Attitudes Of Subordinates Toward Women In Leadership Position

2008 ◽  
Vol 6 (2) ◽  
Author(s):  
AS Okhakhume
Author(s):  
Izolda Takacs

The paper takes into account the general characteristics of workplace organization, the organizational atmosphere relevant to gender and prejudices based on binary oppositions identified by women in leadership positions, which still limit their opportunities and choices. Career paths of women are at the focus of the study, especially in academia and science, including the difficulties faced by women when they move up in the organizational hierarchy, if they pursue career in science and if they aim for the leadership position


Author(s):  
Fardaus Ara

This paper discusses the status of women in leadership position in the Bangladesh Civil Service (BCS) following content analysis. This study argues that although the number of women in the class I position in the civil service has increased, their position in terms of power and influence on decision-making is still insignificant. In particular, the number of women in the leadership position in the civil service does not reflect gender parity that the government of Bangladesh is committed to achieve.


Author(s):  
Shubhasheesh Bhattacharya ◽  
Sonali Bhattacharya ◽  
Sweta Mohapatra

Women in a leadership position has been a matter of concern the world over especially in information technology (IT)/ information technology enabled services (ITES). However, for the advancement of women in leadership positions, individual characteristics are not enough. Besides individual factors, it is the detection of organizational factors that enable the advancement of women into leadership positions. The present article develops a multidimensional scale on the perceived enablers for the advancement of women in leadership position in the IT/ITES sector. The scale considers both individual factors (characteristics) and organizational factors, such as welfare schemes, career development support, and training. The article also reveals that individual factors, such as self-confidence, ambition, and perceived competency are also enablers of advancing women to leadership positions. Researchers could examine the considered dimensions of the proposed scale in other sectors and with respect to other constructs related to women's work-life balance.


Author(s):  
Shubhasheesh Bhattacharya ◽  
Sonali Bhattacharya ◽  
Sweta Mohapatra

Women in a leadership position has been a matter of concern the world over especially in information technology (IT)/ information technology enabled services (ITES). However, for the advancement of women in leadership positions, individual characteristics are not enough. Besides individual factors, it is the detection of organizational factors that enable the advancement of women into leadership positions. The present article develops a multidimensional scale on the perceived enablers for the advancement of women in leadership position in the IT/ITES sector. The scale considers both individual factors (characteristics) and organizational factors, such as welfare schemes, career development support, and training. The article also reveals that individual factors, such as self-confidence, ambition, and perceived competency are also enablers of advancing women to leadership positions. Researchers could examine the considered dimensions of the proposed scale in other sectors and with respect to other constructs related to women's work-life balance.


2020 ◽  
Vol 20 (3) ◽  
pp. 216-232
Author(s):  
Patrick Ikenna Umezi

Nchọcha a bụ maka Ilu Igbo: Igosipụta ọnọdụ ụmụnwaanyị n’ọkwa ọchịchị n’ala Igbo. Ihe nwanchọcha bu n’obi bụ izipụta etu ndị Igbo si eji ilu dị iche iche ha ji achọ okwu mma ezipụta na ụmụnwaanyị enweghi ọnọdụ n’ọchịchị n’ala Igbo. Nkụ dị na mba na-eghere mba nri. Ndị Igbo na-esi n’ilu dị iche iche were ezipụtaomenala ha. A bị a n’ala Igbo, ụmụnwaanyị bụ ndị a na-eleda anya nke ukwuu n’ihe gbasara ọnọdụ ọchịchị obodo dị iche iche. Odee nyochara ọnọdụ ọchịchị n’ala Igbo bido n’oge ochie ruo ugbu a; o mere ka o doo anya na n’agbanyeghị na usoro ọchịchị Bekee mere ka onye ọbụla nwee nhatanha ọnụokwu n’usoro ọchịchị mba ọbụla, ọ ka bụ ihe siri ike ugbu a nwaanyị ijide ọkwa ọchịchị n’ala Igbo. Ihe ndị a na-apụta ihe site n’ilu ndị Igbo ji ekwu okwu. Ụfọdụ ilu ndị ahụ bụ ndị a: Nwaanyị lerịa di ya, ike akpọọ ya nkụ., Ụbọchị di nwaanyị nwụrụ ka ọnụ mmiri okwu ya gwụrụ. Odee gara n’ihu wee jụọ ihe a ga-eme iji hụ na onye ọbụla nwere nhatanha ọnụokwu n’ọchịchị ododo dị iche iche. Ka o sila dị, ọ kọwapụtara na e nweela mgbanwo pụtatra ihe n’etu ndị Igbo si elegara ụmụnwaanyị anya n’ihe gbasara ọchịchị . Nke a pụtara na ụmụnwaanyị ji nwayọọ nwayọọ na-abanye n’ọkwa ọchịchị dị iche iche ugbu a. English Abstract Igbo Proverbs: X -Ray of the position of women in leadership position in Igboland. The writer intends to manifest how the Igbos use their proverbs to show that women have no chance in Igbo leadership position. The research was guided by transformational theory of leadership. The researcher traced the history of Igboleadership system from the time prior to the advent of the colonial masters till the present age. It was discovered that the Igbos look down on women when it comes to major decision making. They manifest this attitude through the proverbs they use in their daily conversations. Some of those proverbs are Nwaanyị lerịa di ya, ike akpọọ ya nkụ.(If a woman kooks down on her husband she would have a dry buttocks) Ụbọchị di nwaanyị nwụrụ ka ọnụ mmiri okwu ya gwụrụ. (whenever a woman loses her husband, she loses her speep saliva). However, it was noticed that in the present age, women are gradually being recognized in decision making process among the Igbos. He finally advocates that gender should not prevent peoples’ participation in leadership. Every person should be equal before the law. As such, women should not be excluded from leadership position among the Igbo.


2014 ◽  
Vol 1 (2) ◽  
Author(s):  
Safrul Muluk

In Indonesia, the issue of women in leadership position within public organizations, including in higher education, has been under scrutiny for a long time. Practices of patriarchal culture plays a significant role in the way people perceive women and their contribution have influenced the opportunity for female academics to assume senior leadership roles. Despite the increase in the number of well-educated women in higher education sector, it does not reflect in the number of women assuming leadership roles. This paper presents a brief historical account on higher education sector in Indonesia and then discusses women and leadership in higher education, with a special reference to State Islamic University Ar-Raniry Banda Aceh.


Author(s):  
Fardaus Ara

This paper discusses the status of women in leadership position in the Bangladesh Civil Service (BCS) following content analysis. This study argues that although the number of women in the class I position in the civil service has increased, their position in terms of power and influence on decision-making is still insignificant. In particular, the number of women in the leadership position in the civil service does not reflect gender parity that the government of Bangladesh is committed to achieve.


2014 ◽  
Vol 73 (4) ◽  
pp. 243-248 ◽  
Author(s):  
Annick Darioly ◽  
Ronald E. Riggio

This study examines how applicants who are relatives of the company’s executives are perceived when they are being considered for a leadership position. In a 2 (Family ties: with vs. without) × 2 (Applicant qualifications: well-qualified vs. underqualified) experimental design, 165 Swiss employees read the applicant’s job application and evaluated the hiring decision, the perceived competence, and the perceived career progress of the target employee. This research showed that even a well-qualified potential employee received a more negative evaluation if the candidate had family ties to the company. Despite their negative evaluation of potential nepotistic hires, the participants nevertheless believed that family ties would boost the career progress of an underqualified applicant. Limitations and implications are discussed.


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