This report has established that women in leadership positions in local government experience similar barriers as other women leaders in the corporate sector despite the legislative, academic and political support provided by key stakeholders. As stated in Chapter 5, women in leadership positions managed and lead faced with prejudism emanating from social customs, informal institutional values, norms and cultures like in the private sector. This means that the findings on the study –Assessment of support by key stakeholders was note effective as it was envisaged. The study drew four key challenges that affected women in local government including limited support provided by the key stakeholders. Some recommended on possible interventions along these obstacles were outlined in chapter 5. These include: I) Legislation and training which were perceived to be non effective since “Attitudinal changes cannot be dictated, mandated and legislated” van der Colff (2004). II) Lack of Networks and Mentorships. III) Negative Attitude based on patriarchy and, IV) The need for Political Parties’ to reengineer that strategy in addressing women challenges.

This report has established that women in leadership positions in local government experience similar barriers as other women leaders in the corporate sector despite the legislative, academic and political support provided by key stakeholders. As stated in Chapter 5, women in leadership positions managed and lead faced with prejudism emanating from social customs, informal institutional values, norms and cultures like in the private sector. This means that the findings on the study –Assessment of support by key stakeholders was note effective as it was envisaged. The study drew four key challenges that affected women in local government including limited support provided by the key stakeholders. Some recommended on possible interventions along these obstacles were outlined in chapter 5. These include: I) Legislation and training which were perceived to be non effective since “Attitudinal changes cannot be dictated, mandated and legislated” van der Colff (2004). II) Lack of Networks and Mentorships. III) Negative Attitude based on patriarchy and, IV) The need for Political Parties’ to reengineer that strategy in addressing women challenges.

The present research provides the first analyses of Australian women directors from the perspective of social identity theory. The overall objective of the research program is to confirm the validity of social identity theory to the study of women on corporate boards and in doing so, add to the limited knowledge regarding successful women directors. An aim of the research was to identify factors that are significant in the social identity of women who are successful directors of corporate boards. These factors were revealed through a longitudinal study (over six years) of changes in the demographic characteristics of the women and their board positions. Factors were revealed through their perceptions of their effectiveness as an ostensibly minority (female) board member. Similarities in stereotyped attitudes to men and women board directors confirmed their status as an ingroup member. Through identification of significant factors in women’s success as board directors it is hoped to assist both individual women who are striving for success on corporate boards and organisations who wish to make more effective use of women on their boards. Five studies examined various aspects of women directors’ experiences and influences through three survey instruments that were used to collect data over a period of six years. A survey design allowed the gathering of detailed data on a variety of items thought to be relevant to women’s experiences of being directors and allowed the data collected to be oriented to a theoretical framework. Thus, a survey design was deemed superior to common alternatives of analysis of archival company annual report data or re-analysis of data collected by executive search companies for a study of corporate directors. A survey of 572 Australian women directors in 1995 identified many characteristics of women directors. A profile of a typical Australian women director was constructed and compared to international research on women directors covering a similar period (e.g., Burke, 1994b; Catalyst, 1993; Holton, Rabbets & Scrivener, 1993). An examination of differences between the characteristics of executive and nonexecutive women directors confirmed that the two director roles could be perceived as distinct groups. A further survey of the women six years later examined changes in their characteristics and board experiences. Of the 298 women who had agreed to follow-up research, 59 surveys were returned as no longer at the same address, 23 women indicated that they were no longer on a corporate board, and 32 were current corporate directors. Changes in the women’s profiles that the directors had attained through increased board memberships and more central board roles were interpreted as indicators of success. Based on research by Cejka and Eagly (1999), similarities and differences in stereotypical attitudes of men and women directors were examined in relation to social identity theory. Factors in nonexecutive women directors’ identification as board directors, their perceptions of their ability to contribute as board directors, and their behaviour as a board directors were assessed by measures from Karasawa (1991) and Westphal and Milton (2000). The present research program demonstrated the value of social identity theory as a vehicle for understanding Australian women director’s experiences on corporate boards. For the present research, social identity theory provided insights into how successful Australian women directors perceive themselves and other members of their ingroup of board directors. By contributing to a deeper understanding of successful women directors, it is hoped that a greater number of women will be able to successfully join ingroups of board directors, thereby breaking down the barriers to women.

