Final Research Shafa

FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN
AGED 25 TO 35 OF PUBLIC SECTORS OF MALDIVES
A RESEARCH PROJECT SUBMITTED FOR PARTIAL FULFILMENT OF THE
REQUIRMENT FOR THE AWARD OF THE DEGREE OF MASTERS IN
BUSINESS ADMINISTRATION (MBA)
VILLA COLLEGE
SEPTEMBER 2018
NAME: SHAFA UMAR

STUDENT ID: S1801474
SUPERVISOR: HIDAYA MOHAMED ZAHIR
Shafa Umar, S1801474, MBA, Villa College
FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN AGED 25 TO 35

OF PUBLIC SECTORS OF MALDIVES
SHAFA UMAR
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DECLARATION
Name: Shafa Umar
Matric Number:
I hereby declare that this Master’s Project is the result of my own

work, except for quotations and summaries which have been duly
acknowledged.
Signature: Date: 27th August 2019
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FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN AGED 25 TO

35 OF PUBLIC SECTORS OF MALDIVES
SHAFA UMAR
September 2018
ABSTRACT
Factors affecting career success is a major issue found in the public sectors of Maldives.
The main objective of this research was to examine the challenges faced by women in
their career development and provide ways to facilitate female employees in public
sectors. Therefore, this research was conducted to answer the question: “What are the
main challenges women face in their career development”? A qualitative,
phenomenological case study was used to explore the factors inhibiting women
achieving their full potential. For this study, data was collected from 8 participants,
selected based on purposive sampling. Data was collected using a face to face interview
and focused group discussion. The content analysis method was used to analyse the
collected data. From the data collected, it was identified that family responsibility, child
responsibility, societies influence, cultural factor, organisational barrier and some
individual factor plays a vital role in the career inhibition of women. The key findings
of the study implicate that personal challenges are more in the way of female career
success than professional challenges. On the other hand, the study found that Support
from organization and family is very important for a female to progress in her career.
This finding of this study contributes new knowledge to the context of
ADH.Mahibadhoo. Therefore, these results can be useful for future female leaders.
Keywords: Career, Development, Challenges, Leadership and Success
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ACKNOWLEDGEMENT
Firstly, Alhamdulillah for the mercy, blessing and strength from the almighty Allah,
without which I couldn’t have successfully achieved this.
My heartfelt gratitude to my supervisor, Ms. Hidaya Mohamed Zahir who inspired me
to dream big and tirelessly guided me to the path of success through her continuous
assistance, support and encouragement throughout this entire project.
I would like to acknowledge the participants for contributing their valuable time for this
study and the organisations for giving consent to conduct this study, without your
cooperation this would not be a reality.
Lastly, but surely not the least, I would like to appreciate my mother, sister, husband
and son for being my pillars and standing with me through thick and thin, for all the
patience during difficult times and for seeing this through until the very end.
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TABLE OF CONTENTS
DECLARATION .........................................................................................................................iii
ABSTRACT ................................................................................................................................. iv
ACKNOWLEDGEMENT ...........................................................................................................v
LIST OF TABLES AND FIGURES .......................................................................................... ix
CHAPTER 1 ................................................................................................................................ 1
INTRODUCTION ....................................................................................................................... 1
Overview of 1st chapter ................................................................................................................. 1
1.1Introduction .......................................................................................................................... 1
1.2 Background ......................................................................................................................... 4
1.3 Statement of the problem .................................................................................................. 10
1.4 Research Objectives .......................................................................................................... 11
1.5 Research Questions ........................................................................................................... 12
1.7 Scope of the study ............................................................................................................. 12
1.6 Significance of the study ................................................................................................... 13
1.8 Limitations of the study .................................................................................................... 13
1.9 Operational Definitions ..................................................................................................... 13
CHAPTER 2 .............................................................................................................................. 15
LITERATURE REVIEW......................................................................................................... 15
2.1 Introduction ....................................................................................................................... 15
2.2 Women and Career development ...................................................................................... 16
2.3 Women’s Career Success affected by practices and policies ............................................ 18
2.4 The influence of managing family and work responsibility on women’s working lives .. 19
2.5 Factors influencing the career development of women .................................................... 20
2.5.1 Gender inequality ................................................................................................ 21
2.5.2 Organisational structure ...................................................................................... 21
2.5.3 The Glass Ceiling Affect ..................................................................................... 22
2.5.4 Discrimination at the workplace ......................................................................... 22
2.5.5 Cultural factors .................................................................................................... 24
2.5.6 Rawl’s theory of justice .......................................................................................... 25
2.5.7 Social structural theory .............................................................................................. 26
2.6 Theoretical Framework ..................................................................................................... 27
2.7 Conceptual framework ................................................................................................ 29
2.8 Summary ..................................................................................................................... 30
CHAPTER 3 .............................................................................................................................. 32
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RESEARCH METHODOLOGY AND METHODS ......................................................... 32

3.1 Introduction ....................................................................................................................... 32
3.2 Research philosophy ......................................................................................................... 32
3.2.1 Ontology..................................................................................................................... 33
3.2.2 Epistemology ............................................................................................................. 33
3.3 Methodology ..................................................................................................................... 34
3.3.1 Research design.............................................................................................................. 35
3.3.2 Research methods .......................................................................................................... 36
3.3.2.1 Population and Sample ............................................................................................ 36
3.3.2.2 Instrumentation ....................................................................................................... 37
3.3.2.3 Data Collection........................................................................................................ 38
3.3.2.4 Ethical consideration ............................................................................................... 40
3.3.3 Data Analysis ............................................................................................................. 41
3.3.4 Validity and reliability of the study ............................................................................... 42
3.3.4.1 Credibility ............................................................................................................... 42
3.3.4.2 Transferability ......................................................................................................... 43
3.3.4.3 Dependability .......................................................................................................... 43
3.3.4.4 Conformability ........................................................................................................ 43
3.4 Time frame of the study .................................................................................................... 44
3.5 Summary of the chapter .................................................................................................... 44
CHAPTER 4 .............................................................................................................................. 45
FINDINGS AND RESULTS .................................................................................................... 45
4.1 Introduction ....................................................................................................................... 45
4.2 Process of data analysing .................................................................................................. 46
4.2.1 Coding & Categorizing .................................................................................................. 46
4.3 Research findings .............................................................................................................. 47
4.3.1 Theme 1: Perception of leaders .................................................................................. 47
4.3.2 Theme 2: Potential of female leaders ......................................................................... 49
4.3.3 Theme 3: Obstacles / barriers that inhibits career progression .................................. 50
4.3.4 Theme 4: Reasons for a few female leaders ............................................................... 51
4.3.5 Theme 5: Ways to facilitate female leaders ............................................................... 54
4.3 Summary ........................................................................................................................... 57
CHAPTER 5 .............................................................................................................................. 58
DISCUSSIONS AND CONCLUSIONS .................................................................................. 58
5.1 Introduction ....................................................................................................................... 58
5.2 Discussion of the study ..................................................................................................... 58
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5.2.1 Perception of leaders .................................................................................................. 58

