Tem-se como objetivo nesta tese identificar e analisar os estereótipos de masculinidades e feminilidades nomeados pelos gestores do Tribunal de Justiça de Rondônia e as implicações desses no exercício da liderança. Consiste em uma pesquisa qualitativa com gestores e gestoras vinculados ao Tribunal de Justiça de Rondônia, onde se buscou identificar e descrever, a partir da dinâmica das relações de gênero, como os gestores percepcionam os significados de liderança e como a vivenciam em sua rotina de trabalho. Os dados coletados foram organizados por meio do método de análise de conteúdo. O marco teórico de referência envolve a teoria do papel social (EAGLY e KARAU, 1991) e a teoria da androginia psicológica (BEM, 1975, 1981). O cenário no qual as organizações do trabalho em sua maioria são estereotipadas como um espaço eminentemente masculino aguça o interesse dos pesquisadores sobre a questão de como a minoria feminina que alcançou cargos de liderança a conduz e se percebe como líderes e sobre as diferenças destas perspectivas com relação aos homens, o que leva ao exame do controvertido tema sobre a existência de diferenças de estilos de liderança entre os gêneros. Buscou-se compreender também como se manifestam os estereótipos de masculinidade e feminilidade entre os líderes, os significados atribuídos à liderança sob a lente do gênero e os atribuídos considerados pertinentes às lideranças masculina e feminina. Neste sentido, os estereótipos de liderança engendrados na organização, estão associados à expressividade e à instrumentalidade, mas esses atributos não estão localizados no âmbito específico da feminilidade e da masculinidade, respectivamente. São subjetivações, que não implica uma posse, mas uma produção incessante que acontece a partir dos encontros vivenciado com o outro (GUATTARI e ROLNIK, 1996). Mesmo que uma minoria dos gestores reporte-se à heteronormatividade dos papéis de gênero na liderança, a maioria reporta-se a uma perspectiva andrógina que concerne a níveis ou campos variados. Esta androginia, apesar de ser localmente situada, apresenta pontos comuns com a androginia apontada pelos autores, referentes à multidimensionalidade dos papéis de gênero no que diz respeito à análise dos conceitos de masculinidade e feminilidade que possibilita uma variedade de comportamentos individuais por parte do homem e da mulher. / This thesis aims to identify and analyze the stereotypes of masculinity and femininity managers named by the managers of Rondônia Court of Justice and their implications for the exercise of leadership. It consists of a qualitative survey conducted among managers and manageresses attached to the Rondônia Court of Justice, in which we sought to identify and describe, based on the dynamics of gender relations, how managers perceive the meanings of leadership and how they live them in their daily work routine. The data collected were organized using the content analysis method. The theoretical reference involves social role theory (EAGLY and KARAU, 1991) and the theory of psychological androgyny (BEM, 1975, 1981). The scenario in which labor organizations are, for the most part, stereotyped as a predominantly masculine spaces sharpens the interest of researchers regarding the question of how the minority of women who have achieved positions of leadership conduct and perceive themselves as leaders and on the differences of those perspectives when compared to men, which leads to the examination of the controversial issue of the existence of differences in leadership styles between genders. An attempt is also made to understand how the stereotypes of masculinity and femininity are manifested among leaders, the meanings attributed to leadership through the lens of gender and the attributes considered relevant to male and female leaders. In this sense, the leadership stereotypes engendered in the organization are associated with expressiveness and instrumentality, but these attributes are not located in the specific context of femininity and masculinity, respectively. They are subjectivities, which does not imply possession, but a ceaseless production that arises from encounters experienced with the other (GUATTARI and ROLNIK, 1996). Even though a minority of managers reports the heteronormativity of gender roles in leadership, the majority refers to androgynous perspective that concerns the varied levels or fields. This androgyny, despite being locally situated, has commonalities with the androgyny highlighted by the authors, concerning the multidimensionality of gender roles with regard to the analysis of the concepts of masculinity and femininity that enables a variety of individual behaviors on the part of the man and the woman.

