scholarly journals Strategies to Advance Women: Career Insights From Senior Leadership Women in Professional Sport in Canada

2021 ◽  
Vol 3 ◽  
Author(s):  
Amanda Cosentino ◽  
W. James Weese ◽  
Janelle E. Wells
Keyword(s):  
Role Models ◽  
Sport Management ◽  
Management Education ◽  
Professional Sport ◽  
Perceived Barriers ◽  
Senior Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Education Programs ◽  
Female Participation

Women remain minimally represented in senior leadership roles in sport, despite increased female participation in both sport, sport management education programs, and in entry levels positions in the industry. Many women prematurely exit mid-level leadership positions in sport, or are often overlooked for senior leadership positions. To uncover the experiences and strategies of women who made it through the process, we interviewed all the women (N = 7) who now hold senior leadership positions with professional sport properties in Canada. Participants revealed they overcame real and perceived barriers, and they suggested women seeking senior leadership roles in the industry: (a) find, and later become role models, mentors, and sponsors; (b) create access to networks and opportunities; (c) strategically self-promote, and; (d) purposefully build a varied career portfolio. Recommendations for the industry and all those who work in the industry are presented with a goal to break the cycle and help ensure more equitable and inclusive leaders in the senior leadership ranks.

scholarly journals Practical Heutagogy: Promoting Personalized Learning in Management Education

2020 ◽  
Vol 31 (4) ◽  
pp. 161-174
Author(s):  
David William Stoten
Keyword(s):  
Management Education ◽  
Senior Leadership ◽  
Review Of The Literature ◽  
Leadership Positions ◽  
Student Centered ◽  
Student Centered Learning ◽  
Undergraduate Study ◽  
Original Contribution ◽  
Conceptual Paper ◽  
Traditional Pedagogy

The purpose of this article is to highlight the benefits to both organizations and individuals in adopting heutagogy within management education to develop individual capability. This conceptual paper is based on a systematic review of the literature relating to heutagogy and learning theory. This article calls for the adoption of heutagogic learning within management education alongside traditional pedagogy and andragogy. It provides a number of practical examples of how heutagogy may be implemented in a variety of contexts, ranging from undergraduate study to senior leadership positions within organizations. This article contributes to the growing interest and literature related to new forms of student-centered learning and, in particular, heutagogy. This article is an original contribution to the discourse on student-centered learning and the contribution that heutagogy may make to the professional development of individuals.

scholarly journals Career Progression of Women Academics in Pakistani Universities: Enablers and Barriers

sjesr ◽  
2020 ◽  
Vol 3 (3) ◽  
pp. 11-21
Author(s):  
Dr. Saeeda Shah ◽  
Ms. Samra Bashir ◽  
Dr. Muhammad Amin
Keyword(s):  
Thematic Analysis ◽  
Career Progression ◽  
Educational Institutions ◽  
Senior Leadership ◽  
Leadership Roles ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Women Academics ◽  
Professional Career ◽  
Barriers And Enablers

There is a dramatic increase in the number of women students in higher educational institutions but this had not been matched by growth in the number of women in senior leadership positions in Pakistani Universities. The current study was designed to explore the barriers and enablers that influence the professional development of women academics in Pakistan. Furthermore, the study investigated how female academicians manage the balance in their personal and professional life. Semi-structured interviews followed by a probing strategy were conducted to seek responses to these questions. 10 female academicians were selected purposively from two public sector universities of Lahore. Thematic analysis was conducted by using an inductive approach. Member check was applied for the reliability of themes drawn from the data. Each theme was explored in-depth and themes emerged from a smaller number of women were treated separately under the category of unique theme. Women considered their professional career development as a source of pride and gratification. Women academicians at the senior level enjoyed leadership roles as compared to young academicians; who were more involved in teaching and research. Females complained that they had not the information on policies relevant to their job and merit is neglected most of the time by higher authorities. Females claimed that they faced a biased attitude of their senior male colleagues/heads of departments but were highly motivated to face these challenges at the workplace.

scholarly journals Dissecting disparity: improvements towards gender parity in leadership and on the podium within the Canadian Orthopaedic Association

2019 ◽  
Vol 4 (5) ◽  
pp. 227-232 ◽  
Author(s):  
Laurie Anne Hiemstra ◽  
Trinity Wittman ◽  
Kishore Mulpuri ◽  
Cynthia Vezina ◽  
Sarah Kerslake
Keyword(s):  
Annual Meeting ◽  
Role Models ◽  
Gender Diversity ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Male And Female ◽  
Representation Of Women ◽  
Gender Parity ◽  
Poster Presentations

