This report focuses on barriers women face within the petroleum industry, with regard to career advancement to senior positions. This research was conducted to identify the challenges that hinder such progression for women, taking key issues and themes raised by women currently at management levels. The primary outcomes were identifying key barriers and/or challenges that exist in the petroleum industry, and juxtaposing them to barriers identified in other industries at both the local and global context. This research demonstrated the fact that despite legislative intervention and initiatives by the South African petroleum industry to address gender inequality and employment equity within the workplace, women are yet to achieve a critical mass at senior positions within in the petroleum industry. Barriers hindering women advancement to senior levels within the petroleum industry, inter alia, were found to be: women not being taken seriously; “Boys Club” syndrome; work life balance challenge; and perceptions and stigmas regarding women managers. It is recommended that the petroleum industry adhere to career development plans for women; the individual oil companies identify additional mentorship opportunities and more prominent role models for young females joining the industry; and lastly that industry captains actively encourage an environment where women are treated equal to their male counterparts. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

The study was concerned with identifying both organisational and personal strategies utilised by females in managerial positions within South Africa. From an analysis of both primary and secondary data, it was concluded that executive women in South Africa are utilising personal strategies more extensively than relying solely on organisational strategies to facilitate them to managerial positions and the respondents therefore deemed these personal strategies to have a greater impact than that of the organisational strategies. Both organisations and individuals would benefit from this study as the study brings to the fore the lack of organisational strategies utilised by organisations within South Africa, as well as highlighting those strategies found most beneficial by executive women as having the greatest impact on their careers. This indication would allow for organisations to efficiently invest in those strategies having the most impact on female executives’ careers. Individual women at non-management or junior management levels could integrate the personal strategies highlighted in this study as being most effective into their career development plans. By ensuring both organisations and women together are working to equip females for managerial positions, both organisational and personal performance of South African female managers will be maximized.

21世紀以來，越來越多的中國女性加入到企業管理的團隊中來，與此同時 ，她們也不能不面對世俗社會投來的疑慮和不信任的目光。在中國世俗的眼中 女性和企業家是兩種相距甚遠的角色：一個主內，一個主外；一個以陰柔見長 ，一個以陽剛取勝。對於女性的這一刻板看法在中國根深蒂固，這就為中國的 女企業家設置了一道修辭難題：她們在公眾心目中的形象將決定於她們如何有 效地協調這兩種角色或身份的衝突。本研究認為"柔性管理修辭"是認識當代中國女企業家的公共形象策略的 關鍵。這種修辭構建出的柔性管理者形象既符合了社會對女性"陰柔"的要求 ，又能適應中國文化下企業的管理需求。為了深入分析女企業家的"柔性管理 修辭"，研究選擇了20段由公眾媒體播出的女企業家訪談錄影，以此作為分析 女企業家塑造公共形象的代表性文本。本研究以肯尼斯伯克的戲劇五元理論為 基礎，圍繞企業發展、員工管理與角色定位三個敘事主題展開細緻的修辭分析 ，展現了女企業家通過修辭構建柔性管理者形象的過程。 研究提出，中國女企業家的柔性管理修辭體系包含三類修辭構建技巧：第 一類是女企業家直接表明自己女性和企業家的雙重身份；第二類是女企業家做 出符合"柔性管理"哲學規範的話語行為；第三類是女企業家用柔性化的方式 來表達管理話語。除此之外，本研究在戲劇五元理論"對子"結構的基礎上提 出了"雙對子"和"對立"兩種新結構，探討了敘事主題與特定對子的搭配可 能產生的更廣泛的修辭意義，豐富了應用戲劇五元理論分析中文修辭時的方法 和角度。With more and more women step into companies' management level, they have to face the question and doubt from society. From a mundane viewpoint in Chinese society, "females" and "entrepreneurs" are two different and even conflict roles: females are supposed to be in charge of domestic chores, and should be gentle; while entrepreneurs are working in society, and should be decisive. Such stereotype results in a tough problem for female entrepreneurs from the rhetorical perspective: their public images depend on how they can efficiently coordinate the conflicts in the mentioned two roles. This study proposes that "rhetoric of soft management" can be a key concept to learn the strategy that female entrepreneurs apply in managing their public images, which not only meet the traditional expectations on women, but also fit in the Chinese business culture. To analyze the "rhetoric of soft management", this study selects 20 talk shows, in which Chinese female entrepreneurs are interviewed on famous public media, and they are representatives in establishing the Chinese female entrepreneurs' public images. Kenneth Burke's "dramatistic pentad" is adopted as the theoretical framework in analyzing the three narrative themes: "enterprise development", "employee management" and "role orientation". This study presents three kinds of rhetorical construction technics that Chinese female entrepreneurs adopted: firstly, directly show their identities as both female and entrepreneurs; secondly, their discourse behavior conforms the rule of "soft management"; lastly, use flexible tones to express their management discourse. In addition, the study also makes theoretical contributions to the "dramatistic pantad" when using it in analyzing Chinese rhetoric. The study proposes two new relationships between the five rhetorical elements in dramatistic pantad: "double- ratio" and "reverse-ratio". The study also discusses the wider rhetoric significance of the association of narrative themes and specific ratios.

