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The Dilemmas of Bringing Your Culture With You: The Career Advancement Challenges of African-American Women Foundation ExecutivesLogan, Angela R. January 2014 (has links)
Indiana University-Purdue University Indianapolis (IUPUI) / Grounded in leadership, cultural, communication, and gender studies, this dissertation investigates the challenges African-American women executives in the philanthropic foundation sector faced as they strive to have their culture legitimated within the culture of the workplace. Through the use of case study methodology, I examined the experiences of participants by conducting oral history interviews that traced their critical path to leadership. I also incorporated my own experiences in the field to further explore the connections between race, gender, and leadership styles in philanthropic organizations. The interviews and my own auto-ethnographic research explored the possible consequences of black executive women in the foundation world not being able to share aspects of their cultural lives in workplace networks and the impact of the critical exclusion of who they really are as whole human beings on the quality of their careers.
An analysis of data collected from the interviews revealed key factors critical to the success of study participants. First was the presence of familial or close adults actively engaged in philanthropic activity during the participants’ formative years. Second was a strong influence of a faith tradition. Additionally, the date revealed that participants’ involvement in outside leadership roles, often tied to their racial and gender identities, were not capitalized on by employers.
This study achieved several key outcomes. First, it afforded participants an opportunity to develop the personal satisfaction of expanding the body of knowledge related to leadership development within the philanthropic foundation sector. Additionally, by sharing their stories, these individuals were able to develop or strengthen mentorship relationships. Lastly, this study has the potential of being of significant benefit to the greater philanthropic foundation sector, since it worked towards the expansion of the body of knowledge specific to the issues of gender and cultural differences within the foundation sector.
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Gender issues in management promotions in the health services: a Malawian perspectiveChirwa, Maureen Leah 28 February 2002 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two. The findings
suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services. Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Health Studies)
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Gender issues in management promotions in the health services : a Malawian perspectiveChirwa, Maureen Leah 02 1900 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two.
The findings suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services.
Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Advanced Nursing Sciences)
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The systems psychodynamics underlying the work-family interface amongst managerial women in the public sectorNaik, Biva 11 1900 (has links)
It is argued that key to gender empowerment and the success of women in leadership is the exploration of the work-family interface which serves to enhance the understanding of issues faced by women leaders as they navigate through their domestic and management roles. It is also contended that work-family scholarship move beyond the study of objective characteristics, and the overt conscious level of functioning of the interface, to an understanding of the intra-psychic experiences of individuals. Recognising the preoccupation with the role strain perspective, it is argued that work-family scholarship adopts a more balanced view and considers the positive and negative effects of participating in multiple roles. Hence the general aim of this qualitative study was to understand the systems psychodynamics underlying the work-family interface that influence the processes of enrichment and conflict among managerial women in the public sector.
In the empirical study, data was gathered using the organisational role analysis method, and analysed by means of systems psychodynamic discourse analysis. Six themes and their related subthemes were identified, namely anxiety and conflict, identity, boundary management, authority, role and task. The findings explored the manner in which these behavioural dynamics of participants, and their family and organisational systems interacted, mutually influencing each other, and shaping the way managerial women found, made and took up their domestic and management roles at the work-family interface. This led to resource generation and role enhancement, or resource depletion and role strain in the role (domestic or management). Through relatedness, projection and introjection between the systems and roles, the quality of life in one role influenced the other role, promoting enrichment and conflict at the interface. This study concluded that both enrichment and conflict occur at the interface. While participants oscillated between experiencing enrichment and conflict, some participants experienced more enrichment than conflict, while others experienced more conflict than enrichment at the work-family interface. The extent to which enrichment or conflict occurred between the systems was mediated by participants’ ability to self-contain, and/or the receiving system’s ability to serve as a “good enough” holding environment containing the anxieties experienced in the other role. / D. Litt et Phil. (Industrial & Organisational Psychology)
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The systems psychodynamics underlying the work-family interface amongst managerial women in the public sectorNaik, Biva 11 1900 (has links)
It is argued that key to gender empowerment and the success of women in leadership is the exploration of the work-family interface which serves to enhance the understanding of issues faced by women leaders as they navigate through their domestic and management roles. It is also contended that work-family scholarship move beyond the study of objective characteristics, and the overt conscious level of functioning of the interface, to an understanding of the intra-psychic experiences of individuals. Recognising the preoccupation with the role strain perspective, it is argued that work-family scholarship adopts a more balanced view and considers the positive and negative effects of participating in multiple roles. Hence the general aim of this qualitative study was to understand the systems psychodynamics underlying the work-family interface that influence the processes of enrichment and conflict among managerial women in the public sector.
