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Women in leadership positions : quota system / bachelor thesis by Azime Tazegül ; thesis advisors : Prof. Dr. Ritam Garg, Prof. Dr. Evamaria Wagner.

By: Tazegül, Azime [author].
Contributor(s): Garg, Ritam [thesis advisor] | Wagner, Evamaria [thesis advisor] | Berlin International University of Applied Sciences. Faculty of Business Administration [issuing body].
Material type: TextTextPublisher: Berlin, Germany : Berlin International University of Applied Sciences, 2019Description: 6 unnumbered pages, 27 pages : illustrations (colour) ; 30 x 21,5 cm. + 1 supplement (122 unnumbered pages ; 30 cm x 21,5 cm).Content type: text Media type: unmediated Carrier type: volumeGenre/Form: Academic thesesDDC classification: 658.3 Online resources: Full text (thesis without supplement)
Contents:
MACHINE-GENERATED CONTENTS NOTE: 1. Introduction -- 1.1 General Introduction -- 1.2 Main Problem Statement; Need and Justification for the Study -- 1.3 Research Aim -- 1.4 Research Objectives -- 1.5 Research Question -- 2. Literature Review -- 2.2 Personnel Selection -- 2.2.1 Definition of Personnel Selection -- 2.2.2 Personnel Selection Process -- 2.2.3 Methods of Personnel Selection -- 2.3 Management & Leadership Position -- 2.3.1 Leadership Styles -- 2.3.2 The "Feminine" Style -- 2.4 Conceptual Framework -- 3. Research Approach -- 3.1 Research Strategy -- 3.2 Secondary Data Collection -- 3.3 Pros & Cons (In Comparison To Primary Data Collection) -- 3.4 Secondary Data Approach -- 3.4.1 Quota System -- 3.4.1.1 Absolute Quota System -- 3.4.1.2 Relative Quota System -- 3.4.2 The Development of the Women’s Quota in Germany -- 4. Data Collection and Data Analysis -- 4.1 Selected Case Characteristics -- 4.2 Introduction -- 4.3 Methodology -- 4.3.1 Sample: Selection of Respondents -- 4.3.2 Methods of Data Collection -- 4.3.3 Measures: Operationalization of Variables -- 4.3.4 Methods of Data Processing and Analysis -- 5. Discussion -- 6. Conclusion -- 7. Limitations and Future Suggestions -- 8. References.
Dissertation note: DISSERTATION NOTE: bachelor thesis in Business Administration, Berlin International University of Applied Sciences, Berlin, Germany, 2019. Summary: MACHINE-GENERATED SUMMARY NOTE: "Women are much less likely to be in leadership positions than men, although the education and school careers of both sexes are almost identical. Now the question arises as to why, despite equal or similar qualifications of women and men, there is inequality in leadership positions. Is it the stereotypes that say that women are often against a career and prefer a family planning, which often leads to disruptions in the career path? (Wolter, 2018) Which role does the "glass ceiling" play? These questions will be discussed in more detail in the following work and will be edited by using various sources. This Bachelor Thesis examines the problem of the discrimination against women in getting to Leadership Positions. Many aspects are assessed more closely, with a focus on two building blocks, Quota System in general and Germany with the introduction of the quota system. Based on the research question, data is collected and discussed at the end. Thereby the paper is divided into six parts. At the beginning there is an overview of the quota system and the female quota in general and then in relation to Germany. Is it necessary to introduce a quota system -- who benefits from it and to whom could it harm? This is followed by important personnel selection issues, which explain why there are more men in leadership positions than women. Next, the styles of leadership are discussed to determine if gender based differences exist. The last section is the empirical part. In this part, the survey about "Women in Leadership Positions - Quota System" will be discussed and then the results are presented. The survey deals with the topic of the quota system, and the situation of having more men in leadership positions than women. Subsequently, the elaborated theories are summarized using the survey results, which is completed with a conclusion." -- General introduction, p. 1.
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Current location Collection Call number Status Date due Barcode
Klingemann Library
BUSINESS -- Business, management 658.3 T248 2019 (Browse shelf) No access to hard copy 2019-1982
Klingemann Library
BUSINESS -- Business, management 658.3 T248 2019 e-res (Browse shelf) Available as electronic resource -- please see link "Full text" above 2019-2490

DISSERTATION NOTE: bachelor thesis in Business Administration, Berlin International University of Applied Sciences, Berlin, Germany, 2019.

