Aim: The aim of the study is to investigate the impact of national culture on female’s career advancement and different barriers that females may confront in University of Gävle and GuizhouUniversity   Method: Both qualitative and quantitative methods are employed in the current study. Qualitative data is collected by sixteen interviews including ten participants from University of Gävle and six participants from GuizhouUniversity. And the quantitative data is collected by one hundred questionnaires in the two universities.   Result and Conclusions: The study finds out that Hofstede’s six cultural dimensions: power distance, collectivism vs. individualism, uncertainty avoidance, masculinity vs. femininity, long-term orientation vs. short-term orientation and indulgence vs. restraint could affect female’s career advancement in varying degree in which power distance and masculinity vs. femininity differentiate the two universities to a large extent. Moreover, the study shows gender stereotyping, lack of networking, and lack of mentorship are most obvious barriers for female’s career advancement while the impact of glass ceiling, opportunities and self-confidence is relatively.   Suggestion for further studies: Future studies could take more cultural models into consideration. Bigger samples in two countries should be collected to view a whole picture of female’s situation in Swedish and Chinese tertiary education field.   Contribution of the thesis: The model of relationship between national culture and female’s career advancement provides a framework for the further studies relating to female’s under-representation in tertiary field. Barriers identified by the authors remind the universities to improve their organizational management.

Thesis (Ph. D.)--Oregon State University, 2008. / Printout. Includes bibliographical references (leaves 162-168). Also available on the World Wide Web.

Dissertation (Ph.D.)--Auburn University, 2009. / Abstract. Vita. Includes bibliographic references (p.155-191).

Esta pesquisa apresenta uma investigação sobre a argamassa de cal e as ripas de juçara (Euterpe eudulis), materiais empregados no forro em estuque da edificação Vila Penteado, seguindo as diretrizes propostas pelas Instituições de preservação de edificações e de monumentos de valor histórico e artístico. Esta edificação foi tombada pelo CONDEPHAAT - Conselho de Defesa do Patrimônio Histórico, Artístico, Arqueológico e Turístico do Estado de São Paulo e pelo CONPRESP - Conselho Municipal de Preservação do Patrimônio Histórico, Cultural e Ambiental da Cidade de São Paulo. Um conjunto amplo de técnicas foi utilizado para caracterizar a composição e a microestrutura da argamassa original, bem como o estado de conservação dos materiais. Os resultados destas análises serviram de subsídio para a elaboração de uma proposta de reconstituição parcial do forro. O desempenho desta proposta foi avaliado em laboratório, sendo o corpo-de-prova mantido por 30 dias em câmara de carbonatação após a preparação e a aplicação da argamassa. A avaliação da compatibilidade térmica dos materiais originais e novos, quando submetidos a ciclos de aquecimento e resfriamento, foi utilizada como indicador de desempenho do método de restauro. Além disso, foram realizadas avaliações da resistência de aderência do sistema, conforme especificado na NBR 13528 (ABNT, 1995). Estes resultados mostraram que a argamassa original pode manter sua funcionalidade ao longo dos anos, desde que se opte pela técnica de intervenção correta e que a fragilidade do sistema de forro em estuque está nas ripas de suporte. Esta avaliação permitiu a elaboração de uma proposta de restauro para o sistema de forro da edificação Vila Penteado. / This research presents an investigation on the base-lime mortar and Juçara (palm tree Euterpe eudulis) laths which were the materials found in the stucco ceiling of the building, Vila Penteado. The guidelines followed in this study were those set fourth by the Institutions of maintenance for buildings and monuments with historical and artistic value. This building was declared a heritage by CONDEPHAAT – The Council for the Defense of Historical, Artistic, Archeological and Tourist Patrimony of the State of São Paulo and by CONPRESP – The Council for the Preservation of the Historical, Cultural and Environmental Patrimony of Sao Paulo City. A broad set of techniques was used to characterize the composition and the microstructure of the primitive mortar, as well as the condition of the materials. The results of these analyzes were useful in proposing a partial reconstitution of the ceiling. The performance of this proposal was evaluated in laboratory conditions by keeping the specimen in a carbonation chamber for thirty (30) days after application, to accelerate curing. The thermal compatibility and adhesion strength resistance of the primitive and new materials were tested after subjecting them to heating and quenching cycles, and the results were used as indicators of the proposed restoration method´s performance. These results showed that the primitive mortar can remain serviceable for many years as long as the correct intervention technique is employed, and the fragility of the ceiling system is in the supporting laths. This evaluation allowed for the elaboration of a proposal for restoring the ceiling system of the Vila Penteado building.

