Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.

Ph.D. (Human Resources Management) / This study explores the characteristics that prevent the derailment of women leaders. It further provides insight into leadership derailment as it is experienced and interpreted by women leaders. The study was done in the context of the scarcity of women in senior and executive leadership positions within organisations, whilst equality and transformation remain on the global leadership agenda, as well as the context of South African Transformation and Employment Equity Legislation. A qualitative study was undertaken based on the grounded theory research methodology. The purposeful and snowball sampling technique yielded five research participants. Through in-depth interviewing eleven themes emerged from the data. These were the personal and core constructs held by participants in relation to their conceptualization of the leadership landscape, derailment, and of themselves as leaders. While each participant‘s experience of derailment and the leadership landscape was unique, the findings of the study indicated that specific personal characteristics prevented their derailment or enabled them to overcome derailment. These were: pragmatic approach to gender issues and willingness to compromise, insight into behavior, positive outlook/optimism, building relationships and networks self-confidence and self-efficacy, resilience and coping, emotional maturity and managing emotions, recognition of significant others, achievement drive and perseverance, risk taking and openness to change, and balancing multiple roles. Whilst an exploration of the external factors leading to characteristics that prevent derailment as well as opting out and voluntary separation, was not the purpose of this study, emerging themes in respect to these were discussed. Finally, an integrated framework was formulated presenting the characteristics that prevent the derailment of women leaders.

Thesis (Ed. D.)--Graduate School of Education, Oral Roberts University, 2005. / Includes abstract and vita. Includes bibliographical references (leaves 151-157).

Thesis (Ph. D.)--Miami University, Dept. of Educational Leadership, 2001. / Title from first page of PDF document. Document formatted into pages; contains v, 107 p. Includes bibliographical references (p. 96-101).

Thesis (M.A.) - Carleton University, 2002. / Includes bibliographical references (p. 101-106). Also available in electronic format on the Internet.

Thesis (MA(Practical Theology))--University of Pretoria, 2007. / Includes bibliographical references (leaves 111-116).

Currently, more attention is paid to women in society and their position in the labor sfére.Main goal of my work is to highlight the important role of women in leadership as well as their added value in achieving results and the formation of the team. The work was divided into theoretical and practical part. In the first part, I focus on the history of leadership and different styles. The core of the practical part is my research on this topic. The conclusion provides a summary and recommendations for the companies.

Thesis PlanA (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (Ph. D.)--University of Toronto, 2006. / Source: Dissertation Abstracts International, Volume: 67-07, Section: A, page: 2433. Includes bibliographical references (leaves 295-313).

Thesis (Ed. D.)--University of Missouri-Columbia, 2007. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on December 28, 2007) Includes bibliographical references.