Tem-se como objetivo nesta tese identificar e analisar os estereótipos de masculinidades e feminilidades nomeados pelos gestores do Tribunal de Justiça de Rondônia e as implicações desses no exercício da liderança. Consiste em uma pesquisa qualitativa com gestores e gestoras vinculados ao Tribunal de Justiça de Rondônia, onde se buscou identificar e descrever, a partir da dinâmica das relações de gênero, como os gestores percepcionam os significados de liderança e como a vivenciam em sua rotina de trabalho. Os dados coletados foram organizados por meio do método de análise de conteúdo. O marco teórico de referência envolve a teoria do papel social (EAGLY e KARAU, 1991) e a teoria da androginia psicológica (BEM, 1975, 1981). O cenário no qual as organizações do trabalho em sua maioria são estereotipadas como um espaço eminentemente masculino aguça o interesse dos pesquisadores sobre a questão de como a minoria feminina que alcançou cargos de liderança a conduz e se percebe como líderes e sobre as diferenças destas perspectivas com relação aos homens, o que leva ao exame do controvertido tema sobre a existência de diferenças de estilos de liderança entre os gêneros. Buscou-se compreender também como se manifestam os estereótipos de masculinidade e feminilidade entre os líderes, os significados atribuídos à liderança sob a lente do gênero e os atribuídos considerados pertinentes às lideranças masculina e feminina. Neste sentido, os estereótipos de liderança engendrados na organização, estão associados à expressividade e à instrumentalidade, mas esses atributos não estão localizados no âmbito específico da feminilidade e da masculinidade, respectivamente. São subjetivações, que não implica uma posse, mas uma produção incessante que acontece a partir dos encontros vivenciado com o outro (GUATTARI e ROLNIK, 1996). Mesmo que uma minoria dos gestores reporte-se à heteronormatividade dos papéis de gênero na liderança, a maioria reporta-se a uma perspectiva andrógina que concerne a níveis ou campos variados. Esta androginia, apesar de ser localmente situada, apresenta pontos comuns com a androginia apontada pelos autores, referentes à multidimensionalidade dos papéis de gênero no que diz respeito à análise dos conceitos de masculinidade e feminilidade que possibilita uma variedade de comportamentos individuais por parte do homem e da mulher. / This thesis aims to identify and analyze the stereotypes of masculinity and femininity managers named by the managers of Rondônia Court of Justice and their implications for the exercise of leadership. It consists of a qualitative survey conducted among managers and manageresses attached to the Rondônia Court of Justice, in which we sought to identify and describe, based on the dynamics of gender relations, how managers perceive the meanings of leadership and how they live them in their daily work routine. The data collected were organized using the content analysis method. The theoretical reference involves social role theory (EAGLY and KARAU, 1991) and the theory of psychological androgyny (BEM, 1975, 1981). The scenario in which labor organizations are, for the most part, stereotyped as a predominantly masculine spaces sharpens the interest of researchers regarding the question of how the minority of women who have achieved positions of leadership conduct and perceive themselves as leaders and on the differences of those perspectives when compared to men, which leads to the examination of the controversial issue of the existence of differences in leadership styles between genders. An attempt is also made to understand how the stereotypes of masculinity and femininity are manifested among leaders, the meanings attributed to leadership through the lens of gender and the attributes considered relevant to male and female leaders. In this sense, the leadership stereotypes engendered in the organization are associated with expressiveness and instrumentality, but these attributes are not located in the specific context of femininity and masculinity, respectively. They are subjectivities, which does not imply possession, but a ceaseless production that arises from encounters experienced with the other (GUATTARI and ROLNIK, 1996). Even though a minority of managers reports the heteronormativity of gender roles in leadership, the majority refers to androgynous perspective that concerns the varied levels or fields. This androgyny, despite being locally situated, has commonalities with the androgyny highlighted by the authors, concerning the multidimensionality of gender roles with regard to the analysis of the concepts of masculinity and femininity that enables a variety of individual behaviors on the part of the man and the woman.

