Women Leadership

Anormal Psikoloji kitabı, ruhsal bozukluklar alanında çalışan tüm profesyoneller, psikiyatristler, klinik psikologlar, psikologlar, psikolojik danışmanlar, hekimler, sosyal hizmet uzmanları, psikiyatri hemşireleri ve bu alanlarda öğrenci yetiştiren akademisyenler ile eğitim alan öğrenciler için temel bir başvuru kitabıdır.
2013 yılının Mayısı ayında yayımlanan DSM-5 ölçütlerine göre ruhsal bozukluklarla ilgili sunulan bilgilerin güncellemesinin de yapıldığı bu kitap, tüm dünyada pek çok üniversitenin psikiyatri ve psikoloji bölümlerinde ders kitabı olarak okutulmaktadır.
Kitabın her bölümünde, ilk olarak ruhsal bozukluklarla ilgili vakalar sunulmakta, daha sonra bozuklukların klinik tanıları yapılmakta ve DSM-IV-TR’den farklı olan DSM-5’te yapılan değişikliklere yer verilmektedir. Ayrıca, DSM-5’teki tanı ölçütleri, bozuklukların etiyolojisi ve epidemiyolojisi, bozukluklar üzerinde kalıtımın ve çevrenin etkileri, biyolojik ve sosyal ve kültürel etkiler, en güncel araştırmalardan elde edilen verilerle harmanlanarak sunulmaktadır. Ruhsal bozuklukların tedavisinde etkili olacak terapi yaklaşımları ve ilaçla yapılan tedaviler hakkında da bilgiler veren kitap, sahip olduğu zengin içeriği ile eşsiz bir kaynaktır.
Anormal Psikoloji kitabının; profesyoneller ve öğrenciler için önemli bir rehber olacağına, yardıma ihtiyaç duyan insanların sorunlarının çözümüne, ruhsal bozuklukların tanı ve tedavisinde önemli katkılar sağlayacağına inanıyoruz.

This article explores selected speeches of three global women leaders during the time of the Covid-19 pandemic from positive psychology perspectives. It focuses on speeches to address and manage the pandemic of global women leaders, such as Angela Merkel (Germany), Jacinda Ardern (New Zealand), and Tsai Ing-Wen (Taiwan). This study explores the question what global women leaders' leadership actions and responses are and how they address their nations with regard to the four pillars of PP2.0 and the PURE model during Covid-19. The study uses a post-modernist qualitative research design. It is anchored in the hermeneutical-phenomenological research paradigm, using leadership theories and PP2.0 as a lens to explore and understand their strengths with regard to the Covid-19 pandemic. The authors use thematic analysis to analyse the selected speeches made by the three women leaders at the onset of the pandemic in Germany, New Zealand and Taiwan. The study contributes to improve the u...

This contribution reviews work on the queen bee phenomenon whereby women leaders assimilate into male-dominated organizations (i.e., organizations in which most executive positions are held by men) by distancing themselves from junior women and legitimizing gender inequality in their organization. We propose that rather than being a source of gender inequality, the queen bee phenomenon is itself a consequence of the gender discrimination that women experience at work. We substantiate this argument with research showing that (1) queen bee behavior is a response to the discrimination and social identity threat that women may experience in male-dominated organizations, and (2) queen bee behavior is not a typically feminine response but part of a general self-group distancing response that is also found in other marginalized groups. We discuss consequences of the queen bee phenomenon for women leaders, junior women, organizations and society more generally, and propose ways to combat this phenomenon.

In this study extent of impact that urban women leaders can assert in urban local political dynamics was analyzed. The study sought to gain an insight into what impact their political representation and leadership styles had on the affiliated selfgoverning institutions and grassroot governance in last 75 years of Independence. This study thus presents an exhaustive review of the studies of how the urban grassroots were empowered with imbibing gender equality at grassroots through increasing political representation and leadership of women, the challenges further and suggest a direction for future developments. Based on the analysis, now is the present to focus on women's leadership in decision making institutions from mere representation or allegiance to women's empowerment for a logical concatenation. Having more women leaders with transformational leadership style in urban self-governing institutions will have a ripple effect on not only improving grassroot democracies but also bridging the gender gap to meet the sustainable developmental goal gender equality target by 2030, by imbibing inclusivity and shifting focus towards issues of priority and social development. Further, a theoretical and practical implications of the results are discussed. Directions for future studies could focus on the development of motivators to empower urban women leaders in urban India.

