A local government’s hiring and promotional practices are regulated by the Civil Service Commission including the Equal Opportunity Act of 1964 and the Civil Service Reform Act of 1978. The study explored the lack of knowledge local government has of women leadership practices and the disparity of women in executive-management positions. The purpose of this study was to determine whether a relationship existed between the five demographic factors of women executives working in local government and the identified leadership practice. A quantitative descriptive correlational method, using Kouzes and Posner Leadership Practices Inventory (LPI) instrument, to measure the leadership practice, was used for this purpose. The study’s population was composed of women executives in a southeast Michigan local government. Encouraging the heart was the most frequent leadership practice of the women executives. The study suggested the women executives are cognizant of the limited funds of local government and consequently use encouragement to improve employee performance. The findings do not suggest a significant relationship between employment, years as an executive manager, education, or number of subordinates and the identified leadership practice. However, one of the five results indicated there was a significant relationship between hiring criteria and leadership practice. Based on this data, a study of professional development opportunities for women in local government is warranted.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 74/01(E), Dissertation Abstracts International|
|Subjects:||Womens studies, Management, Public administration, Organizational behavior|
|Keywords:||Kouzes and Posner, Leadership, Local government, Women executives|
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