No description available.

Denna studies syfte är att ta reda på om det finns skillnader mellan mäns och kvinnors ledarskap inom företaget vid namn bemanningsföretaget, och om detta har en påverkan på arbetsmotivationen hos ledarnas assistenter. Forskningsdesignen som denna studie har tillämpat är av en kvalitativ karaktär och har genomförts i form av en fallstudie varav åtta individer har agerat som respondenter. Bland dessa var fyra stycken ledare, och fyra var ledarnas assistenter, vars arbetsuppgift är att arbeta tillsammans med ledarna. Teorier som har tillämpats i uppsatsen har utgått från teorier som berör manligt respektive kvinnligt ledarskap och arbetsmotivation. Studien har kommit fram till att det finns både likheter och skillnader mellan manligt och kvinnligt ledarskap hos respondenterna. De största skillnaderna gällande ledarskapsstilar fanns hos männen. Kvinnorna adopterade ett relationsorienterat ledarskap och skiljde sig i en liten mån från varandra. Dessa likheter som observerades bland de kvinnliga ledarna fanns även hos en av de manliga ledarna. Arbetsmotivationen hos ledarnas respektive assistenter påverkades inte av ledarnas kön. De faktorer som tillsynes hade störst effekt och påverkan på arbetsmotivation var istället personlighetsdrag hos ledarna. / The purpose of this paper is to determine if there are differences between male- and female leadership within a company named bemanningsföretaget, and if these differences may have an effect on the leaders assistants work motivation or not. The research design that this paper has applied is based on a qualitative research design and has been carried out through a case study. 8 respondents has been interviewed in semi structured interviews, where 4 of these respondents are leaders, and the following 4 was their dedicated assistants. The theories applied in this paper are based on leadership theories, male- and female leadership theories, as well as one theory regarding work motivation. The outcome of this paper has determined that there are both similarities and differences between male and female leadership styles. The female leaders adopted a relational leadership style and did not differ very much from each other. The similarities observed regarding the female leaders could also be observed in one of the male leaders’ leadership style. The work motivation of the assistants was not affected by their leaders’ gender, but rather of factors regarding the leaders’ personalities.

Sweden possess the forth place as the most gender equal country in the world (World Economic Forum, 2013). But when it comes to women in higher-level positions, Sweden ends up below the European mean (European Commission, Justice, 2011). How can this be? And more importantly, how can Sweden work to attain gender equality in higher-level positions in the future? Why this gap exists in Sweden and how to reduce it is in need of further investigation and research. The thesis aims to investigate why men keep dominating higher- level positions within organisations in Sweden. A focus has been put on municipalities and their extensive work for gender equality. The thesis will address the extensive work Swedish municipalities have done within gender equality and why they are relatively equal when it comes to gender equality in higher- level positions. Further on it will provide a general understanding of their successful work and how it can be useful in other organisations. Additionally, it will be investigated how this extensive gender equality work, with a primary focus on gender equality policies and plans, and other regulations can help women reach and keep the higher-level positions in an organisation. A qualitative research approach has been used for this research. The primary data was collected through in-depth semi- structured interviews with five Swedish municipalities. The data was later analysed through qualitative data analysis. In conclusion, the most successful factors to include when working towards a gender equal workplace and encouraging more females to aim for higher-level positions are extensive work with gender equality policies and plans, including changes in the recruitment process together with providing options of how to allocate your working hours. This to open up for equal opportunities, excluding gender based prejudices, for those individuals who have the right competence and are interested in possessing a higher-level position in an organisation.

