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Construction of career advancement s...

Safir, Rose.

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Construction of career advancement strategies of senior foreign service/senior executive service women.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Construction of career advancement strategies of senior foreign service/senior executive service women./
Author:	Safir, Rose.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2007,
Description:	173 p.
Notes:	Source: Dissertation Abstracts International, Volume: 68-08, Section: A, page: 3628.
Contained By:	Dissertation Abstracts International68-08A.
Subject:	Women's studies. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3279399
ISBN:	9780549192749

Construction of career advancement strategies of senior foreign service/senior executive service women.
Safir, Rose.

Construction of career advancement strategies of senior foreign service/senior executive service women. - Ann Arbor : ProQuest Dissertations & Theses, 2007 - 173 p.

Source: Dissertation Abstracts International, Volume: 68-08, Section: A, page: 3628.

Thesis (D.M.)--University of Phoenix, 2007.

This item is not available from ProQuest Dissertations & Theses.

The goal of this qualitative grounded theory study was to explain how some women have succeeded in attaining the career status of Senior Foreign Service/Senior Executive Service. The study examined the career progress of 50 Senior Foreign Service/Senior Executive Service women and their perceptions about the factors contributing to and barriers preventing career advancement in attaining senior rank. Women rise to the middle and do not progress easily to the top. Almost without exception, the 50 study participants stated they did everything their male counterparts did, only they had to do it more often, working longer hours, and to greater extents. The characteristics for success of the 50 study participants included being hard working, results oriented, decisive, true to oneself, never compromising one's integrity, embracing challenges, being passionate and committed to organization and the mission. However, being talented and working hard was not enough for women to advance to the executive level. The findings of the study participants identified the themes of (a) having an advocate, and/or a sponsor, and/or a mentor, having been a special assistant and/or a watch officer; (b) listening to intuition; (c) leveraging opportunities through being lucky, taking risks, accepting challenges, stretching one's skills and abilities and being in the right place at the right time; (d) broadening experiences; (e) networking; (f) having a supportive husband; and (g) continuing education and training full time. This study breaks new ground by admitting into evidence only the values and experiences of female professionals, thereby generating and evaluating data that are not otherwise available. Future research may investigate the differences between generations in achieving senior rank as the values of work life balance become more prominent.

ISBN: 9780549192749Subjects--Topical Terms:

526816
Women's studies.

Construction of career advancement strategies of senior foreign service/senior executive service women.
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245 1 0 $a Construction of career advancement strategies of senior foreign service/senior executive service women.
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500 $a Source: Dissertation Abstracts International, Volume: 68-08, Section: A, page: 3628.
502 $a Thesis (D.M.)--University of Phoenix, 2007.
506 $a This item is not available from ProQuest Dissertations & Theses.
520 $a The goal of this qualitative grounded theory study was to explain how some women have succeeded in attaining the career status of Senior Foreign Service/Senior Executive Service. The study examined the career progress of 50 Senior Foreign Service/Senior Executive Service women and their perceptions about the factors contributing to and barriers preventing career advancement in attaining senior rank. Women rise to the middle and do not progress easily to the top. Almost without exception, the 50 study participants stated they did everything their male counterparts did, only they had to do it more often, working longer hours, and to greater extents. The characteristics for success of the 50 study participants included being hard working, results oriented, decisive, true to oneself, never compromising one's integrity, embracing challenges, being passionate and committed to organization and the mission. However, being talented and working hard was not enough for women to advance to the executive level. The findings of the study participants identified the themes of (a) having an advocate, and/or a sponsor, and/or a mentor, having been a special assistant and/or a watch officer; (b) listening to intuition; (c) leveraging opportunities through being lucky, taking risks, accepting challenges, stretching one's skills and abilities and being in the right place at the right time; (d) broadening experiences; (e) networking; (f) having a supportive husband; and (g) continuing education and training full time. This study breaks new ground by admitting into evidence only the values and experiences of female professionals, thereby generating and evaluating data that are not otherwise available. Future research may investigate the differences between generations in achieving senior rank as the values of work life balance become more prominent.
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