Conselho Nacional de Desenvolvimento Científico e Tecnológico / Composed by approximately one hundred sons of Saint, the terreiro Santa Bárbara Virgem, located in the city of Laranjeiras, in the state of Sergipe, Brazil, was founded for over a century by africans brought from Benin, Nigeria and Togo, to work as slaves in the cultivation of sugar cane in this region. The two first leaders or Beg (designation for father of Saint) were men and since the death of Ti Herculano (last Beg of the Brotherhood), the terreiro has become led only by women, the Lôxas (designation for mother of Saint). From this perspective, it s important to draft the importance of women in a terreiro Nagô, that draws the attention for the accomplishment of a study that approach more deeply the role of women as a religious and family leader, and an analysis of the constitution of this leadership as a supporter of a secular tradition. The role of women and female leadership in the house is also linked to what the family of Saint members calls as purity. The Brotherhood Nagô calls itself the only pure of Brazil, because they keep the african heritage in the same way it was brought until nowadays. The objective of this study is to analyze the purity as na element that legitimizes the role of women as leaders of this community, as well as legitimizes the Brotherhood as the guardian of a tradition brought from their african ancestors, and to analyze gender and kinship relations that constitute and maintain the roles of female leadership of the Brotherhood. For this purpose, field research was conducted, open interviews with the Lôxa Bárbara Cristina dos Santos, the Mãe Pequena, Dona Ciza, the Patrão, José Maria de Jesus, and others members of the family of Saint members, in order to observe and analyze the ritualistic routine of the Brotherhood and how the hole of women and the utilization of the purity as one of the elements that legitimize the importance of women in this religion is set. / Constituído por aproximadamente cem filhos de santos, o terreiro Santa Bárbara Virgem, localizado no município de Laranjeiras, no estado de Sergipe, Brasil, foi fundado há mais de um século por africanos trazidos do Benin, Nigéria, e Togo, para trabalhar como escravos no cultivo de cana de açúcar nesta região. Os dois primeiros líderes ou Beg (denominação para pai de santo) do terreiro eram homens, e desde o falecimento de Ti Herculano (último Beg desta irmandade), o terreiro passou a ser liderado somente por mulheres, as Lôxas (denominação para mãe de santo). A partir disso, é importante destacar a perspectiva da importância da mulher em um terreiro Nagô, que chama a atenção para a realização de um estudo que aborde de maneira mais aprofundada o papel da mulher enquanto líder religiosa e familiar, além da análise da constituição desta liderança enquanto mantenedora de uma tradição secular. O papel da mulher e da liderança feminina na casa está vinculado também ao que os integrantes da família de santo denominam como pureza. A irmandade Nagô se autodenomina a única pura do Brasil, por manter as raízes africanas da mesma forma que foram trazidas até a atualidade. O objetivo deste trabalho é o de analisar a pureza como elemento que legitima o papel da mulher enquanto líder de terreiro, assim como legitima a Irmandade como guardiã de uma tradição trazida dos seus ancestrais africanos, e analisar as relações de gênero e parentesco que constituem e mantém os papeis de liderança feminina da Irmandade. Para tanto, foi realizada pesquisa de campo, entrevistas abertas com a Lôxa Bárbara Cristina dos Santos, a Mãe pequena, Dona Ciza, o Patrão, José Maria de Jesus , entre outros integrantes da família de santo, com o intuito de observar e analisar a rotina ritualística da Irmandade e como se configura o papel da mulher e a utilização da pureza como um dos elementos que legitimam a importância da mulher nesta religião.

Forskning har länge bedrivits inom området gällande kvinnors hinder att nå högre chefspositioner. Könsroller, stereotypiska egenskaper, kategoriseringar och negativa attityder tycktes vara centrala i problematiken. Syftet med föreliggande studie var att undersöka hur högskolestudenter skattade sina attityder till kvinnor som chefer (n = 193, varav 124 kvinnor). En vinjettstudie med experimentell mellangruppsdesign genomfördes där materialet analyserades med tvåvägs ANOVOR för oberoende mätningar. Resultatet visade att kvinnliga högskolestudenter hade en signifikant mer positiv attityd till kvinnor som chefer jämfört med manliga högskolestudenter. Det påvisades även en signifikant skillnad i skattad attityd till kvinnor som chefer beroende på läst vinjett där kvinnliga högskolestudenter skattade kvinnor som chefer mer positivt efter att ha läst en vinjett om en kvinna som chef. Dock hade utbildning inom beteendevetenskapliga ämnen ingen signifikant inverkan på skattad attityd. Slutsatsen blev att kvinnor som chefer skattades mer positivt än förväntat, och att det tycks ha skett en attitydförändring.

The purpose of this sequential mixed-methods study was to explore the feelings, thoughts, critical incidents, and coping mechanisms of female high school principals and their experiences with the impostor phenomenon. A hierarchical multiple regression revealed that none of the demographic factors such as number of years as a head high school principal, age, percentage of female high school principals in the district, race/ethnicity, marital status, mentorship status, and community type, were statistically significant predictors of the varying levels of the impostor phenomenon. Eighteen female principals who represented an array of backgrounds and impostor phenomenon experiences were subsequently interviewed. The interviews were evaluated using interpretative phenomenological analysis. Seven themes, including several subthemes, emerged from the data. The themes were (1) childhood socialization, including the subthemes of gender roles, familial support, and early experiences of exclusion; (2) transitional uncertainty, including hiring self-doubt, school politics, and pressure to turn around a school; (3) the principalship, including relational leadership, constant pressure, and loneliness of the position; (4) critical incidents of the impostor phenomenon, including the subthemes of lack of experience, external criticism, and self-doubt; (5) gender issues, including a male dominated position, emotional capacity, and physical appearance, (6) coping strategies for the impostor phenomenon, including mentorship and peer support, family support, and self-talk; and (7) combating the impostor phenomenon, including proven success, dismissing criticism through confidence, overcoming controversy and religion or spirituality. The results of this study suggest that mentorship, role models, familial support, and developing self-confidence can help alleviate the negative effects of the impostor phenomenon. It is recommended that educational leadership preparation programs educate students about the impostor phenomenon in an effort to normalize how they view themselves at various transitional phases of their career while offering supports to help them combat potential feelings of self-doubt that may arise as they progress through their careers.

