Constructions of career progression by women leaders in a corporate context
- Authors: Carvalho, Ana
- Date: 2017
- Subjects: Leadership in women , Career development , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/246157 , uj:25511
- Description: Ph.D. (Industrial Psychology) , Abstract: In the context of increased representation of women in the job market and the underrepresentation of women at the most senior positions of executive leaders, an understanding of how women leaders in the corporate sphere construe career progression is particularly germane. The aim of this study was to explore women leaders‘ constructions of career progression in a corporate environment from three traditions embedded within the constructionist tradition: personal constructivism, social constructionism, and constructivism grounded in subjective lived experience. To this end the aim was further sub-divided into three sub-aims: (a) to explore women leaders‘ shared (constructed) mental models of the career progress of others in a corporate environment; (b) to explore women leaders‘ collective (―ours‖) co-construction of career progression in a corporate environment and (c) to generate a constructivist grounded theory of women leaders‘ own career progression based on their subjective experiences. Taken together, the study seeks to offer a holistic and in-depth account of the constructions of career progression by women leaders in a corporate environment. A qualitative research design using a case study research strategy was employed in a large financial institution in South Africa. A purposeful sampling consisting of women leaders in lower, middle and senior management positions was utilised. To address the stated aim and sub-aims of the study the research design was formulated and is presented as three sequential research phases, each consisting of an independent but related study. Given the three-phased nature of the study, more than one data collection technique was applied, with data being analysed through qualitative methods. In Phase I, data were collected by means of the repertory grid technique, the methodological application of personal construct theory, and analysed by means of qualitative content analysis and the core-categorising procedure. In Phase II, data were collected using the Appreciative Inquiry method, which included semi-structured paired interviews, small group discussions, plenary discussions and written activities. Data were analysed using a collaborative data analytic approach. In Phase...
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- Authors: Carvalho, Ana
- Date: 2017
- Subjects: Leadership in women , Career development , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/246157 , uj:25511
- Description: Ph.D. (Industrial Psychology) , Abstract: In the context of increased representation of women in the job market and the underrepresentation of women at the most senior positions of executive leaders, an understanding of how women leaders in the corporate sphere construe career progression is particularly germane. The aim of this study was to explore women leaders‘ constructions of career progression in a corporate environment from three traditions embedded within the constructionist tradition: personal constructivism, social constructionism, and constructivism grounded in subjective lived experience. To this end the aim was further sub-divided into three sub-aims: (a) to explore women leaders‘ shared (constructed) mental models of the career progress of others in a corporate environment; (b) to explore women leaders‘ collective (―ours‖) co-construction of career progression in a corporate environment and (c) to generate a constructivist grounded theory of women leaders‘ own career progression based on their subjective experiences. Taken together, the study seeks to offer a holistic and in-depth account of the constructions of career progression by women leaders in a corporate environment. A qualitative research design using a case study research strategy was employed in a large financial institution in South Africa. A purposeful sampling consisting of women leaders in lower, middle and senior management positions was utilised. To address the stated aim and sub-aims of the study the research design was formulated and is presented as three sequential research phases, each consisting of an independent but related study. Given the three-phased nature of the study, more than one data collection technique was applied, with data being analysed through qualitative methods. In Phase I, data were collected by means of the repertory grid technique, the methodological application of personal construct theory, and analysed by means of qualitative content analysis and the core-categorising procedure. In Phase II, data were collected using the Appreciative Inquiry method, which included semi-structured paired interviews, small group discussions, plenary discussions and written activities. Data were analysed using a collaborative data analytic approach. In Phase...
