Search

The clear display of male/female behaviour patterns, has established patriarchal structures in most modern societies. For this reason the female role has been historically and culturally affected by strong idiosyncratic elements that dwell right in the collective consciousness. Furthermore this situation has encouraged the underrepresentation of women in socially valued work positions. According to this the main purpose of this paper, is to present some of the internal barriers and cultural variables, which female academics face to access top positions in Higher Education (HE).The methodology of this study uses the literature review technique to nourish theoretical and empirical acknowledgment, in areas such as organizational behaviour, educational leadership and gender studies. The results hollow out the analysis of four components associated with "the social role of motherhood", "female double-shift", "absence of female leadership models" and "the gender equality euphemism". In conclusion, a complex understanding is proposed to attend an issue that entails the socialization of gender and cultural constructions. [ABSTRACT FROM AUTHOR]

This paper aims to characterize the management skills that leaders count with, and how these contribute to exercise their duties and the impact on management. The type of study used was the exploratory - descriptive one. To carry out this work, it was designed an instrument of 18 questions and was applied to 786 leaders of mid-sized businesses in the Pacific, Caribbean and Andean regions, that allowed to identify the characteristics of leaders, their ways of conduct and behavior among others; it can be concluded generally that leaders have clear what this concept means, they have a relational leadership profile, they use in a greater proportion oral communication, they behave as reagents leaders, very busy and with high stress. [ABSTRACT FROM AUTHOR]

Today organization faces a context of uncertainly and risk, just like socie-ties, that rises levels of complexity and dynamism never seen before. In this constantly changing reality, formless, liquid, the traditional models of leadership, attributes to a single person, are not adequate to respond to pre-vailing enterprise, that's characterized for constant environmental change, and managing change, all this make necessary transform traditional models of leadership to liquid, and make this respond to the new complex systemic logics in organizational area; a new model of leadership is the objective of this paper. In this task, we will check over leadership traditional models from final 20 century, and initial proposal of early 21 century, trying to generate a most functional response to actual organizational reality. The result is a conceptual leadership model based in changing and mix action, make possible by different actors and moments, in alternate moments, but also jointed, in a new social space organizational, transdisciplinary based, making liquid the inside organization, responding in a better way to li-quid, uncertainly, risked environment. Liquid leadership, is both a proposal and an answer to complementary requirements of actual organizations. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to show the results of a research project, which aimed at establishing if indeed the medium enterprises in the city of Barranquilla carry out fair selection and recruitment processes, caring the company policies and procedures. We used the information provided by the Chamber of Commerce (2008) and DANE (2005), which enabled us to collect a random sample of 260 companies; we designed two models of survey and one interview model which allowed to appreciate the reality of employment status. Simultaneously the heads of Human Resources of the companies were interviewed and those interviews gave the information base to determine the reality in the selection process. And finally, a representative sample was taken from the working population to compare the information. [ABSTRACT FROM AUTHOR]