Coaching in Introvision für weibliche Nachwuchsführungskr?fte: Erste Ergebnisse

Besides external factors certain thoughts and emotions also constitute a difficulty for women??s career advancement competence. How these thoughts form mental blockades when clumping together and how they limit women??s freedom of action and career advancement is illustrated by the research study ??mental blockades??. This study was part of the integrated research project ??Aufstiegskompetenz von Frauen??Entwicklungspotenziale und Hindernisse??. The results show that mental blockades of female executives can be reduced with the help of introvision coaching.     

Women’s career development in an Arab Middle Eastern context

This study examines women’s perspectives on requirements for enabling their access to senior leadership roles in the under-researched context of the Arab Middle East. It draws on an approach that utilizes qualitative, in-depth, semi-structured interviews with academic women working in Saudi Arabia higher education. The findings of this study reveal several culturally responsive strategies for supporting the advancement of women into leading positions within higher education. Also, the study demonstrates how women in Saudi higher education learn to resist patriarchal power structures and gender discrimination, and to develop their own strategies for negotiating those issues. In addition, the results provide evidence of the academy’s importance as an institution that works collaboratively with the government to develop women’s careers. The originality of this paper is its contribution to the limited knowledge that currently exists on women’s career development in the Arab Middle Eastern context. This study also will benefit human resource departments and human resource development practitioners with knowledge regarding the intertwining of social forces with university practices, and gender-related issues, which in turn affect women’s positions in the academy. Additionally, the study suggests that human resource development practitioners should establish policies and practices with respect to gender-related equity issues that could have a positive impact on wider national human resource development systems, and potentially open more opportunities for positive career development for women.     

The relative career advancement of men and women engineers in the United States

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

A dual signal model of pride displays in organizations

Pride is often felt in the work context, but should it be shown to others? Pride displays communicate one’s own success and status, but can show a lack of interpersonal sensitivity. This double-edged nature of pride is not fully understood in organizational contexts; we do not know under what conditions pride displays are beneficial, or detrimental, to career advancement, team dynamics, and leader influence. In this article we integrate signaling theory with sensory habituation and sensitization concepts to develop a new contextualized model of pride at work. Specifically, we propose that pride displays are signals for two primary social judgments that have important implications for organizations: competence and warmth. We make the case that, while pride display under conditions of information asymmetry (lack of information about the sender) signals competence, repeated displays hasten habituation to that signal and instead foster sensitization to a (low) interpersonal warmth signal. Furthermore, additional characteristics of the sender, receiver and audience determine the signaling of these two social judgments from pride. This model advances theory by contextualizing the social function of pride, and suggests new research directions for emotion regulation, impression management, and the rise and fall in social hierarchies, with implications for newcomers, teamwork, and leadership in today’s workplace.     

The relative career advancement of men and women engineers in the United States

Abstract

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

Claiming authority: How women explain their ascent to top business leadership positions

Career stories of 50 female executives from major corporations and high-growth entrepreneurial ventures suggest two alternative accounts of how women legitimize their claims to top leadership positions: navigating and pioneering. In navigating accounts, the women legitimized their claims to top authority positions by following well institutionalized paths of career advancement (e.g., high performance in line jobs) and self-advocating with the gatekeepers of the social hierarchy (e.g., bosses, investors). In pioneering accounts, the women articulated a strategic vision and cultivated a community of support and followership around their strategic ideas and leadership. The career stories suggested that, when the women's authority claims were not validated, they engaged in narrative identity work to revise their aspirations and legitimization strategies. Sometimes narrative identity work motivated women to shift from one type of account to another, particularly from navigating to pioneering. Based on inductive analyses of these 50 career stories, I propose a process model of how women legitimize their claims to top leadership positions by recursively resetting career accounts as authority claims succeed or fail.     

How displaying empathic concern may differentially predict career derailment potential for women and men leaders in Australia

Past research notes the importance of emotions in the workplace. Much less is known about the role that empathic concern, an affect-laden construct, plays in predicting a leader's career advancement using measures of one's upward mobility, such as career derailment potential. Data provided by practicing managers in Australia show that leaders who displayed behaviors that convey empathic concern receive lower ratings of career derailment potential. We also found that gender was a statistically significant moderator of these relationships. With boss rating of derailment potential as the outcome, the negative relationship between empathic concern and derailment potential was statistically significant for women only. With peer ratings of derailment potential as the outcome, the negative relationship between empathic concern and derailment potential was stronger for women than men. Theoretical and practical implications are discussed.     