Background/Context: Previous research has focused on the importance of a social justice leadership approach to improve schools that serve marginalized students, but less attention has been focused on potential dilemmas associated with social justice leadership and the ways in which principals prioritize when dilemmas or challenges arise. Principals may be frequently confronting challenges and dilemmas when they lead for social justice, especially considering the pressures and unintended consequences of high-stakes accountability, dwindling school budgets, and increased teacher turnover rates. By examining the nature of social justice leadership in a high-poverty elementary school located along the U.S./Texas–Mexico border, this study explores how certain facets of social justice generate contradictions, tradeoffs, and dilemmas that have implications for marginalized student groups and communities.

Leadership Discourse is male centric and full of gender bias. From the inception of civilization, women are considered best for home affairs. Their dominion is limited to family affairs that too as a supplementary or complementary to men. Even when it comes to professional choices for female child, teaching, banking, medical professions are given preferences. Within these dynamics, women are not considered fit for leading positions. Though, the scenario has radically in few decades, conditions and mentality is not. Women in higher education too are on the margin when it comes to leadership positions. They are considered as effeminate to carry the burden of politics inherent in any human organization. It becomes difficult for women who aspire to be leaders in higher education. So, Women Leadership in Higher Education can be the desirable goal for Sustainable and Equal Gender Development in Higher Education in India. Present paper is an attempt to trace out the present scenario of women's leadership in Higher Education.

"Elinizdeki bu kitap, sosyal psikolojinin konularını en geniş kapsamıyla ele almakta, klasikleşmiş deneysel ve saha araştırmalarını en güncel bilimsel çalışmalarla harmanlamaktadır. Bu bakımdan, akademisyen ve öğrencilerin yararlanabileceği eşsiz bir kaynaktır. Kitapta, sosyal psikoloji konuları bölüm bölüm ele alınmıştır; ilgili kavram, terim, kuram ve araştırmalar aktarılırken her bölüm kendi içinde bir bütünlük arz edecek şekilde akıcı bir öyküsel kurguyla ve dille yazılmıştır ayrıca bu kitap; tarihsel olaylarla, edebî ve felsefi metaforlarla zenginleştirilmiştir.
Ayrıca bu kapsamlı çalışma, sadece bilimsel bir disiplinin temel konularını okuyucuya aktarmakla kalmamakta, aynı zamanda savaş, açlık, çevre gibi gerçek dünya sorunlarının sosyal psikolojik boyutlarıyla ilgili çözüm önerileri de getirmektedir. Bu bakımdan elinizdeki kitap yalnızca bir ders kitabı değil, aynı zamanda sosyal psikolojiye ilgi duyan herkesin merakla okuyabileceği bir kitaptır."

Este caso relata el proceso de fundación y crecimiento de Central Frenos, una empresa del sector de mecánica ligera fundada por un mujer en Chile en la década del 80.  En casi 20 años la emprendedora logra transformar un local de venta de repuestos de frenos en una cadena de mas de 20 servitecas en todo el país.  Al final del caso de plantean interrograntes sobre el  estilo de liderazgo de la fundadora, de como alinear la estructura organizacional debido al crecimiento de la empresa y como continuar con el proceso de expansión.