This study explores the conceptualisation of glass ceiling by Bahraini female managers in their bid to attain senior management position as a career advancement. It assesses their perception of the concept of the glass ceiling, and what coping mechanisms adopted in eliminating barriers and empowering women to attain senior executive positions in the finance sector. The study identifies gender discrimination as a cause that impedes female career progression to senior management levels in the banking industry which originate in multiple environmental levels: organisation barriers (i.e. meso level), societal barriers (i.e. macro level) and individual barriers (i.e. micro level). The study adopts a qualitative approach to uncover the research questions and conducted in-depth semi-structured interviews with 37 Bahraini female managers in the banks to extract their lived experiences on barriers that hamper their advancement to senior levels. The study captures barriers common to women within an Arabic-Islamic cultural context and seeks to explore its differences from the barriers experienced by western women in their career. The study found out that women’s career progression is affected by social, religious and cultural dogmas, gender stereotype, individual limitations, and organizational structures. This study finds that patriarchal societal pressures, cultural norms, and religious studies influence glass ceiling experienced by Bahraini women. The findings also revealed the limited ability of women to take decisions that affect their advancement. Furthermore, this study highlights the differences in experiences between the majority of women in Western countries where they have autonomy and freedom as their male counterparts in the society. The societal norms and culture appear to undermine women’s empowerment and result in stress, tension and losing valuable talent within the work milieu. The research also revealed the strive by women under the pressure of organisational, societal and individual barriers and the influence of the religious aspects impeding their career progression. The study has added a new insight by emphasising on the value of empowerment for women as a key to breaking the glass ceiling. The analysis shows barriers are varied by the level of empowerment of women, where empowered women can overcome the barriers they encounter while disenfranchised women believed that the barriers operate to their disadvantage and justification for not attaining senior executive positions by making it stiffer. The study concludes there is a need for the re-evaluation of the foundational rubric of the education system on gender equality at an early stage and empowering women in several aspects. These include building up women's capacity by training, mentorship, and networking, presenting inspiring female role models, temporary measures such as mandatory quota, and raising awareness regarding gender equality and emphasis on revising the educational curriculum at schools.

Over the past couple of decades, women have conquered most obstacles in their effort to scale the mountains of leadership and management, seemingly only to fall at the last hurdle by purposefully derailing and mistreating each other. As a large percentage of the workforce in the Western hemisphere is composed of women, the likelihood of experiencing a female superior throughout their career is very high for both men and women, giving rise to the threat of dealing with the Queen Bee Syndrome. The antecedent aim of this master thesis paper is to explore the reasons that give rise to and legitimize the so-called Queen Bee phenomenon, which describes a usually senior female holding a higher leadership-position, who actively opposes the rise of other females in male-dominated organizations, in connection to the Millennial Generation. For this purpose, the methodology approach of Grounded Theory was chosen, first and foremost establishing a theoretical framework comprising literature gathered from academic journals, professional and specific print and sources, as well as relevant writings from contemporary and topical media channels, such as the New York Times newspaper, or the Harvard Business Review. Second, a qualitative empirical study was conducted, for which several women from both the Millennial and its predecessor generation were interviewed, in order to explore opinions on perceived biases against female leaders and managers which, among other things may lead to typical Queen Bee behavior, its provenances, and their implications for business women and organizations. The gained insights are culminating in the emergence of a new theory, according to which female Millennials’ inherent narcissistic tendencies may not hinder them to pursue much-needed mentoring relationships with other females and even suggest the possibility of a diminishment of the dreaded female bully-boss paradigm.

Despite global progress on gender equality, women continue to be underrepresented in politics and business. One widely debated policy measure aimed at tackling this issue is statutory gender quotas for the boards of directors of listed companies – so-called corporate quotas – which have been adopted in more than a dozen countries worldwide, yet remain understudied in the gender and politics literature. This thesis addresses that research gap and explores the broader impacts of corporate quota policies, in particular whether a quota law increases companies’ attention to gender equality and women-friendly workplace policies in areas beyond the boardroom. Focusing on the case of Germany, which adopted a corporate quota law in 2015, I use companies’ annual and sustainability reports to measure corporate attention to gender equality over a period of ten years (2011–2020). I exploit variation in the scope of the German law by employing a difference-in-differences method to compare outcomes for companies targeted by the quota law and companies that fell outside of the law’s reach, before and after quota adoption. Contrary to theoretical expectations and earlier research, no significant effects are found, indicating that German companies’ inclination to work with gender equality and women-friendly workplace policies remains largely unaffected by the quota policy. This suggests that although gender quotas may enhance women’s numerical representation by increasing the share of female members on corporate boards, they make little difference for firms’ broader gender equality work.

No description available.

