Suchergebnisse

The research study is a case analysis on women executives in the different government organizations in the province of Siquijor, Central Visayas, Philippines. Specifically it elaborated on the personal, professional and family background of the women executives, their successes and failures and the facilitating factors and characteristics that led to their success. The research is a qualitative descriptive research using the case study method. In this type of research, the data was gathered through observations, questionnaires, and interviews and focused group discussion. A narrative was developed, integrated and summarized focusing on issues and concerns about the women respondents. The subjects of the study were the six (6) women executives and administrators in the six (6) government offices or agencies in the province of Siquijor. The researcher personally identified these women respondents whose success stories gave inspirations to many women in the community. The researcher employed the use of questionnaire, interview schedule, focused interview with the aid of a recorder, observations to document life histories of the respondents and focused-group discussion. The study revealed that 83 percent or five out of six respondents are married having one to four children. It also showed that sixty percent or four out six respondents are second-born children coming from small families and all of them are licensed professionals and passers of government examinations. Furthermore, the study revealed that the women's self-concept and perception evolved from the various positive and negative personal and professional experiences. All of them showed a positive self-concept despite frustrating and humiliating episodes at some point in their lives. All the women executives share similar facilitating factors and characteristics like intelligence, hard work, patience, honesty and faith in God and possess positive personal qualities and attitudes which are vital driving forces which led them to be successful in life.

In the last few years, the number of women holding executive positions in India has greatly increased. The question that arises is how much commitment they have to their work in the face of their responsibilities to husband, home and children. A study made of 325 women executives in Ludhiana and Chandigarh revealed a significant relationship between marital status, salary drawn, age, work experience and job commitment. In many of these factors, the attitudes of the women were hardly different from those of men — a considerable change from the situation that previously prevailed both in India and the West.

Turnover, career interruptions, and plateauing are expensive for corporations trying to stay ahead. Unfortunately for businesses today, women with executive potential are leaving, interrupting, or plateauing their careers, thereby increasing the costs for corporate America. The money companies invest in recruitment, training, and development is more likely to be lost when these women leave, take time off, or stop short of full executive potential. It is important that employers learn the right lesson from all the studies now being conducted. Specifically, the return on investments in hiring, training, and keeping women executives can be increased by implementing certain practices and policies. Due to changes in demographic trends, corporations must become responsive to the needs of the women that they employ if they are to have the best and brightest of all those entering the work force.

While recent studies find a strong association between the share of women in elected office and lower levels of corruption, we know less about if women in executive office cause reductions in corruption levels, and if such effects last over time. This study suggests that women mayors reduce corruption levels, but that the beneficial effect may be weakened over time. Using both regression discontinuity and first difference designs with newly collected data on French municipal elections combined with corruption risk data on close to all municipal contracts awarded between 2005 and 2016, we show that women mayors reduce corruption risks. However, newly elected women mayors drive the results, while gender differences are negligible in municipalities where women mayors are re elected. Our results can be interpreted as providing support for marginalization theories, but also suggest that the women that adapt to corrupt networks survive in office.

The wrenching decision facing successful women who must choose between demanding careers and intensive family lives has been the subject of many articles and books, most of which propose strategies for resolving the dilemma. Competing Devotions focuses on broader social and cultural forces that create women's identities and shape their understanding of what makes life worth living. Mary Blair-Loy examines the career paths of women financial executives who have tried various approaches to balancing career and family. These mavericks, who face great resistance but are aided by new ideological and material resources that come with historical change, may eventually redefine both the nuclear family and the capitalist firm in ways that reduce work-family conflict.Table of Contents: Introduction 1 The Devotion to Work Schema 2 The Devotion to Family Schema 3 Reinventing Schemas: Creating Part-Time Careers 4 Reinventing Schemas: Family Life among Full-Time Executive Women 5 Turning Points 6 Implications Appendix: Methods and Data Notes References Acknowledgments Index Many professional women intuit that male colleagues whose spouse handle for them the details of everyday life are favored in the workplace. Blair-Loy confirms this intuition and shows us how it happens. She captures how the cultural schemas of "family devotion" and "work devotion" contribute to the reproduction of gender inequality, and how meeting the demands of a husband's job and other people's needs push professional women to progressively abandon their work to take care of others. Her analysis also gives us hope by comparing the fate of pre and post-baby boomers. This is both an important scholarly contribution and a book that will help readers think differently about their lives. It should be required reading for professional women who aspire to maintain multidimensional lives.--Mich'le Lamont, author of The Dignity of Working Men: Morality and the Boundaries of Race, Class, and ImmigrationThis is a fascinating book with an important message. Blair-Loy's findings are surprising. She challenges conventional viewpoints. She is on to something really new when she writes about not only the interplay between cultural norms and individual actions (and institutional structures) but on the cultural schemas that evoke deep emotional resonances. An outstanding book.--Cynthia Fuchs-Epstein, author of Deceptive Distinctions: Sex, Gender and the Social OrderMary Blair-Loy's book transcends old debates about work and family by examining the women who have beaten the odds and risen to the top. Her detailed examination of careers and strategies perfectly complements her subtle analysis of the schemas and visions these women have for their lives. Blair-Loy has given us not only a splendid view into a little known world, but also a new way of understanding the dynamic interplay of work and family. Looking beyond the static conflict we have studied so much, she shows how creative women put traditional schemas of family and work into a mutual transformation to build for themselves a new and more livable world.--Andrew Abbott, author of Time Matters

Around the world employment of women on an equal bases allows companies, industries and countries to make better use of the available talent pool, generally with potential growth implication. In Japan, since 2013, Prime Minister Shinzo Abe has been a ceaseless advocate for the increase in the number of female employees for the revival of the economy, and many governmental programs in support of working women have been put in place. However, the traditional Japanese management systems of lifetime employment, enterprise unions, seniority systems, together with a group-oriented and risk-adverse orientation make things change slowly. In Romania, the second country analyzed in this article, women entrepreneurs also face professional stereotypes, difficulties in getting specific jobs, traditional prejudices and a collective mentality related to women's place in society. This article explores and compares how Romanian and Japanese cultures, societies, and economies have either encouraged, or discouraged, the growth of female entrepreneurship on their own territories, and analyzes how the best emerging female executives can be supported in the future in order to maximize their potential. The analysis is based on the data provided by OECD, the World Bank, the Global entrepreneurship monitor, Japan statistics, the legislations of the two countries and the literature related to the two social environments. The findings indicate that although there are many similarities between the two countries, the percentage of female executives in Japan is much smaller than the one in Romania. This is due to the fact that Japan, with all the governmental programs in action, for the moment, still has a stricter social and work environment, a weaker maternity and childcare legislation and a higher gender gap.