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Leadership through the Gender Lens : Women and Men in Organizations
- 2011
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Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- Leadership and management remain highly gendered. Recent decades have seen a major international growth of studies on gender relations in leadership, organisations and management, in both empirical research and theoretical analysis. The differential relations of women and men to leadership and management are a key question for both theory and practice. Recent research and discussion on the gendering of leadership have been influenced by and have addressed: feminism; recognition of women and women’s situations, experiences and voices in leadership; organisational culture; communication; divisions of labour, hierarchy, power and authority; imagery and symbolism; information technology; sexuality, harassment, bullying and violence in organisations; home-work relations; men and masculinities in leadership; globalisation, transnationalism, intersectionality and post-colonialism – amongst other issues. Having said that, the vast majority of mainstream work on leadership retains little or no gender analysis. In most business schools and other universities the position of gender-explicit work on leadership is still not well established.Leadership through the Gender Lens brings together critical analyses and debates on gender, leadership and management with contributions from 13 countries and five continents. How leadership and management are gendered can mean more gender equal or more gender unequal conditions for women and men. This includes how education and training can contribute to gendered leadership and management. The volume is organised in three main sections, on: careers and leadership; management, hierarchy and leadership: and interventions in leadership.
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- Hearn, Jeff, 1947-, et al.
(författare)
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Managers talk about gender : what managers in large transnational corporations say about gender policies, structures and practices
- 2009. - 1
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Bok (refereegranskat)abstract
- Mainstream research on management generally continues to ignore gender relations. Even so, over recent years there has been a major growth of international research on gender relations in organizations. Yet, most of this research has focused on gender relations in lower or middle organizational levels rather than the apex of the organization. This book draws on research on gender policies, structures and practices of management in large Finnish corporations. Following initial gathering of annual reports, website and other public material, a questionnaire survey to the Human Resource managers of the largest 100 Finnish companies was conducted (Hearn et al., Gender Divisions and Gender Policies in Top Finnish Corporations, Hanken, 2002). This addressed: the gendered organization of the corporations; policies on gender; and gender divisions and processes of top management. Significant positive correlations were found between the presence of men on the boards and the lack of policies aimed at increasing gender equality in those corporations; and surprisingly, the number of men in middle management and gender equality policies.This book builds on this earlier work, examining through qualitative interviews more detailed gendered processes in seven selected corporations. These represent corporations that could be described as ‘relatively active’, ‘moderately active’ and ‘not active’ in relation to gender equality. Methodological and substantive issues are examined. These include the views and assessments of the companies’ gender policies and gender issues, especially as seen by the Chief HR managers. This involves contrasts between: formal policies and reported organizational practices; different corporate contexts and individual managers’ positionings; the definition and scope of gender policy; and the relation of gender policies and diversity policy.This focus on gender policies is understood and located within organizational structures, most obviously gendered corporate hierarchies. Other relevant structures and structural contexts include national context in relation to transnationalization, relations of headquarters and subsidiaries, and interrelations of management, policy development and policy implementation.Gender relations in practice and gender practices are also considered in more detail. This entails attention not only to gender as meaning and indicating women, but also to the social construction of men, men’s arenas and masculinities. These women and men managers operate at the intersections of gendered transnational managerial work, careers, family-type relations, including marriage and children, or lack thereof. Women and men managers may be part of the same management levels or management teams, but have totally different family-type situations and gendered experiences. Interconnections of management, domestic life and transnationalizations are crucial, intensely gendered matters. The debate on the public/private continues to be important for both gender relations and organizational relations, but now with a further emphasis and elaboration through transnationalizations. The modern transnational corporation is thus considered in terms of gender divisions and gender power, with particular reference to top management. A short concluding discussion, noting implications for research and policy, and a coda complete the text.
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Memories and Reflections from the Gender Research Group : 21 Years of Collaborative Action
- 2021. - 1
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Samlingsverk (redaktörskap) (refereegranskat)abstract
- In most organisations, ideas of collaboration and collaborative action areoften lauded, but often in practice more challenging to carry into effect.The Hanken Research Group on Gender Relations in Organisations, Ma-nagement and Society, often referred to as the Gender Research Group,was established late 1999 and launched publicly in early 2000. Thiscollection celebrates 21 years of collaborative action. It brings together31 memories and reflections from 32 current and former members ofthe Group. Contributors were asked to write “an authored reflection ofbetween 300 and 1000 words, in English, Swedish or Finnish, on whatthe Group has meant for you, any memories you want to share, how theGroup has influenced your work, or similar.” Together with backgroundinformation on research and outreach, this Hanken Research Reportpublication is the result of that process.
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Women, management and leadership - Naiset ja johtajuus : NASTA women's leadership project final report
- 2011
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Samlingsverk (redaktörskap) (refereegranskat)abstract
- Leadership without the full participation of women not only excludes women individually and collectively, but is also a huge waste of talent, knowledge and expertise. And crucially, given the current state of society and the world, this aspect of gender inequality is likely to become even more important in the future. NASTA - Women’s Leadership: A Research and Education Development Project was established in 2005 as a national multi-university project mainly and generously funded by Finnish Ministry of Education. The project aims at producing new knowledge and increasing understanding about women’s leadership, as well as promoting women’s leadership through research, development of teaching, and public outreach. NASTA is a joint effort of three Finnish universities – Hanken School of Economics, University of Jyväskylä School of Business and Economics, and the Helsinki School of Economics (now part of Aalto University) – and has been coordinated by Hanken. This report presents research and activities conducted within and around the project. NASTA activities have been many and various. They have examined the position and experiences of women in relation to leadership, management, organisation and work more generally. They have sought new knowledge about gender and leadership, on women leaders’ values, attitudes and behaviour, as well as about values, attitudes and behaviour in relation to women’s leadership. NASTA activities have included teaching, student supervision, research theses, research projects, publishing, networking, seminars, meetings, an international conference, and knowledge transfer into other sectors of society. The first section of the book introduces NASTA joint projects, including web-based teaching material, a survey of gender staffing and teaching on gender in business schools, critical review of previous research literature, and new empirical research. The next section includes research articles on different aspects of gender, leadership and manage¬¬ment from more individual projects conducted by participating researchers and research groups linked to NASTA across the three universities. The final section includes short presentations of other research in progress. The appendix lists publications by NASTA members – journal articles, research reports, books, chapters, journal special issues, popular journal articles, magazine articles - and masters, licentiate and doctoral theses that have been produced. These matters of women, leadership and management are not simply academic concerns but urgent matters for practice, organisations, management, policy, and society more generally.
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