| 1. |
- Rydén, Lisbeth, 1967-
(författare)
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Diskursiv arbetsmiljö : Ett nytt perspektiv på organisatorisk arbetsmiljö
- 2020
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Studiens övergripande syfte är att bidra till kunskap om organisatorisk arbetsmiljö. Studiens specifika syfte är tudelat: dels att undersöka och utvärdera en diskursiv ansats för att bedöma och hantera organisatorisk arbetsmiljö, dels att undersöka och utveckla en modell för att bedöma och hantera organisatorisk arbetsmiljö med en diskursiv ansats. Den diskursiva ansatsen arbetades fram genom att fokusera på de grundläggande ontologiska och epistemologiska frågorna och utgår från en socialkonstruktivistisk syn på såväl organisationers som människors existens.Den diskursiva ansatsen uppmärksammar framförallt två övergripande faktorer i den organisatoriska arbetsmiljön. Den ena faktorn berör hur organiserandet påverkar såväl den individuella som den gemensamma förmågan att göra ett väl utfört arbete. Den andra faktorn berör de existentiella konsekvenserna som organiserandet, och det direkta tilltalet inom organisationen, kan medföra för de chefer och medarbetare som berörs.Modellen för att bedöma organisatorisk arbetsmiljö med en diskursiv ansats består av tio steg – från att generera ett relevant empiriskt material till att intervenera i den organisatoriska (diskursiva) arbetsmiljön. I arbetet med att utveckla modellen uppstod ett behov av ett begrepp för den ”form” de organiserande diskurserna skapar för chefer och medarbetare. Formen definierar hur organisationens medlemmar förväntas vara för att passa in i organiserandet. Den form som de organiserande diskurserna skapar benämns i avhandlingen organisatorisk idealkaraktär och är en viktig del av den analys som ingår i modellen för att bedöma organisatorisk arbetsmiljö med en diskursiv ansats.Modellen lyfter fram en problematisering, analys och bedömning baserad på de diskurser som styr organiserandet, det aktuella arbetets karaktär och den organisatoriska idealkaraktären. Är de tre aspekterna förenliga? Samverkar de så att de stärker förmågan att göra ett väl utfört arbete – på kort respektive lång sikt – eller försvagar de den?Diskursiv arbetsmiljö är ett samlingsbegrepp som betecknar den arbetsmiljö som skapas av de organiserande diskursernas samverkan och de risk- och friskfaktorer som kan uppmärksammas med en diskursiv ansats för att bedöma organisatorisk arbetsmiljö.
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| 2. |
- Arvidsson, Niklas, 1964-, et al.
(författare)
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The transaction-relationship paradox
- 2019
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Ingår i: Managerial Finance. - : Emerald Group Publishing Limited. - 0307-4358 .- 1758-7743. ; 45:9, s. 1253-1271
-
Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this paper is to apply a capability perspective to investigate the shift from relationship lending to transaction lending in a bank’s corporate segment. The authors investigate the impact of three operational capabilities: assisting corporate clients in funding and business operations, management of customer relationships and internal cooperation on performance in relationship and transaction lending. Design/methodology/approach: The primarily empirical material comprises longitudinal survey data, collected on three occasions during the period 1998 throughout 2001 from one of Sweden’s largest banks. Data are analyzed using factor analysis and OLS regression. Findings: Results show that the effects of the three capabilities are contingent on the type of lending strategy: In relationship lending, assisting corporate clients has no significant direct effect on performance; however, it has an indirect effect on performance via the management of customer relationships. In transaction lending, assisting corporate clients has a direct effect on performance, and this effect becomes stronger as the transaction strategy is further implemented. The results also show that the direct effect of the management of customer relationships and cooperation on performance is significant in both strategies; however, the relation is stronger in relationship lending compared with transaction lending. Originality/value: The findings indicate that the choice of lending strategy is more complex than a choice between a strict relationship strategy and a strict transaction strategy and that a strategy that leads to competitive advantage includes elements of both strategies.
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| 3. |
- Arvidsson, Niklas, et al.
(författare)
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The transaction-relationship paradox Effects of bank operational capabilities on bank performance throughout a shift from relationship lending to transaction
- 2019
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Ingår i: Managerial Finance. - 0307-4358 .- 1758-7743. ; 45:9, s. 1253-1271
-
Tidskriftsartikel (refereegranskat)abstract
- Purpose The purpose of this paper is to apply a capability perspective to investigate the shift from relationship lending to transaction lending in a bank's corporate segment. The authors investigate the impact of three operational capabilities: assisting corporate clients in funding and business operations, management of customer relationships and internal cooperation on performance in relationship and transaction lending. Design/methodology/approach The primarily empirical material comprises longitudinal survey data, collected on three occasions during the period 1998 throughout 2001 from one of Sweden's largest banks. Data are analyzed using factor analysis and OLS regression. Findings Results show that the effects of the three capabilities are contingent on the type of lending strategy: In relationship lending, assisting corporate clients has no significant direct effect on performance; however, it has an indirect effect on performance via the management of customer relationships. In transaction lending, assisting corporate clients has a direct effect on performance, and this effect becomes stronger as the transaction strategy is further implemented. The results also show that the direct effect of the management of customer relationships and cooperation on performance is significant in both strategies; however, the relation is stronger in relationship lending compared with transaction lending. Originality/value The findings indicate that the choice of lending strategy is more complex than a choice between a strict relationship strategy and a strict transaction strategy and that a strategy that leads to competitive advantage includes elements of both strategies.
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| 4. |
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| 5. |
- Carlsson Kanyama, Karin, et al.