La presente tesis con título “Estudio de las diferencias entre hombres y mujeres en los estilos de liderazgo y su efecto en el acceso a puestos de dirección en la empresa Nexsys del Perú S.A.C”, identifica en qué tipo de liderazgo se encuentran las personas que ocupan cargos directivos según la Teoría de la Malla Gerencial del Enfoque de Rejillas. El estudio correspondió a un enfoque cuantitativo, en un nivel observacional descriptivo, prospectivo y transversal. Los métodos empleados fueron la encuesta según Blake & Mouton, y un cuestionario propio adaptado, que nos permitieron tener un enfoque respecto a las diferencias de género en los estilos de liderazgo y averiguar el motivo fundamental al acceso a cargos directivos en la organización. Las herramientas aplicadas se llevaron a cabo utilizando una población de dieciocho personas en puestos directivos entre veinticuatro a sesenta años de edad, laborando; y teniendo como cargo directivo, entre un mes a ocho años. La particularidad de la investigación radica en que es una empresa donde el 61.11% son mujeres y el 38.89% son hombres, siendo más de la mitad mujeres, incluyendo la Gerente General. Teniendo en cuenta los últimos informes de la Instituto Nacional de Estadística e Informática, la coyuntura social o variables sociales, influyen para que la mujer no se desempeñe laboralmente en la directiva de una organización, en el caso de Nexsys del Perú S.A.C, no aplica ya que hay más mujeres que hombres en los puestos directivos, descartando aquella costumbre que sólo los hombres lideren en las organizaciones. / The present thesis entitled "The study of the differences between men and women in leadership styles and their effect on access to management positions in Nexsys del Perú SAC", identifies in which type of leadership are people who hold management positions according to the Managerial Grid Model. The study corresponded to a quantitative approach, at a descriptive, prospective and transversal observational level. The methods used were the Blake & Mouton survey, and a self-adapted questionnaire, which allowed us to have a focus on gender differences in leadership styles and to find out the fundamental reason for access to management positions in the organization. The applied tools were carried out using a population of eighteen people in managerial positions between twenty-four to sixty years of age, working; and having as manager, from one month to eight years. The particularity of the investigation is that it is a company where 61.11% are women and 38.89% are men, with more than half women, including the General Manager. Taking into account the latest reports from the National Institute of Statistics and Informatics, the social situation or social variables, so that women do not work in the management of an organization, in the case of Nexsys del Perú SAC, does not apply because there are more women than men in management positions, discarding that custom that only men lead in organizations.

Abstrakt Titel: Glasbubblan - En studie om kvinnliga ledare och deras avancemang i den svenska musikbranschen Författare: Lisa Andersson, Alexandra Björn och Jennifer Stensson Institution: Linnéuniversitetet, Ekonomihögskolan Program: Music & Event Management Kurs: Företagsekonomi III - Organisation, Examensarbete (kandidat) Handledare: Mathias Karlsson Examinator: Hans Wessblad Problemformulering: Vilka hinder upplever kvinnor på sin väg till de ledande positionerna inom den svenska musikbranschen? Syfte: Syftet med denna studie är att göra en kartläggning av vilka hinder kvinnliga ledare upplevt på sin väg uppåt i musikbranschen. Metod och teoretisk referensram: Rapporten består av en kvalitativ studie med en deduktiv ansats. Vi har samlat in empiri genom nio semistrukturerade intervjuer med kvinnor på ledande positioner verksamma inom musikbranschen. Den teoretiska referensram vi använt oss av innefattar glastakets möjlighetsstruktur, maktstruktur samt könsstruktur. Slutdiskussion: I slutdiskussionen presenterar vi de hinder vi lyckats kartlägga att kvinnor upplever, samt hinder de utsatts för rent omedvetet. Vi presenterar också vårt bidrag till den redan befintliga forskningen i form av en ny glasmetafor; glasbubblan. / Abstract Title: The glass bubble - A study about female leaders and their advancement in the Swedish music business. Authors: Lisa Andersson, Alexandra Björn and Jennifer Stensson Institution: Linnaeus University, School of Business and Economics Program: Music & Event Management Course: Business Administration III - Organization, Bachelor Thesis Supervisor: Mathias Karlsson Examiner: Hans Wessblad Problem statement: What obstacles do women experience on their way to the leading positions in the Swedish music industry? Purpose: The purpose of this study is to map out the obstacles that female leaders experienced on their way up in the Swedish music business. Method and theoretical reference framework: This thesis consists of a qualitative research with a deductive approach. We have collected empirical data that consists of nine semi structured interviews with female leaders in the music business. The theoretical referensframe we have used contains the glass ceilings structures of possibilities, power and gender. Discussion: In the discussion, we present the obstacles that we have mapped out from the womens experience. But we also present the obstacles that women have been exposed to unconsciously. We also present our contribution to the already existing research in the shape of a new glass metaphor; the glass bubble.

