and clarifying expectations for young Hispanic women considering executive leadership as a career path.
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Memela, Yoliswa Lourenda. "Women in power: the experiences of female administrators at Nelson Mandela bay Metropolitan Municipality." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1021105.

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South Africa is held up internationally as a beacon of good practice in terms of its efforts to promote gender equality and, the increased number of women in leadership positions in all spheres of government is testament to this. The representation of women in all spheres of government is advocated for and promoted by legislation and policies that aim to promote a gender focus on all government procedures and programmes. The purpose of this qualitative study was to explore the experiences of women leaders, including their reasons for maintaining leadership positions. It also addressed the challenges these women faced on their journeys and described their definitions of successful leadership based on their experiences. The qualitative nature of the research project made it possible to tell the stories of the participants’ experiences in order to understand their career progression and how it pertained to their concept of leadership. The three participants recruited for the study were women in positions of influence within their municipality including managers, directors, and executive directors. Purposeful sampling was used so that the chosen participants would have experience with the central phenomenon being studied. All of the women contacted to participate in this study readily agreed to share their experiences. There was some level of diversity regarding the age, ethnic backgrounds, and education level of the participants. Semi-structured personal interviews were conducted to collect the data. Open-ended questions were used so the responses of the participants could guide the development of themes and the direction of the study. Once the data were collected through recorded interviews, codes were assigned to sections of the text to help identify themes. A coding table was developed to illustrate how the themes for the discussion emerged from data obtained during the interviews. The stories of the participants were interwoven based on the themes and also analyzed in terms of the existing research. A discussion of the findings incorporated the literature and provided evidence of connected concepts. Strategies including inter-coder agreement, rich description, and clarification of biases were used to strengthen the study’s findings. Ethical issues were addressed throughout each phase of the study. All participants were asked to sign an informed consent form that outlined the procedures of the study. The identity of the participants was kept confidential through the use of pseudonyms.
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Araújo, Ione Maria Santos de. "Gestão executiva feminina: inovações e permanências." Pós-graduação em Administração, 2013. http://ri.ufs.br:8080/xmlui/handle/123456789/3001.

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This research aims to analyze the continuities and innovations in managing female executive in relation to the categories of process of decision making, model of leadership, personal communication and interpersonal skills. With the growth of womens presence in the world of work, women began to increasingly occupy positions high in organizations, leading to a question about the continuities and innovations arising from way of them to manage the executive. Is it possible that the women have new patterns and models of management or follow characteristic patterns of male management? To achieve the proposed objectives we decided to conduct this research with phenomenological inspiration considering the interpretation that each individual who was researched presents from the reality experienced in the management of the organizations to which they belong. This is a qualitative research, using a case study as method, based on women in positions of senior management in companies Sergipe. The data collected were analyzed using the technique of discourse analysis. From the data obtained it can be seen that the executive clearly perceives differences of management between the way of males and the females with respect to categories analyzed. For the interviewed women, for the categories chosen, women have more flexible and humanitarian characteristics, while men are considered more inflexible, objectives and in some cases more austere. It can be concluded that women consider that in their executive management uses innovative features with respect to the categories analyzed. As for permanences of male management characteristics, only a minimum number of respondents pointed to use some nuances of managing men, not as a guide but in order to merge the two modes of management in specific situations.
A presente pesquisa tem o objetivo de analisar as inovações e permanências existentes na gestão executiva feminina em relação às categorias de processo de tomada de decisão, modelo de liderança, comunicação pessoal e relacionamento interpessoal. Com o crescimento da presença feminina no universo do trabalho, as mulheres começaram a ocupar cargos cada vez mais altos nas organizações, originando um questionamento acerca das inovações e permanências decorrentes do modo de gerir das executivas. Será que as mulheres dispõem de novos padrões e modelos de gerenciamento ou seguem padrões característicos da gestão masculina? Para atingir os objetivos propostos optou-se pela realização de pesquisa com inspiração fenomenológica, considerando a interpretação que cada indivíduo pesquisado apresenta da realidade vivida na gestão das organizações da qual fazem parte. Trata-se de uma pesquisa qualitativa, utilizando como método o estudo de caso, baseado em mulheres que ocupam cargos de alta gestão em empresas sergipanas. As informações coletadas foram analisadas utilizando-se a técnica da análise de discurso. A partir dos dados obtidos pode-se observar que as executivas percebem claramente diferenças entre o modo de gestão masculina e feminina no que diz respeito às categorias analisadas. Para as entrevistadas, em relação às categorias eleitas, as mulheres possuem características mais flexíveis e humanitárias, enquanto os homens são considerados mais inflexíveis, objetivos e em alguns casos, mais severos. Pode-se concluir que as mulheres executivas consideram que a sua gestão utiliza características inovadoras no que diz respeito às categorias analisadas. Quanto às permanências de características da gestão masculina, apenas um número mínimo de entrevistadas apontou utilizar alguma particularidade do gerenciamento masculino, mas não como orientação e sim com a finalidade de mesclar os dois modos de gestão em situações específicas.
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Books on the topic "Women executives"

