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by Hajer Ibrahim
February 17, 2023
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Dissertation Defense - PowerPoint Presentation
This PowerPoint presentation, developed for my dissertation defense call, has been uploaded here for anyone in need of an example. Some minor misalignment of text occurred during upload.
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- 1. 1 Beyond the Glass Ceiling: A Phenomenological Study of Women Managers in the Kenyan Banking Industry A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Management in Organizational Leadership Title
- 2. Panel Introductions Pamela Brown, Ph.D., Mentor Michael E. Marrapodi, Ed.D., Committee Member Joanne Kovacich, Ph.D., Committee Member Naomi M. Mangatu, Doctoral Candidate 2
- 3. Outline 1. The problem statement 2. The purpose of the study 3. Theoretical framework 4. Research method and design 5. Research questions 6. Population and sample 7. Pilot study 8. Data collection 9. Findings 10. Significance of findings to leadership 11. Recommendations 12. Questions 3
- 4. 4 The Problem Statement Despite a seemingly remarkable progress on career advancement, women remain underrepresented in the highest leadership positions in Kenyan banks.
- 5. 5 Support for Problem Statement •Insufficient knowledge about the experiences of women in bank leadership in Kenya (Kiamba, 2008; Kobia, 2007). •Ineffectiveness of affirmative action plans and policies in Kenya (ILO, 2007; United Nations, 2008; World Bank, 2005). •Exclusion of women from leadership roles impacts negatively on productivity and militates against a diverse workforce (Noble & Moore, 2006). •Glass ceiling is costly in terms of turnover costs as qualified women leave organizations (Mathur-Helm, 2006).
- 6. 6 Purpose Statement The purpose of the qualitative phenomenological study was to explore the lived experiences and perceptions of 24 women managers in Kenyan banks; to better understand the factors they perceived to be contributors or barriers to advancement to CEO positions.
- 7. 7 Theoretical Framework •Social role theory – gender determines what roles should be allocated to men and women (Dunn, 2007; Eagly, 2006). •Expectations state theory – structural conditions rooted in feminist theory are responsible for the second class status accorded women by society (Gold, 2008; Kalkhoff, & Thye, 2006). •Leadership categorization theory – equates certain personality traits and gender attributes with leadership qualities (Weyer, 2007; Hilton, 2007).
- 8. 8 Research Method & Design •The qualitative study applied a phenomenological design. – The seven-step modified van Kaam process (Moustakas, 1994) facilitated data analysis. •Choice of design was influenced by: – Inductive approach that emphasizes concern for the richness, texture, and feeling for the raw data collected (Neuman, 2006). •The qualitative method helped explain the how and why – A quantitative method would have merely generated frequency distributions with no in-depth information (Creswell, 2004).
- 9. 9 Research Questions Two central research questions guided the study: 1. How do women in Kenyan banks perceive and describe their experiences of the glass ceiling?, and 2. What strategies do women in senior and middle management positions in Kenyan banks consider necessary for advancing and staying in the CEO position?
- 10. 10 Target Population & Sample • Women employees in banks in Nairobi, Kenya. • Final sample was 24 women who shared common characteristics such as: 1. current employee of a bank based in Nairobi 2. at least 2 years experience in banking 3. be over the age of 18 years, and 4. held senior manager or middle management level positions
- 11. Reasons for Population Choice • Senior manager position marks the starting point for key decision making in most banks (Cormier, 2007). – Senior managers are candidates for CEO positions succession planning in many organizations (Chovwen, 2007). – As Head of Department, senior managers serve as role models to junior employees. • Most women in Kenyan banks tend to stagnate at the middle and senior manager level positions (Kiamba, 2008). 11
- 12. 12 Sampling Frame
- 13. Pilot Study • A pilot test was done with two women, (senior manager & manager) to – test the procedures – give information about response unpredictability, and – test the flow of information prior to carrying out the full study • The responses aided in evaluating each response’s alignment with the research questions. 13
- 14. Data Collection- Participants Selection • 48 purposively selected women received invitation to participate. – Purposive sampling allowed the use of cases that have the required information with respect to the subject of the study (Creswell, 2005). • 27 replies were received, 3 were declines. • Thus 24 women participated in the final study – 12 senior managers, and – 12 middle level managers 14
- 15. Data Collection- -Interviews • Conducted a 45-60 minutes face to face interview At an off-site venue. •Interviewing process started with an ice-breaker •Interviews were digitally audio-recorded •Semi-structured open-ended questions allowed: • A flexible approach that allowed for collection of subjective viewpoints (Creswell, 2005) and a • A procedural description of lived experiences and perceptions of respondents (Creswell, 2004). • Follow-up questions to clarify and probe interesting responses that emerged (Creswell, 2005). •Verbatim data was manually transcribed immediately after every interview session. •Memoing & observations captured non-verbal communication. •Document review reinforced the participants’ verbal accounts and triangulated data. 15
- 16. Data Management •Transcribed verbatim data were input into NVivo8 software to allow for: • Free & tree coding • searching for specific words, and • Matrix querying •Nodes created two sets of attributes: – Phrases consistent with and supporting the existence of a GC(14, 293 nodes; 93%). – Expressions that did not support the existence of a GC (9,134 nodes; 7%).