Maria Paola ZANOBONI, Donne al lavoro nell’Italia e nell’Europa medievali (secc.XIII-XV), Milano, Jouvence, 2016
VINCITORE DEL PREMIO ITALIAMEDIEVALE 2017:
http://www.italiamedievale.org/portale/premio-italia-medievale/
http://premioitaliamedievale.blogspot.it/
Prendendo in considerazione la svariata casistica italiana ed europea tra il secolo XIII e la fine del XV, questo libro intende sfatare i molteplici luoghi comuni sul lavoro femminile medievale che lo consideravano limitato soltanto ad alcune attività del comparto tessile ed alimentare, sottopagato, in costante dipendenza o correlazione con l’attività del consorte, esterno alle corporazioni per volontà delle corporazioni stesse. Un po’ dovunque, in Italia e in Europa, nel secolo XIII come nel XV, la realtà era invece un’altra: donne che lavoravano in tutti i possibili settori, compresa l’edilizia, le miniere e le saline; imprenditrici che si autofinanziavano con propri capitali ottenuti dalla vendita di abiti e gioielli; retribuzioni commisurate “alle reali capacità” e quindi non dipendenti dal genere; donne che col proprio lavoro riuscivano a mantenere sé stesse e familiari in difficoltà, o a saldare i debiti dei mariti; nobildonne impegnate nelle attività più varie: dall’organizzazione di laboratori per il ricamo, alla gestione di miniere, alla direzione di opere di bonifica, all’impianto di caseifici, alla gestione di alberghi.
Dotate di notevolissime capacità organizzative nella flessibilità estrema dei loro ruoli, erano le donne stesse a tenersi fuori dalle associazioni professionali, che, per parte loro, in genere ne tolleravano il “lavoro nero”, senza escluderle , ma cercando al contrario di obbligarle ad iscriversi quando avevano necessità di tenerle sotto controllo.
L’apprendistato femminile esisteva, spesso in modo informale, e tendeva ad emergere in casi particolari, quando erano le lavoratrici stesse ad aver bisogno di un attestato che dimostrasse le loro capacità (ad esempio nella lavorazione di materie prime preziose). Talvolta erano invece le corporazioni ad imporre alle donne la stipulazione scritta del contratto di apprendistato, soprattutto in settori importanti per la salute della collettività (come la confezione del pane).

Maria Paola ZANOBONI, Donne al lavoro nell’Italia e nell’Europa medievali (secc.XIII-XV), Milano, Jouvence, 2016
The traditional opinion considered female labour in medieval age low paid worrk restricted to textile and feeding fields only and generally dependent on husband’s work, outside of guilds.
On the contrary, a considerable body of evidence resulting from researches on Italian and European documents of XIII century up to the end of XV century, shows that during XIII, XIV and XV centuries in several European countries female work was employed in almost all fields of activity, including buildings, mines, salt processing. Women’s wages were proportional to their real capacity and were not conditioned by gender.
In many cases women succeeded in supporting the whole family (or discharging their husband’s debts) by their own work. Moreover some women sold their dresses and jewels to obtain capitals in order to establish a firm. Noblewomen were involved in very different jobs as embroidery workshops organization, mines and reclamation management, dairy establishment, hotel management.
Women showed a remarkable ability in work organization in spite of the enormous variety of their tasks and they preferred to be outside of guilds; on the other hand guilds tolerated this type of black work but tried to compel women to be registered when a special control was needed.
Female apprenticeship was often informal but in particular cases it was displaied when workers needed to demonstrate their ability in some jobs such as precious raw materials manufacture. In other cases guilds obliged women to stipulate a written apprenticeship contract, particularly in public health fields, for example to knead

В статті показано, що понад 10-річна популяризація уведених Т.В.Бендас у науковий обіг „гендерно-чутливих” теорій політичного лідерства не розширила їхніх змістовних меж. Ці теорії і погано представлені текстуально, і майже не вписані в поширені політологічні класифікації. Це сильно обмежує уявлення про їх місце і роль у сучасних, ситуаційних і особливо трансформаційних, підходах до лідерства. Можливості застосування таких теорій у вітчизняному політико-психологічному аналізі оцінені як недостатні.
Друга частина статті деталізує вибрані теоретичні пропозиції з вивчення жіночого політичного лідерства: теорію токенізму Р.М.Кантер, теорію статусних очікувань та соціально-рольову теорію статевих відмінностей у поведінці Е.Іглі.
Ключові слова: жіноче політичне лідерство, токенізм, теорія статусних очікувань, соціально-рольова теорія гендерних відмінностей.

