CONFERENCE ON WOMEN AND MANAGEMENT IN HIGHER EDUCATION | Year:2016 | دوره:1 |Papers Count:11

HUMAN BEING HISTORY DEMONSTRATES HUMAN EFFORTS TO SECURE AND RESPECT HUMAN RIGHTS FOR ALL. EQUAL RIGHTS OF ALL PEOPLE, WITHOUT OF ANY DISCRIMINATION, IS THE CORNERSTONE OF HUMAN RIGHTS THOUGHT. THE IDEA OF EQUAL HUMAN VALUES, ESPECIALLY OVER THE LAST TWO CENTURIES HAS MADE GREAT ACHIEVEMENTS IN DIFFERENT AREAS THROUGHOUT THE WORLD SUCH AS THE PROMOTING WOMEN'S RIGHTS. THE IDEA OF RIGHTS ATTACHES AN UNCONDITIONAL WORTH TO THE EXISTENCE OF EACH PERSON, IRRESPECTIVE OF HER PARTICULAR VALUE TO OTHERS. THE ASSUMPTION OF UNCONDITIONAL WORTH IS BASED ON THE IMPORTANCE OF EACH LIFE TO THE PERSON WHOSE LIFE IT IS, IRRESPECTIVE OF HER WEALTH, POWER OR SOCIAL STATUS. IN THIS RESEARCH BY ADOPTING A JUSTIFIABLE THEORETICAL APPROACH, THE AIM IS TO PUT FORWARD A PLAUSIBLE BASIS FOR EQUALITY OF WOMEN AND MEN FOR ACCESSING TO MANAGING JOBS BY DESIGNING THE IDEA OF A RIGHT AS A GUARANTEED CLAIM AGAINST OTHER CLAIMS, ON THE BASIS OF TWO ELEMENTS: HUMAN DIGNITY AND MORAL AGENCY.

MANY NATIONAL AND INTERNATIONAL ORGANIZATIONS INSIDE AND OUTSIDE THE COUNTRY AND STUDIES INDICATE THAT: THE ROLE OF WOMEN IN MANAGEMENT AND IN PARTICULAR IN THE MANAGEMENT OF HIGHER EDUCATION FOR VARIOUS REASONS IGNORED OR AT LEAST BE REDUCED AND A POSITIVE AND CONSTRUCTIVE ATTITUDE IN THIS REGARD DOES NOT EXIST. IF TAKING INTO ACCOUNT THE DIFFERENCES IN PSYCHOLOGICAL - PSYCHOLOGICAL AND PHYSIOLOGICAL ROLES OF ORGANIZATIONS TO COMPLEMENT AND BALANCE THEIR EMPLOYEES TO FEMALE EMPLOYEES NEED TO ADVANCE YOUR ORGANIZATIONAL GOALS. EMPLOYING FEMALE HUMAN RESOURCES IN ORGANIZATIONS, ESPECIALLY AT MANAGERIAL LEVELS WITH NEGATIVE ATTITUDES AND TRADITIONAL MEN'S ENCOUNTERED. INSTITUTIONS AND INTERNATIONAL ORGANIZATIONS SUCH AS THE NATIONAL LABOR ORGANIZATION AND UNESCO, HAVE BEEN SUGGESTED BARRIERS AND WAYS TO SOLVE THIS PROBLEM BUT MATCHING BETWEEN ANY BARRIERS AND ELIMINATE OR REDUCE THAT BARRIER IS NOT PROVIDED SOLUTIONS THAT EXACTLY WHAT APPROACHES CAN BE USED. A MODEL FOR THE PROPOSED MEASURES TO SOLVE OR REDUCE THESE BARRIERS WILL BE PROVIDED.

