The purpose of this study is to investigate the factors that contribute to the career achievements of female superintendents in California's public schools. The under-representation of female superintendents in California's educational system is explored, and the study helps explain why it exists and how it can be changed. The personal and professional characteristics shared among the female superintendents are clearly outlined. In addition, the study also describes the personal and professional obstacles these women have encountered while aspiring to become superintendents, how they overcame them and what advice they have for aspiring superintendents. While illustrating these factors, as well as outlining the most typical career path to the superintendency, the study also covers why there is a disproportionate representation of women in the superintendent position, and explores how that can change. Additionally, the study investigates why California has more female superintendents than found in the national average. The researcher used qualitative and quantitative research methods. The population consisted of 152 female superintendents in California. A questionnaire was used to collect personal and professional characteristics data. Thereafter, structured taped interviews were conducted with 10 selected female superintendents. Findings of the study showed that while California has a higher percentage of female superintendents than the national average, there is still a disparity between men and women in this field. The study illustrates the common characteristics shared among the women holding superintendency positions. The female superintendents in California all begin with a minimum of seven years of teaching, and then their career paths begin to vary. Barriers such as chauvinism and prejudice on the part of board members exist, as well as balancing career with home responsibilities. To overcome barriers and achieve success, upbringing is an important factor. Women superintendents tend to be strong in their resolve and to persevere. In order to be successful, it is recommended that superintendents mentor other aspiring superintendents to reinforce the belief that women should be placed in these leadership roles. Also, women should gain a variety of experiences. Numerous reasons were given due to the disproportionate role of female superintendents in California. One included the women's responsibility in the family. To overcome this disproportionate representation, it is recommended that these women have a strong support system at home. California's culture allows women to further advance in education as opposed to other states. According to these women superintendents, tolerance is greater in California, a state with less views about women and more views about growth and progress.

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According to a 2016 report by Catalyst, women in the United States make up 46.8% of the workforce and 51.1% of management and professional positions, but only a startling 4% of top leadership positions in S&P 500 companies. There are many reasons for this phenomenon, and this paper will consider the major theories behind it. Through the lens of the financial services industry and using both the qualitative research technique of semi-structured interviews, and quantitative techniques to measure the findings from the qualitative research, this paper endeavors to show which factors impact female leaders’ ability to reach the senior levels of management from their own perspective, and illustrate how these may differ from the challenges their male colleagues experience. The goal of this research is to provide insights to help direct future research and offer guidance to the financial services industry regarding steps to take to ensure women are afforded equal advancement opportunities. The research shows that both harassment and social role conflict impact women to a greater extent than men in the financial services industry. / Business Administration/Interdisciplinary

Frågeställning: Under vilka omständigheter väljer organisationer intern respektive extern rekrytering när chefer ska tillsättas? Syfte: Syftet är att undersöka under varför och under vilka omständigheter organisationer väljer intern respektive extern chefsrekrytering.  Metod: Kvalitativ ansats, Intervjuer, Tematisk analys Slutsats: Utifrån den tidigare litteraturen samt studiens insamlade empiriska material tycks organisationer föredra att rekrytera chefer internt om rätt kompetens finns inom organisationen. Det huvudsakliga argumentet för internrekrytering är att skapa motivation hos anställda samt bibehålla långsiktig kompetens genom att utveckla medarbetare. Interna kandidater har även kunskap om organisationens kultur och arbetsprocesser, vilket minskar tid och kostnader för introduktion. Under vissa omständigheter tycks organisationer föredra extern rekrytering, exempelvis när en omorganisering ska ske, eller vid andra situationer som kräver nya perspektiv och infallsvinklar. En annan vanlig orsak till att rekrytera chefer externt är när intern kompetens saknas inom organisationen. Intern utveckling är en del av ett långsiktigt arbete att säkerställa att organisationen har rätt kompetens och rätt ledarskap i framtida situationer. / Research questions: Under what circumstances do organizations choose internal or external recruitment when hiring managers? Purpose: The Purpose is to investigate why and under what circumstances organizations choose internal or external managerial recruitment. Method: Qualitative method, Interviews, Thematic analysis Conclusion: Based on the previous literature and the study's collected empirical material, it seems that organizations prefer to recruit managers internally if the right skills are available within the organization. The main argument for internal recruitment is to create motivation in employees as well as maintain long-term competence through employee development. Internal candidates also have knowledge of the organization's culture and work processes, which reduces the time and costs of introduction. Under certain circumstances, organizations seem to prefer external recruitment, for example when a reorganization is to take place, or in other situations that require new perspectives and approaches. Another common reason for recruiting managers externally is when there is a lack of internal competence within the organization. Internal development is part of a long-term effort to ensure that the organization has the right skills and leadership in future situations.