Key Issues in Women’s Representation in Bureaucracy: Lessons from South Asia

This paper discusses the position of women in the civil services in South Asia (India, Pakistan, and Bangladesh). The majority of women are in lower level positions. It is rare to find women in higher and mid-level positions and in professional and administrative occupations. Despite constitutional guarantees and other governmental initiatives to remove gender discrimination from the civil services of these countries, women continue to fight against a variety of odds to attain career success. The objective of this paper is to make a comparative analysis of the factors accounting for the successful advancement of women in top positions in the civil services of these three countries, and to analyse factors that may impede women from making more progress. A cultural approach has been adopted in this study, emphasizing that the social contexts within which institutions operate shape the manner in which institutions behave and act. Based on extensive field work, the study maps female civil servants’ opinions on a number of factors that impede their career prospects in the civil service. In the conclusion, some policy recommendations are made as a way to address the issue.     

Hilfe zur Selbsthilfe im betrieblichen Alltag von Frauen

Support of self-support in the workplace of women. Examples of the work of the gender equality unit of the City of Munich The structures of organizations and of co-operation in the workplace are gendered. To plan successfully their career advancement, women should analyze the gendered framework of their workplace and include the facts in their strategic considerations. Women who visit the gender equality unit of the City of Munich with problems in the workplace are oriented in this direction. This paper gives a short introduction in the idea of counselling. The implementation is illustrated by four examples. Case work is complementary to a strategic approach developing employment equality for women.     

Getting Together to Get Ahead: The Impact of Social Structure on Women's Networking

This paper examines the impact of socio‐structural variables (i.e. perceptions of permeability, stability and legitimacy of intergroup relations) on the extent to which professional women perceive a women's network as a collective strategy for status enhancement. A survey among network members (n=166) suggests that the extent to which women support and consider a network to benefit women as a collective is dependent on perceptions of whether individual mobility is possible (permeability of group boundaries) and beliefs that organizational conditions will improve for women in the future (stability of conditions for women). Specifically, the network is less likely to be perceived as a collective vehicle for change when individual advancement is possible (because intergroup boundaries are perceived as permeable) and status improvement in the future is unlikely. However, regardless of beliefs about the future, when female participants perceive that many barriers to individual advancement exist (due to the impermeability of intergroup boundaries), the network is considered in more collective terms presumably because the only way to challenge the status quo is through a collective effort. The practical implications for organizations that wish to or have established a women's network are discussed.     

Competence and Competitive Advantage: Towards a Dynamic Model

Over the last ten years the concept of ‘competence’ has emerged as a central concept for competitive strategy. Several rich theoretical streams have contributed an extensive array of frameworks, definitions and papers using the concept. There is now a need to integrate these many contributions. Indeed, some of the frustration expressed recently by academics may be due to the large volume of conversation and the low level of integration. A concept that is considered so useful that many writers have incorporated it in their work will be of little value if it takes on different meanings for every use. If competence is to be used to explain relationships among variables and to build richer understandings of the roots of competitive advantage, then the field needs to engage in a serious conversation that attempts to focus this concept. Competence needs to be understood in a way that is faithful to its theoretical roots, allows the multiple dimensions that underpin competitive advantage to be meaningfully integrated and is specific enough that meaningful differences can emerge when used as a variable in empirical research. This paper seeks to begin a conversation toward that end by presenting a conceptualization that meets all of these requirements. The paper builds its conceptualization around satisfying the elements of a dynamic model of the relationship between competence and competitive advantage.     

Career patterns of top managers in Europe: Signs of further globalisation?

Investigating career patterns of top managers has been a prominent topic in European Management Journal (EMJ) since the 1990s. Our article contributes to ongoing debates about national differences in top managers' career patterns between European countries. An open question is whether globalisation processes may have challenged the existence of specific career patterns and whether they may have transformed the profiles of business elites in Europe. Our article uses recent data from four European countries (France, Germany, Switzerland and the UK), collected in a way similar to an EMJ article published in 2013, with the objective to assess potential developments that have taken place over the last decade. Some of the major changes relate to the growing relevance of business school degrees or certificates (such as MBA degrees), a higher proportion of non-nationals and women on boards, more managers with international experience and an increasing number of top managers with a prior career with auditing or consulting firms. The article provides not only new empirical insights, but also a review of the key characteristics of top managers’ careers, some methodological reflections on cross-national comparison and new research avenues at the cross-roads of career literature and upper echelons literature. By shedding light on the career patterns of key decision-makers in large European firms, the article offers new insights for researchers, educators and managers alike.     

