scholarly journals Against the odds: women achievers in the Nigerian banking sector

2020 ◽  
Author(s):  
◽  
Oluseyi Adesola Kuti
Keyword(s):  
Social Relations ◽  
Banking Sector ◽  
Cultural Practices ◽  
Middle Management ◽  
Labour Force ◽  
Minority Group ◽  
Senior Management ◽  
Research Approach ◽  
Management Positions ◽  
Nigerian Banking

Nigeria is traditionally seen as a patriarchal society where men dominate all spheres, and patriarchal systems of socialisation and cultural practices govern the social relations and activities of men and women. Thus, contrary to good business practice and employment regulations existing in more economically advanced countries, little evidence exists of the establishment of support mechanisms such as Work/Life balance policies or health and wellbeing facilities in few banking organisations in Nigeria. In addition to this, no records exist whatsoever, of the existence of such mechanisms in other sectors within the Nigerian labour force. Investigations in this research reveal that the National Gender Policy was adopted in 2006 to support women through the promotion of equal opportunities and career progression in employment. However, there is no evidence of the effectiveness of the policy. Despite these and many other limitations, about 63.1% of women, typically seen as part of the minority group in the Nigerian culture, occupy Middle Management positions in the Nigerian Banking Sector, while 34 - 48% of women occupy Senior Management roles. This record demonstrates a significant achievement given the records from the UK Banking Sector showing a national average for women in Senior Management positions at 28%, 36% in Middle Management positions and 11% in Senior Management. Findings from this research reveal that the above achievements have been attained mainly through the personal efforts of Nigerian women. Using Hermeneutics as a research approach, this research makes methodological, theoretical and practical contributions to knowledge through qualitative semi-structured Life-Story interviews. It aims to provide an understanding which will inspire and motivate women in all sectors of the Nigerian labour market by uncovering the ways by which women in the Nigerian Banking Sector have 'beaten the odds'. The purpose of this is to help reshape legal and policy frameworks to eliminate the worst excesses of male domination within Nigeria.

Careers in Health Care Management, Part 1: Attainment, Expectations and Aspirations

1994 ◽  
Vol 7 (2) ◽  
pp. 38-45 ◽  
Author(s):  
Louise Lemieux-Charles ◽  
Michael Murray ◽  
Catharine Aird ◽  
Jan Barnsley
Keyword(s):  
Health Care ◽  
Care Management ◽  
Middle Management ◽  
Chief Executive ◽  
Senior Management ◽  
Work Experiences ◽  
Family Status ◽  
Health Care Managers ◽  
Management Positions ◽  
Experience Education

The authors conducted a questionnaire survey of health care managers in Canada to learn more about their careers, work experiences and attitudes; and to determine whether their careers differed by such factors as sector of employment, gender, years of experience, education and family status. Major findings include: in teaching and community hospitals, men are more likely to fill chief executive officer (CEO) positions and women tend to be in middle management positions. More men than women in CEO positions reported incomes in the top range ($105,000). Men in CEO and senior management positions are more likely to be married and have children under 16 years of age living at home. Slightly more women than men were clinicians before becoming managers. Most respondents aspired to CEO or senior management positions. Implications for human resources practices are discussed.

Influence of Work and Education on the Desire and Intent toward Socio-Environment and Financial-Economic Wellness

2012 ◽  
Vol 4 (1) ◽  
Author(s):  
Edgar Allan G. Castro ◽  
Sheila E. Maloles ◽  
Jesilyn M. Tulio
Keyword(s):  
Banking Sector ◽  
Middle Management ◽  
Financial Economic ◽  
Manufacturing Industries ◽  
Private Institutions ◽  
Behavioral Intent ◽  
Financial Wellness ◽  
Management Positions ◽  
Keywords Education ◽  
Pro Social Behavior

