Occupying Management Positions Research Articles

GENDER INEQUALITY OF WOMEN IN EDUCATION OR WHY WOMEN ARE UNDERREPRESENTED IN LEADERSHIP POSITIONS?

The article is devoted to one of the main and topical problems of gender studies, namely, gender inequality of women in education when occupying senior management positions. The following categories are understood by the researchers as management positions in higher education institutions: rector, vice-rectors, president, head or director, who acts within the limits of their powers. Despite the fact that education is one of the most feminized branches of Ukrainian society, the heads of the Ministry of Education and Science of Ukraine according to the Soviet tradition were (with a rare exception to the rule) men. The author analyzes gender differences in the distribution of power in the best higher education institutions of Ukraine according to the consolidated rating. Special attention is paid to the state of gender equality in leadership positions at the Borys Grinchenko Kyiv Metropolitan University. The author believes that one of the main tasks of gender is to find out the factors that prevent women from being active and being elected to leadership positions in institutions of higher education. The author believes that one of the main tasks of gender is to find out the factors that prevent women from being active and being elected to leadership positions in institutions of higher education. The article analyzes the scientific literature, in which the following factors are divided into «availability of offers» and «availability of demand»: «availability of offers» includes the potential readiness of women to occupy management positions in higher education institutions; «availability of demand» includes prejudices of educators regarding the leadership of women in the educational sphere, and in institutions of higher education in particular. The author examines the Gender Equality Index of the World Economic Forum, which contains four dimensions related to the subject of the study: economic opportunities for women in leadership positions; the level of women’s education and its quality; the state of women’s health and the possibility of its recovery; the degree of representation of women in leadership positions in the country. The article proposes ways to solve the situation regarding gender inequality of women in leadership positions in higher education institutions of Ukraine. As a way to improve the state of gender inequality of women in leadership positions in higher education institutions of Ukraine, it is proposed to conduct trainings or shortened courses on gender studies for students, teachers, scientists, senior managers of higher education institutions, which will help women believe in themselves, and the management of higher education institutions recognize the possibility of women’s leadership. In the future, it is planned to continue the development of this topic thanks to the analysis of the state of gender equality of women in the management positions of higher education institutions in the European educational environment and its comparison with the Ukrainian one, as well as the search for positive experience and ways to overcome the existing situation.

Resilience of the Management of Healthcare Providers Caused by the COVID-19 Pandemic

Abstract Health facilities and healthcare providers are responsible for the prevention, treatment and control of diseases and must have an increased capacity for resilience to deal with a crisis regardless of its nature. All medical facilities and healthcare providers in Romania have faced challenges in managing cases of infection with the SARS-CoV-2 virus. The mission of this study was to highlight the main challenges generated by the development of the resilience of health facilities and medical service providers in Romania during the COVID-19 pandemic and to provide concrete solutions to respond correctly to this crisis. This qualitative study was conducted through structured interviews with 45 people occupying management positions within public medical units and private healthcare providers. Study participants were selected using a non-probability sampling technique and thematic review was used to analyze the data.

Empirical evidence of the parent company's influence on spin-off: from creation to performance

Companies to adapt to today's society, characterized by continuous changes, adopt strategies to search for new opportunities, sometimes emerging business models, different from the parent company's business area. If they do not want to diversify their core business, they choose to create a new company that will be independent from the parent company, the spin-off. The aim of this study is to analyze and analyze the parent company's influence on spin-off performance, in terms of motivating factors for creation, transferred resources, relationship type and spin-off performance in the post-spin-off period. To achieve this objective, 31 surveys were analyzed, answered by workers who occupy management positions in spin-off companies in the USA and Canada. The statistical analysis of the data suggests that the concentration of the business area and the maximization of shareholder value are the main reasons for the creation of the spin-off. The most mentioned spin-off challenges are aggressive competition and efficient allocation of efficient resources. One of the characteristics of the spin-off is that it is an independent company, a fact that is not verified in the sample under analysis. However, the spin-off's performance does not change when it becomes independent.

