Empowerment

About: Empowerment is a research topic. Over the lifetime, 42112 publications have been published within this topic receiving 752953 citations.

Beyond Micro-credit: Putting Development Back into Micro-finance

Abstract: Introduction Introduction to the financial sector in India Part 1: Micro-finance and development Micro-finance and social and economic security Micro-finance and livelihoods - the challenge of BASIX Micro-finance and people's organisations Micro-finance and system-wide change Part 2: Micro-finance: organisations and institutions Self-help groups and Grameen Bank groups: What are the differences? by Malcolm Harper Costs in micro-finance: What do urban self-help groups tell us? by Mathew Titus Exploring empowerment and leadership at the grassroots: Social entrepreneurship in the SHG movement in India by Ajit Kanitkar Sustainability and development: Evaluating the performance of Indian micro-finance by Sanjay Sinha and Frances Sinha Rising to the challenge of scale in India: Growing the micro-finance sector by Mathew Titus Emerging lessons and challenges by Thomas Fisher Appendix:Capacity-building and organisational learning project for development finance in India Glossary Bibliography Index About the authors and contributors. Bibliography Index

Gender, Information Technology, and Developing Countries: An Analytic Study.

Abstract: This document examines womens use of new information technologies (IT) in developing countries in order to describe the situation of gender and IT in these countries and measure the extent of the gender digital divide. It notes that getting reliable statistics on womens Internet use in developing countries is very difficult. By regions women are 22% of all Internet users in Asia 38% of those in Latin America and 6% of Middle Eastern users. Most women use IT at work except in upper-income enclaves where women have home access to computer and the Internet. A series of factors constraining womens access to IT include: literacy and education language time cost geographical location of facilities social and cultural norms and womens computer and information search and dissemination skills. However IT can contribute to the economic social and political empowerment of women in developing countries. Hence women need to involve themselves in the area of information and communication technology policy and regulation.

Feminizing leadership in Arab societies: the perspectives of Omani female leaders

Abstract: Purpose – The recent appointment of a number of women to leading policy making positions in the Arab Gulf State of Oman marks a significant departure from the traditionally exclusive male dominated decision‐making arena, and ushers an end to an era of exclusive patriarchal dominance in leadership positions. This study aims to shed light on this evolving phase of women's empowerment in Oman, and attempts to capture their traits, experiences and challenges as women leaders in conservative, male dominated work environments.Design/methodology/approach – The study analyzes the views of ten Omani women who achieved extraordinary levels of career success. In depth interviews were conducted using an interview guide purposely designed to solicit responses pertaining to their early socialization patterns; personal traits; work/family role conflict and their vision of the challenges facing working and professional women in Omani society.Findings – Contrary to social perceptions and stereotypes, Omani women in leadin...

Patient participation in collective healthcare decision making: the Dutch model

Abstract: Objective To study whether the Dutch participation model is a good model of participation. Background Patient participation is on the agenda, both on the individual and the collective level. In this study, we focus on the latter by looking at the Dutch model in which patient organizations are involved in many formal decision-making processes. This model can be described as neo-corporatist. Design We did 52 interviews with actors in the healthcare field, 35 of which were interviews with representatives of patient organizations and 17 with actors that involved patient organizations in their decision making. Results Dutch patient organizations have many opportunities to participate in formal healthcare decision making and, as a result, have become institutionalized. Although there were several examples identified in which patient organizations were able to influence decision making, patient organizations remain in a dependent position, which they try to overcome through professionalization. Discussion Although this model of participation gives patient organizations many opportunities to participate, it also causes important tensions. Many organizations cannot cope with all the participation possibilities attributed to them. This participation abundance can therefore cause redistribution effects. Furthermore, their dependent position leads to the danger of being put to instrumental use. Moreover, professionalization causes tensions concerning empowerment possibilities and representativeness.

Positive organisation : the role of leader behaviour in work engagement and retention : original research

Abstract: Orientation : The positive organisation creates a framework in which its elements can be investigated in relation to the retention of talent. Research purpose : The aim of this study was to investigate if leader empowering behaviour can positively impact on role clarity, psychological empowerment and work engagement, with the final outcome being the retention of talent. Motivation for the study : In the ever changing work environment organisations place great emphasis on their human capital. The positive organisation utilises specific elements to optimise human capital's potential. It is therefore important to identify the elements contributing to a positive organisation as well as the elements which lead to the retention of talent. Research design, approach and method : A survey research design was used. A convenience sample (n = 179) was taken from a business unit in a chemical organisation. The Leader Empowering Behaviour Questionnaire, Measures of Role Clarity and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Utrecht Work Engagement Scale and the Intention to Leave Scale were administered. Main findings : Leader empowering behaviour, role clarity and psychological empowerment predicted work engagement. Role clarity interacted with competence to affect employees' dedication and interacted with the development of employees to affect absorption. Work engagement predicted employees' intention to leave. Practical / managerial implications : Organisations should foster the elements of a positive organisation if they want to retain their talent. Contribution / value-add : The results of this research contribute to scientific knowledge about the effects of a positive organisation on retention.