Barriers which hinder career advancement of women are complex and varied. They have become top agenda items for most corporations and the gov-ernment. The "glass ceiling" is a term that symbolizes a variety of barriers that prevent qualified individuals from advancing higher in their organization. Although many women hold management positions, few have made the breakthrough to top-level positions. To determine what conditions are required for women to attain top executive positions, an ethnographic study was conducted at a hospital. The study was limited to four women who held executive positions: one associate administrator, one interim associate administrator, one director and the CEO. An in-depth data gathering technique using observation, interviews and documentation was used to investigate factors such as education/skills, influences, support, barriers and corporate culture. The findings revealed: (a) having opportunities to be participating, valued family members and to compete in activities while young helps girls to develop a sense of competence and mastery; (b) education, credential building experiences, certain competencies and being willing to take risks are necessary for success; (c) having certain attitudes and philosophies are crucial factors in their success; (d) mentors, network involvement and relationships with peers does affect mobility; (e) the women did have a career plan, not in the sense of a linear career plan, but rather one in the form of the spiral career concept; (f) the hospital is a structure which provides opportunities to develop careers; (g) the women understand, accept and have learned to adapt to the culture of the society in which they live and work; (h) the women are savvy at expressing, affirming and communicating the substance of their culture to others; (i) the amount of prejudice a woman encountered depended upon several components; and (j) the barriers to advancement experienced by the women do not confirm those discussed in the review of literature. Further research is recommended on the qualifications of male and female CEOs, educational programs most appropriate for female executives, how successful female executives learned to deal with their barriers and why certain organizations do not have top female executives.

This examination of the role of gender stereotyping in media coverage of executive elections uses nine case studies from around the world to provide a unique comparative perspective. In recent years, more and more high-profile women candidates have been running for executive office in democracies all around the world. Cracking the Highest Glass Ceiling: A Global Comparison of Women's Campaigns for Executive Office is the first study to undertake an international comparison of women's campaigns for highest office and to identify the commonalities among them. For example, women candidates often begin as front-runners as the idea of a woman president captures the public imagination, followed by a decline in popularity as stereotypes and gendered media coverage kick in to erode the woman's perceived credibility as a national leader. On the basis of nine international case studies of recent campaigns written by thirteen country specialists, the volume develops an overarching framework which explores how gender stereotypes shape the course and outcome of women's campaigns in the male-dominated worlds of executive elections in North America, South America, Europe, Africa, and Australasia. This comparative approach allows the authors to discriminate between the contingent effects of a particular candidate or national culture and the universal operation of gender stereotyping. Case studies include the campaigns for executive office of Hillary Rodham Clinton (United States, 2008), Sarah Palin (United States, 2008), Angela Merkel (Germany, 2005 and 2009), Ségolène Royal (France, 2007), Helen Clark (New Zealand, 1996-2008), Cristina Fernández de Kirchner (Argentina, 2007), Michelle Bachelet (Chile, 2006), Ellen Johnson Sirleaf (Liberia, 2005), and Irene Sáez (Venezuela, 1998).

Although the health of the trade union movement may rest on its ability to include women in membership and leadership, little attention has been paid to women-only labour education. This original collection contains vibrant example of labour education events and the women involved who develop, implement, research, evaluate and facilitate at them. All the contributors speak from first-hand experience with women-only programs in unions across Canada, the United States and the world. They identify the methods used in pursuit of learner empowerment and transformation, and frankly discuss the outcomes. These real-life examples offer practical guidance and inspiration for all who create and support activist learning within unions and other social-justice organizations.

According to a recent study by the ILO (2001), women’s share of the labour force is increasing worldwide. Today, women’s participation rate in the labour force is over 40 per cent of the global workforce. Higher educational levels and falling fertility rates have contributed to this increased participation. There is also some evidence that women in some Asian countries may be less marginalised in their advancement into top managerial positions than their counterparts elsewhere. As women become more educated and qualified for managerial positions, the number of Asian women managers and executives is predicted to rise over the next decade. This book examines the opportunities and barriers for women managers in Asia and presents an update on their progress in management. This book was previously published as a special issue of the Asian Pacific Business Review.

The three volumes in The Encyclopedia of Human Resource Management offer a comprehensive review of the essential issues and most important information available on the topic. Each volume in the encyclopedia contains contributions from some of the most celebrated names in the field of human resource management (HRM) and addresses the myriad challenges faced by today's human resource professionals. Volume 1 puts the focus on the definition of terms and practices that are most relevant to today's human resource management (HRM) professionals. The contributors bring an up-to-date perspective of HRM definitions and practices and for ease of access, the terms are presented in alphabetical order. Each contributor includes the most recent research on a particular topic and summarizes a new and progressive definition of these important terms. The book begins with an enlightening discussion of the evolving practice of talent management and contains the following topics: Affirmative Action, Assessment, Business Ethics, Campus Recruitment, Career Development, Compensation, Drug Tests, Employee Relations, Flexible Benefits, Glass Ceiling, HR Metrics and Analytics, Mergers and Acquisitions, National Labor Relations Act, Quality Circles, Recruitment and Selection, Self-Directed Work Teams, Social Responsibility, Strategic Human Resource Management, Training Needs Analysis, Work Family Balance, and more. The Encyclopedia of Human Resource Management gives human resource professionals the knowledge, information, and tools needed to implement the best practices in the field.

