Thesis (M.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 165-175) Also available in print.

Thesis (D. Min.)--Catholic Theological Union at Chicago, 2007. / Abstract and vita. Includes bibliographical references (leaves 187-192).

Thesis (M. Div.)--Grace Theological Seminary, 1985. / Abstract. Includes bibliographical references (leaves 104-112).

Recent years have seen an increase in females that are occupying management and leadership roles in organisations. Most of the studies have focussed on the difficulties that are experienced by women in working environment. This study, on the contrary, sets out to explore the attributes of successful female leaders. Specifically, the purpose of this study was to investigate the attributes that make women successful leaders. The research focussed on leadership and management profiles. In particular, the leadership and management traits were established and benchmarked against the attributes of successful famous women leaders. The study was carried out within a framework of a survey questionnaire employing quantitative data collection method. The study consisted of 98 participants from both private and government sector. The quantitative data was analysed using the relevant statistical tools. The major findings under management profiles, apart from lacking the ability to structure work, centre on the fact that female managers are good motivators. The results further indicated that women managers prefer to provide coaching and support, sharing what needs to be done than telling them what to do. The major finding under leadership profiles was that female managers preferred to lead by example; meaning that they focus on setting an example for the followers and are willing on taking risk. Another imperative finding was that women leaders demonstrated team-building leadership style when it comes to decision making and problem-solving. Recommendations, using these findings, were made for women aspiring to leadership, women already in leadership and management positions and organisations. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

Recent years have seen an increase in females that are occupying management and leadership roles in organisations. Most of the studies have focussed on the difficulties that are experienced by women in working environment. This study, on the contrary, sets out to explore the attributes of successful female leaders. Specifically, the purpose of this study was to investigate the attributes that make women successful leaders. The research focussed on leadership and management profiles. In particular, the leadership and management traits were established and benchmarked against the attributes of successful famous women leaders. The study was carried out within a framework of a survey questionnaire employing quantitative data collection method. The study consisted of 98 participants from both private and government sector. The quantitative data was analysed using the relevant statistical tools. The major findings under management profiles, apart from lacking the ability to structure work, centre on the fact that female managers are good motivators. The results further indicated that women managers prefer to provide coaching and support, sharing what needs to be done than telling them what to do. The major finding under leadership profiles was that female managers preferred to lead by example; meaning that they focus on setting an example for the followers and are willing on taking risk. Another imperative finding was that women leaders demonstrated team-building leadership style when it comes to decision-making and problem-solving. Recommendations, using these findings, were made for women aspiring to leadership, women already in leadership and management positions and organisations. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

Approved for public release; distribution unlimited / Botswana remains one of the few countries in the world (and the only country in the South African Development Community (SADC)) where females are legally prohibited from joining the military. The political and social pressure in the 21st century has softened the opposition of many influential politicians and bureaucrats to calls for inclusionary statutes. This thesis examines the possibility of opening doors to women in the Botswana Defence Force (BDF). It examines the policies, programs and scope of the role of women in the US armed services, Canadian Forces (CF) and the South African National Defence Forces (SANDF). It identifies from these highlights the most effective approaches to recruiting, training, and retaining women in the BDF once the opportunity is availed. In particular, this thesis examines the Six critical policies of the US armed services and the CF, namely, sexual harassment, fraternization, employment of women, equal opportunity, pregnancy, and family care. This thesis considers the lessons from these for the BDF. Two critical cases of sexual harassment, (the 1991 Tailhook Navy and Marine Corps Convention and the 1996 US Army's Aberdeen Proving Ground incident), are highlighted in the study. The leading recommendations emphasize the need for the BDF to take the steps required to evoke a cultural change to affect the attitudes and perceptions of personnel and to examine how the SANDF administers its policies as they pertain to women. / Major, Botswana Defence Force

Thesis (B.Sc)--University of Hong Kong, 2004. / Includes bibliographical references (p. 132-140)

Thesis (Ph. D.)--Ohio State University, 2006. / Full text release at OhioLINK's ETD Center delayed at author's request

Thèse--Paris. / Without thesis statement. "Bibliographie": p. [213]-233. "Errata": leaf at end.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2007. / Title from title screen (site viewed October 13, 2009). PDF text: 158 p. ; 827 K. UMI publication number: AAT 3355627. Also available in microfilm and microfiche formats.