Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1982. / Also available in print.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Thesis (M.A.)--Carleton University, 1992. / Also available in electronic format on the Internet.

published_or_final_version / abstract / toc / Japanese Studies / Master / Master of Philosophy

A research report submitted to the Faculty of Commerce, Law and Management at the University of the Witwatersrand in partial fulfilment of the requirements for the degree of Master of Management (in the field of Public and Development Management) December 2015 / The notion of women empowerment in South Africa is steadily gaining momentum and recognition. The country has dedicated the month of August as “womens’ month” and the increased visibility of women in parliament are some of the gains made by government. However, it remains unclear what happens in the other spheres of government regarding the promotion of women and their development. This study examined the local government context by exploring the leadership development of women. The focus of this study was on the City of Johannesburg metropolitan municipality. The City of Johannesburg states that its mission is to be a “World Class African City of the Future”. Human capital and leadership therefore becomes imperative in attaining the mission and delivering effective and efficient services to the citizens of the City of Johannesburg. This study is aimed at exploring the leadership development of women in the City of Johannesburg. The focus of the study was on their development into leadership roles. A qualitative research was carried out and data were collected using semi-structured interviews and documents as secondary data. This study revealed that there was relatively good representation of women in the Members of the Mayoral Committee: there was a 50/50 gender split within the committee. However, there was a low presentation of women in other levels. Nevertheless, the focus of the study was not entirely quantitative but it was also qualitative in relation to the development of women into leadership roles. The study found that there was leadership development of employees where women were given preference over their male counterparts with regard to the intake on the programmes. Apart from the programmes held at Wits Business School, there was nothing internally which was focused on the development of women in leadership structures. This highlighted the fact that the City needed to do more in developing women. Despite this knowledge, this study revealed that policies in the City when effectively used can help in the development of women into leadership roles. This study provided recommendations that deliberate efforts should be made in developing women. The current policies in the City should be incorporated and there should be a clear strategy and targets set out regarding the development of women. / MT2017

M. Tech. Public Management and Administration. / The aim of the study was to evaluate factors that inhibit or promote the participation of women in decision-making processes. The study also seeks to understand more about the roles that these women play in leadership positions that they hold, and to assess whether these women are fighting for gender issues in representing women and uplifting the society. Prior to 1994, the South African Public Service systematically marginalised women across the colour spectrum. Post-1994, our Parliament has had one of the highest proportions of powerful, outspoken and committed women in the world.

Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 141-147). Also available in electronic format on the Internet.

This study consists of an investigation of the relationship between the values of the organization, the work-related values of managers, and the career advancement of female managers within the British Columbia Public Service. Organizational value priorities were determined through the categorization by Deputy Ministers of fifteen organizational values. Through statistical analysis, the study established: the extent to which the values of public service managers are shared with those of their organization; the relationship between career advancement and value congruency; the change in managers' values over time; and managers' perceptions of the influence of other factors on career advancement. Anecdotal data were treated non-statistically. The study concludes that there are few individual value differences between The British Columbia Public Service and its managers regardless of level or gender. Although no significant differences were observed between the composite values of the various management groups and the organization, correlations between the values of the two bodies diminish as one descends the organizational hierarchy. These findings suggest that values do have an influence on the achievement of senior administrative positions, and that women at all management levels have the value potential to reach these positions. However, since women's level of attainment of top positions is much lower than that of their male colleagues, it is suggested that other value-based factors, possibly including educational level, family responsibilities and organizational bias against women may be as influential on career advancement as the organizational and work-related values examined in the study. On the whole, managers' values were not found to change significantly over their years of experience with the organization, therefore the study concludes that hiring practices within the British Columbia Public Service are effective in identifying managerial employees who share the organization's values, although this may be an unconscious process. It is also concluded that male junior managers may feel that their careers will be particularly vulnerable to the effects of the career advancement of female managers, and that managers of both genders feel undervalued as employees and are struggling to balance work and family responsibilities, although the latter problem appears to affect women more than it affects men. / Graduate

The aim of this research project is to conduct an evaluation on the implementation of gender mainstreaming in South African government departments, with specific reference to the Department of Justice and Constitutional Development (DoJ&CD) and the Department of Foreign Affairs (DFA). The research project is based on the hypothesis that despite the existence of a National Gender Machinery, Gender Focal Points (GFPs) face numerous challenges in implementing gender mainstreaming, due to various internal and external factors. Based on the two case studies, the research project concludes that despite a strong commitment from government, GFPs still face challenges in effectively implementing gender mainstreaming. This is due to a lack of accountability, an understanding of the concept of gender mainstreaming, as well as a lack of resources. Furthermore, systemic weaknesses within the National Gender Machinery are exacerbating the challenges faced GFP