As escolas de saúde do SUS: razões de ser e contribuições

Abstract This article seeks to know the perception of state health secretaries, their professors, and their directors on the contributions of state schools of Public Health to the Brazilian National Health System (SUS). Being a qualitative research, the state health secretaries were interviewed, as well as the directors and professors of these schools. The content of the interviews was analyzed in the light of Bardin’s framework. The contributions of the schools to SUS were highlighted, showing the strategic role they play, emphasizing the provision of professionals trained in these schools and who occupy management positions in the SUS; the technical support offered to municipalities; and the recognition of workers for the work developed by these schools. However, one must note that these institutions face difficulties, especially insufficient financial and human resources. Schools are strategic for SUS, being fundamental instruments to maintain the policy of permanent health education and to qualify the health workforce. The difficulties reported indicate the need to prioritize policies of permanent education and professional qualification aimed at health workers.

ТАЛАНТ-МЕНЕДЖМЕНТ ЯК ФАКТОР ПІДВИЩЕННЯ РІВНЯ РОЗВИТКУ ОРГАНІЗАЦІЇ

The paper examines the essential characteristics of "talent management" as a factor in increasing the level of development of modern organizations. Essential characteristics and main approaches to defining the talent management category are analyzed. Features of the talent management system in modern organizations have been formed. The characteristics of the application of talent management in practice are given. The main mechanisms, methods and approaches to talent management at the enterprise are considered. The study showed that when working with talents, it is necessary to pay attention to the following characteristics: ambitions, which reflect the readiness of the employee to occupy management positions and perform critical roles; the desire to grow and develop; the opportunity to improve skills, knowledge, skills, experience and other essential characteristics; involvement, which shows the desire and ability of the employee to participate in the development of the enterprise and the achievement of the set goals. Scientific approaches to defining the essence of the "talent management" category have been studied. Features of the formation of the enterprise's talent management system are proposed. The characteristics of the application of talent management in practice are given. The main stages of talent management were analyzed and systematized: attraction, development, own management and evaluation of the effectiveness of the talent management system in companies. Scientific approaches to defining the concept of "talent management" have been studied. The main obstacles to introducing the talent management system in modern organizations have been identified. Talented employees are considered a factor in increasing the level of the company's development. The need to attract talent to increase competitiveness in modern international and national markets has been demonstrated. It is noted what influence talents have on the success of the enterprise. The experience of talent retention in the world's leading organizations is given, and an analysis of the talent management system and its impact on the organization is given using advanced analysis and research resources. The practice of attracting talent among the world's leading companies is highlighted.

NOWHERE TO HIDE FOR EXECUTIVES Fourie v FirstRand Bank Ltd (578/2012) [2012] ZASCA 19 (18 September 2012)

The personal liability of managers and executives for damages arising out of fraudulent and reckless conduct of their employees is an emotive and important issue. The prestige that was once associated with holding a position in top management in a company is now overshadowed by the potential of increased personal vulnerability. The case of Fourie v FirstRand Bank Ltd ((578/2012) [2012] ZASCA 119 (18 September 2012)) sends out a strong message to those who occupy management positions and who conduct the affairs of a company in a fraudulent or reckless manner that such conduct will not be tolerated and that should they produce false and misleading financial statements regarding the affairs of their company they run the risk of being held personally liable for any damages that may be incurred. The Supreme Court of Appeal (SCA) stated that any damages that arise from such managers’ fraud or recklessness under section 424 of theCompanies Act 61 of 1973 will be paid by the perpetrators in their personal capacity.

Library leadership: opinions and attributes about Nigerian women academic librarians breaking the glass ceiling

PurposeThe purpose of this study is to investigate the opinions and attributes about Nigerian women librarians breaking the glass ceiling that prevents them from reaching management positions in their respective libraries.Design/methodology/approachDescriptive survey research design was used for the study. Questionnaire was used as the instrument of data collection. The population of the study was 147 librarians at the university libraries of the six federal universities in South-west, Nigeria. Purposive and census sampling techniques were used for the study.FindingsIt was found that the opinions about women librarians occupying management positions in the libraries are negative. Women librarians do not have the required attributes and capability for management positions despite the fact that the extent of their preparedness for management positions is high. The study revealed that there is significant relationship between gender attributes and managerial capability.Originality/valueIt was recommended that there should be abandoning of organisational stereotype that characterises the opinions of librarians which make them think that women librarians are not fit for management positions. Women librarians should develop the attributes and capability that can qualify them for management positions in libraries.

