Thesis (M.A.)--Carleton University, 2001. / Includes bibliographical references (p. 44-52). Also available in electronic format on the Internet.

Originally a Ph. D. thesis. / Includes bibliographical references and index.

Thesis (Ph.D. (Human resources management))-University of Pretoria, 2004. / Summary in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. / Prof. J. M. Uys Dr. R. Smit

Please read the abstract in the section 00front of this document / Thesis (DPhil (Criminology))--University of Pretoria, 2006. / Social Work and Criminology / Unrestricted

Women globally are seen as key contributors to the economic development and ‘bottom-line’ of businesses, but their presence and representation is still lacking in senior positions and the boardroom. Although after 20 years of democracy, the South African government has made significant progress towards empowering women in all spheres of business, inequalities and imbalances remain huge stumbling blocks. Embracing diversity and advocating gender equality makes business sense; this includes developing women as leaders through effectively implementing succession planning. Research shows that most companies have a succession plan document in place, but whether it is correctly implemented and effective remains to be investigated. A company’s leadership and human resources management together need to create a robust succession planning framework which aligns the vision of the company and talent management. The purpose of this research study was to determine the perceived success of succession planning for women in businesses in South Africa. The study’s primary objective was to develop and explore a succession planning framework for women in the South African Aviation Industry. A detailed literature review was conducted on women in business, leadership and succession planning. A qualitative case study approach was used as the most appropriate research methodology for this study to test whether the six propositions developed by the researcher applied to this single case or not. A questionnaire was developed to be used as a guide when interviewing the female respondents. The results were analysed and based on the findings, recommendations were made for further research. The main finding of this research was that the selected company lacks the correct implementation of the succession planning process. A possible solution to this issue would be the recruitment of a succession planning coordinator who has strong knowledge of the company’s policies, procedures and culture to establish strategies to roll out the succession planning programme.

by Au Oi-Ning, Wong Wai-Man. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 51-55). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / ACKNOWLEDGEMENT --- p.v / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIP --- p.3 / Chapter III. --- LITERATURE REVIEW --- p.9 / Contingent Rewards --- p.9 / Management By Exception --- p.11 / Charisma --- p.13 / Inspiration --- p.15 / Intellectual Stimulation --- p.15 / Individualised Consideration --- p.16 / Chapter IV. --- OBJECTIVES --- p.21 / Chapter V. --- METHODOLOGY --- p.22 / The Sample --- p.22 / Measurement --- p.23 / Analysis Procedures --- p.25 / Chapter VI. --- RESULTS AND ANALYSIS --- p.26 / Findings on Satisfaction and Leadership --- p.26 / Discussion --- p.28 / Charisma --- p.28 / Individualised Consideration --- p.29 / Findings on Perceived Effectiveness and Leadership --- p.31 / Discussion --- p.33 / Charisma --- p.33 / Contingent Rewards --- p.34 / Chapter VII. --- IMPLICATIONS --- p.35 / Chapter VIII. --- SCOPE FOR FURTHER STUDY --- p.37 / APPENDICES --- p.39 / BIBLIOGRAPHY --- p.51

This thesis contributes to the study of occupational sex segregation, a major source of societal inequality. A dramatic shift toward desegregation of the coaching profession in women's basketball has occurred since the early 1970s. The major research question is whether or not the structural shift from female domination to male domination is associated with the adoption of a coaching philosophy that follows a "corporate" model, representative of traditional men's basketball, rather than a "relational" model, indicative of traditional women's basketball. Content analyses were undertaken of media articles which discussed male and female coaches of women's basketball teams. Four key dimensions of coaching philosophy were operationalized: technical values, hierarchical relations, democratic relations, and personal-social development ethos. Comparisons were made between the coaching philosophies of female and male coaches, as well as differences between NCAA Division I, II and III coaches. / Master of Science

The purpose of this study was to describe relationships between Finnish comprehensive vocational institute teachers' sex-role attitudes and selected personal and professional variables, and to analyze to what extent these variables separately and in combination explained the variance of sex-role attitudes. The independent variables consisted of individual characteristics (sex, age, marital status, sex of children, and household income) ,and professional characteristics (occupational area, job roles, years of teaching experience, and educational attainments). The dependent variable was a 36-item sex-role attitude scale. / Ph. D.

<font face="Arial">This study investigated the attitudes and responses of male employees to the implemention of the Gender Equity Strategy and considered the implementation for the development of a gender education and training intervention. The study investigated the initial resistance to the introduction and implementation of the Gender Equity Strategy at the Polymer Plant by male employees. </font>