Explorations into sex, gender and leadership in the UK Civil Service Part 1. Introduction, background and theoretical considerations

2015 ◽  
Vol 47 (5) ◽  
pp. 244-252 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Sex Differences ◽  
Literature Review ◽  
Glass Ceiling ◽  
Gender Stereotypes ◽  
Civil Service ◽  
Training And Development ◽  
Leadership Theories ◽  
Gender And Leadership ◽  
Content Type ◽  
The Uk

Purpose – This is the first of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The purpose of this paper is to introduce research by the authors into differences in the behaviour of men and women managers in the UK Civil Service, differences in 360 degree assessments of these behaviours and variations in the behaviours and assessments in different organisational contexts. This part of the paper sets the scene, and provides a literature review and a series of conjectures, derived from this review. Design/methodology/approach – This part of the paper outlines the training and development activities carried out by the authors and explains the target populations, the context in which managers operated and the part played by psychometric assessments in such activities. It then provides a literature review on the intersection of sex, gender and leadership. This looks at: the glass ceiling; leader preferences; gender stereotypes; gender stereotypes and leaders; attitudes towards women as leaders; leadership theories and gender stereotypes; sex differences in psychological traits; sex differences in leader behaviour and effectiveness. Finally, it presents a series of conjectures, derived from the literature review. Findings – The literature review shows that the playing field that constitutes managerial ranks continues to be tilted in favour of men and behaviours associated with the male stereotype, despite what leadership theories and field evidence would suggest. Research limitations/implications – The research was also a by-product of the authors’ training and development work, not a purpose-built research programme to explain the “glass ceiling”. It relates to the UK Civil Service and may not be relevant in other contexts. Practical implications – Later parts of the paper present prescriptions for minimising the impact of gender stereotypes, along with an evidence-based leadership framework. Training and development implications are presented. Findings are relevant to leaders, would be leaders and human resource professionals, including training and development specialists. Social implications – The vast majority of top leadership positions across the world are held by males rather than females. This prevents women from moving up the corporate ladder. This literature review describes the “glass ceiling” and explores what lies behind it. Originality/value – Research on sex differences in behaviour, gender stereotypes and situational differences in both, in the UK Civil Service, are all original. Of particular importance is the new evidence-based framework of leadership competences.

Explorations into sex, gender and leadership in the UK Civil Service Part 3. Implications and research findings on leadership

2015 ◽  
Vol 47 (7) ◽  
pp. 372-379 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Gender Stereotypes ◽  
Civil Service ◽  
Training And Development ◽  
Evidence Based ◽  
Gender And Leadership ◽  
Content Type ◽  
Leadership Framework ◽  
Research Findings ◽  
The Uk ◽  
Practical Implications

Purpose – This is the third part of a three-part paper on the intersection between sex, gender and leadership in the UK Civil Service. The first part of this paper provided an introduction to the research, a literature review and some conjectures derived from it. The second part formulated specific null hypotheses, outlined the research methodology and presented research findings. The purpose of this paper is to explore the practical implications of the research findings, presents an evidence-based framework for understanding the transition into leadership, with prescriptions for its use and ends with a concluding discussion on the overall research findings. Design/methodology/approach – Information was collected from a wide cross-section of UK Civil Servants between 1993 and 2013. Individuals were participants on training and development activities carried out by the authors. Individuals completed psychometric instruments, including self-assessments and 360 degree assessments and provided information on their sex, work role and work situation. Statistical analysis was carried out to identify behaviours associated with effective leadership, taking account of behaviours used, behaviours valued and behaviours valued more highly than in those in follower roles and situations. Comparisons were made between the effective leader behaviour profile and those for sex differences and gender stereotypes. Findings – A very strong statistical relationship was found between the frequency with which individuals use a range of behaviours and the extent of their leadership role and situation. Moreover, particular behaviours were found to be more valued in leadership roles/situations, with clear differences between those valued in follower roles/situations. A combined leadership effectiveness profile had little in common with either the male/masculine or female/feminine profile. Research limitations/implications – The research was a by-product of the authors’ training and development work. It was not part of a purpose-built and wide-ranging research programme into sex, gender and leadership. It also relates to one context, the UK Civil Service, and may not generalise to other contexts. Nonetheless, there are clear parallels between these findings and previous research. Practical implications – Gender stereotypes were best tackled by ensuring that all jobs are properly described and all assessments involved the use of relevant information against agreed job criteria, with appropriate training and development essential to maintaining best practice. Moreover, training and development activities should concentrate on actual individual differences, rather than stereotypical generalisations about such differences. Finally, an evidence-based, gender-neutral leadership framework was proposed. The leadership framework is relevant to would-be leaders, line managers and human resource professionals, including training and development specialists. Social implications – The research findings are relevant to understanding the intersection between sex, gender and leadership in the UK Civil Service. They relate to wider social issues concerning equal opportunities and diversity. Originality/value – There is an extensive body of theory and research on the intersection between sex, gender and leadership. However, very little focuses specifically on the UK Civil Service. These research findings and the subsequent analysis are, therefore, original. The gender-neutral, evidence-based leadership framework is an original contribution to both theory and practice.