5.2.2 Potential of female leaders ......................................................................................... 59
5.2.3 Obstacles / barriers inhibits career progression.......................................................... 60
5.2.4 Reasons for a few female leaders ............................................................................... 62
5.2.5 Ways to facilitate female leaders ............................................................................... 63
5.3 Conclusion of the study..................................................................................................... 64
5.3.1 Implication of the study ............................................................................................. 65
5.3.2 Limitation of the study ............................................................................................... 66
5.3.3 Recommendations and Further Research ................................................................... 66
REFERENCE ............................................................................................................................ 68
APPENDICES ........................................................................................................................... 76
APPENDIX A ............................................................................................................................. 76
APPENDIX B ............................................................................................................................. 77
APPENDIX C ............................................................................................................................. 78
APPENDIX D ............................................................................................................................. 79
APPENDIX E ............................................................................................................................. 81
APPENDIX F ............................................................................................................................. 84
APPENDIX G ............................................................................................................................. 85
APPENDIX H ............................................................................................................................. 90
APPENDIX I .............................................................................................................................. 93
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LIST OF TABLES AND FIGURES
Figure 2.1. Rawl’s theory of justice.…………………………………………..……25
Figure 2.2. Social structural theory………………………………………………....26
Figure 2.3. Theoretical framework…………………………………………….……28
Figure 2.4. Conceptual framework derived from the literature review……….…… 29
Table 3.1. Sample size of the study ………………………………………………..36
Table 3.2. Time frame of the study….…………………………………………..….43
Figure 5.1. A reviewed conceptual framework.…………………………………….64
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CHAPTER 1
INTRODUCTION
Topic: Factors affecting the career success of women aged 25 to 35 of public
sectors of Maldives.
Overview of 1st chapter
This section exhibits a review of the study and the foundation of the components which
influence the professional advancement of women aged 25 to 35 in public sectors of
Maldives. As in the Maldives public sectors, there are more women compared to men,
however very few female employees are representing at senior level positions.
Therefore, it is paramount to find out the reasons for this underrepresentation. The
statement of the problem suggests that even though there are more women with higher
education in public sectors of Maldives but they are underrepresented at senior level
positions. In additions to these research questions, the objective of the research, scope
and significance of the research will be highlighted in this chapter.
1.1Introduction
There could not be a better indicator of one's absurdity than to challenge the facts that
time has offered mankind through various mediums such as science, religion and
literature. Yet, it would leave every sensible citizen of our nation gutted to learn that we
are blind towards the fact that rest of the world has embraced the idea of investing in
women on key leadership positions across the globe, heading the biggest organizations
and multi-national corporations that are shaping the world as we know it today. Think
manager- Think Male is an expression used to stereotype leaders as male. Research on
gender differences by Carli and Eagly, (2011) demonstrated that traditional roles of
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leadership are based predominantly based on masculine characters. On this light, this
study intends to analyse the various factors affecting women success in career. The
main aim of the research is to discover out the main complications confronted by
women to advance their career in public sectors of Maldives. It is additionally
significant to find out the less number of female in leadership positions as very few
females are representing at the frontline of the public sectors in the Maldives. Even
though there are many women with higher-level education and capability to do the job
of a leader. Women still highlight the biggest obstacle for their career advancement as
men influence (Ilagan-Bian, 2004). To be equal with male leaders, women have to work
more diligently, be progressively qualified, more strong-minded and proficient than
male leaders (Njiru, 2013). However, with all these efforts women have not reached the
same as their male partners. Few variables which prevent women from reaching the
senior level management are cultural factors, organisational factors, family issues and
social factors. These factors alter the perception of society towards women with higher-
level positions and resulting to prevent women from getting upright positions.
The Maldives is a small country located in the Indian Ocean. The Maldives has 1190
islands, scattered across 900-kilo meters along the Indian Ocean(Asian Development
Bank, 2019). According to the Statistical Yearbook of Maldives (2018) the entire
residents of Maldives was 378,114. Among them 193,989 were male and 184,125 were
female. Among 199 inhabited islands have very few immigrants of nearly 1000 people.
The population of Maldivian are scattered unevenly throughout the islands. Which
creates a very high conflict in the development of islands evenly. Providing equal social
and economic service is a big challenge for the Maldivian government. Civil service of
Maldives is the public sector under the Maldivian government through which most of
the service of Maldivian are receiving. Even all the Health sectors, Educational Sectors
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and all other government sectors are under civil service. According to the Statistical
Yearbook of Maldives (2018) 22,082 employees are working under civil service.
Among them, 13,175 are women staffs and 8907 are men staffs. Which shows that 2/3
of civil servants are women however, when it arises to higher-level positions, Maldivian
working women highly underrepresented at senior level positions of public sectors of
Maldives. This woman underrepresented at senior level at management is highly found
in many research studies across the world. Through this research, I needed to discover
out the Factors affecting the career success of women aged 25-35 of public sectors of
Maldives.
Although there are changes in the nation's advancement in terms of its efforts and
consequential outcomes, over the influence and contributions of different governments
and their political interventions to bring women to the vanguard of various sectors of
the society, there are more to be done in order to bring a positive change for women
career development. Statistical yearbook of Maldives (2018) shows that in the year
2017 among the 40 students who received degree scholarship 22 were female while 18
were male. In addition to this, it shows that 26 females and 17 males received a Master's
degree scholarship. Even though the working women is higher compared to male in
public sectors very few of them are in decision making positions. For instance, in the
Executive 5 rank of civil service, there are only 21 female employees at these top
positions while there is double the number of male employees (Statistical Yearbook of
2018). While more women are going for higher studies as this statistic shows there is a
fewer number of women at the top position of the public sector of Maldives.
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1.2 Background
Each year on 8th March, World widely celebrates the women day. Each and every
corner of the world celebrates the achievements of women. Gender equality is
improving in working women. Their works are appreciated. The entire world is
subsidiary in gender equality distinct to ancient times where the women campaigned for
only their basic rights. Even though there are better chances in the progression of
working female staffs and women in general. However, women still need to work hard.
There are still barriers which affect the carrier advancement of the women leadership.
Gender disparity is female employees working more than men employees but getting
paid lower than male employees. Gender disparity demonstrates an imbalance of
intensity among people. Gender equality plays an important part in maintaining
progress and awareness of human rights to all the people around the world. The main
objective of gender equality is to create a society in which both women and men are
treated equally in providing opportunities, privileges and requirements in all the ranges
of life. Equality among male and female are maintained equally when they have equal
power to distribute in all the areas of life (Darrah, 2019). Women empowerment is
transforming the power towards women's right and creating equality between both male
and female in any field. Power is defined as controlled over material assets, ideology
and intellectual resources (Cornwall, 2016). According to UN Women (2018) all the
organisations around the globe need to give utmost importance to transform the
organisation to practice gender equality, diversity and inclusion. Women and men
should have equal opportunity to use the resources provided, benefits and rewards (UN
Women, 2018).
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The glass ceiling is a phenomenon explaining an obscure inaccessible barrier which
prevents women employee to reach upright positions in an organisation. The glass
ceiling asses to explain the reason for women to not represent at senior level positions
(Tlaiss & Kauser, 2010). Glass ceiling is used mostly to explain the complications faced
by female employees reaching higher-level position. Under the glass ceiling concept
Most of the time the leadership position is occupied by a male employee (Tlaiss &
Kauser, 2010). Individuals especially those in the minority group still thinks they have
to exhibit specific characters (e.g. leadership styles) and take actions in line with a
masculine stereotype associated with the qualities of being a good manager (Butterfield
& Powell, 2002). Individuals who are aspiring to attain senior positions in public sectors
are in some cases faced with impeding factors preventing them achieving their
aspirations and succeeding in their different careers as a result of the glass concept
(Lockwood, 2004). The glass ceiling creates an obstacle not only to an individual but
also to the whole society. It eliminates most of the prospective female reaching their full
potential. It eventually withdraws new sources of inspiration. To overcome this situation
and to be successful, women need to dismantle the "Glass ceiling effect" (Vaida, 2001).
In light of this concept, it is very significant to recognize the influences behind the glass
ceiling which keeps the women employee away from reaching their full potential and
hold decision making positions of the organisations. Therefore, it will be easy for
women to cross the barrier and land in the top positions, which they were longing for
years.
Maldivian women play a vibrant part in Maldivian political, economic and social life.
They dominated the life of Maldivian from family responsibility to public, private and
political sectors. Women have played an essential role in the progression of Maldivian
civilisation in several areas, beginning with manufacturing rope and thatch to build
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early houses to upbringing the future generation of Maldives. The Maldives will fall
below accomplishing its full potential without Maldivian women (Ibrahim, 2017). From
this statement, we can assume that if the women are in their full potential and if they are
provided with full leadership influence, they can make big differences in any area of the
government. Therefore, it is very important to allow them to be in leadership positions.
The wreckage caused on 2004 tsunami opened the Maldives to international donors,
resulting in rapid growth within a limited time and the Maldives progressed to middle-
income status. During this time of rapid growth, Maldives has achieved five of the eight
Millennium Development Goals (MDGs). Maldives has endorsed as MDG Plus country
in South Asia. Even though the Maldives is ahead of most South Asian countries,
Maldives has not achieved MDG3-the objective of gender equality and women
development (Department of National planning, 2010). Gender disparity is habitually
overlooked in the Maldives because other than neighbouring countries the Maldives is
better at health, education and employment sectors. Which are some of the gender
inequality indicators (El-Horr & Pande, 2014).
According to the national bureau of statistics women in Maldives (2018) 49% of the
populations are women. Among these percentages of working women between the ages
of 15-64 is 68%. Among them, 60% of the civil servants are women (National Bureau
of statistics). According to Statistical Yearbook of Maldives (2018) the civil servants
within the age group of 25 to 35 are 8196 out of 5530 were female employees, which is
67.5% of the employment. Even though, many women are working at this age group
none of the women is seen in Executive level 7. Therefore, I will be focusing my studies
on this age group, as there are more working women in this age group.
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The right for women to work, get the same pay as men and be leaders is still a very
current issue (Lahti, 2013). In addition to this, according to Lahti (2013) a study
conducted to explore the factors that influence women's career progression, she found
out that there are three features which affect the career advancement of women. They
are social factors, organisational factors and individual factors. Where social factors
have an indirect relation with career success but organisational factors are more related
to the career success of women. She also mentioned in social factors that while
upbringing the children the parents should teach them to treat both the genders equally.
Which will prevent gender inequality in an organisation, they should plan equality with
men and women employees and see what female leaders can bring to the organisations
(Lahti, 2013).
The possibility of women to rise to higher positions is plausible but there are many
hindrances on their ways unlike men (Tanhua, 2012). Most of the women work in
lower-level positions for their whole life even with appropriate education they are
infrequently seen in upright positions. Even with proper education, capability and years
of experience women are not seen in senior-level positions (Bruke & Nelson, 2002).
Similarly, in the context of Maldives, where most working women in civil service gets
salary range from MVR5, 000 to MVR10, 000 per month where more male employees
get higher salaries above MVR15, 000 compared to women employees as per the
National Bureau of Statistics (2018) it is important to identify the hindrances faced by
women in order to succeed in their careers.
Manifestly women to advance their career face many problems which are deep-rooted
and complex. According to Sinrich (2018) the paramount stage for women to get
expectant and to start a family is between 20 and 35. As seen above the working women
in Civil Service of Maldives is higher at the age of 25 to 35. These working women will
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be highly engaged in their personal life to take care of their family responsibilities.
Women naturally shoulder more responsibility of childbirth and upbringing the child
and responsibilities than their male colleagues, this results in women to have less time
and energy to dedicate to working life (Schwartz, 1989). The cultural standards of
Maldives accompany women to be taking care of household tasks, some women
unwillingly follow this culture (Asian Development Bank, 2014). Females who choose
professional life over personal life face adverse arrogance and judgement from family
members and society. Women are still handicapped however their situation has started
to change for the better. The role of women in the leadership of the workforce has been
increasing gradually from past years (Hummel, 2017). However, the factors required for
the success and upliftment of women has not reached yet to an expected level. Almost
nowhere the position of women is treated as men. In America 500 companies had
designated female at leadership positions but out of this 500, only 5 companies had
women at CEO level (Catalyst, 2016). This shows that women are inadequate in
representing at a senior level even in most developed countries. With this study, I hope
to simplify the factors that affect the career advancement of women in the public sector
of Maldives.
The employment proportion of female at the top level is lower than the male of
Maldives (Asian Development Bank, 2004). According to Election Commission of
Maldives (2019) in the Parliamentary Election of 2019, it was expected to have more
women leaders in 19th peoples Majlis to gain influential positions in the lawmaking
body of Maldivian, However, only 4 females were elected out of 87 members, which is
4.6%, very few compared to Male members. In civil service, 44 male leaders hold rank
above 5 where only 20 female hold this position. Out of this 34 males and 19 females
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were from Male', the others were from atolls. These figures show that there is a very
high gap between Male' and atoll leadership as well.
It is very substantial to explore the factors which inhibit women to reach upright
positions. To understand the factors behind the glass ceiling and the barriers which
prevent the working women to reach higher-level positions especially the working
women in atolls. Therefore, this study explores the factors which affect the Maldivian
women career advancement who works at the public sectors of the atoll. Challenges
women face while they are on work-force. Through this study, I want to find out the
reason behind the less number of female leaders at top-level positions of public sectors
of the Maldives in ADH.Mahibadhoo's (capital island of ADH Atoll) two organisations.
They are ADH. Atoll Education centre and ADH.Atoll hospital. According to the
human resource sections of ADH. Atoll Education Centre, 72 employees are there
among them 57 employees are female while the rest 15 are male employees and in
ADH. Atoll Hospital there are 97 employees, among them, 68 are female employees
while the rest 29 are men. This record shows female employees are double higher than
the number of male employees, in these two organisations. The female employees who
fall below the age group 25 to 35 are 25 female employees from ADH. Atoll Education
centre and 37 female employees from ADH.Atoll Hospital. So the number of females
who works at these two organisations at this age range is higher but they
underrepresented at top management level. This issue is not initiated only in ADH.
Mahibadhoo, Atolls of Maldives or Capital of Maldives but this is a worldwide issue
which needs to be observed and needs proper solutions. There is some solution to this
gender inequality problem. If gender equality is taught to the children in early
education, I think there will be a huge difference to this problem. Make flexibility and
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work-life stability a part of the organisation. Minimise the pay gap by allowing women
leaders.
1.3 Statement of the problem
While men are dominating in the leadership positions of most organisations around the
globe, women are lagged in leadership positions. In the Maldives, women are
unacceptably underrepresented at upright positions and the progressing level of women
are less compared to men. Even though there are more women with a higher level of
education. Women play a major role in society by upbringing the future generation,
therefore it is utmost important for them to be in the frontline of the organisations. For
example, many female children see their mother or teacher as their role model, but few
of them are seen in senior-level positions. Therefore, the children will not desire to hold
these type of positions. Resulting the future generations to be lagging in the leadership
positions. The decision made within the organisation will be made by senior
management. Most of them are occupied by men leaders. Therefore, all the judgements
of the organisation will be from men. Therefore, it is very important to maintain gender
equality among the senior level position to balance the decision made by the
organisations.
Public, political and economic institutions are not gender-neutral. Respondent attributed
the maintenance of creating gender inequalities in public life (through policies, budget
allocation, rules and procedures) to male domination. Approaches to women
empowerment at all levels need to be both right-based and institutionalised. (UNDP,
2011). This statement shows that the current situation of working women in the
Maldives needs drastic changes to improve their careers. In addition to this statement
women, lives are more complex than that of their male colleagues, while women have
to take the primary responsibility of the family even engaged in hectic working
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environment (Hochschild, 1997). According to Freedman and Phillips (1988)
recommend to do future research on gender differences within the organisation to
understand few female employees advance their careers and the rest remains at the same
level for the whole life.
According to Mahibadhoo Council Idhaara, In Mahibadhoo there are more than 11
organisations which include government offices and public organisations, among these
only 4 of the organisation holds the female leaders. According to Mahibadhoo Council
Idhaaraa, there are 3 elected councillors but none of them is women and According to
ADH. Atoll Council Idhaara, there are also 3 elected councillors but none of them are
women. According to ADH. Atoll Education centre, there are 5 leading teachers out of
this only one is a female and this leading teacher is the only female leader in ADH.
Atoll Education Centre. Even though, there are female employees who hold higher-level
education they are not seen in the top-level management. Similarly, in ADH. Atoll
Hospital there are only 2 female leaders. Even these two leaders are age above 35.
There are many female employees with higher-level education and are capable to be
leaders with the age group but they are not seen in any leadership positions. Therefore,
it is very essential to explore out the factors which prevent the women employees to
reach higher-level positions. I want to find the reason for the few female leaders in the
public sectors of the Maldives in my study. However, in the context of ADH.
Mahibadhoo no published study has been conducted in these organisations focusing on
the age group of 25-35.
1.4 Research Objectives
The objective of my study is to:
Examine the challenges women face in their career development in public sectors.
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Explore the potential of women in leadership positions.
Identify the reasons behind the less number of female leaders at top-level positions of
public sectors.
1.5 Research Questions
1. What are the main challenges women face in their career development?
Sub-questions:
2. What are the main factors that facilitate the development of female leaders?
3. What are the factors which constrain women from achieving their full potential?
4. What are the factors which contribute less female leadership positions in public
sectors?
1.7 Scope of the study
This study is focused on the factors which affect the career success of women aged 25
to 35 in public sectors of ADH.Mahibadhoo. Two organisation is selected in ADH.
Mahibadhoo to carry out this study as more women are working in those two
organisations. The study is concentrated on women aged 25 to 35 in management
positions and women with a higher level of education. Other aged working women will
not be focused as there are more working women of this aged in these two
organisations. It is also important to understand what the previous research scholars
have done on the factors which affect the women career success.
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1.6 Significance of the study
The result of this study will be useful if used in the career success of women in public
sectors of Maldives. The study will provide awareness of the public sectors of
ADH.Mahibadhoo about the factors which inhibit the women to advance their career.
According to Kibaara (2014) women leaders are more capable of handling conflict
situation when they are given chances. In addition to this, the author mentioned that
women bring new elements to the organization which is left out by the men leaders.
Therefore, the significance of the study is to represent more women to senior-level
positions and recognize the changes they bring. This study will inspire future
researchers to do further studies in the same area or related field. This study will benefit
to human resource managers in public sectors in integrating attentive policies that are
useful to the career progression of women at public sectors of Maldives. The findings
and result of this study can be useful to change the policies of the organisations in
favour to encourage women career progression.
1.8 Limitations of the study
The limitations of my study are only women aged between 25-35 will be taken for the
study. A very small sample of 8 will be used in my study. Data from male participants
not used. The results may vary if the data of male participants were used. Only two
organizations selected for my study, therefore lack of diversity in working groups might
be a limitation.
1.9 Operational Definitions
Career Development: It is life long career achievement of women through certain
activities which alters the career success of women to their fulfilment level.
Career Barriers: The conditions which make the individual progress difficult in career.
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Empowerment: Women progress their approach and analyze the conflict situation and
take the necessary decisions and actions to improve the situation and their status. The
development of knowledge and cleverness in women to do a certain task.
Gender: This indicates to the socially absolute power relations, jobs, obligations and
qualifications for men and women employee in an organization.
Gender Discrimination: This statement states within the organization both male and
female employees must be similarly given the chances and equally treated in providing
resources and other services.
Gender Equality: This statement states that all the reimbursements and welfares should
be distributed fairly between men and women employees. The resources, promotions,
prospects, tasks, power and facilities for both the genders should be equally distributed.
Gender Parity: The number of male and female employee working in civil service
sectors should be equal at the senior level.
Gender Stereotyping: Allocating certain roles, duty and responsibility to a specific
gender rule based on predetermined prejudice in public sectors.
Glass Ceiling: An obstacle which inhibits female from getting decision making
positions.
Work-Life Balance: Balancing personal and professional life without interrupting each
other.
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CHAPTER 2
LITERATURE REVIEW
2.1 Introduction
The main purpose of the research is to find out the factors which affect the career
success of women aged 25-35 in public sectors of ADH.Mahibadhoo as many women
are working at public sectors but very few of them are represented at senior level
positions even with proper education and experience. The objective of this study is to
find out challenges women face in their career advancement and find out the reason
behind less number of female leaders at the top level. This chapter displays a review of
previous relevant works of literature and theories. Through this chapter, I have tried to
organise the literature to meet with the objective of the study and research problems. To
survey reviews and to synthesise the information gathered through previous literature.
One of the main purposes of this study is to identify gaps in current literature and find
out the areas for further research and reviewing areas of controversy. There are
15
numerous studies done under this topic in the 20th and 21st century. The study discloses
that working females have been increasing from the past years and are qualified enough
to be in leadership positions but the subsequent literature review shows that even if
women are qualified there are still barrier which affects the development of their career.
A theoretical and conceptual framework is also presented in this chapter about this
study.
2.2 Women and Career development
Globally the top management positions are mostly occupied by male compartments,
very few women will be seen in top-level positions in any field (Glass & Cook, 2016).
Whether it is political, social or smaller committee groupings, the male will be
dominating at top-level positions. The statistics from the United Nations Statistics
division presented that senior management positions represented by women are far from
equality. In 2015, 25 per cent national statistical organisations have women as chief
statisticians. 8 per cent of women as governors in central banks and 21 per cent that is
40 countries among the permanent representative to the United Nations at UN
Headquarters as women (United Nations Statistics Division, 2015). Professionals have
presented much justification to these gender disparities, women discriminated against
workplaces is considered as the major issue being at top of the list. There are many
factors which are adversely mentioned, especially cultural issues have been mentioned
specifically in the context of African societies. In Africa, 60% of working women are in
the fields of agriculture and labour works. In Africa, women hold more unpaid works
16
than men. In the African region, there is a total of 445 cabinet members out of this only
114 are women. Only 25.6% of women are in the position of cabinet members (Women
in Leadership Baseline Data Report, 2015). Similarly, even in the Asian region, where
2/3 of the world poor people live while some of the most influential economies are in
this region (United Nations, 2015). In Asia, socioeconomic difference and gender
difference are very common. In USA statistic it shows that most of the countries in Asia
are good at keeping gender equality but there are no women in cabinet ministers in Asia
in the commonwealth baseline report in the year 2015. Furthermore, in Maldivian
society, the statistics show there is a huge disparity among male and female
compartments. In the Maldives, there are only 4 women parliament members elected in
19th peoples Majilis and statistics shows that women representing decision making
positions are low in the Maldives. For instance, according to the National Bureau of
Statistic (2018) there are only 4 Judges / Magistrate out of 181. The above statistics
