In: Organization studies: an international multidisciplinary journal devoted to the study of organizations, organizing, and the organized in and between societies, Band 39, Heft 1, S. 19-45
A continuing challenge for organizations is the persistent underrepresentation of women in senior roles, which gained a particular prominence during the global financial crisis (GFC). The GFC has raised questions regarding the forms of leadership that allowed the crisis to happen and alternative proposals regarding how future crises might be avoided. Within this context women's leadership has been positioned as an ethical alternative to styles of masculinist leadership that led to the crisis in the first place. Through a multimodal discursive analysis this article examines the socio-cultural assumptions sustaining the gendering of leadership in the popular press to critically analyse how women's leadership is represented during the GFC of 2008–2012. Highlighting the media's portrayal of women's leadership as a gendered field of activity where different forms of gender capital come into play, we identify three sets of dialectics: women as leaders and women as feminine, women as credible leaders and women as lacking in credibility, and women as victims and women as their own worst enemies. Together, the dialectics work together to form a discursive pattern framed by a male leadership model that narrates the promise of women leaders, yet the disappointment that they are not men. Our study extends understandings regarding how female and feminine forms of gender capital operate dialectically, where the media employs feminine capital to promote women's positioning as leaders yet also leverages female capital as a constraint. We propose that this understanding can be of value to organizations to understand the impact and influence of discourse on efforts to promote women into leadership roles.
This article explains alternative ways of understanding the nature of the relationship between managers and management educators. The authors examine contrasting views of the relationship as expressed in the "critical" management literature. Based on Antonio Gramsci's ideas, the article develops the position for a less hierarchical relationship in which managers' ideas are given equal standing with those of educators and researchers.
Against a backdrop of contentious political landscapes of Brexit and the Trump victory, we reflect on our own experience of an attempt to engage in an activist event for academics that failed. We contend that our experiences of failure in this event, revealed by fantasy spaces and emotional derailment, serve as lessons for reinvigorating possibilities for academic activism. To provide background, we describe an event designed to form a policy as a collective response to the populism of Donald Trump. We then reflect on our role as critical scholars in this event that failed to meet our objective and taught us other important lessons. Our analysis leads us to address three orthodoxies: diatribes decrying the awfulness of Trump and his administration cronies create fantasy spaces that might 'feel' good, but are actually counterproductive; academia itself is a site for activism that has far-reaching implications; and hiding failure is a form of collaboration with performativity. Our provocation is, in part, to resist the 'heroic' and grandiose success story narrative—both in academia and activism. We do this by foregrounding vulnerability through sharing our own story of failure and reflecting on some of the devices that derailed our attempt at academic activism.
Cover -- EDITORIAL ADVISORY BOARD -- Guest editorial -- Women's leadership and gendered experiences in tech cities -- Driving new narratives: women-leader identities in the automotive industry -- Women in senior management positions at South African universities -- Women's ways of leading: the environmental effect.
Zugriffsoptionen:
Die folgenden Links führen aus den jeweiligen lokalen Bibliotheken zum Volltext:
Building on studies looking into how professionals encounter stigma and negotiate their work lives, this article fills a gap in extant sociological literature on gender and professional work by providing original qualitative data on professional women's supported re-entry-to-work experiences. Examining the development of returner programmes in the UK, we investigate the supportive factors in the mitigation of stigma threats associated with the returner status, including organisational support and individual stigma-management strategies. We examine how these social processes contribute to alleviating stigmatisation only partially, while maintaining persistent wage and career discrimination for women returners. To explain this mixed result, we explore the way in which women returners inhabit neoliberal feminist subjectivities.
The rise of populist leaders in the political sphere mounts a challenge to normative understandings of leadership. To better understand this challenge, we examine how political leaders mobilise different forms of social capital in pursuit of leadership legitimacy, providing insight into the dynamics of how leadership norms are maintained. While research has tended to focus on specific forms of capital, this article considers capital as multi-dimensional and strategically mobilised. The article applies a multimodal analysis to examine interactions between Donald Trump and Hillary Clinton during peak 'Twitter Moments' of the three 2016 presidential election debates. We theorise the paradoxical dynamics of the mobilisation of multiple capitals and their intersection as a simultaneously disruptive and reproductive resource. While the mobilisation of multiple capitals operates to disrupt traditional notions of who can claim legitimacy as a leader in the political field, their disruptive mobilisation serves to reproduce implicit heteronormative leadership values. Hence, our theorisation illuminates the resilience of implicit leadership values, and their intimate connection with heteronormativity, calling for the need to interrogate leadership legitimacy claims that promise 'new' approaches.
