Selling Upper Management on Metrics That Define Success

Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.

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Upper Management, Customer, Subcontractor, and Regulatory Relationships

Engineering Management in a Global Environment ◽

10.1201/9781315265131-12 ◽

2017 ◽

pp. 93-103

Keyword(s):

Upper Management

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An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons

Asian Social Science ◽

10.5539/ass.v15n1p8 ◽

2018 ◽

Vol 15 (1) ◽

pp. 8

Author(s):

Sabirah Ambri ◽

Lokman Mohd Tahir ◽

Rose Alinda Alias

Keyword(s):

Women Leaders ◽

Glass Ceiling ◽

Research Study ◽

Past Research ◽

Career Progression ◽

Discussion Paper ◽

Management Level ◽

Upper Management ◽

Opposite Gender ◽

Women Participation

The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women’s career progression and understand how it affects women’s career success. This paper reports the results of a literature review on four barrier syndromes in 45 combinations of research paper, books, magazine, thesis and discussion paper. Women need to have skills and ability in order to be leaders of upper management. The result of the study could provide a better understanding of the barriers that effects the women leaders in becoming successful. Thus, this research is conducted to gather and review the literature on the barrier syndromes and how it affects women’s success in their careers.

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Women on corporate boards. The case of ’gender quotas’ in Italy

Corporate Ownership and Control ◽

10.22495/cocv13i4p13 ◽

2016 ◽

Vol 13 (4) ◽

pp. 132-155 ◽

Cited By ~ 9

Author(s):

Patrizia Pastore ◽

Silvia Tommaso

Keyword(s):

Gender Diversity ◽

Current Evidence ◽

Gender Quotas ◽

Corporate Boards ◽

Female Representation ◽

Upper Management ◽

Gender Diverse ◽

Before And After ◽

Market Women ◽

Substantial Progress

This paper investigates whether gender quotas have had success so far in their primary goal of reducing gender disparities in Italian corporate boards. Debate about gender equality on boards gained momentum and global prominence over the last years attracting attention of both researchers and practitioners worldwide. Despite a remarkable progress in education and their participation in the labor market, women still face large barriers to advance into upper management and boardrooms and gaps remain. Women are still under-represented in senior executive and board positions worldwide even if there is wide variation across countries. The present is a qualitative study that aims to contribute to the ongoing international debate about gender diversity on corporate boards (or lack thereof), providing current evidence from Italy, four years after the entry into force of Law 120/2011, establishing legislated quotas in order to ensure gender-balanced corporate boards. Using the samples of Italian listed companies and government-controlled companies tracked by Consob and Cerved respectively, findings show a substantial progress of female representation in Italian corporate boards (including governing and auditing boards) over the period 2008-2015 and reflect the extent to which women are shattering the glass ceiling, right before and after the implementation of the new (although controversial) gender quotas regulation. However, even though the number of women who sit on corporate boards has increased, it is necessary to ensure that the appointment of women is a board’s genuine intention to become gender diverse and more effectiveness rather than evidence of a result driven by tokenism, designed to enhance corporate reputation and image.

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Identity-safe or threatening? Perceptions of women-targeted diversity initiatives

Group Processes & Intergroup Relations ◽

10.1177/1368430217740434 ◽

2018 ◽

Vol 21 (5) ◽

pp. 745-766 ◽

Cited By ~ 1

Author(s):

Jessica L. Cundiff ◽

Sohee Ryuk ◽

Katie Cech

Keyword(s):

Leadership Development ◽

Women's Leadership ◽

Development Programs ◽

Diversity Initiatives ◽

Leadership Development Programs ◽

Upper Management ◽

Undergraduate Women ◽

Women Employees ◽

A Company ◽

Identity Safety

One strategy for addressing gender disparities in STEM and leadership focuses on women-targeted diversity initiatives, such as women’s networking groups and women’s leadership development programs. Although well intentioned, targeting diversity initiatives specifically toward women instead of all employees may unwittingly make workplaces appear unwelcoming and biased to prospective employees. To test this notion, undergraduate women and men read a recruitment brochure for a company that framed its diversity initiatives as either targeting women employees or all employees. Both women and men felt less social fit and comfort with the company and were more concerned about being treated negatively and unfairly when diversity initiatives were framed as women-targeted rather than all-inclusive. These results held regardless of whether the company was portrayed as male-dominated or gender equitable (Study 1, N = 117). However, results were somewhat attenuated for women, but not men, when the women-targeted program was portrayed as initiated and led by women employees rather than upper management (Study 2, N = 152). Overall, our results suggest that diversity initiatives may more effectively convey identity safety to both women and men when framed in a way that includes all employees rather than targeting only women.