Explorations into sex, gender and leadership in the UK Civil Service Part 2. Hypotheses and research findings

2015 ◽  
Vol 47 (6) ◽  
pp. 310-319 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Gender Stereotypes ◽  
Civil Service ◽  
Research Programme ◽  
Training And Development ◽  
Work Place ◽  
Sex And Gender ◽  
Gender And Leadership ◽  
Content Type ◽  
Research Findings ◽  
The Uk

Purpose – This is the second part of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The first part of this paper outlined the training and development activities carried out by the authors, provided a literature review and drew conclusions, in the form of conjectures. The purpose of this paper is to present a series of null hypotheses derived from the conjectures. It then outlines the research methodology and research findings. The final part of this paper discusses the implications of the research findings, presents an evidence-based leadership framework and offers prescriptions for its use. Design/methodology/approach – Information was collected from a wide cross-section of UK Civil Servants between 1993 and 2013. Individuals were participants on training and development activities carried out by the authors. The information collected was a by-product of these activities. Individuals completed a variety of psychometric instruments, including self-assessments and 360-degree assessments, and provided information on their sex, work role and work situation. Statistical analysis was carried out on differences in the behaviour of male and female managers, differences in how such behaviours were assessed, using 360-degree assessments, and differences in behaviour and assessments of behaviour in different contexts. Findings – Research evidence presented points to the existence of contrasting gender stereotypes and sex differences in behaviour. It also shows that such differences are small and that there are far greater differences amongst men and women managers than between the average man and women manager. Differences in behaviour and assessments of behaviour were also more strongly linked to context than either sex or gender. Research limitations/implications – The research was a by-product of training activities. It was not a wide ranging, purpose-built research programme to explain the “glass ceiling”. It was carried out on a particular population and may not generalise to other contexts. Nonetheless, findings are broadly consistent with previous research. Practical implications – The third part of this paper discusses the implications of these findings, particularly for training and development professionals. It also presents and discusses additional research findings on leadership in the UK Civil Service. Social implications – The findings are relevant to the understanding of sex and gender differences in the work place. They relate to wider considerations of equality of opportunity and diversity. Originality/value – There is an extensive body of theory and research on sex, gender and leadership, although little is directly relevant to the UK Civil Service. This is new research, relevant to this context, that brings together these three themes.

The career advancement of the professional women in the UK construction industry

2014 ◽  
Vol 12 (1) ◽  
pp. 53-70 ◽  
Author(s):  
Nirodha Gayani Fernando ◽  
Dilanthi Amaratunga ◽  
Richard Haigh
Keyword(s):  
Literature Review ◽  
Construction Industry ◽  
Career Success ◽  
Qualitative Data ◽  
Success Factors ◽  
Soft Skills ◽  
Training And Development ◽  
Professional Women ◽  
Content Type ◽  
The Uk