show that in globally the society's women are valued being homemakers and child
bearers. Which hinders women reaching top-level positions and to advance their
careers. The society believes that, if the women pay more attention to her working life
her most "important" role of taking the responsibility of family works and looking after
children will be limited and it is not acceptable within the society. Moreover, there
spouse, children and colleagues may not support them to be in senior-level positions.
This cultural belief is far more deep-rooted than the societies thinking, even women
themselves think that they are better off in periphery roles than active ones. Garry and
Pearsall (2015) demonstrated that women do not believe in themselves and potentiality
within them. This lack of confidence within them is used by society to treat women as a
lesser human being. Women always have to prioritize family against work, unlike men.
There is no doubt even with these discrimination women stands with their men and
17
support in every decision made by them to be away from senior positions of the
workplace. Moreover, these women's go the extra mile to succeed in their men's lives.
On the other hand, men do not even think about to help or do some extra effort to
succeed in women with leadership positions. Even the most supportive men are also
lagged in supporting his women with leadership positions because of his male friend's
bullying. Men think that if women are allowed to senior-level management, they will
have lesser time to spend with their family.
The responsibility of taking care of family responsibility and children still is a barrier
which keeps the women away from advancing their career, even though we are living in
the most modernised society where gender parity is expected to be accomplished.
Women in senior-level positions are very few. This is also a very big factor which
hinders the women of the next generations to be away from leadership positions as their
will be very few role models to look after and there will be very few leaders to look up
to support the next generations career growth. We cannot deny that not only women,
men also face many challenges in advancing their careers. However, towards women,
there are always a greater barrier and greater difficulty in advancing their positions and
careers (Howe-Walsh & Turnbull 2016). Men have higher chances of achieving
leadership positions than women. For instances, women have to work double to
maintain with men leaders (Sengupta et al., 2017).
2.3 Women’s Career Success affected by practices and policies
Traditionally the positions of power are held by male compartments, personnel policies
and the structure of work incline to reveal the life involvement of men and are
18
frequently in the struggle with the life involvement of women (Newman & Mathews,
1999). To achieve gender parity and to support the career progression of women within
the organisation, the organisation can implement work/life policies while hiring,
retention and progression of women (Wadhwa & Shetty, 2017). Work/life policy
includes flexible working hours, paid leaves of absence, aids for caring the children,
sharing job and home-based employment (Hartmann, 2004). This policy is specially
shaped to support the staffs facing difficulty in managing personal life and professional
life in a complex environment (Newman & Mathews, 1999). In addition to that
Newman and Mathews (1999) demonstrated in their studies that with these flexible
policies, men can support female employees in their double duty at work and home.
Even with domestic duties women entering the workforce is increasing in numbers
(Hochschild, 1989). The gender equality goal of MDGs was not meet by the Maldives
government. In 2015 the implementation of SDGs improved determinations to meet the
gender objectives. To protect women’s right and dignity immediate actions were taken,
policy level works began to make sure the disparity within Maldivian sectors are
addressed. Nevertheless, there was no great influence on the events that were rapidly
unfolding in working women's lives in the Maldives due to changes in these policies.
Maldivian organisations should implement gender-sensitive practices, flexibility with
working hours should be arranged. From the statements above it seems that if this
policy of time flexibility is practised within Maldivian public sectors, there will be more
women at the frontline.
2.4 The influence of managing family and work responsibility on women’s working
lives
To achieve work-life balance a quality working and personal life is very important in
today's life. Majority of the women are finding difficulty in managing work-life balance
19
due to many changes happening at the workplace and home life. This leads to many
consequences like divorce, suicide, depression etc. Women have more responsibilities at
home than men, therefore, women face many difficulty in managing work-life balance.
Doherty (2004) explained one of the greatest puzzling factors tackled by female in the
21st era is balancing personal and professional life because to balance these two
concepts women have to play a very difficult role not to spill personal life over working
life. In addition to that Padma and Reddy (2013) was concerned with women holding
the responsibility of old age parents. As they will need additional help to balance work
and personal life. Mostly, working women have very limited time with their children,
this is a big stress for many parents as they have a bad feeling of not spending sufficient
time with their children. According to the National Bureau of Statistics (2018) 13 per
cent of Maldivian women are unemployed because of family responsibilities. The
National Survey on Gender Diversity and Empowerment in the Maldives conducted by
Women in Boards in 2017 demonstrated that 46 per cent of participants in this survey
deliberates that most women leave their job because they are not able to balance
personal and professional life. The participants for this study are from 12 atolls
including Male’. These statements above show that work-family balance is a very major
issue currently in the environment of working women.
2.5 Factors influencing the career development of women
Working women have to do both family work and career work simultaneously. This
results in issues to develop their career life, the responsibility of men is to provide
finance to the family, therefore, the pressure on men is distinctly different that of
women. Some of the factors which affect career advancement are gender inequality,
organisational structure, the glass ceiling effect, discrimination at the workplace and
cultural factors.
20
2.5.1 Gender inequality
To achieve gender equality, both the women and men should have equal senior-level
positions in modern life, as statistics show where most women are in lower-level
positions (Herath & De Alwis, 2018). After all most of the organisation's structures are
designed to discriminate or omit women (Thompson, 2016). Therefore, women are
having difficulty, conflict and confusion in their roles in the organisations. These gender
disparity in any country can be inflated for economic development and the wellbeing of
its societies (Bandara, 2015). Educating girl is a very operational way to promote the
economic growth of the country, as they have made several advancements to the
development of equality in the workplace. To attain gender equality within the
workforce men should realise gender equality is very important for the development of
career.
2.5.2 Organisational structure
Maldivian organisation's structures are not designed in a way to support women with
children, organisations are unable to provide childcare facilities, which makes the
women difficult in the workforce. According to wood (2008) the women in the
workforce face several barriers within the workplace which affect career advancement.
The organisational climate affects the career success of women. Which includes not
supportive and unfavourable working environment towards women. These negative
attitudes permeate the workforce by questioning the capability of women, they have to
work harder to prove their reliability and commitment (Resign and Cotton, 1998). Cross
and Linehan (2006) clarified in their study that promotional policies often harm
women's career progression to senior-level positions. Moreover, a well-developed
organisational structure can also have a high impact on the career progression of women
21
to higher-level positions. In light of these statements, I wanted to find out the main
factors that facilitate the development of female leaders.
2.5.3 The Glass Ceiling Affect
The "Glass ceiling" concept was created in 1984 to explain the gender discrimination
within the organisations and as well as in the top management level (Bruckmuller et al.,
2014). The glass ceiling can be defined as the barrier which blocks women from getting
to the top positions. There are three main reasons through which this glass ceiling is
preventing women from getting upright positions. Human capital differences, bias and
gender differences (Patrick, 2007). As a result of these barriers, women are not able to
reach senior-level positions. Even from the ancient time's men are the one to rule any of
the fields, as a result, women are not used to higher-level positions and they are likely to
make mistakes while at leadership positions.
2.5.4 Discrimination at the workplace
In universal, many employees have an issue and a negative attitude towards women in
employment. Women in every aspect face discrimination from the employer.
Sometimes the employer neglect to train and promote women employees (Hsieh et al.,
2017). Employers mostly hold traditional understandings about the capabilities of
women for particular jobs and are not willing to provide a flexible working
environment. In some cases, women are laughed, bullied and given the worst jobs to do
(Gattis, 2017). Women think that most of the top-level positions are male-dominated
and they are not given the chances to prove them and make remarkable changes to the
success (Burton, 2015). Throughout recruitment, women participants are asked more
questions regarding their personal life while hiring them to employment. Some
questions included are about their marriage, planning of having children, whether they
plan to leave the employment to take care of children after having children or if their
22
family allows them to do some particular jobs like travelling etc. (Njiru, 2013). This
indicates that the employer thinks that women's family is a great barrier which
influences the career progression of women. Moreover, there is a bad view that women
with young children are not paramount employee as they possibly need to spend more
time with their young ones. This statement proves that women with children are
harassed by their employers which quite result in them to quit the job. Not only the
employer but their supervisors and employees also handover them with more work with
unpaid overtime and they make a big deal out of women employee's tiny mistakes
(Njiru, 2013).
Gender discrimination or sexism is a very current issue in the workforce globally. There
are different methods of sexism in the workforce. Some of them are unequal pay
towards women employees, complications faced by women employee during
recruitment, women are not given the chances to progress in a career even if they are
capable and they are discriminated while distributing different types of source within
the workforce (Verniers & Vala, 2018). While recruiting employees to the workforce
some employers reject women employees because they have to provide maternity leave
when they have a child (Beaman et al., 2018). Some of the women employees face
discrimination while receiving promotions and bonuses (Carlsson & Sinclair, 2018). In
the Maldives the planning department conducted a survey through this survey they
identified in some organisations employees were paid unequally based on gender and
location for the same work, also in that report they have mentioned that on average a
male employee earned MVR7036 per month, whereas female employee earned
MVR4674 and in atolls also these disparity is seen in compensation which is lower than
male’ based organisations. Therefore, it is important to find out the reason for this
discrimination within the organisations.
23
2.5.5 Cultural factors
The cultural background of an individual mostly decides their practices at early
socialisation and later influences their behaviours and attitudes, which will be presented
in their role in the workforce (Jamali, 2009; Westring et al., 2012). Through this process
of socialization, male and female gender acquire their prescribed role-related skills and
engage in activities that are likely to be required of them to be afforded opportunities
and to achieve positive outcomes as deemed necessary (Ismail & Ibrahim, 2007).
According to Omadjohwoefe (2011) in his study of the Nigerian archetype, he stated
that even though the gender difference is an invention of the human, women are
considered to be playing a lower-level role than men. In addition to this he stated that
female employees with higher rank job are highly valued, but still, they faced many
obstacles in their way to higher-level positions in Nigeria; which is mainly recognized
to the sharp believes and outdated practices inborn in the present mainly stereotypic
significance system. In the same way, Agbalajobi (2010) stated although the important
roles occupied by women in Nigeria and their population in the country, they are not
given the preferred importance within the society and they are discriminated. This is
also attributed to cultural stereotypes, sharp beliefs, traditional practices as already
identified by Omadjohwoefe (2011). Consequently, the male-dominated society in the
country tends to place female employees to be represented in a lower-level position. In
the report of women in public life, stated that the Maldives is a country where most of
the upper echelons are hold by men from early centuries. In Maldivian culture girls are
treated to be protective, therefore they remain at home resulting the girls to be shy and
they do not dare to face society and they do not have self-confidence within them. On
the other hand, boys are encouraged to face all the situations and they are confident in
every aspect. The culture of being protected towards girls is carried by society towards
24
the future generation women ensuing them to be shy to be in the frontline of the society.
With the limited success achieved by women throughout the world and with obstacle
created within the culture, the career advancement opportunities for female employees
is adversely affected.
2.5.6 Rawl’s theory of justice
Rawls Theory of justice, in this theory he claims that people’s thoughts of liberty and
equality are not mutually exclusive. He argues that to be equal within the society, the
government should maintain and afford the same right under the law. In the theory of
justice, Rawls identified two principles. The first principle states that each should have
an equal right to enjoy liberty consistent with other individuals enjoying. The second
principle states that the disparities should be settled so that it would be beneficial to
everybody and arranged so well that not even one individual is restricted from
occupying any positions. From these two principles, Rawls states that each should be
treated equally within society. Rawls main focus of his theory is on the inequalities
while allocating jobs, income and wealth. The next main focus is on inequalities created
by the organisations that practice differences in chains of commands (Mandle, 2017).
Just think of all the political doctrines teach that male and female are completely equal
as citizens then this means, according to Rawls theory of justice, all the individual must
be treated similarly while distributing primary and secondary goods not only while
voting and political participation.
Therefore, this theory is related to this study because it says that everyone in society
should be equally treated. Race, class, gender etc. should not be looked, all the
individuals should be fairly treated. The government and society are equally responsible
for the inequality within the workforce. The underrepresentation of women in public
25
sectors is highly seen in statistics. Even though more women have completed their
higher studies compared to men, women are not seen in higher-level positions.
Therefore, this inequality within the public sectors of Maldives in ADH. Mahibadhoo's
institutions should be rectified.
Societal
Factors
Organisational
structure and
policy
Gender
Stereotypes
Figure 2.1: Rawl’s theory of justice.
2.5.7 Social structural theory
According to Eagly and Wood (1999) the angle of social structural theory explains
within the community how the gender difference is evolved. The social structural theory
allows men and women to follow the different route of styles within the same society.
The reaction of both the genders is completely different even though both the genders
are going through the same situation. According to Moore Gwen (1990) Men have more
relationship with the power of the organisation rather women have been more close to
her family. Moreover, according to Risman et al. (1999) in society, the leader of the role
is always played by male leaders, even from the early century of the world. The social
roles are distributed among men and women unevenly resulting in sexual separation of
labour and gender hierarchy. Women and men are receiving different experience within
26
the society they live because of the trigger of social and psychological processes.
Therefore, it is utmost important to give proper education and explanation to both
genders in their early childhood to not make differences among them while distributing
any services or invention throughout their life. Therefore, this study shadows the social
structural theory as a guide for the factors which constrain women from achieving their
full potential.
Gender
Stereotypes
Culture of
Family Society
responsibilities
Cultural
Influence
Figure 2.2: Social structural theory.
2.6 Theoretical Framework
There are multiple theories discussed based on inequality over the years. Each theory
demonstrates that equality within the society and workforce is important. Rawl's theory
of justice and the social structural theory explains how inequality within society has
started. The importance of equality among male and female is very significant to
advance the development of the country. Therefore, the theoretical review shows that
organisations and their policies and structures, the culture of the society and family
responsibility have a big influence on the career success of female employees to be in
senior-level positions. Since early centuries the Maldives is a country following male-
dominated societies and always has viewed women to be taking the primary
27
responsibility of family thus this culture is reflecting in the current environment of
public sectors of Maldives. As there are very few female leaders to be present in current
senior-level positions. Thus showing differences in most of the areas including the pay
gap. The paradigm shift in social values in this century is not seen in organisations
across the world.
This literature review demonstrates that there is a huge gap in the career advancement
of women. Some of the main factors which paucity of women from achieving
leadership positions are Family barriers, Cultural factors carried by the society,
Organisation barriers which include policy, structure and discrimination and glass
ceiling effect. There should be further investigations done on the future in the context of
Maldives mainly in the atolls of Maldives. There is a hope that the result of this study
may affect and expand the career success of women.
Factors affecting the career success of women aged 25 – 35 of public sectors of
Maldives
28
Gender
Stereotypes
Organisation Family
Barriers responsibilities
Cultural
Influence
Figure 2.3: Theoretical framework
2.7 Conceptual framework
According to the theories, the disparity within the society and workforce should be
omitted. From the childhood, the values of keeping the gender equality should be
thought. It will affect the perception of the future generation. This study intends to find
out the factors which affect the career success of women and the factors which
29
contribute less female leadership positions in public sectors. Based on the literature
review there are four factors which inhibit the career success of women they are
organisational barriers, gender stereotypes, work/family responsibilities and societal
factors. In an organisation, the policies and structures are designed in a way which
allows gender disparity within the workforce. For instance, pay gap is identified within
Maldivian context.
Factors affecting the career success of women aged 25 – 35 of public sectors of
Maldives the career success of women aged 25-35 of public sectors of Maldives.
Factors affecting the career success of women aged 25-35 of public sectors of
Organisational barriers
Gender stereotypes
Work / Family
Responsibility
Societal factors
Figure 2.4: Conceptual framework derived from the literature review.
2.8 Summary
I will be focusing my studies on the glass ceiling effect and the barriers which hinder
women from achieving leadership positions. I will also include the theory of Rawls
theory of justice and social structural theory. In general, many studies showed that many
30
employers and their perception towards women employees have a negative attitude.
Even though Maldivian management can continue their work and achieve their goals by
providing flexible working hours for women, they are not willing to provide them with
flexibility in childcare issues. On the whole, women are working very hard to balance
their family life and working life because it depends on the worker's mental health
problems, which may impact on women diet and lifestyle. Therefore, it is very
important to balance both professions. In this study, we have identified some factors
which affect the carrier progression of women are gender inequality, organisational
structure, cultural and structural factors, glass ceiling effect and discrimination at the
workplace. Even though there are several studies done under this topic, there is a huge
gap which needs to be covered in Mahibadhoo's public sectors as there are very few
female leaders in decision-making positions and there is no published study done under
this topic in ADH.Atoll of Maldives. Mahibadhoo is selected as the background of the
society will be different from the rest of this atoll's other islands because Mahibadhoo is
the capital island of this atoll where the upbringing and education level will be different
from rest of the islands in ADH.Atoll. Therefore, it is very important to fill this gap.
31
CHAPTER 3
RESEARCH METHODOLOGY AND METHODS
3.1 Introduction
This chapter shares out the methodological features of the study. The research
paradigm, Methods and methodology are explained in detail. The suitable data analysis
procedures will be clarified in detail. The validity, reliability and generalizability of
chosen methods and procedures will be clarified in detail. The research tools used to
conduct the studies are also elaborated in this chapter. Ethical consideration of the study
is also included in this chapter.
3.2 Research philosophy
The structure of scientific revolutions American philosopher Kuhn (1962), stated that
research paradigm is described as the philosophical way of thinking about the world or
the culture. It can also be called a school of thoughts. The word “worldview” is used to
explain the term paradigm in educational research (Mackenzie & Knipe, 2006).
Worldview means research paradigm originates the principles and abstract beliefs that
figure how the researchers see the world and how the researcher thinks and acts
throughout the world (Antwi & Hamza, 2015). The researcher selects the research
methods, methodology and any other thing related to the research based on her thought
(Creswell & Miller, 2000). The researcher’s actions or the investigation of the study is
based on the researcher’s belief which guides them to carry out the study (Guba &
Lincoln, 1994). In addition to this Denzin (2017) explained research paradigm as a
human construction. Therefore, research paradigm is utmost important to conduct a
study which guides the researcher that what should be studied, how the study will be
32
accompanied and how the result should be construed. According to Denzin (2017) there
are four essential components in research paradigm, they are ontology, epistemology,
methodology and axiology. It is also essential to find out what each component
demonstrates.
3.2.1 Ontology
Ontology is question of existence and the reality is what human can construct in their
brain. There are multiple reality or object is pregnant with meaning. Anything will have
multiple reality unless a human decides its reality. Ontology can also be meant as a
method through which we can access to the reality of an item or knowledge (Jepsen,
2009). According to Lincoln and Guba (1994) Ontology is the acceptance of what is
actual or true. Ontology is human's viewpoint or the assumptions human makes to
understand and believe the true colour of the object, place or the situation, whether the
assumptions made make sense or is it real (Scotland, 2012). Ontology is very important
to paradigm as it assists the understanding of the things that create the world. These
viewpoints and assumptions help the researcher to orientate about the study problems,
research significance and how the research can be continued to contribute to answering
research questions, comprehend the problem raised and how to contribute to its
solutions. Similarly, it helps to understand how the researcher can make meaning of the
data the researcher has congregated. Based on this statement the research is conducted
to achieve the reality of research objective.
3.2.2 Epistemology
Epistemology is based on the nature of the scope and organisation of knowledge. First
of all, epistemologist thinks about the knowledge to achieve and will identify the
analysis of concept which will guide to approach the scope of knowledge. Which
decides how much knowledge the epistemologists have (Goldman, 2004). Epistemology
33
can be described as how we come to a conclusion or how we come to know something
and how we have concluded truth or reality (Cooksey & McDonald, 2011).
Epistemology is described as the decision was taken or an action taken according to
their previous experience and expectations. Epistemology is concerned with how the
knowledge can be developed, how the knowledge can be communicated or transferred
to other human beings (Schwandt, 1997). There are two types of reality. They are
subjective reality and objective reality. In subjective reality, there is multiple reality but
in objective reality, there will be one single reality. Therefore, based on the statement
the research is conducted on subjective reality, through this reality the reality can be
constructed based on the situation the researcher come across.
3.3 Methodology
The methodology can be defined as the ways through which the researchers find
scientific and systematic objective of the study (Kothari, 2004). Methodology plays a
vital role while conducting research, it helps to analyse and investigate the case to
achieve the goal of the study. There are three types of methodology used to collect data,
they are qualitative, quantitative and mixed-method. The researcher decides the best
method for the study based on these three methods (Mackenzie & Knipe, 2006).
Qualitative method is one of the best methods to conduct research. This method helps
the researcher to understand and explain the research problems. Qualitative data can be
analysed through pictures, icons and words (O'Leary, 2004). In qualitative design
interviews, focused group discussion, depth interviews and projective techniques are
used to approach the research. This design helps the researchers to achieve a particular
understanding and the experience which is shared by the participants in coordination
with the objective of the research (Shuttleworth, 2008).
34
3.3.1 Research design
Before conducting research, the researcher should have a plan. How the research will be
conducted and the process to collect data should be carefully chosen or it can also be
named as a work plan. The main purpose of the research design is to help unanswered
question by obtaining inklings through research process (Maxwell, 2012). The whole
strategy that has been chosen to take part in the study through different component is
planned through research design (De Vaus & de Vaus, 2001). This study is done on
qualitative Method because according to Creswell (2007) this is the best method to
conduct research. Qualitative research method is not based on the statistics but rather it
depends on the multiple reality. This multiple reality is found out through examining
and by questioning about human’s lives, manners, involvements, feelings and emotions
and also about organisational functions, relations between different nations and cultural
understandings (Strauss & Corbin, 1990). There are five types of research according to
Creswell (2007) ethnographical, phenomenological, grounded theory, participatory
research and case study. The researcher will choose phenomenological case study as a
research design.
A phenomenological case study is based on the persons lived experience and based on
these experiences the assumptions are made, these experiences are transformed into
awareness both individually or by sharing the meanings approached (Patton, 2002). This
design helps to find subjective understanding and shared experience of the person
incorporation with the objective reality of the research (Creswell, 2013). Participants
lived experience is explored in Phenomenology through data collection. The name "case
study" is highlighted by some of us because it draws responsiveness to the question of
what especially can be achieved about the single case (Stake, 2005). Case study is good
in providing responses to the questions "how" and "why" and case study can be used to
35
describe, explain and explore the current boundary of the situation (Rowley,
2002).Therefore, the researcher did a phenomenological case study on ADH. Atoll
Hospital and ADH. Atoll Education centre to find out the specific boundary for women
to underrepresent in the senior-level position. Even though the majority of employment
is women.
3.3.2 Research methods
3.3.2.1 Population and Sample
The data collected is from female employees of age group 25 to 35 in ADH. Atoll
Education Centre and ADH.Atoll Hospital. There are 25 female employees in
ADh.Atoll Education Center and in ADH. Atoll Hospital there are 37 female
employees. In this research, non-probability sampling is used to collect data. Therefore,
in this research, purposeful sampling will be collected. Because as Pickard (2013) stated
the significance of the purposeful sampling qualitative research to gather in-depth
information. The population of this study will be 8 participants, which is 13% of the
population. This 8 sample includes female with higher education and can be in
leadership positions but not in leadership positions and female in current leadership
positions will be included in the sample because they might have a different opinion on
the influence and complications they face while they are at work. Therefore, this group
can be considered to be relevant to this study. Through this sample size, the scope of the
study was achieved and also nature of the study. Through this sample size, the
researcher was able to collect sufficient data to achieve the objective of my study. This
sample size was saturated enough to collect relevant data and to identify the different
patterns in the study to predict the gaps which need to be filled. If any of the
participants refuses to be part of the study, the researcher will select the next most
suitable candidate according to the criteria. Female employees who is at a lower level
36
position was not used to collect data as they might feel uncomfortable in front of their
supervisors.
Number of participants to ADH.Atoll Hospital ADH.Atoll Education