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Money laundering influence on financial institutions and ways to retaliate

Journal of Money Laundering Control ◽

10.1108/jmlc-11-2021-0123 ◽

2022 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Darshan Kumar ◽

Mark Eshwar Lokanan

Keyword(s):

Money Laundering ◽

Financial Institutions ◽

Insurance Companies ◽

Board Members ◽

Content Type ◽

Upper Management ◽

Secondary Sources ◽

Study Approach ◽

Bank Money

Purpose This paper aims to advance the professional knowledge, experience and expertise of anti-money laundering (AML) professionals by focusing on how money laundering (ML) impacts a variety of financial institutions (FIs) and in what ways the FIs can retaliate to detect, prevent and mitigate the risk of ML. Design/methodology/approach This paper use data from secondary sources. Many FI cases have been included such as a bank money service business (MSB) and insurance companies. Findings There should be a culture of compliance in organizations. Upper management, such as a designated committee or board members, should set the tone of compliance. Money launderers take advantage of every possible opportunity to convert illicit proceeds into clean proceeds with any institution or profession. Originality/value This paper used a case study approach to study the nuances of money laundering activities in various jurisdictions.

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Gendered Social-Networking Organizations

Discrimination and Diversity ◽

10.4018/978-1-5225-1933-1.ch061 ◽

2017 ◽

pp. 1326-1352

Author(s):

Ben Tran

Keyword(s):

Career Development ◽

Social Networking ◽

Psychosocial Support ◽

Mentoring Programs ◽

Mentoring Program ◽

Upper Management ◽

Development Support ◽

Organizational Longevity ◽

Historical Coverage ◽

The U.S

Research has consistently documented that women are disproportionately represented in upper management and in positions of power and still continue to dominate traditionally female occupations. Hence, recognizing that effective efforts needs to be made to assist women in their career development, many organizations have adopted mentoring programs to address gender differences in advancement without having a grounded plan. Organizations often do so out of competing for and achieving organizational longevity, organizational competitive advantage, or for legal accommodations for marketing purposes. Organizations often implement mentoring program(s) with the goal of having mentors provide mentees with psychosocial support, career development support, sponsorship and coaching, setting up challenging assignments, fostering positive visibility, and protecting the mentee from adverse forces. Hence, the purpose of this article will be on mentorship (brief historical coverage and definition), stereotypes of gendered advancement based on gender, and cross-gender mentorship in the U.S.

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Decision Support Systems and Decision-Making Processes

Business Information Systems ◽

10.4018/978-1-61520-969-9.ch010 ◽

2010 ◽

pp. 135-143 ◽

Cited By ~ 1

Author(s):

Udo Richard Averweg

Keyword(s):

Decision Making ◽

Decision Support ◽

Decision Support Systems ◽

Support Systems ◽

Management Problem ◽

Upper Management ◽

Structured Problems ◽

Decision Making Processes ◽

Complex Decision Making ◽

Computer Based

Decision support systems (DSS) deal with semi-structured problems. Such problems arise when managers in organisations are faced with decisions where some but not all aspects of a task or procedure are known. To solve these problems and use the results for decision-making requires judgement of the manager using the system. Typically such systems include models, data manipulation tools, and the ability to handle uncertainty and risk. These systems involve information and decision technology (Forgionne, 2003). Many organisations are turning to DSS to improve decision-making (Turban, McLean, & Wetherbe, 2004). This is a result of the conventional information systems (IS) not being sufficient to support an organisation’s critical response activities—especially those requiring fast and/or complex decision-making. In general, DSS are a broad category of IS (Power, 2003). A DSS is defined as “an interactive, flexible, and adaptable computer-based information system, specially developed for supporting the solution of a non-structured management problem for improved decision-making. It utilises data, it provides easy user interface, and it allows for the decision maker’s own insights” (Turban, 1995). There is a growing trend to provide managers with IS that can assist them in their most important task—making decisions. All levels of management can benefit from the use of DSS capabilities. The highest level of support is usually for middle and upper management (Sprague & Watson, 1996). The question of how a DSS supports decision-making processes will be described in this article. This article is organised as follows: The background to decisionmaking is introduced. The main focus (of this article) describes the development of the DSS field. Some future trends for the DSS field are then suggested. Thereafter a conclusion is given.

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Diffusion of Innovations Theory

Handbook of Research on Contemporary Theoretical Models in Information Systems ◽

10.4018/978-1-60566-659-4.ch014 ◽

2010 ◽

pp. 242-276

Author(s):

Francisco Chia Cua ◽

Tony C. Garrett

Keyword(s):

Diffusion Of Innovations ◽

Practical Knowledge ◽

Single Case ◽

Research Problem ◽

Business Case ◽

Diffusion Of Innovations Theory ◽

Top Down ◽

Upper Management ◽

Complex Relationships

The literature review on case study design does not explain how the complex relationships (the issues) in a case study are identified. A top down approach, borrowing from argumentation theory, is a distinct contribution of this chapter which introduces the diffusion of innovations (DOI) as a research problem theory applied to the examination of a business case involving the replacement of enterprise systems by a large risk-averse public sector university in Australasia. The business case document is intended to diffuse the innovation to upper management for funding. But, there is a lack of diffusion study about the business case stage (the process) and the business case document (the outcome) as the construct that affects the innovation and its diffusion. A crucial component of the said diffusion research is designing the case study and mitigating the risks of theory-practice inconsistencies. Critical to mitigating that threat are the complex relationships (issues) that should be thoroughly identified. The context of the research provides experiential practical knowledge and analytical lenses to understand the essential components of a case study and the controversies affecting the rigour in the research design. This makes the top down approach of identifying the issues a good methodological base of designing a single-case study in a particular context. It can be useful to post-graduate and PhD students.

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