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Dissertation submitted in partial fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business at the Cape Peninsula University of Technology, 2013 / In this research study, emphasis is placed on the progression of women to senior management positions in higher education. The main purpose was to determine whether there were any barriers that women experienced in progressing to senior management positions in higher education. This study specifically focused on a South African university in the Western Cape. Normative criteria, which were derived from the literature survey included relevant books, academic journal articles, legislation, policy directives, conference papers and the Internet in order to extract relevant standards against which current practices could be measured. The themes in the literature search for this study included organisational barriers that women might have experienced in their places of work, gender stereotypes, organisational or institutional cultures, and the importance of career planning. The South African labour legislation was explored in terms of providing a framework for the transformation of the workplace with regard to equity and skills development. The data was submitted for professional statistical analysis, which was predetermined in collaboration with a registered statistician. A questionnaire was designed by using the Likert Scale, and was submitted to the registered statistician for analysis. The results of this study showed that, firstly, in most instances, men and women had different views of the current situation; that the institution had made strides in terms of transformation, but that emphasis should still be placed on gender equity. The research study provides evidence that women might still be facing barriers, whether hidden or not, in order to progress to senior management positions in higher education. The researcher has provided recommendations that could assist the institution in this respect.

Thesis (MBA.) -- University of Limpopo, 2023 / The underrepresentation of women in management positions of rugby is a continued unresolved phenomenon not only in South Africa, but across the globe. It has been thirty years since the Brighton Declaration was adopted, which was attended 289 international states. The Brighton Declaration Conference seeks to promote the interest of women in sport; the conference in line with Sustainable Developmental Goals (also called “SDG. World Rugby has over 15 working committees that constitute less than 5 women serving as members in committees. South African Rugby Union (SARU), a custodian for rugby in South Africa, lacks women representation in senior management positions. Thus, a research conducted in women rugby in Polokwane Municipality. The aim of the research is to investigate the underrepresentation of women in management of sport and the implications for women ‘s participation in rugby sport in Polokwane Municipality, Limpopo Province. The research uses qualitative approach, and 20 participants were purposively sampled to respond to interview questions. The research findings revealed SARU’s inadequacy in developing women for management of rugby. Thus, the research recommends women empowerment through various sustainable development programs accustomed to equip women to occupy management and leadership roles. Furthermore, policy review on sport management should be considered, the review brings together women coaches, technical staff and other team officiating from various stakeholders of sports and rugby in particular. SARU has to review their inclusion policies, and implement them. World Rugby’s inclusion policies must also be implemented because in many cases inclusion policies only exist on paper.

What happened to women who are former athletic directors of intercollegiate athletic programs during each of the four stages of the departing experience was the problem of this study. A qualitative design using personal interviews for data collection and ethnoscientific explanation for analysis of the data were used to study thirty-one women who were athletic directors between 1975 and 1986. Analytical tasks performed for each of the four levels of analysis helped answer research questions directed toward finding patterns among women in the following areas: what happened to them within and throughout the four stages of the departing experience, reasons they left the position of athletic director, and satisfaction in their subsequent job. Analysis of the data established that the departing experience occurred in four stages. How the subjects responded to the way that opportunities for female student-athletes were offered during each st3ge of the departing experience determined whether they were in positive or negative circumstances. Sixteen subjects either were in positive circumstances throughout the departing experience or ended it in positive circumstances. Fifteen subjects were either in negative circumstances throughout the departing experience or ended it in negative circumstances. The ability to reevaluate their beliefs and values, adapt to changes in their programs, make rational decisions, and influence others to support their decisions determined whether they were in positive or negative circumstances in each stage of the departing experience. In general, the findings of this study support literature on women in administrative positions and literature on the effects of job loss and job change.

Indiana University-Purdue University Indianapolis (IUPUI) / Grounded in leadership, cultural, communication, and gender studies, this dissertation investigates the challenges African-American women executives in the philanthropic foundation sector faced as they strive to have their culture legitimated within the culture of the workplace. Through the use of case study methodology, I examined the experiences of participants by conducting oral history interviews that traced their critical path to leadership. I also incorporated my own experiences in the field to further explore the connections between race, gender, and leadership styles in philanthropic organizations. The interviews and my own auto-ethnographic research explored the possible consequences of black executive women in the foundation world not being able to share aspects of their cultural lives in workplace networks and the impact of the critical exclusion of who they really are as whole human beings on the quality of their careers. An analysis of data collected from the interviews revealed key factors critical to the success of study participants. First was the presence of familial or close adults actively engaged in philanthropic activity during the participants’ formative years. Second was a strong influence of a faith tradition. Additionally, the date revealed that participants’ involvement in outside leadership roles, often tied to their racial and gender identities, were not capitalized on by employers. This study achieved several key outcomes. First, it afforded participants an opportunity to develop the personal satisfaction of expanding the body of knowledge related to leadership development within the philanthropic foundation sector. Additionally, by sharing their stories, these individuals were able to develop or strengthen mentorship relationships. Lastly, this study has the potential of being of significant benefit to the greater philanthropic foundation sector, since it worked towards the expansion of the body of knowledge specific to the issues of gender and cultural differences within the foundation sector.