scholarly journals Modification of gender behavior of a teacher in the context of modern digital education

2021 ◽  
Vol 273 ◽  
pp. 12048
Author(s):  
Galina Matveeva ◽  
Natalya Lutsenko ◽  
Marina Lesnyak ◽  
Yulya Khoroshevskaya
Keyword(s):  
Statistical Analysis ◽  
Social Behavior ◽  
Gender Stereotypes ◽  
Online Communication ◽  
Educational Environment ◽  
Senior Management ◽  
Detailed Review ◽  
Digital Education ◽  
Behavioral Preferences ◽  
Management Positions

The article deals with the problem of the influence of gender stereotypes on the speech and social behavior of a teacher in online communication. A detailed review of the historically and culturally determined traits and behaviors of a business woman is given. The questions of the dependence of the choice of one of the behavioral patterns or their combination on the conditions in which the speaker is located are considered. On the basis of experimental observations, the dependence of behavioral preferences in offline and online communication in the educational environment was revealed. The experiments were conducted with the involvement of widely available sources-historical, business documents, personal letters. The sources were studied using the methods of a pragmalinguistic experiment and statistical analysis. The conclusions are presented in the proposed article. This allows us to talk about a certain stereotype of the speech behavior of women in senior management positions. It is concluded that it is necessary to modify the educational environment in the context of digitalization of education for the intuitive choice of an effective model of speech behavior and to increase the psychological stability and effectiveness of the teacher.

Bookkeeper-Controller-CFO: The Rise of the Chief Financial and Chief Accounting Officer

2019 ◽  
Vol 46 (2) ◽  
pp. 1-8 ◽  
Author(s):  
Michael Doron ◽  
C. Richard Baker ◽  
Kiren Dosanjh Zucker
Keyword(s):  
Corporate Governance ◽  
Corporate Finance ◽  
20Th Century ◽  
Financial Reporting ◽  
Legal Liability ◽  
Senior Management ◽  
Chief Financial Officers ◽  
Management Positions ◽  
The Impact

ABSTRACT This paper traces the evolution of the chief accounting and chief financial officers from minor figures in corporate governance for most of the 20th century to senior management positions by the late 1970s. The paper begins with the testimony before Congress of Arthur Tucker during the debates over the legislation that would become the 1933 Securities Act. Tucker's testimony resulted in the controller or chief accounting officer being included among those persons specifically listed as potentially liable for fraudulent statements or omissions under Section 11 of the Act. The impact of Tucker's efforts, the evolution of the legal liability of financial and accounting officers over the next several decades, the increasing complexity of corporate finance and financial reporting that led to the establishment of the CFO as a position second only to the CEO, and the place of the accounting officer among senior management, are analyzed in the subsequent sections.

Epic Sanskrit

2017 ◽  
Author(s):  
John J. Lowe
Keyword(s):  
Statistical Analysis ◽  
Large Body ◽  
Detailed Account ◽  
Clear Correlation ◽  
Detailed Review

This chapter provides a detailed account of the transitive noun and adjective categories attested in Epic Sanskrit. The major Sanskrit epics, the Mahabharata and the Ramayana, provide a large body of data in a form of Sanskrit slightly later than Vedic Prose, and close to the ‘Classical’ Sanskrit language. There is considerably more evidence for transitive nouns and adjectives in the epics than in Vedic Prose, but compared with the Rigveda transitive nouns and adjectives are still less common, and show less morphological variety. Again, statistical analysis shows that there is a clear correlation between transitivity and predication. As in the two previous chapters, a number of characteristic stem forms are thoroughly examined and exemplified. Statistics for subject-oriented data precede a section on participles and a detailed review of situation-oriented nouns.

