Citizens of a lesser gender: women participation in leadership positions in Tanzania

2022 ◽  
Vol 4 (3) ◽  
pp. 1
Author(s):  
Victoria Boniface Makulilo
Keyword(s):  
Leadership Positions ◽  
Women Participation

scholarly journals Education and Training: Advantaging the Level of Women’s Legislative Participation in Kenya

2017 ◽  
Vol 6 (3) ◽  
pp. 1463
Author(s):  
Mokua Ombati
Keyword(s):  
Educational Level ◽  
Education And Training ◽  
Leadership Positions ◽  
The Status ◽  
Legislative Representation ◽  
Equality In Education ◽  
And Training ◽  
Women Participation ◽  
Status Of Women

This study examines data on the patterns, nature and extent of women’s legislative representation in Kenya and considers the role of education in increasing their participation. The main objective is to determine the status of women within the legislative assembly since Kenya gained independence in 1963 and explore the link between legislative representation, gender, and educational level and achievement. The study attempts to answer the question: Does education and training encourage women’s legislative participation? It concludes that more gender equality in education and training increases the chances of women participation in legislative leadership positions in Kenya.

scholarly journals Factors Affecting Women Participation in Leadership Position: The Case of Debre Markos City Administration

2020 ◽  
Vol 7 (1) ◽  
pp. 9-20
Author(s):  
Genet Bekele Yemenu
Keyword(s):  
Data Gathering ◽  
Secondary Data ◽  
Equal Treatment ◽  
Current Status ◽  
Individual Factors ◽  
Leadership Position ◽  
Leadership Positions ◽  
City Administration ◽  
Participation Of Women ◽  
Women Participation

Women face multi –faceted challenges to participate in management position due to different factors. The purpose of this research is to investigate factors that affect participation of women in leadership   position. . And for ward some possible suggestion for the challenges identified through this study. The study was descriptive in nature and survey solving method was used in data gathering. Data used in this research was mainly primary and secondary data as well, quantitative and qualitative types was incorporated. The data was collected by interviewing and conducting questionnaires. The study revealed that the current status of women participation was low in number in city administration and there are different factors that affect women’s participation in leadership position. The factors which contribute for women's low participation in leadership positions were categorized under three main factors: societal, institutional (organizational) and individual factors. It was observed those women’s career advancements are not affected by one factor alone but a combination of different factors.  From these factors the research found that three factors (institutional socio culture and individual) have decisive contribution for low participation of women in leader ship position. According to the respondents, there are institutional (organizational), socio culture and individual factors that have major contribution to the low representation of women in the leadership positions of governmental organization respectively by proper implementation of  women policies in the organization, equal treatment during assignment leadership position, providing training to build women’s capacity and creating awareness to the society that women capable for leadership position the researcher recommends that women should be encouraged and supported in order to compete on leadership positions.  

Strategies for mitigating burnout among early career doctors in Nigeria: lessons learnt from the qualitative CHARTING study

2020 ◽  
Vol 3 (1) ◽  
pp. 97-103 ◽  
Author(s):  
Oladimeji Adebayo ◽  
Kehinde Kanmodi ◽  
Olusegun Olaopa ◽  
Omotayo Francis Fagbule ◽  
Iyanu Adufe ◽  
...  
Keyword(s):  
Sampling Method ◽  
Psychosocial Problems ◽  
Early Career ◽  
Leadership Positions ◽  
Group Discussions ◽  
Psychological Review ◽  
Psychological Issues ◽  
Specific Factors ◽  
Stakeholder Dialog