Tem-se como objetivo nesta tese identificar e analisar os estereótipos de masculinidades e feminilidades nomeados pelos gestores do Tribunal de Justiça de Rondônia e as implicações desses no exercício da liderança. Consiste em uma pesquisa qualitativa com gestores e gestoras vinculados ao Tribunal de Justiça de Rondônia, onde se buscou identificar e descrever, a partir da dinâmica das relações de gênero, como os gestores percepcionam os significados de liderança e como a vivenciam em sua rotina de trabalho. Os dados coletados foram organizados por meio do método de análise de conteúdo. O marco teórico de referência envolve a teoria do papel social (EAGLY e KARAU, 1991) e a teoria da androginia psicológica (BEM, 1975, 1981). O cenário no qual as organizações do trabalho em sua maioria são estereotipadas como um espaço eminentemente masculino aguça o interesse dos pesquisadores sobre a questão de como a minoria feminina que alcançou cargos de liderança a conduz e se percebe como líderes e sobre as diferenças destas perspectivas com relação aos homens, o que leva ao exame do controvertido tema sobre a existência de diferenças de estilos de liderança entre os gêneros. Buscou-se compreender também como se manifestam os estereótipos de masculinidade e feminilidade entre os líderes, os significados atribuídos à liderança sob a lente do gênero e os atribuídos considerados pertinentes às lideranças masculina e feminina. Neste sentido, os estereótipos de liderança engendrados na organização, estão associados à expressividade e à instrumentalidade, mas esses atributos não estão localizados no âmbito específico da feminilidade e da masculinidade, respectivamente. São subjetivações, que não implica uma posse, mas uma produção incessante que acontece a partir dos encontros vivenciado com o outro (GUATTARI e ROLNIK, 1996). Mesmo que uma minoria dos gestores reporte-se à heteronormatividade dos papéis de gênero na liderança, a maioria reporta-se a uma perspectiva andrógina que concerne a níveis ou campos variados. Esta androginia, apesar de ser localmente situada, apresenta pontos comuns com a androginia apontada pelos autores, referentes à multidimensionalidade dos papéis de gênero no que diz respeito à análise dos conceitos de masculinidade e feminilidade que possibilita uma variedade de comportamentos individuais por parte do homem e da mulher. / This thesis aims to identify and analyze the stereotypes of masculinity and femininity managers named by the managers of Rondônia Court of Justice and their implications for the exercise of leadership. It consists of a qualitative survey conducted among managers and manageresses attached to the Rondônia Court of Justice, in which we sought to identify and describe, based on the dynamics of gender relations, how managers perceive the meanings of leadership and how they live them in their daily work routine. The data collected were organized using the content analysis method. The theoretical reference involves social role theory (EAGLY and KARAU, 1991) and the theory of psychological androgyny (BEM, 1975, 1981). The scenario in which labor organizations are, for the most part, stereotyped as a predominantly masculine spaces sharpens the interest of researchers regarding the question of how the minority of women who have achieved positions of leadership conduct and perceive themselves as leaders and on the differences of those perspectives when compared to men, which leads to the examination of the controversial issue of the existence of differences in leadership styles between genders. An attempt is also made to understand how the stereotypes of masculinity and femininity are manifested among leaders, the meanings attributed to leadership through the lens of gender and the attributes considered relevant to male and female leaders. In this sense, the leadership stereotypes engendered in the organization are associated with expressiveness and instrumentality, but these attributes are not located in the specific context of femininity and masculinity, respectively. They are subjectivities, which does not imply possession, but a ceaseless production that arises from encounters experienced with the other (GUATTARI and ROLNIK, 1996). Even though a minority of managers reports the heteronormativity of gender roles in leadership, the majority refers to androgynous perspective that concerns the varied levels or fields. This androgyny, despite being locally situated, has commonalities with the androgyny highlighted by the authors, concerning the multidimensionality of gender roles with regard to the analysis of the concepts of masculinity and femininity that enables a variety of individual behaviors on the part of the man and the woman.

The aim of the diploma thesis „Analysis of Female Specific Leadership Style in Organizations Dealing with Information Technology Development“ is based on an analysis of working styles of man and woman lead with regard to defining the specifics of women's leadership in comparison to men. The theoretical part provides basic terms related to this topic, especially the gender, and the related stereotypes. Adequate attention is paid to the current situation in management from the women’s perspective. Empirical part documents the course of quantitative research performed in the company, when the style of leadership has been studied in accordance with the stated hypotheses. At the end the summary of the findings is discussed in the context of their potential contribution to the company's experience in the field of management and cultivation of human resources.

