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Women and men in senior management – a “different needs” hypothesis
Tập 16 Số 8 - Trang 400-404 - 2001
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
p...
Gendered heroes: male and female self‐representations of executive identity
Tập 17 Số 3/4 - Trang 142-150 - 2002
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...
WOMEN AND MANAGEMENT IN ENGINEERING: THE “GLASS CEILING” FOR WOMEN’S CAREERS
Tập 8 Số 7 - 1993
Considers some of the problems which management presents for women′s careers in
professional engineering. Using careers history data from 15 women engaged in
professional engineering work in a high technology industrial organization,
certain aspects of their promotion progress are examined. The interaction of
aspects such as the women′s aspirations and certain organizational processes
were produci...
WOMEN MANAGERS AND CAREER PROGRESSION: THE BRITISH EXPERIENCE
Tập 6 Số 2 - 1991
Women in the UK do not achieve promotion into management as readily as men.
Their careers are slower even at early career stages. This appears to be due to
a range of factors including the concentration of women in support functions and
in specialist roles. Women may also be less likely to put themselves forward for
promotion and to suffer discrimination through a combination of implicitly male
ro...
Female part‐time workers' experiences of occupational mobility in the UK service industry
Tập 22 Số 4 - Trang 305-318 - 2007
PurposeThis purpose of this paper it to explore the extent to which female
part‐time workers experience occupational mobility in UK service sector firms,
particularly promotional opportunities, since the implementation of the
Part‐time Workers' Directive in 2000.Design/methodology/approachThe research
adopts a qualitative methodology. In‐depth interviews were carried out with 62
women and 12 of th...
Gender on the agenda 2: unlearning gender blindness in management education
Tập 19 Số 6 - Trang 293-303 - 2004
This paper argues that UK business and management schools continue to operate a
gender blind approach (or at best gender neutral) to management education,
research and the development of management theory. This echoes a pattern
repeated in the practice of management, which closes down and inhibits
opportunities for management to be “done differently” and for organizations to
be different. Our aim ...
A Testing Time, Full of Potential
Tập 1 Số 1 - Trang 5-14 - 1985
I am a relative newcomer to work on equal opportunities, and it is occasionally
valuable to be reminded of that. At a recent conference, I was discussing with
one of the speakers the current state of women's development. In trying to
achieve a balanced picture on whether or not ‘things’ were really changing, I
recalled recent discussions which had been antagonistic, difficult, and
generally unprom...
Enter the entrepreneuse
Tập 2 Số 3 - Trang 177-182 - 1987
Why is Jane Skinner starting a women's enterprise agency at the Aston Management
Centre, where she is Director of Post Experience Studies? Not only because
there's a strong demand for it, she says, but also because it represents an
opportunity for women to make work of their own choosing which is open only for
a brief time—now.
Interpersonal networks of managerial and professional women and men: descriptive characteristics
- 1995
Presents descriptive information on interpersonal networks, both inside and
outside of one′s organization, among managerial and professional women and men.
Sex differences were also examined. Data were collected from 57 women and 55 men
in early and mid‐career stages using questionnaires. Respondents indicated an
average of 4.9 individuals in their inside networks and 2.8 individuals in their
outs...
Women’s business: the flexible alternative workstyle for women
- 2000
Women’s participation in the small business sector is a growing phenomenon
worldwide. While considerable research has been conducted into the reasons why
women enter small business and their penchant for operating solo operations or
micro businesses (up to five employees) less is known about the heterogeneous
nature of women in small business and the reasons behind their “failure” to
“grow” their ...