Those Glass Chains that Bind You: How British Muslim Women Professionals Experience Career,Faith and Family

This paper contributes to gender and diversity research through proposing a new theoretical construct: glass chains. We develop ‘glass chains’ as a metaphor to illuminate how highly educated British Pakistani Muslim women professionals in the UK negotiate a fine balance between faith, family and personal ambition. Using a qualitative approach, we highlight tensions between religious and familial guidance within Islam, and workplace practices. Drawing upon the construct of ‘glass chains’, we articulate how 37 British Pakistani Muslim career women felt bound, by invisible glass chains, to the tenets of their faith. We show how the pull of glass chains obliged these women to resist certain career‐advancing opportunities. In so doing, we borrow from French philosopher Michel Foucault ideas about self‐oriented moral codes, engaging with his arguments that individuals may prioritize, over other obligations, the ties (or glass chains) which bind them to personal value sets in order that they may become ‘ethical selves’. While previous glass metaphors highlight barriers to female progression from external and structural angles, ‘glass chains’ are, by contrast, concerned with the potential for internal and personal constraints on women's ambitions. The metaphor ‘glass chains’ may be extended to enhance understanding of career constraints among other workers.     

A symbolic approach to competence development

A deep-lying assumption nested in the civil service culture is that of competence. The article illustrates the research project carried out in a municipality over a period of three years, using a symbolic approach to competence development. Competence is defined as a symbolic field, an imaginary territory comprising the ideas, projects and emotions that subjects attribute to their organization within a metaphorical map which represents the texture of organizing. Possessing competence or being competent is the dilemma which provides the key to the analysis of the symbolization processes which took place during the consultation. The social representation of competence highlights the relationships between organizational actors (the competent civil servant, the competent boss, the competent politician, the competent administration, the competent citizen) and their mutual image. Competence therefore becomes a relational concept.     

Besondere Aspekte in der Supervision von Frauenhäusern

This article is about particular aspects in supervision of women’s shelters. The impact of organizational culture women’s shelter on the supervision process are examined. Key aspects such as the anti-hierarchical structure, interculturality, the effects of trauma are particularly studied in their effects on transfer processes in supervision. A helpful key competence is the psychotraumatological expertise in supervision.     

The Career Advancement Prospects of Managers and Professionals: Are MIS Employees Unique?

The present study examined the career advancement prospects of MIS and non-MIS employees, as well as the relationships of career advancement prospects with job performance evaluations, job satisfaction, career satisfaction, and organizational commitment for MIS and non-MIS professionals and managers. Participants included 134 MIS professionals and managers and 397 non-MIS professionals and managers of a large communications company. The results provided no evidence that MIS employees experience more restricted career advancement prospects than non-MIS employees. In addition, job performance evaluations generally had positive effects on career advancement prospects; career advancement prospects had a number of positive effects on job satisfaction, career satisfaction, and organizational commitment; and job satisfaction and career satisfaction had positive effects on organizational commitment. These findings are related to prior research, suggestions for future research are offered, and implications for the management of MIS employees are identified.     

Das Zürcher Ressourcen Modell und die Theorie der Persönlichkeits-System-Interaktionen in der Laufbahnberatung

Requirements to employees rise because of the changes in the working environment during the last decades. Thus, topics like flexibility, openness and adaptability are to be facilitated more and more in the career counseling. It isn’t sufficient to advise and to find a fitting profession. Often the work with the Personality Systems Interaction Theory und the Zurich Resource Model (ZRM) is than advisable. This article illustrates with a case study the work with self-monitoring competencies during a career counseling process.     

A Study of the Promotion to Partner Process in a Professional Services Firm: How Women are Disadvantaged

Increasing numbers of women are attracted to careers in the professional services. However, when their progress is considered to partner positions, it is found that they are not advancing to the levels anticipated. When the literature in relation to the partnership promotion process is explored, we find explanatory models are rare, and rarer yet is work that considers the impact of sex bias on the process. The article adds to the limited work available by presenting findings from a behavioural process perspective through an empirical study with male and female management consultants in a professional services firm which indicates that the promotion to partner process is indeed sex biased. Two areas of disadvantage for women are identified: the presence of a self-managed career advancement process necessitating a proactive approach to demonstrating individual contribution; and the need to ‘fit’ a prevailing model of success within the firm which is a masculine model and is more problematic for women. The article calls for a differentiated treatment of the glass ceiling phenomenon, capable of capturing disadvantage accruing from societally based factors and sector-based factors. The implications of the findings for future research and professional service firms are discussed.