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Organisational response strategies for the removal of career advancement barriers experienced by women managers
Dissertation (MBA)--University of Pretoria, 2013.
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| Format: | Thesis |
| Language: | English |
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University of Pretoria
2014
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| _version_ | 1867613610808705024 |
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| access_status_str | Open Access |
| author2 | Clark, Desray |
| author_browse | Clark, Desray |
| author_facet | Clark, Desray |
| collection | Thesis |
| dc_rights_str_mv | © 2014 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
| description | Dissertation (MBA)--University of Pretoria, 2013. |
| format | Thesis |
| id | oai:repository.up.ac.za:2263/41893 |
| institution | University of Pretoria (South Africa) |
| language | English |
| last_indexed | 2026-06-10T12:38:53.515Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UPSpace — University of Pretoria Institutional Repository |
| publishDate | 2014 |
| publishDateRange | 2014 |
| publishDateSort | 2014 |
| publisher | University of Pretoria |
| publisherStr | University of Pretoria |
| record_format | dspace |
| source_str | UPSpace — University of Pretoria Institutional Repository |
| spelling | oai:repository.up.ac.za:2263/41893 Organisational response strategies for the removal of career advancement barriers experienced by women managers Clark, Desray ichelp@gibs.co.za Jansen van Rensburg, Anna UCTD Organizational behavior Psychological contracts Dissertation (MBA)--University of Pretoria, 2013. Women make up 52% of the population in South Africa, and yet are significantly underrepresented in top corporate leadership positions, constituting only 21.4% of all executive managers and 17.1% of all directors in the country (Businesswomen’s Association of South Africa Census, 2012). The purpose of this research was to identify the response strategies organisations implement to remove the career advancement barriers that exist for women managers, and to determine if these response strategies are beneficial or detrimental to women’s career advancement. The research also aimed at determining why certain response strategies are successful or detrimental to women’s advancement. The research design chosen was a mixed-method design, and included a quantitative descriptive study and an explanatory study. The data was collected from women at middle and senior management level by means of a questionnaire. The questionnaire was completed by 101 female respondents. The highest ranked career advancement barriers were found to be work-life balance, lack of networking, and excessive modesty. In response, the research results indicated that organisations mostly implement fair performance review processes, flexible working, and equal pay in an attempt to remove career advancement barriers. Appointing women in leadership positions with profit-and-loss responsibility, equal pay, and transparent review processes were found to be the most successful strategies to remove career advancement barriers. Based on the questionnaire results in response to why certain response strategies are more successful than others, a framework was built, classifying the response strategies into different archetypes and creating a framework for companies to understand the landscape of women’s advancement response strategies. zkgibs2014 Gordon Institute of Business Science (GIBS) MBA Unrestricted 2014-09-02T12:55:20Z 2014-09-02T12:55:20Z 2014-04-30 2013 Mini Dissertation Jansen van Rensburg, A 2013, Organisational response strategies for the removal of career advancement barriers experienced by women managers, MBA Mini Dissertation, University of Pretoria, Pretoria, viewed yymmdd <http://hdl.handle.net/2263/41893> http://hdl.handle.net/2263/41893 en © 2014 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. application/pdf University of Pretoria |
| spellingShingle | UCTD Organizational behavior Psychological contracts Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title | Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title_full | Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title_fullStr | Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title_full_unstemmed | Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title_short | Organisational response strategies for the removal of career advancement barriers experienced by women managers |
| title_sort | organisational response strategies for the removal of career advancement barriers experienced by women managers |
| topic | UCTD Organizational behavior Psychological contracts |
| url | http://hdl.handle.net/2263/41893 |