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Wajcman, Judy. Managing like a man: Women and men in corporate management. University Park, PA: Pennsylvania State University Press, 1998.

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Palmer, Margaret. Women in management: Developing the skills that work. 2nd ed. New York, N.Y: American Management Association, Extension Institute, 1990.

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Komarov, E. I. Zhenshchina-rukovoditelʹ. Moskva: Moskovskiĭ rabochiĭ, 1989.

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Women in executive office: Pathways and performance. Boulder, Colo: Lynne Rienner Publishers, 2012.

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Foster, Joy. Women's progress: Women directors of social services 1997. London: Stationery Office, 1999.

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Pile, Robert B. Women business leaders. Minneapolis: Oliver Press, 1995.

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Eeva-Sisko, Veikkola, ed. Women and men at the top: A study on women and men as leaders in the private sector. Helsinki: Statistics Finland, 1997.

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Zimbabwe Women's Resource Centre and Network., ed. Women and management. [Harare]: Zimbabwe Women's Resource Centre and Network, 1995.

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Women in business. New York: PowerKids Press, 2016.

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Hildebrandt, Herbert William. A managerial profile: The woman manager. Ann Arbor, MI: Division of Research, Graduate School of Business Administration, University of Michigan, 1985.

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Book chapters on the topic "Women executives"

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Ross-Smith, Anne, Martin Kornberger, Anjana Anandakumar, and Colleen Chesterman. "Women executives: managing emotions at the top." In Gendering Emotions in Organizations, 35–55. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-1-137-07297-9_3.

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Ghaus-Kelley, Hawa, and Nathan R. Durdella. "Understanding Leadership with Women Community College Executives." In Surviving Sexism in Academia, 46–56. New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315523217-5.

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Schwindt-Bayer, Leslie A., and Catherine Reyes-Housholder. "Gender and Institutions in Post-Transition Executives." In Women Presidents and Prime Ministers in Post-Transition Democracies, 81–99. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-48240-2_4.

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Huda, Syed S. M. Sadrul. "Work-Family Interface: Studying Dhaka City Executives." In Exploring Resources, Life-Balance and Well-Being of Women Who Work in a Global Context, 55–70. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31736-6_4.

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Waldron, Ainslie, Kim Southey, and Peter A. Murray. "How Women Executives Survive the Isolated Echelons of the Corporate Ladder." In Work and Identity, 85–99. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-73936-6_7.

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Clark, Desray, and Nicola Kleyn. "Why Do They Leave? Voluntary Turnover of South African Women Executives." In Leadership, Gender, and Organization, 185–207. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-90-481-9014-0_11.

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Kaufmann, Alicia E. "Executive Coaching and Empowerment for Women." In Changing Female Identities, 96–116. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230348585_5.

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Fayomi, Oluyemi O., Odunayo P. Salau, Rosemary O. Popoola, and Olalekan W. Adigun. "Women in Executive Political Leadership in Africa." In The Palgrave Handbook of African Women's Studies, 1–17. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-77030-7_74-1.

