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Abstract

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European Journal of Training and Development, vol. 41 no. 5
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 7 May 2019

Siham Lekchiri, Cindy Crowder, Anna Schnerre and Barbara A.W. Eversole

The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face…

2693

Abstract

Purpose

The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace.

Design/methodology/approach

Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data.

Findings

The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem.

Practical implications

Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures.

Originality/value

This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

Details

European Journal of Training and Development, vol. 43 no. 3/4
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 4 May 2020

Siham Lekchiri and Jesse D. Kamm

This investigation examined the challenges faced by women in leadership positions in the US construction industry. The overall purpose of this study was to gain a better…

4205

Abstract

Purpose

This investigation examined the challenges faced by women in leadership positions in the US construction industry. The overall purpose of this study was to gain a better understanding of the challenges, and identify suitable practices, strategies and suggestions to support the employment and retention of women in the US construction industry.

Design/methodology/approach

Using a qualitative approach, the authors distributed a survey to the target audience composed of women leaders in the US construction industry, and 14 participants completed the survey.

Findings

The outcomes of the study revealed the following challenges: negative perceptions of women in the industry manifested through discrimination and hostility; a stressful work environment that does not promote a good work-life balance; and a lack of role models that impacts women’s retention and career development in the construction industry.

Originality/value

This study discusses possible strategies and recommendations for women in construction to rise through the ranks of power within the industry.

Details

European Journal of Training and Development, vol. 44 no. 6/7
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 4 November 2020

Vikas Rai Bhatnagar

Practitioners’ literature on coaching has swelled as compared to the theoretical grounding and academic research on coaching, thereby questioning if coaching is a profession…

944

Abstract

Purpose

Practitioners’ literature on coaching has swelled as compared to the theoretical grounding and academic research on coaching, thereby questioning if coaching is a profession. Furthermore, the increasing investments in coaching seek a higher return on investments. These trends call for a deeper theoretical grounding of coaching and evolving innovative approaches that increase the effectiveness of coaching. Against this backdrop, this study aims to describe a process a coach can adopt for objectively and systemically understanding the context of the coachee at multiple levels (organizational, teams/dyadic and intrapersonal) to develop and execute an effective coaching intervention.

Design/methodology/approach

This study uses a radical humanistic paradigm, deploys ecosystems theory, develops a conceptual model and uses it for action researching in an Indian manufacturing organization. This study uses a non-experimental purposive sampling and makes use of a cross-sectional survey method for gathering data by using validated instruments. Guided by the ecosystems theory, data is gathered at three levels of nested systems – the microsystem (intrapersonal and direct reports of coachee), mesosystem (peers and manager of coachee) and the macrosystem (cultural) levels. Analysis of data helps the coach to design and execute an effective coaching intervention at multiple levels – intrapersonal, dyadic and organizational.

Findings

This study provides an alternative approach to systemically diagnose at three levels of the environment (microsystem, mesosystem and macrosystem) and uses validated instruments for assessing the areas of opportunity and concerns for carrying effective coaching. The use of employee strengths that conceives strengths as a dynamic interaction of personal attributes and contextual factors instead of the trait-based conceptualizations in extant literature leads to rich data for designing effective coaching interventions. Using the ecosystems theory for carrying out systemic coaching is an effective approach for professionalizing coaching and increasing the effectiveness of coaching.

Originality/value

The originality of this study lies in using the ecosystems theory for guiding the research, developing the conceptual model, collecting data by using validated instruments and in making use of data across multiple levels of systems (micro, meso and macro) for carrying out systemic coaching. The use of a new higher-order construct of employee strengths at work that conceives strengths as a dynamic interaction of personal traits and contextual factors is yet another originality of the research. Finally, this study identifies key systems variables and provides a proof of concept by executing a generalizable systemic coaching process in an organization.

Details

Industrial and Commercial Training, vol. 53 no. 1
Type: Research Article
ISSN: 0019-7858

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