scholarly journals Influence of Women in Leadership in the African Society: A Case of Women Characters in Selected Kiswahili Plays.

2021 ◽  
Vol 4 (1) ◽  
pp. 38-44
Author(s):  
Martha Nyangweso Syekei ◽  
Fridah Gesare Oiko
Keyword(s):  
Women Characters ◽  
Women Leaders ◽  
Sampling Design ◽  
Women In Leadership ◽  
Leadership Studies ◽  
African Society ◽  
Great Role ◽  
Leadership Positions ◽  
Depth Analysis ◽  
Literature Base

Research suggests that women in leadership positions pose different and extra challenges as compared to their male counterparts. Yet, the number of women leaders has grown but they are still a small group that is appreciated. This has made the list of their numbers be still relatively low. Leadership studies have focused on the upbringing and traits of a leader, decision making, psychology of leaders, and so on but less work has been devoted on the influence of women in leadership in the African society as portrayed in written literature. Literature is the greatest asset in any society this century. There is a rich literature base on women in leadership. Surprisingly little research has been devoted to their portfolio influence. Due to this insufficient attention, this study has built profiles of four selected women leaders in Kiswahili plays. It has paid attention to the uniqueness of women leaders and analysed their role and how they are challenged as officeholders on account of their sex. The theory of feminism- a look at the African society was used to help achieve its main tenets like gender equality, gender issues, characterisation based on traits, and thematic focus on plays was used to study this objective. The purposive sampling design was relevant because it proved to provide reliable data for the study by homogeneously analysing written Kiswahili plays. The literature texts used contained few relevant cases where in-depth analysis related to the central issue was studied. The study concluded that women leaders have a great role and have made great strides in leadership, especially in changing the negative perception the continent has on them, that they cannot lead while men exist.

Writing through the labyrinth: Using l’ecriture feminine in leadership studies

Leadership ◽  
2016 ◽  
Vol 13 (1) ◽  
pp. 64-80 ◽  
Author(s):  
Briony Lipton
Keyword(s):  
Gender Discrimination ◽  
Women In Leadership ◽  
The Body ◽  
Helene Cixous ◽  
Greek Mythology ◽  
Leadership Studies ◽  
Leadership Positions ◽  
Creative Agency ◽  
Writing Practices ◽  
The University

Metaphors enable us to understand organisations in distinctive ways and explain the paucity of women in leadership positions, and yet, when gender discrimination is addressed via metaphor, women’s responses, resistance and agency are rarely included in such analyses. In this article, I employ a narrative writing practice inspired by the work of Hélène Cixous as a way of exploring how we might research and write differently in leadership studies. Cixous invites women to reclaim their sexuality and subjectivity through a feminine mode of women’s writing and what she defines as l'ecriture feminine can be interpreted as a liberating bodily practice that aims to release women’s repressed creative agency and transform phallogocentric structures. Using the Greek mythology of the Minotaur and the Labyrinth, this article weaves together these seemingly disparate concepts of myth, metaphor and feminist writing practices with leadership discourse to explore the ways in which academic women experience the university organisation as a labyrinth, how they navigate pathways to promotion and practice leadership. This creative analytic operates as a metanarrative that offers new ways of researching and writing leadership studies from the body, and reveals how myths continue to influence present experiences and structures in unexpected ways.

How women traverse an upward journey in Indian industry: multiple case studies

2016 ◽  
Vol 31 (3) ◽  
pp. 181-206 ◽  
Author(s):  
Sonam Chawla ◽  
Radha R. Sharma
Keyword(s):  
Women Leaders ◽  
Case Studies ◽  
Gender Diversity ◽  
Women In Leadership ◽  
Leadership Positions ◽  
Content Type ◽  
Indian Industry ◽  
Multiple Case ◽  
Multiple Case Studies ◽  
Context Specific

Purpose The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for. Design/methodology/approach The paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis. Findings The analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry. Practical implications The paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these. Originality/value Though a great deal has been written about the barriers to women’s career advancement, less is known about the facilitators of women’s advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.

scholarly journals If Women Lead Good and Deal Better Then Why is Women Leadership Still a Snake and Ladder Game?

