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Article
Publication date: 1 March 1995

Andrea E. Lewis and Ellen A. Fagenson

Examines the effectiveness of management development programmes forwomen to determine if these programmes are achieving the threeobjectives that they intend to serve: developing…

1739

Abstract

Examines the effectiveness of management development programmes for women to determine if these programmes are achieving the three objectives that they intend to serve: developing knowledge and skills necessary for effective leadership; reducing negative prejudice against women; and helping women to advance into and through the ranks of management. Three types of programme are considered: single sex management training programmes, mixed‐sex management training programmes and mentoring programmes. Concludes that some programmes are making more meaningful contributions towards these objectives than others. Offers recommendations for the most appropriate use of each type of programme.

Details

Journal of Management Development, vol. 14 no. 2
Type: Research Article
ISSN: 0262-1711

Keywords

Open Access
Article
Publication date: 26 February 2024

Anne-Charlott Callerstig, Marta Lindvert, Elisabet Carine Ljunggren, Marit Breivik-Meyer, Gry Agnete Alsos and Dag Balkmar

In order to address the gender divide in technology entrepreneurship, we explore how different national contexts impact policies and policy implementation. We investigate how…

Abstract

Purpose

In order to address the gender divide in technology entrepreneurship, we explore how different national contexts impact policies and policy implementation. We investigate how transnational concerns (macro level) about women’s low participation in (technology) entrepreneurship are translated and implemented amongst actors at the meso level (technology incubators) and understood at the micro level (women tech entrepreneurs).

Design/methodology/approach

We adopt gender institutionalism as a theoretical lens to understand what happens in the implementation of gender equality goals in technology entrepreneurship policy. We apply Gains and Lowndes’ (2014) conceptual framework to investigate the gendered character and effects of institutional formation. Four countries represent different levels of gender equality: high (Norway and Sweden), medium (Ireland) and low (Israel). An initial policy document analysis provides the macro level understanding (Heilbrunn et al., 2020). At the meso level, managers of technology business incubators (n = 3–5) in each country were interviewed. At the micro level, 10 female technology entrepreneurs in each country were interviewed. We use an inductive research approach, combined with thematic analysis.

Findings

Policies differ across the four countries, ranging from women-centred approaches to gender mainstreaming. Macro level policies are interpreted and implemented in different ways amongst actors at the meso level, who tend to act in line with given national policies. Actors at the micro level often understand gender equality in ways that reflect their national policies. However, women in all four countries share similar struggles with work-life balance and gendered expectations in relation to family responsibilities.

Originality/value

The contribution of our paper is to (1) entrepreneurship theory by applying gendered institutionalism theory to (tech) entrepreneurship, and (2) our findings clearly show that the gendered context matters for policy implementation.

Details

International Journal of Entrepreneurial Behavior & Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 22 March 2019

Szufang Chuang

Women make up about half of the overall workforce, but they are still underrepresented in higher pay, leadership and senior-level positions. Literature indicated genders are…

1389

Abstract

Purpose

Women make up about half of the overall workforce, but they are still underrepresented in higher pay, leadership and senior-level positions. Literature indicated genders are different in information processing, values, learning styles, behaviors and leadership styles. A customized women-only training program (WOTP) has been implemented cross-disciplinary; yet, the literature has limited discussions on the principle and outcome of WOTP. The purpose of this paper is to explore the purpose, application, challenges, advantages and disadvantages of WOTP.

Design/methodology/approach

Social learning theory was applied to investigate the fundamental principle of WOTP.

Findings

The implication of WOTP to human resource development (HRD) discipline was discussed, and three propositions were created in this paper.

Originality/value

This paper is expected to contribute to adult education and HRD research and practices on promoting gender equality in the workplace and to provoke dialogue about a training strategy – WOTP.

Details

Higher Education, Skills and Work-Based Learning, vol. 9 no. 3
Type: Research Article
ISSN: 2042-3896

Keywords

Article
Publication date: 1 April 1993

Martha A. Reavley and Thomas J. Naughton

Reports on a study which sought to test the impact of gender‐basedtraining experiences on selection decisions. Subjects evaluated thecredentials of a job candidate for a…

Abstract

Reports on a study which sought to test the impact of gender‐based training experiences on selection decisions. Subjects evaluated the credentials of a job candidate for a management position. The training experiences of the three candidates were manipulated so that a third of the applicant materials were described as relating to a female with gender‐based or “women‐only” training; another third of the materials were described as belonging to a female with gender‐neutral training; and a final third were labelled as male with gender‐neutral training. Results suggest that female candidates whose training is not gender based may be viewed more positively because their behaviours appear more consistent with the male socialization view. Discusses the implications of these findings for women in management training and for managerial selection.

Details

Women in Management Review, vol. 8 no. 4
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 1 June 1989

Martha Reavley

The need for special training programmes for women in management isdiscussed. Traditionally, the assumption has been that, in order forwomen to succeed in the firm, they require…

Abstract

The need for special training programmes for women in management is discussed. Traditionally, the assumption has been that, in order for women to succeed in the firm, they require special educational and development opportunities. Prior to undertaking such initiatives, it is suggested that organisations examine the philosophy underlying the demand for special training programmes which focus on assisting women in overcoming “sex‐related deficiencies”.