ALTHOUGH WOMEN IN SENIOR MANAGEMENT POSITIONS IN DIFFERENT COUNTRIES ARE NOT VERY NUMEROUS, STATISTICS SHOW A RISING TREND IN THE NUMBER OF WOMEN IN MANAGEMENT POSITIONS AND BUSINESS DURING THE PAST DECADE. BUSINESS EXPANSION AND INCLUSION OF MORE WOMEN IN POSITIONS OF DECISION-MAKING HAVE COMPLEX AND CHALLENGING ASPECTS, SO THAT GENDER INEQUALITIES IN DIFFERENT SECTIONS OF THE LABOR MARKET ARE MORE OBVIOUS. EVIDENCE SUGGESTS THAT WOMEN'S PARTICIPATION IN CREATING COMPETITION IN BUSINESS ENVIRONMENT AND ACHIEVING PRODUCTIVITY IS COMPLETELY EFFECTIVE. IN THE RECENT REPORT OF THE INTERNATIONAL LABOR ORGANIZATION (REPORT 2015) IN THE VARIOUS COUNTRIES OF THE WORLD, INCREASING THE PRESENCE OF WOMEN WAS INTRODUCED AS A STIMULUS FOR ECONOMIC GROWTH AND DEVELOPMENT AND ULTIMATELY TO ACHIEVE SUSTAINABLE DEVELOPMENT. THIS PAPER SUGGESTS THE OVERALL PICTURE OF THE WOMEN SITUATION IN ADMINISTRATION AND BUSINESS BOTH, IN THE WORLD AND IRAN.STUDYING ON HIGHER EDUCATION AND EMPLOYMENT STATUS OF WOMEN IN IRAN, LACK OF TEACHING IN RELIGION AND CULTURE, GENDER GAP, LOW WAGES AND THE LOW NUMBER OF ISI PUBLICATIONS ARE INTRODUCED AS BARRIERS TO WOMEN'S PARTICIPATION IN EMPLOYMENT AND MANAGEMENT, AND FINALLY THE NECESSARY SOLUTIONS TO ADDRESS THESE CHALLENGES ARE DESCRIBED.

IGNORING THE PRESENCE OF WOMEN IN MANAGERIAL POSITIONS HAS BROUGHT IRREPARABLE DAMAGE TO THE COUNTRIES. DEVELOPING COUNTRIES, INCLUDING IRAN, HAVE NOT YET TAKEN STEPS TO SUCCESS IN THIS CASE. THEREFORE, TO ANALYZE THE CAUSES OF THE WEAK REPRESENTATION OF WOMEN IN MANAGERIAL POSITIONS, PARTICULARLY IN MANAGERIAL POSTS, IN ADDITION TO THE IMPACT ON INDIVIDUAL DIFFERENCES AND PERSONALITY OF WOMEN IN THIS IT, THERE ARE ALSO SYSTEMIC BARRIERS, THAT ROOTED IN SOCIAL AND CULTURAL STRUCTURES, SUCH AS PATRIARCHAL ORGANIZATIONAL CULTURE. THE PURPOSE OF THIS STUDY IS TO INVESTIGATE WAYS OF EMPOWERING WOMEN TO ASSUME MANAGERIAL POSITIONS IN HIGHER EDUCATION. THE RESEARCH METHOD OF THIS STUDY WAS AN OVERVIEW AND DESCRIPTION AND THE METHOD OF DATA COLLECTION WAS METHOD LIBRARY. THE RESULTS INDICATE THAT THE PLAN TO INCREASE THE EMPOWERMENT OF WOMEN BY REMOVING BARRIERS AND INCREASING FUNCTIONALITY CAN HELP TO REFORM THE ORGANIZATIONAL CULTURE WITH AN EMPHASIS ON MERITOCRACY, IN UNIVERSITIES FOR TAKING MANAGERIAL POSITIONS TO WOMEN.

MUSLIM SCHOLARS REGARDING WOMEN'S EMPLOYMENT IN THREE TRADITIONAL VIEW, THE ILLUMINATI RADICAL AND MODERATE VIEWS ARE DIVIDED. ACCORDING TO THE PRINCIPLES GOVERNING THE FEMALE CHARACTER, THE ORIGIN OF THE DIFFERENCES BETWEEN MALE AND FEMALE EMPLOYMENT BIOLOGICAL, BEHAVIORAL, AND ECONOMIC AND LEGISLATIVE DIFFERENCES IN RELIGIOUS THOUGHT MAKES THAT EVEN THOUGH EMPLOYMENT AS A RIGHT FOR WOMEN CONSIDERED, BUT DID NOT IMPOSE A DUTY UPON THEM TO BE ECONOMIC.

IN THIS PAPER, DUE TO ITS SUBJECT, AS THE ETICIENCY OF WOMEN JOBS AND MANAGEMENT, EVERY ONE, MEN OR WOMEN, WITHOUT FOCUSING ON GENDER AND THE BASE OF ABILITIES AND KNOWLEDGE, CAN BE USEFUL AND ALERT IN PROMOTING DEVELOPMENT OF THE COUNTRY. AS A RESULT, WOMEN CAN BE USEFUL, AS THE HALF OF THE SOCIETY BODY AND TO INXRESE INCOME OF GOVERNMENT.