(författare)
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Climate change mitigation efforts among transportation and manufacturing companies : The current state of efforts in Sweden according to available documentation
- 2018
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Ingår i: Journal of Cleaner Production. - : ELSEVIER SCI LTD. - 0959-6526 .- 1879-1786. ; 196, s. 588-593
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Tidskriftsartikel (refereegranskat)abstract
- Globally, transportation and manufacturing emit large amount of greenhouse gases that needs to be lowered for reaching agreed upon slim ate goals. In this context evidence of mitigation activities among eighty-five companies and their forty-five parent companies in these two polluting sectors were traced focusing on a country that has committed itself to leading the implementation of ambitious climate mitigation goals worldwide. Documentation from the companies in the transportation and manufacturing sectors was scrutinized (yearly reports, homepages and sustainability reports, if available) for evidence of any mitigation efforts, including emissions reporting and reduction goals. The study's results found that two thirds of the companies seemed to have done nothing to mitigate climate change, while efforts in the remaining companies were modest at best; mitigation activities among the forty-five parent companies were only slightly more ambitious. The implications of these depressing findings are discussed in the light of possible caveats and the possibilities of new policy measures such as gender quotas in company boards. The conclusion is that the study's results most likely reflect reality in the studied sectors and that novel approaches and more sector oriented research is needed in the quest for a carbon-neutral society..
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| 6. |
- Dockweiler, Maria, et al.
(författare)
-
Making sense of downsizing : Exploring masculinities in the Norwegian oil industry.
- 2018
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Ingår i: <em>Bodies, Symbols and Organizational Practice </em>. - London : Routledge. ; , s. 123-144
-
Bokkapitel (refereegranskat)abstract
- This chapter explores masculinities in the Norwegian oil industry. Using a combination of critical sensemaking theory, organizational gender theory and masculinity theory, it analyses how two men working as engineering leaders make sense of, firstly, their typical career paths during the industry's prosperous times, and secondly, the industry's current downsizings. The downsizings both disrupt and clarify existing sensemaking frameworks as the men struggle to make sense of losing jobs and dismissing employees. The shift makes gender dimensions more evident and reveals uncharacteristically clearly how social framing changes: the men's sense-makings change, linked to three different and conflicting social frameworks and shifting forms of hegemonic masculinity.
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| 7. |
- Holgersson, Charlotte, et al.
(författare)
-
Men in focus : Exploring homosocial cultures in organizations and developing methods to prevent sexual harassment
- 2021
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- The program explores homosocial cultures in male-dominated organizations in order to contribute to our understanding of the dynamics of sexual harrassment and to develop measures and methods for transforming homosocial cultures into spaces where men in different positions can act as change agents in order to promote gender equality and workplaces free from violence and discrimination. This answers to recent calls for deepened understanding of processes by which sexual harassment is normalized and tolerated in organizational contexts and for improved prevention measures and methods (e.g. Chawla et al. 2021). By focusing on men and masculinities in relation to aspects of organizational cultures that enable men to exercise violence in order to maintain control in organizations, and by developing measures and methods for counteracting SH through organizational development, the program contributes to current research frontiers as well as to the development of new practices in organizational change management.
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| 8. |
- Holter, Oystein Gullvåg, et al.
(författare)
-
Erfaringer i akademia - en ny kartlegging
- 2021. - 1
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Ingår i: Likestilling i akademia - fra kunnskap til endring. - Oslo : Cappelen Damm Akademisk. ; , s. 119-152
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Bokkapitel (refereegranskat)abstract
- The chapter provides a summarizing review of the main findings of the FRONT project with respect to gender and equality at different career levels. The review is based on quantitative surveys together covering 269 variables and 1,056 respondents. Among students, negative experiences are significantly more common for women than men, particularly when it comes to social treatment. Among employees, women experience markedly more challenges involving factors such as negative scrutiny, unwanted sexual attention or partners whose careers were given priority. The data reveal differences also in several other factors, but these were often moderate. Thus, it is typically a complex process with many components that results in an “accumulated disadvantage” for women. The differences were found at all career levels, but with a clear tendency towards more challenges for women at higher career levels. The observations from FRONT are discussed in light of other studies, a main conclusion being that the situation is surprisingly similar in different countries.
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| 9. |
- Holter, Øystein Gullvåg, et al.
(författare)
-
Bøygen-modellen: Hypotesen om akkumulering av ulempe
- 2021. - 1
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Ingår i: Likestilling i akademia - fra kunnskap til endring. - Oslo : Cappelen Damm Akademisk. ; , s. 157-192
-
Bokkapitel (refereegranskat)abstract
- Material from the FRONT project shows significant gendered differences in how the working environment and organizational culture are experienced. It is not a single factor that negatively affects women, but a complex process involving many components over time – with different causes and modes of action – together giving an accumulated disadvantage. These processes and their effects are summarized in a model called“Bøygen”, after the creature who creates obstacles and counter-forces to Peer Gynt in Ibsen’s play. The academic version of Bøygen operates partly through an “accumulation” of disadvantages throughout the academic career, and partly through experiences that tend to cause loss of self-confidence and motivation. External resistance and lack of support translates into inner doubt. The Bøygen model is discussed in relation to international research on the effects of barriers to women in academia. The model is the first of three theoretical contributions to the project (chapters 7, 8 and 9) based on the empirical content in chapters 1–6. [G1]inte säker på vad som menas här: approaches?
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| 10. |
- Holter, Øystein Gullvåg, et al.
(författare)
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Ethnicity, Racism and Intersectionality
- 2022
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Ingår i: Gender Equality in Academia 978-82-02-78265-8. - Oslo : Cappelen Akademisk Forlag. ; , s. 165-201
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Bokkapitel (refereegranskat)
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| 11. |
- Holter, Øystein Gullvåg, et al.
(författare)
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Etnisitet, rasisme og interseksjonalitet
- 2021. - 1
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Ingår i: Likestilling i akademia - fra kunnskap til endring. - Oslo : Cappelen Damm Akademisk. ; , s. 153-188
-
Bokkapitel (refereegranskat)
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| 12. |
- Holter, Øystein Gullvåg, et al.
(författare)
-
Hvem publiserer hva? Hvordan kjönn påvirker publiseringsgrad
- 2021. - 1
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Ingår i: Likestilling i akademia - fra kunnskap til endring. - Oslo : Cappelen Damm Akademisk. ; , s. 99-118
-
Bokkapitel (refereegranskat)abstract
- This chapter examines scholarly publishing within the Faculty of Mathematics and Natural Sciences at the University of Oslo from a gendered perspective. The question posed is whether women publish less than men, and if so, why. Based on self-reported publishing volumes, the study applies multivariable methods (multiple regression, pairwise analysis) to investigate the relationship between the number of publications and factors such as position, total worktime and gender. The analyses show that gender has little significance when these other factors are entered into the model. The results are discussed in light of other studies on publishing practices.