ObjectivesThe purpose of this paper was to analyse the 15-year trend of women in leadership roles within the Canadian Orthopaedic Association (COA). This included not only leadership positions at the committee level in the association but also the more visible podium positions in the annual meeting programme: research podium and poster presentations, session moderators, panellists and faculty.MethodsData on the numbers of male and female members were gathered from COA membership records for the most recent 5 years (2014–2018), as well as for 10 years previous (2009) and 15 years previous (2004). Male and female representation on COA committees, as well as the number of presenters at the annual meeting was calculated. Descriptive data were generated to compare the changes in gender representation over time.ResultsIn Canada, in 2018, 11.2% of orthopaedic surgeons were female. Within the COA, 17.6% of the members are female, with active female surgeons comprising 11.6% of the total membership. The largest increase in representation of women within the COA is in the trainee category which is 25.3% female. At the 2018 annual meeting, 25% of the attendees were women, with 22% of all podium appearances by women. Not including research presentations, women participated as faculty in 11% of the appearances at the 2018 annual meeting.ConclusionIn conclusion, gender parity is not yet a reality in Canadian orthopaedics; however, the number of females in leadership roles and on the podium is consistent with the current gender diversity within the COA membership. Further efforts will be required to improve gender diversity as well as to encourage female medical students to consider orthopaedics as a specialty. The availability of female role models that are visible on the podium and in leadership positions may be one strategy to encourage the journey toward gender parity.

scholarly journals Invisible or Clichéd: How Are Women Represented in Business Cases?

2018 ◽  
Vol 43 (2) ◽  
pp. 129-173 ◽  
Author(s):  
Colleen M. Sharen ◽  
Rosemary A. McGowan
Keyword(s):  
Case Studies ◽  
Business Processes ◽  
Management Education ◽  
Business Case ◽  
Leadership Roles ◽  
Education Programs ◽  
Representation Of Women ◽  
Female Protagonists ◽  
Business Graduates ◽  
Business Cases

Women represent just less than 50% of undergraduate business graduates and 36% of MBA graduates. Despite their strong presence in management education programs, women are noticeably absent from business case studies—a key pedagogical tool for instruction within management education programs worldwide. While case studies inform students about business processes, decision making, strategy, and leadership and management challenges, they also promote unintentional learning about gender. We argue that case studies contain a “hidden curriculum” that presents and reinforces implicit assumptions and stereotypes about women’s fitness to lead. Using NVivo 11 software to analyze the content of written cases, we examine the presence, absence, and representation of female and male protagonists in a sample of business cases published by a large business school case publisher. The findings offer comparative insights into the proportion of cases featuring female protagonists, the representation of women and men in leadership roles, and the characterizations of the female and male protagonists. Women protagonists were absent in more than 80% of cases, and when present, were portrayed as less visionary, risk taking, agentic, certain, and more emotional, cautious, and quality and detail oriented than men.

Advancing Women Leaders in Academe

2017 ◽  
pp. 256-273
Author(s):  
Cynthia Roberts
Keyword(s):  
Women Leaders ◽  
Role Models ◽  
Individual Preference ◽  
The United States ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Organizational Issues ◽  
Micro Level ◽  
The Individual

Much has been written about the dearth of women in leadership positions within the academy both in the United States as well as abroad, however, the percentage of women in key roles continues to remain stagnant. This chapter reviews the forces at play that promote and/or hinder the advancement of women into leadership roles. Several barriers to progression have been identified in the literature ranging from implicit bias, individual preference, and struggles with work life balance to organizational issues such lack of adequate role models and a culture structured around masculine archetypes. Although much is written about programming aimed at the individual or micro level, the larger context of organizational culture must be addressed in order to effect real change. The author suggests that creating a culture of inclusion can facilitate advancement and equity and reviews aspects of the organization that can be utilized as levers for change.

scholarly journals Do Ethical Leaders Get Ahead? Exploring Ethical Leadership and Promotability

2010 ◽  
Vol 20 (2) ◽  
pp. 215-236 ◽  
Author(s):  
Robert S. Rubin ◽  
Erich C. Dierdorff ◽  
Michael E. Brown
Keyword(s):  
Sustained Attention ◽  
Ethical Leadership ◽  
Contextual Factors ◽  
Empirical Approach ◽  
Ethical Culture ◽  
Senior Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Near Term ◽  
Ethical Leaders

