Advancing Women in Leadership Journal
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Effective Mentoring Relationships with Women in Sport: Results of a Meta-Ethnography
Get PDFWomen continue to be underrepresented in leadership positions within sport. One of the most critical aspects of advancing women in leadership positions within sport is the mentoring relationship. As the number of women entering sport increases, a growing number of professionals recognize the inherent benefits and challenges between the mentor and the protégé. This study was designed to identify themes based on key elements of an effective mentoring relationship helping women to advance within leadership positions in sport. A qualitative methodology, meta-ethnography, allowed the researcher to synthesize 15 qualitative studies about mentoring women within sport. These 15 studies were selected by using both content and methodological screening. Each study was read, coded, and analyzed for themes based on the key elements of an effective mentoring relationship. The findings of the study revealed 10 themes and seven implications for female protégés, potential mentors, and organizations to consider when mentoring women within sport
Women in Hospital Chief Executive Officer Positions: Fact or Fiction
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Are women represented in hospital CEO positions? Twenty-three hospitals in three counties were surveyed to answer this question. Surveys were done to determine the number and percentage of women in hospital CEO positions. Also identified were the beds controlled by women hospital CEOs within each county. From the county with the lowest percentage of women in CEO positions, an American College of Healthcare Executives survey, Gender and Career in Healthcare Management (GCHM), was conducted.
Two counties were above the national average for women CEOs at 23.3%. One county was at 25% and the other county was at 33%. The first county was at 52% and the second county was at 27% for control of percentage of beds by women hospital CEOs. The third county which was below the national average for women was at 11% with 1.3% of the beds controlled by women. In the results of the GCHM, women respondents were satisfied with advancement, infrequently engaging in informal networking within their current organizations, and perceived male stereotyping and preconceptions of women’s roles and abilities as the primary barrier to advancement. More research needs to be conducted on the counties with women hospital CEOs to identify the strategies that helped make these women in CEO positions a fact
An Indigenous Perspective on Women Leadership: An Example for Higher Education
Get PDFFielding Graduate University, founded in 1974, offers distributed graduate education and research programs in three social science areas: psychology, human and organizational development, and educational leadership. All three schools affirm a commitment to social change and social justice. The Educational Leadership and Change (ELC) doctoral program was developed in 1996 as a way to influence educational reform and to make doctoral education accessible to working adults, especially those from underserved communities. During its development, the program struggled and faltered as it tried to establish its identity and work toward its goals. After an abrupt change in leadership, two women emerged to form a co-dean leadership team: Susan Tiara, Ph.D. and Judy Witt, Ph.D. Looking for a model that emphasized relationships and a more global outlook, they adopted Total Transformational Management Process (Mink, Esterhuysen, Mink, & Owen, 1993) as the conceptual framework for ELC\u27s governance. Based on action research processes, TTMP utilizes an inclusive model for change that emphasizes the system, "paying special attention to the human side” (p. 11). TTMP was instrumental in developing ELC’s way of simultaneously working at the individual, group, and organizational levels and in seeing participatory action research (Park, 1992, 1993) as “transformation concomitant with intense learning” (Mink, et al., 1993, p. 11). Considering the complexity of Fielding’s dispersed learning environment, such a transformational priority in leadership, communication, and decision-making became a critical priority for both Fielding and ELC
Electronic Journals: A Place for Women to Publish?
Get PDFAcademic publishing in North America has existed in its current form for more than two centuries. For most disciplines, the journal article remains academe\u27s stock-in-trade. Tradition as well as institutional policy play pivotal roles in "publish or perish," and decisions about hiring, promotion, and tenure often rest on the candidate\u27s publication record. The format of the published work, the quality of the journal, the publication peer review process, copyediting, typesetting, and the finished look of an article in print all contribute to the authority of published research (Tomlins, 1998). The process of "getting into print" is arduous and can consume a year or more. Proponents of electronic journals say that this slow process creates a body of literature that is outdated at publication. In contrast, electronic peer review proceeds quickly, and anyone can self-publish on the World Wide Web. Many scholars object to the time the peer review process absorbs and predict the demise of print journals in libraries due to expense, shelf space, availability, turn-around time, and the costs of preservation. Although technology can place information at a researcher\u27s fingertips almost instantly, scholars are concerned about other academic issues that involve the quality of the research and publication
Welcome Ground for Women Faculty in Academe: An International Perspective
Get PDFWith the continued documentation of a persistent hostile or chilly climate for women in academe (Blum, 1991; Cooper, 2002; Curtis, 2005; Glazer-Raymo, 1999), questions arise about whether women faculty can find a home or welcome ground, both in the United States and around the world (Caplan, 1993; Cooper, Benham, Collay, Martinez-Aleman, & Scherr, 1999). The literature identifies a number of differing ways of viewing the academy as home. For example, Jane Roland Martin (2000) refers to the academy as "the home of thought" (p. 41). In discussing this concept, many women academics talk about finding or forging, if not a home, then welcome ground or a neighborhood. Whatever the term, the connotation is one of a place that is friendly, rather than hostile; one that counters the chilly climate image that Sandler and Hall (1986) have written about.
