Since 1991. South Africa has a new democratic dispensation. This new- Democracy in South Africa has the aim to change the lives of ever)- citizen in South Africa. A new Constitution and the Bill of Rights have been adopted to ensure that discrimination policies of the past are to be addressed. The Government of South Africa committed itself to gender equality and this commitment has to transpire to all public institutions. It is therefore. important that public institutions should engage in a process of ongoing change and investigate their own controlled styles in support of gender justice. In the South African Police. before 1994. women were not considered as an essential part of the workforce and they were not employed in senior management positions. The new South African Police Service adopted community policing as a new style of policing and embarked on a strong sense of service delivery to the community. South Africa has a diverse community and to enable the SAPS to deliver a proper service to the community they serve, the human-resource component should reflect this: incorporating men and women as equal partners. The managers of the SAPS have therefore to change accordingly and with that the whole organisation and its members. When times change. it requires a change in attitudes and perceptions. The aim of this study was to engender a new consciousness in the SAPS and the society about the role of policewomen as competent managers in a male-dominated profession and not for superiority of any of the genders. In any society women play a critical role: therefore the respect for the rights of women in society brings capability and builds capacity. Semi-structured interview schedules were used to conduct interviews with female police station managers as well as their subordinates at different stations to obtain the necessary information. A literature re vie^ was done to obtain information and views from other authors on the topic of policewomen. Limited research has been done on policewomen or on women in management positions in SAPS. Chapter one provides an orientation to the study. Legislation by Government as well as policies and directives from the SAPS were discussed in Chapter 2 to set the scene for the study. The question is asked whether these legislation. policies and directives are effectively being implemented to enhance the development of women in the organisation and to give them a fair chance to show their skills and competencies in managerial positions. The study further materialises in a discussion on the role and performance of women in the policing environment and a historical background of women in policing in South .Africa. The remainder of the study focuses on the research methodology. the empirical findings: a summary: recommendations and a conclusion. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2006.

Zugl.: Bielefeld, University, Diss., 2006 u.d.T.: Pfeil, Patricia: Geschlecht und Polizei.

Diss. Umeå : Umeå universitet, 2007. / S. 185-192: Bibliografi.

Thesis (Ph.D.)--University of Western Australia, 2006. / At head of title, vol. 2: SPIRT Project : Report to the Commissioner of Police. "This collaborative project has been made possible through a SPIRT grant: Strategic Partnerships with Industry, Research and Training Scheme."--p. 4.

Thesis (Ph. D.)--Carleton University, 2001. / Appendix #3 removed as requested by the author because of confidentiality requirements. Includes bibliographical references (p. 204-211). Also available in electronic format on the Internet.

This study seeks to investigate the underlying ideologies and practices behind the perception that women who are in command positions are unable to command and control, especially those who are in the operational environment. The study was executed in the Eastern Cape Province (Eastern Cape), in Buffalo City Metropolitan Municipality (BCM). The research participants (respondents) were constituted by 33 police officers from diverse police stations within the BCM. The participants were divided according to gender, i.e. 24 females and 9 males. With regards to objectives of the study, the aim was to investigate the following issues: i) to understand factors that make women not to be accepted in their positions as SAPS' operational commanders, by their male subordinateslcolleagues and community members. ii) To understand factors that make women not to be accepted in their positions as SAPS' operational commanders, by their male subordinates/colleagues and community members, and iii) to explore strategies to utilize in making SAPS' women operational commanders, survive while managing their day-te-day respective units/components effectively and efficiently. Regarding research design, this study mainly used a qualitative research method combined with a bit of a quantitative approach. And then the data collection method involved making use of semi structured interviews to all the respondents. The results of this study show that there is still a huge difference in the number of women who are commanders compared to their male counterparts, especially in those environments that were previously regarded as male dominated. Further, despite the necessary training being provided by the SAPS to women officers, the necessary support in particular from management is still a challenge. Lastly, the argument of this study is that there is still not a fair representation of women in command positions within the SAPS, especially, in the previously male dominated environments.

