Community colleges face a growing crisis in leadership and a critical aspect of this crisis is a shortage of leaders. The representation of women leaders in community colleges has increased more than other sector of higher education. This upswing suggests that community colleges are the most likely place for women to achieve executive leadership status. Yet, community college history is grounded in male dominance and women leaders remain marginalized in the community college system. The purpose of my study was to examine some of the factors that contribute to women executive leaders' success specifically: (a) how women experience their leadership role in the community college, (b) how women vice presidents use transformational leadership, and (c) how women administrative vice presidents have learned to lead. In the literature review, I considered leadership, the community college, organizational culture, women's development and learning. The research approach for this study was an exploratory case study design. The participants were female Vice Presidents in community colleges within the Western United States. To answer research questions about the participants' perspectives on leadership in the community college, use of transformational leadership practices, and learning to lead, I used a survey instrument and conducted interviews. By exploring factors that contribute to the success of women executive leaders, one intention of this study was to arm institutions with information to support the development of women leaders as efforts focus on addressing the leadership crisis, and inform aspiring women leaders while they make their ascent to the executive leadership ranks.

published_or_final_version / Education / Master / Master of Education

This thesis examines South African policies addressing gender inequality in education management, and interrogates whether or not these policies made a difference to the career route of women principals of secondary schools. The under-representation of women in education management has been a long observed problem in many countries including South Africa. A number of initiatives have been put in place to address this issue but little improvement is seen in the South African situation in education management. The purpose was to understand why women are still under represented in school management and to learn from their experiences. The study used data from three sources. Firstly, policy documents and practices were analysed in terms of their symbolic, regulative and procedural functions. Secondly, the personal accounts of 28 women principals in KwaZulu-Natal who had been appointed after 1994 were collected through the use of extended interviews, and thirdly, interviews were conducted with key officials and members of School Governing Bodies that had participated in the selection of principals. The data generated were analysed at two levels in order to understand the factors constraining the participation of women in education management. At the micro level, I use the 'management route model' as an analytical framework that identifies the three phases women principals go through in their career route, namely anticipation, acquisition and performance (van Eck and Volman, 1996). The model reveals that factors influencing women's career paths into management are very complex and based firstly on the individual agency where women grapple with more internal issues such as professional qualifications and experience, aspirations, lack of ambition and family responsibilities. Secondly, these factors are at the organisational level where women suffer discrimination at the recruitment and selection processes, and lack of institutional support through mentoring and sponsorship. Thirdly, it is the social level, which involves the cultural discourses in which women operate. These discourses include sex role stereotypes that inform the social expectations about the role of men and women in society. On the macro level, I use feminist theory to interpret and understand the women's experiences and findings in general. The findings reveal that policy interventions put in place since 1994 to close the gender gap were mostly informed by liberal feminism that focused on affirming women in order to gain access into the school management without tackling the social practices that are defined by sex role socialisation and which therefore continue to work subtly and insidiously towards the discrimination of women. I conclude that although the liberal feminist interventions that have been put in place have been useful to some extent, the problems impeding women's full participation in education management cannot only be tackled at a policy level because this attempt leaves the most problematic social practices intact. However, I argue for policy and legal intervention as a starting point to combat the gender crisis in a society that has inherited so much inequality. While I acknowledge that women of all races in South Africa have all been negatively impacted upon by the historical and traditional values and expectations on the role of women and men in society, I argue that the situation has been worse for women of the Black African race, who suffered dual oppression in terms of gender and race. The study proposes the need to look beyond provision of legal and democratic reforms and more into social practices that prevent legal reforms from reaching the desired goals. Social structures and cultural practices that hamper the greater representation of women should be dealt with in order to allow women freedom to participate in discourses where their choice is not informed by gender subordination. / Theses (Ph.D.)-University of KwaZulu-Natal, 2006.