In the empirical study, data was gathered using the organisational role analysis method, and analysed by means of systems psychodynamic discourse analysis. Six themes and their related subthemes were identified, namely anxiety and conflict, identity, boundary management, authority, role and task. The findings explored the manner in which these behavioural dynamics of participants, and their family and organisational systems interacted, mutually influencing each other, and shaping the way managerial women found, made and took up their domestic and management roles at the work-family interface. This led to resource generation and role enhancement, or resource depletion and role strain in the role (domestic or management). Through relatedness, projection and introjection between the systems and roles, the quality of life in one role influenced the other role, promoting enrichment and conflict at the interface. This study concluded that both enrichment and conflict occur at the interface. While participants oscillated between experiencing enrichment and conflict, some participants experienced more enrichment than conflict, while others experienced more conflict than enrichment at the work-family interface. The extent to which enrichment or conflict occurred between the systems was mediated by participants’ ability to self-contain, and/or the receiving system’s ability to serve as a “good enough” holding environment containing the anxieties experienced in the other role. / D. Litt et Phil. (Industrial and Organisational Psychology)
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Gender issues in management promotions in the health services: a Malawian perspectiveChirwa, Maureen Leah 28 February 2002 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two. The findings
suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services. Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Health Studies)
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167 |
Gender issues in management promotions in the health services : a Malawian perspectiveChirwa, Maureen Leah 02 1900 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two.
The findings suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services.
Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Advanced Nursing Sciences)
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Gospel of Giving: The Philanthropy of Madam C.J. Walker, 1867-1919Freeman, Tyrone McKinley 08 October 2014 (has links)
Indiana University-Purdue University Indianapolis (IUPUI) / This dissertation employs a historical approach to the philanthropic activities of Madam C.J. Walker, an African American female entrepreneur who built an international beauty culture company that employed thousands of people, primarily black women, and generated hundreds of thousands of dollars in annual revenues during the Jim Crow era. The field of philanthropic studies has recognized Walker as a philanthropist, but has not effectively accounted for how her story challenges conventional understandings of philanthropy. I use historical methods and archival research to determine what motivated and constituted Walker’s philanthropic giving to arrive at three main conclusions. First, Walker’s philanthropy can be best understood as emerging out of a moral imagination forged by her experiences as a poor, black, female migrant in St. Louis, Missouri during the late 1800s dependent upon a robust philanthropic infrastructure of black civil society institutions and individuals who cared for and mentored her through the most difficult period of her life. Second, she created and operated her company to pursue commercial and philanthropic goals concurrently by improving black women’s personal hygiene and appearance; increasing their access to vocational education, beauty culture careers, and financial independence; and promoting social bonding and activism through associationalism, and, later, fraternal ritual. Third, during her lifetime and through her estate, Walker deployed a diverse array of philanthropic resources to fund African American social service and educational needs in networks with other black women. Her giving positions her philanthropy as simultaneously distinct from the dominant paradigm of wealthy whites and as shared with that of other African Americans. Her approach thus ran counter to the racialized and gendered models of giving by the rich white male and female philanthropists of her era, while being representative of black women’s norms of giving.
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Career development experiences of women in senior leadership positions within civil engineering industryMoshupi, Maphoko Matilda 25 July 2013 (has links)
The paucity of women in senior leadership positions as indicated in the Business Women Association of South Africa 2011 census corroborates that gender equality is still a concerning issue even in the democratic era that we live in. This study explores career developmental experiences of women in senior leadership position in the civil engineering industry. The primary objective was to investigate how these professional women were managing their careers and what career experiences contributed to their ascent to the senior echelons of management. Meaning to the career experiences of these women had been given according to the self-determination theory. By means of purposive selection, seven women at senior management level were selected from both the private and public sectors in the civil engineering industry. Based on the semi-structured interviews conducted, personal documents reviewed and footnotes recorded; it was evident that there were different factors that had facilitated the ascent of these women to senior positions. Their career experiences were also characterised by challenges that subsequently instigated the development of coping strategies and methods. The study has implications for organisations in civil engineering that wish to attract and retain women from generations to come. / Psychology / M.A. (Psychology)
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An African feminist study of talent management practices applied to improve gender equality in JSE-listed South African mining boards : a multiple case analysisMoraka, Nthabiseng Violet 05 1900 (has links)
Mining as a historical male-dominated space is confronted by various transformational
structural changes. While the racial composition of mining boards has improved,
gender representation of women in boards is problematic. Owing to our historical
legacy of apartheid and decades of colonialism, South Africa became a victim of an
unequal society. The new political dispensation under the leadership of Nelson
Mandela sought to redress those inequalities after the fall of apartheid in 1994.
However, gender inequalities and the gender subject remain contentious issues,
particularly in historically male-dominated sectors such as mining. With legislation
enforcement, only a few mining companies have improved the representation of
women on boards (WoB), while some companies remain with no women or only one
woman on board. However, despite the atrocities of apartheid, South African mining
sector is relatively performing better in terms of WoB than countries that were not
exposed to such a discriminatory dispensation. Yet still, mining lags far behind
compared to other industries in South Africa.