ABSTRACT:Despite sustained attention to ethical leadership in organizations, scholarship remains largely descriptive. This study employs an empirical approach to examine the consequences of ethical leadership on leader promotability. From a sample of ninety-six managers from two independent organizations, we found that ethical leaders were increasingly likely to be rated by their superior as exhibiting potential to reach senior leadership positions. However, leaders who displayed increased ethical leadership were no more likely to be viewed as promotable in the near-term compared to those who displayed less ethical leadership. Our findings also show ethical culture and pressure to achieve results are important contextual factors that moderate the relationships between ethical leadership and leader promotability to senior leadership roles.

scholarly journals Career Advancement: The Experiences of Minority Nurses in Accessing Leadership Positions in a Tertiary Care Setting

2021 ◽  
Vol 3 (1) ◽  
pp. 73-84
Author(s):  
Naima Bouabdillah ◽  
Amélie Perron ◽  
Dave Holmes
Keyword(s):  
Work Experience ◽  
Role Models ◽  
Care Setting ◽  
Tertiary Care ◽  
Leadership Roles ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Diverse Workforce ◽  
Face To Face ◽  
Tertiary Care Setting

Minority nurses are underrepresented in leadership roles in the Canadian healthcare system. The purpose of this study was to explore MNs’ perceptions and experiences with regards to career development and MNs in leadership positions. Twelve nurses, four Caucasian and eight from the Caribbean and Africa in a tertiary care setting were recruited through purposive sampling. Face-to-face semi-structured interviews were conducted, transcribed, coded, and analyzed using critical ethnography. Findings revealed lack of social support, of equal opportunities, of recognition and of trust. Despite negative experiences, minority nurses recognized the value of their work experience at the hospital where they were employed. Committing to a diverse workforce in leadership roles can ultimately have an effect on patient care. Minority nurses’ leadership is needed to provide role models and to ensure the delivery of competent care to diverse populations.

Learning organizations and animal care programs in the absence of appropriate national legislation

2021 ◽  
pp. 002367722110192
Author(s):  
Lazara Martínez-Muñoz
Keyword(s):  
Latin American ◽  
Laboratory Animal ◽  
Management Education ◽  
Education Programs ◽  
Animal Science ◽  
Five Disciplines ◽  
Research Facilities ◽  
Animal Care ◽  
Latin American Countries ◽  
Working Method

The absence, in many nations, of appropriate and corresponding legislation for the protection of experimental animals as well as continual management education programs, significantly affects the inclusion and recognition of experimental results, worldwide. For more than a decade, researchers from Latin American countries have unsuccessfully struggled to get proper legislation. Until today, not many effective results have been seen. After reviewing previous literature and carefully analyzing the available methodologies and practical examples, this paper aims at redesigning the actions and strategies of the members of the research facilities to implement an effective laboratory animal care and use program, and permit the Association for Assessment and Accreditation of Laboratory Animal Care International (AAALAC) accreditation, independent of national legislative network .This paper also suggests a domestic working method for the teamwork to assume international harmonized legislation, through the application of the Five Disciplines stated by Senge, as methodological process linked with laboratory animal science as scientific background.

Now You See Me, Now You Don’t: A Conceptual Model of the Antecedents and Consequences of Leader Impostorism

2021 ◽  
pp. 014920632110203
Author(s):  
Ronit Kark ◽  
Alyson Meister ◽  
Kim Peters
Keyword(s):  
Popular Media ◽  
Empirical Literature ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Motivation To Lead ◽  
Fertile Ground ◽  
Contextual Characteristics ◽  
Antecedents And Consequences ◽  
Formal Leadership ◽  
Leader Role

Impostorism, a phenomenon whereby a person perceives that the role they occupy is beyond their capabilities and puts them at risk of exposure as a “fake,” has attracted plentiful attention in the empirical literature and popular media. However, despite evidence that impostorism is frequently experienced by people in leadership positions, there has been little consideration of why this happens. In this theoretical article, we explain why formal leadership roles—roles that are characterized by elevated expectations, high visibility, and high levels of responsibility—are fertile ground for impostorism experiences. We also discuss how the associated self-conscious emotions of shame and fear, can increase leaders’ risk-aversion and enhance leader role performance, yet at the same time drive emotional exhaustion, and reduce their motivation to lead. This can ultimately inhibit leaders from seeking, claiming, and thriving in leadership roles. We offer individual-, dyadic-, and organization-level contextual characteristics that can either enhance or reduce this phenomenon. We also discuss how supportive organizations can mitigate leadership impostorism. Furthermore, we highlight how women and minority-status leaders may be more vulnerable to this experience and conclude by suggesting the practical implications of the leader impostorism phenomenon for individuals and organizations.

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