Although the topic is trending globally, clear steps forward for female leadership are yet to be made. This is impacted even more by the fact that little empirical research has been conducted to examine the attitudes towards females in managerial positions from different countries' point of view. Therefore, the aim of this research is to get an understanding of the current state of affairs of female leadership in a more global context, with input from both developed and developing countries. Specifically, it explores the similarities and differences of female leadership challenges in Afghanistan and The Netherlands. To explore challenges experienced by, as well as strategies of, Afghan and Dutch female leaders, a qualitative study was conducted. Ten semi-structured interviews were done in-person and through video calls, consisting of 5 interviews for each country. Ten participants, meeting the criteria of holding a leadership/management position, were chosen through convenience sampling. The results showed significant similarities and differences in female leadership challenges, as well as strategies.  The unfortunate entanglement of culture in Afghanistan, under Taliban rule, has resulted in the oppression of female leaders. In the Netherlands, female leadership progress appears idealized. Nevertheless, female leaders in both countries share similar strength and strategies to cope with challenges themselves because society seemingly fails to bring change. As the results also show leadership skills specific to female leaders, societies and organizations worldwide should spread awareness and take action in gender equality, unlocking the full potential of female leadership.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-05-28T14:06:01Z No. of bitstreams: 1 Adriana Silva Medeiros.pdf: 846060 bytes, checksum: a64574499536dad3c7d36642a84b8884 (MD5) / Made available in DSpace on 2015-05-28T14:06:01Z (GMT). No. of bitstreams: 1 Adriana Silva Medeiros.pdf: 846060 bytes, checksum: a64574499536dad3c7d36642a84b8884 (MD5) Previous issue date: 2014-04-11 / Nenhuma / A pesquisa buscou compreender a percepção de mulher es em postos de liderança a respeito de sua trajetória profissional e pessoal, notadamente no que diz respeito às demandas sociais sentidas, os desafios enfrentados nesse percurso e as estratégias de enfrentamento adotadas. Para tanto, realizou-se um estudo eminentemente qualitativo e exploratório, de caráter transversal. A estratégia de coleta de dados envolveu oito entrevistas narrativas, cuja análise centrou-se no caráter individual, a saber, a compreensão dos relatos acerca das experiências pessoais e profissionais das entrevistadas sobre a trajetória até alcançar postos de liderança estratégica nas organizações. O tratamento dos dados foi realizado através da análise de discurso, amparado pelo software de categorização de dados NVivo. O referencial teórico foi sustentado a partir de quatro enfoques centrais: a) a liderança e como esse conceito é atravessado pela questão do gênero; b) a construção das representações sociais em relação ao gênero; c) a retomada histórica da trajetória da mulher no mercado de trabalho e em cargos de gestão e, por fim, d) a liderança feminina construída e consolidada dentro do contexto social apresentado e suas implicações na vida pessoal e profissional dessas mulheres. A pesquisa revelou que apesar de não sentirem situações extremas relacionadas à discriminação e às barreiras de gênero, a cobrança e a necessidade de comprovar suas competências é marcante, assim como o imperativo de sustentar sua posição sistematicamente em um universo que ainda é eminentemente masculino. Quanto às questões familiares, ainda existem dificuldades na conciliação da vida pessoal e profissional, na medida em que o percurso exigiu inúmeras escolhas e renúncias em prol do alcance de cargos de destaque nas organizações. Em relação à liderança, percebeu-se claramente a intenção de fortalecimento através do conhecimento como forma de assegurar sua posição e uma prática de gestão fundada nas pessoas, no compartilhamento e na meritocracia. / The research sought to understand women’s perception in leadership position about their professional and personal life, especially with regard to perceived social demands, the challenges faced in this journey and coping strategies adopted. For this, there was an eminently qualitative and exploratory study, of cross-sectional nature. The strategy of data collection involved eight narrative interviews, whose analysis focused on individual character, namely, the understanding of the reports concerning the interviewees’ personal and professional experiences about the trajectory to achieve strategic leadership positions in organizations. Data analysis was performed by analysis of discourse, supported by NVivo's data categorization software. The theoretical framework was sustained on four main approaches: a) leadership and how this concept is crossed by the issue of gender, b) the construction of social representations in relation to gender, c) the historical recovery of the trajectory of women in the market work and in management positions and finally, d) the feminine leadership constructed and consolidated within the social context presented and its implications for personal and professional lives of these women. The survey revealed that despite not feeling extreme situations related to discrimination and gender barriers, the demands and the need to prove their competence is remarkable as well as the imperative to sustain systematically their position in a universe that is still predominantly male. With respect to family issues, there are still difficulties in reconciling personal and professional life, because the trajectory required innumerable choicesand sacrifices on behalf of the reach of key positions in organizations. Regarding leadership, it was perceived clearly the intention of empowerment through knowledge as a way to ensure their position and a management practice based on people, sharing and meritocracy.

