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GREAT LAND COLLEGE
DEPRTMENT OF MANAGEMENT
MASTER OF BUSINESS ADMINISTRATION
TITLE:- INFLUENCE OF GENDER DIVERSITY
IN LEADERSHIP SUCCESS
IN NEDJO WOREDA ADMINSTRATIVE OFFICE
BY :AMANSIS HUSEN GELETA

ADVISOR: KUMALA TOLESSA (Ph.D Cand.)
NEKEMT,ETHIOPIA
JULY 10,2024
INTRODUCTION
 Diversity is the difference between people based on
factors such as gender, color, physical and mental
abilities, religion, family and job expectations,
appearance, country of origin, sexual orientation, and
cultural orientation.
 Multitasking women typically have more job
satisfaction than women who solely work in the home or
in other roles
 Discrimination against women in the workplace occurs
with regard to salary.
 Women in positions of power foster a culture of
relationship- and mentorship-building.
 Gender diversity in leadership roles has become a focal
point in contemporary organizational discourse due to
its potential influence on leadership success.
Cont…
Gender diversity in leadership roles has
become a focal point in contemporary
organizational discourse due to its potential
influence on leadership success.
This research aims to uncover the nuanced
ways in which gender diversity shapes
organizational outcomes.
 The statement of the problem aims to identify and
address potential barriers that hinder the
advancement of gender diversity in leadership,
specifically within the context of Ethiopia.
 Research indicates that gender-diverse leadership
teams are linked to improved financial performance
and enhanced innovation
Research questions
 What are the perceived benefits and challenges associated
with gender diversity in leadership roles, as perceived by
organizational leaders, employees, and stakeholders?
 To what extent do organizational policies and practices
facilitate or hinder the advancement of gender diversity
in leadership roles, and how do these factors impact
organizational success?
 What strategies can organizations implement to foster a
more inclusive and equitable leadership landscape,
particularly regarding gender diversity, and how do these
strategies influence organizational success?
 How do cultural, societal, and industry-specific factors
influence perceptions and attitudes towards gender
diversity in leadership roles, and how do these factors
shape organizational outcomes?
Specific objectives of the research
 To assess the effectiveness of current
recruitment and selection practices in attracting
and retaining top talent within the organization.
 To identify the training and development needs
of employees and evaluate the efficacy of
existing programs in addressing those needs.
 To identify key challenges and obstacles
hindering the optimization of recruitment,
selection, training, and development processes.
 To formulate actionable recommendations
aimed at enhancing the efficiency and
effectiveness of HR practices, aligned with
organizational goals and values.
Significance of the Study
 Understanding the impact of gender diversity in
leadership roles
 Provide actionable recommendations to improve
organizational performance
highlight the benefits of gender-diverse
leadership teams and provide evidence-based
strategies to overcome barriers to gender
diversity
Understanding the cultural, societal, and
industry-specific factors that influence gender
diversity in leadership roles will help in designing
interventions that are culturally sensitive and
effective
Scope of the study
Aims to identify the challenges and
opportunities faced by women in leadership
roles at Nedjo Woreda Gov’t office.
Also to draw attention to the unique
challenges faced by women in leadership
roles and the potential that they possess in
academic fields.
create a roadmap for the Nedjo Woreda
Administrative Office and other
organizations to achieve greater gender
diversity in leadership, leading to enhanced
organizational success and societal benefits
LITERATURE REVIEW
 Formulate a Goal of this study is to formulate a
comprehensive understanding of the recruitment,
selection, training, and development landscape within
the Nedjo Woreda Administrative Office, with a
particular focus on gender diversity in leadership
roles.
o There are two theoretical Literature
1.Agency theory - management as a person of self-
interest and conspirator whose actions and behavior
should be kept in check and under control
2.Stakeholder theory a-are not the only stakeholders
in the firm, but there are other groups like suppliers,
customers, government and society which require the
attention of the management of an organization to
protect their interests.
Challenges of Gender Diversity
1.Global Challenges-the low rates of women in decision-