Purpose – This paper aims to explore and investigate the career success of professional women in the UK construction industry. Design/methodology/approach – The aim of the research was set following the literature review and synthesis, after which a multiple case study approach is adopted to conduct exploratory case studies among professional women in the UK construction industry. A mixed method design was used for data collection, whereby qualitative data were collected in the first study and quantitative data were collected in the second study. The researcher adopted this sequence in order to gather qualitative data and analysis of a relatively unexplored area of career success factors of professional women in the UK construction industry. The results from the qualitative method were used, along with a relevant literature review, to develop the focus and questions in the quantitative phase of the study. The individuals in the first stage of data collection were not the same participants as those in the second stage, because the purpose of the quantitative study was to generalise the results to a population. Findings – The results indicated that soft skills are very important for career success, while hard skills are essential thereafter for professional women in the UK construction industry. Accordingly, it is necessary to develop soft skills in order to advance the women's professional careers. Further, the results indicated that age and gender are the least important career success factors for women in construction. The ability to work with people, taking opportunities, confidence, adaptability, communication skills, dedication, competence, focus, supportive line management, integrity, leadership skills, ability to bring teams together, good mix of skills, honesty, networking, intelligence and logically approaching business problems identified as the critical career success factors. Research limitations/implications – The construction industry is limited to organisations that construct buildings and infrastructure, and those involved in property development. These organisations comprise client, contractor and consultancy organisations. Practical implications – The findings of the paper are useful to human resource development managers to understand and improve organisational training and development plans, which help to advance the career of professional women. By doing so, organisations could recruit and retain more professional women in the construction industry. Therefore, recruiting and retaining more professional women in the organisation helps to enhance productivity in the industry and to enhance their health and well being in society at large. Originality/value – The value of this paper is twofold. First, this study contributes to fill the knowledge gap in career success factors of professional women in the UK construction industry. Second, this empirical research will have implications in the identification of different training and development activities to advance the careers of women in the UK construction industry.

Lesson study: an exploration of its translation beyond Japan

2018 ◽  
Vol 7 (3) ◽  
pp. 217-229 ◽  
Author(s):  
Sarah Seleznyov
Keyword(s):  
Professional Development ◽  
Systematic Review ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Lesson Study ◽  
English Language ◽  
Review Of The Literature ◽  
Content Type ◽  
Critical Components ◽  
The Uk

Purpose The purpose of this paper is to explore the popularity of Japanese lesson study (JLS) beyond Japan and the challenges this translation might pose. It notes that there is not a universally accepted definition of lesson study (LS) and seeks to identify the “critical components” of JLS through a review of the literature. It then uses a systematic literature review of recent studies of the implementation of LS with in-service teachers beyond Japan to analyse the models of LS used against these seven critical components in order to explore the degree of fidelity to the Japanese model. Design/methodology/approach A broad review of the literature on JLS available in the English language identifies seven “critical components”. A systematic literature review of 200 recent English language studies of the implementation of LS with in-service teachers beyond Japan is then carried out. Articles published between 2005 and 2015 are explored, including peer reviewed articles, scientific journals, book chapters and PhD dissertations. This systematic review enables an analysis of the models of LS used in studies from beyond Japan against the “seven critical components” of JLS. Findings The analysis shows that there is not an internationally shared understanding of Japanese lesson study (JLS) and that many of the missing components are those which distinguish LS as a research process, not simply a collaborative professional development approach. It also reveals that UK LS models seem particularly far from the Japanese model in those critical components which connect teachers’ knowledge and understanding within groups, to knowledge and understanding that exists beyond it. The study discusses whether these differences could be attributed to structural or cultural differences between Japan and other nations. Research limitations/implications The search for descriptions of the JLS is limited to articles available in the English language, which, therefore, represent a quite limited body of authority on the “critical components” of LS. The systematic review is similarly limited to English language articles, and there is a clear bias towards the USA, with the Far East and the UK making up the majority of the remaining studies. The study suggests that future research on LS beyond Japan should consider teachers’ attitudes towards the research elements of the process as well as their skills and confidence in carrying out research into practice. Practical implications The study strikes a note of caution for schools wishing to implement JLS as an approach to teacher professional development in the UK and beyond. Japan’s systemic approach has embedded LS experience and expertise into the education system, meaning a uniform approach to LS is much more likely. In addition, other systemic challenges may arise, for example, UK professional development time and resources is not designed with JLS in mind and may therefore require a significant reworking. Originality/value Whilst several systematic reviews of LS have explored its growth, geographical spread, impact and key features, this study provides a different perspective. It analyses whether and to what degree the “lesson study” models these studies describe align with the literature on JLS, and the implications of this for researchers and practitioners.