The paper’s thesis is on the factors that influence proprofit and pro-social behavior of working professionals in Batangas. Research draws a conclusion from 213 respondents majority were female; majority age of 23 – 35; single; employed in private institutions in finance and banking. Respondents expressed their choice between socially and financially predisposed issues interpreted as behavioral intent. Desire for socio-environment wellness is higher than desire for financial economic wellness. Majority of the respondents exhibited Mild Socio-Environment Bias (21%), Socioeconomic Responsible (17%) and Mild Financial-Economic Bias (19%). Using statistics for nonparametric samples (Spearman’s, rho), position correlates significantly with financial bias at .219*. Further analysis was done by grouping the respondents from extreme socio-environment bias to balance behavior and from balance behavior to extreme financial bias. The former with a majority from manufacturing industries and works with rank and file position had position (.208*) and degree of education (-.247**) as factors that significantly influenced their behavior. For the latter with a majority from financial and banking sector, and holds middle management positions had a degree of education (.228*) as a significant factor that influenced their behavior. ** Correlation is significant at the 0.01 level * Correlation is significant at the 0.05 level Keywords - Education, working professionals, social wellness, financial wellness, De La Salle Lipa, Philippines

Women's Participation in Senior Management Positions: Gender Social Relations, Law and Corporate Governance

2014 ◽  
Author(s):  
Alexandre Di Miceli da Silveira ◽  
Angela Rita Franco Donaggio ◽  
LLgia Paula Pires Pinto Sica ◽  
Luciana de Oliveira Ramos
Keyword(s):  
Corporate Governance ◽  
Social Relations ◽  
Senior Management ◽  
Women's Participation ◽  
Management Positions

Bookkeeper-Controller-CFO: The Rise of the Chief Financial and Chief Accounting Officer

2019 ◽  
Vol 46 (2) ◽  
pp. 1-8 ◽  
Author(s):  
Michael Doron ◽  
C. Richard Baker ◽  
Kiren Dosanjh Zucker
Keyword(s):  
Corporate Governance ◽  
Corporate Finance ◽  
20Th Century ◽  
Financial Reporting ◽  
Legal Liability ◽  
Senior Management ◽  
Chief Financial Officers ◽  
Management Positions ◽  
The Impact

ABSTRACT This paper traces the evolution of the chief accounting and chief financial officers from minor figures in corporate governance for most of the 20th century to senior management positions by the late 1970s. The paper begins with the testimony before Congress of Arthur Tucker during the debates over the legislation that would become the 1933 Securities Act. Tucker's testimony resulted in the controller or chief accounting officer being included among those persons specifically listed as potentially liable for fraudulent statements or omissions under Section 11 of the Act. The impact of Tucker's efforts, the evolution of the legal liability of financial and accounting officers over the next several decades, the increasing complexity of corporate finance and financial reporting that led to the establishment of the CFO as a position second only to the CEO, and the place of the accounting officer among senior management, are analyzed in the subsequent sections.

scholarly journals A Critical Discourse Analysis of Representations of Travellers in Public Policies in Ireland

Societies ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 14
Author(s):  
Claire Jane Snowdon ◽  
Leena Eklund Eklund Karlsson
Keyword(s):  
Discourse Analysis ◽  
Critical Discourse Analysis ◽  
Social Relations ◽  
Social Practice ◽  
Expert Knowledge ◽  
Minority Group ◽  
Critical Role ◽  
Critical Discourse ◽  
Discursive Practice ◽  
Negative Stereotypes

