Mentorskapbehoeftes- en problematiek van die vrou
- Authors: Heystek, Elanie
- Date: 2014-02-18
- Subjects: Women in the professions , Mentoring in the professions , Mentoring in business , Businesswomen - South Africa
- Type: Thesis
- Identifier: uj:4120 , http://hdl.handle.net/10210/9467
- Description: M.Com. (Industrial Psychology) , During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.
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- Authors: Heystek, Elanie
- Date: 2014-02-18
- Subjects: Women in the professions , Mentoring in the professions , Mentoring in business , Businesswomen - South Africa
- Type: Thesis
- Identifier: uj:4120 , http://hdl.handle.net/10210/9467
- Description: M.Com. (Industrial Psychology) , During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.
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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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A sociological study of the attitudes of women managers towards whistleblowing
- Authors: Tokarczyk, Tamsyn Doroka
- Date: 2008-06-26T05:52:31Z
- Subjects: Women in the professions , Sex discrimination , Sex role in the work environment , Whistleblowing
- Type: Thesis
- Identifier: uj:9942 , http://hdl.handle.net/10210/733
- Description: In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. , Prof. J. M. Uys Dr. R. Smit
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- Authors: Tokarczyk, Tamsyn Doroka
- Date: 2008-06-26T05:52:31Z
- Subjects: Women in the professions , Sex discrimination , Sex role in the work environment , Whistleblowing
- Type: Thesis
- Identifier: uj:9942 , http://hdl.handle.net/10210/733
- Description: In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. , Prof. J. M. Uys Dr. R. Smit
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