Purpose The purpose of this paper is to establish the extent to which prospective students can see a visible commitment to study gender in the UK business/management school curriculum prior to enrolment.
Design/methodology/approach A content analysis of the descriptions of modules offered as part of business and management degrees offered by 112 UK universities was conducted. The analysis was restricted to the publicly available information on the websites visible to prospective students. Descriptive statistics regarding the distribution of gender topics across programmes and higher education institutions are presented in addition to university group affiliation (e.g. Russell Group) and accreditation in respect of variables.
Findings The analysis reveals significant gaps in the undergraduate and taught postgraduate offerings of UK business schools that the authors suggest are reflective of subject silos, and institutional risk reduction strategies.
Research limitations/implications The authors conclude by arguing that accreditation bodies can use their influence to leverage change and to ensure gender content becomes core to curriculum design and its visibility as part of the practice of management to prospective students.
Originality/value This study provides a benchmark for the visibility of gender as an issue and perspective within UK business/management school offerings.
"Human Resource Development: Critical Perspectives and Practices is a landmark textbook on HRD scholarship and practice and is a significant departure from the standard HRD texts available. Based on Bierema and Callahan's (2014) framework for critical human resource development, this book develops an understanding of HRD that addresses both key and contested, issues of practice associated with relating, learning, changing, and organizing for organizations. This book covers the basic tenets of HRD, interrogates the dominant paradigms and practices of the field, teaches readers how to critically assess HRD practices and outcomes, and provides critical alternatives to practice. The text also addresses HRD as a contested practice and the importance for HRD professionals to reflect on their values, maintain their sanity, and retain their employment while attempting to do this difficult work that serves multiple stakeholders. The text weaves in Notes from the World of HRD from international academics and practitioners, giving readers an insight into HRD issues across the globe. This critical text offers an exciting alternative to the instrumentalist, managerialist and masculine perspective of other books. Designed for students and practitioners, this textbook will be essential reading for upper-level courses on human resource development, human resource management and adult education"--
Purpose The purpose of this special issue is to extend the Economic and Social Sciences Research Council (ESRC)-funded UK seminar series–Challenging Gendered Media (Mis)Representations of Women Professionals and Leaders; and to highlight research into the gendered media constructions of women managers and leaders and outline effective methods and methodologies into diverse media.
Design/methodology/approach Gendered analysis of television, autobiographies (of Sheryl Sandberg, Karren Brady, Hillary Clinton and Julia Gillard), broadcast news media and media press through critical discourse analysis, thematic analysis, metaphor and computer-aided text analysis software following the format of the Gender Media Monitoring Project (2015) and [critical] ecological framework for advancing social change.
Findings The papers surface the gendered nature of media constructions of women managers and leaders and offer methods and methodologies for others to follow to interrogate gendered media. Further, the papers discuss – how women's leadership is glamourized, fetishized and sexualized; the embodiment of leadership for women; how popular culture can subvert the dominant gaze; how women use agency and how powerful gendered norms shape perceptions, discourses and norms and how these are resisted, repudiated and represented.
Practical implications The papers focus upon how the media constructs women managers and leaders and offer implications of how media influences and is influenced by practice. There are recommendations provided as to how the media could itself be organized differently to reflect diverse audiences, and what can be done to challenge gendered media.
Social implications Challenging gendered media representations of women managers and leaders is critical to social justice and equality for women in management and leadership.
Originality/value This is an invited Special Issue comprising inaugural collection of research through which we get to "see" women and leaders and the gendered media gaze and to learn from research into popular culture through analysis of television, autobiographies and media press.
How do women navigate and make space for themselves in workspaces where they are not perceived to fit? Women in male-dominated careers often face perceptions of role misfit, leading them to engage in impression management. Using a mixed-methods design, we investigate if women stand-up comedians present as female gendered at work in two settings – one dominated by male performers ( N = 257) and one featuring more gender diverse performers ( N = 843). Women, as compared with men, presented more gendered in the more gender diverse performer setting and less gendered in the male-performer dominated setting. Using Lorber's taxonomy of feminisms as a lens, assessment of how women presented their gender further implied greater constraint on women in the male-dominated, compared with the diverse, setting. Our findings support Roberts' theory of social identity-based impression management (SIM) in the novel context of stand-up comedy, refine the theory by presenting a fifth SIM strategy, and demonstrate how women are able to adapt their feminism to the characteristics of the situation, thus helping secure their position in settings where they may be unwelcomed. These findings have theoretical implications for impression management and feminism, and practical implications for workplace equality initiatives.
