Women Executives in the Information Technology Arena

The traditional perception of women was found to be the underlying source why more female information technology executives have not been promoted or hired into senior executive positions in the technological arena. This study and supplemental research is considered leader-centered because female IT executives and senior male executives are the primary subjects being examined. Findings suggest that followers’ (i.e., female IT executives) attitudes and behaviors stimulated leaders' (i.e., senior male executives) attitudes and behaviors. (Nelson-Porter, 2004a)

(PRWEB) December 10, 2004

What led to this conclusion! The answer can be obtained by clicking onto the following link: http://www.brigettes.com/DissertationTopic.htm

Dr. Nelson-Porter's reform action plan was formulated to assist female IT and senior male executives, who are lawfully employed at F500 and F1000 organizations, with developing effective solutions that will change practices that stimulate the traditional perception. However, other executives within the organization and industries can implement the reform action plan. The action plan will be beneficial for these executives to implement in order to retain and promote female IT executives to the senior executive level, expand their strategic decision-making skills, and assist internal female technical customers with understanding the purpose, direction, vision, and mission of the organization.

In addition, Dr. Nelson-Porter has composed an e-book based on her dissertation. The e-book provide supplemental research from professional across the nation in the government, healthcare, military sector,and so forth. According to Captain Shalisa Davis, Financial Management Officer, USMC, "There is an underrepresentation of female officers in the United States Marine Corps (USMC). Up until the early 1990s, a woman’s role or mission in the Corps was to ‘free a man to fight.’ During a conflict or contingency operation (ConOp), women Marines (WMs; now called female Marines) were to relieve or replace the male Marines in their jobs so that males could go fight in the conflict or ConOp. Though a woman’s written mission in the Corps has changed, very little has changed regarding job assignments. This is particularly evident in the officer ranks. Female officers continue to fill staff and headquarters jobs that are more administrative in nature" (Nelson-Porter, 2004b)

The e-book also expands upon Dr. Nelson-Porter's action plan by providing objectives, solutions, and performance evaluations.

See what other Doctors say about Dr. Nelson-Porter's dissertation! Click here for more details: http://www.brigettes.com/DissertationTopic.htm

Brigette’s Technology Consulting and Research Firm specializes in deciphering organizational cultures, designing technologies, and growing small businesses.

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