Essays on Female Part-Time Managers Mentoring and Career Progression Research Proposal

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The paper "Female Part-Time Managers Mentoring and Career Progression" is a good example of a management research proposal. Part-time work is a significant dimension of the working environment. In the labour market, women are the largest group employed under part-time arrangements. Women have to balance family life with work. This leads to most women preferring part-time employment when raising their families. The global economy is characterized by an inflexible working environment where one has to work for long hours. Women have been forced in most instances to look resort to part-time employment in order to balance family life with work.

Despite the fact that most women are engaged in part-time jobs, there is little existing research. Most research on female managers is based on those who work full time. Little is known about the motivation, career histories, experiences and their career progression. Career transitions for those in management positions to part-time mostly work have negative consequences on career prospects. Part-time work has risen fast since the 1960s. In the UK, there are 217,000 women and 68,000 men working part-time (Durbin & Tomlinson, 2010).

Women have to balance family life and career progression. Women working part-time struggle a lot in career progression. 1.1 Problem DefinitionTo date, there is little research on women part-time managers in the UK. This implies that little is known about the experiences of women part-time managers. The little research on female part-time managers is based on the fact that part-time managerial jobs are hard to find. This is despite the dramatic rise in part-time jobs in the UK since the 1960s. In the UK, the proportion of part-time workers who are female is at 74%.

Of these workers, only 6.5% works in managerial or senior positions (Durbin & Tomlinson, 2010). It’ s evident that women are highly likely to be employed in part-time management positions than men. Despite the fact that female part-time managers share some of the characteristics with traditional part-time workers, they have their unique characteristics and experiences. They are highly likely to renegotiate their salaries instead of working as part-time managers which may seem degrading. The research will answer the following problems. What are the experiences of female managers working under part-time arrangements?

What are the consequences of transitions to part-time employment by female managers in their career prospects and aspirations? In order to address these issues, there is a need to explore their experiences, activities and career aspirations. 1.2 MotivationFinding a solution to this problem is very vital in understanding the experiences of female part-time managers in the UK. The study will help in understanding the motivation, career histories and progression of women part-time managers. Through this, it will be possible to understand these critical issues that can be used to understand the career life of female part-time managers.

The results from the study are a major milestone towards enhancing the working life of female part-time managers. The research will help a lot in coming up with quality part-time work for female managers. The paper will make a very important contribution to the existing gap in research on female part-time managers’ issues.

References

Cam, S. 2012, “Involuntary part-time workers in Britain: evidence from the labor force survey,” Industrial Relations Journal, Vol.43, no.3, p.242-59.

Dick, P. and Hyde, R. 2006, “Consent as resistance, resistance as consent: re-reading part-time professionals’ acceptance of their marginal positions,” Gender Work & Organization, Vol.13, no.6, p.543-64.

Durbin, S. and Tomlinson, J. 2010, “Female part-time managers: networks and career mobility,” Work, Employment and Society, Vol.24, no.4, p.621-640.

Ehrich, L.C. 2008, “Mentoring and women managers: another look at the field,” Gender in Management: An International Journal, vol.23, no.7, p.469-83.

Lane, N. 2004, “Women and part-time work: The careers of part-time NHS nurses,” British Journal of Management, Vol.15, no.1, p.259-272.

Lawrence, T. & Corwin, V. 2003, “Being there: the acceptance and marginalisation of part-time professional employees,” Journal of Organizational Behaviour, Vol. 24, no.8, p.923-939.

Okurame, D.E. 2007, “Perceived mentoring functions: does mentor’s gender matter?” Women in Management Review, Vol.22, no.5, p.418-27.

Tomlinson, J. 2006, “Parttime occupational mobility in the service industries: regulation, work commitment and occupational closure,” The Sociological Review, Vol.54, no. 1, p.66-86.

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