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Discusses the role of women in management in the Nigerian Civil Service (NCS). The number of men in management in the NCS far exceeds the number of women. Women also function in a Nigerian society permeated by gender stereotypes. Tries to answer the question: “Why is a woman less likely to become a senior manager in the NCS?” Data were gathered from a selection of male and female managers who have the required experience and knowledge of women issues. The findings show that the debate about women's roles as managers has prompted a reassessment of the traditional negative stereotype of women as managers. Although women are being given some managerial opportunities, they are severely discriminated against. Thus the range of opportunities available to women is limited and the prospect of a woman being a senior manager is less favourable than for a man. Concludes that women are likely to bring a distinct style of management to the service and the NCS would benefit from more integration of women managers.

The purpose of this paper is to investigate senior managers' satisfaction with pay in the Nigerian Civil Service.

A field study was undertaken to test the hypotheses. The sample was drawn from senior managers in the Nigerian Civil Service. A quantitative methodological approach was used based on questionnaire designed to measure the variables that literature review has identified as having relationship with pay satisfaction.

The finding of this research paper shows that pay incentive scheme is a distinctive dimension of pay satisfaction among senior managers in the Nigerian Civil Service; and the perception of pay‐for‐performance determines the level of satisfaction with pay.

The sample size is very small relative to the total federal civil service population. Only senior managers were selected for questioning and may not reflect the general opinion in the Nigerian Civil Service. The sample is limited to the Federal Civil Service and excludes state and local government services in a federally governed country.

The study has important implications for organisations and human resource practitioners in Nigeria to design their compensation and benefit programmes.

This research is one of the few studies that explore pay incentive schemes as a distinct dimension of pay satisfaction relevant to the Nigerian work environment. It adds value to the study of organisational justice by demonstrating that procedural justice, interactional justice, and distributive justice, influence pay satisfaction.

The ascendancy of women to top management positions is a perennial problem plaguing organizations worldwide. The purpose of this paper is to present some insights relating to this pervasive phenomenon from a Middle Eastern context by exploring the constraints reported by Lebanese women managers throughout their careers.

Literature review and qualitative research methodology consisting of interviews with 62 Lebanese women managers in different fields of occupation.

The findings suggest that the constraints reported by Lebanese women managers are similar to those reported worldwide. The main differences revolve around the strongly felt salience of cultural values and expectations constraining women to traditional roles and a more accentuated sense of patriarchy.

The value added of this research is to present an insider view and fresh perspective into career constraints facing women from a non‐traditional context, namely Lebanon. In view of the Western‐centric nature of academic publication on the topic, there is a real need and added value in empirical research stemming from an Arab‐Middle Eastern context.