IN IRAN THERE ARE TWO OPPOSITE AND PARALLEL DOMAIN DISCOURSES. FIRST, FOR HAVING A WORLD HISTORY IS AWARE OF WOMEN ABILITIES AND THEIR UN DENY ABLE EFFECTS IN VARIOUS EVENTS. NOWADAYS, AS THE STUDY ON WORLD DEVELOPMENTS, IS IMPORTANT, THE WOMEN ABILITIES IN PROMOTING THE REVELATION, IS MOSTLY UNDERSTOOD. IN RECENT YEARS, WOMEN ROLES IN PROMOTING DEVELOPMENTS AS HALF OF SOCIETY, IN MANY CASES, SUCH AS, POLITICAL, ECONOMICAL- SOCIAL, ETC… IS WELL KNOWN. THE FOUND RESULTS IN STUDIES, MEANS THAT, CHILDREN GAMES, RESULTS OF DIFFERING GENDER, IN TREATMENT AND EDUCATION, THE AGE AND EDUCATION,… ALL SHOW THE ABILITY OF WOMEN IN MANAGEMENT.

IN IRAN THERE ARE TWO OPPOSITE AND PARALLEL DOMAIN DISCOURSES. FIRST, FOR HAVING A BALANCED DEVELOPMENT THERE IS THE NECESSITY TO USE COMPREHENSIVE AND FULL CAPACITY OF THE SOCIETY, THUS UNDOUBTEDLY THE PRESENCE OF WOMEN AS HALF OF THE SOCIETY FOR DEVELOPING THE COUNTRY IS NECESSARY. SECOND, ACCESS TO DEVELOPMENT NEEDS A STRONG AND STANDARD MANAGEMENT, WHICH WOMEN DO HAVE THIS CAPACITY. IN THE MEANTIME, TWO DISCOURSES ARE BECOMING COMMON. FIRST, REGARDING ALL WOMEN WITH LACK OF ADMINISTRATIVE CAPABILITY AND THE SECOND ONE, ALTHOUGH, COUNT WOMEN AS EMPOWERMENT, THE PRESENT REALITY AND BACKGROUND OF THE CURRENT ACTIVITY IS NOT READY TO PROCURE THEM IN MANAGERIAL POSITIONS. THE OUTCOME OF THESE TWO OPPOSITION DISCOURSES IS IN COMMON. WOMEN SHOULD BE ACTIVE IN SOCIAL, ECONOMICAL AND POLITICAL FIELDS, BUT NOT IN MANAGERIAL POSITIONS. “BEHRVAR”, AGGRESSIONS AGAINST THE REALITY PRESENT, ANOTHER DEBATE CAN BE HEARD, THE ONE THAT SOUND FEMININE AND IT IS THE REFLECTION OF ELITIST AMONG THE SCHOLARS, WOMEN SURPASS MEN IN THE COLLEGE, WIDE PRESENCE OF THEM IN SOCIAL AND SOFTWARE FIELDS AND TO CHANGE THE ACTIVITIES TO MORE SERVICE- ORIENTED ONES, AND THEIR IMPRESSIVE SUCCESS CAUSED THEM THAT THE EDUCATED WOMEN BECOME MORE AWARE OF THEIR OWN RIGHTS AND TO GAIN MORE CONFIDENCE IN ACCEPTING THE SOCIAL RESPONSIBILITIES AND MANAGERIAL POSITIONS. THIS FACTOR CAUSED THAT A COMPETITION DISCOURSE IN THE FORM OF ANTI-DISCOURSE TO FORM AGAINST THE DOMINANT DISCLOSER WHICH HAD THE PATRIARCHAL STEM, A DEBATE THAT BELIEVES THE PRESENCE OF WOMEN IN SOCIAL AND MANAGERIAL DOMAIN IN NECESSARY. THAT IS WHY, WITH OUR PRESENCE IN THE MAIN PLACE OF THIS DISCOURSE, THE UNIVERSITY THE MAIN SITE OF THIS DISCOURSE, WE ARE TRYING TO ASSESS THE AUTHENTICITY OF THIS CLAIM ON THE CAPABILITY OF WOMEN TO HAVE MANAGERIAL POSITIONS.