This article explores the question of finding a home or welcome ground by asking if these concepts are relevant both in the new millennium and in the international arena. We examine the experiences of women academics in three countries: the United States (US), Aotearoa/New Zealand (NZ), and Romania (Ro). We build on the recent exploration of US women\u27s efforts to find or forge a home (Cooper, Ortiz, Benham, & Scherr, 2002; Cooper, et al., 1999), and explore this concept in three countries that are geographically distant from one another. They are vastly different in size, from the giant United States to the tiny New Zealand, as well as culturally, politically, and economically different. We share the stories of twelve women, four each from the US, NZ, and Romania. Because experiences are embedded in the particular socio-cultural, political conditions of the individual country, the next section will describe existing research about women\u27s experiences in each country
Wake Up Sleeping Beauty: Strong Heroines for Today\u27s World
Get PDFFairy tales have been described as the remains of ideas and social practices of the past (Yearsley, 1924). As thumbprints of history, fairy tales teach about the cultures of people while entertaining and explaining the world to the next generation (Yolen, 1992; Zeece, 1996). While the tales are valued as a kind of historical archive and a great source of entertainment, researchers have found that fairy tales have an impact in shaping the ways children view the world. Bettelheim (1976) stated that fairy tales are instrumental in stimulating the imagination of children. He and others maintain that fairy tales answer important questions about the world and how it works. These perceptions of how the world works are influential and long-lasting because the impressionable child will make judgments concerning what is admirable in terms of acceptable behaviors and character traits of people based on what they learn in fairy tales (Hurley, 2005; Storr, 1986; Yolen, 1992)
Tracing Young Women\u27s Career Aspirations: From Junior High School into College
Get PDFWe have heard the claim that the United States needs more scientists, mathematicians, and engineers to compete in world markets (National Commission on Excellence in Education, 1983; National Science Board (NSB), 1993, 1998, 2004; National Science Foundation (NSF), 1994, 2001; Task Force on Education for Economic Growth, 1983). The intensity of such claims increased with the realization that the majority of the workforce would be women and minorities, who traditionally have not pursued such careers (Bae & Smith, 1996; Johnson & Packer, 1987; NSB, 1998; Oakes, 1990; Stumpf & Stanley, 1996). The NSB (1998) predicted a 44% increase in science and engineering (S&E) occupations from 1996 to 2006. However, women constituted 22% of the S&E work force in 1995 and 25% in 1999 (NSB, 1998, 2004). The largest percentages of women were in the biological sciences (40%) and mathematics/computer science (33%), with much lower percentages in physical science (22% to 23%) and engineering (9% to 10%) (NSB, 1998, 2004)
Women in International Public Leadership: Impacting Foreign Direct Investment by Reducing Corruption and Increasing Healthcare Investment
Get PDFA potential solution for an economic challenge — increasing needed foreign direct investment (FDI) — is proposed using a human resource development perspective: equally investing in the development of men and women to serve in public leadership. This cross-sectional, nonexperimental study addressed a void in the literature by examining the impact of women in public leadership on FDI through lowered perceived corruption and increased national investment in healthcare. Structural equation modeling using a simple path model was used to test relationships between observable variables. Results included statistically significant relationships between the number of women in public leadership and lower levels of perceived corruption, between lower levels of perceived corruption and greater national investment in healthcare, and between greater national investment in healthcare and increased FDI countries received. Additionally, a fully mediated, indirect relationship between the number of women in public leadership and FDI countries received was statistically significant. That is, as the number of women increased within governments, levels of perceived corruption decreased, national investment in healthcare increased, and FDI increased. Ultimately, this study provides empirical results professionals and institutions can use to advocate for gender equitable vertically integrated human resource development, particularly within developing countries, to promote FDI and its related benefits. Keywords: women, public leadership, corruption, foreign direct investment, healthcare
Leaning In: A Phenomenological Study of African American Women Leaders in the Pharmaceutical Industry
Get PDFThe pharmaceutical industry includes low levels of African American women in leadership positions. In 2010, according to the Equal Employment Opportunity office, African American women comprised only 1.5% of senior executives and 3.4% of first/mid-level managers. This qualitative study describes the leadership behaviors of 8 African American women leaders within the pharmaceutical industry. The approaches used by these women leaders to navigate their environments illustrate that although these women may be limited in number, they are in fact leaning into and embracing their leadership roles; and consequently impacting their organizations and communities. Seven themes are found to categorize the leadership experiences of these women as leaders. They are: 1) making a difference, 2) leveraging information and knowledge, 3) serving as mentors, 4) establishing and maintaining credibility, 5) asking for support, 6) illustrating integrity at the highest levels and 7) facing up to challenges. While the study is limited in its transferability by its qualitative design and number of participants, the findings provide insightful themes regarding the common experiences of these particular African American women leaders in the pharmaceutical industry. Keywords: leadership, women, African American, phenomenology, qualitative, diversity, pharmaceutical
Teachers\u27 Perceptions of Women In The Principalship: A Current Perspective
Get PDFTeachers appear to not want extremes and prefer a balance in both male and female principals.