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- Holgersson, Charlotte, et al.
(författare)
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Gender in nonprofit organizations : A critical review and research agenda
- 2023
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Ingår i: Nonprofit Management & Leadership. - : Wiley. - 1048-6682 .- 1542-7854. ; 34:1, s. 195-209
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Tidskriftsartikel (refereegranskat)abstract
- In this paper, we suggest a research agenda based on a review of literature exploring gender in nonprofit organizations (NPOs) published in key field-specific journals in nonprofit studies. The literature review shows that gender is often included as an unproblematized variable and that few studies focus on organizational processes that (re)produce gender inequalities and promote gender equality in NPOs. There is thus a need to expand our knowledge concerning gender in NPOs. The purpose of this paper is therefore to contribute to the development of empirical and theoretical work concerning organizational processes that (re)produce gender in NPOs. In order to inspire such endeavors, we outline a research agenda that proposes an understanding of gender informed by gender theory, an acknowledgement of NPOs as arenas where gender is (re)produced, and a development of theories on NPOs as gendered organizations.
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- Linghag, Sophie, 1970-
(författare)
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Från medarbetare till chef : Kön och makt i chefsförsörjning och karriär
- 2009
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The younger generation is often expected to be part of changes in management gender distribution, concepts of leadership and gender power relations. Parallel with this, there are ongoing gender segregation processes within the organisations resulting in the dominance of men among managers. The aim of this thesis is to describe and understand the transition from staff to management, and in particular how gender is done in this process. The perspective on organisation and gender adopted is social constructionist. Thestudy was carried out in a large Swedish banking company between 2000 and 2005. Analysis was drawn up in order to successively answer four research questions: 1) in what way is the management sourcing process designed and how are candidates for management evaluated?, 2) how do management candidates look upon their career opportunities?, 3) how is gender done in the sourcing of new managers?, and 4) how is gender done in the careers of future managers? The empirical material consists of observations of a management development programme for potential managers, statements on management sourcing and careers, and document material. The statements come from interviews with 11 staff members, six women and five men, identified as potential managers, as well as seven people working with HR at the bank. The 11 management candidates were interviewed three times during a two-year period.The thesis develops knowledge on how gender and management are done in situations characterised by a balanced gender distribution and simultaneous male dominance. The management development programme serves as a hub for those working with sourcing new managers through its importance in identifying, developing and evaluating candidates for management. The evaluation of women and men among management candidates shows that potential is linked to women and men in different ways and that women and men are evaluated on the basis of different expectations on them as managers. Career is almost exclusively conceived as linear hierarchical movements. Nevertheless, the hierarchical view of career is confirmed almost entirely in the way men orient themselves. The career themes of the men express expectations on having a career. The experiences of the women are diverse. But even among those who have experienced encouragement to develop, this is not reflected in expectations on the future. Instead, the hope expressed is one of being allowed to continue a career. The different empowerment of the women and men express the gender power relations in the organisation and the norm of men as managers, which both men and women relate to.Two aspects are involved in the doing of gender in management sourcing and careers: construction of gender and gender ordering. Firstly, gender is constructed and ordered in the sourcing of new managers through the gendering of potential, resulting in different opportunities for women and men in organisations. Secondly, gender is constructed and ordered in careers, where careers may be understood as gendered, i.e. where expectations are created in men and hopes in women. The result is different empowerment in women and men. And thirdly, the results point to a complexity in relation to change. Gender equality initiatives and radical practices in combination with individualism and gender neutrality both put gender hierarchy into question and preserve it. Management sourcing involves several practices where the doing of gender is integrated in different ways, both conscious through gender equality initiatives, and sub-conscious through individualised and gender-neutral ideology. Thus, change requires greater consciousness and new practice.
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- van den Brink, Marieke, et al.
