M.Ed. (Educational Management) / This study is part of the SANPAD (Southern African Netherlands Partnership for Alternatives in Development) research project. It seeks to answer the research question, how do women principals experience curriculum leadership at schools in disadvantaged communities in the Gauteng East District? The dawn of South African democracy gave rise to many changes and awoke many dormant issues, one of which was the issue of equity in the workplace. This extended into the sphere of education. There are many women who have managed to penetrate this equity barrier and reach positions of leadership in schools. I conducted this research at three schools, which are located in disadvantaged communities in the Gauteng East District in Gauteng Province in South Africa. For this qualitative research I used observations and semi-structured interviews to elicit data from the participants. During the analysis of this data the following themes emerged: (1) exercising a successful leadership style; (2) the principal as a curriculum leader; (3) socio-economic profile of community and its impact on curriculum; (4) striking a balance between family and school and (5) stakeholder participation and support. This study reveals that women principals continue to experience challenges within school; from the community outside school and in their personal lives. Stereotyping still exists, especially in communities where men are still privileged over women. Women principals need a support structure to persevere as curriculum leaders. This research project concludes with suggestions and recommendations for future research.

This study investigates the women in decision-making positions in the South African Defence Force (SANDF), with a special focus on the Human Resources Division. The Security Sector, a previously male-dominated sector, is investigated. The environment, the enabling qualities, policy formulation, implementation of gender-sensitive policies, monitoring of the implementation of gender policies and opportunities are explored to investigate their impact on decision-making by women. This research report is based on the hypothesis that, despite the appointment of women in key-decision-making positions, their role in these positions does not make an impact on their overall decision-making, as they are not empowered to perform at their best due to various factors that are analysed in this report. Factors that contribute to or impede impactful decision-making by women in decision-making positions in the Security Sector are investigated in this report. This report acknowledges the efforts made by the SANDF to comply with the required legislation for the empowerment of women in decision-making positions. However the environment, stereotypes and other factors pose a challenge to the impact that women potentially have in decision-making positions. The number of women in decision-making positions poses a challenge to the influence that these appointed women can have in their positions.

Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: This study considers major trends and issues within leadership theory and various gender studies that have been conducted pertaining to the advancement of women leaders. The aim of the study is therefore to establish the reasons for the underrepresentation of women in senior- or executive-level positions in organisations, and then, to put forward an appropriate leadership development plan for women to better explore leadership opportunities that present themselves. Commencing with an overview of leadership theory in general, the study progresses on to topics specific to women in leadership, and more specifically, women leaders in the magazine publishing industry in South Africa. To this end, the study comprises both primary and secondary research. The primary research was conducted amongst women in the magazine publishing sector, based in the Western Cape, holding positions as senior managers, publishers or editors. The research was structured as qualitative research, in the form of in- depth, personal interviews, which were designed in a semi-structured interview format. The secondary research is based on an extensive literature review which covers a very broad spectrum of topics and concepts on leadership and the publishing industry in South Africa. The research found that women's access to leadership positions has increased not only on a worldwide playing field but also, more specifically, in the publishing industry in South Africa. Although a great deal of work still has to be undertaken, the prospects of advancement for women in today's business environment are far more positive than five or ten years ago. Organisations and educational institutions need to change their approach to developing leaders. They need to build a new future that is able to contend with global changes and that utilises all its leaders - regardless of gender. / AFRIKAANSE OPSOMMING: Hierdie studie bestudeer die vernaamste tendense en vraagpunte rondom leierskapsteorie asook verskeie geslagstudies wat gedoen is oor die bevordering van vroue-leiers. Die studie begin met 'n oorsig van leierskapsteorie in die algemeen; daarna verdiep dit na onderwerpe wat spesifiek betrekking het op vroue in leierskapsposisies, en meer spesifiek, vroue-leiers in die tydskrif-uitgewersbedryf in Suid-Afrika. Derhalwe behels die studie beide primêre en sekondêre navorsing. Primêre navorsing is gedoen onder vroue in die Wes-Kaap wat senior posisies in die tydskrif-uitgewersbedryf beklee, soos senior bestuurders, uitgewers en redakteurs. Die navorsing was ook kwalitatief van aard deurdat dit die vorm van in-diepte, semigestruktureerde, persoonlike onderhoude aangeneem het. Die sekondêre navorsing is gebaseer op 'n omvattende literatuurstudie wat 'n baie breë spektrum van onderwerpe en leierskapkonsepte, asook die uitgewersbedryf in Suid-Afrika, dek. Die navorsing toon dat vroue wêreldwyd, en spesifiek in die uitgewersbedryf in Suid- Afrika, al hoe groter toegang tot leierskapsposisies verkry. Alhoewel nog baie vordering in dié verband gemaak moet word, is die vooruitsigte vir die bevordering van vroue in die hedendaagse sakewêreld meer positief as vyf of tien jaar gelede. Organisasies en opvoedkundige instellings behoort hul benadering tot leierskapsontwikkeling te verander - hulle behoort rekening te hou met wêreldwye verandering en help bou aan 'n toekoms waar die geslag van 'n leier irrelevant is.

Thesis (MBA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The study presents an empirical investigation that was conducted on why the number of women on executive and board levels in companies is not consistent with the number of women in the workforce. The barriers which women face in career progression were explored by focusing on three main themes, namely internal, societal and organisational barriers. The research method used to evaluate previous and current research was content analysis which provides a definitive correlation between current challenges that women face and how they have progressed over the past 20 years. The research further provides insight in what changes companies and government can incorporate to ensure that the gender gap is closed over time. Analysis shows that although the number of women on executive and board level has improved during the past ten to 15 years, it remains disconcertingly low. The type of barriers which hindered women from reaching the upper management positions some time ago, are still the same reasons that keep them in the lower ranks in the business. Findings have indicated that the strongest internal barrier is that women struggle to balance family obligations with the severe requirements of top positions in business. It was also found that some women do not perceive the male-dominated structures and discrimination in companies as a threat but rather see it as a challenge which strong women can overcome if they believe in and equip themselves. Although some companies have made progress in supporting women and invite women onto their boards and executive teams, the attempt is still not enough to close the gender gap. The present study concludes with recommendations on what women, male colleagues, companies and government bodies can do to increase the number of women on upper levels in the organisations.

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

Research report submitted to the Wits School of Arts University of the Witwatersrand, Faculty of Humanities in partial fulfillment of the requirements for the Degree of Master of Arts in the field of Drama Therapy, August 2017 / This research aimed to explore problem-saturated narratives about self-efficacy in leadership amongst a group of women leaders from corporate organisations in Johannesburg, and the effectiveness of narradrama (Dunne, 2009) a drama therapy method, in enriching these narratives. Analysis points to the pervasiveness of gendered notions of men and women in society and how this plays out in the contexts of corporate organisations. The rationale for this study was that if corporate leadership is an historically socio-culturally male-dominated and gender-stereotyped domain from which women have been excluded, and in which traits stereotypically associated with women were undervalued, then dominant narratives embedded in this domain could be that women are not effective leaders, and that they do not belong. This could negatively affect perceived self-efficacy in leadership among women, and indirectly, efforts to address gender disparity in the context of corporate leadership. Sociocultural development theory (Vygotsky, 1978), and empowerment theory (Rappaport, 1987, Zimmerman, 2000), both of which assert the primacy of the sociocultural context in learning and development, theoretically informed the research. Thematic analysis was used to identify key themes. The research showed that problem-saturated narratives about leadership self-efficacy did exist and that narradrama proved effective in fostering enriched narrative possibilities amongst participants. / XL2018

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

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

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.