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| 13. |
- Holter, Øystein Gullvåg
(författare)
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Seksuell trakassering – ikke et isolert problem
- 2021. - 1
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Ingår i: Likestilling i akademia - fra kunnskap til endring. - Oslo : Cappelen Damm Akademisk. ; , s. 99-118
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Bokkapitel (refereegranskat)abstract
- Is sexual harassment in academia an isolated problem, or s it linked to the academic work environment and culture? Research at the Faculty of Mathematic and Natural Sciences at University of Oslo supports the latter view. The results show how sexual harassment are associated with problem features of the workplace organization, envirinment and culture. This is especially clear in the cade of unwanted sexual attention, whick is closely linked to professional devaluation and other problems. Other more serious forms (unwanted physical contact, coercion, stalking, assault) are less frequent, yet clearly associated with unwanted sexual attention. The chapter presents and analyzesthe sexual harassment data in view of other recent research, and discusses why this topic is important, and how research can be improved.
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| 14. |
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| 15. |
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| 16. |
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| 17. |
- Linghag, Sophie, 1970-, et al.
(författare)
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It could be an effect of the “good girl” syndrome : Doing Gender in Teaching and Learning at a Swedish University of Technology
- 2012
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Ingår i: ICERI 2012 PROCEEDINGS. - Madrid, Spain : IATED. - 9788461607631 ; , s. 3888-3897
-
Konferensbidrag (refereegranskat)abstract
- This paper is based on a study of the meaning of gender in teaching and learning at a newly started Bachelors Programme at a Swedish University of Technology. Starting with the assumption that organizations, universities or technologies are never gender neutral, the study explores the meaning of gender in the contents as well as in the form, i.e. the way of teaching and learning, in the Bachelors Programme. Also, the assumption is that gender is something that is done in people’s daily practices, in interplay with the specific context, as people go about in their daily activities in teaching and learning at the university. In the study, seven teachers in the faculty, six men and one woman, were interviewed about their experiences of the meaning of gender in their teaching and the students learning within the Bachelors Programme. The Swedish University of Technology can be described as male dominated. Among the professors, 90 percent are men, the faculty consists of a majority of men and among the about 14.000 students, 70 percent are men and 30 percent are women. At the university the official ambition is to increase the number of women among students and faculty. The results show that the male domination at the university, i.e. in the management and in the faculty as well as the masculine gender typing of technology, influence the teaching and learning within the Programme and reproduce the gender order. Although, among the students in the studied newly started Bachelors Programme there is an even gender distribution. The results also show that numbers matter and that the gender order is being challenged.
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| 18. |
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| 19. |
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| 20. |
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| 21. |
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| 22. |
- Snickare, Lotta, et al.
(författare)
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Experiences in Academia : A New Survey Study
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Akademisk Forlag. ; , s. 129-164
-
Bokkapitel (refereegranskat)abstract
- The chapter provides a summarizing review of the main findings of the FRONT project with respect to gender and gender equality on different career levels. The review is based on two surveys, an employee survey with 190 variables and 843 respondents, and a student survey with 79 variables and 213 respondents. Among students, negative experiences are significantly more common for women than men, particularly when it comes to social treatment. Among employees, women experience markedly more challenges involving factors such as negative scrutiny, unwanted sexual attention or partners whose careers were given priority. The data also reveal differences in several other factors, but these were often moderate. Thus, it is typically a complex process with many components, resulting in an “accumulated disadvantage” for women. The differences were found on all career levels but with a clear tendency towards more challenges for women on higher levels. The observations from FRONT are discussed in light of other studies, a main conclusion being that the situation is surprisingly similar in different countries.
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| 23. |
- Snickare, Lotta, et al.
(författare)
-
Fra biologi til strategi – utvikling av en ledelsesgruppe
- 2021. - 1
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Ingår i: <em>Likestilling i academia – fra kunnskap til endring</em>. - Oslo : Cappelen Damm Akademisk. ; , s. 275-302
-
Bokkapitel (refereegranskat)abstract
- Research on gender equality projects emphasizes gender equality as a management responsibility, but not many studies focus on how management can organize and implement the process in order to achieve sustainable change. What should the team actually do? How does the team need to develop in order to be capable of doing what needs to be done? The analysis in this chapter is based mainly on qualitative material in the form of interviews and notes from five workshop days with the management team at the Faculty of Mathematics and Natural Sciences at Oslo University. The data show how the methods and tools that the management team acquired in the workshops have not only given the team members knowledge in the areas they addressed during the workshops, but also the confidence to determine how to proceed in new areas. The concept of sensegiving (cf. Weick & Quinn, 1999) is used to discuss their role in gender equality work. Since gender equality and inequality are done through everyday actions in the organization’s processes, the entire organization needs to be invested in any changes. The management team can approach sensegiving by legitimizing the perception of the organization as not being gender equal and by demonstrating how a gender equality perspective can be integrated in the organization’s structures and processes.
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| 24. |
- Snickare, Lotta, et al.
(författare)
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Fra motstand til endring? - Endringsprosesser i organisasjonen
- 2021. - 1
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Ingår i: <em>Likestilling i akademia – fra kunnskap til endring</em>. - Oslo : Cappelen Damm Akademisk. ; , s. 303-328
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Bokkapitel (refereegranskat)abstract
- Management is often identified as the key to success when changing an organization. In chapter ten, the role of the management team in gender equality work is analysed, as well as what the team needs in order to address these issues. But has the faculty management team’s commitment to gender equality work had any effects on the organization? Has the discourse changed? Are things done differently? This chapter analyzes the effects of the management team’s efforts by studying a seminar series for PhD supervisors. The series consists of two parts: five seminars before the management team embarked on gender equality work, and seven seminars after. The data show that when the management team clearly stated that gender-related challenges remained within the faculty and offered a theoretical approach and method for the organization’s gender equality work, the seminar discussions moved from resistance, denial and ambivalence, to an interest in understanding one’s own role and potential for improving gender equality. When the management team contributed to the knowledge base through education in gender perspectives and offered a method for the organizational work that all employees could apply in their everyday activities, this opened opportunities for change at all levels in the organization.