The Glass ceiling is a metaphor used to explain how women can be limited from reaching the top positions in their careers by being stuck under a transparent glass ceiling. Despite the fact that Sweden is one of the most gender equal countries in the world, the current statistics show that women in Sweden generally earn less than men, take larger responsibility of parenting and only represent a minority in boards and leading positions. Previous research on the Glass ceiling has been supported by factors such as motherhood, women’s views on their own possibilities and women being promoted to more precarious leading positions. The current study focuses on the auditor sector and is limited to Stockholm. The study aims to contribute to an understanding of the inequalities between men’s and women’s careers by measuring the existence of the Glass ceiling. The research emanated from previous research and affiliated theories aiming to confirm or reject the Glass ceiling. The study was conducted through semi-structured interviews with auditors operating in Stockholm, during spring of 2017. The current study showed evidence for Homosocial reproduction in top positions in the auditor business in that men tend to choose other men when promoting to top positions. The Pipeline perspective theory was also corroborated due to the industry gradually becoming more gender equal. Furthermore, evidence was found of the Leaky pipeline theory on women resigning from the auditor business as they become mothers, due to the auditor business’ seasonally intense workload. The Glass ceiling was hence partly confirmed. / Glastaket är en metafor vilken används för att förklara vissa kvinnors begränsningar till att avancera till de högre positionerna inom sitt yrke. Trots att Sverige är ett av världens mest jämställda länder visar statistiken att kvinnor i Sverige generellt har lägre lön än män, tar större ansvar för barnomsorg, tar ut mer föräldraledighet och tar enbart upp en minoritet av styrelse- och ledarpositioner i stora bolag. Tidigare forskning har förklarat Glastaket som en konsekvens av moderskap och kvinnors synsätt på sina egna möjligheter. Studien inriktar sig på revisionsbranschen och avgränsas till Stockholmsområdet. Studiens syfte är att genom tidigare forskning och teorier relaterade till Glastaket bidra till en djupare förståelse genom studiens undersökning. Undersökningen skedde genom semistrukturerade intervjuer med revisorer i Stockholmsområdet under våren 2017. Resultaten visade att studien kunde finna bevis för Homosocial reproduktion i toppositionerna inom revisionsbranschen genom att män tenderar att välja andra män till befordran inom branschen. Även Pipeline perspective-teorin fick belägg i studien då revisionsbranschen tidigare varit mansdominerad, men successivt blir mer jämställd. Vidare fann studien även evidens för Leaky pipeline-teorin där kvinnor oftare säger upp sig från revisorsyrket då de skaffar barn på grund av att yrket ofta innebär mycket arbete vilket kan vara svårt att kombinera med familjeliv. Därmed bekräftar dessa teorier delvis Glastaket.