be selected for data Centre
collection
One to one interview 1 1
Focused group discussion 3 3
Table 3.1: Sample size of the study.
3.3.2.2 Instrumentation
An instrument is used to collect data or information for a research study to answer the
research questions (Talmy, 2010). There are various types of research instruments used
to collect data. They are interviews, observations, surveys and Questionnaire etc.
(Bryman, 2006). The best method to conduct this research is through interviews because
my research design is a phenomenological case study. The most suitable method for this
design is by conducting interviews (Groenewald, 2004). The best method to collect data
for a qualitative study is through an interview guide.
The types of interview guide are semi-structured interview guide, structured interview
guide and unstructured interview guide. The semi-structured interview guide has not
fixed questions and open-ended questions which helps to obtain participants perception
regarding the area (Drever, 1995). The structured interview guide is as formal as a job
interview, the questions are set, fixed and ordered to ask the participants, the researcher
cannot alter the questions (Turner III, 2010). An unstructured interview is a pervasive
tool to collect data which does not have a specific set of questions the researcher keeps
the topic in mind and ask questions to the participants according to the researcher's
view, it is like a conversation tend to be more informal (Dana, Dawes & Peterson,
2013). Therefore, the most suitable data collection tool is Semi-structured interview
37
with open-ended questions which helps to collect in-depth data from the participants
(Jamshed, 2014). Semi-structured interview is selected to maintain focus while
collecting the data which helps to achieve the purpose of the study and there is room for
exploring. The interview guide did not contain complex and technical language to make
the participants comfortable to answer the questions.
The instrument or the interview guide will have 8-10 questions. The semi-structured
interview guide consists of three sections. First section includes questions regarding the
validity and reliability of the study. Second section includes questions regarding the
challenges women face in workforce. Third section includes question about ways to
facilitate female carrier progression. The questions will be identified based on previous
research findings and theory and also this questions was reflecting my conceptual
framework. In my conceptual framework, there are four factors which affect the career
development of women. They are organisational barriers, individual factors, work-
family responsibility and societal factors. To conduct the interview, it will take around
90 minutes.
3.3.2.3 Data Collection
In qualitative data collection, the methods used to collect data are through interviews,
observations and survey. The best way to get information through phenomenological
case study is conducting interview because through interview the researcher can get
enough knowledge to conclude the problems rather than getting numbers to justify the
problems (Wilson, 2012). There is various type of interviews, they are an in-depth
interview, face to face interview, clinical interview, electronic interview and focused
group discussion (Burnard, 1991). Therefore, for this research, data collected was
through focus group discussion and a one-to-one interview because interviews are used
to explore the views, opinions, experience and specific beliefs on something (Green &
38
Thorogood, 2010). Moreover, one to one interview helps the researcher to understand
the participant’s view point related to the current problem (Cronin et al., 2009). Focus
group interview is a group of selected participants invited to participate in the
discussion in presence of the researcher(Jamshed, 2014). The objective of the study was
openly discussed during the focused group discussion. Focus group discussion is useful
to identify how knowledge, ideas and views of a group are developed. These two
methods are chosen to get the in-depth information to inspect the obstacle women face
in their career development in public sectors and to identify the reasons behind the less
number of female leaders at top-level positions of public sectors in the Maldives.
The researcher was setting ground rules while collecting the data. Correspondingly the
researcher was the moderator to control the discussion. If any of the participants try to
dominate during the interview, the researcher will give chances to other participants to
respond to the interview. The confidentiality of the group discussion should be
maintained by the participants as well. The interviews was conducted at ADH. Atoll
Education centre's classroom, face to face with the participants with consent from them
because according to Barriball and While (1994) face to face interview is the best
method of interview to collect data to reach to a conclusion by examining the perception
of the participants.
The table and the chairs was arranged in u shape for both the interviews and the place
where the interview conducted was not seen by others to maintain privacy and persons
not related to study was not allowed to enter the classroom until the interview was
finished. The interviews were recorded through my phone. During the interview, the
researcher was introduced to the participants and the purpose of the interview was
explained thoroughly to the participants. The time it will take to conduct interview was
mentioned while introducing to them and researcher thanked them for participating in
39
the study. Confidentiality of the study was explained to the participants before
proceeding to interview. The interviews was recorded along while taking notes.
The sample size taken for the study is 8. For one-to-one interview the researcher took
two organisations female leader to conduct the study. Two focused group discussion
was conducted to collect data. Each group had 3 participants from the same
organisation. Female with higher education was taken for focused group discussion. The
participants working at same area and positions were selected for focused group
discussion. As they might not feel comfortable to express their views in front of their
senior level employee. Female with higher education is selected for focused group
discussion because the profitability of becoming in a leadership position is higher for
them.
3.3.2.4 Ethical consideration
The research topic is based on women in the workforce and the participants collected to
conduct the study is also working women. Researcher has not forecast any sensitivity in
the research topic. For the research time been the following ethical considerations were
followed. Before proceeding to data collection researcher has acquired ethics approval
from the ethics committee of Villa College regarding the study. The topic of the
research is based on the women of Mahibadhoo who is employed at ADH. Atoll
Education Center and ADH.Atoll Hospital. Therefore, authorisations was attained from
these two institutions of ADH. Mahibadhoo from where the research will be conducted.
Researcher can’t see any possibility of any health risk due to the study to any of the
parties. The data collected during the research will be kept confidential and informed to
the participants.
40
Researcher has got consent from the participants before the data collection. The purpose
and the nature of data collection for this study was shared with the participants before
proceeding to the interview. The participant's identity was kept confidential and they are
free to withdraw whenever they want. The data collected was kept safely in my laptop
password protected and physical documents collected was kept safely locked.
The participant's rights and their values were protected all the time and there was not
any chance for the participants to take any risk. Confidentiality of the research and the
data collected were ensured throughout the study. The research conducted will be
independent and unbiased.
3.3.3 Data Analysis
Data analysis is the method used to make sense of images and text to achieve the
objective of the research in qualitative data (Creswell, 2014). The main use of data
analysis is allocating codes to data, categorizing core themes based on the codes,
inferring and assimilation of the results to the research study (Kumar, 2011). Data
analysis methods used in qualitative data are content analysis, narrative analysis,
discourse analysis, Framework analysis and grounded theory (Hsieh & Shannon, 2005).
The content analysis method is used to group behavioural data collected to summarize,
classify and organize the data (Hsieh & Shannon, 2005). The narrative analysis method
is used to revise primary data collected by the researcher (Polkinghorne, 1995).
Discourse analysis is all types of naturally occurring conversation and written text (Van
Dijk, 1993). The framework analysis method is very advanced as in this method the
process of ascertaining thematic framework, charting, coding, interpretation and
mapping take place (Srivastava and Thomson 2009). The grounded theory analysis
method is started with a single analysis of a case to frame theory and after that further
41
cases are observed to identify whether it can contribute to the theory (Glaser and Strauss
2017).
The researcher used content analysis in the study. As this analysis is used to analyse
documented information from the interviews. This documented information is in the
method of text, physical items or media (Hsieh & Shannon, 2005). The content analysis
allows the researcher to infer meaning from the data in such a way with reliability as the
consistency of judgement, facts or observation seem to emerge. Therefore, content
analysis will be used in this study.
3.3.4 Validity and reliability of the study
It is very important to maintain the quality of the research because Guba and Lincolin
(1985) demonstrated the importance of fidelity characteristics to be used in the study.
The information used in the research is from the participants not the point of view of the
researcher to ensure the conformability of the study. The participant’s mutual
understanding and the response of that information were kept as text narrative to
maintain the credibility of the participants. To maintain the dependability of the study
the data collected is logical and observable. To ensure the transferability the researcher
used an extensive explanation of the phenomenon in the area of women leadership.
Since the working women in ADH. Mahibadhoo is mostly in the area of the public
sector the generalizability of this study can be applied to other public organisations in
ADH.Mahibadhoo.
3.3.4.1 Credibility
Credibility in a research study is used to make sure the accurateness of the results and
finding from the researcher, participants and the readers (Cresswell, 2014). In
42
qualitative study the participants can rightfully judge the credibility of the study. The
data collected was checked twice to check the credibility of the study.
3.3.4.2 Transferability
Transferability can be referred to as the amount to which the findings of the qualitative
study can be conveyed to another context with other defendants (Anney, 2014). To
maintain transferability of the research thick descriptive data which is rich and broad
data is included in the study. Purposive sampling is used to collect data as it helps the
researcher to focus on the key terms because this sampling method allows a conclusion
to be made about the assortment of participants (Anney, 2014).
3.3.4.3 Dependability
Dependability can be referred to as the constancy of the results or findings over time
(Bitsch, 2005). The participants are involved in assessing the conclusions and
recommendation of the study to ensure the data received by the researcher is supported
by the participants to maintain the dependability of the study. Transcribed documents
was sent to the participants to check the validity of the provided information. Code
recode strategy is used to ensure the dependability of the study. In code recode strategy
the researcher checks the same coded data twice, in between gives a one week gap to
check the coded data twice. The results of both the coded data was compared to see the
similarity and differences (Chilisa & Preece, 2005). An interview guide and a focused
group discussion guide was used to make sure that the results obtained in this research
are reliable and systematic.
3.3.4.4 Conformability
Conformability is used to ensure the data collected by the researcher is not the
perception of the researcher but the data collected is from the participant’s perception
43
involved in the study (Anney, 2014). To maintain the conformability of the study, the
researcher assessed the integrity of research findings by conducting a good interview
and by attaining trust and by building a rapport relation with the participants.
3.4 Time frame of the study
Activities April May 2019 June 2019 July August 2019