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Green, Mark T. "Meet the MEOWs—Mommy Executive Officer Women." In Inside the Multi-Generational Family Business, 75–90. New York: Palgrave Macmillan US, 2011. http://dx.doi.org/10.1007/978-1-137-51101-0_5.

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Fayomi, Oluyemi O., Odunayo P. Salau, Rosemary O. Popoola, and Olalekan W. Adigun. "Women in Executive Political Leadership in Africa." In The Palgrave Handbook of African Women's Studies, 375–91. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-28099-4_74.

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Conference papers on the topic "Women executives"

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Yaw Yeboah, Richmond. "Women at Work: Women Executives and Company Boards – the Case Study of Women Entrepreneurialism." In 2nd International Conference on Applied Research in Management, Business and Economics. Acavent, 2019. http://dx.doi.org/10.33422/2nd.icarbme.2019.12.941.

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Sinsuat, Dr Bai Soraya Quesada. "Muslim Women Leaders as Agency Executives in Mindanao: Their Capabilities and Challenges." In International Conference on Responsive Education and Socio-Economic Transformation. Sons and Daughters Publishing House Inc., 2018. http://dx.doi.org/10.21016/icreset.2018.au14ef26o.

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Eroğlu, Feyzullah, Hatice Çoban, and Mustafa Koç. "A Research on Community Development and Women Entrepreneurship." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01307.

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Although Turkish economy system was based on a patriarchal community for a long time, Mustafa Kemal Atatürk, founder of Modern Turkish Republic, has been promoted innovative policies for female citizens to incorporate them into social and economic life. Thanks to those policies, crucial changes have emerged especially for well-educated and cultivated ''urban women''. In this respect, conventional social construct and economic system have been a burden for some of those ''urban women''. They both took care of their families and joined the economic system and raised their career expectations. In recent years, there are some entrepreneurship curriculums and financial support projects has been launched for women who would like to take an active role in business life. Those projects provide opportunity for Turkish women to create their own business instead of working as employees. First of all, literature review on ''community development'' and ''women entrepreneurship'' was conducted in this study. Those issues considered as not only an economic issue but also social and psychological behavioral processes usually by using macro-sociological analysis method. Secondly, an empirical research performed in Denizli province, in which considerable economic moves have been realized in recent years. In this context, qualifications of women entrepreneurs who set up a business afterwards of financial and educational supports of governmental and non-governmental organizations such as Denizli Chamber of Commerce, Denizli Entrepreneurial Association, Association of Eurasian Executives and Businessmen were introduced. Furthermore, women entrepreneurs evaluated by quantitative comparison according to years.
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Mutiku, Johannes Kioko, and Hannah Kiaritha. "Increasing the Enrolment of Women and Girls in TVET in Africa through the Women in Technical Education and Development (WITED)." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.9725.

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This paper is for The PCF10 and on the sub theme “Promoting Equity and Inclusion” at the Tenth Pan-Commonwealth Forum on Open Learning (PCF10), Calgary, Canada. The author discusses how the enrollment of women and girls in TVETs in Africa is being increased through ‘’Women in Technical Education and Development (WITED)’’, a program of the Association of Technical Education and Development in Africa (ATUPA) and supported by the Commonwealth of Learning (COL). The paper gives: the background to the WITED program; the objective and strategies applied; revitalizing WITED through COL and ATUPA Women in STEM (CAWS) Project; the intended outcomes of the WITED Program and finally the conclusions. The methodology of this paper is desk research combined with interviews of the “WITED Champions”. The authors extensively examine available documents on WITED. The UN Agenda 2030 for Sustainable Development aims to: “eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for the vulnerable, including persons with disabilities, indigenous peoples and children in vulnerable situations” by 2030 (SDG target 4.5); and “achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value” (SDG target 8.5). Equality and non-discrimination are also reflected in the UN’s “Leaving no one behind” framework, endorsed by the United Nation System’s Chief Executives Board for Coordination. Women in Technical Education and Training (WITED) is a program which was initiated by Commonwealth Association of Polytechnics in Africa (CAPA), now Association of Technical Universities and Polytechnics in Africa (ATUPA), with the support of the International Labor Organization (ILO) and Commonwealth of Learning (COL) back in 1988. The author seek to evaluate the impact achieved by the programme, the challenges encountered and finally make a call to action by recommending ways by which the programe can reach more girls and women and bring them into TVET programmes.
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Gałkiewicz, Dominika P. "Sustainability Reporting Practices of Real Estate Companies from Germany, Austria and Switzerland – First Insights from 2020." In Sixth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/itema.s.p.2022.81.

