...Factors Influencing Women Managers’ Success Nowadays, the rate at which women have been entering the professional ranks of corporations in the United States is almost equal to that of the men. However, the number of women advancing to managerial and other senior ranks pales in comparison to the number of their male counterparts in most fortune-500 companies. Pursuant to Wankel, 37% of all managerial positions in the United States are held by women but, only a meagre 3% percent are CEOs in the leading 50 overtly quoted consortiums (52). The factors influencing this underrepresentation of women in managerial and decision-making positions directly impede on the success of women managers. The most prominent factor influencing the success of women managers is societal policy. In most communities, a woman’s place in society is second to that a man. As a result, most people grow up perpetuating the misplaced and stereotypical idea that a woman cannot lead. The media adds insult to injury through its relentless portrayal and association of men with leadership. Consequently, women managers often have to deal with tawdry insinuations directed towards them by their male colleagues. Empirical data also shows that due to the proliferation of negative societal innuendos, the possibility of women actively undermining women managers is on the rise. The second factor hindering the success of women managers is an uncongenial working atmosphere. The so-called glass ceiling and glass escalator...
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...Introduction to Management Semester 1, 2014 Assessment Task 2 : Group Report Organisational Culture Prepared for: Prepared by: Han Qiyong Jimmy Jin Jin Afiq Kerox Alex 28/2/14 Table of contents: Executive Summary Current Approach to Corporate Culture * Managers * Class Ceiling * Asdasd * Asdad * Asdasd Key Topic Concepts of Corporate Culture in ANZ Bank * Ethical Culture * Asdasd * Asdasd * Asdasdad Conclusion Scholarly Articles Appendix References Executive Summary The aim of this report is to discover, analyse and offer suggestions on the current Corporate Culture of ANZ and the bank industry. Through the report we will uncover how Corporate Culture is formed and how it affects the managers and employees of the organisation. Key elements that might affect corporate culture will be discussed and analysed in detail. Introduction to Organisational Culture Organisational Culture is a set of guidelines designed by the management to educate new employees and keep old employees aligned with the organisation’s goals. Corporate Culture is usually determined by the top management and briefed to the employees by the managers. The managers in turn need to become role models by practicing in theory and action the organizational values. The commitment in senior management to the culture is of utmost importance with rewards given out to employees who reinforce the organization’s values. However, Organizational Culture...
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...function. They accept responsibility and don’t sidestep it, but “we” gets the credit…. This is what creates trust, what enables you to get the task done.” Peter Drucker “The task of leadership is not to put greatness into people, but to elicit it, for the greatness is there already.” John Buchan “If I have seen farther than others, it is because I was standing on the shoulder of giants.” Isaac Newton “A leader is a dealer in hope.” Napoleon Bonaparte Meaning of leadership Wendell French has defined leadership as, ‘the process of influencing the behavior of others in the direction of a goal or set goals or more broadly, toward a vision of the future.’ It is the processes of influencing behavior of individual or group accomplish organizational goals. It is a group effort, cooperation of all individuals sought by a leader for attaining a productive purpose. Koontz and O’Donnell defined leadership as, ‘influence, the art or process of influencing people so that they will strive willingly towards the achievement of group goals.’ Peter Drucker defined it as, ‘the lifting of man’s visions to higher sights, the raising of mans performance to higher standard, the building of man’s personality beyond its normal limitation.’ According to Grey and Starke,...
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...the Democratic leadership, she practices a very participative leadership style. Sandberg spends most of her time emailing and in meetings, she feels strongly on influencing and motivating others who are apart of the Facebook team. She is very involved in the company so Mark Zuckerberg; CEO of Facebook can do what he enjoys. She runs this company to ensure he can do the things he likes, and obviously she loves what she does. According to the University of Michigan leadership styles I believe Sheryl Sandberg falls under the Job centered Leadership style. I had a hard time trying to decide which leadership style Sheryl fell under. I believe Sandberg takes charge at work and gets the job done since she spends most of her day emailing and in meetings. According to the Ohio State University I would say Sheryl Sandberg falls under the Initiating structure behavior, which is the same as job centered leadership. This initials getting the job done. Question #2: How does Sandberg’s book Lean in emphasize the three content motivation theories? Content motivation theories focus on explaining and predicting behavior based on people’s needs. Sandberg’s book goes through the five levels of needs of the Hierarchy theory. Sandberg wants every woman in America to believe in herself and achieve greatness at work. Sandberg wants women to not duck down at work but climb the ladder to COO, or CEO. With going through the five levels of Hierarchy; physiological, safety,...
