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As leadership theory continues to develop and change, so do the attempts to enhance experiences for women in higher education. Women face many obstacles, which include lack of role models in student and institutional leaders (Astin & Leland, 1991). Traditionally, institutions offer no specific leadership programs or curricula and pay minimal attention to the leadership development of their students (Cress, Astin, Zimmerman-Oster, & Burkhardt, 2001). This study was a case study with an in-depth analysis of the establishment of a women's leadership education and training program at Hollins University in Roanoke, Virginia. Six students, four administrators, and one intern were interviewed to illustrate the process of the planning of the program, its implementation and current operations, and the complexities involved. Document analysis and observations were utilized as well. The study was focused on the impact of the program on the students and administrators involved in the development of the program during this period. The researcher also described how the Batten Leadership Institute has evolved over the past five years with a focus on how it came into being, what it was like, then and now, and changes that have occurred. The findings are organized by three phases: 1) conceptualization, 2) implementation, and 3) refinement and expansion. The phases are based on a chronological framework and resulting categories and themes emerged. Results indicate the participants' described their leadership skills improved because of their participation and experience in the BLI. The Communication Skills Group and its interpersonal component as well the presence of positive female role-models created the most personal transformation for the student participants. The students' previous ideas and definitions of leadership became more comprehensive. As a result of their personal transformation, their perceptions of the BLI changed from initial uncertainty and hesitation to admiration and support. The program expanded significantly over the first five years. Programmatic challenges have been addressed and many positive changes have occurred. Hollins administrators embraced the BLI and fully supported future expansions within Hollins University and in the Roanoke community. / Ph. D.

Men and masculine qualities stereotypically define leadership. Role Congruity Theory explains that women leaders may experience a double discrimination. First, because leadership roles are stereotypically male, a woman may not have the necessary qualities. Second, because leadership qualities are stereotypically masculine, when women do exhibit agentic qualities, they are perceived negatively and not feminine (Eagly and Karau, 2002). Further, adopting a masculine style is perceived as an inauthentic leadership style. However, an androgynous style can blend feminine expectations with corporate needs, creating advantage and perceptions of authenticity (Tzinerr and Barsheshet-Picke, 2014). The leadership development training described in this thesis was held for female volunteer counselors of Girls Rock! Roanoke, an empowerment camp for young girls. The appreciative pedagogy included individual reflections, group discussions, and working through simulations. The evaluation of the training sought to identify: if discussion of leadership increased awareness of feminine and masculine leadership; if discussion of personal leadership experiences increased empowerment to self-identify as leaders; and what impact the experience had on participants' ability to improve and employ leadership. After participants completed the training, awareness of feminine and androgynous leadership increased; whereas, it is unclear if awareness of masculine leadership increased. Challenging participants to reflect on their leadership increased their self-identification as leaders, while those who already identified did so in androgynous terms. The training impacted participants' knowledge of themselves as leaders, how they planned to use leadership in camp and in real life, but it is unclear to what degree it impacted their ability to improve and employ leadership beyond the training. / Master of Science in Life Sciences