2019 2019
Proposal Submission 08th April
Chapter 1 28th July
Literature Review 1st August
Methodology 3rd August
Data Collection 8th August
Data Analysis 13th August
Findings / Results 19th August
Discussion Chapter 22th August
Conclusion Chapter 24th August
Final draft of Dissertation 27th August
Table 3.2: Time frame of the study.
3.5 Summary of the chapter
In the third chapter, nature of the research problem has explained in detail. The
population of the study which is the female employees in ADH. Atoll Education Center
and ADH.Atoll Hospital. Purposeful sampling of this population is included. Data
collection procedure through one to one interview and focused group discussions are
44
detailed in the study. Consideration of data validity, reliability and generalizability are
included. Thematic data analysis techniques and research ethics are also included in this
chapter.
CHAPTER 4
FINDINGS AND RESULTS
4.1 Introduction
The main aim of the study is to find out the main challenges faced by women to
advance their career in public sectors of Maldives. It is also important to find out the
less number of female in leadership positions as very few females are representing at
frontline of the public sectors in Maldives. The objective of this study is to examine the
challenges women face in their career development in public sectors, explore the
potential of women in leadership positions and identify the reasons behind the less
number of female leaders at top-level positions of public sectors. The discussion of this
study will be on the comparison of the research questions, which is implemented for this
research. Based on these comparisons the results will be evaluated. The research
question and sub questions are:
1. What are the main challenges women face in their career development?
Sub-questions:
2. What are the main factors that facilitate the development of female leaders?
3. What are the factors which constrain women from achieving their full potential?
4. What are the factors which contribute less female leadership positions in public
sectors?
45
This chapter represents in the following order, it begins with process of data analysing
and after that the five themes derived for this research will be presented. The five
themes derived from the data analysis are a perception of leaders, the potential of
female leaders, obstacles/barriers that inhibits career progression, the reason for few
female leaders at a higher level position and ways to facilitate female leaders.
4.2 Process of data analysing
The research design of this study is phenomenological case study. Therefore, the results
were obtained by conducting two interviews and two focused group discussions. Two
organizations were selected to collect data, ADH. Atoll Education centre and ADH.
Atoll hospital. For one to one interview, from each organization, one female leader was
interviewed. Female with higher-level education in both the organizations have
participated in focused group discussion. From each organization, 3 participants
participated in the discussion. The first interview was conducted for the female leader in
ADH. Atoll Education Centre which is named as interview 1. The second interview was
conducted with the ADH. Atoll Hospital female leader which is called as interview 2.
First, focused group discussion was conducted for ADH. Atoll Education Centre 3
participants, which is called as focused group discussion 1 for females with higher-level
education. The second focused group discussion was conducted for ADH. Atoll
Hospital 3 participants, which is called as focused group discussion 2 for females with
higher-level education. In the focused group discussion participants were named as
participant 1, participant 2 and participants 3. Therefore, the total sample size was 8,
which is 13 per cent of the population.
4.2.1 Coding & Categorizing
The qualitative data collected for this study was transcribed from the focused group
discussions and interviews because qualitative data needs words rather than numbers
46
(Denscombe, 2003). During coding the same pattern of quotations were mutually coded.
Most of the data collected through the participants were holistic. Content analysis has
been used to analyze the collected data. Themes were created based on the data which
aligns with the research questions and research objectives. For coding and selecting
themes, the data’s of eight participants were fully read and analyzed. Themes that share
the same data’s were combined to form main themes. Some of the data were discarded
while transcribing because it was not related to the study.
4.3 Research findings
The themes derived from the data analysis are a perception on leaders, the potential of
female leaders, obstacles/barriers that inhibits career progression, the reason for few
4.3.1 Theme 1: Perception of leaders
The participants from the interview and focused group discussion were enquired about
the role, quality and characteristics of the leader. They responded with leader should
have the quality of integrity, the leader should have the capability to work with the
team, there should not be any discrimination among the staff. The leader should be a
role model for everyone in the organisation. Beginning of each year a leader should
have a set plane for the rest of the year. Leader should have leadership skills etc. Some
of the responses narrated from the interview and focused group discussion under this
theme are below.
“Leader should be a one who wants leadership position. The leader should
have the quality of integrity; the leader should have the capability to work with
the team. The leader should be an example for the team members. The leader
should not order the team members. Always have to work with the team as in
their level not as a leader to order the tasks. If the leader is a person who
orders, then the lower level staff, they will not feel comfortable”
(Interview 1)
47
“A leader should have leadership skills. The person should have the capability to
lead the organization. The leader should not order the low-level staff but needs
to maintain and assign works accordingly. Practically leader should show
his/her leadership to the employees. A leader should motivate employees and he
should have a set plan. Before the year starts as a teacher we should know the
plan for the ahead year because we have a personal life too”
(FGD 1, Participant 1)
“A leader should understand the feelings of the staff's. A leader should work
with the staffs by supporting them not by ordering them. A leader should
motivate staffs. There are so many times that we have worked so hard but we are
not appreciated. We want positive comments from the leaders”
“The leader should treat all the employees equally, there should not be any
discrimination among the staffs. The leader should be a role model for
everyone”
When the participants were enquired about the difference among male and female
leadership all of them agreed that there is various difference between male and female
leadership. All of the participants agreed that women are more capable in leadership
positions than male. They responded that women are more understanding and are more
committed. When describing male leader, they responded that they are stricter and they
order lower level staff. The responses from some of the participants are narrated below.
“Women are more committed than men. If a male is a leader, they may reject
some works saying that they will not be able to do but women leaders will face
the situation and will do the task. Women know that they have so many
responsibilities back at home, therefore, they will endure their work more than
men”
(Interview 2)
“There is a difference between both male and female leadership. If the leader is
female she is more understanding that she knows we have to look after our family
responsibilities. Therefore, they do not hesitate in helping us but if the leader is a
48
male. He does not understand all these female emotions and male leaders are
stricter and they order the low-level staffs”
“It might not be easy for male leaders to corporate with female employees like
female leaders do because they don’t understand the situations women come
across. When getting opinions from the SMT mostly my opinion is different from
others as all others are male”
(Interview 1)
“There is a huge difference between male and female leaders. Women leaders
understand the feelings of women than men as in this organisation most of the
employees are women. Therefore, I think women leaders will be better than
male”
4.3.2 Theme 2: Potential of female leaders
When the participants were enquired whether the organization will have an advantage if
they have a female leader, they responded stating that women will be patient, caring,
calm, understanding, they will stick to the plan, there is no work that women cannot do
and they will be more organized. Some of the comments are narrated below.
“I don’t think women are not capable, even now with the present government we
see many successful female ministers. I think women are more capable than men
with my judgment”
“In the nursing field, there are many advantages if it is a woman. For instance,
there are many works that the only female can do. In religious perspective also
people tend to deliver their babies with female nurses”
“I think there is no work that women cannot do if she has tried to do”
49
“By nature women is more caring and understand the feelings of others. Even I
feel this. We are not here only to teach students but to nurture and tell what to
do and not to do in their life. So I think as women we are very patient and we
can face many challenges calmly than men”
“Women will be more stick to the jobs as there is a lack of opportunities. This
is a big advantage for the organization”
(Interview 1)
4.3.3 Theme 3: Obstacles / barriers that inhibits career progression
A number of questions were asked to the participants to identify the challenges and
barriers which hinder women from achieving career progression. One of the objectives
of this study is to examine the challenges women face in their career development in
public sectors. The participants responded that it was difficult to balance work /
personal life, gender stereotyping, organizational barriers and cultural issues which
inhibits them to career progression.
"There are very few male employees working here. Some of the times when I
assign any work to these employees they usually do not support but when male
leading teachers assign them to work, they immediately do these tasks. That is
a very big obstacle for me"
(Interview 1)
“The most challenging thing that I have come across as a working woman is
taking the responsibility of the family”
(Interview 2)
“It is very difficult to manage personal and working life as we have to take the
responsibility of children and family other responsibilities. We have to attend
work early morning therefore sometimes I have to lag behind some household
chores and it is very difficult”
“We do have sick leaves but if we get these leave when the day we come to
attend school we have to take the classes for our absent days along with that
day's classes. At that day we can go home very late and it is very difficult
because our family responsibilities will be lagged”
50
The other issue they mentioned was they do not get proper support from their family
and husband for their progress.
“Some women are not able to study because she does not have her husband’s
support”
“Some women will have to stop her study because of her responsibilities and she
does not get proper support from the family side”
When they were asked whether the gender is a barrier for career success they said
gender is not a barrier for carrier success but because of cultural factors and societies
influence, family responsibilities and organizational factors women inhibits to reach
their full potential. If they get support from all of the factors they can reach to any level.
“No, but sometimes as we said before we have family responsibilities. If the

