| 1. |
- Alvesson, Mats, et al.
(författare)
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Questioning the notion of feminine leadership
- 2000
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Ingår i: Gender, Work and Organization. - : Wiley. - 1468-0432 .- 0968-6673. ; 7:3, s. 144-157
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Tidskriftsartikel (refereegranskat)abstract
- Traditionally, leadership has been equated with masculinity. Managerial jobs, at least in business and on senior levels, have been defined as a matter of instrumentality, autonomy, result-orientation, etc. something which is not particularly much in line with what is broadly assumed to be typical for females. Today, however, there seems to be a broad interest in leadership being more participatory, non-hierarchical, flexible and group-oriented. These new ideas on leadership are often seen by students of gender as indicating a feminine orientation. This article argues that it is necessary to critically discuss the whole idea of gender labelling leadership as masculine or feminine and suggests that we should be very careful and potentially aware of the unfortunate consequences when we use gender labels. Constructing leadership as feminine may be of some value as a contrast to conventional ideas on leadership and management but may also create a misleading impression of women's orientation to leadership as well as reproducing stereotypes and the traditional gender division of labour.
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| 2. |
- Elg, Ulf, et al.
(författare)
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The Inclusion of Female PhD Students in Academia: A Case Study of a Swedish University Department
- 2003
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Ingår i: Gender, Work and Organization. - : Blackwell Publishing. - 0968-6673 .- 1468-0432. ; 10:2, s. 154-174
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Tidskriftsartikel (refereegranskat)abstract
- The article introduces a framework for understanding women's entry into the academic world and how it interacts with internal departmental structures and practices. It presents three specific strategies applied by a group of women to gain a doctorate and acceptance in their department. Few previous studies have stressed women's strategies to cope with the organizational setting in academia. The article draws on previous research on women in academia and how organizational characteristics influence women's careers. It is based on a case study of a Swedish university department. Sweden is often recognized for creating favourable working conditions for women. Yet the Swedish academic world is very male-dominated at the top and even the medium level. It is also more common than in many other Western countries that academics stay on at the department where they graduated. Therefore, a PhD is often a first step in a career within that department.
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| 3. |
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| 4. |
- Eriksson-Zetterquist, Ulla, 1967, et al.
(författare)
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Overcoming the glass barriers: Reflection and action in the “Women to the top” programme
- 2008
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Ingår i: Gender, Work and Organization. - : Wiley. - 0968-6673 .- 1468-0432. ; 15:2, s. 133-160
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Tidskriftsartikel (refereegranskat)abstract
- Numerous equality programmes have been launched with the aim of promoting a more gender equal work life, yet little substantial action has been reported. This article presents a study of the Women to the Top programme in Sweden, supported by the European Union (EU) and aimed at promoting more women into top management positions. The research suggests that large-scale projects assembling such heterogeneous actors as industry representatives, politicians and scholars tend to generate further reflection and discussion rather than promoting adequate and highly needed action. Drawing upon Brunsson's distinction between action rationality and decision rationality, the relatively modest effects of large-scale equality programmes are examined, not in terms of a lack of commitment or competence on the part of the participants but as a matter of the disjunction between reflection and action. Reconciling reflection and action, that is, emphasizing not only reflection on gender inequality but also privileging various forms of practical action (such as new policies, the appointment of female managers, restructuring gendered wage inequalities or new recruitment procedures), is therefore a top priority for policymakers desiring more substantial changes in the gendered outline of industry.
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| 5. |
- Jonnergård, Karin, et al.
(författare)
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Performance evaluations as gender barriers in professional organizations : A study of auditing firms
- 2010
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Ingår i: Gender, Work and Organization. - : Wiley. - 0968-6673 .- 1468-0432. ; 17:6, s. 721-749
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Tidskriftsartikel (refereegranskat)abstract
- Gendering processes often take the form of organizational subtexts, that is, seemingly gender-neutral practices that have gender implications. The purpose of this article is to study performance evaluations, which, based on management by objectives systems, may appear neutral, but tend to be based on male norms of what is regarded as good performance. We analysed the careers and performance evaluations of 391 newly licenced Swedish auditors, using an open-ended question survey. In this industry 50 per cent of new employees and 92 per cent of partners are men. Even in the early stages of their careers, there are notable differences between women and men. The women achieved less and show lower career ambitions and expectations as well as greater intentions to leave the auditing industry. Performance evaluations are also perceived differently, men focusing on what is evaluated (reflecting the perceptions of those at higher hierarchical levels) and women focusing on who does the evaluating and how.