According to Seble (2003:15), in the early stages of human existence, that is to say, in primitive society, the head of the family was a woman, who took on every family responsibility and duty. However, this role of leadership did not last long. With the division of society into classes and the emergence of the state, women were degraded to a lower societal position. Women, starting from this time, were in one way or another forced to assume a dual burden. This burden emanated from the social and marital systems. The emergence of the state and the development of religion can be cited as major causes of the inferior status of women. Religious conceptions of the inferiority of women extended to Christian and Muslim teaching that God created woman from a split of the bone of man to serve man. Biblical excerpts from Genesis 1 and 2 state that: In the beginning God created the heavens and the earth … So God created man in his own image ... and the rib which the Lord God had taken from man He made into a woman. [Eve ate the fruit of tree of knowledge, expressly forbidden by God. God told Eve] “I will greatly multiply your sorrow and your conception; In pain you shall bring forth children; Your desire shall be for your husband, And he shall rule over you” (Genesis 1. 1, 27; Genesis 2. 22, 16). / Police Practice / M. Tech. (Policing)

近年來，在性別主流化之潮流下，司法人員特考之法警類科因應趨勢取消性別報考限制，而使女法警逐年增加，在此一背景下對於法院法警勤務執行，從法警勤務工作性質分析，運用質性的研究方法，訪談臺北地方法院男、女法警在法院勤務執行情形，進而暸解女法警勤務執行之問題與調適方向。 經質化訪談研究發現如下： 一、 法警勤務之工作性質包括工作危險性、工作專業性、工作自主性、角色衝突性、機動性、體力與強制性。 二、 女法警之勤務工作分配，從早期傾向被安排內勤，轉為與男法警一樣共同輪值送達、執行、警衛、值庭等勤務事項。 三、 女法警之條件與特質包括必須融入團隊、具備一定體力、高EQ溝通能力、膽大心細等。 四、 女法警勤務調適部分，生理上必須面對深夜值班熬夜導致睡眠不足的問題；心理上則是須調適面對人犯之心理恐懼。 五、 解決之道，落實教育訓練協助女法警融入職場、增加團隊認同感，並建造友善空間設備。 / In recent years, the gender limit of the Judicial Police Exam has been cancelled due to the current of gender mainstreaming; as a result, the number of judicial policewomen is on the increase .In the above background, I have interviewed with some judicial police about their service, and analyzed the characteristics of the duty system through qualitative research, hoping to find the problems in the judicial policewomen’s service and the adaptation. The followings are the results of my research: 1. The characteristics of the judicial police’s duty include hazards of work, job specialization, job autonomy, role conflict, mobility, physical strength and compulsion. 2. The service allocation of Judicial Policewomen has been transformed to be the same with judicial policemen’s, inclusive of delivery, execution, security and court monitoring. 3. Characteristics that are necessary for Judicial Policewomen include good teamwork spirit, physical strength, communication with high emotional quotient, bravery and chariness. 4. When it comes to adjusting to the service, judicial policewomen have both physical and mental problems. The former is facing sleep deprivation due to midnight shift, and the latter is the fear to confront criminals. 5. The followings may be the solution: Implementing training courses helping judicial policewomen to merge into the work team, enhancing sense of identity in the group, and establishing friendly space and equipment.

[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.

This thesis highlights the issue of gender stereotypes in the Police of the Czech Republic - among policemen and policewomen who serve at the Regional headquarters of the Police in České Budějovice. The thesis also deals with the demands of the profession and the comparison of gender differences between men and women in this profession. In addition to a simple division of each part of the police and its structure, the history of gender issues is described in detail, as well as examples of stereotypical behaviour, its origins and causes. The thesis deals with the position of women in the society, both in the historical perspective and in the present time. Statistical data are listed here as well as and the numbers of police officers in service - men and women. The thesis focuses on a specific group of police employees - policemen and policewomen officers and police officer working in the town of České Budějovice. The gender issues are a very interesting topic. Differences between male and a female are not only physical, but the individuals of opposite sexes assess each other with the help of learned or acquired stereotypes that they brings from their original families. Gender stereotypes influence the lives of people in this society and they can be found in police staff as well. Considering the growing number of women within the Police of the Czech Republic, there are frequent conflicts between the two sexes. This paper discusses the ways in which the individual members of the opposite sexes perceive their counterparts. The way they are perceived in the emotional as well as the professional domains. The research was conducted using the method of a semantic differential by means of a questionnaire and 100 respondents, policemen as well as policewomen, took part in it.