| 1. |
|
|
| 2. |
- Regnö, Klara, 1973-, et al.
(author)
-
Male Dominance in Positions of Power
- 2004
-
Conference paper (other academic/artistic)abstract
- In Sweden, as in many other countries, most managers are men. In 1993 the Swedish government commissioned an inquiry[1]in order to find out to what extent men dominated management positions in Swedish business life at the time. The study also focused on measures taken in order to increase the proportion of women at the top. The empirical material consisted of an extensive survey among organizations and interviews with people that worked with the issue of increasing women at executive levels (in the study referred to as change agents) (Höök 1995, Wahl 1995). Descriptions given by these agents supplemented the statistics from the survey and enhanced the picture of the work for change, which despite, or because of, men’s dominance at management level, still went on in many organizations. Nine years later a follow up inquiry[2]was commissioned in order to once again measure the distribution of women and men at different organizational levels and the existence of work for change (see Regnö 2003a, 2003b). Once again, the change agents were interviewed (see Höök & Wahl 2003) in order to receive up-to-date descriptions of the work for change carried out by them, and their reflections on how the work has developed since the previous inquiry was carried through. In both government inquiries, the empirical findings were interpreted and discussed in relation to existing research on organization and gender.[1]SOU 1994:3 “Mäns föreställningar om kvinnor och chefskap” (published in English with the title “Men’s perceptions of women and management” (Wahl 1995)) included contributions by Anna Wahl and Pia Höök.[2]SOU 2003:16 “Mansdominans i förändring” (Male dominance in transition)
|
|
| 3. |
- Regnö, Klara, 1973-, et al.
(author)
-
The Intersection of Feminist Research, Media, Politics, and Business in Sweden
- 2004
-
Conference paper (other academic/artistic)abstract
- In Sweden, as in many other countries, most managers are men. In 1993 the Swedish government commissioned an inquiry[1]in order to find out to what extent men dominated management positions in Swedish business life at the time. Nine years later a follow up inquiry[2]was commissioned in order to once again measure the distribution of women and men at different organizational levels and the existence of work for change (see Regnö 2003a, 2003b). This paper is based both on the findings from the 2003 inquiry “Male Dominance in Transition. On Management Teams and Boards” (SOU 2003:16) and also on the work process, namely the support and resistance which faced the research team in their work with the inquiry. In the first section of the paper, the empirical findings from the survey (Regnö 2003a, 2003b) and interviews with change agents (Höök & Wahl 2003) will be presented. Then, the more theoretical discussions following the themes of women executives in a historical perspective (Svanström 2003), women and corporate boards (Karlsson Stider 2003), management and gender (Holgersson 2003a), young managers (Linghag 2003), and work for change (Höök 2003) will be summarized. The paper ends with a discussion on the work process and how actors from different areas of society, media, politics and business, intervened.[1]SOU 1994:3 “Mäns föreställningar om kvinnor och chefskap” (published in English with the title “Men’s perceptions of women and management” (Wahl 1995)) included contributions by Anna Wahl and Pia Höök.[2]SOU 2003:16 “Mansdominans i förändring” (Male dominance in transition)
|
|
| 4. |
- Regnö, Klara, 1973-, et al.
(author)
-
The Reproduction and Change of Male Dominance in Positions of Power
- 2003
-
Conference paper (other academic/artistic)abstract
- In Sweden, as in many other countries, most managers are men. In 1993 the Swedish government commissioned an inquiry2in order to find out to what extent men dominated management positions in Swedish business life at the time. The study also focused on measures taken in order to increase the proportion of women at the top. The empirical material consisted of an extensive survey among organizations and interviews with people that worked with the issue of increasing women at executive levels (in the study referred to as change agents) (Höök 1995, Wahl 1995). Descriptions given by these agents supplemented the statistics from the survey and enhanced the picture of the work for change, which despite, or because of, men’s dominance at management level, still went on in many organizations. Nine years later a follow up inquiry3was commissioned in order to once again measure the distribution of women and men at different organizational levels and the existence of work for change (see Regnö 2003a, 2003b). Once again, the change agents were interviewed (see Höök & Wahl 2003) in order to receive up-to-date descriptions of the work for change carried out by them, and their reflections on how the work has developed since the previous inquiry was carried through. In both government inquiries, the empirical findings were interpreted and discussed in relation to existing research on organization and gender. This paper is based on the findings from the 2003 inquiry “Male Dominance in Transition. On Management Teams and Boards” (SOU 2003:16). In the first section of the paper, the empirical findings from the survey (Regnö 2003a, 2003b) and interviews with change agents (Höök & Wahl 2003) will be presented. Then, the more theoretical discussions following the themes of women executives in a historical perspective (Svanström 2003), women and corporate boards (Karlsson Stider 2003), management and gender (Holgersson 2003a), young managers (Linghag 2003), and work for change (Höök 2003) will be summarized. The paper ends with a discussion drawing on the results of the different chapters.
|
|
| 5. |
- Wahl, Anna, et al.
(author)
-
The Second Wave of Integration - Methods for Teaching Gender Theories in Business Schools
- 2008
-
Reports (other academic/artistic)abstract
- This paper presents two separate parts of a project aiming at integrating gender theory in organization and management courses; teambuilding and visual methods. Teambuilding theories lack descriptions and interpretations on gendered processes. Taking this identified problem as a point of departure, we developed an exercise about gender in teambuilding. The aim was to encourage students to develop their ability to understand and analyze group processes as gendered, i.e. with the help from theories on organization and gender. Visual methods informed by gender theory may contribute to a critical view on the visual landscape of our society and its organizations. Furthermore, through visual methods students may become photographic subjects themselves and thus present alternative ways of visual representation.
|
|
