By Abdulla Y. Al-Hawaj, E.H. Twizell
Ahlia collage contributes to the development and propagation of data by means of encouraging its teachers and learn scholars to submit their unique examine that may be utilized to real-life events. Co-operation with Brunel collage London within the uk ended in the setting up of a Ph.D. programme at Ahlia collage in 2005.
An very important annual characteristic of the programme is the two-day symposium held at Ahlia college at which scholars are anticipated to provide a presentation on their examine thus far. After the symposium, every one engaging scholar documents the contents of his/her presentation in a study paper.
This quantity includes the lawsuits of the workshop held in 2014. nearly all of scholars perform examine regarding a wide selection of themes in enterprise and administration and this can be mirrored during this booklet. targeted characteristic of the contributions is the numerous unique components of program it covers which are relating to the Arab international. those comprise the banking region, girl entrepreneurship and management in company boardrooms, healthcare, caliber coverage, hindrance administration and enterprise continuity within the oil region, and elements of association in secondary and better schooling.
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2. What are some of the barriers that exist within the workplace and in society at large that prevent women from achieving boardroom positions? 3. What type of coping mechanisms such as quotas/empowerment could be implemented to reduce the barriers that prevent women from achieving positions in the boardroom? In order to answer these questions, the authors suggest that semi-structured interviews be conducted with women who are already in the workplace, whether in management or non-management positions, to gauge how they evaluate their own empowerment or lack thereof.
2011. Gender Quotas and Female Leadership: A Review. Background paper for the World Development Report on Gender. Pastor, J. 1996. Empowerment: What it is and what it is not. Empowerment in Organizations 4(2): 5–7. Peacock, L. 2012a. We need female quotas because men aren’t listening. The Telegraph [on-line, 23 October 2012]. html [retrieved 28 November 2012]. Peacock, L. 2012b. Listen up EU “many women don’t want to work on boards”. The Telegraph [on-line 23 October 2012]. html [retrieved 28 November 2012].
3. What type of coping mechanisms such as quotas/empowerment could be implemented to reduce the barriers that prevent women from achieving positions in the boardroom? In order to answer these questions, the authors suggest that semi-structured interviews be conducted with women who are already in the workplace, whether in management or non-management positions, to gauge how they evaluate their own empowerment or lack thereof. F. M. 2005. Linking values and organizational commitment: A correlational and experimental investigation in two organizations.