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| 25. |
- Snickare, Lotta, et al.
(författare)
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Fra unntak til norm – å utvikle resiliens i et nettverk
- 2021. - 1
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Ingår i: <em>Likestilling i academia – fra kunnskap til endring</em>. - Oslo : Cappelen Damm Akademisk. ; , s. 329-354
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Bokkapitel (refereegranskat)abstract
- Combining gender theory with research on resilience, this chapter analyzes the effects of an action research project aimed at increasing the number of women in senior research positions at the Faculty of Mathematics and Natural Sciences at Oslo University. As a part of the project, the faculty management nominated fifteen women professors and associate professors to attend a programme to improve their skills in writing articles and research applications. Individual interviews with all participants prior to the programme revealed that they would prefer to build a network where they could share experiences and discuss various topics. The two-year programme was therefore structured as a forum where we as action researchers offered theoretical input on topics chosen by the participants and worked with dialogue tools, focusing on these topics, in a structured and time-efficient exchange of experiences. The analysis shows that resilience is an essential skill in organizations characterized by critical scrutiny and competition. In the chapter, we describe how the network participants become more resilient by reflecting themselves in, and sharing experiences with, each other. Being in a context with other recognized top researchers without being the odd one out – the woman who has to prove herself – improves the ability to cope with adversity.
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| 26. |
- Snickare, Lotta, et al.
(författare)
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From Biology to Strategy : The Development of a Management team
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Akademisk Forlag. ; , s. 295-321
-
Bokkapitel (refereegranskat)abstract
- Research on gender equality projects emphasizes gender equality as a management responsibility, but not many studies focus on how management can organize and implement the process in order to achieve sustainable change. What should the management team actually do? How does the team need to develop in order to be capable of doing what needs to be done? The analysis in this chapter is based mainly on qualitative material in the form of interviews and notes from five workshop days with the management team at the Faculty of Mathematics and Natural Sciences at Oslo University. The data show how the methods and tools that the management team acquired in the workshops have not only given the team members knowledge in the areas they addressed during the workshops, but also the confidence to determine how to proceed in new areas. The concept of sensegiving (cf. Weick & Quinn, 1999) is used to discuss their role in gender equality work. Since gender equality and inequality are done through everyday actions in the organization’s processes, the entire organization needs to be invested in any changes. The management team can approach sensegiving by legitimizing the perception of the organization as not being gender equal and by demonstrating how a gender equality perspective can be integrated in the organization’s structures and processes.
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| 27. |
- Snickare, Lotta, et al.
(författare)
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From Exeption to Norm : The Development of Resilience in a Network
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Akademisk Forlag. ; , s. 349-373
-
Bokkapitel (refereegranskat)abstract
- Combining gender theory with research on resilience, this chapter analyzes the effects of an action research project aimed at increasing the number of women in senior research positions at the Faculty of Mathematics and Natural Sciences at Oslo University. As a part of the project, the faculty management nominated fifteen women professors and associate professors to attend a programme to improve their skills in writing articles and research applications. Individual interviews with all participants prior to the programme revealed that they would prefer to build a network where they could share experiences and discuss various topics. The two-year programme was therefore structured as a forum where we as action researchers offered theoretical input on topics chosen by the participants and worked with dialogue tools, focusing on these topics, in a structured and time-efficient exchange of experiences. The analysis shows that resilience is an essential skill in organizations characterized by critical scrutiny and competition. In the chapter, we describe how the network participants become more resilient by reflecting themselves in, and sharing experiences with, each other. Being in a context with other recognized top researchers without being the odd one out – the woman who has to prove herself – improves the ability to cope with adversity.
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| 28. |
- Snickare, Lotta, et al.
(författare)
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From Resistance to Change : Processes for Change Within an Organization
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Akademisk Forlag. ; , s. 323-348-
-
Bokkapitel (refereegranskat)abstract
- Management is often identified as the key to success when changing an organization. In chapter ten, the role of the management team in gender equality work is analysed, as well as what the team needs in order to address these issues. But has the faculty management team’s commitment to gender equality work had any effects on the organization? Has the discourse changed? Are things done differently? This chapter analyzes the effects of the management team’s efforts by studying a seminar series for PhD supervisors. The series consists of two parts: five seminars before the management team embarked on gender equality work, and seven seminars after. The data show that when the management team clearly stated that gender-related challenges remained within the faculty and offered a theoretical approach and method for the organization’s gender equality work, the seminar discussions moved from resistance, denial and ambivalence, to an interest in understanding one’s own role and potential for improving gender equality. When the management team contributed to the knowledge base through education in gender perspectives and offered a method for the organizational work that all employees could apply in their everyday activities, this opened opportunities for change at all levels in the organization.
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| 29. |
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| 30. |
- Snickare, Lotta, et al.
(författare)
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Gender Equality in Academia : from Knowledge to Change
- 2022
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Bok (refereegranskat)abstract
- What is the state of gender equality in science and technology? Gender Equality in Academia – from Knowledge to Change presents the results of a comprehensive research project and program of initiatives at the University of Oslo’s Faculty of Mathematics and Natural Sciences. Researchers have examined gender equality within the department, looking at reasons for imbalance, and at what occurs when measures to promote equality are implemented.The book opens with an in-depth study of careers, gender issues and gender balance within academia. The study, based on questionnaires, interviews and follow-up evaluation, provides a new and updated understanding of the daily lives of academics in Norway. Among the topics covered are perceptions of equality and gender balance, effects of male dominance, sexual harassment, gender with respect to publishing, and the relationship between gender and diversity.In addition to presenting new empirical data, the book is also an innovative contribution to theoretical development within gender equality research. In the second part of the book, the authors present three working models that elucidate current mechanisms recreating gender imbalance, and challenges for gender equality. The book’s final part consists of analyses of measures taken to increase gender equality within the department and their effects, and what an organization can do to increase gender equality.The range of topics in this book make it relevant for everyone concerned with gender equality in research and higher education. Researchers, administrators, students, other practitioners, and politicians will all find this book of interest.