The paper shows that more than 10-year-old promotion of the "gender sensitive" theories of political leadership inputted T. Bendas into scientific research haven’t expanded their content limits. These theories are both poorly represented textually, and almost never written in the common political science classification. This significantly limits the understanding of their role in a modern, especially situational and transformational approaches to leadership. A possibility of applications of these theories in the domestic political and psychological analysis evaluated as insufficient.
The second part of the article details the chosen theoretical proposals for the study of women's political leadership: Theory of tokenism of RM Kanter, Expectations States Theory and Social-role theory of sex differences in the behavior of A.Eagly.
Key words: women's political leadership, tokenism, expectations states theory, social-role theory of sex differences in social behavior.

Abstract: This study explores the leadership actions-oriented behavior of school principals in Finland. Actions-orientated behavior
enables the leader to appropriately articulate relations and task orientation to meet the immediate contextual demands and
to accommodate followership toward change and development. The leadership actions-orientated behavior of Finnish school
principals were studied in three schools. In-depth interviews with school actors (principals, vice principals, teachers, special
educators, and nonteaching staff) were conducted to triangulate the analyzed data. It was found that leadership actions-oriented
behavior enabled school leaders to articulate appropriate behavioral patterns to generate motivation and commitment. The
results suggest that actions orientations toward high-on relations enabled leaders to achieve leadership success, while actions
orientations toward high-on task enabled leadership effectiveness. Actions-oriented behavior toward high-on task enables
leadership flexibility with greater leadership elasticity. The results suggest that school actors anticipated a relational approach,
whose actions orientations were high-on task. The results also suggest that relations-oriented behavior is rationally applied by
school leaders who have remained in the organization for a longer time to strengthen the systematic approach. It was found
that leaders’ actions orientation with high-on task were more effective, while leadership actions orientation with high-on
relations generated social harmony. The results suggest that leadership actions-oriented behavioral flexibility and mobility can
be maintained by articulating high relations to low relations and high task to low task, not necessarily from task to relations or
relations to task alone. In doing so, a leader’s personality is prevented from distortions and behavior dysfunction.

Keywords: leadership behavior, actions-oriented behavior, relations-oriented behavior, task-oriented behavior, contextual variation,
leader’s case study, behavioral articulation, Finland, Skills, Ability, Competences and Intelligence (SACI)

One of the topics developed by the Clarissan abbess Isabel de Villena in her work "Vita Christi" was the politics. This text is framed in the cultural and political polemic known as "Querelle des Femmes" that was developed in the Late Middle Ages. The author vividly poses the issue "gender and sovereignty". She designs a complete political theory represented in a feminine paradigm: the Virgin is the theoretical and practical model of the “marvelous science” of human government. Strikingly, Mother Isabel offers this female model to any class of rulers, including men, who should look at themselves in that model, but especially those with institutional, secular or ecclesiastical, power. In order to develop these ideas, the Virgin is presented as the performer of the two main instances of power of that time embodying the functions of queen and female pope and offering a new basis to the “art of government” of the kingdoms and the Church.
Uno de los temas desarrollados por la abadesa clarisa Isabel de Villena en su obra "Vita Christi" fue la política. Esta obra se enmarca en la polémica política y cultural conocida como "Querella de las Mujeres", que se desarrolló en la Baja Edad Media. La autora plantea vívidamente el tema "género y soberanía". Diseña una teoría política completa encarnada en un paradigma femenino: la Virgen es el modelo teórico y práctico de la "ciencia maravillosa" del gobierno humano. Sorprendentemente, la madre Isabel ofrece este modelo femenino a cualquier clase de gobernantes, incluidos los hombres, que se deben mirar en él, pero especialmente aquellos con poder institucional, secular o eclesiástico. Para desarrollar estas ideas, la Virgen se presenta como la titular de las dos principales instancias de poder de aquel tiempo encarnando las funciones de reina y papisa y ofreciendo  un nuevo fundamento al "arte del gobierno" de los reinos y la Iglesia

... In our study of interpersonal processes and LMX (Ayman, Rinchiuso, & Korabik, 2004), we included one man or one woman subordinate for each man or women leader. Our initial analysis did not show any gender effects on LMX either within or between dyads. ...

A growing literature examines the organizational factors that promote women’s access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women’s greater representation in leadership positions associated with less gender segregation at lower organizational levels? We explore this question by drawing on Cohen and Huffman’s (2007) conceptual framework of women leaders as either “change agents” or “cogs in the machine” and analyze a unique multilevel data set of workplaces nested within Fortune 1000 firms. Our findings generally support the “agents of change” perspective. Women’s representation among corporate boards of directors, corporate executives, and workplace managers is associated with less workplace gender segregation. Hence, it appears that women’s access to organizational power h...