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2019-03-14T16:31:17Z No. of bitstreams: 1 Cristina Fogaça Rocha_.pdf: 1617898 bytes, checksum: 72b1bfec3cfa9f9b3ba5c735c7da2e96 (MD5) / Made available in DSpace on 2019-03-14T16:31:17Z (GMT). No. of bitstreams: 1 Cristina Fogaça Rocha_.pdf: 1617898 bytes, checksum: 72b1bfec3cfa9f9b3ba5c735c7da2e96 (MD5) Previous issue date: 2018-10-23 / Nenhuma / A liderança feminina no mercado de trabalho um tema em evidência, todavia considerado ainda um desafio para pesquisa. Os estudos realizados nos últimos anos sobre o assunto sinalizam o quanto a sociedade brasileira necessita de desenvolvimento e o quanto ainda se fazem necessárias pesquisas em profundidade de forma a corroborar com as transformações sociais e institucionais. Neste contexto, o objetivo geral desta pesquisa é analisar os fatores que influenciam o número reduzido de mulheres na liderança de instituições de educação superior na região metropolitana de Porto Alegre – RS. O capítulo – o início da jornada – apresenta o referencial teórico que foi desenvolvido sobre aspectos relacionados ao estado do conhecimento, a mulher na sociedade brasileira, o trabalho na vida da mulher, a gestão na educação superior e liderança feminina. O capítulo – o caminho percorrido – apresenta a metodologia escolhida para o estudo que ocorreu por meio de uma pesquisa qualitativa de natureza exploratória. A coleta de dados foi realizada por meio de pesquisa bibliográfica e entrevistas com três reitoras e uma diretora de faculdade da região metropolitana de Porto Alegre – RS. O capítulo – a conquista do topo – apresenta a análise, as discussões dos resultados e as categoriasque emergiram da pesquisa bibliográfica e das entrevistas realizadas, sendo elas: gênero: diferenças e preconceito; família: ausências e cumplicidade; gestão: conquistas e desafios e liderança e suas aprendizagens. Por meio do estudo, foi possível apresentar o perfil das lideranças entrevistadas, descritas suas trajetórias de formação e as trajetórias profissionais em suas instituições e seus relatos de experiências vivenciadas no cargo. Além disso, dos resultados obtidos, surgiu a proposta de projeto para um curso de extensão visando abordar o contexto da mulher na educação superior, do ingresso à ascensão profissional, o espaço institucional, experiências e adversidades na gestão. Na conclusão, foram apresentas as considerações finais e ressaltada a baixa existência de estudos encontrados sobre a temática no Brasil, um assunto complexo que necessita ser aprofundado, o que pode ser considerado uma nova fonte de pesquisa. / Female leadership in the labour market is gaining increasing awareness, but is still considered a challenge for research. Studies on the subject in recent years indicate how development is needed in Brazilian society, and that considerable in-depth research is still required in order to implement the social and institutional changes. In this context, the general objective of this research is to analyse the factors that influence the reduced number of women in roles of leadership in the higher education institutions of the metropolitan area of Porto Alegre - RS. The chapter ‘the beginning of the journey’ presents the theoretical framework that was developed with respect to the state of knowledge, the woman in Brazilian society, work in women's lives, management in higher education and women's leadership. The chapter ‘the road travelled’ presents the chosen methodology for the study which occurred through a qualitative research of exploratory nature. Data collection was conducted through literature review, as well as through interviews with three deans and one faculty director of the metropolitan region of Porto Alegre - RS. The chapter ‘conquering the top’ presents the analysis and discussion of the results, and the categories which emerged from the literature review and interviews, as follows; Gender: differences and prejudice; Family: absences and complicity; Management: achievements and challenges; and leadership and it’s teachings. Through the study, we were able to present a profile of the interviewed leaders, describing their training and career paths in their institutions as well as accounts of their experiences in the highest executive office. In addition, the results prompted a proposal for an extension course aimed at addressing women’s context in higher education, the ticket to career advancement, institutional space, experiences and management adversity. Finally, the conclusion presented the final considerations, while also highlighting the scarcity of similar studies on this subject in Brazil - a complex subject requiring deeper research. It can therefore be considered as a new form of research.

