In recent years we have witnessed an increasing integration of women into positions where leadership is exercised. Although some studies show that less than 10% of leaders are women, they are making their headway in the difficult field of leadership which, some years ago, was totally dominated by men. Several authors have analyzed the female’s skills in developing leadership roles. Some of them have concluded that there are differences with respect to male leadership. But others are not so clear and talk about gender equality in exercising leadership roles. Moreover, a new style of leadership has been implemented in organizations, that is, transformational leadership. This style together with the latest developments in leadership has been analyzed from a gender perspective. Several experts in this issue have come to ensure the highest skill for women to develop this style of leadership, which is based on communication, empowerment and followership. How do stereotypes cloud our claims? How does literature affirm or deny the existence of gender differences in leadership? What do women writers specializing in leadership study over the past three years? What are the latest developments in leadership? This work features a series of studies on the subject made in the last twenty years. This along with opinions of today’s leaders, insufflate fresh air to the results and invite the reader to enter in the interesting but slippery field of leadership from a different perspective.

Mo Yan's novel has no shortage of female characters.On the novel of the number of women in research studies than other subjects far less¡Athis paper attempts to Mo Yan's novel female image as the research object by Mo Yan's writing skills.For the novel text in the image of women to do the classification¡Aexploring the different characteristics of the image and significance of female.Mo Yan's novel writing skills are separately from the narrative point of view, plot, magical realism style, and orientation of folk aesthetics of four done.Mo Yan's novel of the female image constitute women before marriage which is divided into image and the image of two married women. The image of women before marriage is divided Huaichun, mysterious, rebellious, liberating image of the four wome.¡AMarried women have been divided into sub-image is the image of mother and wife.Mo Yan's novel of the women face difficult living conditions¡Asuffering, hunger, living conditions. To face official oppression and the threat of war in this harsh and poor environment¡Athese women still demonstrate vitality. Mo Yan describes their physical and their desires as a symbol of the vitality of the individual¡Aeven the awareness of women's autonomy¡AMo Yan is also the unique to use of color symbolism implied¡APresenting the female body, passion, wild, erotic.

One of the very interesting demographic features in the US over the last several decades is the persistent racial educational gap between blacks and whites and the reverse gender education gap as a result of the rapid rise in women's educational attainment. This dissertation is to investigate the reasons behind it. I first investigated the educational gap between blacks and whites. I propose a new model to identify if and how much the educational attainment gap between blacks and whites is due to the difference in their neighborhoods. In this model, individuals belong to two unobserved types: the endogenous type who may move in response to the neighborhood effect on their education; or the exogenous type who may move for reasons unrelated to education. The Heckman sample selection model becomes a special case of the current model in which the probability of one type of individuals is zero. Although I cannot find any significant neighborhood effect in the usual Heckman sample selection model, I do find heterogeneous effects in our type-consistent model. In particular, there is a substantial neighborhood effect for the movers who belong to the endogenous type. No significant effects exist for other groups. On average, I find that the neighborhood variable, the percentage of high school graduates in the neighborhood, accounts for about 37.7% of the education gap between blacks and whites. This dissertation sheds some insight about women?s educational attainment by studying the motivations of education for women: to pursue higher wages and to find highly educated spouses. The identification strategy is that the college education is exogenous to the partner choice if education is driven by pursuing higher job market return (the type of marry-for-romance), and is endogenous if the education decision is driven by marriage market return (the type of marry-for-money). I find that the marry-for-romance type has higher education than the other type and given everything else the same, with the same education level, the women who marry for money have a higher probability of finding a highly educated husband than those marrying for romance. Therefore, the reversal educational gap could be the result of more marry-for-romance women.

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Women continue to be marginalized at most levels of government, especially in political appointment positions. This research interviewed sixteen female political appointees. We found they were drawn from elites, such as legislators, professors, teachers, lawyers and journalists. Most female appointees showed profound political interests through active participation in political activities and social movements, which allows them from movement to government. Interviewees in this research expressed that the president or their mayor invited them to serve as such posts because of appreciation of their past working experiences and administrative experiences. We found some mothers opposed their daughters to step into politics. Furthermore, the very division between public/private and man/woman composes the different expectations on male and female political appointees, such as domestic chores, caring and even their abilities in dealing with politics. Gender makes a difference. Female interviewees tended to promote capable female in their divisions and redressed the past ¡§gender-neutral¡¨ policy to help women have a better life. Some female political appointees also expressed their unique sensitivity as women in decision-making process. In order to increase women to participate in politics, this research suggests raising gender awareness in policies and stress on school education and public education for engaging younger generations. Further, gender quota can increase women¡¦s opportunity to serve as political appointees.