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| 31. |
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| 32. |
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| 33. |
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| 34. |
- Snickare, Lotta, et al.
(författare)
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It could be an effect of the "the high-performing girl syndrome" : doing gender in teaching and learning at a swedish university of technology
- 2012
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- This paper is based on a study of the meaning of gender in teaching and learning at a newly started Bachelors Programme at a Swedish University of Technology. Starting with the assumption that organizations, universities or technologies are never gender neutral, the study explores the meaning of gender in the contents as well as in the form, i.e. the way of teaching and learning, in the Bachelors Programme. Also, the assumption is that gender is something that is done in people's daily practices, in interplay with the specific context, as people go about in their daily activities in teaching and learning at the university. In the study, seven teachers in the faculty, six men and one woman, were interviewed about their experiences of the meaning of gender in their teaching and the students learning within the Bachelors Programme. The Swedish University of Technology can be described as male dominated. Among the professors, 90 percent are men, the faculty consists of a majority of men and among the about 14.000 students, 70 percent are men and 30 percent are women. At the university the official ambition is to increase the number of women among students and faculty. The results show that the male domination at the university, i.e. in the management and in the faculty as well as the masculine gender typing of technology, influence the teaching and learning within the Programme and reproduce the gender order. Although, among the students in the studied newly started Bachelors Programme there is an even gender distribution. The results also show that numbers matter and that the gender order is being challenged.
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| 35. |
- Snickare, Lotta Karin, 1959-
(författare)
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The Role of Management in Gender Equality Initiatives - Change and Resistance in a Male-dominated part of the Academy
- 2021
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Konferensbidrag (refereegranskat)abstract
- Research on gender equality projects has found that management is a key factor for success, especially, the degree of managerial responsibility, impact and organizational basis, covaries with the project's long time success rate. The studies not only emphasize that gender equality is a management responsibility, but highlights the follow-up in practice. Policies, statements etc. are not enough; management responsibility must be followed up by line responsibility, and in order to have effect management involvement must include a method to engage each level and individual in the process. Here we describe the steps and method used in a process changing the discourse of an organization. We draw on data collected in an action research project at a STEM faculty of a large Norwegian University. The faculty under study was participating in a gender equality project funded by the Research Council of Norway with the ambition to increase the number of women in senior research positions. The collected data; interviews, anonymous written workshops evaluations with comments, observations and participatory research, of twelve half day workshops with ca 200 male and female ph.d supervisors, is used to examine the impact the managerial activity had on the change of discourse in the organization. We propose a theoretical model, in order to understand our results. The data first shows an initial situation with limited management involvement. This included a number of workshops displaying a tendency towards strong resistance regarding the idea of academic organizations as gender unequal. The discussions never moved from criticism of gender models and theories, with unwillingness to talk about one´s own experiences e g as PhD supervisors. Analysing this situation, we employed a new method of greater management involvement, emphasizing knowledge development and recognizing controversy and resistance to gender balance. This included a five-day gender equality program for the faculty management team. A key matter was to shift the burden of problem recognition from those experiencing the effects of gender inequality to the management. The result of the program can be summarized as follows:- The management's task is to take responsibility for the analysis of the organization as gender unequal- The management team needs development as a group to take on this responsibility Our data shows that more and better leadership involvement is important – but also, that it needs to be combined with methods to change the organization as a whole, and create “bottom up” and not just “top down” involvement. We developed a method to involve the organization as a whole, focused on raising awareness and curiosity regarding how gender actually works in the organization. This was a further development of Joan Ackers model (1992/2006), described in the paper, offering “tools” for the individual, for observing and understanding gender in the organization. The combination of these steps and methods – management involvement shifting responsibility for the problem and offering a method for participants’ own investigation of gender in the organization – created a new discourse were the workshop discussions changed from resistance, denial and ambivalence, towards an interest to understand one´s own role and possibility for improving gender equality. The data shows that when the faculty management clearly stated that the faculty still had gender-related challenges, the discourse within the organization changed. However, even more important for the change of discourse was the choice of theoretical approach and method for the organization's gender equality work. When the management team contributes to the knowledge base through education in a gender perspective and offers a method for the organizational work that all employees can use in their everyday life, opportunities for change at all levels in the organisation are created.
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| 36. |
- Snickare, Lotta Karin, et al.
(författare)
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When office life becomes life : – a study of investment banking.
- 2018
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Ingår i: <em>Bodies, Symbols and Organizational Practice: </em>. - London : Routledge. ; , s. 145-166
-
Bokkapitel (refereegranskat)abstract
- This chapter presents a study of men and masculinities in investment banking, showing how a male-centred work logic is challenged by expectations of gender equality and a good work–life balance. Using a combination of organizational gender theory and masculinity theory, we argue that an investment banker is not just constructed as a man, endowed with natural masculinity, but represents an ideal form of masculinity against which other men measure themselves. These constructions of masculinity have long remained stable, but in-depth interviews with young men with work experience in investment banking disclose both internal and external ambivalences and contradictions.
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| 37. |
- Snickare, Lotta, 1959-, et al.