Made available in DSpace on 2016-04-25T16:44:45Z (GMT). No. of bitstreams: 1 Cleonice Nazare do Nascimento.pdf: 2520668 bytes, checksum: 926cbd5e9b99a48407cb802ecd6b38fc (MD5) Previous issue date: 2015-10-26 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / In 21st century one observes more interest by organisations in subjects related to the female presence in labor market, specifically in leadership, entrepreneurship positions as well as executive and strategic functions, what is a topic approached constantly in diverse publications in business area in journals, articles and events. The present thesis, which involves bibliometric analysis, aimed at studying the matter of gender in organizations focusing women in labor market and in leadership in administration field. For such accomplishment, specific objectives were established which were: getting bibliometric indicators in Web of Science database from 2005 to 2015; quantifying and identifying articles, authors, citations occurrence, journals and their relevance, language, key words, institutions, publications country, editors and investigating other complementing topics discussed by the most relevant articles. The methodology used for such research work includes tools with both qualitative and quantitative, by secondary and exploratory data, that generates two bibliometric studies of the scientific articles. For the development of the proposed study here groups of key words were structured for each topic and search in the referred data base. The first bibliometric analysis, about the topic women in labor market resulted 11 articles. The most subtopics of the most relevant articles were: gender versus performance, women economic empowerment, entrepreneurship and impact factors for women in strategic positions. The second bibliometric analysis about the topic female leadership in organizations resulted in 30 articles, almost over three times the amount of the previous topic. The subtopics of the most relevant articles brought the matter of gender, focusing women in subjects related mostly to: leadership versus success; difficulties in career improvement; leadership stereotypes; presence in political functions; overrepresentation in strategic functions and professional and personal life balance / No século XXI observa-se maior interesse pelas organizações nos assuntos relacionados à presença feminina no mercado de trabalho, especificamente nas posições de liderança, empreendedorismo, cargos executivos e estratégicos sendo tema abordado constantemente em diversas publicações na área de negócios por meio de periódicos, artigos e eventos. A presente dissertação por meio de análise bibliométrica, teve por objetivo estudar a questão de gênero nas organizações com foco na mulher no mercado de trabalho e na liderança, no campo da administração, Para isso foram definidos objetivos específicos a serem seguidos que foram: apurar indicadores bibliométricos na base de dados Web of Science no periodo entre 2005 a 2015; quantificar e identificar artigos, autores, ocorrência de citações, períodicos e sua relevancia, idioma, palavras-chave, instituições, país de origem e editores; e investigar possíveis subtemas discutidos nos artigos de maior relevância. A metodologia utilizada para esta pesquisa incluiu ferramentas com foco qualitativo e quantitativo, por meio de levantamento de dados secundários e de caráter exploratório, gerando dois estudos bibliométricos de artigos científicos. Para o desenvolvimento do estudo aqui proposto foram estruturados grupos de palavras-chave para cada tema e rastreamento no banco de dados. A primeira análise bibliométrica, referente ao tema a mulher no mercado de trabalho resultou em 11 artigos. Os principais subtemas dos artigos de maior relevância foram: gênero versus performance, empoderamento econômico da mulher, empreendedorismo e fatores de impacto para as mulheres em cargos estratégicos. A segunda análise bibliométrica sobre o tema liderança feminina nas organizações , apresentou como resultado 30 artigos, quantidade quase três vezes maior do que o tema anterior. Os subtemas dos artigos de maior relevância trouxeram a questão de gênero, com foco na mulher em assuntos relacionados principalmente a: liderança versus sucesso; dificultadores na ascensão de carreira; estereótipos da liderança; presença em cargos políticos; sobrerepresentação em cargos estratégicos e equilíbrio da profissão com a vida pessoal