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...“The global factors influencing on business strategy” Content 1. Abstract 4 2. Introduction 4 3. Literature review 5 4. Research metrology 6 5. Strategy 7 5-1 - Export Markets 8 5-2 - International Markets 8 5-3 - International Competitiveness 9 5-4 - International trade 9 5-5 -Trade blocs 10 5-6- International strategy 10 5-6-1 Mergers and acquisitions 11 5-6-2 Alliance 12 5-6-3 Cost leadership 13 5-6-4 Joint venture 13 6. Global Factors: 14 6-1 -Political 14 6-2 -Social 15 6-3 -Economic 17 6-4 -Technological 18 6-5 - Legal 19 7. Conclusion 20 8. Reference 21-22 1-Abstract Successful global business strategy addresses the operational and executive issues enterprise face when looking internationally for few opportunities. Attend successful global operations to develop an action plan...
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...Table of Contents Contents | Pages | The concept of power | 2 | Sources of power | 2 | Political strategies and tactics | 8 | What is political Behavior | 9 | What are the factors contributing to Political behavior | 9 | POLITICS: Power in action: | 11 | What are the Reality of Politics | 11 | What is Organizational Politics | 12 | What is Power? Power is the capacity to influence the behavior of others.3 The term power may be applied to individuals, groups, teams, departments, organizations, and countries. For example, a certain team within an organization might be labeled as powerful, which suggests that it has the ability to influence the behavior of individuals in other teams or departments. This influence may affect resource allocations, space assignments, goals, hiring decisions, and many other outcomes and behaviors in an organization. Definitions of power abound. German sociologist, Max Weber defined power as "the probability that one actor within a social relationship will be in a position to carry out his own will despite resistance." Along similar lines, Emerson suggests that "The power of actor A over actor B is the amount of resistance on the part of B which can be potentially overcome by A." Power appears to involve one person changing the behavior of one or more other individuals -- particularly if that behavior would not have taken place otherwise. Contrasting Leadership and Power Leadership focuses on goal achievement. It...
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...So many factors influence an individual's behaviour that it is impossible to accurately predict what behaviour will be in all situations. Why then should managers take time to understand individual differences? Human behaviour is difficult and every individual has different behaviour from another, the challenge of an effective organization is in positively matching the task, the manager and the subordinate. According to Hamid Keshavarz, under best situation, a manager would first study the duty, then decide the necessary skills and assemble a team that complement each other skills. Thus creating an enriching and conflict free team. In reality, a manager has to use the remaining resources for a given task, and must have the capability to understand the differences in individual behaviours and use them properly to increase the cooperation. In order to understand individual behaviour and personalities, it is important to understand the basics of human cognition. There is too much factors that influencing individual behaviour. According to Ashim Gupta, the factors that may occur to influencing individual behaviour is abilities, gender, race, perception, attribution, attitude and personality. For abilities, usually abilities of a person are the natural or learnt traits. Abilities can be categorised into mental and physical abilities and different task requires different level of the two. Mental abilities characterize the brainpower, person’s deductive reasoning, and memory, analytical...
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...Wal-Mart’s Internal and External Factors Jessica Kiernan MGT/230 May 26, 2014 Terrell Kennard There are many ways that internal and external factors affect the four functions of business. The four functions of business are planning, organizing, leading, and controlling. All functions are vital when running any successful organization and should be taken into account at all times. Globalization, technology, innovation, diversity, and ethics are some examples of the different types of factors that could affect these functions of management. Although they can affect them in different ways, they are all factors that have a certain standpoint in the business world. Successful strategic management depends on an accurate and thorough evaluation of the competitive environment to include the resources, the competitive market, and a product line that will meet the needs of the people where a new warehouse will be constructed (Bateman & Snell, 2011). However, external factors do exist such as potential growth of the industry, major competitors, social issues that could affect the industry, labor issues, technological needs, and economic factors. With this in mind, Wal-Mart believes that being the first U.S. retailer of these markets will give them a competitive advantage over the next decade because by the time the rivals enter the overseas markets, Wal-Mart will already have established a good presence and understanding of the culture and shopping needs...