Claims of gender discrimination by women educators in South Africa were investigated through an examination of specific issues surrounding the employment of women educators of Indian descent. These include maternity leave, housing subsidy, pension scheme, medical aid, salaries, merit awards and promotions. The study is located within the context of the general oppression of all women in society. The analysis used the sexual division of labour as its central focus. Since the subjects under investigation were members of a minority ethnic group, factors such as their cultural heritage, race, and class difference were considered an integral part of the analysis. The study assessed the validity of each of the claims of discrimination through an examination of official documentation such as the Principal's Handbook and staff circulars relating to teachers' conditions of service, regulations and occupational incentives. Wherever possible, the claims were empirically examined through an analysis of the responses obtained from a sample of educators. Cross-tabulations and Chi-square analyses were used to test the claims statistically. Participation in a union as a possible organising strategy for women educators in their challenge of gender discrimination is suggested. A list of recommendations for the amelioration of gender discrimination against women educators is presented at the end of the study. / Thesis (M.A.)-University of Natal, 1991.

'Gender imbalances in the school governance' was studied in two schools and amongst community members of Umbumbulu, a rural area, and 60 kilometres from Durban in Kwa-Zulu Natal, South Africa. Data collected from the study reveal that governance structures of the studied schools are male dominated with men holding highest positions and women in middle or lower ranks. The status quo in the two schools is found to be reflective of the Umbumbulu community's cultural beliefs. There are entrenched beliefs regarding which gender should hold management positions, rather than what constitutes and is required for good leadership. The study found that although there are other factors that lead to gender imbalances, the overriding one is the fact that the culture and beliefs that the community subscribes to is highly gendered and stereotypical. In turn policies formulated e.g. selection and hiring policies reflect a low regard for women and practically discriminate against them. It is found that the trend leads to problems, which affect the entire schooling system. Most respondents are aware of the imbalances and are not content with them but do not commit in bringing about change. / Thesis (M.A.)-University of Natal, Durban, 2003.

From our earliest history, gifted women from Sappho and Harriet Tubman to Eleanor Roosevelt and Nadine Gordimer have enhanced our lives through their gifts and accomplishments. Since many of these gifted women have succeeded in the face of almost insurmountable obstacles, it is often assumed that all gifted women will be able to achieve without outside help. However, many gifted women do not realize their potential and end up squandering their gifts in menial tasks, underpaid jobs, and unfulfilled lives. Thus, career development for gifted women is an essential task.For women who possess a variety of talents, one of the best ways to be fulfilled is through the balancing of multiple roles, such as family and work. Consequently, one aspect of career development, which is of great importance to gifted women in particular, is the decision about whether to engage in multiple roles and how to do so successfully. Since juggling multiple roles requires prior planning and serious commitment, one of the best ways to assist gifted young women in these tasks is to gain information about how the decision was made and determine their level of commitment to it. As with many career decisions, knowledge about, and encouragement for, particular choices may depend upon mentors and role models.Mentors and role models can be invaluable but their impact in helping with preparation for a lifestyle involving multiple roles is unknown. To determine who their mentors and role models are and how they affect attitudes toward multiple roles, 101 gifted high school women completed a demographics question and the Attitudes Toward Multiple Role Planning scale (ATMRP). Data were analyzed via frequency counts, chisquare, and MANOVA procedures.Contrary to expectations, study participants did not have significantly more role models than they did mentors nor was any one group mentioned most often as mentors and role models. As anticipated, most gifted young women did plan to combine family and paid employment in their lives. However, no significant group differences on the A'TMRP were found between those with mentors and role models and those without. Conclusions and implications are discussed. / Department of Counseling Psychology and Guidance Services

This study explored the lived experiences of a selected group of women principals in Umgungundlovu district. In South Africa women constitute the majority of the teaching force and yet school principals are predominantly men. Literature showed a number of barriers that prevent women from being in leadership positions. These barriers included social-cultural factors, societal expectations as well as women’s perceptions of themselves potentially being in positions of leadership. An attempt was made to investigate how women principals’ lived experiences could shed light on the reasons for their under-representation in positions of educational leadership. A qualitative phenomenological study was used to generate data guided by two research questions. The data was collected from three women school principals in the Umgungundlovu district and they were interviewed in their natural settings in this case, their schools. The findings of the study revealed that women principals encounter many challenges as they begin their careers as principals as a consequence of resistance from the staff, as well as in their efforts to balance their home and work lives. In order to cope with these demands, the women had to network to make sure they have a support system; collaborating with both staff and learners also assisted in meeting the requirements of their positions. In leading their schools they utilised a caring approach to the staff and the needs of the learners. Their major achievement was being able to work as team. In understanding the lived experiences of these women primary school principals of the UMgungundlovu District, six themes emerged. These themes are: first experiences as initially challenging; work and home conflicting demands; networking as a way of dealing with challenges; the need for spirituality as a way of coping with these challenges; mothering and collaboration as a way of leading. / Thesis (M.Ed.)-University of KwaZulu-Natal, Pietermaritzburg, 2012.

