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Dive into the research topics where Leonie Still is active.

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Featured researches published by Leonie Still.


Women in Management Review | 2000

Women’s business: the flexible alternative workstyle for women

Leonie Still; Wendy Timms

Women’s participation in the small business sector is a growing phenomenon worldwide. While considerable research has been conducted into the reasons why women enter small business and their penchant for operating solo operations or micro businesses (up to five employees) less is known about the heterogeneous nature of women in small business and the reasons behind their “failure” to “grow” their businesses. The research reported here concerns a major study into the status of women in small business in Australia. Apart from examining barriers which may prevent women from expanding their businesses the findings address a new paradigm of women in small business. This paradigm captures the multiple trajectories that women follow in their businesses the type of businesses that they operate and their relation to the stages of a woman’s/business life cycle. The findings hold important implications for policy makers who are attempting to devise programmes to assist this growing segment of the small business sector.


Women in Management Review | 2006

The self-employed woman owner and her business: An Australian profile

Leonie Still; Elizabeth Walker

Purpose – To conduct the first national study in Australia of women in small‐ to medium‐sized enterprises, and to develop a profile of the self‐employed woman and her business to serve as a benchmark for follow‐up research.Design/methodology/approach – Comprised a self‐administered questionnaire which dealt with a broad range of issues concerning the start‐up and operational aspects of a small to medium‐sized business. The women participants were self‐selected and were obtained through mail‐outs to business and professional networks, and a nation‐wide advertising campaign. Three focus groups were also held to provide more background on some of the findings from the survey.Findings – The study found a consistency in the characteristics of the women and their businesses, similar to those found at the localised level. A benchmark profile of both the Australian small business woman operator and her business was established.Originality/value – Is the first national Australian study, and provides a benchmark fo...


Women in Management Review | 1998

Career barriers and the older woman manager

Leonie Still; Wendy Timms

Following the removal of the age retirement barrier in Australia, it is expected that more older workers will remain in the workforce beyond the age of 65. An important segment of this older workforce is the managerial and professional woman, aged in her 50s and part of the first generation of women to have had a long‐term career. This paper reports on an investigation into the career and life decisions of 33 such women in Perth, Western Australia. The research looked at issues such as career histories and future work goals; impact of ageing process on career achievement, and retirement plans, and also examined the implications of barriers facing the older career woman. The research identified five related career barriers and goes on to examine the management and organisational implications of these barriers. The need to further develop career development models to include the varying circumstances and experiences of older women employees is also discussed.


Women in Management Review | 2006

Where are the women in leadership in Australia

Leonie Still

Purpose – The purpose of this paper is to review the current representational position of women in leadership in Australia, using management and board appointments as the relevant domains.Design/methodology/approach – Uses past and current official government statistics as the source of information.Findings – The review reveals that despite 30 years of considerable legislative, policy and social change in the equity area, women have not attained leadership positions in any significant numbers in Australia. Their position vis‐a‐vis women in other developed countries is also not at the cutting‐edge. There is no one reason as to why this is so, although a lack of line management and profit centre experience is currently being touted as a major drawback. The paper suggests that other factors, such as Australias “macho” culture and lack of acceptance of women as leaders, womens ways of communicating in the workplace, overall changes in the workplace, and generational change, also need discussion and debate. ...


Women in Management Review | 1992

BREAKING THE GLASS CEILING: ANOTHER PERSPECTIVE

Leonie Still

Women′s progress up the corporate ladder is still limited by a “glass ceiling” despite the myriad of Government policies and programmes which have been introduced to ensure that their talents and skills are recognised. Reviews the reasons for this existence of the “glass ceiling” and the role managerial women may have played (consciously or unconsciously) in sustaining it by having inappropriate qualifications and experience for the top positions. Women can help themselves to overcome this career hurdle by: acquiring appropriate business skills and know how; taking up line‐management positions rather than management service roles; gaining the necessary experience through “apprenticeship” and “acting positions”; seeking career counselling; volunteering for leadership and executive positions; and acquiring the ability to measure their operating effectiveness in the workplace. Women also need to be aware of the emergence of new barriers to their progress. The current socio‐economic situation is creating diff...