management understands our situation and provides more support for us we will
be more motivated and more successful in our career”
“No. I think there is no work that women cannot do if she has tried to do. It is a
barrier if the works are not done the way it should be or if we cannot get support
from the family and organization”
4.3.4 Theme 4: Reasons for a few female leaders
The majority of public sectors of Maldives is hold by female employees. Most of these
women are qualified but very few of them hold leadership positions. When the
participants were enquired about the reason for the few female leaders in the
mainstream of society. They responded by stating that some factors, they are cultural
51
factors, societies influence, individual factors, organizational barriers, lack of
opportunities and family barriers.
“Sometimes men say very harsh things to women in their style which some
women cannot stand to. Some may go under depression due to these situations
but men may not feel it. I think because of this situation woman with higher-level
education also does not want to face like this situation. They wanted to be in a
safe zone, therefore, they do not compete with the challenges they face to be in
leadership positions”
“The age between 25-35 women gets married and have children and most of the
children are small and at this age, they do not want to take this responsibility
but there is a chance when their children get bigger they may want to take this
challenges. They will be freer to take these positions”
(Interview 1)
“I think it is cultural thinking that always a man should be in leadership

positions. This belief is stick within our society. I think that is the reason for a
few females to be seen in leadership positions”
Some of the individual factors the participants noticed are narrated below.
“I have encouraged so many female teachers to apply for this position at that
time but none of them wants because as women there are so many things we
cannot share to males”
(Interview 1)
“Females does not have the confidence to face leadership positions”
“I think women are not facing these positions because they think that they may
not give their best to their positions because of family responsibilities”
“Women are very sensitive”
52
Some of the participants said that women are not seen in leadership positions because
long back these positions were held by male leaders and still these leaders are holding
these positions. If they retire then there is a chance for the female to hold these
positions.
“Most of the senior positions are covered by male 20-30 years back. These
positions are still held by them. At those time society perception was women
should be in-the-home taking the responsibility of family”
(Interview 1)
“The leadership positions are occupied long back, therefore, there is very less
opportunity for women with higher-level education to hold leadership
positions”
(Interview 2)
Some of the participants said that women are not seen in leadership positions because of
the societies influence.
"Most of society think there are male-dominated positions these thinking’s will
have to be dropped"
(Interview 2)
Some of the participants said that women are not seen in leadership positions because of
organizational factors.
"I have come across an interview; from the interview panel they were asking
questions like that, I will not be able to take the responsibility of this job as I
am women. There is different perception for men and women, from the
organization side they were thinking that women will not be able to handle this
responsibility. I have given my opinion that I have handled the whole atolls
health center’s responsibility, which is a 24-hour job, therefore for me, it will
not be difficult to handle a single organization"
(Interview 2)
53
“When pregnant women apply for jobs they do not give the job to that lady as
after delivery she will be gone for maternity leaves even though they are
qualified they miss the chances. Most of the case male employees are selected
for the organization because of this reason”
4.3.5 Theme 5: Ways to facilitate female leaders
One of the main aims of the study is to find out the main factors that facilitate the
development of female leaders. Even though there are many challenges women face in
their career progression. Participants identified that there are ways to facilitate women
career progression. They mentioned some enablers which facilitates women career
success is, awareness programs should be conducted to increase women in leadership
positions. Support from organization and family is very important for female to progress
in her career. Inspirational stories of successful women will empower them to progress
in their professional and personal life.
“Conduct awareness programs for the younger generation that women can do
any job like anciently the society thinks that women cannot be a pilot but now it
has changed because of these awareness programs. Now women are educating
in every field like engineering IT and many more but before everyone's
perception is that only men can do these type of jobs. When the students reach
grade 8 – 9 they should know all these jobs are suitable for them. There is no
inequality when doing works this knowledge should be thought to them. By
showing inspiring stories they should be encouraged to face any work to do
that they like. Women students should be empowered when they are small”
(Interview 2)
“Awareness programs should be conducted to increase the female in higher-

level positions and they need support to go forward”
54
Participants have identified that inspirational stories of the successful female should be
shown to empower women. Therefore, they can get an idea and support to progress in
their career.
“There are many successful women in the Maldives even if their stories or
interviews are seen by other women they may empower by seeing their stories"
Participants have identified that co-workers, organizational and family support plays a
major role in motivating women to progress in their career.
“I also think motivation is the major role played in career progression.

