Готові списки джерел за темами / Female managers

Добірка наукової літератури з теми "Female managers"

Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 31 січня 2023

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Статті в журналах з теми "Female managers":

Mehmood, Qaiser, Melvyn R. W. Hamstra, and Bert Schreurs. "Employees’ perceptions of their manager’s authentic leadership." Personnel Review 49, no. 1 (October 14, 2019): 202–14. http://dx.doi.org/10.1108/pr-03-2019-0097.

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Purpose The purpose of this paper is to test whether managers’ political skill is relevant for employees’ authentic leadership perceptions. Political influence theory assumes that political tactics seek to affect others’ interpretations of a person or situation. Thus, what matters for employees’ perceptions of their manager’s authentic leadership may be whether the manager actively seeks to show behavior that can be interpreted as authentic leadership. Combining political influence theory and gender stereotypes research, it is further suggested that manager gender moderates the employees’ interpretation of political influence attempts that are ambiguous. Design/methodology/approach Managers (n=156; 49.5 percent female) completed measures of their political skill. Employees (n=427; 39.1 percent female) completed measures of the manager’s authentic leadership. Findings Managers’ apparent sincerity was positively related to employees’ perceptions of managers’ authentic leadership; managers’ networking ability was negatively related to employees’ perceptions of female managers’ authentic leadership, but not of male managers. Research limitations/implications The methodology does not allow claims about causality. Originality/value Findings add knowledge of authentic leadership, such as difficulties that female managers face, and show the value of a fine-grained approach to political skill. Female managers should be aware that networking might have disadvantageous side effects. Conversely, sincere behavior attempts seem favorable for authentic leadership perceptions.

Beal, Brian. "Changing image of the ideal manager." Human Resource Management International Digest 24, no. 3 (May 9, 2016): 41–43. http://dx.doi.org/10.1108/hrmid-01-2016-0010.

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Purpose The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers. Design/methodology/approach In total, 163 heterosexual participants used the 92-item “Descriptive Index” attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups. Findings The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype. Originality/value This study it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

Farr‐Wharton, Rod, and Yvonne Brunetto. "Female entrepreneurs as managers." Gender in Management: An International Journal 24, no. 1 (February 13, 2009): 14–31. http://dx.doi.org/10.1108/17542410910930725.

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Tomlinson, Jennifer, and Susan Durbin. "Female part‐time managers." Equality, Diversity and Inclusion: An International Journal 29, no. 3 (March 26, 2010): 255–70. http://dx.doi.org/10.1108/02610151011028859.

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Liberman, Benjamin E., and Frank D. Golom. "Think manager, think male? Heterosexuals’ stereotypes of gay and lesbian managers." Equality, Diversity and Inclusion: An International Journal 34, no. 7 (September 21, 2015): 566–78. http://dx.doi.org/10.1108/edi-01-2015-0005.

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Purpose – The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers. Design/methodology/approach – In total, 163 heterosexual participants used the 92-item Descriptive Index attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers, and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups. Findings – The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype. Practical implications – The results of this study suggest that heterosexuals’ beliefs about gay male and lesbian female managers’ abilities are important. In particular, heterosexuals’ stereotypes that gay males lack the qualities of being a successful manager can limit gay men’s access to positions with managerial responsibilities and impede their progress into leadership positions. Originality/value – This study addresses a critical gap in the management literature as it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

Bossler, Mario, Alexander Mosthaf, and Thorsten Schank. "Are Female Managers More Likely to Hire More Female Managers? Evidence from Germany." ILR Review 73, no. 3 (July 24, 2019): 676–704. http://dx.doi.org/10.1177/0019793919862509.

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This article investigates whether there is state dependence in the gender composition of managers in German establishments; that is, whether the number of hired female managers depends on the past hiring decisions of an establishment. Using administrative data, the authors apply dynamic linear models, thereby accounting for unobserved heterogeneity and the endogeneity of lagged dependent variables. Results show that hiring female managers leads to the hiring of more female managers in the subsequent period. Hiring rates for male managers follow a similar pattern in that they are more likely to hire more male managers.

