Analysis of Gender Equality in Higher Management Levels

2012 ◽  
pp. 931-947
Author(s):  
Nuria Calvo ◽  
María Bastida ◽  
Jacobo Feás
Keyword(s):  
Human Resources ◽  
Gender Equality ◽  
Women Managers ◽  
Critical Analysis ◽  
Current Situation ◽  
Equal Treatment ◽  
Managerial Performance ◽  
Female Managers ◽  
Legislative Framework ◽  
Human Resources Strategies

The main goal of this chapter is to undertake a critical analysis of the current situation concerning the equal treatment of female managers in Spain. In this chapter, the authors analysed the dynamics of business behaviour in order to understand why inequality of women managers for gender reasons persists in spite of the anti-discrimination measures recommended by the legislative framework in place. This analysis has allowed proposals for measures to be drawn up to be taken into account in designing human resources strategies, based on systems of management by competencies and assessment of managerial performance.

Analysis of Gender Equality in Higher Management Levels

2012 ◽  
pp. 335-351
Author(s):  
Nuria Calvo ◽  
María Bastida ◽  
Jacobo Feás
Keyword(s):  
Human Resources ◽  
Gender Equality ◽  
Women Managers ◽  
Critical Analysis ◽  
Current Situation ◽  
Equal Treatment ◽  
Managerial Performance ◽  
Female Managers ◽  
Legislative Framework ◽  
Human Resources Strategies

The main goal of this chapter is to undertake a critical analysis of the current situation concerning the equal treatment of female managers in Spain. In this chapter, the authors analysed the dynamics of business behaviour in order to understand why inequality of women managers for gender reasons persists in spite of the anti-discrimination measures recommended by the legislative framework in place. This analysis has allowed proposals for measures to be drawn up to be taken into account in designing human resources strategies, based on systems of management by competencies and assessment of managerial performance.

Is Gender Equality a Reality After a Change in the Political Agenda?

2018 ◽  
pp. 1809-1828
Author(s):  
Nuria Calvo ◽  
Maria Bastida ◽  
Jacobo Feás
Keyword(s):  
Gender Equality ◽  
Women Managers ◽  
Legal Framework ◽  
European Countries ◽  
Organizational Dynamics ◽  
Political Agenda ◽  
The Political ◽  
Managerial Talent ◽  
Positive Discrimination ◽  
Legislative Framework

After a decade of meaningful advances in legal framework, education and political agendas, gender equality should be a reality in Spain. However, something is not working in the Spanish industry, compared to other European countries. In this chapter we analyse some organizational dynamics that allows understand why the situation of inequality of women managers for gender reasons persists in spite of the positive discrimination measures recommended by the legislative framework. A new translation between the political and the economical language is necessary in order to get a change of behaviour in the industry. This analysis has allowed a proposal of a bunch of measures that allow organisations to exploit all their managerial talent, independently of whether this talent is owned by men or women.

Is Gender Equality a Reality after a Change in the Political Agenda?

2016 ◽  
pp. 539-558
Author(s):  
Nuria Calvo ◽  
Maria Bastida ◽  
Jacobo Feás
Keyword(s):  
Gender Equality ◽  
Women Managers ◽  
Legal Framework ◽  
European Countries ◽  
Organizational Dynamics ◽  
Political Agenda ◽  
The Political ◽  
Managerial Talent ◽  
Positive Discrimination ◽  
Legislative Framework

After a decade of meaningful advances in legal framework, education and political agendas, gender equality should be a reality in Spain. However, something is not working in the Spanish industry, compared to other European countries. In this chapter we analyse some organizational dynamics that allows understand why the situation of inequality of women managers for gender reasons persists in spite of the positive discrimination measures recommended by the legislative framework. A new translation between the political and the economical language is necessary in order to get a change of behaviour in the industry. This analysis has allowed a proposal of a bunch of measures that allow organisations to exploit all their managerial talent, independently of whether this talent is owned by men or women.

Is Gender Equality a Reality After a Change in the Political Agenda?

2019 ◽  
pp. 563-582
Author(s):  
Nuria Calvo ◽  
Maria Bastida ◽  
Jacobo Feás
Keyword(s):  
Gender Equality ◽  
Women Managers ◽  
Legal Framework ◽  
European Countries ◽  
Organizational Dynamics ◽  
Political Agenda ◽  
The Political ◽  
Managerial Talent ◽  
Positive Discrimination ◽  
Legislative Framework

After a decade of meaningful advances in legal framework, education and political agendas, gender equality should be a reality in Spain. However, something is not working in the Spanish industry, compared to other European countries. In this chapter we analyse some organizational dynamics that allows understand why the situation of inequality of women managers for gender reasons persists in spite of the positive discrimination measures recommended by the legislative framework. A new translation between the political and the economical language is necessary in order to get a change of behaviour in the industry. This analysis has allowed a proposal of a bunch of measures that allow organisations to exploit all their managerial talent, independently of whether this talent is owned by men or women.

PENGARUH SISTEM PENGUKURAN KINERJA KOMPREHENSIF, KEJELASAN PERAN, DAN KOMITMEN ORGANISASI TERHADAP KINERJA MANAJERIAL Studi Pada Perusahaan Manufaktur Di Riau dan Kepulauan Riau

2009 ◽  
Author(s):  
Vince Ratnawati ◽  
Ruhul Fitrios ◽  
Nur Fadhillah Fadly
Keyword(s):  
Human Resources ◽  
Partial Least Square ◽  
Least Square ◽  
Marketing Manager ◽  
Managerial Performance ◽  
Organization Commitment ◽  
Production Manager ◽  
Performance System

The purpose of this study is to investigate the influence of comprehensif measuremet performance system,kejelasan peran, and organization commitment to managerial performance.The samples are marketing manager, production manager, and human resources manager from manufaturer industries in Riau and Kepulauan Riau Province. The data was analyzed with Smart Partial Least Square Program. The result as follow: first the result support the hypothesis that comprehensif measuremet performance system affect managerial performance, second comprehensif measuremet performance system affect kejelasan peran, third comprehensif measuremet performance system affect organization commiyment, and also support that organization commitment affect manajerial performance. But this study doesnt support the influence of kejelasan peran to managerial performance. 