(författare)
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Likestilling i akademia – fra kunnskap til endring
- 2021. - 1
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Bok (refereegranskat)abstract
- «Likestilling mener jeg, virkelig ærlig, dette er veldig viktig for oss», sier Aksel, en mannlig leder ved Det matematisk-naturvitenskapelige fakultet ved Universitetet i Oslo. Han er ikke alene. En stor majoritet av både ansatte og studenter ved fakultetet sier at de vil ha en likestilt arbeidsplass. Hvordan ser det ut i virkeligheten? Er fakultetet likestilt, eller ikke? At det finnes en kjønnsubalanse – der de faglige toppstillingene og forskningsledelsen er dominert av menn – er lett å se, men er fakultetet likestilt? Hvis ikke, hva er årsaken? Hva kan i så fall gjøres for å styrke likestillingen? Prosjektet Female Researchers on Track (FRONT) ble satt i gang høsten 2015 av Det matematisk-naturvitenskapelige fakultet ved Universitet i Oslo nettopp for å undersøke i hvilket omfang manglende likestilling er en årsak til kjønnsubalansen ved fakultetet, og hva som i så fall må endres for å øke likestillingen. Det tre år lange prosjektet ble finansiert av Norges forskningsråd som en del av programmet «Kjønnsbalanse i faglige toppstillinger og forskningsledelse» (BALANSE). Hovedmålet for programmet er å bedre kjønnsbalansen på seniornivå i norsk forskning gjennom ny kunnskap, læring og innovative tiltak. Utlysningen som FRONT fikk tilslag på la stor vekt på en kombinasjon av tiltak og kunnskap/forskning. Dette innebærer prosjekter med anvendt nytte, som samtidig utgjør viktig forskning. Det foreligger mange studier som viser at akademia ikke er likestilt, men disse har som regel undersøkt en akademisk organisasjon fra et særskilt perspektiv eller som en avgrenset prosess. I denne boken fremkommer det resultater fra et bredere anlagt prosjekt. FRONT-prosjektet har både undersøkt hele organisasjonen – ikke bare rettet søkelyset mot en enkelt del – samt gjennomført tiltak, og har dessuten gjennom følgeforskning, analysert effektene de iverksatte tiltakene har hatt for å øke likestillingen. Materialet omfatter to spørreundersøkelser, en for studenter og en for ansatte, samt individuelle intervjuer og følgeforskning på tiltakene. Samlet gir dette en stor bredde i datagrunnlaget. Arbeidet utgjør derved en rik kilde til ny kunnskap, som også er viktig fordi det viser situasjonen i et nordisk land der likestillingen har kommet lenger enn f.eks. i andre deler av Europa og USA. Spørreundersøkelsene utvider forskningsfeltet likestilling bl.a. i forhold til arbeidsmiljø og fagkultur. De fleste eksisterende undersøkelser er avgrenset til noen enkeltemner (f.eks. karriere eller trakassering), med relativt få variabler. Spørreskjemaene i FRONT omfattet i stedet mange emner og variabler, som igjen har kunnet utvikles og undersøkes nærmere i intervjuer. Men det har ikke stoppet der. I samme organisasjon har det også vært gjennomført en serie tiltak for å endre organisasjonskulturen i retning økt likestilling: ledelsesutviklingsprogram for fakultetets ledere, seminar for 250 ph.d.-veiledere, opprettelsen av et nettverk for kvinnelige toppforskere og et karriereutviklingsprogram for kvinnelige postdoktorer og forskere, det vil si kvinner i midlertidige stillinger. Effektene av tiltakene har blitt analysert – hva har fungert, og hva har ikke? Et viktig ledd i prosjektets strategi var at de to delene – forskning og tiltak – skulle samvirke. Det innebærer at forskningsresultater i form av ny kunnskap har blitt brukt i både utformingen og gjennomføringen av prosjektets tiltak, samt at erfaringer fra tiltakene har blitt brukt i utformingen av spørreundersøkelser og intervjuer. Metodekombinasjon har vært sentralt, både ut fra en målsetting om å identifisere «robuste» resultater, altså mønstre og tendenser som kommer frem på tvers av metoder, og for å kunne tolke ulike datakilder i lys av hverandre. Forskningsdelen har foregått i samarbeid mellom Det matematisk-naturvitenskapelige fakultet og Senter for tverrfaglig kjønnsforskning (STK), begge ved UiO. Boken bygger på tre typer materiale – spørreundersøkelser, intervjuer og følgeforskning. Spørreundersøkelsene besto av et detaljert spørreskjema (18 sider, 190 variabler) til alle ansatte på fakultetet, pluss et mindre omfattende skjema til et utvalg av studenter. Spørreskjemaet til de ansatte ble besvart av 843 ansatte (485 menn og 358 kvinner), noe som ga en samlet svarprosent på 35. Svarprosenten blant studentene var meget høy, 95 prosent, men undersøkelsen var kortere, hadde færre spørsmål og et mindre utvalg av 213 studenter. Intervjuene omfattet 90 forskere, varte i 1–2 timer og ble tatt opp og transkribert. Intervjuene var i hovedsak med kvinner, med et mindre utvalg menn. Følgeforskningen besto av datainnsamling og feltnotater fra 23 seminarer (workshops) på fakultetet, mest kjønnsblandet, dels med kvinner. Utvalg og metode er nærmere beskrevet i vedlegg «Metode». I denne boken presenterer vi prosjektets resultater. Vi som har skrevet de ulike kapitlene har alle fulgt og arbeidet med FRONT-prosjektet på ulike vis. Noen har vært delaktige i alle deler av prosjektet, andre har lagt vekt på følgeforskning av et tiltak eller en del av det kvantitative materialet. Denne boken er i høy grad resultat av et samarbeid. De to redaktørene har bidratt på lik linje med redigeringen av boken. Vi har samtidig hatt en viss fordeling av ansvar og arbeid med kapitlene. For hvert av kapitlene er hovedforfatteren nevnt først, og deretter medforfattere i rekkefølge ut