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Exploring characteristics that prevent the derailment of women leaders
- Authors: Nobre, Michelle
- Date: 2014-08-18
- Subjects: Leadership in women , Career development
- Type: Thesis
- Identifier: uj:12089 , http://hdl.handle.net/10210/11835
- Description: Ph.D. (Human Resources Management) , This study explores the characteristics that prevent the derailment of women leaders. It further provides insight into leadership derailment as it is experienced and interpreted by women leaders. The study was done in the context of the scarcity of women in senior and executive leadership positions within organisations, whilst equality and transformation remain on the global leadership agenda, as well as the context of South African Transformation and Employment Equity Legislation. A qualitative study was undertaken based on the grounded theory research methodology. The purposeful and snowball sampling technique yielded five research participants. Through in-depth interviewing eleven themes emerged from the data. These were the personal and core constructs held by participants in relation to their conceptualization of the leadership landscape, derailment, and of themselves as leaders. While each participant‘s experience of derailment and the leadership landscape was unique, the findings of the study indicated that specific personal characteristics prevented their derailment or enabled them to overcome derailment. These were: pragmatic approach to gender issues and willingness to compromise, insight into behavior, positive outlook/optimism, building relationships and networks self-confidence and self-efficacy, resilience and coping, emotional maturity and managing emotions, recognition of significant others, achievement drive and perseverance, risk taking and openness to change, and balancing multiple roles. Whilst an exploration of the external factors leading to characteristics that prevent derailment as well as opting out and voluntary separation, was not the purpose of this study, emerging themes in respect to these were discussed. Finally, an integrated framework was formulated presenting the characteristics that prevent the derailment of women leaders.
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- Authors: Nobre, Michelle
- Date: 2014-08-18
- Subjects: Leadership in women , Career development
- Type: Thesis
- Identifier: uj:12089 , http://hdl.handle.net/10210/11835
- Description: Ph.D. (Human Resources Management) , This study explores the characteristics that prevent the derailment of women leaders. It further provides insight into leadership derailment as it is experienced and interpreted by women leaders. The study was done in the context of the scarcity of women in senior and executive leadership positions within organisations, whilst equality and transformation remain on the global leadership agenda, as well as the context of South African Transformation and Employment Equity Legislation. A qualitative study was undertaken based on the grounded theory research methodology. The purposeful and snowball sampling technique yielded five research participants. Through in-depth interviewing eleven themes emerged from the data. These were the personal and core constructs held by participants in relation to their conceptualization of the leadership landscape, derailment, and of themselves as leaders. While each participant‘s experience of derailment and the leadership landscape was unique, the findings of the study indicated that specific personal characteristics prevented their derailment or enabled them to overcome derailment. These were: pragmatic approach to gender issues and willingness to compromise, insight into behavior, positive outlook/optimism, building relationships and networks self-confidence and self-efficacy, resilience and coping, emotional maturity and managing emotions, recognition of significant others, achievement drive and perseverance, risk taking and openness to change, and balancing multiple roles. Whilst an exploration of the external factors leading to characteristics that prevent derailment as well as opting out and voluntary separation, was not the purpose of this study, emerging themes in respect to these were discussed. Finally, an integrated framework was formulated presenting the characteristics that prevent the derailment of women leaders.