A three factor model of followership: part 3 – research on followership, a three factor followership framework and practical implications

2016 ◽  
Vol 48 (8) ◽  
pp. 400-408 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Public Sector ◽  
Empirical Evidence ◽  
Factor Model ◽  
Full Range ◽  
Training And Development ◽  
Content Type ◽  
Effective Leaders ◽  
The Uk ◽  
Practical Implications ◽  
Three Factor

Purpose The first part of this paper pointed out that theory and research on followership is less extensive and less well known than that on leadership. It then described a three factor model of leadership and suggested it could be applied to and was consistent with other work on followership. The second part of the paper presented empirical evidence supporting the three factor model of leadership and justifying its extension and application to the full range of team roles, including follower and co-worker roles, as well as leader roles. This part of the paper looks specifically at follower roles and followership. Research findings are used to develop and describe a three factor model of follower behaviour. The paper aims to discuss these issues. Design/methodology/approach A mixed group of managers, mainly from the UK public sector, completed a variety of self-assessment questionnaires, had 360 degree assessments completed on them, and provided information on their work role and situation. Research looked at the degree of correlation between variables and its statistical significance. This was used to assess the internal reliability and external validity of three factor measures of leader behaviours and team role behaviours. Information on contextual variables was used to measure leader and follower situations and develop leader-follower scales that were used to identify behaviours used by followers. In total, 360 degree assessments were also used to identify behaviours that are most and least valued when used by followers. Findings The findings presented in the second part of this paper provided empirical support for the three factor model of leadership and its extension to the full range of team roles. The findings presented in this part of the paper identify behaviours used by individuals in follower roles and behaviours valued when used by individuals in such roles. By combining these two sets of findings, it was possible to produce a three factor model of effective follower behaviour, with each metacategory consisting of five behaviour sets and each set made up of four specific behaviours. Research limitations/implications Effective organisations need effective followers and effective leaders. Moreover, the skills of the effective leader develop out of and build on those of the effective follower. Effective leaders and followers use essentially the same skills but use them in different situations, playing different roles. The research was carried out on a diverse sample of managers, drawn mainly from the UK public sector. However, it would be useful to extend the research to other populations. Practical implications The findings provide evidence-based descriptions of effective follower behaviours. These have practical implications for leaders and for followers, as well those involved in their training and development. They establish the content of developmental activities for effective followers and indicate how the training and development of followers underpins that of leaders. Social implications The findings challenge the widely held pre-occupation with leadership and the associated view that it is qualitatively different from and superior to leadership. In so doing, the three factor model of followership offers a challenge to the cult of leadership. Originality/value This is the first published research to present empirical evidence supporting the three factor model of followership. In the research process, scales were developed to assess leader and follower roles and used to identify behaviours used by followers. They were also used in further research identifying behaviours most and least valued when used by followers. The instruments and the associated research were original.

Satisfying the workers who appreciate galloping change

2016 ◽  
Vol 24 (7) ◽  
pp. 35-37
Keyword(s):  
Management Training ◽  
Training And Development ◽  
Relationship Building ◽  
Language Awareness ◽  
Content Type ◽  
The Usa ◽  
The Subject ◽  
The Uk ◽  
The Impact ◽  
Equine Assisted