Szymanska, Izabela I., and Beth A. Rubin. "Gender and relationship differences in the perceptions of male and female leadership." Gender in Management: An International Journal 33, no. 4 (June 4, 2018): 254–81. http://dx.doi.org/10.1108/gm-06-2016-0127.

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Purpose This research aims to investigate the differences in evaluations of job performance between male and female managers by those managers’ immediate bosses and peers. Design/methodology/approach Drawing on gender structure theory, along with ideas about status characteristics, the authors use hierarchical regression to test the hypotheses that male and female bosses and peers deferentially evaluate the male and female manager’s global job performance. The authors hypothesize significant two-way interactions (gender of the manager by gender of evaluator) in predicting a manager’s job performance. Findings The results suggest that while male peers rate female managers’ job performance significantly lower than that of male managers, female peers do not discriminate between genders in their performance evaluations. Also, managers’ bosses were found not to discriminate between genders of their subordinates. Research limitations/implications The limitations of this study have to do primarily with the data. While the data are rich on some dimensions, they are weak on others, especially with regard to the detail about the jobs the respondents did, detailed level of familiarity with the evaluated managers, as well as racial background. The data also do not provide information on the different facets of job performance, the evaluation of which could potentially be impacted by managerial gender; this study is focused exclusively on global job performance. Practical implications The authors discuss various theoretical explanations of this pattern of results, as well as its possible influence on female managers’ careers. Although the effect size of the negative bias that male peers exhibit toward female managers is relatively small, it may be argued that lower performance assessments can accumulate over years in multiple job evaluations, negatively affecting the career of female leaders. Originality/value The evaluations supplied by different organizational members gain importance with the increased use of 360-degree feedback instruments not just for developmental but also for the job performance appraisal purposes. While the job evaluations of managers’ bosses have been investigated in the past with regard to the possible gender bias, this study provides the first known to the authors’, evidence. Also, this study points to a direct bias in performance assessments, rather than a potentially more subtle, non-performance-based bias that affects the disparities in wages and promotions of female managers. Thus, this study helps to fill a significant gap in the literature on organizations and it may have practical implications for the advancement of female managers. In addition to this contribution, this study also provides data that may be useful in resolving the ongoing debate whether female bosses act more as cogs in the machine or as change agents in organizations.

Levi, Maurice D. "Stimulating Recruitment of Female Managers." Relations industrielles 31, no. 1 (April 12, 2005): 72–83. http://dx.doi.org/10.7202/028683ar.

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In order to induce firms to feel indifferent towards the sexes in their recruitment for the administrative level, the cause of preference towards males must be eliminated. In this paper the author discusses the preference for males that arise out of expected lower turnover for male employees.

Kinasih Yekti Nastiti, Pambayun, Apriani Dorkas Rambu Atahau, and Supramono Supramono. "Working Capital Management Policy: Female Top Managers and Firm Profitability." Central European Management Journal 27, no. 3 (September 15, 2019): 107–27. http://dx.doi.org/10.7206/cemj.2658-0845.5.

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Delgadová, Elena, and Monika Gullerová. "Female managers and their characteristics in the Trenčin region, Slovakia." Problems and Perspectives in Management 15, no. 2 (September 28, 2017): 549–56. http://dx.doi.org/10.21511/ppm.15(si).2017.08.

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Gender equality has been a major principle of the European Union since the Treaty of Rome introduced the principle of equal pay for men and women in 1957. Gender equality means the same rights and opportunities for women and men across all sectors of society. The primary objective of the paper is to explore the management style of women, as well as their distinctive characteristics. It is believed that these distinctive features have a major influence upon their career-related behavior. The contribution tries to underscore the fact that women of the 21st century can prove themselves successfully in managerial positions within organizations, even though their career development is still hampered by gender inequality, since the world of management is a male-dominated field. Women in management positions have considerable, yet not fully utilized potential, which could help companies to succeed. In the paper, a questionnaire was used to obtain the relevant data on the management style and characteristics of female managers in the Trenčin region, Slovak Republic. At a later stage, the sepre-research findings will be used to conduct a comparative study in cooperation with the colleagues from the Universidad de Valencia and Universidad Catolica de Valencia San Vicente Martir in the Spanish region of Valencia.