<p>Sammanfattning;</p><p>Avsikten med detta examinationsarbete är undersöka om ledarskapsutbildningen Future Executive Women (FEW) med manligt mentorskap är en fungerande metod för att öka möjligheten för kvinnliga chefer inom det skånska näringslivet att avancera i karriären. För att få svar på våra frågeställningar, har vi genomfört en kvalitativ undersökning i form av intervjuer med sex av deltagare från utbildningen FEW. De teoriområdena som ligger till grund för examinationsuppgiften, är Kön och organisation, Ledarskap och Ledarskapsutveckling. I början av arbetet antog vi att denna typ av utbildning skulle ge deltagarna någon form av konkreta verktyg för att bryta den mansdominans som råder inom det skånska näringslivet. Nu i efterhand har vi förstått att utbildningen i ett kort tidsperspektiv inte lyckades med det i någon större utsträckning. För att möjliggöra en sådan förändring måste vissa delar av utbildningen förändras och förbättras. Vår tolkning är att en vidareutveckling av ledarutbildningen FEW skulle innebära ökade möjligheter för de kvinnliga cheferna att avancera. Avsikten med examinationsarbetet är att belysa och tolka deltagarnas åsikter om utbildningen och på så vis skapa en bild av om detta är en fungerande metod för att kunna motarbeta den ojämlikhet som råder. Vikten av att möjliggöra för kvinnorna att dels skapa egna nätverk och dels få tillgång till mansdominerade nätverk blir tydlig i undersökningen. Vårt arbete tyder på att flera faktorer i utbildningen måste förbättras för att detta skall uppnås.</p>

Sammanfattning; Avsikten med detta examinationsarbete är undersöka om ledarskapsutbildningen Future Executive Women (FEW) med manligt mentorskap är en fungerande metod för att öka möjligheten för kvinnliga chefer inom det skånska näringslivet att avancera i karriären. För att få svar på våra frågeställningar, har vi genomfört en kvalitativ undersökning i form av intervjuer med sex av deltagare från utbildningen FEW. De teoriområdena som ligger till grund för examinationsuppgiften, är Kön och organisation, Ledarskap och Ledarskapsutveckling. I början av arbetet antog vi att denna typ av utbildning skulle ge deltagarna någon form av konkreta verktyg för att bryta den mansdominans som råder inom det skånska näringslivet. Nu i efterhand har vi förstått att utbildningen i ett kort tidsperspektiv inte lyckades med det i någon större utsträckning. För att möjliggöra en sådan förändring måste vissa delar av utbildningen förändras och förbättras. Vår tolkning är att en vidareutveckling av ledarutbildningen FEW skulle innebära ökade möjligheter för de kvinnliga cheferna att avancera. Avsikten med examinationsarbetet är att belysa och tolka deltagarnas åsikter om utbildningen och på så vis skapa en bild av om detta är en fungerande metod för att kunna motarbeta den ojämlikhet som råder. Vikten av att möjliggöra för kvinnorna att dels skapa egna nätverk och dels få tillgång till mansdominerade nätverk blir tydlig i undersökningen. Vårt arbete tyder på att flera faktorer i utbildningen måste förbättras för att detta skall uppnås.

This study examined the critical competencies and challenges evidenced by women in senior leadership roles, particularly women occupying chief executive officer (CEO) roles. Their differences from other women in senior leadership is also explored. Prior studies have indicated that there is an under-representation of women in top leadership positions especially at a chief executive level (also known as the C-Suite). In this phenomenological study, I engaged with participants at a subjective level to inquire into and explore their unique feelings and considerations in order to gain a better understanding of and provide an all-inclusive perspective on the critical competencies women in such leadership roles are required to have and the challenges they experience. I explored the narratives of 23 participants who had risen to the highest levels in their career trajectories; of these participants, 14 were women (five of whom were chief executive officers) and nine were men. The information the executive women provided during the interviews was evidence of their success, efficacy and tenacity. The inclusion of male participants in this qualitative study ensured that dense and rich data could be obtained given the fact that most leadership positions in organisations are still occupied by men. My findings confirmed the findings of research scholars that women of today occupying leading positions in organisations still face the challenge of having to cope with hindrances such as stereotyping, cultural perceptions, political barriers, gender bias, work-life balance, remuneration partiality, glass ceilings and inadequate support structures. However, contrary to the existing literature, which focuses on prevailing competencies that are best suited to leadership, my research paid particular attention to competencies exclusive to women in senior leadership positions. My study also explored significant facets of competencies at chief executive level in respect of three dimensions, namely, business capability, relationships and traits. / Dissertation (MCom)--University of Pretoria, 2016. / Human Resource Management / MCom / Unrestricted

[pt] O presente estudo tem por objetivo analisar de que modo um grupo de mulheres executivas brasileiras, líderes em organizações globais, tem identificado as oportunidades (fatores que facilitam a liderança feminina), desafios (barreiras enfrentadas) e estratégias (modos de agir adotados para maximizar as oportunidades e superar os desafios) ao longo de suas carreiras. Para tanto, foi realizada uma pesquisa de campo, de natureza qualitativa, com oito mulheres em posição de alta liderança, por meio de entrevistas em profundidade e do método de análise de conteúdo. Os resultados demonstraram os desafios que precisaram ser superados, frente à condição de líder feminina, na visão das respondentes, bem como as oportunidades que permitiram emergir suas características pessoais diferenciadas que possibilitaram a conquista de resultados expressivos. A pesquisa evidenciou, ainda, a adoção de uma identidade profissional multifacetada de feminilidades e masculinidades sugerindo uma atitude de mudança comportamental. / [en] The objective of this study is to analyze how a group of Brazilian women executives, leaders in global organizations, have identified opportunities (factors that facilitate female leadership), challenges (barriers faced) and strategies (ways of acting adopted to maximize opportunities and overcome challenges) throughout their careers. For that, a qualitative field research was conducted with eight women in a high leadership position, through in-depth interviews and the content analysis method. The results demonstrated the challenges that had to be overcome, in view of the female leader, in the respondents view, as well as the opportunities that allowed them to emerge their differentiated personal characteristics that allowed the achievement of expressive results. The research also evidenced the adoption of a multifaceted professional identity of femininities and masculinities suggesting an attitude of behavioral change.

