M.S.

Sweden is known to be one of the world’s most equal countries. Nevertheless, out  of  Sweden’s 262 listed companies, only seven  of  them  has  a  female  president, which  is  equal  to  3,4  percent. To  counteract  these  numbers  there  are  several  possibilities.  One  arrangement  that  is  highly  controversial     is  affirmative  actions.  But  there  are  other  options,  for  instance  more  and  more female  networks  are  starting  to  rise  and  many  of  them  also  offers  a  mentoring  program  where  the  mentee  gets  the  opportunity  to  learn  from  someone  with  more  experience. The  purpose  of  this  study  is  to  examine  what  difference  the  female  network  Q80,  with  focus  on  its  mentoring  program,  is  doing  for  the  mentee.  As  an  underlying  purpose  the  study  is  also  examining  what  visions  and  attitudes  the  management  and  the  mentors  is  communicating  within  Q80.  The  focus  is  mainly  on  the  visions  of  Q80,  menas  mentors  and  business  exceeding mentorship.  A  survey  has  been  carried  out  among  mentees  from  three  different  seats of mentoring  programs  where  they  have  answered  19  different  questions  regarding  their  time  as  a  mentee.  Furthermore  interviews  have  taken  place  with the management  of Q80  and  two  mentors.  The  results  are  analyzed  based  on  theories  about  gender,  women  in   management,  leadership,  mentoring  program  and  organizational structure.  The  result  shows  that  Q80i  as  a  source  of  inspiration  and  a  support  for  the  category  of  "career  women"  with  its  core  mission  to  strengthen  the  participation of  individuals  on  a  personal  level  more than  to  work  to  even  out  the  gap  in  the  Swedish  labor market.  In  terms  of  what  the  mentee  get  out  of  the  participation  in  the  Q80's  net  working  and  mentoring  program, the  biggest  difference  has  been  shown  to  be  personal  development.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 179-184).

No description available.

Despite a plethora of empirical evidence on the work-family interface in 'the West', very little research has been carried out on the experiences of women in the context of Pakistan. Gender inequalities persist in the Pakistani labour market and women's employment is skewed towards agriculture and 'respectable' professions, such as academia and medicine. However, following the privatisation of the banking industry, women have been gaining visibility in this profession despite societal pressures to either conform to the homemaker role or remain in 'women's work'. What makes the Pakistani context unique is the interplay between gender, culture, religion, class and family structure. This affects reconciliation of work and family roles among working women. This thesis contributes to an understanding of the experiences of working women in a gendered, patriarchal, Muslim society. It offers an indigenous conceptualisation of the contours, causes, consequences and coping strategies (Four C's) of work-family conflict (WFC) among women working in Pakistani banks through a multi-layered, feminist, intersectional approach that gives voice to women. The study foregrounds women's experiences at the individual-level; however, it also considers the broader structures such as the extended family system, the male-dominated banking industry and the contradiction of Islamic teachings with the societal norms regarding women's paid employment. Consequently, the conceptual model of Four C's of WFC offers a systematic and coherent categorisation of the causes, consequences and coping strategies of WFC in a context-sensitive, multi-level, intersectional, feminist approach framework. Such indigenous manifestations of WFC in the Pakistani context can inform research in similar contexts. Based on a mixed method approach the fieldwork collected empirical evidence through 280 scoping questionnaires and 47 in-depth, semi-structured, face-to-face interviews in four different banks in Punjab province of Pakistan. The study reveals the most extreme, yet masked, forms of oppression and the subtleties of agency in the context of religious, patriarchal and cultural understandings of 'work' that also impact the salience of other social categories, e.g. class and family structure. In the main, the findings suggest a gendered culture of silence in Pakistan in which women working in Pakistani banks lack opportunities to vocalise their subjugated positions in the work and family spheres. More specifically, the thesis points to the fact that these women are subject to, sometimes conflicting, organisational and societal pressures to conform to the respective images of 'ideal worker' and 'good woman' simultaneously. This, of course, has implications for the intensity. In doing so the study extends the existing WFC theoretical framework to include and consider not just the Four C's of WFC but the intensity, duration and types experienced by women in particular contexts. However, the research also revealed that women in Pakistani banks are not passive victims, but active agents, making context dependent constrained choices to prevent or cope with WFC. For policymakers, the findings suggest the need for the formulation of context-specific initiatives to address work-family issues in patriarchal Muslim societies.

Submitted by Elba Lopes (elba.lopes@fecap.br) on 2015-12-21T17:53:36Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) / Made available in DSpace on 2015-12-21T17:53:36Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) Previous issue date: 2015-09-22 / The objective of this study is to analyze the presence of women on boards of directors and management executive of the companies listed on the Novo Mercado of BM & FBOVESPA and verify that the financial performance, measured by ROI, is influenced or not by the presence of women on the Board. The study mapped and quantified the presence of women on Boards of Directors, Executive Board and President (CEO) of companies listed on the Novo Mercado. Then analyzed the influence or not the female presence in the financial results of companies in which they are present.The method used was Multiple Linear Regressions Cross - Section (OLS) to identify the influence or not on the ROI of the companies. The result of this study revealed a positive influence on the ROI of the companies that in their Boards of Directors have female representatives. / O objetivo do presente estudo ?? analisar a presen??a feminina nos Conselhos de Administra????o e diretoria-executiva das empresas listadas no Novo Mercado da BM&FBOVESPA e verificar se o desempenho financeiro, medido pelo ROI (return on investment), ?? influenciado ou n??o pela presen??a de mulheres no Conselho de Administra????o. O estudo mapeou e quantificou a participa????o feminina nos Conselhos de Administra????o, Diretoria executiva e de Presidente (CEO) das empresas listadas no Novo Mercado. Ap??s essa an??lise estudou a influ??ncia ou n??o da presen??a feminina nos resultados financeiros das empresas em que est??o presentes, medido pelo ROI, utilizando a Regress??o Linear M??ltipla de Cross ??? Section de M??nimos Quadrados Ordin??rios. O resultado deste estudo revelou a influ??ncia positiva sobre o ROI das empresas em que seus Conselhos de Administra????o possuem representantes femininos.

This diploma thesis is focused on the application of diversity management in selected technically oriented company. A theoretical part gives and overview of essential terms regarding given topic and general findings about areas of diversity and gender management and its implementation in corporate sphere. The practical part deals with analysis of internal environment of the company and a perception of diversity and gender balance by employees. The aim of this thesis is to evaluate a concrete application of diversity management in selected company and to prepare proposals of solutions of potential issues detected.

Not available / text

This diploma thesis examines the application of gender management in a selected tech-nically oriented company. A literature review gives an overview of the issue of diversity, gender management especially in a technical field and managerial positions, as well as it deals with work-life balance. In a practical part of the thesis an analysis of the company and staff is accomplished. Furthermore, another part is consisted of questionnaire survey among recruiters, interview with the HR Manager and interviews with selected managers. The aim of the thesis is to propose appropriate suggestions that could be used for dealing with gender issues in the company.

The master’s thesis analysis possibilities for work-life balance of women and men in leadership in academic sphere. It specifies gender roles, labor market segregation, stereotypes in population and outlines the benefits of implementation of equal opportunities for employers. The empirical part focuses in accord with the aim of the thesis on the issue of harmonization of work and family, and analyzes in detail the differences between men and women, their mutual cooperation and the reasons for the low representation of women in management positions.