Mujeres en la historia del movimiento de teatros independientes de Buenos Aires: aportes para la historia de La Cortina y el Teatro Espondeo

La práctica teatral independiente, iniciada en Buenos Aires a partir de 1930, trajo aparejados algunos cambios en los tradicionales quehaceres teatrales. Uno de ellos se puede ver en el rol de dirección, que fue cobrando mayor protagonismo. Los objetivos de este trabajo son: 1) abordar las labores de distintas mujeres que llevaron adelante roles de dirección en el movimiento de teatros independientes; 2) rescatarlas del olvido; 3) analizarlas comparativamente,; y 4) vincularlas con sus participaciones dentro de los partidos políticos y de los movimientos de mujeres. En este sentido, llegamos a elaborar la hipótesis de que existe una correlación entre su involucramiento en la lucha feminista y en la posibilidad que tuvieron (y dieron a otras mujeres) de ocupar cargos de dirección.

Estilos de vida de imigrantes e refugiados nos meios de comunicação

Dentre as reportagens sobre a imigração contemporânea para o Brasil, podemos distinguir diferentes grupos estrangeiros a partir do trabalho que eles realizam: um que mostra os chamados trabalhadores estrangeiros “qualificados” que chegam para ocupar postos de direção em multinacionais; outro que se refere aos que trabalham no comércio, administrando seus próprios negócios; um terceiro que apresenta os imigrantes “sem qualificação”; e, por fim, um último que pode ser encarado como o “artista”. Se partimos da premissa de que o papel temático do imigrante é o de um sujeito do trabalho, observamos como esses sentidos ligados ao universo do trabalho são sobredeterminados por outros que misturam classe social e origem nacional. Além dessas questões, desejamos observar como essa divisão dos grupos é valorada positiva e negativamente como uma forma de tentar entender como a sociedade brasileira sanciona os diferentes grupos imigrantes e suas diferentes funções sociais no trabalho. Por fim, veremos ainda como são construídas as imagens do país, um tópico recorrente nessas reportagens. Para alcançar nossos objetivos, recorremos aos postulados da semiótica discursiva, em especial as propostas da sociossemiótica. ---DOI: http://dx.doi.org/10.22409/gragoata.2017n42a865

Women Occupying Management Positions in Top-Level Sport Organizations: a Self-Determination Perspective

Women Occupying Management Positions in Top-Level Sport Organizations: a Self-Determination Perspective

Desarrollo de Sistema Web de Reclutamiento y Selección y de Directivos por Competencias mediante PHP CodeIgniter 3.0

The itinerary of recruitment procedures to occupy management positions, both public and private sectors, is a complex process by the level of completeness required in all its stages, from defining the proper competences for the job to the planning and evaluation of those competences. Under current advances in web technology, the main objective of this article is to describe the practical advantages of the web development tool PHP CodeIgniter 3.0 to give a solution in particular. The System for the Recruitment and Managers Selection SRMS v1.0 is presented, starting from the SRMS requirements and structural design, until the implementation and functioning details. Thus, SRMS v1.0 is a web system that supports the processes of recruitment in recruitment contests under a determined professional profile, as the defined required skills for the job. The use of PHP CodeIgniter 3.0 stands out because it, given a correct analysis of requirements and its logical database model, enables a rapid development of web applications.

Equipe gestora de municípios de pequeno porte na região Norte do Paraná

O objetivo do estudo é identificar a equipe gestora dos municípios de pequeno porte da macrorregião Norte do Paraná. Trata-se de um estudo quantitativo realizado com as equipes de gestão em saúde de 82 municípios de pequeno porte da região Norte do Paraná. Os dados foram coletados por meio de um formulário estruturado contendo variáveis relacionadas ao perfil e atuação da equipe gestora. Os resultados revelaram que houve o predomínio de mulheres ocupando cargos de gestão e que mais de 50% dos membros da equipe gestora situavam-se na faixa etária de 30 a 44 anos e com ensino superior completo. Muitos profissionais que ingressavam nos serviços de saúde já entravam incorporados na equipe gestora. As funções de gestão mais referidas foram as relacionadas à responsabilidade pelos diferentes sistemas de informação, seguida pela regulação de exames e consultas especializadas e a função de planejamento e avaliação das ações e serviços de saúde. Ter uma equipe gestora relativamente jovem, com bom nível de formação pode contribuir para a construção do Sistema Único de Saúde (SUS), desde que esta equipe realize uma gestão que não perpetue uma prática de reprodução de modelo hegemônico centrado na doença e na lógica do mercado.

Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

<p>Framed in Self-determination theory (SDT), the purpose of this research was to examine whether the working environment of women in sport management positions could fulfil or thwart their basic psychological needs (BPN) and to explore the motivations that women managers experience in these positions. Eight female managers of top-level sport organizations participated in semi-structured interviews. Results showed that seven of them reported being in an environment that fulfilled their BPN and experienced autonomous motivation in their job. In contrast, one participant reported working in a context that thwarted her BPN and experienced controlled motivation. We present contextual antecedents that were considered satisfying or thwarting of the BPN of those women enrolled in management positions. Insomuch as BPN satisfaction is expected to be related to autonomous motivation and well-being, the current study provides a first insight regarding how sport organizations could promote women managers’ BPN satisfaction and thus increase their autonomous motivation and well-being in such positions.</p>

Public Healthcare Organizations: Leadership or Management?

This article studies the type of leadership that managers are currently exercising in the Catalan health system in Catalonia. A questionnaire (MQL-5X) was sent to 120 people occupying management positions in healthcare centers and hospitals as well as 14 others who also hold such positions in these healthcare centers and hospitals, were interviewed. The mixed methods research design attests that the Catalan health system is managed through a structure of simultaneous transformational and transactional leadership. However, the efficacy of this system is conditioned purely by the communicative competence that a manager may or may not possess, as the system itself makes no effort to encourage transformational leadership. Transformation leadership inspires positive change, conveys a clear vision and enhances morale, motivation and job performance. It galvanizes a team into changing their expectations and perceptions and motivates them to work towards common goals.

Adaptation and obtainment of evidence for the validity of the “Scale of Perceived Sacrifices Associated with Leaving (the organization)” in the Brazilian context: a study among teachers of basic, technical, and technological education

The most widely-used model in studies of organizational commitment is the three-dimensional model developed by Meyer and Allen in 1991. This model understands the construct as being composed of instrumental, affective, and normative dimensions. However, it has been criticized by researchers who do not view instrumental commitment as related to the concept of commitment, but instead as a possible organizational link. In order to address the conceptual and empirical problems of the instrument, Powell and Meyer perfected the sub-scale of instrumental commitment and recommended that a new scale, named Perceived Sacrifices Associated with Leaving, be used in future research. This article aims to adapt and obtain evidence of the validity of the new scale, and analyze how teachers perceive the sacrifices associated with leaving a Federal Institute of Education, Science, and Technology. The scale has undergone cross-cultural adaptation and the adapted version was applied to teachers. Exploratory Factor Analysis and Confirmatory Factor Analysis were applied, displaying evidence of the validity of the construct for the Brazilian version. The results revealed that teachers agree on the high intensity level of the sacrifices associated with leaving, and that teachers who occupy management positions perceive it to a higher degree than others. The proposed changes in the scale should be evaluated in future research, and other studies are important to confirm the results found.

Family involvement and planning formality of family business

The study focuses on family members who occupy management positions as part of a dominant coalition and advances the concept of family involvement as a ratio between number of family members who oc...