This outlook led me to conduct a multiple cross-case analysis research study to explore
how women were integrated into mining by reviewing talent management practices
used to appoint women (and men) by exploring recruitment, development and retention
practices. I adopted an emancipatory critical research approach, a feminist
epistemological paradigm, and I considered African feminism a suitable research
approach given the unique context of South African mining history.
The results showed that the industry still faces gender structural inequalities guided by
an indoctrinated mindset of the sector, and that it is still to a great extent racially biased.
While most focus of talent management is directed at recruiting more women, men still
control recruitment, which is biased and informal, and different or stringent recruitment
criteria are applied for women. Even though women occupy a few board seats and
exceed the critical mass in some boards, they still face change-resistant attitudes and
stereotypes and a double glass ceiling in terms of who has a right of voice, which
disregarded their talent. All women regardless of race, were subject to stereotypes, but
dealt with them differently. I found that black women are more affected than any other
racial group due to their social identities, facing triple oppression due to their gender
and race, but also class, which affects their confidence and their talent offering to board
responsibilities. In fear of marginalisation, the black women in my study felt that they
needed to earn the trust of men, especially those of white men. White, Indian and
1coloured women who were affected by gender stereotypes were silent about those
prejudices, but were also still discriminated against with fewer board opportunities. The
effectiveness of training and development of directors and retention was hindered by
the culture in mining, individual constructed identities and societal gender
constructions of roles and responsibilities. These constructions undermined the talent
of women in boards and constructed the talent of men as superior. / Thesisi ye e fa tlhahlobo ye e tseneletšego ya ditirišo tša taolo ya talente ka
dikhamphaning tše tshela tša meepo tša go ngwadišwa le JSE ka Afrika Borwa. E
nyakišiša gobaneng talente ya mosadi e hlokomologilwe, le gore gobaneng basadi ba
tšwela pele go ba palo ye nnyane mo dibotong le ge e le gore molao wa Afrika Borwa o
thekga tekatekano ya bong le gore tokafatšo ya taba (business case) e hlatsetšwe go
ya ka tirišo. Mokgwatlwaelo wa basadi wa Afrika o šomišwa ka go kopantšha mokgwa
wa maemo a magareng woo o lebantšhago go kopano ya morafe le bong. Tšhomišo ya
mokgwatlwaelo wa basadi wa Afrika gape e dira teori seemo sa go ithuta bong go ya ka
mabaka a moswananoši gomme mo tabeng ye, intasteri ye e tletšego ka banna ka
nageng ya morago ga kgatelelo le morago ga kgethollo. Dipoelo di bontšhitše gore
intasteri e lebana le diphapano tša sebopego tša bong tše di hlahlwago ke maikutlo ao
a tsentšwego a lekala, le le sa ntšego le tšea lehlakore go ya ka morafe. Komiti ya
ditšhišinyo e tletše ka thwalo ya taolo ya banna, yeo e tšeago lehlakore ebile e se ya
semmušo, gomme dikriteria tša go fapana tša thwalo di a šomišwa go basadi. Basadi
ka moka go sa šetšwe morafe, ba be ba lebana le ditlwaedi, eupša ba be ba šogana le
tšona ka go fapana. Basadi ba bathobaso ba sa ntše ba lebana le kgatelelo ya go
menagana gararo ya go amana le bong bja bona, morafe, le boemo. Ka go tšhoga
nyenyefatšo, basadi ba Bathobaso ba be ba nyaka tumelelo go banna, kudu ya banna
ba Bathobašweu. Basadi ba Bathobašweu, Bathobaso, Maindia le Bammala ba be ba
sa bolele ka dikgethollo, eupša gape ba be ba sa ntše ba gatelelwa kgahlanong le
menyetla e se mekae ya boto. Katlego ya tlhahlo le tlhabollo ya balaodibagolo le
kganetšo di šitišitšwe ke setšo sa meepo, maitšhupo ao a bopilwego a go ikgetha le
dibopego tša bong tša setšhaba tša dikarolo le maikarabelo. Dibopego tše di nyaditše
talente ya basadi ka dibotong gomme di bopile talente ya banna go ba ya maemo a
godimo. Nyakišišo ye e kgatha tema go dingwalo tša tirišo tša basadi mo dibotong ka
go nyakišiša mašomelo a taolo ya talente – a selo se se hlokomologilwego basading mo
dinyakišišong tša diboto. E hlaloša ka fao basadi ba thwalwago, hlahlelwago maemo a
boto le go hlaloša hlokomologo ya go tsenela taolo ya talente. / Business Management / Ph. D. (Management Studies)
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