In Ireland, negative stereotypes of the Traveller population have long been a part of society. The beliefs that surround this minority group may not be based in fact, yet negative views persist such that Travellers find themselves excluded from mainstream society. The language used in discourse plays a critical role in the way Travellers are represented. This study analyses the discourse in the public policy regarding Travellers in the National Traveller and Roma Inclusion Strategy (NTRIS) 2017–2021. This study performs a critical discourse analysis (CDA) of the policy with the overall aims of showing signs of the power imbalance through the use of language and revealing the discourses used by elite actors to retain power and sustain existing social relations. The key findings show that Travellers are represented as a homogenous group that exists outside of society. They have no control over how their social identity is constructed. The results show that the constructions of negative stereotypes are intertextually linked to previous policies, and the current policy portrays them in the role of passive patients, not powerful actors. The discursive practice creates polarity between the “settled” population and the “Travellers”, who are implicitly blamed by the state for their disadvantages. Through the policy, the government disseminates expert knowledge, which legitimises the inequality and supports this objective “truth”. This dominant discourse, which manifests in wider social practice, can facilitate racism and social exclusion. This study highlights the need for Irish society to change the narrative to support an equitable representation of Travellers.

Using bridges made by others as scaffolding and establishing footings for those that follow: Indigenous women in the Academy

2018 ◽  
Vol 62 (3) ◽  
pp. 243-255 ◽  
Author(s):  
Bronwyn Fredericks ◽  
Nereda White
Keyword(s):  
Higher Education ◽  
Senior Management ◽  
Indigenous Women ◽  
Aboriginal Woman ◽  
University Staff ◽  
Indigenous Australian ◽  
Aboriginal Women ◽  
Education Careers ◽  
Management Positions ◽  
Aboriginal Person

The first recorded Aboriginal person to graduate with an undergraduate qualification from any Australian university was Aboriginal woman Margaret Williams-Weir in 1959 ( Melbourne University, 2018 ). Williams-Weir graduated with a Diploma in Education. There have now been six decades of graduating Indigenous Australian women in the discipline of education, and many other disciplines. In this article, we explore Indigenous women’s presence in higher education through the narratives of our lives as Aboriginal women within education and the lives of other Indigenous women, noting their achievements and challenges. We acknowledge that while the number of Aboriginal and Torres Strait Islander women participating in university study and becoming engaged in education as a discipline at undergraduate and postgraduate levels has increased, we are still significantly underrepresented. Similarly, while we have seen increases in Indigenous university staff within the education discipline, the employment of Indigenous academics has not reached parity with non-Indigenous academics levels and too few are employed in the professoriate and in senior management positions. We will show how we would not have been able to develop our education careers within higher education without the bridges built by those like Dr Williams-Weir and others who went before us. We will share how we have worked to establish the footings for those Indigenous women who will follow us and others. In this way, we work within the context that is for the now and the future.

scholarly journals Knowledge management according to organisational size: A South African perspective

2013 ◽  
Vol 15 (1) ◽  
Author(s):  
Cornelius Kruger ◽  
Roy D. Johnson
Keyword(s):  
South Africa ◽  
Knowledge Management ◽  
South African ◽  
Middle Management ◽  
Senior Management ◽  
Urban South ◽  
Embedded Knowledge ◽  
Personal Approach ◽  
African Perspective ◽  
Insight Into

Background:To date, few studies have focused on how embedded Knowledge Management (KM) is found in the roots of an organisation. Specifically, not much is known whether employees and managers hold similar perceptions regarding KM or if organisational size plays a role in the establishment of KM maturity.Objective: The objective of this article was to determine what role organisational size plays in the establishment of KM maturity and how different managerial levels viewed their organisations KM maturity.Method: The authors gained insight into KM maturity in different industry groupings over a five-year period from a large urban South African University engaged in numerous collaboration programmes with industry. In total, 434 employees were interviewed over three grouping levels (operational, middle and senior management).Results: The findings support arguments that irrespective of organisational size, knowledge orientated issues are applicable to all organisations. However, with significant differences in scores recorded over all maturity sections in South Africa, the findings indicated that different sized organisations address knowledge-orientated issues differently.Conclusion: Findings challenge the argument that the manner in which knowledge-orientated issues are addressed differ only slightly depending on organisational size. Smaller-sized organisations prefer a more personal approach, whilst larger-sized organisations prefer knowledge transfer via technology. Irrespective of organisational size, commitment holds the key to KM success. Commitment shown by middle management regarding KM is a differentiator.

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