Emerging Digital Technologies and Women's Leadership in Global Business

2014 ◽  
pp. 255-279
Author(s):  
Carlos Eduardo Nogueira Couto Pereira
Keyword(s):  
Gender Stereotypes ◽  
Digital Technologies ◽  
Daily Basis ◽  
Women's Leadership ◽  
Future Research ◽  
Gender Inequalities ◽  
Leadership Roles ◽  
Global Business ◽  
Policy Makers ◽  
And Performance

Despite progress, women in global business are still widely underrepresented in leadership positions. In their path to become leaders, women have to deal with gender stereotypes and discriminatory practices on a daily basis while they interact and perform their work. As emerging digital technologies become instrumental for interaction and performance of global business, women are required to increasingly contest gender inequalities and enact their leadership roles while using these technologies. This chapter explores to what extent the use of emerging digital technologies can contribute to contest gender inequalities and enact women's leadership in business. It does it by revising the literature on emerging technologies and organisational practices and implications for gender and leadership and presenting the findings of an ethnographic study conducted among women's leaders in a global business. The conclusion brings actionable insights and recommendations for professionals, policy makers, and future research.

Emerging Digital Technologies and Women's Leadership in Global Business

2017 ◽  
pp. 1999-2024
Author(s):  
Carlos Eduardo Nogueira Couto Pereira
Keyword(s):  
Gender Stereotypes ◽  
Digital Technologies ◽  
Daily Basis ◽  
Women's Leadership ◽  
Future Research ◽  
Gender Inequalities ◽  
Leadership Roles ◽  
Global Business ◽  
Policy Makers ◽  
And Performance

Despite progress, women in global business are still widely underrepresented in leadership positions. In their path to become leaders, women have to deal with gender stereotypes and discriminatory practices on a daily basis while they interact and perform their work. As emerging digital technologies become instrumental for interaction and performance of global business, women are required to increasingly contest gender inequalities and enact their leadership roles while using these technologies. This chapter explores to what extent the use of emerging digital technologies can contribute to contest gender inequalities and enact women's leadership in business. It does it by revising the literature on emerging technologies and organisational practices and implications for gender and leadership and presenting the findings of an ethnographic study conducted among women's leaders in a global business. The conclusion brings actionable insights and recommendations for professionals, policy makers, and future research.

Emerging Digital Technologies and Women's Leadership in Global Business

2017 ◽  
pp. 1056-1081
Author(s):  
Carlos Eduardo Nogueira Couto Pereira
Keyword(s):  
Gender Stereotypes ◽  
Digital Technologies ◽  
Daily Basis ◽  
Women's Leadership ◽  
Future Research ◽  
Gender Inequalities ◽  
Leadership Roles ◽  
Global Business ◽  
Policy Makers ◽  
And Performance

Despite progress, women in global business are still widely underrepresented in leadership positions. In their path to become leaders, women have to deal with gender stereotypes and discriminatory practices on a daily basis while they interact and perform their work. As emerging digital technologies become instrumental for interaction and performance of global business, women are required to increasingly contest gender inequalities and enact their leadership roles while using these technologies. This chapter explores to what extent the use of emerging digital technologies can contribute to contest gender inequalities and enact women's leadership in business. It does it by revising the literature on emerging technologies and organisational practices and implications for gender and leadership and presenting the findings of an ethnographic study conducted among women's leaders in a global business. The conclusion brings actionable insights and recommendations for professionals, policy makers, and future research.