2017 ◽  
Vol 4 (3) ◽  
Author(s):  
Tanusree Chakraborty ◽  
Raiswa Saha
Keyword(s):  
Women Leaders ◽  
Female Leadership ◽  
Leadership Studies ◽  
Leadership Positions ◽  
Organizational Growth ◽  
Women Leadership ◽  
Women In Business ◽  
Changing Patterns ◽  
Leadership Changes ◽  
Women's Role

Combining the conceptualizations of research in women leadership, changes have been typically found in the literature which shows a transformational perspective of women in business settings. Despite the changing patterns of political growth and technological advancements, women are still at the backdrop of business houses which creates an open forum of discussion for the backlash against the female leadership. Close evidences of women leadership studies revealed an enhanced organizational growth with leadership characteristics depicted by the females. With the reflections of feminine behavior as a stereotype has to challenge the societies visualization and indeed form a competitive symbol to address the futuristic commitments and journey towards equality. Corporate life is historically been targeted towards male community in terms of assertiveness, confidence, availability Thus, the manifestation of the leadership concept has naturally been shaped by gender roles and values. With the emergence of women leadership concept in 1970’s there can be seen a progression towards women’s role in the business life which has markedly made a difference in the leadership school of thought. Women, who have traditionally been put aside compared to men in leadership positions, have emerged as leaders in some societies more than others. With this background, the present study attempts to compile the factors that takes women to a much elevated position in terms of capabilities and makes her must probable to higher steps in the organizational ladder, on the other hand the study also tries to probe into the factors that pulls her legs down the ladder. What makes women leaders still in a snake and ladder game?

Navigating barriers faced by women in leadership positions in the US construction industry: a retrospective on women’s continued struggle in a male-dominated industry

2020 ◽  
Vol 44 (6/7) ◽  
pp. 575-594
Author(s):  
Siham Lekchiri ◽  
Jesse D. Kamm
Keyword(s):  
Women Leaders ◽  
Construction Industry ◽  
Role Models ◽  
Design Methodology ◽  
Women In Leadership ◽  
Leadership Positions ◽  
Life Balance ◽  
Content Type ◽  
The Us ◽  
Negative Perceptions

Purpose This investigation examined the challenges faced by women in leadership positions in the US construction industry. The overall purpose of this study was to gain a better understanding of the challenges, and identify suitable practices, strategies and suggestions to support the employment and retention of women in the US construction industry. Design/methodology/approach Using a qualitative approach, the authors distributed a survey to the target audience composed of women leaders in the US construction industry, and 14 participants completed the survey. Findings The outcomes of the study revealed the following challenges: negative perceptions of women in the industry manifested through discrimination and hostility; a stressful work environment that does not promote a good work-life balance; and a lack of role models that impacts women’s retention and career development in the construction industry. Originality/value This study discusses possible strategies and recommendations for women in construction to rise through the ranks of power within the industry.

scholarly journals Er skortur á framboði eða er engin eftirspurn eftir konum í æðstu stjórnunarstöður?

2019 ◽  
Vol 15 (2) ◽  
pp. 205-228 ◽  
Author(s):  
Ásta Dís Óladóttir ◽  
Gylfi Dalmann Aðalsteinsson ◽  
Þóra H. Christiansen
Keyword(s):  
Women Leaders ◽  
Gender Gap ◽  
Stock Exchange ◽  
Women In Leadership ◽  
Small Enterprises ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Leadership Positions ◽  
The World ◽  
World Economic

According to the World Economic Forum Global Gender Gap Report 2018 it will take more than 100 years to reach full gender equality in the world. Iceland has made the greatest progress towards closing the gender gap, or 85%. Yet no woman is CEO in any of the companies listed on the Icelandic stock exchange in 2019 and very few women sit on corporate boards. Women are more likely to be CEOs of small enterprises, with 1-10 employees, and in the case of larger enterprises, with 50 or more employees, women hold only 13% of the CEO positions. The study aims to explore the views of women in leadership positions regarding why no woman is CEO of a publicly traded company in Iceland and what actions are feasible to increase the number of women in top positions in Iceland. Women’s board membership and leadership positions in Icelandic companies are currently receiving a lot of attention and companies are encouraged to improve the gender ratio on boards and in the C-suite. The number of women on the boards and chairing the boards of listed companies is decreasing. To gain a clearer understanding of the situation, a survey was conducted among women leaders in Icelandic business. Responses from 186 women revealed that they feel that action must be taken, even legislative, such as enforcing gender quotas for executive positions, that organizational cultures and attitudes must change, that women need more opportunities and that men need to take more responsibility for family and child care.