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Identity rebuilding for a woman living in an expatriate situation : an auto-ethnographic study
- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
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- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
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Perceptions and aspirations of female sport students towards sport leadership
- Authors: Gama, Nqobile Prudence
- Date: 2020
- Subjects: Sports for women , Physical fitness for women , Leadership in women
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451329 , uj:39764
- Description: Abstract: Female sport students at universities are exposed to the realities of the sports industry through theory taught in lectures, messages sent out by the media, or the process of socialisation. From this exposure, the expectancy is that they develop distinct perceptions and aspirations towards sport leadership. One of the most prominent realities of the sport industry across the world is the underrepresentation of females in sport leadership positions. This phenomenon is a historical trend, yet it still exists in modern culture. Sport is an industry that is ever-growing, so much that it presents a significant amount of employment opportunities in areas such as sport administration, sport management and sport leadership. Despite these noteworthy opportunities that exist, females remain marginalised from pursuing or acquiring leadership positions in sport. The dominance of males in sport organisations, the notion of sport being a “man’s world”, the glass ceiling, and self-limiting behaviours by females, are citied as some of the reasons for the perpetual underrepresentation of females in sport leadership positions... , M.Com. (Business Management)
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- Authors: Gama, Nqobile Prudence
- Date: 2020
- Subjects: Sports for women , Physical fitness for women , Leadership in women
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451329 , uj:39764
- Description: Abstract: Female sport students at universities are exposed to the realities of the sports industry through theory taught in lectures, messages sent out by the media, or the process of socialisation. From this exposure, the expectancy is that they develop distinct perceptions and aspirations towards sport leadership. One of the most prominent realities of the sport industry across the world is the underrepresentation of females in sport leadership positions. This phenomenon is a historical trend, yet it still exists in modern culture. Sport is an industry that is ever-growing, so much that it presents a significant amount of employment opportunities in areas such as sport administration, sport management and sport leadership. Despite these noteworthy opportunities that exist, females remain marginalised from pursuing or acquiring leadership positions in sport. The dominance of males in sport organisations, the notion of sport being a “man’s world”, the glass ceiling, and self-limiting behaviours by females, are citied as some of the reasons for the perpetual underrepresentation of females in sport leadership positions... , M.Com. (Business Management)
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Rose or thorn? : a black South African woman's account of working in a male-dominated environment
- Tabudi, Sizile Aurelia Thulisile
- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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The career growth of female managers : experiences at a financial institution in South Africa
- Authors: Singh, Ruweshka
- Date: 2018
- Subjects: Women executives , Leadership in women
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283349 , uj:30556
- Description: M.Phil. (Leadership in Performance and Change) , Abstract: While there has been a significant change in the profile of organisations in the twentieth century with the inclusion of women into the workforce, the representation of women at senior and top management levels continues to be a challenge for organisations worldwide. Various studies have looked at the cause of this challenge and have positioned various reasons for why many women are unable to ascend into the senior ranks of organisations. Leadership style, diversity, culture and the “glass ceiling phenomenon” are some of the reasons provided for the under-representation of women in senior and top management levels. However, there has been no theory that has been developed to fully explain why women are unable to break through the “glass ceiling” into senior and top management. In South Africa specifically, the under-representation of women in senior and top management level has been referred to by the Department of Labour as “the missing women phenomenon”. Companies comply with the legislative measures that have been implemented to address this challenge, and fully commit to train and develop women however the advancement of women into senior and top management is not evident. The researcher intends with this study, to examine the experiences of women in senior and top management levels to determine if there is a deeper, underlying reason, or reasons, that is preventing the ascension of women into senior and top management positions. For this qualitative research study, the researcher adopted an interpretivistic epistemology. Grounded theory methodology was used by the researcher to gain a deeper understanding of the experiences of women in the workplace. The intention of the researcher was to create a framework from which theory may be developed that assisted to explain the challenges women experience in the workplace. In identifying and understanding these challenges, appropriate actions may be implemented to address them, thereby assisting in the advancement of women into senior and top management...
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- Authors: Singh, Ruweshka
- Date: 2018
- Subjects: Women executives , Leadership in women
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283349 , uj:30556
- Description: M.Phil. (Leadership in Performance and Change) , Abstract: While there has been a significant change in the profile of organisations in the twentieth century with the inclusion of women into the workforce, the representation of women at senior and top management levels continues to be a challenge for organisations worldwide. Various studies have looked at the cause of this challenge and have positioned various reasons for why many women are unable to ascend into the senior ranks of organisations. Leadership style, diversity, culture and the “glass ceiling phenomenon” are some of the reasons provided for the under-representation of women in senior and top management levels. However, there has been no theory that has been developed to fully explain why women are unable to break through the “glass ceiling” into senior and top management. In South Africa specifically, the under-representation of women in senior and top management level has been referred to by the Department of Labour as “the missing women phenomenon”. Companies comply with the legislative measures that have been implemented to address this challenge, and fully commit to train and develop women however the advancement of women into senior and top management is not evident. The researcher intends with this study, to examine the experiences of women in senior and top management levels to determine if there is a deeper, underlying reason, or reasons, that is preventing the ascension of women into senior and top management positions. For this qualitative research study, the researcher adopted an interpretivistic epistemology. Grounded theory methodology was used by the researcher to gain a deeper understanding of the experiences of women in the workplace. The intention of the researcher was to create a framework from which theory may be developed that assisted to explain the challenges women experience in the workplace. In identifying and understanding these challenges, appropriate actions may be implemented to address them, thereby assisting in the advancement of women into senior and top management...
