By Catherine Itzen, Janet Newman
An interesting contribution to the expanding physique of information approximately gender and enterprises, Gender, tradition and Organizational swap examines gender-based inequality in businesses and considers how sexual and social relatives among men and women according to sexuality, energy and regulate make certain the cultures, constructions and practices of association and the reports of fellows and ladies operating in them. Gender, tradition and Organizational swap represents a decade of expertise of dealing with swap and imposing idea in public area corporations in the course of a interval of significant social, political and fiscal transition and analyses the development that has been made. It expands to make wider connections with girls and exchange unions in Europe and administration improvement for girls within the "developing" nations of Africa and Asia. it is going to be priceless interpreting for college kids in social coverage, gender experiences and sociology and for execs with an curiosity in knowing the dynamics of the office.
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Additional info for Gender, Culture and Organizational Change: Putting Theory Into Practice
Example text
Again, while there were no survey data on the men in these departments, many of the men interviewed had ‘leap-frogged’ up the hierarchy, skipping grades, or using ‘acting up’ arrangements as a jumping-off point. The survey data were also validated by information provided by women in the group interviews. Training Sixty-nine per cent of women had been on training courses in the previous two years, about half of these (51 per cent) receiving qualifications training and half (49 per cent) having been on in-service training courses.
It draws on postmodernist approaches emerging within the social sciences, which are concerned with analysis of the differentiation and fragmentation of the social world (and of individuals within it), and with the dislocation of traditional lines of social cohesion and division. This model and its possibilities and limitations are explored more fully in Chapter 7 of this volume. Here, I want to summarize briefly the relevance to analysing the gender dynamics of organizational culture of each of the three perspectives outlined above.
Firstly, ‘mixed messages’ occur in the overlaying of old and emergent gender identities. These give rise to contradictions and tensions which greatly add to the stresses women experience in their organizational lives. Secondly, the dynamics of change will open up new agendas for action and will point to the limitations of some older ones. The ‘transformational‘culture, for example, is undoubtedly beneficial to some women; but it has its own limitations (such as the models of leadership on which it is based).