- 17. Data Analysis • Applied the van Kaam 7-step process (Moustakas,1994) to achieve a systematic discovery of • Patterns • Themes • constructs, and • meanings in the participant’s responses (Creswell, 2004). • Constituents were sorted & arranged in descending order. • Highest 57 constituents referenced by at least 12 participants (table 10) were clustered to form nine major themes.
- 18. van Kaam 7-step process (Full explanations on Pages 93-95 of dissertation)
- 19. Major Themes
- 20. 20 Findings cont… • Determined that in comparison to men of similar qualifications and experience, few women are breaking through the glass ceiling in to attain CEO positions in Kenyan banks. • Social pressures and cultural norms continue to suppress women’s career advancement in Kenya. • Discovered that compared to men, women are held to higher expectations for resilience and competence. • Kenyan career women are making concerted efforts to develop their values beyond the academic, intellectual, and professional capabilities. • Informal social networks are essential sources of corporate power in Kenya.
- 21. 21 Significance of Findings •Facilitates more understanding why women are not advancing as fast as men in Kenyan banks. •Contributes to the body of literature – fills the knowledge gap about GC experiences in Kenyan banks. •Provides women with further information on steps to take and the pitfalls to avoid in career advancement (Lewis, 2006).
- 22. 22 Significance cont… •Better planning by policy makers … factors revealed may be vital in directing gender equity efforts to relevant areas. •Women CEOs may bring alternative leadership skills …and contribute in enhancing corporate governance within Kenyan banks. •An environmental scanning tool by Leaders …to identify cultural and structural forces working against their organizations. •Performance Comparison – Kenyan bank leaders may weigh performance against other organizations with women in decision-making.
- 23. Limitations/Delimitations • Geographic area was the metropolitan city of Nairobi, limiting data influenced by rural settings. • Study method may have left room for personal influence and bias – Both researcher & participants. • In a few instances, some participants allocated inadequate time for the interviews. • The unique experiences of the 24 participants might not represent all methods available to senior women in banking to overcome the GC barriers. • The findings may not be transferable to other situations or cases (Neuman, 2006). • Lack of male data for comparison limited the study findings as only women in senior manager and manager positions participated. 23
- 24. Recommendations • The Kenyan government should re-evaluate policies and approach to gender issues. • Kenyan women banker’s ability to understand the industry’s structural dimensions of power is crucial. • Kenyan banks should enact, implement, & enforce policies to support women’s dual responsibilities. • Importance for Kenyan women in banking to seek public visibility and assertiveness. 24
- 25. Recommendations cont… • Need for women to customize their leadership styles to the Kenyan banking environment. • Women should join and make time for formal and informal career-related non-gender specific networks. • Kenyan Media Houses and research firms should spearhead gender equity by highlighting the best and worst banks for women to work for. • Kenyan society should recognize and accept the changing status where the educated career woman is making bold moves to deal with sexism. • Bank’s clients are not homogeneous, hence Kenyan banks should diversify their workforce by having women CEOs.
- 26. Questions? 26 Thank You all so much for your attention!