BIBLIOGRAPHY NOTE: includes bibliographical references (p. 26-27).

MACHINE-GENERATED CONTENTS NOTE:
1. Introduction --
1.1 General Introduction --
1.2 Main Problem Statement; Need and Justification for the Study --
1.3 Research Aim --
1.4 Research Objectives --
1.5 Research Question --
2. Literature Review --
2.2 Personnel Selection --
2.2.1 Definition of Personnel Selection --
2.2.2 Personnel Selection Process --
2.2.3 Methods of Personnel Selection --
2.3 Management & Leadership Position --
2.3.1 Leadership Styles --
2.3.2 The "Feminine" Style --
2.4 Conceptual Framework --
3. Research Approach --
3.1 Research Strategy --
3.2 Secondary Data Collection --
3.3 Pros & Cons (In Comparison To Primary Data Collection) --
3.4 Secondary Data Approach --
3.4.1 Quota System --
3.4.1.1 Absolute Quota System --
3.4.1.2 Relative Quota System --
3.4.2 The Development of the Women’s Quota in Germany --
4. Data Collection and Data Analysis --
4.1 Selected Case Characteristics --
4.2 Introduction --
4.3 Methodology --
4.3.1 Sample: Selection of Respondents --
4.3.2 Methods of Data Collection --
4.3.3 Measures: Operationalization of Variables --
4.3.4 Methods of Data Processing and Analysis --
5. Discussion --
6. Conclusion --
7. Limitations and Future Suggestions --
8. References.

MACHINE-GENERATED SUMMARY NOTE:
"Women are much less likely to be in leadership positions than men, although the education and school careers of both sexes are almost identical. Now the question arises as to why, despite equal or similar qualifications of women and men, there is inequality in leadership positions. Is it the stereotypes that say that women are often against a career and prefer a family planning, which often leads to disruptions in the career path? (Wolter, 2018) Which role does the "glass ceiling" play?
These questions will be discussed in more detail in the following work and will be edited by using various sources.
This Bachelor Thesis examines the problem of the discrimination against women in getting to Leadership Positions. Many aspects are assessed more closely, with a focus on two building blocks, Quota System in general and Germany with the introduction of the quota system. Based on the research question, data is collected and discussed at the end.
Thereby the paper is divided into six parts. At the beginning there is an overview of the quota system and the female quota in general and then in relation to Germany. Is it necessary to introduce a quota system -- who benefits from it and to whom could it harm? This is followed by important personnel selection issues, which explain why there are more men in leadership positions than women.
Next, the styles of leadership are discussed to determine if gender based differences exist. The last section is the empirical part. In this part, the survey about "Women in Leadership Positions - Quota System" will be discussed and then the results are presented. The survey deals with the topic of the quota system, and the situation of having more men in leadership positions than women. Subsequently, the elaborated theories are summarized using the survey results, which is completed with a conclusion."
-- General introduction, p. 1.

SUPPLEMENT NOTE: accompanied by a supplement entitled: Women in leadership positions : quota system ; SurveyMonkey, containing 61 answered questionnaires.

SOURCE OF ACQUISITION NOTE (DE-2291): hard and digital copies acquired as obligatory copies from the author via Examinations Office, 2019-07-08.

CATALOGUING: original descriptive cataloguing + summary + contents, 2019-08-12, 2019-11-16.

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