Organization and family support and motivation should be with a female then
she can progress”
“If we get support from family and organization we will be more motivated and
more successful in our career”
“The senior-level management team should support and appreciate the things
that women do”
“Motivation plays a major role I think. Support from co-workers for example if
all the senior management and middle management all works for the same
goal with the same spirit then women will have the chances to progress in their
career”
If the responsibilities of the family and children are taken equally by both male and
female, then the participants considered that women can achieve any positions as male
do as they will be more confident and more relaxed to continue with their profession.
55
“If men and women take family responsibilities equally, women can get more
chances to be a leader and it will help women’s career progression”
“If both the male and female take the family responsibilities it will be very
easier to balance both lives”
“We have split the responsibilities of children equally to manage time. If all
the husband helps like mine, then all the women will be able to take leadership
responsibilities”
(Interview 1)
“If he is in leave and he helps me a lot in taking care of my children. During

these days I can concentrate on my work more and do the works peacefully.
For example, while delivering lessons to students I will be more calm and
happy”
When the participants were enquired about the role model’s they were inspired to
continue in their career most of them mentioned their family is the biggest strength they
have to continue with their professional career. Some of the participants mentioned their
friends to be encouraging them to continue in their career. Some of the participants were
inspired by their managers and lectures.
“My mother is my inspiration to go forward as a leader. She has been working

when I was not even born and she is very punctual and she is the role model
for me. I thought that if she can manage both families and work with all these
children why not me. This is I the spirit have to continue as a leader”
(Interview 1)
“My father encouraged me to do teaching courses. As the teaching field is

where all the time they will be gaining knowledge. So that I can deliver this
knowledge to my children. So now I am happy that I can see what my father
has instructed back then”
“The previous manager, he trusts me and encourages me to be in leadership

positions”
56
(Interview 2)
“For me its aathu miss and filli miss because they are very supportive and they
encourage me to continue in my career and studies. They work hard to
empower nurses”
4.3 Summary
This chapter summarizes the results and findings of interviews and focused group
discussion through illustrations, descriptive narratives and verbatim of the empirical
data for the study. Five themes were identified from the data presented in this chapter
they were: perception of leaders, the potential of female leaders, obstacles/barriers that
inhibits career progression, the reason for few female leaders at a higher level position
and ways to facilitate female leaders.
57
CHAPTER 5
DISCUSSIONS AND CONCLUSIONS
5.1 Introduction
This chapter highlights the details of the results and findings attained from the previous
chapter implying on the research questions and research objectives. The main aim of
this study is to find out the main challenges women face in their career development and
to find out the main factors that facilitate the development of female leaders. The
findings and results are compared with the significant literature review. In this chapter
after the discussion, the conclusion of this study, the limitation of this study and
recommendation of the study is presented.
5.2 Discussion of the study
The main features of the findings are enlightened under the five themes developed in
chapter four. The themes selected for this study are the perception of leaders, the
potential of female leaders, obstacles/barriers faced by female, the reason for few
5.2.1 Perception of leaders
The findings and results for themes were very similar to interviews and focused group
discussions. Some of the characters and qualities of leaders found from the data were
58
: a leader should have the quality of integrity, the leader should have the capability to
work with the team, there should not be any discrimination among the staff, the leader
should be a role model for everyone, the leader should have a set plan and leader should
have leadership skills etc. From the statements, it is proved that a leader is not effective
until the goal of the organisation is achieved by supporting and working with the team
members. This result is related with House and Mansor (1999) authors stated that
leadership is the capacity of a leader to impact, inspire, and empower others to
contribute toward the adequacy and achievement of the organisation. Moreover, this
study showed that women leaders are better than male leaders. Female leaders are
viewed as more transformational than male leaders—an administration style that has
been appeared to have a solid positive effect on the individual, group and organisational
performance (Bass & Avolio, 1994). In addition to this Aldoory and Toth (2004) states
that women leader’s attributes and their practices are making them better leaders. When
describing the male leader’s participants expressed that male is stricter compared to
women leaders and women leaders are better at understanding and more committed to
tasks. This result is reliable with Pounder and Coleman (2002) the leadership of modern
organisations needs non-coercive leaderships, team-oriented and the leader should be
building a better relationship with the employees. Women are naturally kind and caring
therefore, women leaders are better to compare to male. Moreover, Eagly (2007) stated
that women leaders are progressively lauded for having superb abilities for leadership
and women show leadership styles related to viable execution as leaders.
5.2.2 Potential of female leaders
The findings and the results attained from this study showed that women are very
capable of leading the organisation because of their nature. The results identified that
women leaders are goal-oriented, better at organising, naturally caring, better at crises
59
and better at focusing on organisational goals. The participants expressed that if they
have a female leader they can openly share their ideas and they can work with female
better. From the results, it is evident that when women are given opportunities she can
reach any level. She is capable to do any work which males are doing. This result is in
consistence with Kibaara (2014) women leaders are more capable of handling conflict
situation when they are given the chances. In addition to this, the author mentioned that
women bring new elements to the organization which is left out by the men leaders. In
addition to this Swamy et al. (2001) identified that countries which hold women at
senior level have a lower level of corruption and women plays a major role in building
peace. Moreover, Eagly and Carli (2003) indicated that when a woman is given the
chance to lead the organisation they manage the organisation more effectively than men.
In addition to this Women, leaders are better at keeping the relationship and building a
great team, empowering the team to reach the goal (Hopkins et al., 2008). Therefore, it
indicates that women are good at managing the organisation as well as the team.
Therefore, it can be considered that women can reach any level when they are in their
full potential.
5.2.3 Obstacles / barriers inhibits career progression
The findings and the results attained from this study reveals, that there are many
challenges which hinder women from achieving full potential. The results highlight that
personal challenges are more in the way of female career success than professional
challenges. The most challenging obstacle is family responsibility and child-rearing.
There are other factors which inhibit women from achieving their goal. They are
cultural factors, societies influence, individual factors and organisational factors.
Participants had to prioritize their family responsibilities over their career progression.
To balance work life / personal life was one of the major factors that participants
60
identified. Doherty (2004) explained one of the most puzzling issues tackled by women
in the 21st century is a work-life balance because to balance these two life women have
to play a very difficult role not to spill personal life over working life.
Some of the participants identified gender stereotyping as a challenge in their career
success but some of them found they have no issue in this factor. Rawl's theory of
justice has explained well to maintain equality among the genders in his theory. The
first principle of Rawl's theory of justice states that everyone in society should get an
equal right to enjoy liberty. The second principle states that the disparities should be
settled so that it would be beneficial to everybody and arranged so well that not even
one individual is restricted from occupying any positions. From these two principles,
Rawls states that each should be treated equally within society. Rawls theory’s main
focus is on the inequalities while allocating jobs, income and wealth. The next main
focus is on inequalities created by the organisations that practice differences in chains of
commands (Mandle, 2017). The phenomenon of the glass ceiling is considered to be in
the way of women as participants feel that they have to take the primary responsibility
of their family because of cultural factors and societies influence.
Other traits found out from the results were that the participants are not getting enough
support from the organisations. During the interviews, female are discriminated over
men from the organisation side. This result is reliable with Njiru (2013) the author states
that throughout the recruitment, women participants are asked more questions regarding
their personal life while hiring them to employment. Some questions included are about
their marriage, planning of having children, whether they plan to leave the employment
to take care of children after having children or if their family allows them to do some
particular jobs like travelling etc. Some of the participants stated that they have
difficulty in managing the break time even though they get support from the
61
organisation some times. Maldivian organisation's structures are not designed in a way
to support women with children, organisations are unable to provide childcare facilities,
which makes the women difficult in the workforce. According to wood (2008) the
women in the workforce face several barriers within the workplace which affect career
advancement. The lack of support from the organisation for time implementation was
notified to be one of the biggest issue.
After analysing all the data’s from the participants the most challenging factor for
women career success almost coincide social structural theory. The social structural
theory allows men and women to follow the different route of styles within the same
society. The reaction of both the genders is completely different even though both the
genders are going through the same situation. These factors are hindering women from
career progression.
5.2.4 Reasons for a few female leaders
The results and findings of this study showed that the reason for few females to be seen
in the mainstream of the society are because of cultural factors, societies influence,
individual factors, organizational barriers, lack of opportunities and family barriers.
These findings are correspondent with social structural theory, the leader of the role is
always played by male leaders, even from the early century of the world. The social
roles are distributed among men and women unevenly resulting in sexual separation of
labour and gender hierarchy. Women and men are receiving different experience within
the society they live because of the trigger of social and psychological processes. The
society which the individual life plays a vital role in allocating men and women to
specific working area based on shared gender roles and social roles created within the
culture of society. Another major factor found out was that women are very sensitive
and they do not have the confidence to face some of the situations. Therefore, women
62
wanted to be in a safe zone. This statement is in line with Garry and Pearsall (2015) the
authors demonstrated that women do not believe in themselves and potentiality within
them. This lack of confidence within them is used by society to treat women as a lesser
human being. Women always have to take family against work, unlike men. There is no
doubt even with these discrimination women stands with their men and support in every
decision made by them to be away from senior positions of the workplace.
Another issue found from the participants was lack of opportunities as the leadership
positions were occupied long back by the male of the society. This statement is also
aligned with social structural theory in society, the leader of the role is always played by
male leaders. Therefore, still, these positions are held by these leaders lacking the
opportunity for female employees. Moreover, the glass ceiling phenomenon is on the
way of women preventing women from achieving their full potential. Resulting few
females to be in top-level positions.
5.2.5 Ways to facilitate female leaders
One of the main aims of the study is to find out the main factors that facilitate the
development of female leaders. Even though there are many challenges women face in
their career progression. Participants identified that there are ways to facilitate women
career progression. They mentioned some enablers which facilitates women career
success is, awareness programs should be conducted to increase women in leadership
positions. Support from organization and family is very important for a female to
progress in her career. Inspirational stories of successful women will empower them to
progress in their professional and personal life.
Support from the organisation is considered to be a facilitator of women career success.
Wadhwa and Shetty (2017) is consistent with this statement, these authors stated that to
63
achieve gender parity and to support the career progression of women within the
organisation, the organisation can implement work/life policies while hiring, retention
and progression of female employee. In addition to this Hartmann (2004) stated that
work/life policy includes flexible working hours, paid leaves of absence, subsidies for
childcare, sharing job and home-based employment. Newman and Mathews (1999) also
stated that this policy is specially designed to support the employees who are facing
difficulty in managing and balancing the demands of work and family issues in a
complex environment. Participants also suggested that motivational support is important
for their career progression. Moreover, all the participants stated that if both the mother
and father took the child responsibility equally then they will be able to manage their
work more efficiently.
The participants stated that their role model has inspired them to continue with their
profession. A study conducted by Pflanz (2011) demonstrated that the features and
appearance of their role models will play an important role in their career progression.
All of the participants stated that awareness programs should be conducted to empower
women. This statement is consistent with Longwe (1991) the author demonstrated that
gender awareness is important to identify the ability of women in the development
process of the organisation. Another facilitator identified from the participants were
inspirational stories from the successful women leaders. Bass (1985) stated that an
inspiring leader encourages and enhance the follower to be motivated to do any task.
5.3 Conclusion of the study
The study identified that in the public sectors of Maldives most of the senior-level jobs
are occupied by male employees. The main factors which constrain women from
achieving their full potential are balancing work / personal life. This factor is in line
with other factors such as cultural and societal factors. The other main factor is
64
organisational support, which is needed for women career progression and there is an
individual factor which also is in the way of women career progression. The individual
factor is caused because of cultural and societies influence. These factors were found in
the context of ADH. Mahibadhoo when this study was conducted. Through this study,
some factors that facilitate the development of female leaders were found.
The figure below shows the revised conceptual framework based on the results derived
from the study conducted in the context of ADH.Mahibadhoo.
Organisational barriers
Cultural factors
Work / Family Responsibility
Societal factors
Individual factors
Figure 5.1: A reviewed conceptual framework
5.3.1 Implication of the study
The result and findings of this research indicated that female to become leaders have
implications. The most important factor of women to get in higher-level positions were
overlooked. For instance, in this study women with higher-level education was
inhibiting to be in leadership positions as women want to be in a safe zone. Another
major factor found was family responsibility. To maintain a balanced work environment
women needs her families to support, even though the family support is one of the
65
enablers for career success, the study found out some of the women were lacking family
support which inhibits career success. As per the findings of this study, if the women
are given the chances in leadership positions they can make the organisation more
successful as the participants identified women are more potential than men. The study
also found that if the female received her partner's support then she can work more
efficiently.
5.3.2 Limitation of the study
This study also has limitations. Since my study is to find out the factors affecting the
career success of women. Only female participants were included to conduct this study.
Therefore the data of male compartments were not used. The result of this study will be
different if the data of men is collected as the opinion of men is different from women.
To tighten the literature review, some of the significant literature may be omitted from
this study as leadership theory is a wide theory. Moreover, if the data were collected
from some other organisations the findings and result may differ from this study.
5.3.3 Recommendations and Further Research
The data collected for this study can be used to progress the current leadership of
women in the organisations in the context of ADH.Mahibadhoo. The themes recognized
in this study could be extended through various methodologies and techniques. This will
look into the discoveries in a similar setting and sort the logical inconsistencies in the
discoveries. Consideration of people from various backgrounds will encourage to expel
tendency and increase a top to bottom comprehension of the setting in general.
The recommendations are suggested below for this study.
One of the basic issues recognized from the study is the cultural influence and gender
role stereotype with regards to ADH. Mahibadhoo. It has affected the achievement of
66
female employees. It is requested to remove cultural thoughts about always men should
be the leader and create equality between both the genders. This would encourage
women to be self-motivated in influential positions and give work-life equalization to
prevail in their profession.
It is requested to achieve gender equality and to support the career advancement of
women within the organisation, the organisation can adopt work/life policies to
encourage women to progress in their career. It is requested to include flexible working
hours, paid leaves of absence, subsidies for childcare, sharing job and home-based
employment to the women employees. Therefore, women can balance lives steadily. It
is also recommended to support working women by their family members to progress in
her professional life.
Another significant recommendation dependent on the discoveries of this study is to
conduct awareness programs to empower workers and related partners concerning
women leaders. Through this awareness programs, more women can get inspired to
progress their career and the possibility of more women to be seen in leadership
positions will increase. It is also recommended to conduct gender equality programs to
younger children to enhance them to continue their career.
67
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75
APPENDICES
APPENDIX A
Interview Guide (One to one)
76
APPENDIX B
Interview Guide (Focused Group Discussion)
77
APPENDIX C
Information Sheet
78
APPENDIX D
79
Ethics Approval Letter
80
APPENDIX E
Consent from Ministry of Education and organisations
81
Consent letter from ADH. Atoll Hospital
82
Consent letter from ADH. Atoll Education Centre
83
APPENDIX F
84
APPENDIX G
Data coding
One to One Interview
Themes Interview 1 Interview 2
wants leadership position work with the staffs
Integrity Treat all the employees equally
Leadership capability to work with the team
qualities Example for the team members
Should not order the team members
Women are more committed Women are more committed
Women leaders will face the
Views on female situation Women leaders will face the situation
leadership Endure their work
More patient than men
Women will be stick to the jobs
Not easy to corporate with female Male leader rejects work
View on male Don’t understand the situations Opportunities
leadership Opinion is different Leave the job more easily
Can contribute time
Women will be patient Understanding
Understanding No work that women cannot do

