D.B.A.  Baker College (Michigan), 2021.
Specialization:  Business administration

Women's willingness to support other women in the workplace
108 pages. UMI #: 28495242
Citation, Abstract & Full text in ProQuest Dissertations & Theses Database

There is a problem in business organizations, and that problem is that women leaders are rarely available and willing for mentoring other women. There are many factors that contribute to this problem including, lack of formal mentoring programs for women and competition for the low number of senior positions available to women. The theoretical framework is based on the theory that explains the reluctance of women to help other women and is called the “queen bee Syndrome,” which was first identified in 1974 by G.L. Staines, T.E. Jayaratne, and C. Tavris. This theory pertains to a woman in a position of power who is more critical of female subordinates than male subordinates. The purpose of this exploratory qualitative case study is to explore and identify any differences in the occurrence of the “queen bee” theory behavior between the outgoing generation (Baby Boomer), the present generation (GenX) and the incoming generation (GenY/Millennial). The results can be used to improve mentoring practices in organization and thus improve organizational performance. A total of 12 women from the Baby Boomer Generation, Generation X, and Generation Y will be interviewed in face-to-face meetings. The sampling method that will be employed is purposive sampling and participation in the study will be entirely voluntary. The research questions seek to answer how women approach mentoring in the workplace, differences in mentoring styles of women who are from the three noted generations, and what women in these generations want from a mentor.

• Bernice Folz, Ph.D., Chair
• John Vinton, Ph.D.
• Peggy Houghton, Ph.D.