Exploring the Virtual Team Leaders' Perspective

2009 ◽  
pp. 121-136
Author(s):  
Udo Konradt ◽  
Julia E. Hoch
Keyword(s):  
Virtual Teams ◽  
Middle Managers ◽  
Team Leadership ◽  
Virtual Team ◽  
Future Research ◽  
Leadership Roles ◽  
Competing Values ◽  
Work Roles ◽  
Line Managers ◽  
And Performance

In this study we examined the perceived importance of line managers and middle managers in virtual teams, and what work roles and leadership functions are necessary to promote virtual team success and performance. Using Quinn’s (1988) competing values framework it was found that control-related roles of directors and producers were perceived to be most important. With years in a leading position, the repertoire of leadership roles needed to successfully lead virtual teams declined. Additionally, middle managers compared to line managers perceived people oriented leadership functions (i.e., mentor and facilitator roles) and flexibility-related work roles (i.e., innovator and mentor roles) as more important whereas line managers compared to middle managers perceived stability leadership functions (i.e., monitor and coordinator roles) as more important. Limitations, implications for virtual team leadership, and suggestions for future research are discussed.

Insights and Implications for State Policy-Makers

2014 ◽  
Vol 655 (1) ◽  
pp. 209-230 ◽  
Author(s):  
Laura W. Perna ◽  
Michael W. Klein ◽  
Michael K. McLendon
Keyword(s):  
Higher Education ◽  
Public Policy ◽  
State Policy ◽  
Future Research ◽  
Education Attainment ◽  
Policy Makers ◽  
Policy Actors ◽  
Higher Education Attainment ◽  
And Performance ◽  
Advance Knowledge

Using a range of data and analytic approaches, the articles in this volume offer insights for understanding how state policy can increase higher education attainment and close gaps in attainment across groups. This concluding article begins by addressing the relationships between public policy and performance that cut across the volume. We then offer recommendations for state policy leaders—concrete steps that governors, legislators, and other policy actors can take to improve college access and success in their states. Finally, we propose directions for future research that will advance knowledge and understanding of how state policy can most effectively improve the higher education attainment of all students.

Funding structure and technical efficiency

2019 ◽  
Vol 15 (4) ◽  
pp. 425-443 ◽  
Author(s):  
Daniel Ofori-Sasu ◽  
Joshua Yindenaba Abor ◽  
Lord Mensah
Keyword(s):  
Technical Efficiency ◽  
Financial Stability ◽  
Random Effect ◽  
Emerging Economy ◽  
Future Research ◽  
Macroeconomic Factors ◽  
Policy Makers ◽  
Content Type ◽  
And Performance ◽  
The Impact

Purpose The purpose of this paper is to examine the effect of funding structure on technical efficiency of banks in Ghana, between 2011 and 2016. Design/methodology/approach Employing the random-effect and the truncated panel data of 25 banks, the results present new evidence. Findings The findings reveal that Ghanaian banks are less technically efficient, as the average efficiency scores generated is below the threshold of 1. Furthermore, the results show that banks in Ghana finance their operations mainly with deposit source of funding. The results reveal a significantly positive relationship between funding structure and technical efficiency. However, internally generated source of funds was negatively linked with technical efficiency. This is not surprising because banks that rely on external funds attract higher costs than internally generated funds, and this puts pressure on managers to perform. The results are relevant to emerging economies when the authors use additional macroeconomic factors. Research limitations/implications Thus, a proportionally larger deposit base funding would typically lead to an overall increase in technical efficiency of banks in Ghana. Shareholders should put pressure on managers to plough back earnings in order to increase the use of internally generated funds, thus, increasing technical efficiency. Banks that are inefficient should make some adjustments to their weights of inputs and/or outputs combinations by following their benchmark banks (efficient banks) to improve their efficiency. Practical implications The results of this study have important implications for regulators, investors and policy makers, particularly an emerging economy. The implication of the study to investors is that investors should be able to identify an appropriate source of funds that can be used efficiently to maximize their wealth in emerging markets. It is important for regulators and managers of banks to improve technical efficiency by considering the role that macroeconomic and monetary environment play when identifying and using various sources of funds as a strategy to improve bank efficiency. Social implications Consequently, future research should investigate the impact of funding structure on technical efficiency for other regions and considering their interactions with institutional quality, macroeconomic factors and financial stability. Originality/value To the best of the authors’ knowledge, the study is the first to fulfill an urgent need to explore a robust approach of measuring technical efficiency and funding structure within the context of banks over six-year period, prompting insightful avenues to the survival, growth and performance of financiers in emerging economy.