Purpose With organizations striving to attract Millennials into their businesses and ensure that they are entirely engaged, new approaches need to be considered. This paper aims to consider the value of equine-assisted learning (EAL) programs. Design/methodology/approach A literature review examined current research and use of EAL in the field of management training and development. Findings EAL does promote a number of so-called soft skills among employees, including communication, body language awareness, relationship building, and teamwork building. Originality/value EAL is an up-and-coming management training trend, the subject so far of very little research – especially so in the UK, where it has not yet had the impact it is beginning to make in the USA.

scholarly journals Fathers and substance misuse: a literature review

2020 ◽  
Vol 20 (4) ◽  
pp. 353-369
Author(s):  
Linda Bell ◽  
Rachel Herring ◽  
Fizz Annand
Keyword(s):  
Literature Review ◽  
Substance Misuse ◽  
Negative Impact ◽  
Content Type ◽  
Scoping Reviews ◽  
Scoping Literature Review ◽  
Outcomes For Children ◽  
The Uk ◽  
Alcohol And Other Drugs

Purpose The purpose of this paper is to review the following research questions from the available literature: What evidence is there to suggest that substance misuse specifically by fathers (including alcohol and other drugs) causes wider harms, including child welfare concerns? substance misuse, recovery, parents, fathers, fathering, drugs/ alcohol services. How do professionals respond specifically to substance misuse by fathers? Do interventions aimed at parental substance misuse (particularly in the UK) include both mothers and fathers and if so how? Design/methodology/approach A scoping literature review was conducted which identified 34 papers (including scoping reviews published in 2006 and 2008, covering the period 1990-2005) and 26 additional studies published between 2002 and 2020. Findings The review in this paper is organised into six themes: Negative impact of men’s substance misuse problems on their parenting behaviours; quality of the relationship between parents affected by substance misuse of the fathers, in turn affecting the parenting behaviour and outcomes for children; importance to fathers of their fathering role (for example, as a financial provider); difficulties fathers may face in developing their fathering role; sidelining of the fathering role in substance misuse services; and professionals tending to focus on the mother’s role in parenting inventions and services. Originality/value This paper focusses on fathers and substance misuse, which is an under-researched field within the wider contexts of fathering research and research into parental substance misuse.

Performance-related-pay in the UK public sector

2015 ◽  
Vol 2 (2) ◽  
pp. 94-109 ◽  
Author(s):  
Zofia M Bajorek ◽  
Stephen M Bevan
Keyword(s):  
Public Sector ◽  
Civil Service ◽  
Human Resources Management ◽  
Health Sector ◽  
Content Type ◽  
Scheme Design ◽  
The Public ◽  
The Uk ◽  
Behavioural Sciences ◽  
Practical Implications

Purpose – The purpose of this paper is to provide an up-to-date, comprehensive, independent and credible assessment of relevant academic and other literature since 2007, on the effectiveness and value for money of performance-related-pay (PRP) in the public sector. Design/methodology/approach – PRP was studied using both economics-based literature and literature from the organisational and management field (including human resources, management sociology and psychology). An initial search of databases identified 7,401 documents regarding PRP in the public sector, which was reduced to 57 final papers included in the study (27 in the health sector, 16 in the education sector and 16 in the civil service) after abstract and full paper screening. Findings – The review found some evidence that PRP schemes can be effective across the three domains of the public sector for which there was evidence available (health, education and the civil service), but findings within and between the sectors are mixed, with scheme effectiveness often dependent on scheme design and organisational context. Research limitations/implications – The research highlights the importance of considering both economics-based and organisational literature when discussing PRP in the public sector, and the implications for motivation and PRP design. Practical implications – The results indicated that the design of PRP schemes could influence their effectiveness and outcomes, and the research suggests how the challenges of designing and implementing PRP schemes can be overcome in the public sector. Social implications – The review highlights that when implementing PRP schemes there may be gender differences in their overall effectiveness (especially in education) and there must be consideration for how fairly the PRP scheme is perceived. Originality/value – The paper uses literature from economics and behavioural sciences when looking at the motivational implications for PRP in the public sector.