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Дисертації з теми "Female managers":

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Книги з теми "Female managers":

Fielden, S. J. Sources of stress in unemployed female managers. Manchester: UMIST, 1995.

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Gulhati, Kaval. Attitudes toward women managers: A comparison of attitudes of male and female managers in India. Oxford: Templeton College, 1989.

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Chambers, Edward J. Costs of turnover among female managers : a human capital framework. [London, Ont.]: National Centre for Management Research and Development, School of Business Administration, the University of Western Ontario, 1991.

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Sogra, Khair Jahan. Female managers in Bangladesh: An action plan for career advancement. 2nd ed. Dhaka: Shikkha Bichitra, 2010.

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Sogra, Khair Jahan. Female managers in Bangladesh: An action plan for career advancement. 2nd ed. Dhaka: Shikkha Bichitra, 2010.

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Hayes, Jenifer. The access and career progression of female managers in Dublin city hotels. Dublin: University College Dublin, 1988.

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Fielden, S. L. Sources of stress experienced by unemployed female and male managers: A comparative study. Manchester: UMIST, 1997.

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Burke, Ronald J. Early work and career experiences of female and male managers and professionals : reasons for optimism? [London, Ont.]: National Centre for Management Research and Development, School of Business Administration, University of Western Ontario, 1990.

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Symington, Sharon. An examination of the possible barriers to promotion facing female managers within Belfast City Council. (s.l: The Author), 1998.

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Частини книг з теми "Female managers":

Epstein, T. Scarlett. "Male Managers and Female Employees." In Women, Work and Family in Britain and Germany, 88–106. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003305477-5.

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Pierotti, Mark J. "Female Accountable Managers and the added challenges." In Aviation Leadership, 118–26. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003094685-9.

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Corriveau, Patrice, and Colette Parent. "3. Through the Voices of Female Sex Workers: The Street Managers." In Getting Past "the Pimp", 56–72. Toronto: University of Toronto Press, 2018. http://dx.doi.org/10.3138/9781487517410-006.

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Kidwell, Jeaneen M., Robert E. Stevens, and Art L. Bethke. "Differences in Ethical Perceptions Between Male and Female Managers: Myth or Reality?" In Citation Classics from the Journal of Business Ethics, 329–35. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4126-3_16.

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Mengüç, Bülent. "Exploring the Male\Female Earnings Gap Among Managers: A Case of Turkey." In Proceedings of the 1998 Academy of Marketing Science (AMS) Annual Conference, 83–84. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-13084-2_19.

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Gfrerer, Anne E., Lars Rademacher, and Stefan Dobler. "Digital Needs Diversity: Innovation and Digital Leadership from a Female Managers’ Perspective." In Management for Professionals, 335–49. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69380-0_19.

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Jyrkinen, Marjut, Charlotta Niemistö, and Jeff Hearn. "Career, Care, and Time: Female Top Managers in the Intersections of Age, Gender, and Work–Family." In Ageing, Organisations and Management, 229–51. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58813-1_11.

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Furnham, Adrian. "Female negotiators." In The Engaging Manager, 81–83. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137273871_21.

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Majer, Anna, and Piotr Mamet. "The Language of M—A Female Manager (as Played by Judi Dench)." In Second Language Learning and Teaching, 257–74. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58551-8_15.

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Ijäs, Ulla. "Marie Hackman—A Female Manager in the Family Firm Hackman & Co." In Women in Business Families, 82–96. New York, NY : Routledge, 2018. | Series: Routledge advances in management and business studies: Routledge, 2018. http://dx.doi.org/10.4324/9781315206295-6.