Leadership, clinician managers and a thing called “hybridity”

In many countries leadership theories and leadership development programs in healthcare have been dominated by individualistic and heroic approaches that focus on developing the skills and competencies of health professionals. Alternative approaches have been proffered but mainly in the form of post-heroic and distributed forms of leadership. The notion of "hybridity" has emerged to challenge the assumptions of distributed leadership. The paper seeks to explore how the concept of hybridity can be used to re-theorize leadership in healthcare as it relates to clinician managers (or hybrid-professional managers). The theoretical developments are explored and empirical material is presented from research in Australian public hospitals to support the case for the existence of hybridized forms of leadership in healthcare. The paper discusses whether hybridity needs re-theorizing to adequately account for clinician leadership. It contributes to debates surrounding the role of clinician leadership in healthcare reform particularly in relation to those doctors who occupy management positions at the division or unit levels as distinct to CEOs. The study uses qualitative research, i.e. interactive interviews to present accounts of how healthcare professionals describe leadership. It undertakes both deductive and inductive theme analysis of the interview material. There is support for hybridized configurations of leadership in interview materials of healthcare professionals but other aspects were also noted that cannot be explained by this approach alone. The paper is the first to examine the concept of hybridity in the context of clinician leadership. Many approaches to leadership in healthcare fail to address the complexity of leadership within the ranks of clinician managers and thus are unable to deal adequately with the role of leadership in healthcare reform and change.

Reporting Changes

The Commission on Accreditation of Medical Transport Systems (CAMTS) office receives many inquiries from accredited programs about reporting changes and how certain changes could affect accreditation status. There is a specific policy regarding changes and a specific “Report of Change” form that must be submitted. This form, which can be downloaded from the website, outlines the types of changes that must be reported, as follows: 1.Class I Change — A class I change will have little effect on the overall mission, direction, and operation of the service. A.Change of address B.Change in personnel occupying management positions (please include contact information for new personnel) 2.Class II Change — A class II change has the potential to cause other changes within the service as reflected in the mission, scope of care, or policies, for example, that would alter the service significantly from the service reviewed during accreditation deliberations. A.Deleting a part of the service B.Adding/deleting an aircraft/ambulance or additional aircraft/ambulances C.Adding/deleting a base D.Changing the aviation operator or ambulance vendor E.Changing ownership of the service F.Adding a specialty care team or changing the composition of the specialty team G.Adding night vision goggles as part of the operation 3.Class III Change — A class III change interrupts the service or causes overall differences that would alter the service significantly from the service reviewed during accreditation deliberations. A.Deleting a part of the service or contracting with an outside agency to provide these services B.Merging with another service C.Changing the mission statement or scope of care D.Expanding into fixed wing or rotor wing that did not exist at the time of the site visit E.Adding a ground interfacility service F.Changing the composition of the regularly scheduled team G.An accident or incident that resulted in substantial damage to the aircraft or vehicle or injuries to personnel or passengers H.A legal settlement against the service regarding a trans-port or patient care issue 4.Change Not Specifically Listed— A change that is not specifically listed in the above examples. Changes must be submitted using this form within 30 days of the effective date of that change. Fees may be incurred with class II ($250 fee) and class III ($500 fee) changes. After a Report of Change form is submitted to CAMTS, the program will receive correspondence that may request additional information or, in some cases, may involve scheduling a supplemental site visit, such as when adding a base or contracting with a different vendor for aviation or ground services. Scheduling a supplemental site visit depends on when the next site visit for reaccreditation will occur. For example, if a program's certification expires in a year or less, a supplemental visit may not be necessary because a site visit for reaccreditation would be imminent. The only class II change that requires a supplemental visit is to follow up on a fatal accident. In that case, the program will be asked to submit an accident report along with a root cause analysis, and a supplemental visit will be scheduled within 6 months of the accident. With each change, files must be updated in our database so that we have current and correct information. A class II or class III change results in follow-up and decisions by the CAMTS board and creates additional work for the CAMTS staff and review by board members. The executive board processes approximately 10 to 15 Report of Change reports each time we meet, and this number has been steadily increasing. As evident by the number of changes, medical transport services are constantly challenged to provide a cost-effective service and maintain quality of patient care and safety.

