Özlem Özkanli

Leadership and strategic choices: female professors in Australia and Turkey

This study explores leadership styles and gender in higher education (HE) by examining representation of female professors in Australian and Turkish universities and identifying barriers to achieving seniority. The paper explores factors, including leadership styles, which explain the higher representation of female professors in Turkey, despite legislative frameworks and strategies in Australia to improve representation of senior women. It then explores barriers to womens career advancement, including the difficult management culture, low morale, informal processes in appointment and promotion, and lack of training for management roles in Australia, and conflict between career and family roles in Turkey. Finally, the paper identifies the impact of strategic choices on leadership styles and womens career advancement. This research questions the impact of equal employment opportunity and affirmative action frameworks on womens representation as professors.

A comparative study of perceptions of gender and leadership in Australian and Turkish universities

This paper analyses differences in perceptions of gender and leadership though qualitative interviews with 45 senior managers in Australia and Turkey. The literature suggests that masculine models of leadership are changing with both women and many men preferring transformational leadership styles. The research found that there were different perceptions about gender and leadership in Australian and Turkish universities, reflecting different economic and social contexts. Turkish respondents mostly did not engage in discussion on the topic and did not consider women experienced discrimination as managers. In contrast, Australian respondents acknowledged discrimination and supported interventions by Vice-Chancellors (VCs) to increase women in university management. Perceptions of leadership in Turkish universities were aligned with a predominantly masculine/transactional model, and in Australia had moved from heroic masculinity to more inclusive leadership styles, consistent with a transformational leadership model.

Organisational barriers for women in senior management: a comparison of Turkish and New Zealand universities

This paper reports on the second phase of a multi‐country study examining cross‐cultural perspectives of gender and management in universities. The first phase of this research with eight countries found that the representation of women was consistently low, especially at Rector/Vice Chancellor level. In the second phase interviews were conducted with both male and female senior managers including current and former Rectors/Vice Chancellors. The focus of this paper is on the organisational barriers to women becoming and being managers in Turkish and New Zealand universities. Twenty‐four interviews were conducted in Turkey and 26 in New Zealand. Rectors/Vice Chancellors and other senior academic colleagues were found to be crucial in supporting academics into senior management. Barriers discussed include time management and role conflict between work and non‐work life.

Gender and Management in HEIs: Changing organisational and management structures

This paper reports on the second phase of a multi-country study examining cross cultural perspectives of gender and management in Higher Education Institutions (HEIs). It examines the broader labour market context and legislative frameworks for higher education in each country and then analyses the literature on women in university management. The paper presents the findings of research with male and female senior managers about their perceptions of women as HEI managers within changing organisational and management structures. It concludes that although HEI’s are now largely aware of barriers to women getting into and on in senior management, they have not addressed the organisational structures and cultures that perpetuate this inequity.

Gender and leadership in Turkish and Australian universities

Purpose – The purpose of this paper is to analyse the factors in the under‐representation of female Rectors/Vice‐Chancellors (VCs), Vice‐Rectors/Deputy Vice‐Chancellors (DVCs), and Pro‐Rectors/Pro Vice‐Chancellors (PVCs) – collectively described as the University Executive or senior management – in Turkey and Australia. This includes support and mentoring, recruitment and selection processes, and the role of Rectors/VCs.Design/methodology/approach – Qualitative interviews are conducted with both male and female senior managers in old and new and metropolitan and regional universities in Turkey and Australia.Findings – It is found that some women have difficulty getting into senior management, and generally their support or mentoring came from further down the organization than for men. In both countries male and female managers consider that Rectors/VCs are particularly influential in senior management appointments, with women perceiving this as a barrier. The particularly low representation of women in s...

Innovation Ability of Small Firms in Turkish Industrial Clusters: Ankara-Ivedik Industrial Region Case

Research and development activities (R\&D) of small firms forming innovation have to be improved because of the insufficiency of financial, technical, and human resources. Innovation ability, which would actually support firm activity, is uncommon by small firms. This fact evidently causes a disadvantage for the small firms to compete in comparison with middle and large-scale firms. However, the disadvantaged situation of small firms arising from their economies of scale can be converted to an advantageous situation by forming a network of organizations in clusters. According to the literature reviewed, small firms within clusters improve in the field of innovation by intensity of communication and interaction, relative ease of information flow, ability of creating collective learning effects, and mutual budget for R\&D studies. This study examines the existence of this interaction among firms, as in the case of Ankara-Ivedik Organized Industrial District by a survey depending upon questionnaire information.

Cluster and innovation policy for regional development: the case of Turkey

Innovation in clusters has a key role for competitive advantage. In terms of regional economic development, cluster structure and innovation have widely been examined in literature. Enterprises in clusters, especially SMEs, are likely to have more benefits than larger firms. This paper presents a literature review relating to the concepts and arguments on cluster and innovation as means to regional development. The study focuses on cluster practices in developed and developing countries. The case of Turkey is examined in detail. This comparative literature review provides a resource for academicians, practitioners and policy makers.

Employment services in Great Britain and Turkey

This artiele criticaUy compares the institutions and procedures for the employment services of Great Britain (GB) and Turkey. The similarities and differences of two employment organisations, the Department for Education and Employment in GB and the Turkish Employment Organisation, are examined. Data is collected in field study from these organisations, based in London and Ankara, through interviews and observation techniques. Field study in London is financed by the World Bank. After briefly reviewing the background of the organisations, the artiele then examines the legal framework and the criteria on which comparisons can be based: establishment, organisational stmcture, activities, tasks and duties. As a conelusion, public employment policy implications for both countries are presented and evaluated.

A COMPARATIVE STUDY OF EMPLOYMENT SERVICES IN GREAT BRITAIN AND TURKEY

This article critically compares the institutions and procedures for the employment services of Great Britain (GB) and Turkey. The similarities and differences of tvvo employment organisations, the Department for Education and Employment in GB and the Turkish Employment Organisation, are examined. Data is collected in field study from these organisations, based in London and Ankara, through intervievvs and observation techniques. Field study in London is fınanced by the World Bank. After briefly revievving the background of the organisations, the article then examines the legal framevvork and the criteria on vvhich comparisons can be based: establishment, organisational structure, activities, tasks and duties. As a conclusion, public employment policy implications for both countries are presen ted and evaluated.