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Women and men in senior management – a “different needs” hypothesis Whilst agreeing wholeheartedly that a “glass ceiling” exists and restricts entry of women into senior management positions, this article postulates that this factor only partly explains why there are fewer women in senior level management positions than there are men. Suggests that some women are less interested than men in reaching senior management ranks. It is proposed that differences in the proportion of women and men who wish to be senior managers may be explained by differences in the way they choose to have their needs met. Postulates that the need for affiliation, achievement, power and self‐actualisation in men and women are, in general, met in different ways. One implication of the “different needs” hypothesis is that it is equality of opportunity rather than numerical equality for which we should be striving.
Tập 16 Số 8 - Trang 400-404 - 2001
Gendered heroes: male and female self‐representations of executive identity Official organisational myths and storytelling constitute a powerful, persuasive force in both the public representation and the internal shaping of executive identity. Leaders of corportate culture are aligned with legendary heroes to promote images of the senior manager as a heroic and transformational leader. This process plays upon subconscious images, beliefs and expectations to reinforce the concept of leadership as archetype. Much of the persuasive power of leadership as archetype arises from the continual reclaiming and honouring of past and present leaders, within the ongoing stories of executive identity. For the most part, this process involves an active role of gendering that reiterates a hierarchical and masculinist paradigm of leadership, while it leaves female leadership as absence or “other”. In this paper, rather than focus on the issue of female leadership as “other”, the ongoing, if shifting nature of gendered organisational lives is taken to be a continuing given. From this given, examines the self‐representations of male and female executives within a framework of leadership as archetype. Argues that these self‐representations provide similar and parallel male and female paradigms of leadership, while they depict the “gendered heroes” of executive culture.
Tập 17 Số 3/4 - Trang 142-150 - 2002
Maintaining the rage: from “glass and concrete ceilings” and metaphorical sex changes to psychological audits and renegotiating organizational scripts ‐ Part 2 From a cultural perspective, examines the “glass ceiling”, a putative invisible barrier but one that women experience as a very real impediment when vying for mobility. In the case of ethnic, coloured and aboriginal women, the barrier is more often than not more visible with “concrete‐like” qualities of opaqueness. Argues that traditional images, meanings, expectations, values, assumptions and beliefs embedded in organizations with predominantly male management cultures and psycho‐structures need to be audited and, subsequently, changed. Emphasizes the urgency for cultural change in organizational structures to prevent the further emasculation and marginalization of women and other disfranchised actors in favour of a cultural diversity that accommodates gender, ethnicity and other social differences in action imperative for innovation and globalization. Identifies strategies for obliterating glass and concrete ceilings and achieving gender‐ and ethnic‐based equity in career opportunities.
Tập 12 Số 6 - Trang 207-221 - 1997
WOMEN IN MANAGEMENT: THE “GLASS CEILING” AND HOW TO BREAK IT Makes an attempt to explain the factors that cause the phenomenon
of the “glass ceiling” for women in management. Suggests
that the main obstacle that prevents female managers from advancing to
top positions is their inability to generate and use informal power in
organizations which are usually dominated by a male culture. Discusses
various strategies that can be used to increase opportunities for the
advancement of women in management and makes proposals for specific
actions by employers to rectify the current situation.
Tập 8 Số 4 - 1993
Diversity programs: influencing female students to sport management? The purpose of this study was to examine the effect of diversity programs on female student representation within sport management preparation programs. A questionnaire was sent to 172 undergraduate and graduate sport management preparation programs at the North American Society for Sport Management member institutions and 72 completed surveys were returned. These data were used to test a confirmatory path model at the undergraduate and graduate levels. Results show that diversity programs continue to be developed, and that diversity program leads to increase female student representation within undergraduate and graduate sport management preparation programs. Based on the findings of this study, student diversity programs are assisting to eradicate barriers for women in the sport management profession.
Tập 19 Số 6 - Trang 304-316 - 2004
The US National Association for Female Executives announces its top 30 companies for executive women
Tập 21 Số 6 - 2006
Are women “cooler” than men during crises? Exploring gender differences in perceiving organisational crisis preparedness proneness The paper examines how male and female executives’ leadership orientations are reflected in crisis awareness. Drawing on management‐related gender and crisis theories, it is argued that women’s proclivity to employ participative decision making is mirrored advantageously in coping with crisis‐related scenarios. Predicated on a sample of 112 Israeli executives it is shown that perceptions of crisis preparedness/proneness are gender‐based and that women are more likely to employ a holistic approach that facilitates crisis preparedness.
Tập 19 Số 2 - Trang 109-122 - 2004