Delež žensk na vodstvenih delovnih mestih v Sloveniji

Krulc, Lea

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Title:	Delež žensk na vodstvenih delovnih mestih v Sloveniji
Authors:	ID Krulc, Lea (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor...
Files:	UN_Krulc_Lea_2023.pdf (1,81 MB) MD5: E48CB3C2E553E44469AE50AE824333E5
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Vodenje žensk v managementu se razlikuje od moških vodenjskih pristopov. Čeprav je njihova zastopanost v vodstvenih vlogah manjša, je njihov vodstveni slog edinstven in temelji na specifičnih lastnostih ter sposobnostih. Medtem ko se stil vodenja lahko razlikuje med posameznicami, obstajajo skupne značilnosti, ki se pogosto pojavljajo pri ženskah v vodstvenih vlogah. Te vključujejo empatičen pristop, poudarek na sodelovanju ter sposobnost kritičnega razmišljanja. Ženske na vodstvenih delovnih mestih so se izkazale kot enakovredne, če ne boljše vodje kot moški. Njihova sposobnost za vodenje je podprta z različnimi stili, ki jih uporabljajo. Pristopajo k vodenju z empatijo, kar prispeva k boljši komunikaciji in razumevanju sodelavcev. Prav tako so pogosto bolj naklonjene sodelovalnemu vodenju, kar spodbuja timsko delo in inovativnost. Poleg tega so ženske vodje bolj nagnjene k reševanju konfliktov na konstruktiven način. Kljub temu pa se soočajo z različnimi izzivi v vodstvenih položajih. Med temi so usklajevanje družine s kariero, stereotipi na delovnem mestu ter stekleni strop. Kljub višji izobrazbi ženske včasih zaradi ovir ne kandidirajo za višje pozicije v managementu. Raziskava je pokazala, da je delež žensk v vodstvu v Sloveniji manjši od deleža moških. Delež žensk na vodstvenih delovnih mestih nekoliko povečeval, je po letu 2019 začel upadati. Slovenija z drugimi EU državami in ugotovili, da sicer zaostaja v zastopanosti žensk v managementu, a ni med najslabšimi. Številne druge evropske države imajo precej višje deleže žensk na vodstvenih položajih pa vendar Slovenija ni med najnižjimi. Izvedena raziskava je pokazala potrebo po ukrepih za zmanjšanje neenakosti spolov na delovnem mestu. V diplomskem delu smo se pretežno osredotočili na raziskovanje stanja, je ta tematika pomembna osnova za nadaljnje preučevanje ukrepov za spodbujanje večje enakosti spolov v vodstvu.
Keywords:	management, ženske, vodenje, managerka, Slovenija, neenakost, stereotipi, EU.
Place of publishing:	Maribor
Publisher:	L. Krulc
Year of publishing:	2023
PID:	20.500.12556/DKUM-85266-5b8542e3-8267-86c8-a6cd-e2195683d472
UDC:	005-055.2
COBISS.SI-ID:	170716675
Publication date in DKUM:	03.11.2023
Views:	737
Downloads:	174
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	26.08.2023

Secondary language

Language:	English
Title:	Women in management positions in Slovenia
Abstract:	Women's leadership in management differs from men's leadership approaches. Although they are under-represented in leadership roles, their leadership style is unique and based on specific qualities and capabilities. While leadership styles may vary between individuals, there are common characteristics that are often found in women in leadership roles. These include an empathetic approach, an emphasis on collaboration and the ability to think critically. Women in leadership positions have proven to be equal, if not better, leaders than men. Their ability to lead is supported by the different styles they use. They approach leadership with empathy, which contributes to better communication and understanding of colleagues. They are also often more inclined towards collaborative leadership, which encourages teamwork and innovation. In addition, women leaders are more inclined to resolve conflicts in a constructive way. Nevertheless, they face different challenges in leadership positions. These include balancing family and career, stereotypes in the workplace and the glass ceiling. Despite higher education, women sometimes do not apply for senior management positions because of barriers. The survey shows that the proportion of women in management in Slovenia is lower than that of men. The share of women in management positions increased slightly, but started to decline after 2019. Slovenia is lagging behind other EU countries in the representation of women in management, but it is not among the worst performers. Many other European countries have much higher proportions of women in management, but Slovenia is not among the lowest. The research carried out shows the need for action to reduce gender inequality in the workplace. In this thesis we have focused mainly on researching the situation, this topic is an important basis for further study of measures to promote greater gender equality in management.
Keywords:	management, leadership, women in management, Slovenia, inequality, EU, stereotypes.

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