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Тези доповідей конференцій з теми "Female managers":

Pirina, Maria Grazia. "NEW TREND IN COMPETENCE FRAMEWORK FOR SPORTS MANAGERS." In INTERNATIONAL SCIENTIFIC CONGRESS “APPLIED SPORTS SCIENCES”. Scientific Publishing House NSA Press, 2022. http://dx.doi.org/10.37393/icass2022/133.

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ABSTRACT To achieve the objectives of empowering female sports managers through an up-skill process related to marketing, communication, & visibility strategies, Germany & Italy realized comprehensive research about the current needs of sports managers in communication/ marketing skills. This study aims to determine the profiles of the sports managers in each country and their level of sport management competencies. The descriptive-comparative research design, & descriptive statistics were used, such as mean, mode, standard deviation, & frequency count, in describing the respondents’ profiles. In contrast, a t-test was used to compare the level of competencies of sports managers in each country by sex and One-Way ANOVA for age group, the number of years of experience, & their educational level. Intensive training learning was emphasized in developing the sports management competencies of female sports managers in Germany & Italy. Based on the data for Germany, it was found that there aren’t significant differences between different genders in Germany in the 25 sections making up the questionnaire. It can be noted that there was greater importance to sections on marketing, legal foundation, risk management, & conflict management. Barriers preventing bigger benefits were also identified. For Italy, there are no big differences between males & females. Females attach lesser importance to financial management, human resources, time management, & decision-making. The study reveals intensive training through non-formal education is an effective intervention program to enhance the sports management competencies of female sports managers. Trainers delivering projects in Germany & Italy have paramount importance in developing & improving the management competencies of female sports managers. The methodology should be continuously used as a new strategy to advance the competencies of female sports managers to attract more financial resources & to improve the visibility of female teams.

"Female Managers' Own Factors Impacting on Organizational Effectiveness." In 2022 2nd International Conference on Management Science and Industrial Economy Development. Clausius Scientific Press Inc., 2022. http://dx.doi.org/10.23977/msied2022.004.

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Chen, Cen, and Bin Li. "The Work and Non-work Pressure of Female Managers." In 2008 International Seminar on Business and Information Management (ISBIM). IEEE, 2008. http://dx.doi.org/10.1109/isbim.2008.133.

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Agapov, Valery, Alla Fedorkina, and Tatiana Gorobets. "Female Manager: Gender Determination of a Healthy Lifestyle." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-59.

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The aim of the study of the lifestyles of women leaders was to investigate the social phenomenon of an increasing trend in the number of female leaders in all areas of society. However, the gendered functional burden of fulfilling the role of a woman as the keeper of the family home remains the same, which sets the stage for research into the determinants of healthy lifestyles for female leaders. The methodological socio-psychological approach of the study is ensured by applying the testing method (to study the dominant behavioural pattern of female leaders). Moreover, the age-based ranging method was embraced in the form of analysing distinctive features of female leadership behaviours at a certain age in life. Furthermore, the method of scaling and defining the expressiveness of traits of a particular behavioural pattern was applied. The findings were processed via a comparative analysis of features of female manager behaviour types in the context of maintaining a healthy lifestyle. In accordance with objective data, the authors are able to state that the predominant pattern (according to the Friedman and Rosenman test) of female leaders is type ‘A’ behaviour – this pattern determines the development of psychosomatic pathology. The basic conclusion demonstrating the novelty of the findings reflects the analysis of the trends in psychological characteristics of female managers of modern businesses as follows: female managers have internalised Type ‘A’ behavioural patterns that promote the use of health resources with the maximum expenditure of psychological resources and the absence of even minimal energy-saving tendencies. The behavioural patterns identified allowed us to identify recommendations for female leaders for healthy lifestyles.

Dźwigoł-Barosz, Mariola. "EMOTIONAL INTELLIGENCE OF FEMALE AND MALE MANAGERS IN PRIVATE AND STATE ENTERPRISES." In IISES Annual Conference, Sevilla, Spain. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.035.013.

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Doonan, Samantha, and Julie Johnson. "Participation in the Massachusetts Adult-Use Cannabis Industry by Race/Ethnicity and Gender Across Job Titles." In 2020 Virtual Scientific Meeting of the Research Society on Marijuana. Research Society on Marijuana, 2021. http://dx.doi.org/10.26828/cannabis.2021.01.000.3.

