Strategies to equip females for managerial positions
- Authors: Smailes, Chanél
- Date: 2009
- Subjects: Women executives -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8696 , http://hdl.handle.net/10948/1095 , Women executives -- South Africa
- Description: The study was concerned with identifying both organisational and personal strategies utilised by females in managerial positions within South Africa. From an analysis of both primary and secondary data, it was concluded that executive women in South Africa are utilising personal strategies more extensively than relying solely on organisational strategies to facilitate them to managerial positions and the respondents therefore deemed these personal strategies to have a greater impact than that of the organisational strategies. Both organisations and individuals would benefit from this study as the study brings to the fore the lack of organisational strategies utilised by organisations within South Africa, as well as highlighting those strategies found most beneficial by executive women as having the greatest impact on their careers. This indication would allow for organisations to efficiently invest in those strategies having the most impact on female executives’ careers. Individual women at non-management or junior management levels could integrate the personal strategies highlighted in this study as being most effective into their career development plans. By ensuring both organisations and women together are working to equip females for managerial positions, both organisational and personal performance of South African female managers will be maximized.
- Full Text:
- Date Issued: 2009
- Authors: Smailes, Chanél
- Date: 2009
- Subjects: Women executives -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8696 , http://hdl.handle.net/10948/1095 , Women executives -- South Africa
- Description: The study was concerned with identifying both organisational and personal strategies utilised by females in managerial positions within South Africa. From an analysis of both primary and secondary data, it was concluded that executive women in South Africa are utilising personal strategies more extensively than relying solely on organisational strategies to facilitate them to managerial positions and the respondents therefore deemed these personal strategies to have a greater impact than that of the organisational strategies. Both organisations and individuals would benefit from this study as the study brings to the fore the lack of organisational strategies utilised by organisations within South Africa, as well as highlighting those strategies found most beneficial by executive women as having the greatest impact on their careers. This indication would allow for organisations to efficiently invest in those strategies having the most impact on female executives’ careers. Individual women at non-management or junior management levels could integrate the personal strategies highlighted in this study as being most effective into their career development plans. By ensuring both organisations and women together are working to equip females for managerial positions, both organisational and personal performance of South African female managers will be maximized.
- Full Text:
- Date Issued: 2009
The current state of Black female empowerment in the construction industry measured against broad-based Black economic empowerment scorecard
- Authors: Podges, Joan Winnifred
- Date: 2009
- Subjects: Women -- Employment -- South Africa , Women executives -- South Africa , Business enterprises, Black -- South Africa , Women, Black -- South Africa , Sex discrimination in employment -- South Africa , Women-owned business enterprises -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8675 , http://hdl.handle.net/10948/1161 , Women -- Employment -- South Africa , Women executives -- South Africa , Business enterprises, Black -- South Africa , Women, Black -- South Africa , Sex discrimination in employment -- South Africa , Women-owned business enterprises -- South Africa
- Description: The Government of South Africa has placed a lot of emphasis on economic growth and the involvement of Black people in the mainstream of the economy. The implementation of Broad-Based Black Economic Empowerment (B-BBEE) created opportunities for direct empowerment of Black females in ownership and management. The Construction Industry is being challenged to increase the number of Black females in management and ownership levels. Due to the nature of the Industry, only a small population of females considers Construction as a career option. The Industry has also lost a significant number of skilled Engineers and is experiencing a shortage of skilled managers in Middle and Senior Management Levels. The research problem questioned the current state of empowerment for Black women in the Construction Industry as measured against the B-BBEE Scorecard. The literature review focused on the requirements of the B-BBEE scorecard and Construction Charter. The second phase focused on gender equality and the achievements of women in Construction. The research design was done by using questionnaires to the South African Federation of Civil Engineering Contractors (Safcec) members in the Eastern Cape. The research design and survey aimed to determine the status of empowerment in the Construction Industry. With reference to both the literature review and the empirical findings the state of female empowerment can be determined. Therefore iv recommendations and opportunities for further research in this regard can be identified.
- Full Text:
- Date Issued: 2009
- Authors: Podges, Joan Winnifred
- Date: 2009
- Subjects: Women -- Employment -- South Africa , Women executives -- South Africa , Business enterprises, Black -- South Africa , Women, Black -- South Africa , Sex discrimination in employment -- South Africa , Women-owned business enterprises -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8675 , http://hdl.handle.net/10948/1161 , Women -- Employment -- South Africa , Women executives -- South Africa , Business enterprises, Black -- South Africa , Women, Black -- South Africa , Sex discrimination in employment -- South Africa , Women-owned business enterprises -- South Africa
- Description: The Government of South Africa has placed a lot of emphasis on economic growth and the involvement of Black people in the mainstream of the economy. The implementation of Broad-Based Black Economic Empowerment (B-BBEE) created opportunities for direct empowerment of Black females in ownership and management. The Construction Industry is being challenged to increase the number of Black females in management and ownership levels. Due to the nature of the Industry, only a small population of females considers Construction as a career option. The Industry has also lost a significant number of skilled Engineers and is experiencing a shortage of skilled managers in Middle and Senior Management Levels. The research problem questioned the current state of empowerment for Black women in the Construction Industry as measured against the B-BBEE Scorecard. The literature review focused on the requirements of the B-BBEE scorecard and Construction Charter. The second phase focused on gender equality and the achievements of women in Construction. The research design was done by using questionnaires to the South African Federation of Civil Engineering Contractors (Safcec) members in the Eastern Cape. The research design and survey aimed to determine the status of empowerment in the Construction Industry. With reference to both the literature review and the empirical findings the state of female empowerment can be determined. Therefore iv recommendations and opportunities for further research in this regard can be identified.
- Full Text:
- Date Issued: 2009
An investigation into strategies which enable South African women to break through the glass ceiling
- Authors: Peens, Maritha
- Date: 2003
- Subjects: Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10898 , http://hdl.handle.net/10948/135 , Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Description: The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.
- Full Text:
- Date Issued: 2003
An investigation into strategies which enable South African women to break through the glass ceiling
- Authors: Peens, Maritha
- Date: 2003
- Subjects: Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10898 , http://hdl.handle.net/10948/135 , Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Description: The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.
- Full Text:
- Date Issued: 2003
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