M.Tech. Business Administration. Business School. / The purpose of this study is to investigate the extent to which female managers utilise the transformational leadership style as a feature of their normal dealings as managers. Much of the available literature on leadership typologies refers to the need to identify leadership styles that are suited to managing in different and changing environments. In this regard, various leadership styles or orientations have been identified as useful for managing change. However very few studies have been pre-occupied with understanding the extent to which a particular type of leadership styles may be preferred over another particularly from a gender perspective.

Thesis submitted in compliance with the requirements fo the Doctoral Degree in Technology: Education (Management), Durban Institute of Technology, 2004. / This study focused on women in Technikons who hold status positions as Dean or higher in the academic management hierarchy and aimed at uncovering those attributes which contributed to their success in breaking the 'glass ceiling'. The gender imbalance in their career paths highlighted the need to identify those attributes so that ways could be found to increase the representation of professional women in leadership and management position. The experiences and struggles of women in Third World Countries, such as South Africa, unfold in a very different context from those of women in First World Countries. As this research is about women for women and gives 'voice' to those women who participated in this project, attention must be paid to the knowledge and theory that incorporates women's experience and perspectives. It is therefore appropriate to view the marginalisation of women and hence their struggle for equality of opportunity in Technikon management from a feminist viewpoint. Narrative enquiry using primarily semi-structured in-depth interviews provided the data which was processed in terms of a categorical-content perspective. The relevant themes identified were interpreted by the researcher and used to formulate grounded theory. The results of this research study drew attention to the importance of the possession of emotional competencies and attributes, that is, the importance of emotional intelligence as an empowering attribute for women managers in academe. This is of special significance in that these attributes can be learned. It is imperative that women in management be provided with opportunities to develop these qualities and / M

Submitted in partial fulfillment of the requirements for the degree of Masters of Technology in Public Management, Durban University of Technology, Durban, South Africa, 2015. / This study aimed to investigate the factors influencing the career progression of women in higher education in general and South Africa in particular, using the case study of the Durban University of Technology. Recent research has shown that even though women have made some progress as compared to where they were twenty years ago, the progress of women has proven to be resistant to change in terms of higher level and rewarding positions (Turner 2012; Hofmeyr and Mzobe 2012; Botool and Sajid 2013; Mouley, 2013). According to Boushey and Farrell (2013:6), this lack of progress results from a lack of flexibility and unpredictable scheduling at the workplace. Others argue that career interruption for childbirth and rearing; domestic responsibilities; gender parities at the work place; organizational structures; and policies that do not meet the needs of female employees affect career progress (Wallace and Smith 2011:3 and Tsoka 2010:6). The purpose of the study was, therefore, to examine the nature of the progress of women in higher education, and to identify factors influencing their progress. The study was conducted at the Durban University of Technology with a sample of 250 women from academic and administrative units the stratified random sampling technique was used, in which the target population at the DUT was grouped into different strata, and then the sample elements were selected from each of the groups. The study used both quantitative and qualitative research designs (mixed method), whereby self-administered questionnaires were used to collect the data. The questionnaire consisted of open-ended and closed ended questions. The closed- ended questions were quantitative, while the open ended questions were qualitative. The closed-ended responses were then analysed using SPSS, while the open ended responses used the inductive approach to highlight the factors influencing the career progression of women in higher education, thereby leading to recommendations on policies which would enhance career progression of women in higher education. The findings of the research revealed that women are still underrepresented in higher. It was recommended that management should improve working conditions for women and ensure that the effective monitoring and evaluation of the various policies in place.

In this study an attempt was made to explore the challenges with regard to publications experienced by academic women at three selected Historically Black Universities (HBUs). Although based predominantly within a feminist qualitative metholodogical framework, both qualitative and quantitative research methods were used in this study. Based on the findings of the study, the recommendations illustrated participants' responses. Some of the recommendations illustrated participants' expressed need of staff development with a specific focus on training in publication skills / mentoring and support networks / assistance and support for their publishing venture at both institutional and departmental level and the development of strategies that would assist academic women in 'juggling' their personal and academic roles.

In this study an attempt was made to explore the challenges with regard to publications experienced by academic women at three selected Historically Black Universities (HBUs). Although based predominantly within a feminist qualitative metholodogical framework, both qualitative and quantitative research methods were used in this study. Based on the findings of the study, the recommendations illustrated participants' responses. Some of the recommendations illustrated participants' expressed need of staff development with a specific focus on training in publication skills / mentoring and support networks / assistance and support for their publishing venture at both institutional and departmental level and the development of strategies that would assist academic women in 'juggling' their personal and academic roles.

Women form a critical component of the workforce of South Africa. Therefore the issue of retaining women should be a strategic priority for organisations. This study focused on identifying general retention factors for women in a higher education institution. The research also examined the retention of women from two distinct leadership perspectives: how different leadership styles of managers and the presence of leadership opportunities for women could affect their retention. A cross-sectional quantitative research approach was followed. A non-probability simple random sample was drawn from permanent female staff at a higher education institution. Through the process of exploratory factor analysis, six retention factors were identified, namely unique needs, growth, recognition, work conditions, relationships and support. Correlation and regression analyses were conducted. The results indicated that various leadership constructs predicted the retention of women. Recommendations for retention strategies aimed specifically at women are suggested on the basis of these findings. / Business Management / M. Com.