Details

Journal of Management Development, vol. 8 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 April 1993

Virginia E. Schein

Despite the high interest in work/family issues, little attentionhas been paid to changing the design and structure of managerial work soas to facilitate the work/family…

Abstract

Despite the high interest in work/family issues, little attention has been paid to changing the design and structure of managerial work so as to facilitate the work/family interface. Outdated work designs and unquestioned assumptions about “how things are done” may be a significant barrier to women′s advancement in management. Proposes that human resource management professionals need to examine managerial work from the perspective: “What activities and demands are ′corporate convenient′ and what are job related?” Discusses the implications of challenging corporate convenient requirements.

Details

Women in Management Review, vol. 8 no. 4
Type: Research Article
ISSN: 0964-9425

Keywords

Book part
Publication date: 11 December 2023

Karin Oerlemans, Carlos Alberto Montana-Hoyos and Elke Stracke

This chapter adds to the volume by providing a first-hand account, discussion, and reflection on our experience of coming in as outside “experts” from Australia to develop courses…

Abstract

This chapter adds to the volume by providing a first-hand account, discussion, and reflection on our experience of coming in as outside “experts” from Australia to develop courses for universities in the Middle East and North Africa (MENA) region. This chapter provides a comparative analysis of two cases illustrating and discussing cross-cultural collaborations for curriculum development for an Industrial Design (ID) program and an interdisciplinary design program in the Middle East, namely the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). This chapter aims to provide a better understanding of Quality Assurance (QA) processes and the purpose of curriculum development for employability and entrepreneurship in the MENA region. To meet this aim, we describe the planning processes for the development of the new curricula and the evolution of the programs. We reflect on the differences and similarities of QA frameworks, and their interpretation and use by the universities in the KSA, the UAE, and Australia. We compare the processes and outcomes around specialization versus inter- and transdisciplinarity, as well as around employability in traditional industry versus education for entrepreneurship and future jobs. We observed significant differences between the two recipient MENA countries, and between them and Australia. These related to the understanding and foci of the graduate attributes; the understanding and implementation of course development processes; and the responsibility of provision and oversight of QA oversight in each country. In closing the chapter, we share important learnings through our reflections.

Details

Quality Assurance in Higher Education in the Middle East: Practices and Perspectives
Type: Book
ISBN: 978-1-80262-556-1

Keywords

Article
Publication date: 1 April 1996

EEO and the management of diversity Volume 8 Number 5 of the Journal of Organizational Change Management contains an article by Maria Humphries and Shayne Grice entitled “Equal…

Abstract

EEO and the management of diversity Volume 8 Number 5 of the Journal of Organizational Change Management contains an article by Maria Humphries and Shayne Grice entitled “Equal employment opportunity and the management of diversity: a global discourse of assimilation?”

Details

Equal Opportunities International, vol. 15 no. 4
Type: Research Article
ISSN: 0261-0159

Article
Publication date: 29 June 2010

Muhammad Azam Roomi and Pegram Harrison

The purpose of this paper is to understand the gender‐related challenges of Pakistani women entrepreneurs, to explore these women's particular capacity‐building needs, and to…

2019

Abstract

Purpose

The purpose of this paper is to understand the gender‐related challenges of Pakistani women entrepreneurs, to explore these women's particular capacity‐building needs, and to assess the impact of capacity‐building programs on the establishment and performance of the women's enterprises.

Design/methodology/approach

The paper begins with a review of various theoretical contexts through which to understand women's entrepreneurship in an Islamic socio‐cultural context. From this, the paper derived two working propositions: women in Islamic Pakistan face particular barriers to becoming entrepreneurs; these barriers can be reduced by women‐only training in entrepreneurial competences. These propositions are examined in a three‐part longitudinal process: a field survey to gather information about the training needs of current and potential women entrepreneurs, the design and delivery of a women‐only training module, a follow‐up survey with participants, 18 months later. Subjects and participants were randomly selected, and segmented according to entrepreneurial factors and characteristics.

Findings

Results confirm that the barriers perceived by women entrepreneurs in Islamic Pakistan can be alleviated through women‐only training that allows participants to develop capital and competences. Greater clarity about learning outcomes desired and achieved by women entrepreneurs in an Islamic socio‐cultural context can be a basis for designing improved training and education programmes, with a view to women's economic empowerment.

Practical implications

For women entrepreneurs living in an Islamic society, this analysis has implications for understanding the importance and effectiveness of entrepreneurial training especially in a women‐only setting. For policy makers, it turns the spotlight on the need for creating an environment conducive to female entrepreneurship consistent with socio‐cultural structures and gender asymmetries.

Originality/value

There are no comparable previous data on the learning preferences and outcomes of this particular demographic group.

Details

International Journal of Gender and Entrepreneurship, vol. 2 no. 2
Type: Research Article
ISSN: 1756-6266

Keywords

Article
Publication date: 14 June 2013

Interview by Gareth Bell

The purpose of this paper is to provide an interview with Regina Eckert, Senior Research Associate, Center for Creative Leadership, USA.

559

Abstract

Purpose

The purpose of this paper is to provide an interview with Regina Eckert, Senior Research Associate, Center for Creative Leadership, USA.

Design/methodology/approach

The paper takes the form of an interview.

Findings

In the following interview, Regina Eckert discusses the issues facing women leaders, the negative stereotypes that persist, and the barriers to increased female representation on company boards

Originality/value

Eckert gives advice to aspiring female leaders, recommending women develop greater networking skills to ensure they have the support and visibility to move into more senior roles.

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