Bien que le nombre de femmes, travaillant dans des cabinets de conseil et à des postes à haute responsabilité, ait augmenté, il reste cependant moins élevé que celui des hommes. En effet, la promotion au statut d’associé est le critère utilisé pour marquer la nature et l’existence, au sein des entreprises de services professionnels, de ce qu’on appelle en français le ‘plafond de verre’. De même, devenir associé constitue une des évolutions professionnelles les plus complexes qui soit, le futur associé devant s’inventer une identité professionnelle nouvelle et différente. Dans ce contexte, l’objectif de cette recherche est double. Tout d’abord, elle s’attache à mieux comprendre comment les femmes et les hommes consultants, au sein d’une culture organisationnelle sexualisée, se construisent leur propre identité professionnelle. Ensuite, son objectif est également d’approfondir les connaissances sur la façon dont l’identité professionnelle contribue à expliquer l’existence et la nature de ce ‘plafond de verre’ dans les entreprises de services professionnels.Cette perspective se base sur une étude qualitative réalisée auprès d’hommes et de femmes consultants et cadres supérieurs, et en particulier, mais pas de façon exclusive, auprès de ceux qui ont été promus associé. L’étude a été menée auprès d’associés et non associés évoluant au sein de quatre grands cabinets de conseil français et de deux grands cabinets américains. / Although there has been an increase in the number of women entering the management consulting firms, they are still proportionally much fewer in the highest levels of the hierarchy than men. Indeed, the promotion to partner is the criterion used to establish the nature and existence of the “glass ceiling” in professional services firms. At the same time, the transformation to partner is one of the most complex professional transformations there can be, in which the aspiring partners must assume a new and different professional identity. In this context, the aim of this research is twofold. On the one hand, the present research aims to better understand how women and men consultants construct their professional identities, in a gendered organizational culture. On the other hand, it also aims to deepen, in particular, the understanding of the ways in which professional identity contributes to explain the existence and nature of the glass ceiling in professional services firms. The perspective developed here is based on a qualitative study of male and female consultants and senior executives, primarily, although not exclusively, those who went through the promotion to partner. The research was conducted with partners and non-partners from four large management consulting firms in France, and two large management consulting firms in the United States.

Aujourd’hui encore et presque partout dans le monde, les femmes se heurtent à une barrière appelée « plafond de verre », qui freine leur progression. Une barrière invisible mais dont les conséquences sur l’égalité professionnelle entre hommes et femmes, sont, quant à elles, bien visibles. Soucieux d’éclairer ce phénomène dans sa complexité, nous tentons, d’identifier et d’explorer les facteurs qui le composent et leurs interactions. Cette thèse interroge également le contraste entre la catégorie juridique et la pratique de l’égalité au sein de la sphère professionnelle. Il s’agit de questionner la place de l’égalité dans le champ législatif et organisationnel pour tenter de comprendre ce qui se cache derrière le maintien du plafond de verre. Nous appuyons notre analyse sur une investigation empirique approfondie, à visée comparative, des contextes marocain et français. Nos résultats confirment l’idée générale : le plafond de verre, loin d’éclater, est en train de couvrir un champ toujours plus large. / Almost all over the world and to date, women still face a barrier called “glass ceiling”, impeding their carrier’s progression. An invisible barrier but whose impact on workplace equality is clearly visible. This thesis aims to shed light on the complexity of the glass ceiling phenomenon by identifying the contributing factors which creates it and exploring their interactions. This work, also, seeks to examine gender equality in legislation and gender equality in the workplace, in order to understand the persistence of the glass ceiling. Our analysis is based on an in-depth empirical comparative investigation, of the Moroccan and French contexts. Our results confirm the general idea: the glass ceiling, far from bursting, is covering a field always wider.

In recent years, there has been increasing concern that gender bias has prevented women from advancing as rapidly and as frequently as men into management positions. Although the number of women managers has increased, they may experience difficulty moving into upper management positions. The purpose of our research was to study employee gender perception of key variables of women and the positions held in high technology companies. In this research, phenomenological research method was chosen, because the aim of it is to determine what the experience means for the people who have experienced it. Based on the collected data, answers and experiences, structural analysis was done in order to find out the major phenomena of gender perceptions. A number of variables uncover the perception of aspects of policy and gender and barriers that may affect female employees' opportunities for advancement. Using a sample of 30 full-time employees from Company A, the results indicated that position held was significantly different for male and female employees. The results also indicated that neither male nor female employees appeared to notice the apparent perceptions apparently as a glass ceiling within their company and the Implications discussed and recommendations provided. With reference to the Empirical research, this paper increases the knowledge about women’s career development and provides recommendations how to deal with it. It is also expected that this thesis will be helpful to all women who are in the labour market for their career development and advancement.