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This study was carried out with the aid of a grant from the International Development Research Centre, Ottawa, Canada, to the Population Council's West Asia and North Africa (WANA) Regional Office in Cairo. It was conducted in eighteen institutions; ten from the public sector and eight from the private sector. It investigated the challenges facing working women in order to be promoted to top managerial levels in Sudan and aimed at identifying working women's position in their formal institutions compared to men. The research was oriented to figure out the measures and criteria for promotion up the hierarchy. It also attempted to highlight the factors that affect women's promotion, pinpointing whether it is affected by socio-cultural, attitudinal or institutional factors, as well as to investigate how women perceive their promotion to top managerial levels. A sample of twenty two interviewees (fifteen women employees and seven men employees) from top managerial levels in the public and private sectors, as well as ten case studies were selected purposively. In depth interviews were carried out to collect primary data. The study revealed that women's promotion is negatively affected by socio-cultural factors, and that high qualifications and skills requirements are not the solely determinants for women's promotion in institutions. It also confirmed that women are more job-focused than career-focused, beside that they are often not aware of the strategic importance of the decisions they make related to their career development. However, the study concluded that there is a relatively positive change in women's promotion to top managerial levels and they became more oriented towards attaining their rights. Keywords: Gender, promotion, management, top managerial positions, Sudan, women's development, [TEXT NOT REPRODUCIBLE IN ASCII] Introduction The involvement of women in economic activities has been an important issue, as it is central and basic to their empowerment. Through years, a [...]

This study examined and explored the latest position and job-related problems of professional academic women librarians in the top ranked Pakistani university named University of the Punjab, Lahore. This study also discusses the general hindrances and stoppages faced by females in librarianship; suggest possible solutions that help in their proficient development. The study was conducted by using quantitative research method. Questionnaires were filled from respondents. The answers point to that working women in Pakistan are not facing issues relating harassment or threats from male co-workers, although there are some cultural traits that still affect the woman's managerial position in Pakistan., Introduction In past, the social and cultural factors imposed restrictions on women to enter into job market. Changes in the society caused by increased economic pressures, expansion of educational facilities [...]

Byline: Dorothy G. Dologite, Robert J. Mockler, Chang-nan Chao, Peter F. Viszhanyo This case study explores the change agent roles a manager can play to support an IS specialist when implementing a packaged software. The case concerns a small US-Chinese joint venture, located in China. In part, because of the support roles played by the manager, the IS implementation eventually succeeded. The IS change agent models hypothesised by Markus and Benjamin (l996) serve as a lens to interpret the case. A framework is offered for perceiving how managers can provide change agent support in an IS implementation in general, and in particular in a packaged software implementation in a US-Chinese joint venture. Implications for practitioners and researchers are addressed.