Program Description As a part of the community education branch of the Feminist Women’s Health Center (FWHC), there is a leadership & advocacy training program for young women called the Young Women’s Leadership Program. This project was developed in 1999 at the FWHC as a way to connect young women from all walks of life to different communities and prepare them for reproductive justice activism, advocacy, and organizational leadership. Through this program, young women will have the opportunity to develop invaluable skills that include: how to advocate for social justice and women’s rights, how to plan events and recruit new activists, and empowerment through volunteering. The Young Women’s Leadership Program has expanded to the Latina community of Atlanta as well as the African American community. Since inception, over 2,200 young women have graduated from the YWLP program (“Young Women’s Leadership Project”, n.d.). The end result of the YWLP is for the participants to take on leadership roles and to participate actively in the community as well as operate as a board member on a committee at the FWHC. Evaluation Questions Three main questions were posed in order to perform an outcome evaluation of the Young Women’s Leadership Program. These questions coincided with the agenda of the Program Coordinator because the current goal is to regain external funding for the program. Proof of the success of the program through the outcome evaluation would be helpful in meeting that goal. Through the activities of the program, did participants feel that their knowledge of reproductive rights and justice was increased? i. Was volunteer orientation valuable in increasing participant’s knowledge of reproductive health, rights, and justice for women? Did the participants find the advocacy activities of the program valuable in increasing their advocacy skills? Did the participants find the leadership activities of the program valuable in developing their leadership skills? i. Did any of the program participant’s progress to Tier III leadership roles within the Feminist Women’s Health Center? If so, in what capacity? Summary of Results To summarize the findings of the evaluation results, a majority of the program participants did have the perception that five of the Young Women’s Leadership Program activities did increase their knowledge of reproductive health, rights, and justice. Specifically, volunteer orientation and FOCUS: Reproductive Justice Advocacy workshop seemed to have the largest response rates and were favorable towards participants agreeing that their knowledge had increased as a result of the activity. Also, a majority of the participants did agree that 5 out of 6 activities were valuable in increasing their advocacy skills as well as their leadership skills. The evaluation question, “Did any of the program participant’s progress to Tier III leadership roles within the Feminist Women’s Health Center?” returned positive results as there were some 7 participants who moved to Tier III leadership out of 24 participants who responded. In summary, the participants of the Young Women’s Leadership Program, did have a positive perception of the program on increasing the leadership and advocacy skills as well as the knowledge of reproductive health, rights, and justice of the participants surveyed.

Few women in academia occupy the leadership role of chief information officer (CIO), yet little is known about the underlying causes for gender disparity in this role. The purpose of this causal comparative study was to investigate whether gender stereotypes may impact perceptions about managerial characteristics of CIO candidates in academic settings. The theoretical foundation for this study was Schein's 'Think Manager, Think Male' paradigm and Acker's gendered organization theory. Data were acquired from 48 hiring officials from four-year public, private, and nonprofit colleges, universities, and research institutions in the Northeastern region of the United States who completed the Schein Descriptive Index. Data were analyzed using ANOVA to determine whether gender of the hiring authority was associated with the perceived managerial skills of male, female, and non-gender-specific CIO candidates. Data analysis revealed no significant difference in male and female hiring officials' ratings of male, female, and non-gender-specific CIO candidates. The findings demonstrated the theoretical construct of Schein's 'Think Manager, Think Male' paradigm are outdated and Acker's gendered organization theory persistently exists where males' dominant in organizations and roles deemed masculine. Implications for positive social change in the area of public policy are increasing awareness to hiring officials and women seeking the role of CIO in academia about other factors such as age, ethnicity, and experience that may affect candidate selection in the role of CIO.

Title IX of the U.S. Education Amendments of 1972 has significantly improved women's access to previously male-dominated areas of education in the United States, but few of these studies have focused on the experiences of women currently in the higher education field. This study explored female head athletic trainers' perceptions of the role of U.S. higher education institutions in preparing and supporting their achievement of leadership positions in U.S. collegiate sports: it also explored their views on potential changes in current higher education curricula and certification processes. This phenomenological study used Ridgeway's status construction theory as its theoretical lens for examining the role of higher education in participants' career progressions. Data were collected from a purposeful sample of 9 female head athletic trainers from various intercollegiate schools in the United States. The trustworthiness of findings was increased through use of the constant comparison data analysis method and sharing transcripts and excerpts of findings with participants. The study findings showed that the participants perceived higher education program preparation and support as limited in both helping women achieve collegiate leadership positions and overcome barriers to professional advancement. Suggestions for improving athletic training educational programs included adding mentorship and role models, experiential learning and interactions with sport personnel, networking opportunities, leadership training, and courses in gender roles and biases. This study promotes positive social change by identifying underlying gender biases inhibiting women's promotions into sport leadership roles and by providing policy and curricular suggestions for addressing these, thereby promoting greater social equality.