El presente trabajo tiene la intención de comenzar a indagar sobre algunos aspectos de las condiciones económicas de las mujeres que aportan ingresos a sus hogares, y acerca de su cultura financiera en el ámbito doméstico. En él se presentan los resultados de las entrevistas a profundidad practicadas a cuatro mujeres: dos empleadas del sector público y una del sector privado, así como a una empresaria. Se identifican las instituciones donde llevan a cabo sus prácticas financieras y sus hogares, con el fin de conocer su cultura en el uso del dinero y el significado que le dan a este; además se considera si se han presentado modificaciones en el rol de género como resultado de los arreglos económicos y financieros suscitados en el hogar, y su influencia en la toma de decisiones y el empoderamiento de las mujeres.
La investigación hace referencia a la situación que viven actualmente en el empleo, los mercados de crédito y el financiamiento de los hogares. Cuatro mujeres que aportan ingresos al hogar, y da cuenta brevemente de las dinámicas de la relación en los hogares en cuanto a la contribución y el ingreso de acuerdo con el género y el empoderamiento de ellas.

Book Review of More than Enough: Claiming Space for Who You Are (No Matter What They Say), Elaine Welteroth (Viking), 2019. Book review was completed in fulfillment of requirements for Graduate School USA New Leader Program whilst employed at U.S. Department of State.

WOMEN LEADERSHIP IN KERALA: AN INVESTIGATIVE STUDY THROUGH WOMEN LEADERS OF KEARALA

Institutional mindsets are the most significant barrier and are a major reason that we don't see more women at the top levels of leadership. People make assumptions about women at work and as leaders based on their stereotypical roles in society. But, women are gradually making their leadership presence felt in entrepreneurship, administration, education, engineering, health, etc. at regional, national, and global levels. Women are now resolved to break the traditional glass ceiling that barred them from entering leadership positions even if they possessed requisite skills and talent to occupy them. There are many women leaders in Kerala. K. R. Gowri Amma one of famous from them She heads the Janathipathiya Samrakshana Samithy (JSS), a political party based in Kerala, India. Prior to the formation of JSS she was a prominent figure in the communist movement in Kerala. She was the first female law student coming from the Ezhava community. She was a Minister in the communist-led Ministries in Kerala in 1957, 1967, 1980, and 1987. She also became a Minister in the Congress-led Cabinet from 2001 to 2006. This study entitled ‘women leadership in Kerala: an investigative study through women leaders of Kerala’ tries its best to explain what are the barriers in leadership of women, issues, and challenges and what makes them good in it an exploratory reading on Kerala women leaders.

KEY WORDS: Institutional mindsets, Barriers, Leadership, Stereotypical roles, Entrepreneurship

Livia Drusila, Iulia Augusta o Diua Augusta fueron los títulos oficiales con los que se denominó a la primera emperatriz de Roma a lo largo de su longeva vida de forma oficial e insti- tucional. Pero más allá de los ámbitos de poder, esta mujer recibió diversos honores y apelativos extraoficiales sin sanción oficial como iniciativa y deseo del pueblo romano hacia su persona. Es destacable el epíteto Genetrix Orbis, vinculado a la diosa Venus, fundadora mitológica de la dinas- tía Julio-Claudia, con el que la sociedad hispana de la Baetica la homenajeó en Anticaria, Colonia Romula Hispalis e Italica.

In an industry that is high on human touch, the quality of the customer service is of paramount importance. Employees have frequent interaction with the customers/guests and their performance drives the true competitive value of any hotel. Each hotel thus has to have sufficient number of staff that is trained and motivated to continue providing quality service. This paper will investigate how the top hotels in India are not only addressing the issue of current manpower shortage and training but also how they are preparing for the future when the market, the customer profile and the employee expectations are going to undergo a major change, when the brand loyalty could be minimal and the competition high. It will review the practices that the hotels currently use to understand the employee focus in organizations and their contribution to sustainable effectiveness as well as the challenges they face in the coming years and how they are preparing for the same in terms of talent attraction and retention.

