Progress for Women and Leadership in Qatar

The purpose of this study was to research the state of affairs in Qatar in terms of the presence (or absence) of women in senior business leadership positions generally, and also where they are located within organizations (e.g., board members, chief officers, vice presidents, top management, division or unit heads). It is based on data mined from a major database in the Middle East North Africa (MENA), that tracks information about public and private companies in that region

Women and Leadership In Bahrain

Most leaders in public, private, and social sectors across the globe now acknowledge the importance of developing both men and women for formal leadership positions, and scholars (e.g., Bass, 1990; Bennis, 1989) have conducted leadership studies for decades in various disciplines (e.g., education, management, psychology) to better understand how to effectively do this. Within the human resource development (HRD) field, Kowske and Anthony (2007), Ardichvili and Manderscheid (2008), and Madsen (2009, 2012a, 2012b) have specifically highlighted the importance of studying leadership development within the United States of America and beyond. Yet, studies coming from any discipline about developing women leaders in countries around the globe are just now starting to emerge. Few studies of women in leadership are found currently in countries within the Middle East North Africa (MENA) region. Interesting though, and emphasized by the paucity of study, Zahra (2011) has suggested that the Middle East is actually “fertile ground” (p. 18) for scholarship. Scholarship, particularly in relation to the gap between the number of highly qualified women available and the actual incidence of females in leadership positions within these countries

Negotiating space for women\u27s academic leadership within the Arab Gulf States

The case study university was established for women’s education by federal decree of the United Arab Emirates (UAE) in the 1990s. It was selected as it has a high percentage of women leaders. That situation is unusual, particularly in the male dominated socio-cultural environment of the Middle East. Regional statistics on women in academia are analysed in this chapter, and an interpretation of interviews with female leaders at the university is presented. Three themes of best practices were identified: women leading change within the specific academic context of the case study university (CSU); recruitment, retention, and promotion policies that support women’s leadership; and the mitigation of influences from the socio-cultural environment. These best practices in the CSU enabled the negotiation of space for women’s academic leadership

Exploring leadership communication in the United Arab Emirates: Issues of culture and gender

This study aims to identify what makes a successful leader in the UAE within the paradigms of leadership styles and leadership communication. In order to do this, we explore, and potentially challenge, a number of the existing leadership stereotypes that are germane to the region, along with the stereotypical discourse strategies that have been associated with the ways in which men and women enact leadership. We wanted to find out if Emirati nationals would prefer the type of discursive leadership that has been associated with women leaders, that is transformational leadership and collaborative communication, or if they would prefer the discursive leadership that has been stereotypically associated with men in equivalent positions, that is laissez-faire, transactional or paternalisticleadership styles, together with the use of a direct and competitive style of communication. Our findings show that a Western understanding of leadership may be too strictly delineated to account for leadership styles in the Gulf, and also that leaders in the region may effectively draw on a combined set of communication strategies that have been stereotypically attributed elsewhere to male and female leaders

All About Mentoring: A Publication of the Empire State College Mentoring Institute

Editorial - We Fret About the WordHeteragogy: Mentoring as Intercultural PracticeA Piece of History: On the Origins of Areas of StudyBuilding Online Communities of PracticeFour PoemsSabbatical ReportThe Boundaries of Asian StudiesI Found My Mentor … in Cuba!Keynote Address . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Empire State College Conference on “Evaluating Learning: Opportunities, Tensions and Impacts†June 2004Found ThingsDanutaOn Transformational LearningObscure Elegy: A Series of Personal PhotographsToo Many Boundaries?Found ThingsThe Pumpkin Eater: A Short, Short FictionMentoring Institute Reassignments 2003-2004Reflections Ernest L. Boyer (1990) Scholarship Reconsidered: Priorities of the Professoriate, A Special Report from The Carnegie Foundation for the Advancement of TeachingThe Pledge of Allegiance: Does “Under God†Belong?Academic Planning: With a Little Help from My Friends at Empire State CollegeMentoring the Religious Studies StudentProgress to Presentation; Reflections on ‘Getting it Together' for the All Areas of Study Meeting, 2004Sabbatical ReportIn Memoria