(författare)
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Inflating and down playing strengths and weaknesses-Practicing gender in the evaluation of potential managers and partners
- 2016
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Ingår i: Scandinavian Journal of Management. - : Elsevier. - 0956-5221 .- 1873-3387. ; 32:1, s. 20-32
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Tidskriftsartikel (refereegranskat)abstract
- In this paper we contribute to the debate on gender in evaluation decisions and the male norm in management by examining how the skills and experience of women and men are described and interpreted in the evaluation of candidates' potential for future positions in a Swedish bank and a Dutch professional services firm. By drawing on Martin's concept of practicing gender, we show how strengths and weaknesses are discursively constructed in real time and space. We identify four different and subtle patterns of practicing gender in the evaluation of men and women in which men's strengths are inflated and their weaknesses downplayed, while women's strengths are downplayed and weaknesses inflated. Although women are included in the process and seen as competent, their potential is - in general limited to lower managerial levels. Moreover, we examine the entanglement of gender and age. We discuss how these patterns of practicing gender can help us understand how gender and other inequalities are reproduced in seemingly gender egalitarian contexts where women and men are considered for higher positions.
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- Wahl, Anna, 1956-, et al.
(författare)
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Det ordnar sig : Teorier om organisation och kön
- 2018. - 3:1
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Det ordnar sig är en introduktion till området organisation och genus. I boken kan du läsa om kunskapsfältet kön/genus generellt och om organisationsteorier med genusperspektiv. Författarna betonar betydelsen av organisationsnivån för förståelsen av hur kön skapas och ordnas i samhället i samspel med andra maktrelationer. Boken har fyra teman: struktur, kultur, ledarskap samt jämställdhet och mångfald. Ett praktikfall exemplifierar resonemangen i de olika kapitlen. Bokens innehåll anknyter till titeln Det ordnar sig på flera olika sätt, genom att beskriva alltifrån hur kön ”ordnas” i organisationer till hur såväl positiva som negativa attityder till organisatorisk förändring kommer till uttryck.Det ordnar sig, som publicerades första gången 2001 och andra gången 2011, har varit en populär lärobok på universitet och i andra utbildningar i arbetslivet. Denna tredje upplaga har uppdaterats i alla delar med ny forskning. Boken riktar sig såväl till studenter som till chefer och andra som arbetar med förändring och utbildning i organisationer. Boken är skriven av fyra forskare inom området genus, organisation och ledning som alla också har erfarenhet av praktiskt förändringsarbete i organisationer.
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- Wahl, Anna, 1956-, et al.
(författare)
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Män har varit här längst : Jämställdhet och förnyelse i industriella organisationer
- 2013. - 1
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Hur ser villkoren ut för kvinnor och män inom industriföretag? Och kan villkoren variera beroende på om du är chef eller verkstadsarbetare? Detta är frågor som diskuteras i boken Män har varit här längst som visar på komplexiteten i organisatoriskt jämställdhetsarbete.Diskussionen centreras kring tre huvudsakliga teman: relationen mellan kompetens och kön, de könsmärkta villkoren för chefskap samt konsekvenser av homosocial kultur i organisationer. Inom dessa tre områden reproduceras ofta ojämställdhet och det är således här vi finner öppningar för ett konstruktivt jämställdhetsarbete.På ett övergripande plan bidrar boken med att visa hur jämställdhetsarbete kan driva utveckling och förnyelse i organisationer. Men den illustrerar också jämställdhetsarbetets komplexitet genom en väl underbyggd organisationsanalys. Denna analys pekar på konstruktioner av kön samt förekomsten av olika definitioner av (o)jämställdhet. Kvinnors överlevnadsstrategier i vardagen är ett annat viktigt tema i boken.Män har varit här längst är skriven av två forskare i gruppen Fosfor, vid Kungliga Tekniska Högskolan, och riktar sig till studenter på ingenjörs- och ekonomiutbildningar. Boken är även användbar på kurser inom genusvetenskap, sociologi och psykologi, samt för yrkesverksamma som arbetar med förändring och utbildning i organisationer.
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