Four generations of workers share the workforce for the first time in history. Business leaders' failure to address generational conflict may lead to low productivity, high turnover rates, employee frustration, and reduced profits. The purpose of this phenomenological study was to explore the experiences of business leaders, managers, and supervisors in leading a multigenerational workforce within their companies. The conceptual framework was based on McClelland's theory, identifying key motivators that drive characteristics of people, including affiliation. A purposive sample of 20 local employees, spanning 4 generations from the retail grocery industry in Hampton Roads, Virginia, were interviewed to explore general characteristics, attitudes, values, and behaviors at work. Transcribed interview data were divided into categories to find shared phenomenon and identify themes based on the participants' perceptions. The findings were categorized and coded, patterns were established, and themes were generated to answer the central research question. Trustworthiness of the interpretations was achieved through member checking. The findings from this study revealed that the employees perceived that business leaders, managers, and supervisors lacked sufficient knowledge to successfully communicate with their employees or peers from different generations in the workplace. The employees perceived that those communication failures and lack of interaction between the different generations generated conflict. The implications for positive social change include the potential to bridge the gap between younger and older workers and minimize conflict resulting from miscommunication among the different age groups.

Contrary to the model minority myth that portrays Asian Americans as academic all-stars over-represented in elite four-year institutions, half of all Asian American college students do in fact attend community colleges, and many experience myriad challenges. This exploratory study investigated the community college pathways of Asian American community college students, the role of family and culture in shaping expectations for higher education, and participants’ perceptions of the model minority myth and the degree to which this myth influenced their college experiences. Institutional practices and policies, or lack thereof, that support the success of this highly diverse population were also studied. Purposeful sampling was used to gather a sample of 28 students, who self-identified as Asian American and attended one of the three largest community college districts located in North Texas. The sample included 16 males and 12 females, whose ages ranged from 18 to 49 years old, with a mean age of 24. Data collection involved a demographic questionnaire and semi-structured individual interviews. The participants represented 13 different ethnicities, and nine were members of more than one ethnic or racial group. Ten participants were foreign-born citizens, and all of the participants had at least one foreign-born parent. Qualitative data provided description rich information that shed light on the expectations, experiences, and views of Asian American community college students, a virtually unstudied population. Consistent with current literature on Asian American college students, the findings suggest many Asian American community college students struggle with tremendous cultural and familial pressures for succeeding academically, and many described their experiences with racial microaggressions related to model minority stereotypes that they perceived their peers and instructors to have held. Recommendations for policy and practice designed to improve educational outcomes for Asian American community college students are addressed.

The aim of my thesis is to discover what is the status of women in czech Association of anti- fascist groups (AAFG). I am interested in how gender affects and limits the participation of women within the movement. This thesis also aims to describe the inner workings of selected anti-fascist organisation. The theoretical part is devoted to show the concept of subcultural and social movement, which is the Association of anti-fascist groups (AAFG) part. I will also offer a gender perspective of the researches of subcultures and women's participation in them to the readers. The main part of the thesis describes selected methods of the research - especially semi-structured interview and semiotic content analysis - and their use in practice. This part of the thesis is at the same time devoted to the theme of ethical discussion of the research and research's self-reference of the researcher. Then this part analyzes the data and presents the findings resulted from the research. In this thesis I focus on the "revival" of the Association of anti-fascist groups (AAFG) and its possible impact of larger involvement of women.