Duration of androgen deprivation therapy with postoperative radiotherapy for prostate cancer: a comparison of long-course versus short-course androgen deprivation therapy in the RADICALS-HD randomised trial

Background Previous evidence supports androgen deprivation therapy (ADT) with primary radiotherapy as initial treatment for intermediate-risk and high-risk localised prostate cancer. However, the use and optimal duration of ADT with postoperative radiotherapy after radical prostatectomy remains uncertain. Methods RADICALS-HD was a randomised controlled trial of ADT duration within the RADICALS protocol. Here, we report on the comparison of short-course versus long-course ADT. Key eligibility criteria were indication for radiotherapy after previous radical prostatectomy for prostate cancer, prostate-specific antigen less than 5 ng/mL, absence of metastatic disease, and written consent. Participants were randomly assigned (1:1) to add 6 months of ADT (short-course ADT) or 24 months of ADT (long-course ADT) to radiotherapy, using subcutaneous gonadotrophin-releasing hormone analogue (monthly in the short-course ADT group and 3-monthly in the long-course ADT group), daily oral bicalutamide monotherapy 150 mg, or monthly subcutaneous degarelix. Randomisation was done centrally through minimisation with a random element, stratified by Gleason score, positive margins, radiotherapy timing, planned radiotherapy schedule, and planned type of ADT, in a computerised system. The allocated treatment was not masked. The primary outcome measure was metastasis-free survival, defined as metastasis arising from prostate cancer or death from any cause. The comparison had more than 80% power with two-sided α of 5% to detect an absolute increase in 10-year metastasis-free survival from 75% to 81% (hazard ratio [HR] 0·72). Standard time-to-event analyses were used. Analyses followed intention-to-treat principle. The trial is registered with the ISRCTN registry, ISRCTN40814031, and ClinicalTrials.gov , NCT00541047 . Findings Between Jan 30, 2008, and July 7, 2015, 1523 patients (median age 65 years, IQR 60–69) were randomly assigned to receive short-course ADT (n=761) or long-course ADT (n=762) in addition to postoperative radiotherapy at 138 centres in Canada, Denmark, Ireland, and the UK. With a median follow-up of 8·9 years (7·0–10·0), 313 metastasis-free survival events were reported overall (174 in the short-course ADT group and 139 in the long-course ADT group; HR 0·773 [95% CI 0·612–0·975]; p=0·029). 10-year metastasis-free survival was 71·9% (95% CI 67·6–75·7) in the short-course ADT group and 78·1% (74·2–81·5) in the long-course ADT group. Toxicity of grade 3 or higher was reported for 105 (14%) of 753 participants in the short-course ADT group and 142 (19%) of 757 participants in the long-course ADT group (p=0·025), with no treatment-related deaths. Interpretation Compared with adding 6 months of ADT, adding 24 months of ADT improved metastasis-free survival in people receiving postoperative radiotherapy. For individuals who can accept the additional duration of adverse effects, long-course ADT should be offered with postoperative radiotherapy. Funding Cancer Research UK, UK Research and Innovation (formerly Medical Research Council), and Canadian Cancer Society

Implications for recruitment in a multinational organization: a case study of human resource management in the United Arab Emirates

Subject area The case study aims to investigate human resource management issues of national importance, and specific recruitment issues important to the company. Study level/applicability Students studying, e.g. Human Resource Management/Developing Human Resources as courses within an undergraduate business degree program. The audience is also targeted through courses that include the study of cross cultural management/diversity. Case overview An industrial organization in the United Arab Emirates has a multinational workforce, where many employees are recruited from overseas. The recruitment process necessitates liaison with recruitment agencies at a distance, and locally with the government labor office. Expected learning outcomes Students will be able to: analyze that companies exist in an external environment that impacts on their internal policies; describe the importance of quality assurance to the HR function in an organization; and explain how the HR department works closely with all departments in an organization. Supplementary materials Teaching notes. </jats:sec