Intersektionale Ansätze in Gleichstellungsgesetzen

2021 ◽  
Vol 104 (2) ◽  
pp. 159-184
Author(s):  
Tessa Maria Hillermann ◽  
Christiana Ifeoma Ijezie
Keyword(s):  
Public Administration ◽  
Gender Equality ◽  
Racial Discrimination ◽  
Critical Analysis ◽  
German Constitution ◽  
Inclusion And Diversity

Gender equality laws have existed in public administration in Germany since 1998. These laws specify the constitutional requirement of gender equality on the basis of article 3(2) of the German Constitution. Considering the background of present discussions in Germany concerning inclusion and diversity in public administration, this article analyses possibilities to address intersectional discrimination, including racial discrimination and discrimination based on different socio-economic backgrounds. Therefore, the following critical analysis focuses on possible intersectional approaches in German gender equality laws. The article presents the primary existing constitutional provisions and simple legal rulings, while also taking a ‘de lege ferenda’ perspective. To this end, the article suggests concrete wording for new legislation and for the amendment of existing laws.

scholarly journals Developing a Measurement Scale of Gender-Friendly Hospital Environments: An Exploratory Study of Customer Perceptions in Taiwan

2018 ◽  
Vol 15 (10) ◽  
pp. 2227 ◽  
Author(s):  
Ying-Chyi Chou ◽  
Van Dang ◽  
Hsin-Yi Yen ◽  
Pi-Shan Hsu
Keyword(s):  
Gender Equality ◽  
Measurement Instrument ◽  
Hospital Environment ◽  
Equal Treatment ◽  
Measurement Scale ◽  
Customer Perceptions ◽  
Hospital Environments ◽  
Five Factors ◽  
Healthcare Environments ◽  
And Gender

According to the United Nations, males and females should be given equal treatment in physical and psychological services, and healthcare institutions should exert greater efforts to reduce the gap in gender equality. However, this issue has been largely ignored in previous literature on healthcare environments. Designing a hospital environment that focuses on gender differences is critical to academic researchers and practical managers in all healthcare institutions. Thus, as an exploratory effort, this study aims to develop a measurement to assess customer perceptions of gender-friendly hospital environments. To identify and refine the structure of the instrument, two studies are conducted at different hospitals in Taiwan. The exploratory evidence shows there are five factors (i.e., physical design, functional design, marking design, gender perception, and gender-friendly services) and 28 items in the measurement scale of gender-friendly hospital environments. Results also show that gender-friendly hospital environments affect customers’ loyalty and willingness to pay. Based on our findings, hospital practitioners and researchers can adopt the measurement instrument used in this study to deal with the gap of gender equality in healthcare environments.

scholarly journals Peranan Anggaran Partisipatif Dalam Rangka Peningkatan Kinerja Manajerial Dikaitkan Dengan Budaya Organisasi Dan Hubungan Antarindividu Pada Organisasi

2009 ◽  
Vol 1 (1) ◽  
pp. 78
Author(s):  
Novita Ekasari ◽  
Lintang Venusita
Keyword(s):  
Human Resources ◽  
Nonprofit Organizations ◽  
Nonprofit Organization ◽  
Service Operations ◽  
Participatory Budgeting ◽  
Managerial Performance ◽  
Development Organization ◽  
And Performance ◽  
Budgeting Process

AbstractThis article aims to provide a framework to think about the role of participatory budgeting to improve managerial performance is associated with organizational culture and relationship between individuals at nonprofit organizations. Participatory budgeting process to function properlyand implemented well, if supported by the device work, human resources, individual relationships within the organization, and culture that has taken hold in a nonprofit organization. Each nonprofit organization aims to improve services and performance-oriented but not profit. Several nonprofit organizations have undergone repositioning and development organization which aims other than to provide services to the community also increases the profits from service operations.

scholarly journals Knowledge Management and Intellectual Capital - A Theoretical Perspective of Human Resource Strategies and Practices

2017 ◽  
Vol 8 (1) ◽  
pp. 148
Author(s):  
Isniar Budiarti
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Human Resource ◽  
Leadership Style ◽  
Intellectual Capital ◽  
Theoretical Perspective ◽  
Strategic Human Resource Management ◽  
Research Management ◽  
Competitive Advantages ◽  
Human Resources Strategies

Significant debates on the role of human resources have been shifted from organizational assets to initiator of innovation and competitive advantages. A current research has investigated suggestive roles of intellectual capital (IC) in strategic human resource management (SHRM) process and human research management (HRM) practices. Conversely, others have shown that the successful management of IC has related to implementation of knowledge management (KM). In turn, those perspectives suggest the implementation and usage of KM ensure the growth of IC, and the innovative IC may become an effective human resources strategies and practices to acquire innovation and competitive advantages. Through a comprehensive analysis of the latest journals on those concepts, this study argues that human resource strategies and practices involving KM and management of IC give potential oppurtunities to gain innovation and competitive advantages. Besides, this theoretical perspective suggests organizational culture and leadership style are interrelated to the process.

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