Les femmes se heurtent, depuis leur intégration sur le marché du travail, à des barrières qui ralentissent leur évolution professionnelle, limitant leur accès au sommet des organisations. Le «plafond de verre» est l'appellation usitée pour faire référence à ces barrières invisibles. Ce travail doctoral propose d’apporter une contribution à son étude en le replaçant dans un cadre théorique intégrant ses antécédents et ses conséquences. Il se focalise en particulier sur l’impact des pratiques de Responsabilité Sociale des Entreprises (RSE) orientées vers le genre sur l’éclatement du plafond de verre et sur l’engagement des femmes cadres, dans un environnement culturel (le Maroc) et organisationnel (secteurs d’activité masculins) spécifique, par le biais d’une étude de cas. Celle-ci a porté sur deux entreprises industrielles marocaines, dont l’une est labellisée RSE, où des entretiens semi-directifs avec les salariés (femmes et hommes) et les représentants de la Direction ont été conduits. Les données issues des 64 entretiens réalisés ont été complétées par des observations et une analyse documentaire. Sur le plan théorique, nous nous inscrivons dans la nouvelle conceptualisation de l’engagement proposée par Klein et al. (2012, 2014) et adaptons leur modèle processuel d’engagement multi-cibles. La modélisation proposée souligne les effets contradictoires ou synergiques entre les cibles ou entre les types de liens (d’engagement ou relevant d’une autre nature). D’un point de vue managérial, les résultats de ce travail ouvrent des perspectives pour améliorer la gestion des ressources humaines et contrôler ses effets sur les attitudes et les comportements des salariés. / Since women have been integrated to the labor market, they encounter barriers which slow down their professional evolution and limit their access to top management. The« glass ceiling » is the expression used to refer to these invisible barriers. This doctoral work proposes a contribution to the study of these barriers by placing it within a theoretical framework which integrates its antecedents and its consequences. More specifically, this thesis focuses on the impact of gender oriented Corporate Social Responsibility (CSR) practices on the breaking of the glass ceiling and on executive women’s commitment, in a particular cultural (Morocco) and organizational environment (male-dominated sectors), through a case study. Semi-directive interviews were conducted, with employees (women and men) and management representatives in two different industrial Moroccan companies, one of them which was CSR certified. The data based on 64 interviews was complemented by observations and a documentary analysis. From a theoretical point of view, we fit into the new conceptualization of commitment suggested by Klein and al. (2012, 2014), by adapting their multi-target process model of commitment. The proposed modelling highlights the opposing or synergetic effects between targets or between bond types (either commitment or of a different nature). From the managerial viewpoint, the results of this work offer avenues to improve human resource management and the control of its impact on employee attitudes and behaviors.

Este estudio tiene un abordaje cualitativo fenomenológico; su objetivo fue explorar la experiencia de maternidad en mujeres ejecutivas de Lima Metropolitana. Esta investigación permitió abordar cómo mujeres con altos cargos empresariales hacen para conciliar su vida laboral y su vida familiar. Fueron 7 participantes en total y los datos se obtuvieron a través de entrevistas semiestructuradas grabadas con previo consentimiento de las madres. El análisis de datos se determinó bajo el diseño fenomenológico, el cual determinó que la experiencia de maternidad de estas mujeres está caracterizada por la presencia de sentimientos de culpa a la par del amor incondicional hacia su familia e hijos. Así mismo, cuentan con agentes auxiliares que les permite armonizar el trabajo y la familia. Por una parte, sus parejas, que realizan un rol activo en la crianza y labores domésticas; y, por la otra, el apoyo externo de niñeras. A su vez, hay rasgos contextuales que también facilitan está convergencia entre familia y trabajo, que son sus centros de trabajo con políticas flexibles. / This study has a qualitative phenomenological approach; its objective was to explore the experience of motherhood in executive women of Metropolitan Lima. This research made it possible to address how women with senior business positions do to reconcile their work and family life. The data were obtained through semi-structured interviews recorded with the prior consent of the mothers. There were 7 participants in total and the data analysis was determined under the phenomenological design, which determined that motherhood experiences in these women is characterized by the presence of guilty feelings at the same time of unconditional love for their family and children. In addition, these mothers count with a support network, represented in auxiliary agents that allow the harmonization of work and family and the active role of their partners in parenting and domestic work. Also, they are contextual features like companies with flexible policies as centers of work. / Tesis