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The author surveyed all of the female chief executive officers (CEO's) in four-year public institutions in the United States (96% response rate) to ascertain their career progression. Most of the respondents conformed to a structured (also called principal) career path. Further, four variations in this path were identified. In many of these cases, career paths varied in unique ways. A major conclusion was that the CEO's career paths did not follow a set sequence. Strategies for career advancement and career maintenance and sustenance are offered.
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The author surveyed all of the female chief executive officers (CEO's) in four-year public institutions in the United States (96% response rate) to ascertain their career progression. Most of the respondents conformed to a structured (also called principal) career path. Further, four variations in this path were identified. In many of these cases, career paths varied in unique ways. A major conclusion was that the CEO's career paths did not follow a set sequence. Strategies for career advancement and career maintenance and sustenance are offered.
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