Using bridges made by others as scaffolding and establishing footings for those that follow: Indigenous women in the Academy

2018 ◽  
Vol 62 (3) ◽  
pp. 243-255 ◽  
Author(s):  
Bronwyn Fredericks ◽  
Nereda White
Keyword(s):  
Higher Education ◽  
Senior Management ◽  
Indigenous Women ◽  
Aboriginal Woman ◽  
University Staff ◽  
Indigenous Australian ◽  
Aboriginal Women ◽  
Education Careers ◽  
Management Positions ◽  
Aboriginal Person

The first recorded Aboriginal person to graduate with an undergraduate qualification from any Australian university was Aboriginal woman Margaret Williams-Weir in 1959 ( Melbourne University, 2018 ). Williams-Weir graduated with a Diploma in Education. There have now been six decades of graduating Indigenous Australian women in the discipline of education, and many other disciplines. In this article, we explore Indigenous women’s presence in higher education through the narratives of our lives as Aboriginal women within education and the lives of other Indigenous women, noting their achievements and challenges. We acknowledge that while the number of Aboriginal and Torres Strait Islander women participating in university study and becoming engaged in education as a discipline at undergraduate and postgraduate levels has increased, we are still significantly underrepresented. Similarly, while we have seen increases in Indigenous university staff within the education discipline, the employment of Indigenous academics has not reached parity with non-Indigenous academics levels and too few are employed in the professoriate and in senior management positions. We will show how we would not have been able to develop our education careers within higher education without the bridges built by those like Dr Williams-Weir and others who went before us. We will share how we have worked to establish the footings for those Indigenous women who will follow us and others. In this way, we work within the context that is for the now and the future.

scholarly journals Sponsorship and social identity in advancement of women leaders in South Africa

2018 ◽  
Vol 33 (6) ◽  
pp. 466-498 ◽  
Author(s):  
Caren Brenda Scheepers ◽  
Anastasia Douman ◽  
Preya Moodley
Keyword(s):  
South Africa ◽  
Career Development ◽  
Social Identity ◽  
Senior Management ◽  
Female Executives ◽  
Content Type ◽  
Management Positions ◽  
African Context ◽  
Gender Based ◽  
Executive Level

Purpose In South Africa, women in senior management positions experience social identity dilemmas, necessitating more research into this domain. While research has been conducted into coaching and mentoring of these women, limited scholarly attention has been paid to sponsorship. This paper aims to explore the social identity of women at senior management levels and sponsorship as a proposed mechanism to develop talented women. Design/methodology/approach This qualitative research included two studies using two sample groups, both of which included executive-level respondents in corporate organisations. One study focussed on sponsorship; here, the 29-strong sample included 14 male and 15 female executives, of whom 15 were White; 9 were African and 5 were Indian. The second study, consisting of only African, coloured and Indian (ACI) female executives (23 interviewees), focussed more broadly on their development path to the C-suite. Findings A common theme across the two studies was the inclination to give developmental support, in turn, once supported. There were prerequisites in this support-giving, however. For example, sponsors identified criteria that protégés had to meet. Despite evident gender inequality at senior management levels in South Africa, this paper reveals that in the Study 1 sample, gender and race were ostensibly irrelevant when choosing a sponsor or who to sponsor. A closer examination revealed a gender-based expectation, embedded in the South African context. Study 2 showed that ACI women above 50 years of age were more inclined to mentor others; even when they themselves were not mentored, some purposefully developed other ACI women. This paper thus suggests age as an important additional diversity dimension in relation to the career development of ACI women towards the C-suite. The findings have implications for the career development of individual ACI women and for organisations in reaching equality. Research limitations/implications Gender differences with regard to perceptions also revealed that male respondents perceived sponsorship more as task-based actions, whereas female respondents focussed on relational elements. The paper concludes with recommendations on how individual ACI women and organisations can proactively develop talented women. Originality/value The paper offers insight into the gendered expectations of sponsors and gendered perceptions around merit in identifying protégés worthy of sponsorship. ACI women’s social identity changed when they joined the C-suite to identify more with their roles as executives and became less associated with their original ACI women group.

scholarly journals Psychological and pedagogical and social dimensions of gender deprivation in education

HUMANITARIUM ◽  
2019 ◽  
Vol 43 (1) ◽  
pp. 51-66
Author(s):  
Olha Kiz
Keyword(s):  
Gender Bias ◽  
Gender Stereotypes ◽  
Interpersonal Relations ◽  
Educational Environment ◽  
Educational Process ◽  
Gender Based Violence ◽  
Social Rules ◽  
Gender Policy ◽  
Unequal Treatment ◽  
Gender Perceptions