Titel: Kvinnors och mäns effektiva ledarskap inom fastighetsmäklarbranschen: en kvalitativ studie utifrån medarbetarnas uppfattningar. Nivå: Examensarbete på Grundnivå i ämnet Företagsekonomi C Författare: Ali Siala och Julie Izabell Metto Handledare: Emilia Kvarnström Datum: 2022-januari Syfte: Syftet med denna kvalitativa studie är att försöka förstå hur medarbetarna uppfattar kvinnors och mäns effektiva ledarskap inom fastighetsmäklarbranschen. Metod: Studien har en kvalitativ utgångspunkt med en abduktiv ansats och består av åtta semistrukturerade intervjuer som har genomförts med medarbetare från fastighetsmäklarbranschen. Resultat och slutsats: Studiens slutsats landar i att medarbetarna uppfattar kvinnliga ledare vara effektivare ledare än män i fastighetsmäklarbranschen. Detta eftersom deras ledaregenskaper generellt är bättre lämpade för det som fastighetsmäklarna behöver, såsom bekräftelse och uppvaktning. Dessutom visar resultatet vad som uppfattas vara effektivt ledarskap i fastighetsmäklarbranschen, ett uppgiftsorienterat ledarskap med fokus på att engagera och stödja medarbetarna.   Examensarbetets bidrag: Studien bidrar med ökade kunskaper om medarbetarnas uppfattningar kring kvinnors och mäns effektiva ledarskap i fastighetsmäklabranschen. Den bidrar även med kunskap om vilka egenskaper som uppfattas vara förenade med effektivt ledarskap därinom. Förslag till framtida forskning: Förslagsvis hade det gått att utföra en liknande studie genom en enkätundersökning för att få ett mer populationsrepresentativt svar. Ett annat förslag är att undersöka det effektiva ledarskapet i en annan bransch för att se om det blir ett annat utfall. Slutligen kan man fokusera på att analysera ifall könet på ledaren har någon vidare relation till könet på medarbetaren för att se om det påverkar respondenternas svar om hur pass effektiva de uppfattas vara. Nyckelord: Kvinnors ledarskap, mäns ledarskap, effektivt ledarskap, ledaregenskaper, fastighetsmäklarbranschen, medarbetarperspektiv. / Title: Women's and men's effective leadership in the real estate industry: a qualitative study based on employees' perceptions. Level: Final assignment for bachelor’s degree in business administration C  Authors: Ali Siala and Julie Izabell Metto Supervisor: Emilia Kvarnström Date: 2022-January Aim: The purpose of this qualitative study is to try to understand how employees perceive women's and men's effective leadership in the real estate industry. Method: The study has a qualitative construction with an abductive research approach and consists of eight semi-structured interviews that have been conducted with employees from the real estate industry. Results and conclusion: The study concludes that employees perceive female leaders to be more effective leaders than men in the real estate industry. This is because their leadership qualities are generally better suited to what real estate agents need, such as confirmation and courtship. In addition, the results show what is perceived to be effective leadership in the real estate industry, a task-oriented leadership with a focus on engaging and supporting employees. Contribution of the thesis: The study contributes with increased knowledge of employees' perceptions of women's and men's effective leadership in the real estate industry. It also contributes with knowledge of which qualities are perceived to be associated with effective leadership within it. Suggestions for further research:  As a suggestion, it would have been possible to carry out a similar study through a survey to obtain a more population-representative answer. Another suggestion is to examine the effective leadership in another industry to see if there will be a different outcome. Finally, one can focus on analysing whether the gender of the leader has any further relationship to the gender of the employee to see if it affects the respondents' answers about how effective they are perceived to be. Keywords: Women's leadership, men's leadership, effective leadership, leadership qualities, the real estate industry, employee perspective.

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