Made available in DSpace on 2016-06-02T19:39:51Z (GMT). No. of bitstreams: 1 6475.pdf: 1412640 bytes, checksum: 1124fb478e71b1f826bf924b9193c8d4 (MD5) Previous issue date: 2014-02-24 / The Education of Youth and Adults (EJA) undergoes a process of paradigm change from a compensatory conception of basic education to lifelong learning. As a teaching modality, EJA needs to be understood in the broadest sense, connecting school experience with people s life and work expectations by seeking to contemplate their needs. The objective of this work is to describe and analyze one experience of EJA understood in the context of Lifelong Education: the Popular Legal Promoters Course (PLPs), which aims to train adult women to be multipliers of rights, laws and legal mechanisms in their communities. Women are still subordinate to hierarchies in different social contexts and struggle daily to uphold their rights. This research was carried out by conducting in-depth interviews with four PLPs graduated in the third group of the course in the city of Sao Carlos. Through content analysis and the Critical Communicative Methodology themes and categories were prepared highlighted in their transforming and exclusionary elements. Among the main elements of the PLPs course that contribute to EJA we have: practical utility of the content; the form of openly relation with knowledge; dialogical education; the importance of women's themes and feminism as well as multidisciplinary content. In this sense, the present dissertation focuses on the Popular Legal Promoters education as a Lifelong Education experience, which brings elements to the reformulation in the organization of EJA as a formative space that better suits women. / A Educação de Jovens e Adultos (EJA) passa por um processo de mudança de paradigma entre uma concepção compensatória da formação básica e uma aprendizagem ao longo da vida. Enquanto modalidade de ensino, a EJA necessita ser compreendida no sentido mais amplo, conectando a experiência escolar, com as expectativas de vida e de trabalho das pessoas, buscando contemplar as suas necessidades. Busca-se neste trabalho descrever e analisar uma experiência de EJA, compreendida na perspectiva da Educação ao Longo da Vida: o Curso Promotoras Legais Populares (PLPs), que tem como objetivo formar mulheres adultas, para que sejam multiplicadoras dos direitos, leis e mecanismos jurídicos em suas comunidades. As mulheres ainda encontram-se subordinadas à hierarquias em diversos âmbitos sociais, e lutando cotidianamente para que seus direitos sejam assegurados. Essa pesquisa se desenvolveu por meio da realização de entrevistas em profundidade, com quatro PLPs, formadas na terceira turma do curso da cidade de São Carlos. Por meio da análise de conteúdo e da Metodologia Comunicativa Crítica, foram elaboradas temáticas e categorias, destacadas em seus elementos transformadores e excludentes. Dentre os principais elementos do curso de PLPs que contribuem para a EJA, temos: utilidade prática do conteúdo; a forma de relação com o conhecimento, de maneira aberta; a formação dialógica; a importância dos temas das mulheres e do feminismo e conteúdo multidisciplinar. Desta forma, a presente dissertação trata a formação das Promotoras Legais Populares, como uma experiência de Educação ao Longo da Vida, que traz elementos para a reformulação na organização da EJA, como espaço formativo que melhor atenda as mulheres.

Thesis (MTech(Education))--Cape Technikon, Cape Town, 1999 / Imprisonment is imposed on increasing numbers of women. Women on trial are also spending time in prisons. It is accepted that crime must be punished but it should and can simultaneously be transformed so that human potential can develop into learning opportunities. Personal interest and empathy with imprisoned women served as motivation for this study; the starting-point being a further conviction that such women have already been punished when starting to serve their sentence and that imprisonment should from then on focus on rehabilitation. The question is what learning opportunities are created for women in prisons, and if insufficient as far as individual needs are concerned, what can be done to facilitate and/or contribute to rehabilitation and the subsequent re-admittance to society upon discharge. Two empirical studies were undertaken in order to obtain the data identified in a situation analysis. A national survey was undertaken in the first place with the aid of the Chief of Training, Department of Correctional Services, in order to determine the training available. The finding provided in Chapter Two of this thesis, shows such opportunities to be rare and unstructured. In comparison with that available to male prisoners, it is indeed quite insufficient and even ineffective. In addition to this general national survey, visits were made to Western Cape prisons where ladies were held. Interviews were conducted with the latter as well as with control officers. Specific needs were identified, which, together with the first survey, enabled the researcher to make meaningful recommendations. Chapter Three of this study was devoted to programme design, a curriculum model was implemented in order 10 provide structure 10 the above data, and aspects of human reality was utilised as criterium. A summary and recommendations for improved learning opportunities for female persons complete the study. Criteria for the design of training programmes are provided and specific mention is made of the role of the National Qualification Framework and accreditation of leaming outcomes in the form of unit standards. It is hoped that the above will make a difference, not only as far as the rehabilitation of women in prisons is concerned, but also with regard to the manager(s) of the learning opportunities as well as the women to enable them to make a positive change to their living environment upon discharge