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The perceptions of professional women regarding the roles of females in the corporate communication environment
- Authors: Pooe, Dineo
- Date: 2008-06-26T08:57:55Z
- Subjects: Leadership in women , Feminism research , Corporate culture research , Communication in management
- Type: Thesis
- Identifier: uj:9975 , http://hdl.handle.net/10210/736
- Description: South Africa has in the last 13 years experienced rapid changes in various spheres including the political, social and economic spheres. These changes constantly pose a challenge to the status quo and more so, in the socio-economic arena. This implies that, in business, the impact of utilising all the available resources, in particular the human resources efficiently, has to be constantly reviewed in line with these changes. Women as part of the previously marginalised human resource are increasingly raising questions about their roles and their participation in the economy of the country. Various organisations such as the Commission on Gender Equality, Gender Links, Business Women’s Association and many other state agencies are creating opportunities that allow women to debate and express women’s issues and concerns constructively. These issues and concerns range broadly from matters on health, safety, education, employment and so on, to specific issues that affect particular sectors, in this instance, issues affecting women in the corporate communication environment. In this study the manner in which women in the filed of corporate communication perceive their roles is examined. A qualitative strategy is used to explore the perceptions of all the selected participants who practise corporate communication in various industries, in the Greater Johannesburg area. The criteria and method of selecting the sample is clarified in the research methodology section. Existing literature about the field of corporate communication and about the roles of women in the workplace is reviewed to obtain understanding of the current scenario. The theories of feminism are also studied carefully in order to gain in-depth understanding about the relevant theoretical framework. The outcome of this study will be utilised to advance debates and dialogues about the status and role of women not only in the corporate communication environment, but also in the socio-political and socio-economic spheres. , Dr. Ilse Niemann-Struweg
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- Authors: Pooe, Dineo
- Date: 2008-06-26T08:57:55Z
- Subjects: Leadership in women , Feminism research , Corporate culture research , Communication in management
- Type: Thesis
- Identifier: uj:9975 , http://hdl.handle.net/10210/736
- Description: South Africa has in the last 13 years experienced rapid changes in various spheres including the political, social and economic spheres. These changes constantly pose a challenge to the status quo and more so, in the socio-economic arena. This implies that, in business, the impact of utilising all the available resources, in particular the human resources efficiently, has to be constantly reviewed in line with these changes. Women as part of the previously marginalised human resource are increasingly raising questions about their roles and their participation in the economy of the country. Various organisations such as the Commission on Gender Equality, Gender Links, Business Women’s Association and many other state agencies are creating opportunities that allow women to debate and express women’s issues and concerns constructively. These issues and concerns range broadly from matters on health, safety, education, employment and so on, to specific issues that affect particular sectors, in this instance, issues affecting women in the corporate communication environment. In this study the manner in which women in the filed of corporate communication perceive their roles is examined. A qualitative strategy is used to explore the perceptions of all the selected participants who practise corporate communication in various industries, in the Greater Johannesburg area. The criteria and method of selecting the sample is clarified in the research methodology section. Existing literature about the field of corporate communication and about the roles of women in the workplace is reviewed to obtain understanding of the current scenario. The theories of feminism are also studied carefully in order to gain in-depth understanding about the relevant theoretical framework. The outcome of this study will be utilised to advance debates and dialogues about the status and role of women not only in the corporate communication environment, but also in the socio-political and socio-economic spheres. , Dr. Ilse Niemann-Struweg
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Women leaders, personal leadership and challenges
- Authors: Van Wyk, Marlize
- Date: 2012-10-30
- Subjects: Women in the professions , Leadership in women , Women leaders
- Type: Mini-Dissertation
- Identifier: uj:10470 , http://hdl.handle.net/10210/7941