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In the last twenty years, sustainability became a strong move­ment leading to regulatory initiatives around the world. In this study, the Eu­ropean regulation is compared with common sustainability reporting prac­tices in the Real Estate Sector in Germany, Austria, and Switzerland. The goal of the study is to show what type of information related to employees, and other social and governance issues are being provided and by how many firms in the year 2020. The findings show that more than half of the analyz­ed firms report the total number of employees, the share of women and the number of permanent full-time contracts. Furthermore, supervisory board members are listed by 37 out of 53 companies. More than a third of the 53 companies confirmed to have anti-corruption processes implemented and 25 firms state to have UN SDGs included in their reports. However, details on diversity and employee-related information are often, more than 50% of the time, missing (e.g. salary ratio of woman to man, average sick days/year, total number of trainees, executive pay ratio, total accidents, average age, proportion of female executives, % of woman on the board of directors, staff turnover rate, newly hired employees, employee-satisfaction, full-time em­ployees and part-time employees). Moreover, the involvement of firms, cus­tomers, suppliers and employees in following human rights guidelines, ESG and Code of Conduct rules is low. Less than a third of companies stated to follow the human rights guidelines obtained a sustainability certificate or employee well-being certificate and provided ESG-specific employee train­ing. Performing Code of Conduct training for employees, customer surveys, and implementing business partner Code of Conduct/Supplier Code of Con­duct besides mentioning the cases of corruption and incidents of discrimi­nation are reported by less than one-third of firms. These results are impor­tant for individuals, companies and politicians implementing new rules re­lated to sustainability reporting in Europe.
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Tjondro, Elisa, Savira Kristiany, and Christy Novelia Sanjaya. "Women on the Executive Board and Woman CEO: Indonesia‘s Financial Firm." In 5th International Conference on Tourism, Economics, Accounting, Management and Social Science (TEAMS 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201212.053.

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Wang, Qianying, and Changzheng Zhang. "The Impact of Women Directors on Executive-Staff Pay Dispersion." In 4th International Seminar on Education Research and Social Science (ISERSS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220107.047.

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Smith, Sally Smith, Colin Smith, and Alison Varey. "Women in ICT : Exploring Professional Identity on an Executive Masters Program." In Annual International Conference on Computer Science Education: Innovation & Technology. Global Science and Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2251-2195_cseit15.26.

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Trajkovska, Suza. "THE ATTITUDES OF THE EMPLOYEES IN THE TRAINING CENTER OF THE MINISTRY OF INTERNAL AFFAIRS ABOUT THE GENDER EQUALITY IN THE POLICE." In SECURITY HORIZONS. Faculty of Security- Skopje, 2022. http://dx.doi.org/10.20544/icp.3.6.22.p22.

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The advancement of women's human rights and gender equality is an obligation of all society. The principle of gender equality is one of the fundamental principles in the field of human rights and its integration in all areas of social action will contribute to improving the position of women at all levels and all stages of action. The institutions of the security system are uninterruptedly working on the application of the gender perspective within their strategic plans. The main purpose of the research is to comprehend the attitudes of the employees in the Training Center of the Ministry of Interior about gender equality in the police. The hypothetical basis starts from the conceptual determinants of the concept of gender equality and the attitudes of the employees towards the representation of women in executive positions in the police profession. The results of this research were gained through survey questions submitted to staff trainers and management staff in the Training Center of the Ministry of Interior. The research conclusions are used to confirm or deny that traditional thinking is a difficulty in increasing the number of women in managerial positions in the police. In addition, the research findings should examine the relationship between the representation and the role of the women in the police and the representation and the role of the women in society. True equality between women and men can only be achieved if they share equal decision-making positions, both in the police and in all segments of social life. Keywords: employees, equality, gender, police, training
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"Retaining and Advancing Underrepresented Women in Technology: Insights from ITSMF EMERGE Survey and Focus Group." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4353.

