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Spring 2020 Author’s Call: The Refractive Thinker® Vol XIX
The Refractive Thinker® Vol XIX: Social Media
Spring 2020 Author’s Call: The Refractive Thinker® Vol XVIII
The Refractive Thinker® Vol XVIII: Project Management
Fall 2018: RT: Vol XV: NON PROFITS
The Refractive Thinker® Vol XIV: HEALTH CARE
Fall 2017: RT Vol XIII: Entrepreneurship
RT Vol X: Special Military Edition Video
RT Vol X: Special Military Edition Video
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SummaryJoin Sally Helgesen and contributing scholars as they discuss research regarding women in leadership. The conversations contain research that will influence how women’s leadership is understood and supported in the years ahead. This volume provides fresh insights into mentoring and coaching practices, an examination of the importance of developing a voice, the impact of continued shifts in demographics, and the role of women in specific cultures in articulating a sustainable vision of the future. Such contributions will expand and enrich the programmatic offerings that help speed women on their leadership journeys into the future.
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The researcher used open-ended survey questions to capture the lived experiences of the subject in this study. The responses to the questions served as data for answering the central research question. An analysis of the major themes and the subthemes, as well as the overlapping themes, and the number of times the participant mentioned the themes in the responses was the procedure used for assigning meaning to the data.
Subject A articulated the following valued characteristics when describing her relationship with her academic mentor: dedication, commitment, sense of comfort, openness, good listener, effective communicator, and honesty. The Subject credited the following successes to her relationship with the female faculty academic mentor: improved performance in the dissertation writing process as the relationship with the mentor forbade anything less than professional writing; and remaining in the program and not transferring or giving up. The recurring themes in this study indicated the importance of acquiring an academic mentors for many women who are trudging through the dissertation writing process; and second, these same recurring themes showed how fundamental a positive relationship between the mentor and mentee can be in completing a doctorate.
Knowledge management is meant to be understood as limitless without gender biases and supported throughout the organizational culture. This study was an examination of the relationship of knowledge management, and innovation on firm performance of United States ship repair. The information gleaned through this study shows a statistically significant relationship of knowledge management and innovation on firm performance. This study included examination of a real world business problem as a means to counter the continued reduction in labor forces aged 25 to 54. The study findings offer solutions for organizational leadership to use in preventing the loss of knowledge to increase firm performance.
I employed purposeful sampling, a snowball strategy, and sent an e-mail invitation to prospective participants. Men and women tribal gaming leaders participated in the interviews; five men and one woman participated in a focus group session; five additional men and two women from the same gaming organization participated in interview sessions. The data was analyzed and revealed eight themes that describe the leader strategies used in the tribal gaming industry toward a sustainable future. The eight relevant themes that emerged from the triangulation of the data were business value, collaboration, communication, emotional intelligence, motivation/innovation, philanthropic opportunity, resilience, and strategic vision.
This chapter is written in dedication to two instrumental women leaders. Dr. Patricia Fusch has been a wonderful mentor and friend to me; she continues to help others achieve their scholarly goals. My late Aunt Joie was an inspirational leader; she used innovation, motivation, and communication to keep her gang in line.
Worldwide, women continue their fight for gender equality. Women account for nearly 50% of the workforce, yet they are often shut out of executive leadership positions (McKinsey & Company, 2015). Clearly, women qualify for C-suite positions. However, gender bias and stereotypes prevent them from piercing the glass ceiling. Too often women who achieve leadership positions find themselves on the glass cliff. Women are competent visionary relationship builders who embody trust and integrity as components of their leadership. The challenge for Corporate America is to embrace a more holistic approach toward management that encompasses, gender parity, and soft as well as hard business skills.