IN RECENT YEARS, A SIGNIFICANT INCREASE IN THE LEVEL OF WOMEN EMPLOYMENT HAS BEEN OBSERVED. IN SPITE OF ALL THAT THEIR PROGRESS IN MANAGERIAL JOBS HAS NOT BEEN SENSIBLE. GENDER INEQUALITIES SPECIALLY IN THE MANAGERIAL FIELD CAUSED THE POTENTIAL OF WOMEN NOT TO BE USED PROPERLY. HOWEVER RESEARCHES SHOWS WOMEN LIKE MEN ARE AMBITIOUS AND WILLING TO PROGRESS. BUT INCORRECT BELIEFS ATTRIBUTES MANAGEMENT TO MEN ACTUALLY RESULTED IN DECREASE OF WOMEN MANAGERS. THEREFORE EXISTENCE OF AN INVISIBLE BARRIER CALLED GLASS CEILING IS VERY CLEAR. THIS WRITING ATTEMPTS TO IDENTIFY THE FACTORS AFFECTING THE GLASS CEILING IN A DESCRIPTIVE WAY AND IN THIS REGARD THE LONG DOMINATION OF MEN ALONG THE ADMINISTRATIVE STRUCTURE IS CONSIDERED AS THE MOST IMPORTANT FACTOR IN CREATING A GLASS CEILING.

THE MANAGEMENT OF WOMEN NOT ONLY IN DEVELOPING COUNTRIES BUT ALSO IN DEVELOPED COUNTRIES IS AN IMPORTANT ISSUE. THE AIM OF THIS STUDY IS TO IDENTIFY SUCCESS FACTORS AND DIFFICULTIES IN THE WAY OF WOMEN'S LEADERSHIP IN HIGHER EDUCATION AND PRESENT SOLUTIONS TO OVERCOME IT. THIS ARTICLE IS A DESCRIPTIVE STUDY AND ANALYSIS OF FEMALE MANAGER IN THE HIGHER EDUCATION, SEEKING SUCCESS FACTORS AND OBSTACLES FEMALE MANAGERS IN HIGHER EDUCATION MANAGEMENT AND OFFERING WAYS TO DEAL WITH IT (APPROACH).THIS STUDY PRESENTS THE MAIN OBSTACLES TO THE SUCCESS OF FEMALE MANAGERS AT THREE COMPONENTS OF SOCIAL, ORGANIZATIONAL FACTORS AND PERSONAL FACTORS, AND ALSO CATEGORIZED SUCCESS FACTORS OF FEMALE MANAGERS AT SEVEN COMPONENTS. THE RESULTS SHOWS, THE SECRET OF SUCCESS IS HAVING ACCURACY, DILIGENCE AND SENSITIVITY IN DOING RIGHT JOBS BETWEEN FEMALE DIRECTORS IN HIGHER EDUCATION.

THE AIM OF THE PRESENT STUDY IS TO EXAMINE THE EFFECT OF ATTITUDES TOWARDS THE MANAGEMENT ON DEVELOPMENT OF FEMALES TO MANAGEMENT-RELATED OCCUPATIONS WITH RESPECT TO THE INTERVENING ROLE OF EMPOWERING (CASE STUDY: WEST AZERBAIJAN). THE STATISTICAL POPULATION COMPRISES OF 107 FEMLAE FACULTY MEMBERS OF WEST AZERBAIJAN. THE COLLECTED DATA WERE ANALYZED THROUGH THE USE OF SPSS AND AMOS SOFTWARE. THE RESULTS INDICATED THAT THE OPPOSITION OF WORK AND FAMILY, LEADER SUPPORT. FAMILY SUPPORT AND THE INCLUSION OF GLASS-FORMED SHELTER HAD AN EFFECT ON EMPOWERING AT 0.05 LEVEL OF SIGNIFICANCE. IN ADDIION, DIRECT INFLUENCE OF EMPOWERING ON THE ATTITUDES WAS FOUND TO BE SIGNIFICANT AT 0.05 LEVEL. ULTIMATELY, IT WAS CONCLUDED THAT THE EFFECTS DEALING WITH OPPOSITION OF WORK AND FAMILY, LEADER SUPPORT, FAMILY SUPPORT AND THE INCLUSION OF GLASS-FORMED SHELTER WERE SIGNIFICANT AT 0.05 LEVEL.