A comparative study of challenges faced by women in leadership: a case of Foskor and the Department of Labour in Mhlathuze Municipality
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Date
2013
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Publisher
University of Zululand
Abstract
This study is a comparative investigation of challenges faced by women in leadership/management in the public and private sector, using Foskor and the Department of Labour in Mhlathuze Municipality as a case analysis. Literature was sourced to support the study from the following areas: gender equity in leadership positions, gender and leadership in South Africa, gender inequality in management: globally and in South Africa, affirmative action and discrimination within organization, gender differences in leadership, gender stereotype, challenges to women in leadership, inequity in education, recruitment, employment and advancement, government policies supporting and promoting status and welfare, black women in management facing dual challenges, mentoring, and key issues pertaining to women in management.
The theoretical framework used for this research was the transformational leadership. A descriptive design grounded on qualitative approach of interviews was used to elicit data from respondents with a sample size of 30. The method of data analysis was the use of SPSS and content. Based on analysed data, the following findings were reached: from both sectors women are suffering from domestic constraints, psychological factors, pressure at work and home, while some men said that the place for women is the kitchen. Women are suffering from cultural factors as such finding it difficult to take orders from men. There are similar challenges faced by women in both sectors. The findings also indicate that women at Foskor are disproportionally represented, while in the Department of Labour they are proportionally represented. Foskor needs to follow the Employment Equity Act in terms of balancing gender in the working environment. From the foregoing findings, several recommendations were attained such as: that recruitment, selection and placement in organisation should avoid tokenistic patterns. When advertising for posts, organisations need to adhere to the Employment Equity Act. Organisations should restructure their framework to avoid favouritism.
Description
A Dissertation submitted in accordance with the requirement for the degree of Masters in Commerce in the Faculty of Commerce, Administration and Law in the Department of Business Management at University of Zululand, South Africa, 2013.
Keywords
Women in leadership -- challenges, Women in management -- challenges