making roles combined with the trends in educational
attainment and the low rates in employment show that on
a global level, women are not adding the value that they
could and economies are not able to capitalize from this
untapped potential
2.Personal Challenges-women experience specific challenges
when aiming for leadership positions and undertaking
leadership roles. These specific challenges are double burden,
confidence, and a disadvantage from perceptions and
stereotypes.
Literature related to Independent variables
 Level of gender diversity
 Literature related to Dependent variables
Conceptual Framework
 Researchers can provide a roadmap for
understanding and promoting gender diversity in
leadership for improved organizational success.
1. Gender Diversity
2. Leadership Success
3. Factors Influencing Gender Diversity in
Leadership
4. Impact of Gender Diversity on Leadership
Success
5. Mediating and Moderating Variables
RESEARCH METHODOLOGY
Include: Research design, research approach,
population, sampling techniques and sample size,
data sources and collection tools, and data
analysis techniques .
Research design- research design is the
arrangement of conditions for collection and
analysis of data
- Descriptive survey is a method of collecting
information by interviewing or administering a
questionnaire to a sample of individuals.
• Research Approach- a systematic process to
address the research problem
Data Sources
Primary sources of evidence were used in
order to obtain sufficient information and
provide reasonable reliability of the
results.
Data and evidence collection were based
on the analysis of primary data collected
via questionnaires and interviews. Using
these sources together it was possible to
collect complete and reliable information
and to obtain a clear picture of the study
problem
Method of Data Collection
 Interview
 Questionnaire
 The questionnaire contains 3 sections
1. The first section -general information of the
study
2. The second section -is regarding the
respondents‟ profile
3. The third main section includes specific
questions which are relevant for the study
 Based on the type of respondents the
questionnaires are prepared in two different
types. open ended and close ended questions.
Sampling techniques, Population and Sample Size
Study Population
The target population of this study includes both
male and female staff members who hold different
ranks, ages, and educational experiences employed
by the Nedjo Woreda Government Administrative
Office
Sampling Techniques
Simple random sampling procedures were preferred and
employed to reduce bias and to help generalize data
obtained from sample respondents
Sample Size-There are several methods for
determining the sample size.In this research best
accepted formula –yemam formula Where: n =
sample size N = population size e = the level of
precision
METHOD OF DATA ANALYSIS
 This research will uses a secondary data analysis

strategy anchored on the interpretive paradigm.
 Data will be collected in accordance with the
secondary research technique from existing
sources, which include scholarly publications,
and industry reports, including publicly
accessible business information.
 data analysis method will be controlled by a
deductive strategy
 Inorder to categorize and understand the
gathered data, it is necessary to build a
theoretical framework that depends on prior
research
RESULT ANALYSIS, PRESENTATION
AND INTERPRETATION
This examines data collected from
primary and secondary sources using
closed and open ended surveys, \s, and
document analysis.
The data was presented in tables, charts,
and graphs, and then evaluated and
interpreted in connection to the core
research questions and the key study
objectives previously mentioned
CONCLUSION AND RECOMMENDATION
A. CONCLUSION
 Conclude investigate the influence of gender diversity in
leadership roles on organizational success within the
Nedjo Woreda Government Administrative Office.
 Gender diversity on leadership success suggests that
fostering gender diversity in the workplace is essential for
enhancing overall organizational performance and
achieving sustainable leadership success.
 creating an inclusive and supportive work environment
that promotes equal opportunities for both men and
women to advance into leadership positions.
Implementing policies and programs aimed at reducing
gender disparities, promoting mentorship opportunities,
and supporting work-life balance are crucial steps
towards achieving greater gender diversity in leadership
Cont…
 The research highlights the importance of creating
an inclusive and supportive work environment
that promotes equal opportunities for both men
and women to advance into leadership positions.
Implementing policies and programs aimed at
reducing gender disparities, promoting
mentorship opportunities, and supporting work-
life balance are crucial steps towards achieving
greater gender diversity in leadership roles.
 The research underscores the significant positive
impact of gender diversity on leadership success
and emphasizes the need for continuous efforts to
promote diversity, equity, and inclusion in the
workplace to drive organizational growth and
Cont.…
B.RECOMMENDATION
1. Implement Diversity and Inclusion
Initiatives .This includes setting specific goals and
targets for increasing the representation of women
in leadership positions.
2. Provide Leadership Development Opportunities
that are accessible to both men and women.
3. Address Unconscious Bias: Raise awareness
about unconscious bias in the workplace and
provide training to help leaders recognize and
mitigate biases that may impact decision-making
related to promotions and leadership
opportunities.
Cont…
4. Foster an Inclusive Work Environment: Create a
culture of inclusivity where all employees feel valued,
respected, and supported. Encourage open
communication, collaboration, and diverse
perspectives to drive innovation and success.
5. Support Work-Life Balance: Implement policies
that support work-life balance for both men and
women, such as flexible work arrangements, parental
leave policies, and childcare support. This can help
attract and retain top talent while promoting gender
diversity in leadership roles.
6. Measure and Track Progress: Establish metrics to
measure progress towards achieving gender diversity
in leadership positions.
GALATOOMAA
THANK YOU VERY MUCH

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GREAT LAND COLLEGE

BY :AMANSIS HUSEN GELETA

1.Global Challenges-the low rates of women in decision-

 This research will uses a secondary data analysis

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