- Description: M.Phil. , Orientation: Women leaders are acknowledged for their resonance-building leadership styles, adaptive communication skills and qualities of cooperation, mentoring and collaboration - traits that are becoming increasingly important to leadership in contemporary organisations. If women are sufficiently competent to serve as leaders, why have so relatively few reached the top of the ladder? Gender based stereotypes influenced by the cultural value dimensions of society are seen as the major barriers to women’s advancement. Despite enabling legislation in South Africa, statistics reflect the dwindling of opportunities as women reach the upper echelons of management. Career primary motivated women reported structural barriers in organisations including networking, glass ceilings and glass cliffs. Societal challenges that women face included lack of access to power in an environment that is becoming increasingly toxic, resulting in eroding of values and ethics among leaders in general. Personal challenges working mothers faced were finding balance in the social construction of their life roles and creating a meandering career path, during midlife. Personal leadership was evident in the women’s lives in their spiritual dimensions, their mental dimensions, their physical dimensions and their emotional dimensions. Research purpose: The aim of this study was to describe “Who” women leaders in South Africa are; to explore “What” challenges they face personally, in society and in organisations; and “How” personal leadership helped them to cope and excel in their careers and lives. Motivation for the study: In my opinion women are equally competent to serve as leaders, but there are barriers to their achievement of leadership positions. Living as a woman in South African society, where gender conditioning is interwoven, I’ve always been painfully aware of and frustrated with segregation and lack of opportunities based on gender. The first motivation for the study was to investigate the specific challenges career-primary motivated women face. Secondly, women leaders seem to cope brilliantly and excel in their careers and personal lives. The motivation of this study was to investigate what the qualities are that females bring to leadership and to illuminate how personal leadership assisted women leaders to overcome personal, socio-cultural and organisational challenges to excel in their careers through the different phases of their lives.
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- Authors: Van Wyk, Marlize
- Date: 2012-10-30
- Subjects: Women in the professions , Leadership in women , Women leaders
- Type: Mini-Dissertation
- Identifier: uj:10470 , http://hdl.handle.net/10210/7941
- Description: M.Phil. , Orientation: Women leaders are acknowledged for their resonance-building leadership styles, adaptive communication skills and qualities of cooperation, mentoring and collaboration - traits that are becoming increasingly important to leadership in contemporary organisations. If women are sufficiently competent to serve as leaders, why have so relatively few reached the top of the ladder? Gender based stereotypes influenced by the cultural value dimensions of society are seen as the major barriers to women’s advancement. Despite enabling legislation in South Africa, statistics reflect the dwindling of opportunities as women reach the upper echelons of management. Career primary motivated women reported structural barriers in organisations including networking, glass ceilings and glass cliffs. Societal challenges that women face included lack of access to power in an environment that is becoming increasingly toxic, resulting in eroding of values and ethics among leaders in general. Personal challenges working mothers faced were finding balance in the social construction of their life roles and creating a meandering career path, during midlife. Personal leadership was evident in the women’s lives in their spiritual dimensions, their mental dimensions, their physical dimensions and their emotional dimensions. Research purpose: The aim of this study was to describe “Who” women leaders in South Africa are; to explore “What” challenges they face personally, in society and in organisations; and “How” personal leadership helped them to cope and excel in their careers and lives. Motivation for the study: In my opinion women are equally competent to serve as leaders, but there are barriers to their achievement of leadership positions. Living as a woman in South African society, where gender conditioning is interwoven, I’ve always been painfully aware of and frustrated with segregation and lack of opportunities based on gender. The first motivation for the study was to investigate the specific challenges career-primary motivated women face. Secondly, women leaders seem to cope brilliantly and excel in their careers and personal lives. The motivation of this study was to investigate what the qualities are that females bring to leadership and to illuminate how personal leadership assisted women leaders to overcome personal, socio-cultural and organisational challenges to excel in their careers through the different phases of their lives.
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