- 27. References Burke, R, Koyuncu, M & Fiksenbaum, L. (2008). Still a man's world: Implications for managerial and professional women in a Turkish bank. Gender in Management: An International Journal, 23(4), 278-290. Retrieved April 25, 2008 from Emerald database. Central Bank of Kenya. (2008). Annual report on banking sector developments. Retrieved April 20, 2009, from http://www.centralbank.go.ke/downloads/bsd/annual/fis06.pdf. Chovwen, C. (2007). Barriers to acceptance, satisfaction and career growth: Implications for career development and retention of women in selected male occupations in Nigeria. Women in Management Review, 22(1), 68. Retrieved from ABI/INFORM Global database. Cormier, D. (2007). Retaining top women business leaders: strategies for ending the exodus. Business Strategy Series, 8(4), 262-269. Retrieved from ABI/INFORM Global database. Creswell, J. W. (2004). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (nd ed.). Columbus, Ohio: Merrill Prentice Hall. Creswell, J. W. (2005). Research design: Qualitative and quantitative approaches. Thousand Oaks, CA: Sage. Eagly, A, H. (2006). Female leadership advantage and disadvantage: resolving the contradictions. Psychology of Women Quarterly, 31 (1). Retrieved from EBSCOHost database. Eagly, A., H. & Carli, L., L. (2007). Women and the labyrinth of leadership. Harvard Business Review, 85(9) 62-71. Retrieved from EBSCOHost database. Gold, L. (2008). Challenges remain for women of color in accounting. Accounting Today, 22(14), 8, 30. Retrieved March 1, 2009, from Accounting & Tax Periodicals database. Hilton, L. (2007). Women and the Labyrinth of leadership and the tests of prince. Harvard Business Review, 85(12), 123-123. Retrieved from ProQuest database. ILO. (2007). Women in finance: Breaking through the glass ceiling and achieving success. Geneva: Author. Kalkhoff, W & Thye, S. (2006). Expectations states theory and research: New observations from Meta-Analysis. Sociological Methods & Research, 35(11), 219 - 249. Retrieved from ABI/INFORM Global database. 27
- 28. Kiamba, J. (2008). Women and leadership positions: social and cultural barriers to success. Wagadu, 1(2), 621. Retrieved from ABI/INFORM Global database. Kobia, M. (2007, September). Promoting gender equity: Agenda for improving management and leadership quality in Kenya. Paper presented during the 29th AAPAM Annual Roundtable Conference, Mbabane, Swaziland. Lewis, M. A. (2006). A qualitative phenomenological study of women in senior executive service of the federal government (Doctoral dissertation, University of Phoenix, –2006). Retrieved from ProQuest Dissertations & Theses database. (AAT 3245548). Mathur-Helm, B. (2006). Women and the glass ceiling in South African banks: an illusion or reality? Women in Management Review, 21(4), 311-326. Retrieved from ABI/INFORM Global database. Moustakas, C. (1994). Phenomenological research methods. Thousand Oaks, CA: Sage Publications. Nance, M. (2006). ACE conference: more research needed on experiences of minority women leaders. Diverse Issues in Higher Education, 21(1), 21-23. Retrieved from General OneFile database. Neuman, W. L. (2006). Social research methods: Qualitative and quantitative approaches (6th ed.). Boston: Pearson. Noble, C & Moore, S. (2006). Advancing women and leadership in this post feminist, post EEO era: A discussion of the issues. Women in Management Review, 21(7), 598-603. Retrieved April 25, 2008, from ABI/INFORM Global database. United Nations. (2008). The millennium development goals. New York: Author. Weyer, B. (2007). Twenty years later: Explaining the persistence of the glass ceiling for women leaders. Women in Management Review, 22(6), 482-496. Retrieved from ABI/INFORM Global database. World Bank. (2005). Status and progress of women in the Middle East and North Africa. Retrieved on April 20, 2009, from http://web.worldbank.org/WBSITE/EXTERNAL/COUNTRIES/MENAEXT/0,,contentMDK:2148395 5~menuPK:3970760~pagePK:2865106~piPK:2865128~theSitePK:256299,00.html
- Despite substantial investments on gender issues, social pressures and cultural norms continue to suppress women’s career advancement in Kenya. Kenyan career women are making concerted efforts to develop their values beyond the academic, intellectual, and professional capabilities. To access to power, Kenyan women must join mainstream networks, find right mentors, and seek demanding assignments. To broaden their access to power, Kenyan women must join co-educational and more mainstream networks, find right mentors, and seek demanding assignments. The GC is permeable but gains in education and access to professions have not translated into women achieving CEO positions in Kenyan banks.
- The study results were germane to policy makers and organizational leaders in identifying growth barriers that lead women employees toward a glass ceiling.
- To preserve credibility, innate biased perspectives, observations, and data interpretation were bracketed and interviews triangulated with documents review, field notes, and observations (Neuman, 2006).
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Masters Thesis Defense Presentation
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Final Dissertation Defense. PowerPoint Template.
Thesis Defense Presentations. Project Title: Authors: Details. • 15 minutes for presentation (approximately 10 slides, not including title slide/reference
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Oral Defense PowerPoint Template - Qualitative Studies. Use this template to guide you in creating your dissertation defense presentation.
This PowerPoint presentation, developed for my dissertation defense call, has been uploaded here for anyone in need of an example.
1 Beyond the Glass Ceiling: A Phenomenological Study of Women Managers in the Kenyan Banking Industry A Dissertation Presented in Partial Fulfillment of the
We've created this masters thesis defense presentation template. It covers everything from the outline of your thesis, to your theories and goals.
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