Women in Management Review | 1991

BARRIERS FACING SELF‐EMPLOYED WOMEN: THE AUSTRALIAN EXPERIENCE

Leonie Still; Cecily D. Guerin

Self‐employment makes an important contribution to a nation′s economy, women are turning to it in increasing numbers but still face hurdles in their quest for independence, autonomy and job satisfaction. An Australian survey by questionnaire (commissioned in Sydney by the New South Wales Women′s Advisory Council) of 357 self‐employed women revealed that they faced three types of barriers: entry, operational and personal. Entry barriers revolved around confidence to start the business, necessary start‐up finance, and adequate sources of assistance and advice. Operational barriers concerned finance, lack of assistance and advice, lack of skills in marketing and finance, and assistance in developing business. Personal problems were sense of isolation, lack of mentors, tutors or counsellors, need for support of other businesses (especially suppliers) and colleagues, managing a home and a business, self‐management, and child care. Recommendations are made for a phased system of support services related to styl...


Small enterprise research: the journal of SEAANZ | 2005

The impact of gender and generation on the start-up goals and satisfaction of home-based and commercial enterprises

Leonie Still; Geoffrey N. Soutar; Elizabeth Walker

Abstract This paper expands the previous work of Still and Soutar (2001) and Still, Soutar and Walker (2003a, 2003b) by considering generational differences in the start-up goals and later satisfaction of women small business proprietors in two different business locations – home based and non-home based. The results reveal generational differences across the locations both in respect to goals and satisfactions achieved. The results have implications for policymakers and researchers alike.


Women in Management Review | 1993

QUO VADIS, WOMEN IN MANAGEMENT?

Leonie Still

Two research studies, conducted in 1984 and 1992 respectively, examined the position of women in management within the Australian private sector to determine if women had made occupational progress or, like some other groups, had regressed or just maintained a status quo position. The results revealed that women had not improved their position in management over the nine‐year period. While there were more women in supervisory positions, there were fewer women in all levels of management. Some shifts had been made by the women in their management functional areas‐that is a movement out of “soft” management areas and into more mainstream areas, while women were also being given more opportunities to attend both internal and external training programmes sponsored by their organizations. However, women managers had still not achieved pay parity, while fewer women were receiving promotion to management or within management compared with 1984. Nor were any major improvements seen in the numbers of women being s...


Gender Place and Culture | 2011

Making visible the 'space of betweenness': Understanding women's limited access to leadership in regional Australia

Alison Sheridan; Fiona Haslam McKenzie; Leonie Still

In this article we proffer the metaphor of a ‘space of betweenness’ to explain womens limited access to leadership roles in Australian peak agricultural industry and regional governance boards. In reviewing the statistics around womens leadership roles in regional Australia, and womens own stories of their activities, we argue that despite womens contribution to their local communities through their diverse roles in paid work, it seems the triple jeopardy of their sex, their location and the nature of their businesses positions them in a ‘space of betweenness’, rendering them invisible and limiting their ability to access many formal leadership roles.


Small enterprise research: the journal of SEAANZ | 2004

Generational Differences in the Start-Up Goals and Later Satisfaction of Women Small Business Proprietors

Leonie Still; Geoffrey N. Soutar; Elizabeth Walker

Abstract This paper examines generational differences in the start-up goals of a national sample of women small business proprietors and the satisfaction they derived from the achievement of these goals. Prior research has shown that there are gender differences in goals, but generational effects are an unknown quality in the small business literature. Using one-way ANOVA, the results reveal significant differences in initial start-up goals across generations, although levels of satisfaction were very similar.

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Geoff Soutar

University of Western Australia

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Sue Bond

University of Western Australia

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V.K. Simmons

University of Western Australia

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Fiona Haslam McKenzie

University of Western Australia

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Geoffrey N. Soutar

University of Western Australia

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Joan Eveline

University of Western Australia

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