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dc.contributor.advisor Lethoko, M.
dc.contributor.author Rabodiba, Matema Salome
dc.date.accessioned 2022-07-20T06:34:00Z
dc.date.available 2022-07-20T06:34:00Z
dc.date.issued 2014
dc.identifier.uri http://hdl.handle.net/10386/3856
dc.description Thesis (MBA. (Administration)) -- University of Limpopo, 2014 en_US
dc.description.abstract The purpose of this study was to investigate career-entry barriers for female professors and doctors at the University of Limpopo. The findings not only offer a wealth of strategies for career success and for overcoming professional and personal challenges, but also shed new light on critical factors that affect women and their experiences at work. The quantitative investigation was the main method used and thus formed the core of this study. The quantitative investigation was based primarily on confidentially structured questionnaire provided to 66 female professors and doctors. The findings from the study revealed that there are various personal, institutional and societal barriers affecting women’s participation at the university. At the personal level such factors as academic qualification (PhD), administrative experience, management skills, confidence, assertiveness, high visibility, hard work and diligence were found to enhance women’s participation in university. On the other hand, absence of these personal attributes were said to limit women’s confidence in applying for senior management positions. At the societal level support from family and friends was found to enhance women’s participation. At the institutional level the recruitment, appointment and promotion practices stood out as the main factors affecting women’s participation in university management. In some cases these policies were not clearly documented. The results revealed that to overcome career- entry barriers at the University of Limpopo, female professors must constantly overachieve, maintain good relationships with others, and hold onto personal and institutional values to do the right things, expand themselves constantly, and utilize strong mentors’ assistance as well as sponsorship. v Recommendations such as an urgent need for the formulation of equal opportunity policies, provision of professional development and mentoring opportunities and the creation of a family-friendly working environment by providing programs, facilities, and services that respond to the needs of people with children where suggested. From the recommendation it is clear that there are strategies that needs to be put in place to solve career entry barriers. A prerequisite to meet this is hard work, commitment, support structure and persistence. en_US
dc.format.extent 137 leaves en_US
dc.language.iso en en_US
dc.relation.requires PDF en_US
dc.subject Career-entry barriers en_US
dc.subject Female academics en_US
dc.subject Gender equality en_US
dc.subject Women empowerment en_US
dc.subject.lcsh Discrimination in employment -- South Africa -- Limpopo en_US
dc.subject.lcsh Gender identity in the workplace en_US
dc.subject.lcsh Women -- Employment en_US
dc.subject.lcsh Affirmative action programs en_US
dc.subject.lcsh Work environment -- South Africa -- Limpopo en_US
dc.title Career entry barriers for female academics at the University of Limpopo en_US
dc.type Thesis en_US


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