Dissertation (Ph.D.)--Iowa State University, 2007. / Abstract. Bibliography: leaves 143-151.

Thesis (M.Ed.)--Acadia University, 2004. / Included in the thesis is a separate document in the form of an "art exhibit catalogue". It has the title Lives lived, women leading in the outdoors : a representation of the experiences of four women. Includes bibliographical references (leaves 120-126). Also available on the Internet via the World Wide Web.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Nov. 25, 2008). PDF text: xi, 165 p. : ill. ; 1 Mb. UMI publication number: AAT 3311306. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (M.S.)--Eastern Illinois University, 2010. / Includes bibliographical references (leaves 43-45).

Thesis (M.A.)--Baylor University, 2009. / Includes bibliographical references (p. 69-83).

This research study investigates the lived experiences of eight Black women senior secondary school leaders (hereafter referred to as Black women senior leaders) so as to elucidate their understanding, perceptions and experiences of senior leadership. Educational reform has taken place in England during the Thatcher, Major, New Labour and Coalition governments, leading to significant changes in secondary schools in England. These changes have resulted in new leadership roles, challenges and high levels of accountability. Moreover, the role of headteachers and senior leaders have been widely researched and discussed (Brundrett, 1999; Bush et al. 2006; Lumby and English, 2009; Leithwood, 2009, 2012), yet the experiences of Black women senior leaders is absent from the literature, which has focused on the experiences of Black minority and ethnic teachers and leaders (Powney et al. 2003; Bush et al. 2006; Coleman and Campbell-Stephens, 2010; Johnson and Campbell-Stephens, 2014) A social constructionist, interpretivist paradigm was adopted for this thesis and, using an intersectionality lens, the complexities of Black women senior leaders’ multiple identities and experiences were explored. Sixteen transcripts were generated from two semistructured interviews with the participants and my own, to explore how their race; gender; and, social class intersect to shape their leadership perceptions, beliefs and behaviours. Moreover, this research study is interested in gaining a better understanding of how Black women senior leaders develop their personal and professional identities; the value they place on formal and informal leadership preparation, development and learning approaches; and, how they maintain professional relationships with colleagues. The key findings are presented under the three research questions where Black women senior leaders’ narratives elucidate the lessons they have learnt throughout their senior leadership journeys, which provide insights into their experiences, offering practical advice to help other Black women and colleagues considering senior leadership.

South Africa has in the last 13 years experienced rapid changes in various spheres including the political, social and economic spheres. These changes constantly pose a challenge to the status quo and more so, in the socio-economic arena. This implies that, in business, the impact of utilising all the available resources, in particular the human resources efficiently, has to be constantly reviewed in line with these changes. Women as part of the previously marginalised human resource are increasingly raising questions about their roles and their participation in the economy of the country. Various organisations such as the Commission on Gender Equality, Gender Links, Business Women’s Association and many other state agencies are creating opportunities that allow women to debate and express women’s issues and concerns constructively. These issues and concerns range broadly from matters on health, safety, education, employment and so on, to specific issues that affect particular sectors, in this instance, issues affecting women in the corporate communication environment. In this study the manner in which women in the filed of corporate communication perceive their roles is examined. A qualitative strategy is used to explore the perceptions of all the selected participants who practise corporate communication in various industries, in the Greater Johannesburg area. The criteria and method of selecting the sample is clarified in the research methodology section. Existing literature about the field of corporate communication and about the roles of women in the workplace is reviewed to obtain understanding of the current scenario. The theories of feminism are also studied carefully in order to gain in-depth understanding about the relevant theoretical framework. The outcome of this study will be utilised to advance debates and dialogues about the status and role of women not only in the corporate communication environment, but also in the socio-political and socio-economic spheres. / Dr. Ilse Niemann-Struweg

This qualitative case study was designed to explore the ways by which women become influential board members in nonprofit organizations. To address this problem, four research questions were explored in order to shed light on the experiences of women on nonprofit boards.This study is based on the following assumptions: (1) women who serve on nonprofit boards have the capacity to be role models and, as such, can empower other women to assume leadership roles; (2) women are motivated to serve on nonprofit boards because they see it as a catalyst for their own career growth and development; (3) due to 2nd generation bias and other underlying barriers, women have to work harder than their male counterparts in order to reach senior positions on the board; and (4) women are forthcoming in describing the challenges they have faced, and willing to share ways in which they overcame those challenges. The women selected to participate in this study were all seasoned board directors who have been serving on nonprofit boards for a minimum of five years on a voluntary basis. The primary sources of data were in-depth interviews with 10 female board members, a focus group of 4 women who met the same criteria as the participants, but who were not part of this study, and a document review of relevant material. The primary findings emanating from this study were: (1) women who joined nonprofit boards had a passion for the mission and a desire to give back to the community; (2) women learned to become influential board members by working hard, while collaborating with their board colleagues; (3) women articulated that the challenges they faced revolved around dissension among peers; and (4) women described overcoming these challenges by developing good relationships with board members and other stakeholders. The principal recommendation resulting from this study is that training and development programs should be implemented for: women of all ages who seek a nonprofit board position; boards of directors of nonprofit organizations that aspire to improve the governance performance and interpersonal relationships within the board; and current board members who would take on a mentoring role. A “train the trainer” program for educators and executive coaches should be implemented in order to advance the performance of the board.

The aim of this study is to examine the extent of women representation in the Councils of the Local Municipalities in the Ngaka Modiri Molema District Municipality in the North West, Province of South Africa. The specific objectives of the study are to investigate the ratio of women representation at both the political and administrative structures of the Ngaka Modiri Molema District Municipality; and examine the factors which inhibit the realization of the women quotas at the District Municipality level. This is an empirical study which utilized both the qualitative and quantitative approaches in the collection and analysis of data. The study identifies the extent of women representation and establishes that there is insufficient women representation in general within local governance in South Africa and in the Ngaka Modiri Molema District Municipality in particular. As a consequence, although the critical legislative and policy has been enacted, presentation of women in local governance still remains a challenge. / Thesis (M.Soc.Sc.(Development Studies) North-West University, Mafikeng Campus, 2011

By the year 2000 women will constitute more than 50 percent of the workforce in the United States, yet their representation in top management and executive-level positions continues to hover in the single digits. This “glass ceiling,” which is conceptualized as limiting women's advancement into these roles, has been the subject of much debate and research over the last fifteen years. As both an equal rights and key competitive issue, the topic of women and leadership is gaining ever-increasing emphasis and momentum in American corporations. Although leadership skills have been advocated as a key human capital/person-centered variable leading to managerial ascendancy for women, the empirical research directly investigating this link is virtually non-existent. This longitudinal study proposed to measure the strength of this relationship using a matched sample of male and female managers. Eighty-five subjects, from the same U.S. based health-care products corporation, had previously participated in a multirater assessment process where seven different facets of their leadership skills were evaluated. Time two data were collected on four objective measures of ascendancy: percent change in salary, number of promotions (job moves) either offered or accepted, change in number of direct reports, and change in number of indirect reports. Multivariate analysis of covariance indicated that perceived leadership ability did lead to increased ascendancy, specifically in terms of percent salary change, for the female managers, but not for the males. Multiple regressions indicated that the female managers were not rewarded, necessarily, for gender congruent behavior in this organization, while male managers did appear to be rewarded more so on that particular dimension. Implications of these findings for female managers in the workplace were discussed.