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...University of Nairobi MBA Project List 2011 CANDIDATE | PROJECT TITLE | NDIRANGU SAMUEL NJOGO | A SURVEY INTO THE CAUSES OF FINANCIAL DISTRESS IN CO-OPERATIVE SOCIETIES IN NAIROBI | NDIANG’UI DOROTHY WAIRIMU | THE RELATIONSHIP BETWEEN DIVIDEND GROWTH AND RISK FOR COMPANIES LISTED AT THE NSE | MURIITHI ERIC | THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE PRACTICES AND FINANCIAL AND FINANCIAL PERFORMANCE OF INVESTMENT BANKS IN KENYA | NICHOLAS KIPYEGOMEN CHEPKOIWO | FACTORS AFFECTING THE DEVELOPMENT OF EMERGING CAPITAL MARKETS. THE CASE OF NAIROBI STOCK EXCHANGE | KIPKURUI KIMOSOP | THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE AND FINANCIAL PERFORMANCE OF INSURANCE COMPANIES IN KENYA | OMENDA CHRISTOPHER ODHIAMBO | EFFECT OF STOCK SPLITS ON STOCK LIQUIDITY OF COMPANIES QUOTED AT THE NSE | GEORGE MARTIN NZIVE KASYOKA | THE USE OF STRATEGIC POSITIONING TO ACHIEVE SUSTAINABLE COMPETITIVE ADVANTAGE AT SAFARICOM LIMITED | MUTIE PETER KIOKO | RELATIONSHIP BETWEEN PRIOR PERIOD DIVIDENDS AND FINANCIAL PERFORMANCE OF FIRMS LISTED AT THE NSE | EVANS ODHIAMBO OYIEYO | BALANCE SCORE CARD AS A STRATEGIC MANUFACTURING INDUSTRY IN KENYA | SAMBA STEPHEN MIDEGA | INVESTIGATION OF CAPACITY MANAGEMENT STRATEGIES AND THEIR INFLUENCE ON SERVICE QUALITY: CASE OF NAIROBI SUPERMARKETS. | LUCY MUTHEU KIILU | CAUSES OF INDUSTRIAL DISPUTE IN GARMENT FACTORIES AT THE ATHI RIVER EXPORT PROCESSING ZONES, KENYA | JENIFFER N. MULI | THE RELATIONSHIP BETWEEN HOUSE PRICES AND MORTGAGE...
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...correct candidate for the correct job. The persons who don’t have any problem and are leading in the organisation in any way; there is no need of selection process for them. Recruitment process is done for achieving the ideas and characteristics of the organisation. Leadership process is the qualities that an individual person holds inside them. It influences them in a way they lead in the organisation. Leadership is the influencing procedure for achieving the objectives of the organisation. Good leaders are those that create change in the organisation. They should include administration, interpersonal as well as concept objects. TASK 1 1A: IMPORTANT STEPS IN RECRUITMENT AND SELECTION The rapidly growing organization was leading to increase the necessity for the persons who will work in the management sections at the international level. Actually they are fulfilling the needs of the organizations as well as of themselves also. One of the important facts for HR members are to select & recruit qualifies people that fulfil the ideas of the companies. The success of the organisation depends on the employees abilities and on the behalf of it they require the best quality staff members. It is because those working in the international level will be included on more than one working system....
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...Entrepreneurship Impacting United States Women in the Twenty-First Century Brittany DeWalt Alabama Agricultural and Mechanical University Abstract Entrepreneurship is a major cause in the twenty-first century and it is important to understand the steps it takes to become a successful entrepreneur. This paper discusses the impact entrepreneurship has on United States women in the twenty-first century. I will explore the different reasons why women are breaking from the gender-specific roles and venturing into small and medium-scale enterprises (SME). According to Toeh et al. (2008) SME has been recognized as a major source of global economic growth and employment and women entrepreneurs have been acknowledged to play critical roles in bringing their ideas and capabilities towards successful achievement of the SME development in their countries. Even though this approach is beneficial to women, it does not define what is entrepreneurship and how it affects women. Furthermore, I will explain what motivates women to enter small and medium-scale enterprises (SME) and how it relates to motivation factors surrounding demographic characteristics, source of revenue, present constraints, and prospects for revenue. Keywords: entrepreneurship; gender; entrepreneurial factors; women; small and medium-scale enterprises; SME; capital; demographic Introduction Entrepreneurship facilitates more career opportunities to women who engage in small and medium-scale...