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States across the U.S. are increasingly legalizing cannabis for recreational purposes (“adult-use”) through licensure of privately-run cannabis establishments. Legalization efforts have partially emerged in response to unequal prohibition enforcement which disproportionately affects Black and Hispanic/Latino communities. However, the extent to which people from communities most affected by prohibition are included in the legal industry is unknown. This study is a preliminary analysis of participation by race/ethnicity and gender across job titles in the Massachusetts adult-use cannabis industry from its inception through April 2020 (18-month time span). Data were extracted from cannabis establishments (i.e., licensed adult-use cannabis businesses that collectively form the cannabis industry in Massachusetts). Agent registration forms are required for board members, directors, executives, managers, employees, and volunteers across all license types (e.g. retail, cultivation, product manufacturing). As of April 2020, there were 4,907 unique agents (volunteers excluded) across 205 cannabis establishment licenses. Among agents, 77% were White, 9% were Hispanic/Latino, and 6% were Black/African American, <3% identified other racial and ethnic groups, and data were missing for approximately 6% of the sample (exceeds 100%, as persons can be included in more than one race/ethnicity). Excluding agents with missing race/ethnicity or gender (n=347) and grouping persons at two-levels: (1) white or not-white identifying, and (2) male or female, we found 53% of agents were white and male, 29% were white and female, 12% were an ethnicity and/or race(s) that did not include white (“non-white”) and male, and 5% were non-white and female. Approximately 8% of agents held senior-level positions (i.e., board members, directors, executives) versus less senior positions (i.e., employees, managers). However, white males held 72% of senior positions, white females held 17%, non-white males held 9%, and non-white females held 1%. This study is subject to limitations, including that persons who identified as white and another race(s) (n=103) are included in white-identifying categories; future work will address this limitation. Further, all data is typically reported by supervisors rather than self-reported, therefore race/ethnicity and gender are subject to misidentification. Nonetheless, findings suggest that at approximately one and a half years after retail stores opened, participation in the Massachusetts adult-use cannabis industry skews white and male, and this trend is pronounced in senior-level positions.

Frankovsky, Miroslav. "EMOTIONAL INTELLIGENCE OF FEMALE AND MALE MANAGERS AND ASSESSMENT OF OCCURRENCE OF COGNITIVE DISTORTIONS IN MANAGERIAL WORK." In 4th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS Proceedings. STEF92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/32/s11.018.

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Retnanto, Albertus, Anto Mohsin, Afsha Shaikh, Insha Shaikh, and Darrell Pinontoan. "First-Hand Perspectives of the Pro-Female Notion in the Oil and Gas Industry in the Gulf." In SPE Annual Technical Conference and Exhibition. SPE, 2022. http://dx.doi.org/10.2118/210236-ms.

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Abstract The oil and gas industry in the Gulf has been vital in contributing to Qatar's economy. With the industry's rapid growth, there was a need for an exponentially larger workforce. Gender imbalance still remains one of the industry's challenges in a largely male-dominated field. However, the good news is that the female workforce has gradually increased. The rise in female engineers and scientists in the industry has resulted in, among other things, better opportunities to access higher education and training in the oil and gas field. However, there remain some obstacles that aspiring female engineers face. Based on interviews conducted with several engineers who work in multinational oil and gas companies in the Gulf states, we discuss existing challenges and issues many women engineers still encounter today. The interviewees also noted some improvements and provided helpful advice for the females aspiring to be engineers. We interviewed several female and male engineers, some of whom occupy managerial positions while others work in the fields. The interviews were conducted on Zoom over several weeks, and we then transcribed the interviews. We then analyzed the interview transcripts using a corpora analysis software, LancsBox, with each transcript separated as its own corpus. KWIC (keyword in context) tool was used to isolate a single keyword (for example, "female" or "girl") to find out how often those keywords were used and in what context in a sentence for each corpus, which helped identify the various themes that were discussed during the interview, such as gender and the workplace, challenges in the workplace, barriers to work and life balance, to list a few. The interviewees recounted their experiences, and from that data, we describe their challenges, successes, and recommendations to make the oil and gas industry in the Gulf accommodating for both genders. The challenges they describe include a lack of appropriate facilities for women on the field; sexist or difficult treatment from male counterparts, managers, and family members; a gender pay gap; and a lack of policies or incentives that support women to achieve executive positions in their companies. Some of the successes they shared include strides being made to encourage women to enter STEM programs in schools and STEM careers, a changing environment for the prevalence and inclusion of women in the oil and gas industry, and a change of culture in the world surrounding the image of women in the STEM industry. Several female interviewees mentioned familial support in their educational pursuit, suggested the creation of mentorship programs and recommended having more female role models in the industry.

