Perceptions and Reactions to Career Barriers Among Women in Executive Leadership Roles at Community Colleges PDF Download
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Author: Diann Parker Back
Publisher:
ISBN: 9781109974669
Category :
Languages : en
Pages : 200
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Book Description
Phase I consisted of a series of telephone interviews with a sample of 22 women vice presidents and presidents purposefully selected from across the United States. The purpose of Phase I was to gather information about the women's perceptions of events that caused them to either put their careers on hold or to forego advancement temporarily.
Author: Diann Parker Back
Publisher:
ISBN: 9781109974669
Category :
Languages : en
Pages : 200
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Book Description
Phase I consisted of a series of telephone interviews with a sample of 22 women vice presidents and presidents purposefully selected from across the United States. The purpose of Phase I was to gather information about the women's perceptions of events that caused them to either put their careers on hold or to forego advancement temporarily.
Author: Joanna McClellan
Publisher:
ISBN:
Category : Community colleges
Languages : en
Pages : 82
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Book Description
Prior research has determined that there are still gender barriers that women must overcome to reach administrative positions in many employment settings. Gender barriers to leadership positions have been and continue to be a sensitive matter that must be addressed by community college administrators. This exploratory quantitative research study examined rural community college administrators’ perceptions about gender barriers and explored administrators’ perceptions about management styles based on gender. The study population included 596 community college administrators in the United States. Of those, 128 community college administrators chose to participate in this study and completed a 42-item researcher designed survey instrument that was administered electronically. The instrument included 7 perception items about the participants’ current administrative supervisor’s characteristics, 7 perception items about the most important characteristics of effective administrators, 15 perception items about gender characteristics related to barriers to becoming a community college administrator, and 13 demographic characteristic questions. Findings from the study indicate that males and females have similar perceptions about the administrative leadership characteristics of their supervisors and similar perceptions about gender barriers to administrative leadership positions in community colleges. However, data collected showed a statistically significant difference between male and female perceptions about the importance of the following administrative leadership characteristics needed to be an effective leader: straight-forward, inspiring, forward-looking, intelligent, and fair-minded.
Author: Tonya P. Cooper
Publisher:
ISBN:
Category : Minority women college administrators
Languages : en
Pages : 114
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Book Description
The purpose of this qualitative study was to explore the voices, experiences, and factors promoting the leadership career paths of senior-level women of color in higher education and to capture the voices of senior-level women of color on how they were able to overcome the barriers and challenges to breaking the glass ceiling on their leadership career paths to senior-level administration in higher education. A phenomenological research method was employed to capture the participants' voices, experiences, and leadership career paths of their roles in higher education. Results show that the women of color in the study confirmed the perceived challenges and barriers, perceptions of establishing a career path, and factors to overcome barriers and challenges to breaking the glass ceiling. Twelve themes emerged from the 15 participants. Participants in the study were from community colleges, Historically Black Colleges and Universities, and predominately White institutions. The interview process consisted of semistructured, open-ended interview questions to capture their voices about their lived career path experiences. Through adversity, these women of color persevered with a single-minded determination to overcome the barriers and challenges faced as a woman of color in higher education.
Author: Penelope Patz
Publisher:
ISBN:
Category : Career development
Languages : en
Pages : 194
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Book Description
Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 592
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Book Description
Author: Katrina Ramsey Arnold
Publisher:
ISBN:
Category :
Languages : en
Pages : 168
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Book Description
The purpose of this qualitative study is to explore the experiences of African American women administrators working in executive leadership positions that exist within the presidential pipeline at predominately White community colleges. Data was collected through semi-structured one-on-one interviews with five participants. Work-Life balance and barriers related to race and gender emerged as challenges during the career journeys of the women interviewed. Although they were presented with challenges, the ability to maintain a strong support system, having a faith system, creating a career path that focuses on leadership, and having a passion for community colleges contributed to their success as community college leaders. This research can provide a better understanding of the experiences of African American women community college administrators and how their roles as leaders contribute to the diversity within community colleges, both in the administration and as role models for minority students.
Author: Jacqueline Quinn
Publisher:
ISBN:
Category :
Languages : en
Pages : 131
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Book Description
The purpose of this qualitative study was to investigate the career paths and preparation of female vice-presidents employed in community colleges in the state of Mississippi. There is limited qualitative information available that describes the career paths of vice-presidents in the state’s community colleges. Community colleges are making great strides in promoting women in leadership roles in administration, but research indicates there still seems to be a question as to the leadership ability of women. This study used the qualitative case study research approach, and 4 female community college vice-presidents shared their career experiences through in-depth interviews. The instruments included a brief demographic survey, interview guide and curriculum vita for each participant. Each participant in this study was currently serving in the position of vice-president in 1 of Mississippi’s community colleges. The conceptual framework of the study illustrates the exploration of female community college administrators in the areas of career paths, professional responsibilities and career aspirations. The participants described their career paths to their current positions by educational levels, diverse professional experiences, sharing their career barriers they faced in their career paths, the strategies that helped them succeed. They described their professional responsibilities which involved association with organizations outside their normal responsibilities. They also described barriers or obstacles faced while accomplishing their professional responsibilities, as well as strategies for overcoming those barriers. The participants described their major accomplishments in their professional career and offered advice to aspiring female community college vice-presidents. The key themes that emerged from the study include professional experience diversity, parental influence, importance of mentor relationships and positive role models, Southern Association of Colleges and Schools (SACS) participation, facing and overcoming professional challenges, and the positive influence of serving others. Of the 4 study participants, 3 indicated they did not set out to become community college vice-presidents. Each participant felt it was her exposure and diverse backgrounds that got her noticed, and all were well prepared when the opportunity to serve in this role presented itself.
Author: Felecia Cunningham
Publisher:
ISBN:
Category : Higher education administration
Languages : en
Pages : 140
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Book Description
The numbers of African American women presidents, provosts, and vice presidents of colleges and universities have increased over the past few decades. However, even with the slight increases, there are still significant disparities in regards to African American women in positions of leadership (American Council on Education, 2018). The intersection of race and gender may potentially cause African American women to experience discrimination and bias based upon either race or gender or both (Davis, 2016). This qualitative study examined the perceptions of African American women presidents, provosts, and vice-presidents of four-year, private Historically Black Colleges and Universities (HBCUs) as to how they believe they were able to attain and remain in positions of leadership at their current and/or former institutions. The study more specifically examined the roles that race and gender play in the attainment and retention of senior leadership positions. By exploring the experiences of African American women senior administrators, four-year, private HBCUs can create environments that are more inclusive to African-American women and identify the best leaders, regardless of race or gender, to guide the institutions into the future. This study revealed that the participants attributed their senior leadership position attainment to work ethic, integrity, discipline, education and work experience. The participants also discussed some of the barriers to retention in senior leadership positions including work-life balance, not understanding the politics of an institution, not getting along with the board or stakeholders, not producing positive results, and sexism or gender biases. In relation to racial and gender bias and discrimination, most of the participants stated that at some point in their career they have experienced some type of bias or discrimination whether it was racial or gender related. For the most part, the racial discrimination was experienced at Predominantly White Institutions (PWIs) or corporate organizations. Some of the participants, however, stated that they have not experienced racial bias or discrimination at HBCUS. Many of the participants noted that although they had not experienced racial discrimination at HBCUs, they had experienced gender discrimination and biases at HBCUs.
Author: Nicole Marie Kassab
Publisher:
ISBN:
Category :
Languages : en
Pages : 256
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Book Description
Author: Kim E. VanDerLinden
Publisher:
ISBN:
Category : Career development
Languages : en
Pages : 244
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Book Description
