scholarly journals Inclusive participation, self-governance, and sustainability: Current challenges and opportunities for women in leadership of communal irrigation systems

2020 ◽  
pp. 251484862093471
Author(s):  
Laura Imburgia ◽  
Henny Osbahr ◽  
Sarah Cardey ◽  
Janet Momsen
Keyword(s):  
Water Management ◽  
Irrigation Management ◽  
Women In Leadership ◽  
Small Scale ◽  
Leadership Roles ◽  
Irrigation Systems ◽  
Representation Of Women ◽  
Water Users ◽  
Challenges And Opportunities ◽  
Current Water

Genuine inclusive participation in the self-governance of communal irrigation systems remains a challenge. This article analyses the mechanisms of participation in irrigation water users’ associations (WUAs) with focus on women as leaders of those organizations by drawing on cases from a comparative, multicase mixed-method study in Ethiopia and Argentina. After having being a topic for decades in gender and development debates, in many irrigated areas of the world, WUAs continue to be male dominated at all levels, especially in influential positions. Findings in this article suggest that despite large socio-economic and cultural differences, the current water management systems in both research locations reinforce problems of unequal gender participation; women have more obstacles and constraints in establishing equal access in membership, participation, and decision making in irrigation management. The lack of inclusive participation and the low representation of women in leadership roles lead to WUAs being poorly rooted in their community of users. Incomplete social rootedness of WUAs jeopardizes their effectiveness and equality in water management and, as a result, affects long-term sustainability. Through analysis of empirical data of communal small-scale irrigation systems in both countries, the article discusses who participates, how and why they participate, and the reasons for low numbers of women in leadership roles within the WUAs. Finally, the article reflects on possible enabling conditions that could foster inclusive participation, increase the quantity and capacity of women in management and leadership roles, and the benefits this may bring to sustainable irrigation systems.

scholarly journals Impacts of Legal and Institutional Changes on Irrigation Management Performance: A Case of the Gezira Irrigation Scheme, Sudan

Water ◽  
2018 ◽  
Vol 10 (11) ◽  
pp. 1579 ◽  
Author(s):  
Ahmed Elshaikh ◽  
Shi-hong Yang ◽  
Xiyun Jiao ◽  
Mohammed Elbashier
Keyword(s):  
Water Management ◽  
Water Supply ◽  
Irrigation System ◽  
Irrigation Management ◽  
Institutional Arrangements ◽  
Institutional Changes ◽  
Management Performance ◽  
Water Users ◽  
Water Surplus ◽  
The Right

This study aims to offer a comprehensive assessment of the impacts of policies and institutional arrangements on irrigation management performance. The case study, the Gezira Scheme, has witnessed a significant decrease in water management performance during recent decades. This situation led to several institutional changes in order to put the system on the right path. The main organizations involved in water management at the scheme are the Ministry of Irrigation & Water Resources (MOIWR), the Sudan Gezira Board (SGB), and the Water Users Associations (WUAs). Different combinations from these organizations were founded to manage the irrigation system. The evaluation of these organizations is based on the data of water supply and cultivated areas from 1970 to 2015. The measured data were compared with two methods: the empirical water order method (Indent) that considers the design criteria of the scheme, and the Crop Water Requirement (CWR) method. Results show that the MOIWR period was the most efficient era, with an average water surplus of 12% compared with the Indent value, while the most critical period (SGB & WUAs) occurred when the water supply increased by 80%. The other periods of the Irrigation Water Corporation (IWC), (SGB & MOIWR), and (WUAs & MOIWR) had witnessed an increase in water supply by 29%, 63%, and 67% respectively. Through these institutional changes, the percentage of excessive water supply jumped from 12% to 80%. Finally, the study provides general recommendations associated with institutional arrangements and policy adoption to improve irrigation system performance.

scholarly journals PELAKSANAAN PELAYANAN PUBLIK DI BIDANG PENGAIRAN IRIGASI PERTANIAN DI KABUPATEN LOMBOK TIMUR DI TINJAU DARI UNDANG¬-UNDANG NOMOR 17 TAHUN 2019 TENTANG SUMBER DAYA AIR