fra omfanget av deres bidrag til kapitlet.Boken består av tre deler som kan leses hver for seg, men helheten er viktig ettersom delene bygger på og utvikler hverandre. I den første delen beskriver vi hvordan status for likestilling på fakultetet egentlig er. I den andre presenterer vi tre teoretiske modeller, utviklet for å gi bedre forståelse og innsikt i situasjonen, som bygger på prosjektets empiri. I den siste delen analyseres effektene av tre av tiltakene. Hver del innledes med en kort introduksjon. Den første delen av boken består av seks kapitler basert først og fremst på spørreundersøkelsene og intervjuene. I kapittel 1, «Likestilt ubalanse?» beskriver vi hvordan studenter og ansatte på MN-fakultetet ser på kjønnsbalanse og kjønnslikestilling. Resultatene viser et gap mellom ønsket likestilling og kjønnsbalanse på den ene siden, og den faktiske tilstanden på fakultetet på den andre. Resultatene viser et gap mellom ønsket kjønnslikestilling på den ene siden, og faktisk kjønnsubalanse på den andre. Ubalansen er både horisontal, mellom ulike fagområder, og vertikal, mellom ulike stillingsnivåer. I det andre kapitlet, «Menn, maskuliniteter og faghierarkier», analyserer vi hva mannsdominansen ved MN-fakultetet kan bety – for både kvinner og menn. Det empiriske materialet i dette kapitlet viser en tydelig tendens til at menn opplever færre arbeidsmiljøproblemer enn kvinner. Vi ser også tendenser til uformelt fellesskap mellom menn, til en lite reflektert majoritetsposisjon, til at en akademisk karriere settes i kontrast til familie og omsorg – ikke bare for kvinner, men også for menn – og tendenser til en vedvarende forbindelse mellom menn, maskulinitet og faghierarkier. Det tredje kapitlet, «Seksuell trakassering – ikke et isolert problem», diskutereromfanget av seksuell trakassering ved fakultetet og viser hvordan seksuell trakassering henger sammen med andre trekk ved arbeidsmiljø og kultur. Uønsket seksuell oppmerksomhet er den mest utbredte formen for seksuell trakassering, mens andre og mer alvorlige former (uønsket fysisk kontakt, press, forfølgelse, fysisk angrep) er mer sjeldne. De fleste av dem som har opplevd mer alvorlige former for seksuell trakassering har også opplevd uønsket seksuell oppmerksomhet. Samtidig er det sterk sammenheng mellom uønsket seksuell oppmerksomhet og faglig devaluering i ulike former. I det fjerde kapitlet, «Hvem publiserer hva? Hvordan kjønn påvirker publiseringsgrad», undersøker vi vitenskapelige publikasjoner ved MN-fakultetet fra et kjønnsperspektiv. To arbeidsmodeller presenteres ut fra to typer analyse. Begge viser at kjønn betyr lite, dersom stillingsnivå, andel tid til forskning, og – svakere – samlet arbeidstid er med i bildet. I kapittel fem, , «Etnisitet, rasisme og interseksjonalitet», undersøker vi hvordan livet i akademia formes og påvirkes av etnisitet, det vil si av etnisk gruppetilhørighet. Påvirkes for eksempel forhold i arbeidsmiljø og fagkultur, som tidligere undersøkts i forhold til kjønn, av etnisk bakgrunn? «Erfaringer i akademia – en ny kartlegging», oppsummeres empiriske forskjeller og likheter mellom kvinner og menn. Der tidligere kapitler har beskrevet kjønnsforskjeller på bestemte områder, som trakassering eller publisering, undersøker vi nå forskjeller og likheter helhetlig og samlet. Vi gjør en systematisk gjennomgang av resultatene fra FRONT-prosjektet når det gjelder kjønn og likestilling på ulike nivåer i organisasjonen. I det sjette og siste kapitlet i del 1, «Etnisitet, rasisme og interseksjonalitet», undersøker vi hvordan livet i akademia formes og påvirkes av etnisitet, det vil si av etnisk gruppetilhørighet. Påvirkes for eksempel forhold i arbeidsmiljø og fagkultur, som tidligere undersøkts i forhold til kjønn, av etnisk bakgrunn? Den andre delen av boken bygger på hovedfunnene i bokens første del. I de tre kapitlene i del to diskuterer vi hvordan funnene kan tolkes gjennom å skissere teorier og tolkningsrammer. I kapittel syv, «Bøygen og usynlig motstand: Akkumulert ulempe», brukes metaforen Bøygen fra Ibsens skuespill Peer Gynt. Selv om kvinner og menn stiller likt på en del parametre, kommer det til syne et bredt mønster der kvinner samlet sett kommer dårligere ut enn menn. Med mange faktorer som hver for seg synes moderate, er mønsteret vanskelig å se – akkurat som Bøygen. Samlet kan like
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| 38. |
- Snickare, Lotta, 1959-, et al.
(författare)
-
Likestillt ubalanse?
- 2021. - 1
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Ingår i: <em>Likestilling i akademia – fra kunnskap til endring</em>. - Oslo : Cappelen Damm Akademisk. ; , s. 19-48
-
Bokkapitel (refereegranskat)abstract
- A majority of both faculty and students at the Faculty of Mathematics and Natural Sciences at Oslo University wants gender equality. Both at the workplace and in their private life. But since they also assume that academia is a meritocracy, the faculty's gender imbalance is seen as a result of women's and men's different choices. Above all, the vertical gender balance, with more men at higher levels and in leadership positions, is explained by the fact that women choose children and families over an academic career. Our data, both the quantitative and the qualitative material, do not support the explanation that women deliberately opt out of an academic career to be present parents. Instead, they show that more women than men have not fulfilled their career ambitions. On the other hand, we can see that the conditions for combining work and family are different for women and men.