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Doctor of Philosophy / Department of Educational Leadership / Charles R. Oaklief / This ex post facto research was conducted using parametric and non-parametric analysis to determine if the mass retirement of community college presidents between 2001 and 2007 had precipitated a diminution in educational qualifications, a reduction in pre-presidential community college experience, or a change in presidential career paths of first time community college presidents by era (before and after 2001). Seven hundred eighty-five currently serving presidents of comprehensive community colleges were surveyed. The overall return rate of the survey was 53.25%: the useable return rate was 49.30%. Parametric (independent samples t-test) and non-parametric (Mann-Whitney and chi square) tests were used to determine if there were significant differences in educational qualifications, pre-presidential community college experience, and presidential career paths of first time community college presidents by era (before and after 2001). The study found: - A diminution of the educational qualifications after 2001 with fewer presidents holding doctorates at the time of their first presidential appointments compared to presidents appointed before 2001; - A significant increase in pre-presidential community college experience of presidents appointed after 2001 at the time of their first presidential appointments compared to presidents appointed before 2001; - A significant difference in presidential career paths by era. Specifically, presidents appointed after 2001 were significantly less likely to have entered the community college system from K12 or from non-educational management positions. Presidents appointed after 2001 were also significantly less likely to have served as a community college Chief Academic Officer and significantly more likely to have served as a community college Primary Academic Officer, Chief Students Affairs Officer, or Vice President.

Ce mémoire traite des parcours de musiciens migrants d’origine arabe à Montréal. Il s’intéresse à la manière dont ces derniers construisent leurs carrières musicales dans ce contexte et acquièrent la reconnaissance des différents acteurs qu’ils côtoient – pairs, intervenants culturels, public. La méthodologie adoptée est de nature qualitative et correspond à une perspective ethnosociologique, le contexte musical de l’étude inscrivant la démarche dans le domaine de la sociomusicologie. Cinq musiciens ayant migré d’un pays arabe avec une pratique musicale préalable ont été rencontrés, ainsi que cinq acteurs du milieu musical qui interagissent avec eux. Ce corpus d’entretiens a été complété par de l’observation et l’étude de traces (ex. : disques, cv). La démarche d’enquête a permis d’élaborer un ensemble de propositions visant à comprendre les phénomènes sociaux observés. Il apparaît que ces musiciens construisent leurs carrières montréalaises grâce à une actualisation et réappropriation originale des sources et influences musicales accumulées au fil de leur vie, processus néanmoins tributaire des rouages du milieu musical. Celui-ci est constitué de multiples acteurs ayant chacun leurs objectifs, intérêts, contraintes vis-à-vis desquels les musiciens doivent s’ajuster, négocier, faire des compromis. Puis, l’ethnicité arabe qui est construite et mise en scène par les performances musicales peut vraisemblablement agir comme outil pour se démarquer dans le contexte montréalais. Cependant, les dynamiques qui sous-tendent les rapports sociaux que ces artistes entretiennent dans la métropole font en sorte qu’ils ont ultimement peu d’emprise sur la manière dont se manifeste la reconnaissance à leur égard et vis-à-vis de leurs pratiques musicales. / This thesis examines the career paths of migrant musicians of Arab descent living in Montreal. It looks at how they build their musical careers in this context and gain recognition from the various actors they encounter – peers, cultural stakeholders, the public. The methodology adopted is qualitative in nature and corresponds to an ethnosociological perspective, with the musical context of the study placing the approach in the field of sociomusicology. Five musicians with existing musical practices who had migrated from Arab countries were interviewed, along with five members of the musical milieu who interact with them. This series of interviews was supplemented by observation and archival research (ex.: albums, cv). This investigative approach allowed for the elaboration of a set of proposals aiming to understand the observed social phenomena. It would seem that these musicians build their Montreal careers thanks to renewal and original reappropriation of musical sources and influences accumulated throughout their lives, a process that is nevertheless dependant on the workings of the music scene. This milieu is made up of multiple actors with their own objectives, interests, and constraints around which the musicians must adapt, negotiate, and make compromises. Additionally, the Arab ethnicity that is constructed and staged through musical performances can presumably act as a device for standing out in the Montreal scene. However, the dynamics underpinning these artists’ social relationships within the city ultimately give them little control over the manner in which recognition is manifested for the individuals as artists or for their musical practices.

Thesis (M.A.)--University of the Witwatersrand, Faculty of Humanities, Arts and Culture Management, 2013 / This report examines the ways in which a community theatre project called Thesele Creative Society (TCS) active in Soweto, South Africa, influenced and broadened the career paths of five people who were directly marginalized by the Apartheid government’s policies. I focus on the period from 1991-1995, which corresponds to the transition to democracy, signifying increased accessibility within the country to a variety of career options for black people synchronous with an entry into a differently challenging global economy. In many parts of the world, community arts projects are known to enhance the ability of their participants to successfully participate in the job market and learn skills that are useful in life more generally. South African community arts projects are understood to have played a significant role in, inter alia, the economic and skills development of its participants over the last 60 years. Although located in a remote periphery of the arts, culture and heritage sector, with its impact running a risk of being undercounted within the creative economy, TCS proved to be one of the community arts projects with socio-economic bearing. Selected through purposive sampling, the five main participants of this study present intrinsically interesting cases through which I identify the types of skills provided by TCS within the community theatre environment, as well as the methodology employed in transferring these skills. I also show that the background and practice of TCS provides lessons in terms of the application of self-reliance and self-determination principles, and sequentially argue that the application of these principles is necessary for the advancement of many disadvantaged communities in South Africa. I create links between the qualitative data I have collected in the form of interviews with wider issues of creative economies, complementing existing theoretical and ideological studies of community arts practice with a practically grounded approach. This research draws attention to, and demonstrates the importance of, the study of community arts projects, as opposed to community arts centres, which have been the virtually exclusive focus of prior research.

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