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Sandra L. Fielden and Hannah Jepson

This chapter explores the experiences of lesbians in terms of career progression and development, focusing on several areas, including discrimination in the workplace, career resources, barriers to career development and the importance of disclosing one’s sexual identity in the workplace. The chapter highlights several key findings, such as the importance of the relationship between gender and sexuality; the importance of working within a policy-driven environment such as the public sector; the importance of personality and the modification of behaviour as a personal resource for lesbians in the workplace. The chapter also highlights the fact that discrimination still occurs at work but manifests itself in different and often more subtle ways, and it was reported that, despite protective legislation, one of the greatest challenges for lesbians is working within a heterosexist and heteronormative environment.

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Sandra L. Fielden and Marilyn J. Davidson

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Adelina M. Broadbridge and Sandra L. Fielden

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Edited by Adelina M. Broadbridge and Sandra L. Fielden

This unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, disability, gender, race, religion, sexuality and transgender, as well as appearance. International experts from a variety of backgrounds contribute chapters in their given fields, reviewing current thinking, practices, initiatives and developments within the field, as well as presenting a wide-ranging and holistic coverage of the topic.
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Carianne M. Hunt and Sandra L. Fielden

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Carianne M. Hunt and Sandra L. Fielden

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Carianne M. Hunt and Sandra L. Fielden

Chapter 1 provides an overview of the structure of the book, including an introduction to entrepreneurship and coaching literature.
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Carianne M. Hunt and Sandra L. Fielden

Research has shown that women tend to have lower entrepreneurial self-efficacy and lower entrepreneurial intentions than their male counterparts. Chapter 2 illustrates the characteristics of female entrepreneurs and discusses the gendered nature of entrepreneurship and the importance of designing support that is tailored to the needs of female entrepreneurs. The chapter focuses on the internal influences on women entrepreneurs, the importance of entrepreneurial learning and the role of entrepreneurial self-efficacy. Research suggests that exploring methods to develop women entrepreneurs’ self-efficacy and confidence, particularly in relation to entrepreneurial learning and development, is a key addition to the literature.
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Carianne M. Hunt and Sandra L. Fielden

Whilst the need to constantly develop in the current economic climate is not a gender issue, arguably women may require more support through such periods as they often lack familiarity with the business world and, unlike their male counterparts, may not have extensive access to business networks and contacts. Human and social capital are important factors contributing to entrepreneurial success and as a consequence this chapter explores the impact of human and social capital on influencing women’s success in entrepreneurship. Despite the problems faced by women attempting to access support, there appears to be limited research examining what women actually want and need from business support services, in terms of both content and delivery. It is important to understand the issues faced by women entrepreneurs in order to provide the support needed to develop women-owned businesses.
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Carianne M. Hunt and Sandra L. Fielden

Coaching shares similarities with other interventions, such as mentoring and counselling, however it is important to consider that coaching has unique characteristics. This chapter provides a review of the coaching literature, focusing on defining coaching and examining the similarities and differences between coaching and other development interventions, such as mentoring. The chapter explores the coaching relationship, particularly focusing on the process, forms of delivery, requirements of the coach and the coachee, selecting a coach, boundaries in coaching relationships, barriers to effective coaching, learning and development in coaching, unsuccessful relationships and coaching in small businesses. Despite a wealth of toolkits and literature describing the coaching process, the majority of models appear to assume that all coaching relationships are homogenous, with an absence of research examining how coaching relationships evolve over time. Whilst there have been some studies to show the effectiveness of coaching programmes, there is limited empirical research examining how individuals learn and develop in coaching relationships, particularly examining different groups of individuals.