Women Advancing to Leadership Positions: A Qualitative Study of Women Leaders in IT and ITES Sector in India

2018 ◽  
Vol 5 (2) ◽  
pp. 150-172
Author(s):  
Shubhasheesh Bhattacharya ◽  
Sweta Mohapatra ◽  
Sonali Bhattacharya
Keyword(s):  
Information Technology ◽  
Women Leaders ◽  
Organizational Factors ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Key Factors ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Multiple Case

The article examines the key factors that facilitate the advancement of women to leadership positions in the information technology and information technology enabled services (IT and ITES) sector in India. It adopted interview based exploratory case study method using multiple case studies and gathered empirical data using in-depth semi-structured interviews. The study identified critical individual and organizational factors which facilitate the advancement of women in leadership positions. The findings are of value to human resource and diversity practitioners to create gender-balanced and inclusive leadership in the organizations that would lead to attracting, retaining and developing women talent for leadership roles.

scholarly journals Insight Into the Organizational Culture and Challenges Faced by Women STEM Leaders in Africa

2021 ◽  
Author(s):  
Olubukola Oluranti Babalola ◽  
Yvonne du Plessis ◽  
Sunday Samson Babalola
Keyword(s):  
Organizational Culture ◽  
Women Leaders ◽  
Women's Leadership ◽  
Women In Leadership ◽  
African Women ◽  
Leadership Positions ◽  
African Countries ◽  
Managerial Implications ◽  
And Mathematics ◽  
Purposive Sample

Compared to their men counterparts, women do not rapidly climb up the leadership ladder due to a glass ceiling obstacle. This study aims to explore the inhibiting factors demotivating Africa women's leadership pursuit in Science, Technology, Engineering, and Mathematics (STEM). A qualitative approach was adopted using online open-ended questions to seek narratives from African women leaders on their roles and experiences of a STEM career. Data were collected using a non-probability, purposive sample of African women leaders in STEM in African research institutes and universities. Forty-two women in leadership positions in 12 African countries participated in the study, which was content analyzed, seeking patterns and themes to explore the narratives. A common thread exists in the tone and life experiences of the African women leaders in STEM. Scholarship, supportive organizational structure, commitment, hard work, and tenacity were all experienced as enablers of the career path process and their attained positions. The education level contributed to a strong leadership position. Women experience less acceptance than males in STEM leadership as the organizational culture still devalues women in leadership positions in several African countries. The study's contribution, the limitations, recommendations, and managerial implications are discussed, with suggestions for further research are made.

scholarly journals Insight into the Organizational Culture and Challenges Faced by Women STEM Leaders in Africa

2021 ◽  
Vol 10 (3) ◽  
pp. 105
Author(s):  
Olubukola Oluranti Babalola ◽  
Yvonne du Plessis ◽  
Sunday Samson Babalola
Keyword(s):  
Organizational Culture ◽  
Women Leaders ◽  
Women's Leadership ◽  
Women In Leadership ◽  
African Women ◽  
Leadership Positions ◽  
African Countries ◽  
Managerial Implications ◽  
And Mathematics ◽  
Purposive Sample

Compared to their men counterparts, women do not rapidly climb up the leadership ladder due to a glass ceiling obstacle. This study aims to explore the inhibiting factors demotivating Africa women’s leadership pursuit in Science, Technology, Engineering, and Mathematics (STEM). A qualitative approach was adopted using online open-ended questions to seek narratives from African women leaders on their roles and experiences of a STEM career. Data were collected using a non-probability, purposive sample of African women leaders in STEM in African research institutes and universities. Forty-two women in leadership positions in 12 African countries participated in the study, which was content analyzed, seeking patterns and themes to explore the narratives. A common thread exists in the tone and life experiences of the African women leaders in STEM. Scholarship, supportive organizational structure, commitment, hard work, and tenacity were all experienced as enablers of the career path process and their attained positions. The education level contributed to a strong leadership position. Women experience less acceptance than males in STEM leadership as the organizational culture still devalues women in leadership positions in several African countries. The study’s contribution, limitations, recommendations, and managerial implications are discussed, with suggestions for further research are made.

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.

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