Do Women Want to Break the Glass Ceiling?A Study of their Career Orientations and Gender Identity in The Netherlands

Career orientations, career success and perceived self-efficacy of women employees in relation to their gender identity were studied. It was hypothesized that gender identity is related to career orientations such that women with a masculine gender identity strive for more upward mobility as compared to women with a feminine gender identity, whereas the latter strive more for balancing work and private life. A masculine gender identity was furthermore predicted to be positively related to career success in terms of income and hierarchical position. Finally it was expected that women with a feminine gender identity, in comparison to those with a masculine gender identity, express a lower self-efficacy with respect to stereotypical male and gender-neutral tasks and equal self-efficacy with respect to stereotypical feminine tasks. To test the hypotheses, a questionnaire was distributed among women working for a large multinational corporation. The results provided support for the first two hypotheses. Mixed support was obtained for the third hypothesis. Key words: Gender Identity, Career Orientations Introduction Many women have entered the labor market and occupy management positions. Only sporadically however do they reach top management and/or board positions. The phenomenon called the 'glass ceiling' (Morrison/White/Van Velsor 1987) still exists in many western countries (Powell 1999), including The Netherlands (Sociaal Cultureel Planbureau 2000). Several explanations for this phenomenon have been offered. Human capital theory for instance, states that shortcomings on the part of women (education, experience) make them less suitable for top positions. Other explanations refer to stereotyping and prejudice, the existence of a dual labor market, and, the career orientations of women themselves. This study focuses on women's career orientations. Its aim is to obtain a better understanding of women's career orientations by testing relationships between gender identity, career orientations and career success.'Career orientation' can be described as an individual's preferences, values and ideas concerning his or her career; it refers to one's career goals and ideals and the priority they have in one's life as well as the rank ordering among different goals. Derr (1988) distinguished five career types, namely, 'getting ahead', where reaching the top is dominant, 'getting secure', where security and predictability are key in one's career choices, 'getting free', for those who value autonomy, 'getting high', representing striving for challenging work and self-realization, and finally, 'getting balanced', where the balance between work and private life is central. Family concerns are likely to have a stronger impact on women's career choices than on those of men. Based on an extensive literature study with which she tries to understand the implications of gender-based differences rather than their causes, Gallos (1995) reasons that relationships, attachment and caring are central to the lives of women. Therefore, their career choices are more likely to make an integration between work and family possible, i.e. balancing the demands posed by both. For men, independence, autonomy and centrality of work in their lives are more characteristic. Upward mobility for men is a more important career goal than for women. Several studies indeed show that women's career preferences are less aligned with 'getting ahead' than those of men (Manhardt 1972; Taillieu 1994, Power/Butterfield 2003). The current study addresses the career orientations of women, but, instead of studying sex differences, we will focus on gender identity and its relationship to career orientations and career success. Sex refers to the categories of 'male' and 'female', whereas the term gender is used to express how individuals perceive or define themselves or are perceived by others (Deaux 1985). In other words, 'sex' is a biological term and 'gender' a psychological and cultural one (Oakley 1972: 158). …

Clinical Nutrition and Foodservice Personnel in Teaching Hospitals have Different Perceptions of Total Quality Management Performance

Objective To investigate the perceived total quality management (TQM) performance of their department by clinical nutrition managers and dietitians, and foodservice managers and supervisors, in hospital food and nutrition service departments.Design Using a 2-part questionnaire containing items about 3 constructs of TQM performance and demographic characteristics, participants rated their perceptions of TQM performance.Subjects Employees in 7 Council of Teaching Hospitals. Of the 128 possible respondents, 73 (57%) completed the study.Statistical analyses performed Correlation analysis to identify relationships between demographic characteristics and TQM performance. Analysis of variance to investigate statistical differences among hospitals and between subject groups and types of employment positions.Results Three TQM constructs—organization, information, and quality management—were evaluated. The clinical nutrition manager and dietitian group had mean ratings between 3.1 and 4.7 (5-point Likert scale); the foodservice manager and supervisor group had mean ratings from 2.7 to 4.0. Education level was significantly correlated (r=0.44) to performance of employee training in the clinical nutrition group. The number of employees directly supervised was negatively correlated (r=−0.21) to the performance of employee training in the foodservice group.Applications As the dynamic roles of dietitians change, many dietitians will occupy management positions in organizations such as restaurants, health food stores, food processing/distribution companies, and schools. This study demonstrates how a TQM survey instrument could be applied to clinical nutrition and foodservice settings. Dietitians will need to assess TQM in their workplace facilities, especially because of the direct links of TQM to productivity and client satisfaction. J Am Diet Assoc. 2000;100:1044-1049.