scholarly journals Analysing the empowerment of women leadership : a case of the Durban University of Technology

2016 ◽  
Author(s):  
◽  
Akhona Denisia Ngcobo
Keyword(s):  
Higher Education ◽  
Target Population ◽  
Female Leaders ◽  
Leadership Positions ◽  
Women Leadership ◽  
Staff Members ◽  
Leadership Management ◽  
University Of Technology ◽  
Gender Based ◽  
Gender Based Leadership

The purpose of the study was to explore the empowerment of women leadership, focusing on the Durban University of Technology. Statistics around the world have highlighted that women are under-represented in decision-making positions, with a specific focus on the academic sector; this study aims to review these statistics and establish which barriers prevent females from progressing to leadership positions. The target population was comprised of staff members from the Durban University of Technology and ranged from leadership, management, and lecturing, to entry-level employees. The technique of probability sampling was chosen in this research, with a sample size of 100 participants drawn from the population. Questionnaires were designed with both closed-ended and some open-ended questions, and were personally administered to all campuses of the Durban University of Technology, namely Ritson Campus, Steve Biko Campus, ML Sultan Campus, City Campus, Indumiso Campus and Riverside Campus. This study revealed that, although women are still under-represented in Higher Education, there are efforts being made to bridge this gap. This study found female leaders more productive than male counterparts at the Durban University and are able to run their department smoothly and efficiently. The study also found that there are internal respondents agreed that there are hidden difficulties in their department that women face and prevent them from moving into higher positions. Additionally, the study found that there are programs at the Durban University that empower women into leadership. This study contributes to knowledge of gender-based leadership and female empowerment into leadership positions, in the higher education sector.

Gender-Based Leadership Barriers

2017 ◽  
pp. 244-258 ◽  
Author(s):  
Valerie A. Storey ◽  
Amanda K. Anthony ◽  
Parveen Wahid
Keyword(s):  
Higher Education ◽  
Female Faculty ◽  
Leadership Positions ◽  
Gender Based ◽  
Gender Based Leadership

This chapter identifies gender-based leadership barriers according to socio-historical, institutional, and interactional factors that may be external and internal to universities, yet influence women's advancement in the context of higher education. The review suggests problems of under-representation of female faculty leaders in higher education derives from stereotypes attached to women regarding their lack of capacity to hold leadership positions and, consequentially, barriers to navigate the perceived masculine world of leadership. We conclude with contemporary evidence-practices scholars have put forth for addressing gender-based leadership barriers.

What Does It Mean to Be a “Woman Leader” in Academia?

2020 ◽  
pp. 210-235
Author(s):  
Berrin Yanıkkaya
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Academic Leadership ◽  
Leadership Positions ◽  
Management Positions ◽  
Civil Status ◽  
Pay Differences ◽  
Gender Based ◽  
Globalized World ◽  
Woman Leader

This chapter seeks to determine how patriarchy and capitalism together work to oppress women in academic leadership positions. In today's globalized world, higher education institutions, both state and private, either have strong ties with the corporate world or are run as if they are corporations themselves. Women who work their way up to management positions in academia are forced to accommodate patriarchal and capitalist ways of leading, which undervalue democratic processes such as getting legitimacy from people and deliberation, as well as other ways of “doing things” or “leading” differently. This study aims to discuss the multi-layered forms of gender-based discrimination in regard to civil status, age, ethnicity, class, and pay differences in academic leadership positions.

Student Participation in Quality Assurance Processes of HEIs the Omani Context

2022 ◽  
pp. 286-305
Author(s):  
Nithya Ramachandran ◽  
Habiba Mohammed Al-Mughairi ◽  
Abdallah Khalfan Al-Azri
Keyword(s):  
Applied Sciences ◽  
Higher Education ◽  
Quality Assurance ◽  
Vital Role ◽  
Time Constraints ◽  
Interview Schedule ◽  
Staff Members ◽  
University Of Technology ◽  
Academic Researchers

Quality assurance and accreditation are the most pronounced words in the education sector. Quality culture involves all stakeholders in the process. Students who are the major stakeholders play a vital role in the QA process of an institution. The role of students in QA process in Oman context has been covered by conducting interviews from both students and staff members. The current study has been conducted on all the 13 branches of University of Technology and Applied Sciences. An online interview schedule was arranged with five students and two staff members from each branch. The list of students and staff was collected from the quality assurance department of UTAS branches. The results of the study showed that students are actively participating in various programs. The main hindrances to student involvement are low awareness about QA processes, time constraints, and low student representation towards QA processes. The implication of this research is important for HEIs, OAAA, academic researchers, and higher education stakeholders.