Potential of
No work that women cannot do Endure their work
female leaders
more organized
85
Family and children is a barrier for
carrier success Taking the responsibility of family
Gender stereotyping Have to work longer hours
Difficult to corporate with men Gender stereotyping
Societies perception Balancing personal / professional life

Obstacles /
barriers
Women’s they themselves does not
Lack of opportunities want to take leadership responsibility
Society perception Organizational barriers
Different perception for men and
Responsibility of family women
Reasons for few Not willing to be leader Societies influence
female leaders Lack of organizational support
Lack of opportunities
Ways to Conduct awareness programs From organization try to treat equally
86
facilitate female for men and women
leaders Inspiring stories Have to change societies thinking
Encouraged to face any work Mentoring programs
Should be empowered conduct awareness programs
Family, organization and societies
support
Data Coding Focused Group Discussion

87
Themes FGD 1 FGD 2
Equally works with all the
Leadership skills staffs
Capability to lead the organization
Role model
Should not order the low level staff’s
Treat all the employees equally
Leadership qualities Maintain and assign works
accordingly
No discrimination
Practically he should show his
leadership
Should motivate employees
Women are more capable
More understanding
Understand the feelings of women
Do not hesitate in helping us
Views on female leadership Women leaders will be better than
male
Women leaders will be better
Stricter Male leaders are stricter

View on male leadership
Order lower level staffs Order the low-level staffs
88
Does not understand female
emotions
There are many works that the
Women are capable only female can do
See many successful female ministers understanding
Nurture no work that women cannot do

Potential of female leaders
Can face many challenges calmly
Lack of support from management Perception of community
Struggling for changes Influence of partner
Difficult to manage time Lacking self confidence
Balancing personal /
Balancing personal / professional life professional life
Obstacles / barriers Difficult to manage time Family responsibilities
Child responsibility Difficult to manage time
Family responsibilities Lack of support from family
House hold chores Lack of support from husband
Collapse with the time
Extra activity
Reasons for few female leaders Women are very sensitive No confidence
Gender stereotyping Cultural influence
89
Organizational barriers Societies influence
Lack of organizational support Family responsibilities
Family responsibilities
Want to be in safe zone
Motivation from organization and
Ways to facilitate female leaders family Awareness programs
Support from co-workers Support to go forward
Family, organization and
Appreciation from the organization societies support
Support from management
Empower
Inspiring stories
APPENDIX H
90
Record of supervision
91
92
APPENDIX I
Transcript of one interview
Interview Guide
Interview Guide for Female with leadership positions in ADh.Atoll Education
Centre (Interview 1)
Questions regarding the validity and reliability of the study
Researcher: How many years have you been working as a leader in this department
and Tell me about your career progression and how have you achieved your position?
Participant: From 2005 onwards I was working as a middle school teacher and later
five years back I have changed as an acting leading teacher. At that time there were very
few leading teachers and I was selected as an acting leading teacher. So I was working
as a teacher and an acting leading teacher. Later that year, there was a requirement for 4
leading teachers. So I have applied but I was not selected for the position because I have
not passed in the interview. At that time the Principal resigned, so one of the leading
teachers changed to the position of principal. For that vacant leading teacher position, I
was selected. Now it’s been 5 years.
Researcher: What are your responsibilities and how many employee’s works under
your supervision?
Participant: Now I am working as a session in charge in the afternoon session so there
are 21 (20 teachers and 1 leading teacher) teachers working at the afternoon session. All
of them works under my supervision. In addition to this I am handling sen unit as well
there are 3 teachers in sen unit. All of them also works under me but mainly I will be
handling the responsibility of English medium class teachers. Which are 14 teachers?
93
The main responsibility is providing facilities and observing the classes and providing
whatever needed for the teachers to do their tasks. Checking weekly lesson plan is also
my responsibility. Now record book work is also a daily basis work through memis
system, I have to check whether it is done on daily by the teachers.
Researcher: Most of the teachers are male or female?
Participant: Female
Questions regarding the challenges women face in the workforce
Researcher: What is the role of a leader and what qualities and characteristics should
the leader have?
Participant: Leader should be a one who wants leadership position. Leader should have
the quality of integrity, the leader should have the capability to work with the team. The
leader should be an example for the team members. The leader should not order the
team members. Always have to work with the team as in their level not as a leader to
order the tasks. If the leader is a person who orders then the lower level staffs will not
feel comfortable.
Researcher: Is there any difference between male and female leadership?
Participant: Male has so many time to spend on the organisation as a leader. Even I
have to manage my time. I am not only having this responsibility there are more than
this. Like taking care of children, family and household chores. The male leaders who
are working with me do not have to spend this much time for the family, therefore, they
have a lot of time to contribute to the organisation.
Researcher: What are the challenges you have come across as working women and
what made you continue as a leader?
94
Participant: 25- 35 is an age to get into marriages and getting children's after the
studies. Therefore family and children is a barrier for carrier success, especially in this
age. When I joined as a teacher at that time the leadership positions were held by males
only. Men do not understand the feeling of women, therefore, it was very difficult to
corporate. Therefore I have targeted to be in a leadership position. I always think that I
can do this, therefore, I have faced this position. I have encouraged so many female
teachers to apply for this position at that time but none of them wants because as
women there are so many things we cannot share to males, therefore, there have to be at
least one women as a leading teacher. So I have come across and applied. My mother is
my inspiration to go forward as a leader. She has been working when I was not even
born and she is very punctual and she is the role model for me. I thought that if she can
manage both families and work with all these children why not me. This is I the spirit
have to continue as a leader. Father and mother are always very supportive in my career
progression. Even later if ever got the chance to be head of the organisation I would
love to continue to do so.
Researcher: You said that family responsibility is a barrier for carrier progression. Do
you think if you and your husband both equally take this responsibility will it be easier
for you to manage your career?
Participant: It will be very easier even now I can attend work because of my husband’s
support. We have split the responsibilities of children equally to manage time. If all the
husband helps like mine then all the women will be able to take leadership
responsibilities.
95
Researcher: What do you think, is gender a barrier for the career success of women?
Participant: Now in this school there are many working women so I always try to make
the women work easily by helping them in various ways but male leaders will not think
to make the task easier for women employee. There are very few male employees
working here. Some of the times when I assign any work to these employees they
usually do not support but when male LT teachers assign them to work them, they
immediately do these tasks. That is a very big obstacle for me but to work with female
employees it is very easy. They obey and do the tasks easily.
Researcher: You have said it is very easy for you to work with female employees. Do
you think that male leaders will be able to do so?
Participant: It might not be easy for male leaders to corporate with female employees
like female leaders do because they don’t understand the situations women come across.
When getting opinions from the SMT mostly my opinion is different from others as all
others are male.
Researcher: As we can see from the statistics number of male employees are in
leadership positions, why do you think the reason will be?
Participant: Most of the senior positions are covered by male 20-30 years back. These
positions are still held by them. At those time society perception was women should be
in-the-home taking the responsibility of family but now it has changed and many
women hold higher-level education. I think when these positions are vacant there will
be chances for women leaders to be a leader. I think it will take 5-10 years to see these
women in this position. Even in this organisation, there are many women with master-
level education so they can progress in their career.
96
Researcher: I know that lately for like 3 times from here there was a job opportunity
for leading teachers internally but none of the staffs applied. What do you think the
reason will be?
Participant: I think because of this career field most of the women are not applying for
this job as they have to work like for 24 hours. That may be the reason that they are not
willing to be this organisations leader. Maybe they may want to apply for leadership
positions in other fields. The other reason is at the age between 25-35 women gets
married and have children and most of the children's are small and at this age, they do
not want to take this responsibility but there is a chance when their children get bigger
they may want to take this challenges. They will be freer to take these positions.
Researcher: Now you are working as a leading teacher. Do you think you can go ahead
of this position?
Participant: I think it is possible if I make efforts to do so. When both the children’s
get bigger I am hoping that I will make an effort to progress my career. Always I
wanted to work as a leader but there is a possibility that I may see in other fields
leadership positions.
97
Question about ways to facilitate female carrier progression
Researcher: What are the factors important for contributing to women's career
advancement?
Participant: Firstly need to conduct awareness programmes for the younger generation
that women can do any job like anciently the society thinks that women cannot be a
pilot but now it has changed because of these awareness programmes. Now women are
educating in every field like engineering IT and many more but before everyone's
perception is that only men can do these type of jobs. When the students reach grade 8 –
9 they should know all these jobs are suitable for them. There is no inequality when
doing works this knowledge should be thought to them. By showing inspiring stories
they should be encouraged to face any work to do that they like. Women students
should be empowered when they are small.
98

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FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN

AGED 25 TO 35 OF PUBLIC SECTORS OF MALDIVES

A RESEARCH PROJECT SUBMITTED FOR PARTIAL FULFILMENT OF THE

REQUIRMENT FOR THE AWARD OF THE DEGREE OF MASTERS IN

BUSINESS ADMINISTRATION (MBA)

NAME: SHAFA UMAR

FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN AGED 25 TO 35

Name: Shafa Umar

I hereby declare that this Master’s Project is the result of my own

Signature: Date: 27th August 2019

FACTORS AFFECTING THE CAREER SUCCESS OF WOMEN AGED 25 TO

without which I couldn’t have successfully achieved this.

My heartfelt gratitude to my supervisor, Ms. Hidaya Mohamed Zahir who inspired me

assistance, support and encouragement throughout this entire project.

cooperation this would not be a reality.

RESEARCH METHODOLOGY AND METHODS ......................................................... 32

5.2.1 Perception of leaders .................................................................................................. 58

LIST OF TABLES AND FIGURES

Figure 2.1. Rawl’s theory of justice.…………………………………………..……25

Figure 2.2. Social structural theory………………………………………………....26

Figure 2.3. Theoretical framework…………………………………………….……28

Figure 2.4. Conceptual framework derived from the literature review……….…… 29

Table 3.1. Sample size of the study ………………………………………………..36

Table 3.2. Time frame of the study….…………………………………………..….43

Figure 5.1. A reviewed conceptual framework.…………………………………….64

Topic: Factors affecting the career success of women aged 25 to 35 of public

Overview of 1st chapter

influence the professional advancement of women aged 25 to 35 in public sectors of

and significance of the research will be highlighted in this chapter.

manager- Think Male is an expression used to stereotype leaders as male. Research on

women to advance their career in public sectors of Maldives. It is additionally

more diligently, be progressively qualified, more strong-minded and proficient than

working women highly underrepresented at senior level positions of public sectors of

Maldives. This woman underrepresented at senior level at management is highly found

consequential outcomes, over the influence and contributions of different governments

corner of the world celebrates the achievements of women. Gender equality is

paid lower than male employees. Gender disparity demonstrates an imbalance of

intensity among people. Gender equality plays an important part in maintaining

The glass ceiling is a phenomenon explaining an obscure inaccessible barrier which

prevents women employee to reach upright positions in an organisation. The glass

potential. It eventually withdraws new sources of inspiration. To overcome this situation

government. Therefore, it is very important to allow them to be in leadership positions.

development (Department of National planning, 2010). Gender disparity is habitually

inequality indicators (El-Horr & Pande, 2014).

of statistics). According to Statistical Yearbook of Maldives (2018) the civil servants

National Bureau of Statistics (2018) it is important to identify the hindrances faced by

women in order to succeed in their careers.

Maldives accompany women to be taking care of household tasks, some women

Maldives (Asian Development Bank, 2004). According to Election Commission of

high gap between Male' and atoll leadership as well.

of the Maldives in ADH.Mahibadhoo's (capital island of ADH Atoll) two organisations.

Mahibadhoo, Atolls of Maldives or Capital of Maldives but this is a worldwide issue

gender inequality problem. If gender equality is taught to the children in early

1.3 Statement of the problem

unacceptably underrepresented at upright positions and the progressing level of women

allocation, rules and procedures) to male domination. Approaches to women

empowerment at all levels need to be both right-based and institutionalised. (UNDP,

environment (Hochschild, 1997). According to Freedman and Phillips (1988)

recommend to do future research on gender differences within the organisation to

level for the whole life.

According to Mahibadhoo Council Idhaara, In Mahibadhoo there are more than 11

public sectors of the Maldives in my study. However, in the context of ADH.

Mahibadhoo no published study has been conducted in these organisations focusing on

the age group of 25-35.