AbstractBackgroundEarly career doctors (ECDs) are faced with many challenges due to their transition from undergraduate medical/dental studentship to being postgraduate doctors and being in an early phase of their career. The specific factors that affect ECDs in their careers and endeavors at the workplace range from poor remuneration, particularly in developing countries, to psychosocial problems (such as burnout [BO] syndrome). There is a dearth of information on BO among ECDs in Nigeria. This qualitative study aims to explore the opinions of ECDs in Nigeria on the causal/predisposing factors of BO, effects of BO, and strategies for mitigating BO among ECDs in Nigeria.MethodUsing purposive sampling method, two sessions of focus group discussions (FGDs) involving 14 ECDs (key informants) holding key leadership positions and who were delegates of other ECDs in Nigeria were conducted to explore their experiences on psychological issues among ECDs. Data collected were transcribed and analyzed thematically.ResultsBO is an issue of serious concern among ECDs in Nigeria. The causes of BO are diverse, some of which include low staff strength, prolonged work hours, wrong counseling, lack of job description and specification, and abuse of powers by trainers. In order to mitigate the issue of BO among ECDs, the respondents recommended that work policy review, medical workforce strengthening, stakeholder dialog on ECDs’ welfare, regular psychological review of ECDs, and provision of free yearly medicals need to be looked into. Conclusion: Our findings revealed that the participants considered BO issues among ECDs to be common, and it affected their performance and the overall quality of care in Nigeria health system. Based on our findings, there is an urgent need to mitigate the problem of emotional exhaustion among ECDs in Nigeria.

A Short Story of Enrichment

2018 ◽  
Author(s):  
Elisabeth Schimpfössl
Keyword(s):  
Short Story ◽  
Social Transformation ◽  
Foreign Currency ◽  
Social Origins ◽  
Leadership Positions ◽  
Skill Sets ◽  
Highly Educated ◽  
The Social ◽  
Bank Accounts ◽  
Gain Access

The opening chapter explores the paradox of a Russian bourgeoisie emerging out of the Soviet elite. It deals with the ways in which these individuals navigated the years of post-Soviet social transformation. Many of the characters in this book were born into socially privileged, highly educated, nonmoneyed Soviet elite. Some used their science vocations and leadership positions in the Komsomol to launch their business careers, exploiting their insider status to gain access to the corridors of power and to foreign-currency bank accounts. While it did help in the climate of the 1990s to be aggressive, wily, and not overly principled, it was more important to have privileged social origins. The new rich used the social assets they had to hand, were quick to recognize which parts of their expertise and skill sets were of no further value in the turmoil, and realigned their resources accordingly.

scholarly journals Implicit gender-career bias in postgraduate medical training still exists, mainly in residents and in females

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Maud Kramer ◽  
Ide C. Heyligers ◽  
Karen D. Könings
Keyword(s):  
Gender Bias ◽  
Medical Training ◽  
Leadership Positions ◽  
Medical Field ◽  
Online Questionnaire ◽  
Surgical Specialty ◽  
Postgraduate Medical Training ◽  
Career Ambition ◽  
The Mean ◽  
Attending Physicians

Abstract Background More and more female residents enter postgraduate medical training (PGMT). Meanwhile, women are still underrepresented in academic medicine, in leadership positions and in most surgical specialties. This suggests that female residents’ career development may still be negatively impacted by subtle, often unconscious stereotype associations regarding gender and career-ambition, called implicit gender-career bias. This study explored the existence and strength of implicit gender-career bias in doctors who currently work in PGMT, i.e. in attending physicians who act as clinical trainers and in their residents. Methods We tested implicit gender-career bias in doctors working in PGMT by means of an online questionnaire and an online Implicit Association Test (IAT). We used standard IAT analysis to calculate participants’ IAT D scores, which indicate the direction and strength of bias. Linear regression analyses were used to test whether the strength of bias was related to gender, position (resident or clinical trainer) or specialty (non-surgical or surgical specialty). Results The mean IAT D score among 403 participants significantly differed from zero (D-score = 0.36 (SD = 0.39), indicating bias associating male with career and female with family. Stronger gender-career bias was found in women (βfemale =0 .11; CI 0.02; 0.19; p = 0.01) and in residents (βresident 0.12; CI 0.01; 0.23; p = 0.03). Conclusions This study may provide a solid basis for explicitly addressing implicit gender-career bias in PGMT. The general understanding in the medical field is that gender bias is strongest among male doctors’ in male-dominated surgical specialties. Contrary to this view, this study demonstrated that the strongest bias is held by females themselves and by residents, independently of their specialty. Apparently, the influx of female doctors in the medical field has not yet reduced implicit gender-career bias in the next generation of doctors, i.e. in today’s residents, and in females.

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