This research aimed to understand the changes experienced in recent years of teaching work in high school of Atheneu Sergipense State College in the city of Aracaju/SE, in order to assess changes in social relations of gender, in the expansion of citizenship and rights of the teachers. It was intended also to analyze the relations of gender in teaching work as a space designed as a social relation that incorporates the issue of the meanings and senses attributed to work by the teachers from social practices. The methodological choice fell on a qualitative approach, because it helps to express the sense of social phenomena and the understanding of the meanings of human actions and relations. The case study proved relevant to the knowledge of concrete situations of work of the teachers, what for, through the social relationships observed, can be singled out elements able to inform analyzes that would contribute to a better understanding of the changes in social relations of gender. The approach of the type case study was considered relevant to seek, in representational relation, cognitive and affective mechanisms of the elaboration of social representations of women and men teachers. Different sources of information were consulted in order to produce knowledge about the object, from data collection, such as official documents and statistics. Questionnaires were administered to 38 teachers (22 women and 16 men); semi-structured interviews conducted with 16 teachers (eight women and eight men), to analyze the dialectic of the work process, taking gender as a category of analysis. The results report that women and men teachers of the high school of Atheneu Sergipense State College attribute different senses and meanings to work and qualification. This happens according to the definition of the seats allocated to men and women, the trajectory of work and family, and the aspects that influence in the construction of projects and personal and professional expectations, which become experienced differently by men and women. / Esta pesquisa objetivou compreender as transformações vivenciadas nos últimos anos do trabalho docente no Ensino Médio do Colégio Estadual Atheneu Sergipense na cidade de Aracaju/SE, com a finalidade de avaliar as mudanças nas relações sociais de gênero, na ampliação da cidadania e dos direitos dos/as docentes. Pretendeu-se também analisar as relações de gênero no trabalho docente como um espaço pensado como relação social que incorpora a questão dos significados e sentidos atribuídos ao trabalho pelos/as professores/as, a partir das práticas sociais. A opção metodológica recaiu na abordagem qualitativa, devido a considerar que ela ajuda a expressar o sentido dos fenômenos sociais e a compreensão dos significados das ações e relações humanas. O estudo de caso mostrou-se relevante para o conhecimento das situações concretas de trabalho dos/as docentes, para que, através das relações sociais observadas, possam ser apontados elementos capazes de informar análises que contribuíssem para a melhor compreensão das transformações nas relações sociais de gênero. A aproximação do tipo estudo de caso foi considerada relevante para buscar, na relação representacional, mecanismos cognitivos e afetivos da elaboração das representações sociais de trabalhadores docentes mulheres e homens. Foram consultadas diferentes fontes de informação, visando a produzir conhecimento sobre o objeto, a partir de coleta de dados, tais como: documentos e estatísticas oficiais. Foram aplicados questionários a 38 docentes (22 mulheres e 16 homens); entrevistas semiestruturadas realizadas com 16 docentes (oito mulheres e oito homens), para analisar a dialética do processo de trabalho, tendo gênero como categoria de análise. Os resultados informam que mulheres e homens docentes do Ensino Médio do Colégio Estadual Atheneu Sergipense atribuem sentidos e significados diferentes ao trabalho e à qualificação. Isso se dá de acordo com a definição dos lugares atribuídos a homens e mulheres, a trajetória do trabalho e na família, e os aspectos que influenciam na construção de projetos e expectativas pessoais e profissionais, que passam a ser vividas de maneira diferenciada por homens e mulheres.