This book examines womenís access to leadership roles and how these roles are perceived in society. It represents one of the first scholarly examinations of the burgeoning field of leadership. Using real-life examples and case studies of prominent women, Dr. Klenke explores the complex interactions between gender, leadership, and culture. Topics include the changing conceptions of leadership, women leaders in history, contemporary leadership theories, barriers to womenís leadership, and women leaders worldwide. This volume is of primary interest to educators and students involved in womenís studies programs as well as in courses in gender and leadership.

Anthony L. Hall takes aim at the global events of 2015 with a unique and refreshing perspective. Here are some topics in this eleventh volume of his writings: Migrants dying in Mediterranean Sea “Admonishing migrants not to flee conditions so dire is like telling occupants not to flee a house on fire.” Narcissism of tweeting condolences “The expression of such sentiments these days is intended more to draw attention to the person tweeting them than to comfort the person (who should be) receiving them.” Only authoritarian regimes can govern Arab countries “Show me an Arab country governed by a democratically elected government and I’ll show you one that is an ungovernable mess.” Putin as world’s most powerful leader “Hailing a despot like Vladimir Putin as the most powerful politician in the world makes about as much sense as hailing a drug lord like Joaquín ‘El Chapo’ Guzmán as the most powerful businessman.” The mess in the Middle East “It’s complicated; which explains why cocksure, warmongering neo-cons—who goaded Bush into invading Iraq—are the only ones criticizing Obama for not having simple military strategy for dealing with the mess in the Middle East. You’d never know that these are the same folks who stirred up the hornet’s nest of sectarian violence the world has been trying in vain to contain ever since.” Black women dominating swimming championships “Black women can’t swim? They used to say white men can’t jump. Ha!”

A timely feminist intervention on gender, communication, and women’s human rights The Handbook on Gender, Communication, and Women's Human Rights engages contemporary debates on women’s rights, democracy, and neoliberalism through the lens of feminist communication scholarship. The first major collection of its kind published in the COVID-19 era, this unique volume frames a wide range of issues relevant to the gender and communication agenda within a human rights framework. An international panel of feminist academics and activists examines how media, information, and communication systems contribute to enabling, ignoring, questioning, or denying women's human and communication rights. Divided into four parts, the Handbook covers governance and policy, systems and institutions, advocacy and activism, and content, rights, and freedoms. Throughout the text, the contributors demonstrate the need for strong feminist critiques of exclusionary power structures, highlight new opportunities and challenges in promoting change, illustrate both the risks and rewards associated with digital communication, and much more. Offers a state-of-the-art exploration of the intersection between gender, communication, and women's rights Addresses both core and emerging topics in feminist media scholarship and research Discusses the vital role of communication systems and processes in women's struggles to claim and exercise their rights Analyzes how the COVID-19 pandemic has exacerbated structures of inequality and intensified the spread of disinformation Explores feminist-based concepts and approaches that could enrich communication policy at all levels Part of the Global Handbooks in Media and Communication Research series, TheHandbook of Gender, Communication, and Women's Human Rights is essential reading for advanced undergraduate and graduate students in media studies, communication studies, cultural studies, journalism, feminist studies, gender studies, global studies, and human rights programs at institutions around the world. It is also an invaluable resource for academics, researchers, policymakers, and civil society and human rights activists.

This text integrates business and communication concepts to immerse students in the global communication experiences of business professionals. The authors argue that the essentials of intercultural communication, such as nonverbal communication, conflict, meeting management, interviewing, and negotiations are most useful to burgeoning professionals when they are woven into discussions about economic systems, market forces, production processes, finance structures, and human resources priorities. Each chapter begins with an explanation of theories and key terms appropriate for introductory-level students in both business and communication, then supplements that discussion with examples that demonstrate the concepts at work. The cases chosen represent different market systems in both dominant and emerging economies, explaining the cultures of competitive markets with a global perspective rather than focusing on the United States. This book is ideal as a text for courses in international business or professional intercultural communication, or as a supplement for more general business and communication courses.

A step-by-step guide to cultivating volunteers who thrive within the Jewish community. We can never forget that volunteering is a two-way street. Volunteers must be motivated, but volunteer organizations also need to maximize volunteer satisfaction. Blaming one or the other for the failures prevalent today in the world of Jewish volunteering helps no one. The search is for a win-win strategy. from the Introduction Cultivating successful volunteers in the twenty-first century is increasingly more challenging. Budgets are tight, hands are few, and competition for a persons discretionary time is severe. How do you develop and maintain the volunteers who are essential to the vitality of your organization and community? What can you do to avoid volunteer burnout? Rabbi Charles Simon draws on over thirty years of professional experience to provide you with the resources you need to build and retain a thriving volunteer culture for your organizationregardless of size or complexity. In a straightforward, accessible style, Simon provides you with: Methods for analyzing your organizations needs Innovative ways for creating an environment that strengthens volunteer involvement and satisfaction while increasing your organizations effectiveness Plans for developing or modifying your leadership framework, positions and styles The groundwork for creating a language of inclusion that will motivate and inspire your volunteers Practical tips for establishing healthy, meaningful interpersonal relationships with and among your volunteers