Mutu, Miruna Angela, Camelia Elena Nichita (Vasile), and Iliana Maria Zanfir. "The Impact of the “Zoom Fatigue” Phenomenon and Ways of Managing It." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/16.

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The context of the COVID 19 pandemic has forced managers and entrepreneurs to review how they run their businesses and guide their employees. The new normality has brought with it a number of challenges and changes that have produced immediate and profound effects both in the way business is conducted, the online negotiations giving a formal and less human character, and in the way the employees perceive the work carried out exclusively online. Research has revealed a new phenomenon called "Zoom Fatigue" which is reflected in the human psyche through exhaustion and burnout, a phenomenon caused by the intensity and long duration of video calls and frequent online meetings. Additional cognitive processes required by video calls, the concentration required to absorb all the information transmitted, the lack of visual breaks, multitasking, as well as the merging of professional activity with the familiar environment from the comfort of our home, have led to psychological consequences, such as pronounced fatigue, exhaustion or irritation. All these effects are felt differently by men and women, the latter suffering more from videoconferencing and online work. At the same time, extroverts were found to be less tired than introverted people, feeling the effects of the "Zoom Fatigue" phenomenon differently. For the proper conduct of work and for the creation of a healthy organizational climate and an ethical organizational culture, the role of managers in knowing employees at a human level is of outmost importance, in order to best manage such situations and to identify appropriate measures for motivation and support aimed in particular at female and vulnerable personnel. Orientation towards setting a precise schedule for organizing video conferencing, recommending to avoid multitasking and reducing on-screen stimulus, setting visual breaks, avoiding the use of video calls in their spare time are some of the measures that managers can implement among their employees.

Becic, Marija, and Perica Vojinic. "THE ROLE OF FEMALE TOP MANAGER IN INNOVATION ACTIVITIES: CASE OF CEECS’ FIRMS." In 10th Economics & Finance Conference, Rome. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/efc.2018.010.004.

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Звіти організацій з теми "Female managers":

Lacalle, Ch, and D. Castro. Self-identity disclosure in TV Fandom. Analysing the comments posted by Spanish female fans and community managers. Revista Latina de Comunicación Social, January 2018. http://dx.doi.org/10.4185/rlcs-2017-1242en.

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Greenbaum, Charlotte, and Reshma Naik. A Reference Guide: Six Practical Tips for Understanding Data on Female Genital Mutilation/Cutting (FGM/C). Population Council, 2018. http://dx.doi.org/10.31899/sbsr2018.1020.

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The Population Reference Bureau (PRB) was a core partner on the Population Council’s Evidence to End FGM/C: Research to Help Girls and Women Thrive—a UKAID-funded research program to help end female genital mutilation/cutting (FGM/C) within one generation. Their role was to build the consortium’s capacity for research utilization and to develop innovative tools and products to improve how researchers communicate their findings about FGM/C to key decisionmakers. This reference guide aims to help researchers, advocates, program managers, and policymakers understand, interpret, and use the latest FGM/C data.

Dias, Rita, Miguel Rocha, Lucía Manrique, Sílvia Fraga, and Paula Meireles. HIV Prevention Combination Among Men who have Sex with Men: a scoping review protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, October 2022. http://dx.doi.org/10.37766/inplasy2022.10.0071.

