Submitted by Elba Lopes (elba.lopes@fecap.br) on 2015-12-21T17:53:36Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) / Made available in DSpace on 2015-12-21T17:53:36Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) Previous issue date: 2015-09-22 / The objective of this study is to analyze the presence of women on boards of directors and management executive of the companies listed on the Novo Mercado of BM & FBOVESPA and verify that the financial performance, measured by ROI, is influenced or not by the presence of women on the Board. The study mapped and quantified the presence of women on Boards of Directors, Executive Board and President (CEO) of companies listed on the Novo Mercado. Then analyzed the influence or not the female presence in the financial results of companies in which they are present.The method used was Multiple Linear Regressions Cross - Section (OLS) to identify the influence or not on the ROI of the companies. The result of this study revealed a positive influence on the ROI of the companies that in their Boards of Directors have female representatives. / O objetivo do presente estudo ?? analisar a presen??a feminina nos Conselhos de Administra????o e diretoria-executiva das empresas listadas no Novo Mercado da BM&FBOVESPA e verificar se o desempenho financeiro, medido pelo ROI (return on investment), ?? influenciado ou n??o pela presen??a de mulheres no Conselho de Administra????o. O estudo mapeou e quantificou a participa????o feminina nos Conselhos de Administra????o, Diretoria executiva e de Presidente (CEO) das empresas listadas no Novo Mercado. Ap??s essa an??lise estudou a influ??ncia ou n??o da presen??a feminina nos resultados financeiros das empresas em que est??o presentes, medido pelo ROI, utilizando a Regress??o Linear M??ltipla de Cross ??? Section de M??nimos Quadrados Ordin??rios. O resultado deste estudo revelou a influ??ncia positiva sobre o ROI das empresas em que seus Conselhos de Administra????o possuem representantes femininos.

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management specialising in Entrepreneurship and New Venture Creation Johannesburg, 2016 / Very little information seems to exist on the role of women in South African family owned businesses. Women in family businesses need to be recognized in order to highlight the constraints they may be facing and their contributions to the economy. The purpose of the study is to determine how human and social capital variables can empower women in family businesses to enhance their success or address their challenges. This research study follows a positivistic paradigm and a questionnaire was developed to assess the research objectives. The questionnaire was sent out to a sample of 200 females involved in family owned businesses from South Africa and 150 responses were received. The findings revealed that at lower levels of education, females were the key decision makers for business expenditure, borrowing and investment decisions. With regards to experience inside and outside of the family business, decision making was shared between males and females with the exception of business expenditure decision making at 0-5 years experience inside the family business. Furthermore, decision making was generally shared between males and females for most of the social capital variables, with the exception of using or relying on partnerships where females did not play apparent decision making roles. Practical recommendations from the findings for women in family owned businesses include shifting from operational to more strategic decision making; gaining experience outside of family owned business to strengthen decision making capabilities; which in turn, would empower them to tackle riskier elements of social capital, like relying on partnerships and conducting business on trust. / MT2017

Thesis (Ph.D.)--Ohio University, August, 2009. / Title from PDF t.p. Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 2006. / Includes bibliographical references (leaves 165-173). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

The primary concern of the study is to examine leadership challenges confronted by women leaders in Eastern Cape municipalities. International organisations has made a number commitments encouraging gender parity and eliminating imbalance against women in the past three decades, through international platforms. In the World Summit held in 2005, it was recommended that a Platform for Action (1995) and the resolutions of the Twenty Third special session of the General Assembly as a crucial baseline in attaining then internationally agreed development goals, as well as those contained in the Millennium Declaration. (www.ilo.org) In the above forums national decision makers worldwide were urged to apply strategies and programmes which would improve gender fairness, in leadership positions, giving women complete and comparable share in economic, social, cultural and political decision-making as men. South Africa as a role player in the international space also joined the world in endorsing various programmes and strategies which seek to address gender parities and strive to eliminate women oppression especially in public sector.