This study examines women's experiences of their career process as well as the importance of the network in order to reach high management positions within the Swedish business sector. Empirical data were collected from seven female managers, belonging to some of the largest corporations in Sweden. Data were conducted through a qualitative interview method and have been processed by the thematic analysis method. The theoretical framework that underlies the analysis of the collected material is the Careership theory, designed by Phil Hodkinson and Andrew C Sparkes. As an analysis tool, we have also used the term glass ceiling to provide an explanation for the reasons behind some of the barriers women may face in their career process. The study's results show how self-esteem in the form of courage, freedom, and motivation becomes an essential part of women's opportunity to pursue a career at the highest level. That being said, social capital in the form of family and networks in various forms has also proven to be of great importance for the women's opportunity to reach high positions within the Swedish business sector. In order to understand women's career development and career opportunities, horizons for action and networks such as social capital should be taken into account.

Background: Today, women and men do not share leadership positions equally within the organizational context. In turn, leadership, particularly transformational leadership, which is mainly used by female leaders, is essential for organizations. Within the organization, the leaky pipeline is a reason why female leaders face gender-specific challenges in their roles as leaders. Further, some aspects provide support for women in the organizational context. However, there is a gap in the literature regarding how these female leaders can overcome these gender-specific challenges.   Purpose: This thesis aims to investigate how Swedish female middle managers can navigate the hinders and helpers they experience within the organizational context.    Method: The thesis was conducted in a qualitative approach with an interpretivist paradigm. The findings were collected through semi-structured interviews with a sample of Swedish female middle managers in the context of private companies and the municipal sector. The empirical findings were analyzed and coded systematically using Gioia’s et al. (2013) method. As a result, a framework emerged based on the existing literature in line with an inductive approach.    Conclusion: This study proposes the Female Leaders Navigation Framework as a help for the female leaders to navigate in the organizational context. Four navigations: 1) Mindset, 2) Awareness, 3) Preparation, and 4) Communication can be implemented by the female leader to navigate the perceived hinders and helpers in the organizational context.

The purpose of this qualitative research was to acknowledge the gap in literature concerning the relationship between female leadership in a Swedish context with impostor syndrome. The focus was on analyzing whether impostor syndrome has an impact on the career progression of female leaders and how organizations can either exacerbate or mitigate the effects of suffering from impostor syndrome in the workplace.  In order to reach a conclusion aligned with the purpose and to respond to the conducted research questions, six semi-structured interviews were conducted with women in different leadership positions, operating within different companies and industries in Sweden. The interviews along with the theoretical framework allowed the authors to perform a thematic analysis in order to structure and analyze the gathered information.  The empirical data that was collected provided sufficient evidence for the authors to draw conclusions with regards to the posed research questions. It was concluded that impostor syndrome is a phenomenon that was frequently experienced among the female leaders, which could be confirmed in the literature. It could also be concluded that this was not a factor that had hindered them in their career progression. Moreover, the organizational support systems could be concluded to have a great impact in how the effects of impostor syndrome could be mitigated or further exacerbated.

This study aims to explore strengths and challenges in an all-female executive team. The subject of female executive teams is relatively unexplored, why the study contributes with a new perspective on the dynamics and processes occurring in an all-female executive team. 45-minute interviews were conducted with each member of the group, which consists of five women between the age of 50 and 61. Together they constitute an executive team in a Swedish organization. A thematic analysis was conducted and four themes were identified, as follows: openness, respect, inefficient processes and homogeneity. In general, the group is perceived to be well-functioning, and they consistently emphasize positive qualities within their group. Among other things, they talk about an open climate, absence of prestige and express care for each other. To some extent, the group is homogeneous. This makes them at risk of groupthink and missing perspectives, although there is no indication in the interviews that this is occurring. They do however express a lack of time and strategic work, deficiencies in structure and to some extent a too large need for control. The study’s findings are discussed in relation to previous research on power structures, gender studies and group development. At last, suggestions are given for further studies to explore whether it is the gender composition or the women's personalities that make the group so well-functioning.

Nancy Pelosi (CA-12) was elected to the House of Representatives in 1987 and was the first female Speaker of the House, originally elected to the position in 2007. Despite the length and significance of her career in the House, there is very little academic literature devoted to the effectiveness of her leadership. In an attempt to fill this research gap, this thesis will raise the following questions; Is Nancy Pelosi an effective Speaker of the House, and has her effectiveness changed significantly over her term as Speaker? For purposes of this research, leadership effectiveness is defined as the Speaker's ability to advance her caucus' legislation and retain her party's majority and power. Leadership style is defined as the actions taken and choices made by the Speaker in order to achieve these goals. To do this, I will utilize the framework developed by Ronald M. Peters and Cindy Simon Rosenthal consisting of 5 normative criteria in which to judge contemporary congressional leadership. In this thesis, I consider leadership episodes that occurred after their work in order to continue the study of Pelosi's leadership and evaluate any changes. I conclude that while she has some effectiveness shortcomings, Pelosi is an effective leader and her leadership style and process has remained relatively constant with few minor changes to account for the quickly evolving political environment her leadership exists within.

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