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Aim/Purpose: In this study, we explore the applicability of the social identity theory and the evolution of an initiative to address the issue of ensuring that women of color not only survive in the technology industry, but that they thrive in every aspect of leadership, including reaching the top senior executive levels (C-Suite) in their organizations. Background: Despite all the evidence that diverse teams/workforces lead to higher revenues, greater innovation and enhanced creativity, white men still dominate the technology industry. Methodology: This paper will provide insights gained from a Senior Capstone Project in which North Carolina Central University (NCCU) Computer Information Systems majors and faculty partnered with the Information Technology Senior Management Forum (ITSMF) and Accenture to develop, deploy and analyze a survey and focus group results that identify, quantify and qualify the barriers, nuances and accelerators of Women of Color in technology. Contribution: This study provides research on a population that has previously not received sufficient focus. While there are studies that have been conducted recently, this is one of the few studies that has been conducted to focus specifically on Women of Color in the technology industry. Findings: The surveys uncovered several possible reasons why there may not be more Women of Color in high positions. Recommendations for Researchers : More studies should be done to address the issues of attrition and lack of women and minorities at the C-Suite in the technology industry, as well as in other STEM industries.
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Reports on the topic "Women executives"

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Flabbi, Luca, Scott Abrahams, and Claudia Piras. Female Corporate Leadership in Latin America and the Caribbean Region: Representation and Firm-Level Outcomes. Inter-American Development Bank, January 2016. http://dx.doi.org/10.18235/0011717.

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This paper collects an original database of publicly listed companies to determine prevailing gender ratios among board members and executives in Latin America and the Caribbean region (LAC). Women are as under-represented in LAC as in the United States, but much less so in the Caribbean. It is then estimated whether companies with women board members are more likely to appoint women executives. This is the case in LAC, but the results are driven strongly by Caribbean companies. The paper finally estimates whether measures of female leadership at the firm are correlated with company performance, finding this to be the case only for board membership and only when the proportion of women on the board is greater than 30 percent. Again composition effects are important, with average results driven by Caribbean and Southern Cone companies. Overall, it is concluded that the LAC regions empirical regularities in under-representation of women in firm leadership positions are very similar to those found for high-income countries in Europe and North America.
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Bhan, Gautam, Divya Ravindranath, Antara Rai Chowdhury, Rashee Mehra, Divij Sinha, and Amruth Kiran. Employer Practices and Perceptions on Paid Domestic Work: Recruitment, Employment Relationships, and Social Protection. Indian Institute for Human Settlements, 2022. http://dx.doi.org/10.24943/epppdwrersp11.2022.

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The key question of this study is to ask: What are the beliefs, motivations, and perceptions of employers toward recruitment, employment conditions, and social protection for domestic workers?We draw from personal interviews with 403 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, neighbourhood type and across households with and without women working for wages. This Executive Summary outlines key findings and implications.
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Keefer, Philip, Dino Caprirolo, Heather Sutton, José Antonio Mejía-Guerra, Ted Leggett, Iván Torre, James Andrew Lewis, Laura Jaitman, and Rogelio Granguillhome Ochoa. The Costs of Crime and Violence: New Evidence and Insights in Latin America and the Caribbean (Executive Summary). Inter-American Development Bank, February 2017. http://dx.doi.org/10.18235/0006383.

