Challenges of Female Instructors and Administrative Workers to Ascribe Management Positions in Debre Markos University

Bizualem Lemma Ketema

doi:10.7176/rhss/10-5-02

Abstract

The general objective of the study was to identify the challenges of female instructors and administrative workers to ascribe management positions in Debre Markos University. To achieve the objective of the study from 927total populations who were working in Debre Markos University 280 sample have taken trough simple random sampling method. Primary data were collected through questionnaires from a sample of 280 respondents. Descriptive statistics were used to describe the existing situation of women’s representation in leadership in Debre Markos University and describe the challenges of female instructors and administrative workers to ascribe management positions, from the descriptive result, it has shown that the representation women in leadership position is very low. Finally, it is recommended that; women should have confidence for upward advancements to managerial positions, have motivation and interests towards managerial positions, proactive towards managerial positions and are active in acquiring the necessary leadership skills, believe in their competence and ability on managerial positions. The study of this finding revealed that personal challenges seem to have major challenge as compared to societal and organizational challenges that impede women to ascribe management positions. Keywords: Ascribe management positions, Social challenge, Organizational challenge, Personal challenge, Empowerment, Debre Markos University DOI: 10.7176/RHSS/10-5-02 Publication date: March 31 st 2020

Highlights

Leadership is not a simple process which requires multiple abilities whether assumed by female or male (AlJaradat, M & Khaled M, 2014)
Public institutions are guided by principles of fairness, accountability, justice, equality and non-discrimination, and serves as a model of governance for society which includes the promotion of gender equality and women’s empowerment in the civil service workforce
The United Nations development program report 2014 further stated that the target of a minimum of 30 percent of women in leadership positions, originally endorsed by the United Nations Economic and Social Council (ECOSOC) in 1990 and reaffirmed in the Beijing Platform for Action in 1995, is being approached in many public institutions and even surpassed in some

Summary

Introduction

Leadership is not a simple process which requires multiple abilities whether assumed by female or male (AlJaradat, M & Khaled M, 2014). Instead of being a driving force behind the implementation of internationally-agreed goals on gender equality and human rights standards and principles, in many developed and developing countries, public administration often remains a patriarchal institution, perpetuating gender biased traditions, attitudes and practices women do not yet participate in public administration, especially in leadership and decision-making (UNDP, 2014). E.O (2015) stated that the issue of women on management position is gaining attention globally. The United Nations development program report 2014 further stated that the target of a minimum of 30 percent of women in leadership positions, originally endorsed by the United Nations Economic and Social Council (ECOSOC) in 1990 and reaffirmed in the Beijing Platform for Action in 1995, is being approached in many public institutions and even surpassed in some. While progress is being made in terms of total numbers of women in public administration, both glass ceilings and glass walls continue to present challenges to women’s equal participation in decision-making positions (UNDP, 2014)

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Conclusion