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Review question / Objective: To map the evidence regarding the combination of prevention strategies used by MSM to manage their HIV risk, assessing how this has been studied and how HIV prevention strategies are being combined by MSM. Eligibility criteria: We will include published scientific documents found through the search expression in the Web of Science, PubMed, and Scopus databases, about HIV prevention in HIV negative MSM. Studies about non-human animals and females will be excluded, as well as non-scientific documents and reports, editorials, opinion papers, comments, revisions, or journalistic material. Documents with no original data, such as reviews and systematic reviews, will also be excluded. Randomized controlled trials and control clinical trials will also be excluded since this type of study does not answer the scoping review questioning. Both quantitative and qualitative, as well as mixed-methods studies, will be included. The specificities of these studies will be properly acknowledged.

Malkinson, Mertyn, Irit Davidson, Moshe Kotler, and Richard L. Witter. Epidemiology of Avian Leukosis Virus-subtype J Infection in Broiler Breeder Flocks of Poultry and its Eradication from Pedigree Breeding Stock. United States Department of Agriculture, March 2003. http://dx.doi.org/10.32747/2003.7586459.bard.

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Objectives 1. Establish diagnostic procedures to identify tolerant carrier birds based on a) Isolation of ALV-J from blood, b) Detection of group-specific antigen in cloacal swabs and egg albumen. Application of these procedures to broiler breeder flocks with the purpose of removing virus positive birds from the breeding program. 2. Survey the AL V-J infection status of foundation lines to estimate the feasibility of the eradication program 3. Investigate virus transmission through the embryonated egg (vertical) and between chicks in the early post-hatch period (horizontal). Establish a model for limiting horizontal spread by analyzing parameters operative in the hatchery and brooder house. 4. Compare the pathogenicity of AL V-J isolates for broiler chickens. 5. Determine whether AL V-J poses a human health hazard by examining its replication in mammalian and human cells. Revisions. The: eradication objective had to be terminated in the second year following the closing down of the Poultry Breeders Union (PBU) in Israel. This meant that their foundation flocks ceased to be available for selection. Instead, the following topics were investigated: a) Comparison of commercial breeding flocks with and without myeloid leukosis (matched controls) for viremia and serum antibody levels. b) Pathogenicity of Israeli isolates for turkey poults. c) Improvement of a diagnostic ELISA kit for measuring ALV-J antibodies Background. ALV-J, a novel subgroup of the avian leukosis virus family, was first isolated in 1988 from broiler breeders presenting myeloid leukosis (ML). The extent of its spread among commercial breeding flocks was not appreciated until the disease appeared in the USA in 1994 when it affected several major breeding companies almost simultaneously. In Israel, ML was diagnosed in 1996 and was traced to grandparent flocks imported in 1994-5, and by 1997-8, ML was present in one third of the commercial breeding flocks It was then realized that ALV-J transmission was following a similar pattern to that of other exogenous ALVs but because of its unusual genetic composition, the virus was able to establish an extended tolerant state in infected birds. Although losses from ML in affected flocks were somewhat higher than normal, both immunosuppression and depressed growth rates were encountered in affected broiler flocks and affected their profitability. Conclusions. As a result of the contraction in the number of international primary broiler breeders and exchange of male and female lines among them, ALV-J contamination of broiler breeder flocks affected the broiler industry worldwide within a short time span. The Israeli national breeding company (PBU) played out this scenario and presented us with an opportunity to apply existing information to contain the virus. This BARD project, based on the Israeli experience and with the aid of the ADOL collaborative effort, has managed to offer solutions for identifying and eliminating infected birds based on exhaustive virological and serological tests. The analysis of factors that determine the efficiency of horizontal transmission of virus in the hatchery resulted in the workable solution of raising young chicks in small groups through the brooder period. These results were made available to primary breeders as a strategy for reducing viral transmission. Based on phylogenetic analysis of selected Israeli ALV-J isolates, these could be divided into two groups that reflected the countries of origin of the grandparent stock. Implications. The availability of a simple and reliable means of screening day old chicks for vertical transmission is highly desirable in countries that rely on imported breeding stock for their broiler industry. The possibility that AL V-J may be transmitted to human consumers of broiler meat was discounted experimentally.