Submitted in fulfillment of the requirements for the Degree Master of Management Science in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2016. / The purpose of the study was to explore the empowerment of women leadership, focusing on the Durban University of Technology. Statistics around the world have highlighted that women are under-represented in decision-making positions, with a specific focus on the academic sector; this study aims to review these statistics and establish which barriers prevent females from progressing to leadership positions. The target population was comprised of staff members from the Durban University of Technology and ranged from leadership, management, and lecturing, to entry-level employees. The technique of probability sampling was chosen in this research, with a sample size of 100 participants drawn from the population. Questionnaires were designed with both closed-ended and some open-ended questions, and were personally administered to all campuses of the Durban University of Technology, namely Ritson Campus, Steve Biko Campus, ML Sultan Campus, City Campus, Indumiso Campus and Riverside Campus. This study revealed that, although women are still under-represented in Higher Education, there are efforts being made to bridge this gap. This study found female leaders more productive than male counterparts at the Durban University and are able to run their department smoothly and efficiently. The study also found that there are internal respondents agreed that there are hidden difficulties in their department that women face and prevent them from moving into higher positions. Additionally, the study found that there are programs at the Durban University that empower women into leadership. This study contributes to knowledge of gender-based leadership and female empowerment into leadership positions, in the higher education sector. / M

According to Seble (2003:15), in the early stages of human existence, that is to say, in primitive society, the head of the family was a woman, who took on every family responsibility and duty. However, this role of leadership did not last long. With the division of society into classes and the emergence of the state, women were degraded to a lower societal position. Women, starting from this time, were in one way or another forced to assume a dual burden. This burden emanated from the social and marital systems. The emergence of the state and the development of religion can be cited as major causes of the inferior status of women. Religious conceptions of the inferiority of women extended to Christian and Muslim teaching that God created woman from a split of the bone of man to serve man. Biblical excerpts from Genesis 1 and 2 state that: In the beginning God created the heavens and the earth … So God created man in his own image ... and the rib which the Lord God had taken from man He made into a woman. [Eve ate the fruit of tree of knowledge, expressly forbidden by God. God told Eve] “I will greatly multiply your sorrow and your conception; In pain you shall bring forth children; Your desire shall be for your husband, And he shall rule over you” (Genesis 1. 1, 27; Genesis 2. 22, 16). / Police Practice / M. Tech. (Policing)

This research focuses on women's leadership roles for sustainable development in crisis conditions with particular attention to the foundations of the leadership roles of women based in spirituality and religion. The research question for this study ask: How do religious and spiritual traditions contribute to the leadership roles of women that can be effective in building sustainable development in crisis conditions? The study uses a content analysis of a key body of women's writings from Burma. The findings from the data explain some of the ways in which spirituality and religion have played significant roles in promoting the leadership of women at the community level for sustainable development under crisis conditions. The study contributes to theory development by generating a set of propositions on the leadership roles of women drawing from religious and spiritual traditions that can be tested in other regions and countries. The study also offers a set of lessons for sustainable development practice.

With few Asian American women executives, little is known of how they reach to the top leadership roles. The purpose of this study was to explore how Asian American women learned and unlearned to overcome barriers and additional activities they engaged in to achieve career upward mobility at large corporations. The study sought to answer three main questions: (a) how do Asian American women describe the challenges they face in advancing their careers; (b) how do they describe how they learn to overcome the challenges they face; (c) what other activities do they engage in to advance their careers. To achieve this purpose, the researchers employed a qualitative, embedded single-case approach drawing upon the career experiences of 26 Asian American women from financial and technology industries at Fortune 500 companies with three data collection methods: (a) a demographic inventory survey and an assessment of perceived bicultural self-efficacy, (b) semi-structured interviews, and (c) focus group. Three key findings emerged: (a) a majority of participants experienced perceptual, organizational and personal barriers in advancing their careers, with nuances in how they experienced them based on career stages, industries, and the immigration process; (b) through critical reflections, a majority of participants unlearned certain Asian cultural values or gender expectations and mastered the experiences and career mobility actions that helped them overcome barriers. They also exercised self-efficacy and received external validation to reinforce their learnings that contributed to career advancements; and (c) all participants enlisted efforts from professional and personal networks to advance their careers, while a majority found organizational activities helpful in their leadership development and career progression. The principal recommendations of this study have implications for Asian American women who are interested in pursuing executive roles, human resources professionals and leaders who are committed to improve organizational diversity and inclusion practices, and adult learning researchers who would like to expand the theory building of transformative unlearning.

This thesis explored the relationship between community adult education and social action. The study investigated how LEAD (Leadership Education for Action and Development), a non-governmental organisation based in the Western Cape, has empowered women to assume leadership and take social action in their communities.