Family Firm Research: The Need for a Methodological Rethink

1998 ◽  
Vol 23 (1) ◽  
pp. 31-56 ◽  
Author(s):  
Paul Westhead ◽  
Marc Cowling
Keyword(s):  
Family Firms ◽  
Management Practices ◽  
Family Firm ◽  
Future Research ◽  
Multivariate Statistical ◽  
Policy Makers ◽  
Statistical Framework ◽  
The United Kingdom ◽  
Highly Sensitive ◽  
And Performance

The scale of family company activity in the United Kingdom was measured with regard to several family firm definitions. This study confirms that family companies are a numerically important group of businesses. Policy makers and practitioners must, however, be aware that the scale of family firm activity in any developed economy is highly sensitive to the family firm definition selected. Within a bivariate as well as multivariate statistical framework, marked demographic differences were identified between family and non-family companies with regard to several family firm definitions. We suggest that bivariate studies comparing the management practices and performance of family and non-family firms may have identified ‘demographic sample’ differences rather than ‘real’ differences. Implications for future research exploring the management and performance of family and non-family firms are discussed.

Shared leadership and gender: all members are equal … but some more than others

2015 ◽  
Vol 36 (1) ◽  
pp. 17-34 ◽  
Author(s):  
Maria J Mendez ◽  
John R. Busenbark
Keyword(s):  
Gender Gap ◽  
Shared Leadership ◽  
Women's Leadership ◽  
Female Leadership ◽  
Gender Inequalities ◽  
Leadership Roles ◽  
Supportive Leadership ◽  
Content Type ◽  
And Gender ◽  
Leadership Influence

Purpose – The purpose of this paper is to examine the effect of shared leadership on the gap between male and female leadership influence in groups. Design/methodology/approach – The leadership influence of 231 members from 28 committees was studied using a social networks methodology. Gender differences in committee members’ directive and supportive leadership influence were analyzed through two ANCOVA tests. Findings – Results confirm significant differences between men and women’s leadership influence, as rated by their peers, using directive and supportive leader behaviors. Surprisingly, shared leadership has no significant effect on reducing this gender gap. Research limitations/implications – Results cannot be extrapolated to all other types of groups, since the committees studied have very unique characteristics due to their low typical mutual interaction. Practical implications – Organizations may need to consider complementary strategies in their group leadership design to prevent the emergence of strong gender gaps when leadership is shared. These strategies could involve training members to recognize gender inequalities in leadership status and assigning leadership roles formally to ensure more equal participation in leadership. Originality/value – This paper examines the promise of gender equality in shared leadership and provides empirical data that shows that this promise is not being realized.

scholarly journals Organizational Capacity, Community Asset Mobilization, and Performance of Korean Social Enterprises

2015 ◽  
Vol 30 (2) ◽  
pp. 69-91
Author(s):  
Han Sang Il ◽  
Choi Moo Hyun ◽  
Chung So Yoon
Keyword(s):  
Social Performance ◽  
Organizational Capacity ◽  
Social Enterprises ◽  
Future Research ◽  
Negative Effects ◽  
Research Directions ◽  
Policy Makers ◽  
Community Assets ◽  
Future Research Directions ◽  
And Performance

This paper develops an integrative analysis framework for assessing the performance of social enterprises in Korea in the context of combined organizational and environmental factors that provide positive feedback. We surveyed 120 social enterprises in Korea and analyzed the relationships between organizational capacity, community asset mobilization, and performance of those social enterprises. The analysis showed that organizational capacity and community asset mobilization influenced performance in different ways. In addition, management capacity emerged as the most important mediating variable of the organizational capacities, and the mobilization of the community assets of social enterprises contributed to improving their social performance. Finally, strategic leadership contributed to mobilizing the community assets of social enterprises. However, community asset mobilization had negative effects on economic performance. Important lessons for policy makers and future research directions are drawn from these results.