2021 ◽  
Vol 3 (1) ◽  
pp. 78-94
Author(s):  
Zulhadi Lalu
Keyword(s):  
Food Security ◽  
Large Scale ◽  
Agricultural Sector ◽  
Irrigation System ◽  
Irrigation Management ◽  
Small Scale ◽  
Irrigation Performance ◽  
Irrigation Systems ◽  
Irrigation Development ◽  
Problems And Solutions

Irrigation facilities is one of the key factors in farming, especially for food crop farming, including rice. A smallscale irrigation system has an area of less than 500 hectares, and it is the backbone of family food security which in turn will lead to national food security. Damage irrigation system networks will threaten food production increase. In the future, irrigation infrastructure must be better managed so that agricultural sector can realize agricultural diversification, conserve wider irrigation system and maintain local wisdom and social capital in irrigation management. The objective of the paper is to analyze performance, problems and solutions of small irrigation systems in Indonesia, including small irrigation concepts and understanding, small irrigation performance and development, small irrigation development policies, factors affecting smallscale irrigation development, investments, and prospects. The paper also compares various performances, problems and solutions of small irrigation systems in other countries. Small scale irrigation performance is often better than large-scale irrigation, in the sense of water availability throughout the year and equitable water distribution for all service areas

Interim Management Strategy as a Way of Empowering Women Leadership

2020 ◽  
pp. 328-345
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

Interim Management Strategy as a Way of Empowering Women Leadership

2021 ◽  
pp. 640-657
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

scholarly journals Gender climate in Indian oncology: national survey report

ESMO Open ◽  
2020 ◽  
Vol 5 (2) ◽  
pp. e000671 ◽  
Author(s):  
Jyoti Bajpai ◽  
Sharada Mailankody ◽  
Reena Nair ◽  
Shylasree T Surappa ◽  
Sudeep Gupta ◽  
...  
Keyword(s):  
Gender Disparity ◽  
Women In Leadership ◽  
Leadership Role ◽  
Middle Income ◽  
Representation Of Women ◽  
Survey Report ◽  
Challenges And Opportunities ◽  
Men Managers ◽  
Oncology Practice ◽  
Training Programmes

IntroductionThere is evidence of under-representation of women in leadership roles and publications in oncology. However, there is little knowledge about their perceptions of professional environment, unique challenges and opportunities compared with male counterparts. The problem is more prominent in lower-income and middle-income countries like India and merits exploration.Materials and methodsA survey, ‘Exploratory Study on the Challenges of Female Oncologists in India’, was conducted among oncology professionals. We included questions on demography, working team details, role at work, perceived challenges for advancement of career, gender-related values brought into the team and the measures for improvement of gender disparity. Lead authorship data were collected from two Indian oncology journals.ResultsOf the 324 respondents, 198 (61.1%) were women. Majority of the respondents were medical oncologists (46.3%), ≤45 years old (69.4%) and working in universities and corporate hospitals (71.6%). One hundred eighty-nine (58.3%) respondents worked in teams with male majority, 50 (15.4%) in women-majority teams, while 85 (26.2%) worked in teams with gender equality. Of the 324 respondents, 218 (67.3%) had men managers, while 106 (32.7%) had women managers. Men led 160 (84.7%) male-majority teams; 45 (52.9%) gender-equal teams; and 13 (26%) female-majority teams (p<0.00001). Age >45 years was found to be associated with a leadership role (43% vs 25%, p=0.0012). The most significant barrier perceived for advancement of career for women was finding a work–life balance. Most respondents suggested provision of flexible training programmes to improve the disparity. Of the 558 journal publications inspected, 145 (26%) articles had a female first or corresponding author.ConclusionsThe study brought out the current figures regarding gender climate in oncology practice and academia across India. We identified lead thrust areas and schemes to improve the gender bias. There needs to be action at international, national and personal levels to bring about an efficient gender-neutral workforce.

scholarly journals To what extend corruption and free-riding behavior affect technical and Water Use efficiencies of small scale irrigated farms.