Purpose: The aim of this study was to explore the experiences of female senior managers in technology organizations and understand how they feel about themselves, their roles and their technology organizations. The study highlights the issues faced by women working in a gendered role, a masculine industry and a non-western, strong patriarchal society. Methodology/Design: A qualitative research methodology was adopted for this study. Eleven semi-structured interviews were used to collect empirical data from women senior managers in Nigerian technology organizations, which was thematically analyzed. Findings: The findings from this study indicate that women in technology are no longer reluctant to progress in this gendered career. Women technology leaders are ambitious and driven to scale the semantic barriers to top management roles. They experience workplace discrimination, insecurities and work-family conflicts, but do not punish themselves for sometimes dropping the ball. Rather, they show up to take on daunting assignments that prove their competence and choose to lead assertively in order to align their core values with the expectations of their role. Research Implications: This thesis makes a contribution to the wider literature on women leaders in technology by providing new insights on the role of patriarchal institutions in technology leadership, from a developing country in Africa. Practical Implications: Practical contributions are to support aspiring women in technology to fine-tune their leadership strategies in order to succeed in this gendered career and become beneficiaries of the vast opportunities in this dynamic industry. For technology organizations, to understand the issues faced by women leaders so that they can support women’s career aspirations by implementing and managing policies that support skilled and high-potential women employees to fulfill their career aspirations, and become change agents at the top management level. These efforts will disrupt stereotypes, change the narrative of inequalities in this industry and improve firm performance. Originality: This study is the first of its kind to focus on the role of patriarchal structures on women leaders’ careers in the technology industry within the context of an African society, which is rare in the literature on women leaders in technology.

A partir d’un corpus télévisé issu des chaînes publiques hertziennes, cette recherche analyse les modalités discursives de traitement télévisuel des contentieux postcoloniaux,- au cœur des mobilisations afro-antillaises articulées autour de trois pôles de luttes (visibilité, discriminations et reconnaissance mémorielle),- réapparus sous la forme d’une nouvelle «Question noire» française durant les années 2000. Il est question plus précisément d’identifier les régimes de monstration de ces mobilisations dont la mise en débat public révèle leur problématisation éristique, à travers un mode d’accès essentiellement polémique à l’agenda médiatique. Ce mode d’admission télévisuel a pour effet l’exhumation en permanence d’un clivage ethno-racial dans les discours publics et médiatiques. En outre, la monstration se déploie à travers le registre d’une mise en scène symbolique de l’opposition entre deux types de figures médiatiques : d’un côté, les Ultra-républicains, dans le rôle des défenseurs autoproclamés de la république et de l’autre, les figures minoritaires engagées dans les actions de contestation de leur statut en son sein. Enfin, cette étude met au jour le déploiement, d’un côté, des procédures discursives de disqualification du minoritaire et de l’autre, celles liées à la re-légitimation du modèle républicain d’intégration dans le processus de prise en charge publique des contentieux postcoloniaux. Cette thèse est structurée autour de deux parties. La première partie s’ouvre sur l’histoire de la présence afro-antillaise en France. Elle met en exergue, dans un premier chapitre, les fondements historiques de la présence noire hexagonale. La deuxième partie concerne notre enquête sur la monstration des revendications afro-antillaises. Charpentée autour de cinq chapitres, cette partie est consacrée à l’analyse des 38 émissions de notre corpus reparties sur une période de dix ans entre 1998 et 2008. / From a French public channels corpus, this study aims to analize Tv representions of postcolonial contentious issues, in the heart of French Blacks mobilisations which are structured around three mean claims (visibility, discriminations and memory recognition). Describing the will of French Blacks to exist on public sphere, these claims make the historic debate of the “Question noire” reappeared from the 2000s. The research, which intends to question the way in which Afro carribean mobilisations were told and represented on French public television, identifies following major trends. Fisrtly, the television debates analysis underlines an “eristic problematisation” of “Question noire” related issues with essentially polemical media coverage. The result of this type of access to the media agenda is a constant exhumation of an ethnoracial split in media and public discourses. Secondly, Tv coverage analysis reveals a symbolic production of an opposition between two dominant media figures. In one side, the “Ultra-républicains” playing the rôle of self-proclaimed defenders of French republic, and, on the other side, a coalition of minoriy claims defenders. The study, at last, reveals both discourses of disqualification of the minorities, and, discourses of re-legitimation of the French model of integration. This thesis consists of two parts. The first one deals with French Black history. It presents historic reasons of their presence from slavery up to decolonization. The second part explores the representation of postcolonial contentious issues in French public televisions. Structured on five chapters, it proposes a content analysis of our corpus based on 38 broadcasts between 1998 and 2008.