What Does It Mean to Be a “Woman Leader” in Academia?

2021 ◽  
pp. 227-244
Author(s):  
Berrin Yanıkkaya
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Academic Leadership ◽  
Leadership Positions ◽  
Management Positions ◽  
Civil Status ◽  
Pay Differences ◽  
Gender Based ◽  
Globalized World ◽  
Woman Leader

This chapter seeks to determine how patriarchy and capitalism together work to oppress women in academic leadership positions. In today's globalized world, higher education institutions, both state and private, either have strong ties with the corporate world or are run as if they are corporations themselves. Women who work their way up to management positions in academia are forced to accommodate patriarchal and capitalist ways of leading, which undervalue democratic processes such as getting legitimacy from people and deliberation, as well as other ways of “doing things” or “leading” differently. This study aims to discuss the multi-layered forms of gender-based discrimination in regard to civil status, age, ethnicity, class, and pay differences in academic leadership positions.

scholarly journals Measuring the perceptions of physical environment comfort on office employees' performance : a case study at the Durban University of Technology, South Africa

2021 ◽  
Author(s):  
◽  
Jabulani Samuel Mhlanga
Keyword(s):  
Physical Environment ◽  
Employee Performance ◽  
Target Population ◽  
Administrative Staff ◽  
Staff Members ◽  
University Of Technology ◽  
Improved Performance ◽  
Physical Elements ◽  
Office Employees

In a dynamic world of office environment where the office is continually changing, there has been a huge need for addressing physical environment comfort of employees to improve their performance, while retaining a happy and healthy workforce. It is against this backdrop that the study was carried out to measure the perceptions of physical environment comfort on employee performance at Durban University of Technology (DUT). A model of office physical elements was used as a conceptual framework to highlight physical environment comfort elements that affects employee performance. The objectives of the study were to measure perceptions of physical environment comfort on employee performance, as well as identify the relationship between physical environment comfort and employee performance. This research adopted a mixed method approach, using the DUT as a case study, with questionnaires and interviews employed as data collection instruments. The target population comprised 81 administrative staff members, including six interviewees who were Head of Departments (HoDs) based at all six DUT campuses. The findings generally indicated a high agreement level with regard to the role of office furniture’s comfort, favourable temperature, good office design and welcoming colours as important in increasing their performance. There were, however, divisions and high disagreements where office furniture’s flexibility is concerned in addition to the strain it caused. Moreover, the amount of noise across offices was found to be quite distracting. It was concluded that the academic administrative staff generally expressed positive perceptions on the importance of physical environment comfort for office employee performance, echoed by the interviewed HoDs. In conclusion, office employees and HoDs expressed positive perceptions on the importance of physical environment comfort for improved performance. This makes it critical for DUT management to address areas of weakness on physical environment comfort for improved productivity.

Is There a Female Leadership Advantage?

2020 ◽  
Author(s):  
Lynn R. Offermann ◽  
Kira Foley
Keyword(s):  
Women Workers ◽  
Gender Discrimination ◽  
Female Leadership ◽  
Female Leaders ◽  
Leadership Positions ◽  
Diverse Workforce ◽  
Private And Public ◽  
Organizational Work ◽  
Gender Based ◽  
And Gender

Women have historically been underrepresented in leadership positions across private and public organizations around the globe. Gender inequality and gender discrimination remain very real challenges for women workers in general, and especially so for women striving for leadership positions. Yet organizational research suggests that female leaders may bring a unique constellation of leadership-related traits, attributes, and behaviors to the workplace that may provide advantages to their organizations. Specific cultural and organizational work contexts may facilitate or inhibit a female leadership advantage. Reaping the benefits of female leadership relies on an organization’s ability to combat the numerous barriers female leaders face that male leaders often do not, including gender-based discrimination, implicit bias, and unfair performance evaluations. Despite these challenges, the literature suggests that a reasoned consideration of the positive aspects of women’s leadership is not only warranted but is instructive for organizations hoping to reap the benefits of a diverse workforce.