The factors of the educational environment that have a depriving effect on participants in the educational process of both sexes in the form of unequal treatment, harassment, restrictions, exclusions or preferences, hidden or overt discrimination, any manifestations of gender-based violence have been analyzed in the article. At the macrosocial level the subject of analysis of gender deprivation in education is gender perceptions as a reflection of the state gender policy in general and the educational level in particular has been revealed. At the level of intergroup interaction there are gender stereotypes, at the level of interpersonal relations there are gender guidelines, at the intraindividual level there is a gender identity. Gender relations of participants in the educational process are considered as real practices and models of intersex interaction, determined by gender perceptions, prejudices, stereotypes, social rules, which are reflected in the minds of subjects. Gender bias is analyzed as social rules with negative and distorted content, as a prejudised opinion towards the representatives of one or another sex, which reflects the common norms of gender-specific behavior. Three components in the structure of gender bias: cognitive which is unreasonably biased, irrational thoughts about men/women in general or about their ability to be successful in some areas or unsuccessful in others; affective which means rejection, humiliation, underestimation, negative feelings towards members of one or another sex; behavioral which is connected with destructive, negative behavior towards them have been distinguished. The need to study the gender deprivation in education from the standpoint of different psychological approaches in the context of a comprehensive analysis of deprivation conditions, deprivation factors, the consequences of being brought up or living temporarily in such conditions and ways of their resocialization and integration into society in the process of socio-psychological support has been emphasized. The importance of systematic monitoring and finding diagnostic indicators of gender deprivation in the education system in order to prevent the deprivation of subjects of the educational process and create a gender-sensitive educational environment has been established.

scholarly journals The Peculiarity of Digital Technologies Application in Teaching Prospective Journalists

2020 ◽  
Author(s):  
Elena Sergeevna Doroschuk
Keyword(s):  
Digital Technologies ◽  
Educational Practice ◽  
Educational Environment ◽  
Educational Process ◽  
Educational Activity ◽  
Stage Model ◽  
Digital Education ◽  
The Media ◽  
Journalism Students ◽  
Russian Universities

The article is devoted to identifying the features of using digital technologies in the educational process for training future journalists. Based on the analysis of the educational practice of Russian universities and the theory of digital education, the specifics of creating and applying a digital educational environment in the conditions of training future specialists in the media sphere are determined. The article substantiates the application of a two-stage model of digital education for journalism students based on the principle of a flexible combination of online and offline education based on the educational activity of students.

“A Strong Man Is Direct and a Direct Woman Is a Bitch”: Gendered Discourses and Their Influence on Employment Roles in Sport Organizations

2003 ◽  
Vol 17 (4) ◽  
pp. 347-375 ◽  
Author(s):  
Sally Shaw ◽  
Larena Hoeber
Keyword(s):  
Sport Management ◽  
Senior Management ◽  
Sport Organizations ◽  
Commitment To Change ◽  
Gender Inequity ◽  
The Past ◽  
Management Positions ◽  
Management Roles ◽  
Forms Of Knowledge ◽  
Gendered Employment

Despite increasing numbers of women in senior sport management positions over the past 30 years, men still remain dominant in these roles, indicating a level of gender inequity within sport management. It is often assumed within sport organizations that women are well-matched for lower level management roles, whereas men are more suited to senior management roles. In order to understand perceptions held about women's and men's abilities related to sport management, it is necessary to understand and then analyze discourses, or dominant forms of knowledge, that influence various employment roles in sport organizations. After analyzing organizational documents and transcripts from interviews with 35 employees from three national sport organizations in England, it was found that senior management roles were heavily dominated by discourses of masculinity that are linked to men and are highly valued in sport organizations. In contrast, women and discourses of femininity are associated with employment roles that are undervalued within organizations. There is, however, the potential for resistance to these discourses on a number of levels and this is discussed with relation to one organization's commitment to change “taken for granted” assumptions about gendered employment roles in sport management.

scholarly journals The opaque gendered lens – barriers to recruitment and career development

2017 ◽  
Vol 32 (1) ◽  
pp. 47-65 ◽  
Author(s):  
Christina Scholten ◽  
Hope Witmer
Keyword(s):  
Career Development ◽  
Management Practice ◽  
Senior Management ◽  
Gender Representation ◽  
Structured Interviews ◽  
Content Type ◽  
Recruitment Practices ◽  
Gendered Leadership ◽  
Management Positions ◽  
Global Companies

Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications To create resilient and gender-equal recruitment and leadership development practices. Originality/value This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.

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