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Brahms is an important German romantic composer.In additional to his outstanding output in orchestral composition, he also finished thirty-four female choral pieces. Most of them were written during 1857-62, when he was still in Hamburg and dirdcting the Hamburg Women's Chorus. Opus17 belongs to this category. It is for three-part female choir, with harp and horns as the accompaniment. It includes four short pieces, text in German, with the feeling of lament. The form is simple and clear. The texture is mostly choral. The melodies in each vocal part are not difficult; however, it is the harmonic color that gives this work its special taste. This thesis consists of five chapters. The first chapter is the introduction. The second chapter inclides three parts. Part one introduces the life of Brahms. Part two is the chronological discussion of Brahms choral composing. Part three focuses on the female choral works. The third chapter analyzes the four pieces of Brahms Opus 17. The fourth chapter presents suggestions for teaching Opus 17, including vocalization, interpretation, diction, and conducting technique. The fifth chapter draws conclusion from the study.

Abstract The theories of leadership seldom explain the difference of male leaders and female leaders. Instead of the assumption that the leaders¡¦ leading traits and leading styles of two sexes are the same, most studies work from the ¡§man¡¨ point of view. Traditionally, the principles and theories of leadership in most cases come from the researches written by male leaders. Many female leaders¡¦ leadership styles are ignored or forgotten. (Sally Helgsen, 1995) General thoughts indicated that there are some differences between male and female, but these differences are seldom used to explain leadership. The master stream of leadership theories still infers female¡¦s leadership by male traits. This research considers that once woman accept the inequality is unfair, then they can create the possibility in working field. As the saying of Peter Senge goes ¡§Remove the unwanted doesn¡¦t mean you can get what you want¡¨. This research wants to draw a picture of real female leaders by finding ¡§What You Want¡¨, focusing on female leaders¡¦ successful leadership traits and leadership styles, then to discuss how they overcome ¡§the Unwanted¡¨. This research adopted case study and in-depth interview methods. After interviewing six female leaders, this research has conclusions listed below: 1. Female leader¡¦s traits: Female leaders not only lead people to achieve the goal of organizations, but also want to make them improve themselves. The female leaders emphasize ex-birth learning even more than pro-birth gift. It is an everlasting improving process. The female leaders who have strong motivation know they should try hard to hold on every chance, but the others must wait the inspiration by environment or other people. 2. Female leaders¡¦ leadership style: Female leaders adapt Y theory to make the attributed assumption of employees, but they would transfer to X theory because of changes of environment and so on. They mainly use democratic leadership style and supply with authoritative and laissez faire styles. They try to achieve the balance of employee-oriented and work-oriented. This research discovered that female leaders usually adapt the neutral characteristics or integrate the characteristics of two sexes in leading process. 3. Female leaders and sex issue: This research shows the notion of female leaders that leaders contain those of two sexes, but they should not be separated into two nouns: male leaders and female leaders. This research discovered that all female leaders never benefit from being a female. The dilemmas they face are: challenging the stereotype and the conflict of family and job roles. The ways they treat to male and female employees have no significant differences, and they respect their differences. When it comes to promotion, they never think about the issue of sex. 4. The working philosophy of female leaders: The most important three factors of their job philosophies are interests, mission and self-actualization. Surprisingly, the working hours of female leaders in case study are all very long. Five out of six leaders work for twelve to fifteen hours or even more a day.

ABSTRACT Due to the continuous variation of medical policies, the competition of healthcare services markets are even more drastic and face more challenges. Among them, the advantage in competition for each hospital and clinic is information service, as a result, the superintendent of information unit in hospitals must obtain not only knowledge about information specialty but also general disposition of healthcare system; the superintendent of routine interactions between authorized superior officials and the subordinates with academic technique, under the huge pressure of heavy responsibility with minor power, how can women leaders overcome obstacles and which kinds of career development philosophy they adopt to distinguish themselves and achieve success; in the other hand, they choose to be a housewife. This study mainly explores the reasons for their choice of either working or not working. The purpose of this study is revealing the insight of the pressures and the strategies of career development as a female supervisor in healthcare information unit. Research topics focus on the roleplay under the tradictional social expection, the pressures from both family and workplace, and the strategies of career planning. I employ the depth interview as the data collection method. The research results are summarized in three parts, they are: (1). In the concept of tradictional value: the tradictional value affects the attitude of the gender roleplay; the stablilty becomes the most critcal critera of career evaluation; the traditional gender roleplay affects the development of strategy of career development; (2). The adjustment between family and workplace pressur: the conflict is derived from the tradictional value; the lower the conflict the higher the accomplishment they achieve; (3). Strategies of career development: looking for the support from family; create the opportunity of competion advantage; self-promotion; receiving advice from friends and advisors. Keywords: Healthcare Information Unit, Female Information Supervisor