The place of entrepreneurship as a catalyst of economic development is established citing some countries including the awakening in Nigeria. Entrepreneurship in Nigeria is a child of necessity and opportunities with diverse inaugurated schemes for its promotion and coordination. This paper discusses the problem of leadership as a menace to the sustainability of entrepreneurship. The concept of leadership as the process of influencing people to act towards the attainment of the organisational goals is highlighted. The ingredients of leadership and leader's attributes are stated. Diverse leadership styles ranging from traits, behavioural to contingency models are explained, but there is no simple and single answer to the best style. However, the leadership continuum concept is embraced as the appropriate leadership style which depends on the leader, the followers and the situation. The uniqueness of women style is enumerated making Katherine Hudson a reference point for distinguished women in business leadership. Leadership can be learnt hence entrepreneurs can be trained for effective leadership. Certain performance hints are listed for improvement. Recommendations like provision of on-the-job leadership training, sensitizing through radio and television reality show, availability of subsidized educative leaflets on leadership for entrepreneurs, and so on are proffered.

This paper examined the development of the movement #AbanteBabae from the streets to online protest in condemning misogynistic views towards Filipinas. I wanted to find out how women remain unbreakable and progressive in fighting for gender equality amidst the pandemic and its underlying issues towards women. This is in order for my readers to understand still existing and recent issues concerning the welfare and the rights of women.

The hashtag #AbanteBabae in the recent celebration of International Women's Month last March 2021 connected local and international organizations and groups aiming to support feminism and unite females of different walks of life. It is more than a hashtag; #AbanteBabae is a strong proof of a present collective movement as it calls for action to fight tyranny against women. This study also aimed to examine the development of #AbanteBabae from how it was formerly happening in the physical setup of street demonstrations to a divided yet still powerful medium of the online platform. As well as to shed light on the depiction of women through #AbanteBabae and how this carried women to keep on fighting through an online setup that entirely jumped from happening in the streets as its origin.

In conclusion, I assumed that #AbanteBabae’s success in shifting online is still not enough to cater to women’s needs and address their still existing problems now that the whole Philippines is experiencing the pandemic. Women had to crowdsource among themselves and their allies, compromise, and initiate such a movement for they are not given enough to implement better plans in a macro-perspective umbrella.

It is important to identify how and why the #AbanteBabae movement survives despite the challenges during COVID-19 in an attempt to see women’s situation and attitudes in answering problems that oppress them.

Leadership is an activity that is performed by individuals in an organizational or societal setting. It is a function that can make unique contributions to every sphere of human activity. It is further claimed to be a process, a style or an act of different traits resulting in optimum performance and is concurrent, collective, collaborative and compassionate in nature. Now the question is - Can all this be attributed to a person’s gender alone? In short, can it be claimed that leadership establishes its credential by gender and gender alone. Leaders provide vision and meaning to an organization that embody the ideals to strive for excellence in all that is done in the work sphere. Traditional scholars view leaders as alike and also as being genderless. If this was the true description of leaders, why then are women unable to accede to leadership positions in greater numbers? Are men better administrators and leaders than women, simply because they are male? Interestingly, a plethora of research conducted on the said theme does not support this assumption

Anksiyete; kaygı veya başka bir deyişle endişe insanların deneyimlediği bir korku ve gerilim halidir. Bazı görüşlere göre yaşanan iç çatışmaların sonucudur. Bazılarına göre ise öğrenilmiş davranışlardır. Denetim dışına çıkıp kişinin işlevselliğini aksattığında rahatsızlık olarak adlandırılır.

Eskiden insanların ortalama ömürleri otuz beş yılken ve kendi küçücük dünyalarında yaşarken çoğu kez endişeli olmaya fırsatları olmazdı ve anksiyeteden söz edilmezdi. Oysa, globalleşmenin dünyayı adeta kocaman bir ülkeye dönüştürmesi , mobil teknolojilerin ve sosyal medyanın günbegün hayatımıza sirayeti, bilgisayarların gitgide insan gücünün yerini alması, rekabetin hızla artması, stresli yaşam koşulları ve tarihte hiç olmadığı kadar çok sayıda seçenek arasından karar verme mecburiyeti günümüzde anksiyeteyi en yaygın zihinsel rahatsızlık konumuna getirmiştir. Günümüzde sadece ABD'de yılda 40 milyon kişi anksiyete rahatsızlığından muzdarip olmakta, her dört kişiden biri ise hayatının bir noktasında onunla mücadele etmektedir.