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| 39. |
- Snickare, Lotta, 1959-
(författare)
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Makt utan magi : En studie av chefers yrkeskunnande
- 2012
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- What do executives do, and how do their actions impact on the company’s results? Questions such as these are constantly targeted in leadership research. Despite thousands of reports in the field, there is no consensus on what the concept of leadership entails. Nor can companies and organisations be said to have a clear idea of what executives actually do. Nevertheless, the investments in leadership development seem to indicate that executives are considered vital to the company’s results. The vague notions about what executive work entails, together with assumptions concerning their importance to the company or organisation, lend a certain magical aura to their work.In this study, executives are regarded as a professional category, and are consequently examined with a qualitative method whereby the professionals begin by reflecting in writing on their skills, and then take part in a group discussion on their skills based on their written reflections. This method, known as the dialogue seminar method, has been used on other professional categories with good results. Since executives have not previously been studied in terms of their skills, the results have been compared to leadership research. Leadership studies with a gender perspective have shown that gender impacts on the likelihood of obtaining and practising executive positions and skills. Therefore, the results of this study have also been analysed from a gender perspective.The skills of executives and other staff are described as the capacity to follow rules, i.e. interpreting rules and then applying them in concrete situations. A rule says nothing about how it should be followed, however. If the way in which a rule should be followed were to be described in a rule, another rule would be needed to describe how that rule should be followed, and so on, ad infinitum. Thus, rules must be interpreted as something that requires access to an “archive” of examples. One specific executive skill consists of developing co-workers’ rule-following skills.For executives, following the rules involves making decisions based on tacit knowledge. Tacit knowledge, in turn, is based on an inner vision of what is taking place right now in the organisation, and what is crucial to customers, employees, the organisation and the world at large. It also includes understanding people’s urges, thoughts, needs, wishes, and what they are saying. Tacit knowledge develops in the interplay between reflecting over examples and taking strategic action. Decision-making situations can often be unclear and contradictory. Therefore the executive’s skills must include the ability to handle uncertainty in three different ways. The first is by being honest about the fact that all decisions cannot be made, and that some decisions take time. The second is explaining to employees that an organisation cannot be entirely regulated by guidelines, and that judgement in the form of reflected experience is therefore a crucial element in all action. The third is coping with the fact that an executive position does not automatically entail being able to make the right decision. Thus, the executive must accommodate uncertainty in the world at large, the employees’ uncertainty, and his or her own uncertainty.Empirical analysis also highlights another aspect of executive skills. Executives need to be fast, not merely in the sense of having a high work capacity, but in the sense of never saying no or questioning deliveries.Above all, comparisons with leadership research reveal differences in the interpretation of empirical data. The way in which executives follow rules, for instance, is also described in research on leadership, but only as a phenomenon linked with unusual situations, as when executives need to take emergency action in unforeseen circumstances, or make decisions in cases that are not covered by the general rules, rather than as a day-to-day occurrence. Similarly, there is a difference in perspectives on handling uncertainty. In leadership research, this is described as the executive dealing with something that has gone wrong and putting it right. In the study at hand, the concept is expanded, to demonstrate that the executive’s actions can involve accommodating the worries that this uncertainty breeds within the organisation.Empirical data do not show any differences in the descriptions of the executive skills of women and men. Women and men practise these executive skills similarly. Men’s tendency to identify themselves with senior management, however, is interpreted as a sign of homosocial structures in the organisation. The fact that men are more ambivalent than women faced with the opportunity and responsibility of promoting change consequently indicates that admittance into a homosocial structure restricts their freedom of action.There is a difference, however, between the executive skills of women and men in that women, unlike men, have to relate to the issue of their own gender. Their approach to this can vary between two leadership discourses; one that is gender-neutral, and one where gender is significant. Women’s knowledge of how gender is constructed in organisations, in leadership and in other structures and processes, is thus included in the tacit knowledge that comprises their skills.Keywords: executive, manager, management, leadership, gender, skills, tacit knowledge, follow rules, breaking rules, rules, decision-making, accommodate uncertainty, homosocial structures.
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| 40. |
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| 41. |
- Snickare, Lotta, et al.
(författare)
-
Men, Masculinities and Professional Hierarchies
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Damm Akademisk. ; , s. 53-79-
-
Bokkapitel (refereegranskat)abstract
- Research on gender equality in academia addresses men’s experiences to only a limited extent, and the significance of masculine norms is also poorly elucidated. In this chapter, we present our results on the effects of male dominance in the Faculty of Mathematics and Natural Sciences in the University of Oslo. We first discuss whether it is an advantage to be a man at the faculty. Our data mainly confirms this. The main career challenges and problems affect men as well as women, but less frequently. We were not able to identify a specific “male” pattern of problems. Instead, the most frequent problems among the men resemble the problems among the women, like unfair competition and devaluation. In the interviews, some men feel “as affected as women” and oppose specific measures for women. Yet the survey data shows that women are more affected, especially in some respects, like combining career and care leave, and unwanted sexual attention. There are also signs of informal comradeship among men, an inadequately examined majority position, the idea that an academic career is incompatible with family and caregiving – not just for women, but for men too – and tendencies towards a persistent connection between men, masculinity and professional hierarchies.
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| 42. |
- Snickare, Lotta, et al.
(författare)
-
Menn, maskulinitet og faghierarki
- 2021. - 1
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Ingår i: <em>Likestilling i akademia – fra kunnskap til endring</em>. - Oslo : Cappelen Damm Akademisk. ; , s. 49-74
-
Bokkapitel (refereegranskat)abstract
- Research on gender equality in academia only addresses men’s experiences to a limited extent, and the significance of masculine norms is also poorly elucidated. In this chapter, we present our results on the effects of male dominance in the Faculty of Mathematics and Natural Sciences. We first discuss whether it is an advantage to be a man at the faculty. The simple answer, based on our data, is “yes”. However, although we could not identify a specific “male” pattern of problems, a significant proportion of men experience problems – some feel “as affected as women” and oppose specific measures for women. There are also indications of informal communities of men, a poorly-considered majority position, the notion that an academic career is incompatible with family and caregiving – not just for women, but for men too – and tendencies toward an unyielding connection between men, masculinity and professional hierarchies.
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| 43. |
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| 44. |
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| 45. |
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| 46. |
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| 47. |
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| 48. |
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| 49. |
- Snickare, Lotta, et al.
(författare)
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Sexual harassment : Not an Isolated Problem
- 2022
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Ingår i: Gender Equality in Academia. - Oslo : Cappelen Damm Akademisk. ; , s. 81-106
-
Bokkapitel (refereegranskat)abstract
- Is sexual harassment in academia an isolated problem, or is it linked to the academic work environment and culture? Research at the Faculty of Mathematics and Natural Sciences in the University of Oslo supports the latter view. Results show how sexual harassment is associated with problematic features of the workplace organization, environment and culture. This is especially clear in the case of unwanted sexual attention, which is closely linked to professional devaluation and other problems. Other more serious forms (unwanted physical contact, coercion, stalking, assault) are less frequent, yet clearly associated with unwanted sexual attention. The chapter presents and analyzes sexual harassment data in view of other recent research, and discusses why this topic is important, and how research can be improved.
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| 50. |
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