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This publication is the first to provide a comprehensive, systematic and rigorous analysis of the costs of crime in Latin America and the Caribbean. The main challenges in the region are addressed: the social cost of homicides, private and public spending on security, the penitentiary crisis, violence against women, organized crime and cybercrime. The volume estimates that the direct cost of crime for 17 LAC countries in 2010-2014 is, on average, 3.5 percent of the region's GDP--twice as much as in the developed world. This volume also provides a detailed analysis of the costs of crime in Brazil by state, as well as an examination of the geographical distribution and drivers of crime in the most dangerous subregions: the Northern Triangle in Central America and the Caribbean. The situation in terms of violence against women and cybercrime is assessed: the region is lagging behind to confront these new and old crimes. The complete version of this publication is available at https://publications.iadb.org/handle/11319/8133.
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Arias, Karla, David López, Segundo Camino-Mogro, Mariana Weiss, Dylan Walsh, Livia Gouvea, and Michelle Carvalho Metanias Hallack. Green Transition and Gender Bias: An Analysis of Renewable Energy Generation Companies in Latin America. Edited by Amanda Beaujon Marin. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004461.

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This study analyzes how the energy transition might change gender bias in power-generating industries. To this end, this paper employs a sample of 102 renewable energy generation companies from six countries in Latin America and the Caribbean: Bolivia, Chile, Costa Rica, Panama, Mexico, and Uruguay. The analysis of collected data shows that renewable generation companies with the highest relative efficiency in the labor-capital ratio are those with the highest participation of women. In addition, the results show that renewable companies are incrementing recruitment of women in energy generation. Nevertheless, in the analyzed sample, the participation of women in renewables is still lower than the sectorial average. Moreover, there is no structural change with respect to roles that women occupy, when comparing renewables companies with others generation companies. Considering the companies size, bigger renewables companies (with higher installed generation capacity) tend to hire more women, but those women occupy mostly non-technical positions. In addition, women's participation decreases in positions requiring more technical occupations. Women represent 36% of STEM1 employees, 39% of non-STEM employees, and 48% of non-qualified employees of the renewable generation companies surveyed. Concerning the role of women in decision making roles within energy companies, wide gender gaps exist in executive and management positions; the proportion of females in the boardroom and in management roles for renewables generation companies was 24% and 22%, respectively. Furthermore, 68% of surveyed companies did not have a gender policy in place. This study confirms that a change in technology alone does not generate qualitative changes in the labor market from a gender perspective. Such changes would be achieved by complementing technological change with inclusion policies, encouraging women to study careers related to science and technology to fill the shortage of female professionals in these areas, and closing the knowledge gap through systematic data collection and sharing about gender in the energy workforce.
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Adding It Up: Investing in Sexual and Reproductive Health 2019—Executive Summary. Guttmacher Institute, July 2020. http://dx.doi.org/10.1363/2020.31675.

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Sexual and reproductive health care encompasses a broad range of services that ensure people can decide whether and when to have children, experience safe pregnancy and delivery, have healthy newborns, and have a safe and satisfying sexual life. These services are important investments both because they enhance individual well-being and allow people to exercise their sexual and reproductive rights, and because they have far-reaching benefits for societies and for future generations. This report examines core services that women need and use during their reproductive years: contraceptive services, pregnancy-related care (including maternal health care and abortion services), newborn care and treatment for STIs. It identifies services that, if expanded and strengthened, could improve the health of women, their partners and their children. It focuses on low- and middle-income countries (LMICs) and, like prior Adding It Up reports, presents the need for, impacts of and costs associated with providing services at internationally defined standards of care. The report’s goal is to illustrate for national and local governments, the private sector and international development partners the investments needed to expand and improve sexual and reproductive health services, which are essential components of health care.
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Gender Mainstreaming at the IDB: A Report to the Board of Executive Directors on the Implementation of the WID Action Plan 1998-2001. Inter-American Development Bank, December 2003. http://dx.doi.org/10.18235/0005749.

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This report, covering the 1998-01 period, is the fourth in a series of periodic reports to the Executive Board of Directors, as set out in the Operating Policy on Women in Development (1987). It examines progress in mainstreaming gender issues and women's concerns throughout all areas of Bank activity from 1998 to 2001. It documents lessons learned in applying a gender analysis to enhance the equity impacts and efficiency of Bank projects. It also analyzes future challenges and offers suggestions for taking advantage of the opportunities for the period ahead. An external evaluation of the work of the Bank in mainstreaming WID and gender issues conducted in 2001 has served as a valuable input to this report. Importantly, it includes information on Bank-wide actions and efforts stemming from all offices of the Bank.
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