New Medit ◽  
2021 ◽  
Vol 20 (2) ◽  
Author(s):  
Keyword(s):  
Technical Efficiency ◽  
Water Use ◽  
Production Efficiency ◽  
Smallholder Farmers ◽  
Irrigation Management ◽  
Free Riding ◽  
Small Scale ◽  
Explanatory Variables ◽  
Water Users ◽  
Water Supply Shortage

This paper examines irrigation management within the Tunisian Water Users Association (WUA),in Nadhour public irrigated area (central of Tunisia). The functioning of 14 WUAs was evaluated based on questionnaires and related interviews. The methodology of this study consists of two main steps; (i) an estimation of technical efficiency scores of 90 smallholder farmers and the sub-vector of WUE (Water Use efficiency) using the non-parametric DEA model, (ii) a regression of a Tobit model to test the hypothesis regarding explanatory variables of differentiated technical efficiency scores. The investigation shows an average technical efficiency of 70.8% and WUE of 64.8%. It highlighted the Water turn, the infrastructure state, the water supply shortage, corruption, and free-riding behaviors as tightly correlated factors with farm’s productivity. This suggests that there is potential to improve production efficiency by implementing targeted programs and rules for inefficient farmers. The findings of this study show that it is important to fight corruption in the water sector by an increased government oversight, reform of regulations, and increased accountability

scholarly journals Women in Leadership

2020 ◽  
Vol 33 (04) ◽  
pp. 238-242
Author(s):  
Katerina Wells ◽  
James W. Fleshman
Keyword(s):  
Gender Bias ◽  
Women In Leadership ◽  
Professional Women ◽  
Leadership Roles ◽  
Female Representation ◽  
Representation Of Women ◽  
The Past ◽  
Young Professional ◽  
Relationship Of

AbstractThe role of a surgeon is inherently that of a leader and as women become a larger minority in surgical specialties, the next step becomes greater representation of women in positions of surgical leadership. Leadership is a relationship of granting and claiming wherein society must accept that women are deserving of leadership and women must realize their rightfulness to lead. Implicit gender bias undermines this relationship by perpetuating traditional gender norms of women as followers and not as leaders. Though female representation in academia and leadership has increased over the past few decades, this process is unacceptably slow, in part due to manifestations of implicit bias including discrimination within academia, pay inequality, and lack of societal support for childbearing and childcare. The women who have achieved leadership roles are testament to woman's rightfulness to lead and their presence serves to encourage other young professional women that success is possible despite these challenges.

Representation of Women in Pain Medicine Fellowships in the United States, 2017–2018

Pain Medicine ◽  
2019 ◽  
Author(s):  
Tina L Doshi ◽  
Hira C Richter ◽  
Mariam Salisu ◽  
Christelle Samen
Keyword(s):  
United States ◽  
Role Models ◽  
The United States ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Pain Medicine ◽  
Fellowship Program ◽  
Representation Of Women ◽  
Fellowship Programs ◽  
And Gender

AbstractObjectiveTo quantify the representation of women trainees and faculty and to explore associations between them at Pain Medicine (PM) fellowship programs in the United States.SettingPM fellowship programs accredited by the Accreditation Council for Graduate Medical Education.MethodsAll PM programs approved for at least four fellows as of December 2017 were identified. Websites of these programs were reviewed to determine the number and gender of current fellows and faculty, and programs were contacted to verify the information.ResultsA total of 56 PM programs were eligible; of these, 48 PM programs (86%) provided information about the gender distribution of fellows. Women comprised ∼25% of PM fellows. PM programs with a female rather than male fellowship program director (PD) had 2.40 times increased odds of a female trainee. Proportion of female faculty and division chief gender were not significantly associated with trainee gender composition. The adjusted odds of a faculty member being female was 1.99 times greater for PM programs with a female vs male PD and 3.13 times greater for programs with a female vs male division chief.ConclusionsWomen are underrepresented throughout all levels of academic pain medicine. The presence of women in leadership roles is associated with higher proportions of female trainees and faculty, highlighting the need for more female role models in academic pain medicine.

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