Ladies Leading Ladies Who Lead Ladies

2021 ◽  
pp. 1-14
Author(s):  
Ashley Gambino ◽  
Rachel Flemming
Keyword(s):  
Higher Education ◽  
Women Leaders ◽  
Psychosocial Support ◽  
Work Life ◽  
Personal Perspective ◽  
Female Leaders ◽  
Leadership Positions ◽  
Life Balance ◽  
Global Crisis ◽  
Extant Literature

During the COVID-19 pandemic, women in academic leadership positions were faced with an unprecedented career challenge. While data previously existed to show that female leaders face an uphill battle in obtaining promotions, tenure, and leaderships positions within academia, the COVID-19 crisis that ensued within higher education created an unstable work-life balance, inequitable work expectations, and a need for increased psychosocial support for these already disadvantaged leaders. This chapter will explore the power and challenge of women mentoring other women in the midst of a global crisis. Using a personal perspective from a mentor and mentee, the authors will comment on current and extant literature on the challenges facing women leaders in academia.

scholarly journals Queen Bee Syndrome a Part of Sexual Politics or another Gendered Stereotype

2021 ◽  
Vol 7 (4) ◽  
Author(s):  
Ramish Mufti ◽  
Amani Moazzam ◽  
Abdul Basit
Keyword(s):  
Women Leaders ◽  
Design Methodology ◽  
Banking Sector ◽  
Sexual Politics ◽  
Female Leaders ◽  
Staff Members ◽  
Participation Of Women ◽  
Qualitative Research Methodology ◽  
Clear Insight ◽  
Gender Based

Purpose: The aim of the study is to explore the queen bee stereotype in the financial institutions running its operations in Pakistan since there has been seen an increase in the trend of participation of women in the commercial banks. Design/Methodology/Approach: Using a qualitative research methodology, the lived experiences of the female at leadership position and their subordinates are explored; by recognizing the factors of phenomena of queen bee syndrome as well as the sexual politics prevalent in the banking industry. Findings: The results highlighted that the phenomena of queen bee is a gender based stereotype along with being a part of the sexual politics which is taking place in the banking sector since it is a sector having domination of male. The study also found that there is female to female acceptance and female leaders help their fellow women to grow in the banking sector. Implications/Originality/Value: The study is beneficial to all the stakeholders and provides a clear insight about the predominant dynamics in females working in the same organization but at different position which results in eliminating the perpetuation of biases within female staff members regarding the women leaders.

Mentoring Female Leaders at Multiple Levels in One Higher Education Institution

2019 ◽  
pp. 20-28
Author(s):  
Meagan Moreland ◽  
Tobi Thompson
Keyword(s):  
Higher Education ◽  
Education Institution ◽  
Mentoring Programs ◽  
Female Leaders ◽  
Leadership Positions ◽  
Higher Education Institution ◽  
Multiple Levels

This chapter includes a case study of female leaders in one higher education institution where there are more female leaders than male leaders. The authors seek to explain the mentoring involved to develop the female leaders of this institution. The objective of this chapter is to determine what types of mentoring takes place for women interested in leadership positions. The purpose is to make those mentoring programs, whether formal or informal, more available to any female interested in seeking a position of leadership.

scholarly journals Academic staff perceptions of empowerment training programmes initiated by Durban University of Technology

2018 ◽  
Author(s):  
◽  
Bingwa Luyanda Loraine
Keyword(s):  
Higher Education ◽  
Staff Development ◽  
Academic Staff ◽  
Staff Members ◽  
University Of Technology ◽  
Routine Tasks ◽  
Correct Application ◽  
Education Academic ◽  
Training Programmes

Higher education in South Africa underwent a significant change during the last decade. Lecturers may not be necessarily equipped to face all the changes that are a result of changes faced by higher education. Academic staff needs to be trained so as to strengthen their teaching competencies. Training serves as an opportunity to upgrade their qualifications. Without training, it would be challenging for academics to perform their core activities. The problem that arises is that the type of routine tasks typical of the functions of academic staff does not require only training in the form of coaching but also learning in the form of gaining knowledge and competence within the academic disciplinary context. However, hands-on training seems to be the crucial component that will ensure the correct application of routine procedures. The purpose of this study was to identify the academic staff perception of empowerment programmes initiated by the Durban University of Technology (DUT), and the challenges involved in successfully empowering staff. This study also identified problems encountered during academic staff development process and further investigated if the academic staff were provided with reasonable opportunity to participate. In this study, a quantitative approach was used, and data was collected from academic staff, comprising of professors, head of departments, senior lecturers, lecturers and junior lecturers of the Durban University of Technology. A sample size of 132 was drawn from the population. Questionnaires were designed with both closed and open-ended questions, and were personally administered by the researcher to all academic staff members in all faculties of the Durban University of Technology. Analysis of data revealed that the University provide academic staff with sufficient and relevant training however staff felt that they should be included in the planning of these programmes. Furthermore there was a need for follow-up to evaluate effectiveness of the training programmes and if they served the purpose for which they were intended to. This study, therefore, recommended that respective faculties should involve their staff members in planning, and that a follow-up be conducted after completion of training.

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