The objective of this report is to understand the factors that hinder and those that facilitate the representation of women on boards of directors in South African companies. The insights gained on the obstacles and facilitators in achieving greater representation of women on boards of directors will give companies and individuals actionable knowledge of the key success factors and strategies that can be applied to increase representation. A literature review was done in order to apply existing theory to the research problem. The researcher‟s objectives were to answer three research questions. The methodology for the research is then described. Qualitative research was used with the research instrument being in-depth interviews. Twenty three face-to-face interviews were held with board members, executive search companies, an organisation that trains boards of directors and a women‟s professional body, using a semi-structured questionnaire. Seven respondents completed the questionnaire only. Interviews were transcribed and content analysis performed on them to extract recurring themes related to the questions asked. The results of the interviews are then presented and interpreted. The findings are that there are no conscious or deliberate attempts to keep women out of the boardroom. The factors affecting women representation on boards of directors can be attributed to the interplay of historical and cultural factors that have resulted in women not being top of mind when appointing board members. Legislation is playing an effective facilitation role, but the extent of transforming this trend, in a meaningful way and not just to be compliant, in an equal opportunities environment in which South African companies presently operate, depends on the „natural diversity insights‟ (the natural consciousness to want to do the right thing) of the shareholders, chairpersons, CEOs and/or the nomination committees who play a huge role in either recommending or making the final decision on new board appointments. / Dissertation (MBA)--University of Pretoria, 2006. / Gordon Institute of Business Science (GIBS) / unrestricted