Exploring the association between female genital mutilation/cutting and fistula. Population Council, 2018. http://dx.doi.org/10.31899/sbsr2018.1018.

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Policymakers and advocates often cite fistula—a hole between the vagina and rectum or bladder that leaves a woman leaking urine or excrement or both—among the many adverse health conditions thought to be related to female genital mutilation/cutting (FGM/C). But high-quality research supporting a connection between the two conditions is limited. Health workers, program managers, and health advocates need a clear understanding of the evidence linking FGM/C and fistula and more accurate information on the dynamics between them. To fill this gap, the Evidence to End FGM/C program examined the association between FGM/C and fistula. This brief highlights the program’s findings on the relationship between the two conditions, focusing on what we know and what we still need to investigate.

Zimbabwe: CBD roles modified to address Zimbabwe's HIV/AIDS crisis. Population Council, 2002. http://dx.doi.org/10.31899/rh2002.1015.

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In September 1999, the Zimbabwe National Family Planning Council (ZNFPC) and the Population Council initiated a one-year study to assess the performance of ZNFPC’s community-based distribution (CBD) program. A continual decline in the program’s productivity, combined with the expanding HIV/AIDS epidemic, indicated a need to reconsider ZNFPC’s objectives and revise the roles and responsibilities of its full-time, salaried CBD agents. The study examined the productivity, costs, and potential sustainability of the CBD program. Researchers gathered information by reviewing program documents through 1999. They also interviewed program managers, district and community nurses, and community leaders and CBD agents from eight regions. They assessed community views through focus group discussions with female CBD clients, male and female users and nonusers of family planning, and youth. As noted in this brief, the study revealed a need to reorient the program to fit the country’s changing reproductive health needs—specifically the country’s growing HIV/AIDS crisis. The organization incorporated the study findings in a pilot program to improve organizational efficiency while focusing agents’ efforts on the HIV/AIDS crisis.

Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1043.

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The Evidence Project conducted an intervention to raise awareness about family planning and reproductive health (FP/RH) topics with factory workers in Port Said, Egypt. This policy brief describes lessons from its implementation over three years and offers recommendations for designing FP/RH worker health programs. These lessons and recommendations are based on insights from factory worker program beneficiaries, their peer educators, factory managers, and project staff. Key lessons learned from the intervention were: (1) worker health programs offered a unique venue for raising young people's awareness of FP/RH issues and available services; (2) factory workers played an important role in sharing FP/RH information with their co-workers, and factory nurses could expand their role to include FP/RH counseling for workers as well as referrals for FP/RH services; (3) factories with large numbers of female workers could consider on-site women's health clinics to address workers' FP/RH needs, and factory health committees for worker health program management may help enhance their sustainability.

Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories [Arabic]. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1044.

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Using men as community-based distributors of condoms. Population Council, 2002. http://dx.doi.org/10.31899/rh2002.1017.

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The HIV/AIDS epidemic has led program managers to seek approaches to family planning (FP) that will also help combat HIV/AIDS and other sexually transmitted infections (STIs). These approaches include use of simplified STI diagnosis and treatment protocols and promotion of male and female condoms. One aspect of condom promotion that is receiving increased attention is the idea of adding men to community-based distribution (CBD) programs. The male latex condom is the only contraceptive method that, when used correctly and consistently, provides protection against STIs, including HIV/AIDS. Currently, an estimated 6 to 9 billion male condoms are used worldwide annually. However, experts estimate that 24 billion male condoms should be used annually to provide adequate protection against STIs and HIV/AIDS. CBD programs are important sources of temporary FP methods in many countries, but most programs distribute far fewer condoms than oral contraceptives. One reason may be that most CBD agents are women, and gender differences between distributors and potential clients may limit the sale of condoms. This program brief reviews evidence from operations research and other studies in 13 countries about the effectiveness of men as CBD workers.