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| 6. |
- Muhr, Sara Louise
(författare)
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Caught in the Gendered Machine – on the Masculine and Feminine in Cyborg Leadership
- 2011
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Ingår i: Gender, Work and Organization. - : Wiley. - 1468-0432 .- 0968-6673. ; 18:3, s. 337-357
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Tidskriftsartikel (refereegranskat)abstract
- Many studies have shown that female managers have to work harder than men to gain recognition, and that this often leads top female managers away from the leadership style characterized by soft skills and emotional understanding. Instead, another characterization can be seen; that of tough gendered machines fighting their way to the top - cyborgs. This article uses Haraway's metaphor of the cyborg to explore the way in which a top female manger tries to fight for gender equality by employing masculine strategies with a female body. However, contrary to the usual argument that women become masculinized leaders, the article argues for a reading in which female leadership becomes both excessively masculine and excessively feminine, challenging simplified readings of gendered leadership. In the case-study, this leads to a situation where high-performance behaviour from a top female leader in effect ends up reinforcing gender inequality.
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| 7. |
- Nordenmark, Mikael
(författare)
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Multiple social roles - a resource or a burden : Is it possible for men and women to combine paid work with family life in a satisfactory way?
- 2002
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Ingår i: Gender, Work & Organization. - : Wiley. - 0968-6673 .- 1468-0432. ; 9:2, s. 125-145
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this article is to study whether multiple social roles can be seen as a resource or a burden, or in other words, if a strong engagement in both paid work and family life is a positive or negative experience for men and women respectively. The main data used is a data set from Statistics Sweden, the so-called ULF (The study of living conditions), in which nearly 30 000 randomly selected individuals were interviewed. When analysing how the combined family and labour market situation is related to the number of preferred working hours and psychological distress of individuals, the results show that it is primarily cohabiting women with children who work more than 40 hours per week, that want to reduce their working hours. However, the distress level is not relatively high for this category. Results indicating that many women, and some men, who have multiple social roles express a wish to reduce their working hours, but this does not necessarily mean that the levels of distress are higher for these groups. This may be a result of the fact that the alternative resources provided by multiple social roles in some sense outweigh the stressful effects that double demands have on psychological distress.
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| 8. |
- Andersson Bäck, Monica, 1969
(författare)
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Nurses’ Pay formation in Swedish Health Call Centres: the influence of union organization, economic and professional factors.
- 2009
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Ingår i: Gender, work and organization. - : Wiley. - 0968-6673 .- 1468-0432. ; 16:5, s. 579-599
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Tidskriftsartikel (refereegranskat)abstract
- This article analyses the pay formation process for nurses in the new organizational form of health call centres (HCCs) in Sweden. It finds that HCC tele-nurses have gained a better labour market position than both the average call centre employees in other sectors and some other nurses. This specialization of the nursing occupation may thus have importance for gendered pay formation in public healthcare. In evaluating pay formation, the article draws on case studies carried out by the author. It analyses the shift from centralized bargaining towards more decentralized and individualized pay formation and the importance of union organization, economic and professional factors that have contributed to relatively higher pay for these workers. The article concludes with a discussion of the implications of this process for the gender pay gap in the state sector and limitations to future gains.
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| 9. |
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| 10. |
- Barry, Jim, et al.
(författare)
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Social movement, action and change : the influence of women's movements on city government in Mumbai and London
- 2004
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Ingår i: Gender, Work and Organization. - : Wiley. - 0968-6673 .- 1468-0432. ; 11:2, s. 143-162
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Tidskriftsartikel (refereegranskat)abstract
- This article reports on a research investigation into gender and local government in Mumbai in India and London in England. In both these cities female representation at the political level stands at around one third, achieved in London slowly in recent years and in Mumbai more rapidly through the adoption of a quota, or seat reservation system, implemented in 1992. In considering the experience of the women concerned it is argued that their presence and aspirations have been influenced through the networks of their respective women's movements, operating through civil society and the local state. In considering the ways in which they organize and manage the duties of office and their gendered identities, as well as in their focus on the most disadvantaged in their communities and in their dealings with others, the part played by social movements in influencing change is examined.
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