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Author: Ph. D. Glenn H. Walton Publisher: Author House ISBN: 1467081949 Category : Business & Economics Languages : en Pages : 84
Book Description
"An important step toward developing a rational approach in maximizing the talents of the African-American administrator must be the recognition of how perceptions of the role and his/her place in it may impeded advancement"--back cover.
Author: Ph. D. Glenn H. Walton Publisher: Author House ISBN: 1467081949 Category : Business & Economics Languages : en Pages : 84
Book Description
"An important step toward developing a rational approach in maximizing the talents of the African-American administrator must be the recognition of how perceptions of the role and his/her place in it may impeded advancement"--back cover.
Author: Ph. D. Glenn H. Walton Publisher: ISBN: 9781434322814 Category : Business & Economics Languages : en Pages : 80
Book Description
"An important step toward developing a rational approach in maximizing the talents of the African-American administrator must be the recognition of how perceptions of the role and his/her place in it may impeded advancement"--back cover.
Author: Laurie A. Gordon Publisher: ISBN: Category : African American women Languages : en Pages : 218
Book Description
The purpose of this study was to examine how the perceptions of racial identity salience, career decision-making self-efficacy and career related barriers affected the career choice traditionality for African American women. The multiple self-referent model (Brown-Collins & Sussewell, 1986) was used as a theoretical framework to conceptualize the study in order to evaluate what possible factors may influence the career development process of Black women. One hundred and eighteen women were surveyed from predominantly White and predominantly Black campuses. It was predicted that women who endorsed traditional career choices would perceive more career related barriers and have lower levels of career decision-making self-efficacy than their non-traditional counterparts. Additionally, previous research has suggested that African American women may cluster in more traditional occupations as a way to limit their exposure to racism. As a result, it was predicted that Black women who chose more traditional occupations would perceive racism as a greater career related barrier than sexism. The influence of racial identity salience, particularly the psychological and socio-political domains, on the career choice traditionality of Black women was also evaluated. The following instruments were utilized: Career Decision-Making Self-Efficacy - Short Form; the African American Identity Attitudes Scale; Career Barriers Inventory - Revised; and a demographics/career questionnaire. The results did not support these hypotheses or the conceptualization of the multiple self-referent model. However, these findings suggest that the career development of Black women is a complex process that warrants further investigation. The limitations of the current study as well as directions for future research will be discussed.
Author: Martin N. Davidson Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
In an effort to explore the differentiating career experiences of African American and white managers at Company X, a multifaceted study was conducted in which managers of each racial/ethnic group were surveyed and a subset of those managers were interviewed about their developmental experiences inside the company. A four-person multiracial team of researchers analyzed the data from those surveys and interviews. The team coded data quantitatively and qualitatively. Results focusing on experiences of African American respondents revealed that (1) regardless of race, developmental assignments were cited most often as critical experiences in managers' career development; (2) African American managers identified proportionally fewer instances of developmental assignments than did white managers; (3) African American managers identified proportionally more career learning arising from interactions with other people in the organization than did white managers; and (4) African Americans dealt with developmental obstacles to career advancement related to race more than did white managers. The most frequently cited obstacles included slow advancement in the organization, career role-slotting, inordinately limiting feedback to African American women, and social isolation among African American men in the organization. Successful career development results when internal and external networks are established, cultural and racial professional and social support is institutionalized, and white male mentors are present and receptive. We conclude that, in spite of these obstacles, African American managers in our sample maintained high levels of performance, professionalism, and motivation to succeed.
Author: Michele E. Cushnie Publisher: ISBN: Category : Languages : en Pages : 650
Book Description
Abstract: The purpose of this qualitative study was to explore the career development process of African-American women who are first-line supervisors. This study utilized interviews of twelve African-American women in supervisory management positions in the public sector. The questions focused on the participants' career paths, stages of career development, challenges and limitations, influences on their career development process, and their measures of success. The methodology used for the study was a phenomenological approach, which focuses on obtaining and classifying experiential data, and information obtained from the actual words of the participants that represent their thinking and experiences. Common themes were identified to establish a model of career development. The findings of the study revealed that the African-American women's career paths were based on the unique opportunities provided to them by their organizations. They viewed success as their ability to provide excellent services to their customers and performing the best possible on their jobs. The women faced challenges at this level of management, but felt that racism was not a particular issue. Sexism and various personnel issues were perceived as greater challenges for them. The women believed that their perseverance to succeed, their faith, and their mentoring opportunities were important factors in their success. The results also showed that the career development stages for African-American women can be depicted in a way that is unique from currently available career development models.
Author: Catalyst, inc Publisher: Catalyst ISBN: 0895842459 Category : Social Science Languages : en Pages : 47
Book Description
This Study Is About African-American Women In Corporate Management And Provides Relevant Action Steps For Companies And Managers To Tap Into The Talent Of This Workforce.
Author: Ph. D. Glenn H. Walton
Author: Ph. D. Glenn H. Walton
Author: Ph. D. Glenn H. Walton
Author: Laurie A. Gordon
Author: Regina Nixon
Author: Martin N. Davidson
Author: Michele E. Cushnie
Author: 
Author: Sylvia Yuette Walton
Author: Maurice L. Oswell
Author: Catalyst, inc