Women’s Leadership

2016 ◽  
Vol 18 (2) ◽  
pp. 119-136 ◽  
Author(s):  
Laura L. Bierema
Keyword(s):  
Women Leaders ◽  
Human Resource Development ◽  
Women's Leadership ◽  
Leadership Role ◽  
Leadership Roles ◽  
Learning And Development ◽  
Global Business ◽  
Diversity And Inclusion ◽  
White Males ◽  
Hrd Professionals

The Problem Women are well prepared to assume leadership roles—They have the education and the will, yet, they do not conform to gendered organizational images of ideal workers. Women often find themselves in a double bind once they advance into a leadership role: They must be cautious not to appear too masculine or too feminine while also personifying the “ideal” (male) worker by exhibiting masculine behaviors and unwavering commitment to the organization. Holding this line is challenging and often at odds with women’s identity and experienced conflicts between life and work. Our understanding of how best to prepare women for careers and create organizations that are hospitable to them is limited by implicit bias, inadequate learning and development strategies, and cultures resilient to change. Current human resource development (HRD) theory inadequately addresses the issues and challenges women leaders face because most leadership theory is based on privileged White males and highly essentialized. The Solution The world is burgeoning with global business, technological innovation, intense competition, and multinational workforces. HRD has a role to play in building effective global business if it can more robustly and broadly address issues related to diversity and inclusion in organizations, particularly the creation of cultures that accept a range of leadership styles and women leaders. It is time to challenge traditional, masculine views of leadership and question how leaders are developed. It is critical to understand women’s leadership if women leaders are to be developed and if persistent gender inequity in organizations is to be addressed. Stakeholders Women are obvious stakeholders, but, ultimately, everyone in organizations is a stakeholder benefiting from women leaders and improved leadership, in general. HRD professionals also benefit by understanding better how to develop women leaders, in particular, and leadership, in general. Globally, elected leaders, nongovernmental organizations, and nations can develop policy that has the potential to influence and create educational, occupational, and economic change for women.

Safety at a girls secure juvenile justice facility

2015 ◽  
Vol 36 (4) ◽  
pp. 209-218 ◽  
Author(s):  
Laura J. Elwyn ◽  
Nina Esaki ◽  
Carolyn A. Smith
Keyword(s):  
Juvenile Justice ◽  
Future Research ◽  
Therapeutic Communities ◽  
Policy Makers ◽  
Content Type ◽  
Trauma Informed ◽  
Sanctuary Model ◽  
And Performance ◽  
Serious Offenders ◽  
The Impact

Purpose – Serious juvenile delinquency is a significant and costly problem in the society. However, custodial environments often exacerbate current problems and promote recidivism. Girls’ delinquency, in particular, may call for trauma-informed approaches within organizations that serve the most serious offenders. The purpose of this paper is to explore whether implementation of a trauma-informed intervention that aims to change the therapeutic stand of the organization, the Sanctuary Model®, corresponded with improved indicators of physical and psychological safety of staff and youth at a female secure juvenile justice facility. Design/methodology/approach – This study utilizes quantitative administrative and performance-based standards (PbS) data routinely collected at the facility. Findings – Findings suggest that the facility was a safer place for both residents and staff after implementation of the model. Its safety indicators also compare favorably to those of the juvenile justice correctional field in general. Research limitations/implications – This study was constrained by a number of limitations, including lack of some desirable detail on the PbS measures and on a comparable field group of girls’ facilities. It is also hard to assess the impact of other concurrent changes in the facility. Future research that addresses these issues would be useful in further determining the utility of the model. Originality/value – This study is the first to examine the impact of a structured trauma-informed organizational change intervention based on therapeutic communities principles, namely the Sanctuary Model, on staff and youth in a secure juvenile justice facility. Findings may be of value to practitioners, administrators, policy makers, and researchers in the corrections field.

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