The potential of prison-based democratic therapeutic communities

2017 ◽  
Vol 13 (1) ◽  
pp. 19-24 ◽  
Author(s):  
Jamie Bennett ◽  
Richard Shuker
Keyword(s):  
Literature Review ◽  
Design Methodology ◽  
Therapeutic Community ◽  
Well Being ◽  
Therapeutic Communities ◽  
Content Type ◽  
Wide Range ◽  
Sexually Violent ◽  
Self Harm ◽  
The Uk

Purpose The purpose of this paper is to describe the work of HMP Grendon, the only prison in the UK to operate entirely as a series of democratic therapeutic communities and to summarise the research of its effectiveness. Design/methodology/approach The paper is both descriptive, providing an overview of the work of a prison-based therapeutic community, and offers a literature review regarding evidence of effectiveness. Findings The work of HMP Grendon has a wide range of positive benefits including reduced levels of disruption in prison, reduced self-harm, improved well-being, an environment that is experienced as more humane and reduced levels of reoffending. Originality/value The work of HMP Grendon offers a well established and evidenced approach to managing men who have committed serious violent and sexually violent offences. It also promotes and embodies a progressive approach to managing prisons rooted in the welfare tradition.

Investigating the glass ceiling phenomenon

2017 ◽  
Vol 6 (3) ◽  
pp. 297-313 ◽  
Author(s):  
Sharjeel Saleem ◽  
Asia Rafiq ◽  
Saquib Yusaf
Keyword(s):  
Glass Ceiling ◽  
Role Theory ◽  
Training And Development ◽  
Attitudes Toward Women ◽  
Ceiling Effect ◽  
Least Square ◽  
Asian Countries ◽  
Content Type ◽  
Asian Context ◽  
The Impact

Purpose The purpose of this paper is to identify hurdles in women’s rise up the organizational ladder through the epistemic concept of the glass ceiling phenomenon. The secondary aim is to determine how the glass ceiling effect results in women’s failure to secure equal representation in high-ranking executive positions in comparison to males. The study intends to come up with empirical evidences to advance plausible justifications and support for the organizations to manage their workforce with the sense of egalitarianism. Design/methodology/approach The questionnaire is administered to a sample of 210 respondents including CEOs, directors, managers, assistants, accountants, doctors and teachers from public and private sectors. The variables that influence the glass ceiling phenomenon are gender (female) represented on the board of directors (BODs), stereotypical behavior and training and development of females to measure the glass ceiling effect. Further, this influence is examined regarding the selection and promotion of the females as candidates, as well as female effectiveness at work. To verify the glass ceiling phenomenon, multiple linear regression analyses with the ordinary least square method are used. Findings Drawing on the perspective of the social role theory, the authors identify plausible causes of the glass ceiling phenomenon in the Asian context. The results show the presence of glass ceiling, particularly characterizing its effects on the selection and promotion of the female candidates and their effectiveness. The authors found that glass ceiling was negatively related to both female effectiveness and “selection and promotion.” It was also identified that research variables such as lesser women’s representation on the BODs, training and development and stereotypical attitude toward women promote glass ceiling. Research limitations/implications The larger sample and data collection from different cultures would have assured more generalizability. The glass ceiling is affected by numerous variables; other factors can also be explored. Practical implications Organizations must consider competitive females in their selection and promotion decision making. Asian countries, especially developing countries such as Pakistan, need to develop policies to encourage active participation of the female workforce in upper echelon. The equal employment policies will reduce the dependency ratio of females, consequently driving the country’s economic growth. Social implications Societies need to change their stereotype attitudes toward women and encourage them to use their potential to benefit societies by shattering glass ceilings that continue to place women at a disadvantage. Developing a social culture that advances women empowerment will contribute to social and infrastructure development in Asian countries. Originality/value This paper adds a thought-provoking attitude of organizations in South Asia, especially in Pakistani societies that play a role in creating a glass ceiling, more so to shatter it even in 2016. This study compels firms in Pakistan and other Asian regions to use unbiased practices by investigating the impact of glass ceiling on female effectiveness that has not previously been conducted in the Asian context. To the best of the authors’ knowledge, the study of glass ceiling in Pakistani context is first in the literature.

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