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...to guide an individual or a group of individual to achieve an objective or work towards the bunch of goals”. Guidance comes through providing support and direction and most importantly influencing the group of followers towards the goal attainment. The attributes of being able to affect others with own action is what makes an individual a leader. I have learned that leadership is not a position but indeed it’s an action. Leadership is way more than an authority over others. It’s an art of extracting work from the followers by telling them what to do and how to do. Numerous factors that influence how the leadership is exercised are “legitimacy”. It says that leadership is about getting the work done by imposing authority over the individuals working under you. Second factor is “Intentions”. It implies that results of a decision taken by the leader must be aligned with what the leader desired to achieve. Third factor is “Initiative”. It says that leadership is not something which is routine. Leaders tend to respond differently in different situations on the basis of their experience and judgments. Fourth factor is “Morality”. This factor explains that as a leader, individuals have to make choices. The choices that they make will define the moral dimension of how they are leading. The last factor is “Behavior”. It is based on the importance of being able to motivate the follower with the conduct of leader. (Kennedy, 1994) The things that I have learned about leadership that will...
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...2162-4860 2012, Vol. 2, No. 1 An Exploratory Study of Motivational Factors on Women Entrepreneurship Venturing in Malaysia Hasni Che Ismail College of Law, Government & International Studies Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: has1121@uum.edu.my Faridahwati Mohd. Shamsudin Othman Yeop Abdullah Graduate School of Business Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: faridah@uum.edu.my Mohammed S. Chowdhury (Corresponding author) Othman yeop Abdullah Graduate School of Business College of Business Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: mchowdr@yahoo.com or m.chowdhury@uum.edu.my Received: December 20, 2011 Accepted: January 9, 2012 doi:10.5296/ber.v2i1.1434 URL: http://dx.doi.org/10.5296/ber.v2i1.1434 Abstract This study explored the effects of motivational factors on women entrepreneurship venturing in Malaysia. The research was conducted on 80 entrepreneurs through random sampling technique. All hypotheses were tested using regression analysis and Pearson correlations, controlling for demographic variables of gender, age, and education, years of experience, and start-up funding. While the results of this study found significant effect of pull motivational factors, there is a marginal effect of push motivational factors on women entrepreneurship venturing in Malaysia. Implications and a number of recommendations are discussed. Keywords: Women entrepreneurship, Pull motivation, Push motivation, Venturing...
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...Implementation Timeline . Potential Impact of Current Trends . Desired Future State References Purpose of Study The position I currently hold is Advanced Skills Training Manager for a global provider of office technology and equipment. My direct team unit in the organization is the corporate university (an HR function), but we also have cross functional responsibilities to sales with a dotted line reporting structure to the Regional Sr. Sales Leadership team. My primary responsibilities are to manage training and development for the field sales organization within my territory (543 reps and 87 managers in the North Eastern ¼ of the US). This territory is divided into 6 “Areas” – each with its own Sr. Leadership team and sales force as well as unique geographic, competitive, and cultural needs. Mypositionhas very recentlychanged (duringthis class, in fact) and,as a result, myrole has shifted and I been assigned three additional Areas as well as new direction and responsibilities. Prior to the change, the university primarily focused on new hire skills with some management and higher level classroom training. The mission for my new position is to support the Area Business plan through “front line” skill building and development. Measurements are targeted at plan achievement, increasing manager skills, sales rep productivity, and reducing turnover. To achieve my targets, I must partner with the Sr Leadership and the management team in the Areas that I cover to:...
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...his term off with a dramatic pledge that there would be no homeless families with children or any homeless single women on the streets of Seattle by Christmas of that year (some six months from date of pledge). The pledge itself might easily be viewed as a political move to provide a “quick-fix” solution to a very complex and long-standing problem. While Mayor Schell’s policy choices in this matter had some success, they were met with scrutiny and counter proposals by homeless advocacy groups and city financial managers. This paper provides an analysis of the mayor’s policy choices, analysis of the pre-implementation and design strategies, as well as discussion of steps taken to reengineer the program. It also addresses the importance of conducting proper assessments before implementing new programs. The policy choices related to Mayor Schell’s plan to address homelessness include: targeting homeless families with children and single women for “immediate emergency assistance”; focus on creating affordable housing; expanding shelter and/or emergency housing availability; and providing more funding for homeless prevention. According to the case study, over 700 of the 1,300 homeless people sleeping on the streets were in the target population contained in Mayor Schell’s June 1998 pledge that there would be no homeless families with children or homeless single women on the streets of Seattle by Christmas of that year. The case study does not make it clear if the mayor had done...
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