21世紀以來，越來越多的中國女性加入到企業管理的團隊中來，與此同時 ，她們也不能不面對世俗社會投來的疑慮和不信任的目光。在中國世俗的眼中 女性和企業家是兩種相距甚遠的角色：一個主內，一個主外；一個以陰柔見長 ，一個以陽剛取勝。對於女性的這一刻板看法在中國根深蒂固，這就為中國的 女企業家設置了一道修辭難題：她們在公眾心目中的形象將決定於她們如何有 效地協調這兩種角色或身份的衝突。本研究認為"柔性管理修辭"是認識當代中國女企業家的公共形象策略的 關鍵。這種修辭構建出的柔性管理者形象既符合了社會對女性"陰柔"的要求 ，又能適應中國文化下企業的管理需求。為了深入分析女企業家的"柔性管理 修辭"，研究選擇了20段由公眾媒體播出的女企業家訪談錄影，以此作為分析 女企業家塑造公共形象的代表性文本。本研究以肯尼斯伯克的戲劇五元理論為 基礎，圍繞企業發展、員工管理與角色定位三個敘事主題展開細緻的修辭分析 ，展現了女企業家通過修辭構建柔性管理者形象的過程。 研究提出，中國女企業家的柔性管理修辭體系包含三類修辭構建技巧：第 一類是女企業家直接表明自己女性和企業家的雙重身份；第二類是女企業家做 出符合"柔性管理"哲學規範的話語行為；第三類是女企業家用柔性化的方式 來表達管理話語。除此之外，本研究在戲劇五元理論"對子"結構的基礎上提 出了"雙對子"和"對立"兩種新結構，探討了敘事主題與特定對子的搭配可 能產生的更廣泛的修辭意義，豐富了應用戲劇五元理論分析中文修辭時的方法 和角度。With more and more women step into companies' management level, they have to face the question and doubt from society. From a mundane viewpoint in Chinese society, "females" and "entrepreneurs" are two different and even conflict roles: females are supposed to be in charge of domestic chores, and should be gentle; while entrepreneurs are working in society, and should be decisive. Such stereotype results in a tough problem for female entrepreneurs from the rhetorical perspective: their public images depend on how they can efficiently coordinate the conflicts in the mentioned two roles. This study proposes that "rhetoric of soft management" can be a key concept to learn the strategy that female entrepreneurs apply in managing their public images, which not only meet the traditional expectations on women, but also fit in the Chinese business culture. To analyze the "rhetoric of soft management", this study selects 20 talk shows, in which Chinese female entrepreneurs are interviewed on famous public media, and they are representatives in establishing the Chinese female entrepreneurs' public images. Kenneth Burke's "dramatistic pentad" is adopted as the theoretical framework in analyzing the three narrative themes: "enterprise development", "employee management" and "role orientation". This study presents three kinds of rhetorical construction technics that Chinese female entrepreneurs adopted: firstly, directly show their identities as both female and entrepreneurs; secondly, their discourse behavior conforms the rule of "soft management"; lastly, use flexible tones to express their management discourse. In addition, the study also makes theoretical contributions to the "dramatistic pantad" when using it in analyzing Chinese rhetoric. The study proposes two new relationships between the five rhetorical elements in dramatistic pantad: "double- ratio" and "reverse-ratio". The study also discusses the wider rhetoric significance of the association of narrative themes and specific ratios.

No description available.

by Lin Y L Wendy, Cheung Y L Joseph. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1992. / Includes bibliographical references. / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF ILLUSTRATIONS --- p.iv / LIST OF TABLES --- p.v / LIST OF APPENDICES --- p.vi / ACKNOWLEDGEMENTS --- p.vii / Chapter 1. --- INTRODUCTION --- p.1 / Chapter 2. --- BACKGROUND OF STUDY --- p.5 / Chapter 2.1. --- The Environment --- p.5 / Chapter 2.2. --- The Literature Review --- p.11 / Chapter 3. --- METHODOLOGY --- p.24 / Chapter 3.1. --- Literature Review --- p.24 / Chapter 3.2. --- Personal Interview --- p.24 / Chapter 3.3. --- The Questionnaire Design --- p.24 / Chapter 3.4. --- Type and Nature of Study --- p.25 / Chapter 3.5. --- Study Setting --- p.25 / Chapter 3.6. --- Time Horizon --- p.25 / Chapter 3.7. --- Unit of Analysis --- p.25 / Chapter 4. --- THE PERSONAL INTERVIEW FINDINGS --- p.26 / Chapter 4.1. --- Influence Over Boss/Superior --- p.26 / Chapter 4.2. --- Influence Over Co-workers --- p.32 / Chapter 4.3. --- Influence Over Subordinates --- p.33 / Chapter 4.4. --- Perceived Sexual Differences --- p.35 / Chapter 5. --- THE QUESTIONNAIRE SURVEY FINDINGS --- p.37 / Chapter 5.1. --- The Questionnaire Survey --- p.37 / Chapter 5.2. --- Analysis of Strategy --- p.39 / Chapter 6. --- "SUMMARY, DISCUSSIONS, AND RECOMMENDATIONS" --- p.47 / Chapter 6.1. --- Summary --- p.47 / Chapter 6.2. --- Discussions --- p.49 / Chapter 6.3. --- Limitations --- p.50 / APPENDCIES --- p.53 / BIBLIOGRAPHY --- p.63

Thesis (Ed.D.)--Murdoch University, 2004. / Cover title. Dissertation submitted to the School of Education, being part requirement for the degree of Doctor of Education. Bibliography: p. 243-255.

Thesis (PhD)--Macquarie University, Graduate School of Management, 1999. / Bibliography: leaves 353-372.

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2002.