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Dance movement therapy as a specific form of psychotherapy has its successful applicability in various psycho-social intervention programmes. However, the most common utilisation of this therapy has been observed in the clinical and rehabilitation fields. Its applicability in community mental health training, though not totally overlooked, but not empirically explored as well. The present work tried to bridge this research gap in relation to training and development in children. This study has focused on understanding dance movement therapy's role in training children with the concept of body privacy, at the same time developing healthy body image, and facilitating communication skills in them. Qualitative techniques were employed for data collection and analysis purpose. The findings were intriguing in terms of evaluating dance movement therapy as a training process to teach children body privacy concept, which can further find its application in school counselling and various other child training and intervention programmes. [ABSTRACT FROM AUTHOR]

The new decade has observed more progress in the status of women than before. However, when compared to the predominant corporate advancement of men, women are yet to receive an equivalent momentum. Much of this may be attributed to the glass ceiling effect. It remains a harsh reality that reinforces discriminatory barriers which inhibit a woman's chances of reaching high-level positions within an organization. The present chapter comprehensibly explores the relationship between the glass ceiling and women's role within the workplace. Specific focus has been placed on the areas of whether businesses need women at the top, the interrelationship between work and family for women, the extent of adequate representation of women in management roles, their readiness for such roles, and how organizational agility can impact the glass ceiling. Additionally, the glass ceiling and its determinants have been analysed through the Elacqua model (Elacqua et al., 2009) to understand the variables that influence people's perceptions regarding the glass ceiling. Extensive review of literature has helped explicitly identify, analyze, and interpret relevant researches in the present domain. It shows that while discriminatory organizational behaviour remains prevalent today, there is no difference in the readiness and the level of job commitment by both men and women managers. Organizations must work towards integrating agility to adapt to the changing sociodynamics of today's world to promote gender-equal values. This chapter concludes that while women may be favoured to reach high rungs of the corporate ladder, organizations must promote them and invalidate the stereotypically male-favoured corporate environment. [ABSTRACT FROM AUTHOR]