Aksiyete Çağı'm adlı kitapta The Atlantic adlı derginin editörü olan yazar Scott Stossel, kendi yaşadığı ve hayatını etkileyen anksiyete sorununu keşfetmek üzere çıktığı cesur yolculuğu okurlarla paylaşmaktadır. Bu yolculukta Stossell, insanlara büyük ısdırap veren , ancak çoğu kez zayıflık olarak görülen bu illeti; arka planda yıllardan beri incelediği genetik ve sinirbilimi bulguları ve anksiyete tarihi olmak üzere kendisinin ve yakın aile bireylerinin şaşırtıcı hayat hikayesi eşliğinde esprili bir dille ve büyük bir içtenlikle anlatmaktadır.Kitapta ayrıca, anksiyete kıskacına sıkışmış dünyaca ünlü kişilere ve onların hikayelerine de yer verilmektedir.

In this paper, we provide new empirical evidence to the relationships between leadership styles (LS) and organizational performance, introducing gender as moderator variable. Data have been collected in two Congolese towns (Bukavu and Goma); an African post-conflict region dominated by very small family businesses that have not received enough attention. Combining exploratory factor analysis with a multivariate regression we found three main results. First, both leadership and performance are confirmed to be multidimensional. LS comprised participative/democratic leadership, and autocratic/ directive leadership, while performance has three dimensions: employee efficiency/productivity, effectiveness, and customer satisfaction/retention. Second, the autocratic leadership is the more adopted both by men and women, with a slight non-significant difference for men. Although democratic leadership is underscored, it appears to be more adopted by women with significant difference. Third, controlling for other variables, only participative/democratic leadership styles have positive impact on SMEs' performance, while autocratic leadership does not influence it. This implies that, in the growing competition facing SMEs, managers should adopt leadership style that allows their employees to internalize the firm's objectives and to be committed. Also, our research confirms that women have much to give in managing enterprises, as they appear to be stronger in leadership styles, which have more impact on main dimensions of firms' performance. Moreover, our results suggest new avenues for deeper research about leadership styles in family-owned enterprises.

For decades, feminism has been a concept associated with women‟s freedom from patriarchy, and this movement started in 1848 in Europe. Several political and social movements have fought on the side of women for gender equality over decades. In the 1960s, radical feminism grew because of the women‟s liberation movement, which continued well into the 1970s and 1980s. Over the years, feminism has given a voice to women wanting to unshackle themselves from patriarchy. This conceptual article examines indigenous feminism, which is an alternative to Eurocentric feminism. Amongst others, the indigenous feminists perceive their mandate as one of decolonizing feminism, thus looking beyond patriarchy as the sole problem women face in society. Indigenous feminists also recognize race, class and colonial history as among the major obstacles to women‟s advancement. Using theory synthesis, the article found that indigenous feminism embraced by womanism reflects how African women could contest for social justice and equality while utilizing certain values and principles. The conclusions demonstrate that women from the Global South will be empowered by African philosophies as they become strong leaders in society. Furthermore, the conclusions point out that empowered African women would be able to confront social injustices that stunt their growth as leaders in society

Bu kitapla ilk seanstan son seansa kadar, yardım ilşikisini yapılandırmanın yollarını gösteren bir haritaya sahip olacaksınız. Kitap boyunca ilişki kurma konusunda ilişkinin yapısını ve danışmanlık sürecini; anlama konusunda problemi analiz etmeyi, duyguları, düşünceleri iletişim ve eylemleri değerlendirmeyi; değişim konusunda ise tüm bu alanlarda yapılan müdahaleleri ve belirli teknikleri öğreneceksiniz. Her bir bölümdeki etkinlikler ile ilgili becerileri uygulama yoluyla edinme ve kitap sonunda kazanımlarınızı yeniden değerlendirme imkânı bulacaksınız.