Reader in Gender, Work and Organization

This reader presents students with an alternative conceptual approach to gender in the workplace. This approach traces the alignment of commonly held assumptions about work and competence with idealized images of masculinity. The readings then illustrate how this alignment limits opportunities for all but a small narrowly defined segment of the workforce. These limitations not only affect the work experiences of women and men, but also restrict how work gets done, and therefore reduce organizational effectiveness.
The contributors take stock of the most important recent work on gender and diversity in organizations and apply it to mainstream contemporary management. The result is a book that not only gives readers a deeper understanding of gender and diversity in organizations, but also provokes new ways of thinking about traditional topics, such as leadership, human resource management, negotiation, globalization and organizational change.

Spis treści:
Preface.
Part I: Introducing Gender:.
1. Introducing Gender: Overview: Joyce K. Fletcher and Robin J. Ely.
2. Making Change: A Framework for Promoting Gender Equity in Organizations: Deborah Kolb, Joyce K. Fletcher, Debra Meyerson, Deborah Merrill Sands, and Robin J. Ely.
3. The Managerial Woman: Margaret Hennig and Anne Jardim.
4. The Female Advantage: Sally Helgesen.
5. Men And Women of The Corporation: Rosabeth Moss Kanter.
6. Hierarchies, Jobs, Bodies: A Theory of Gendered Organizations: Joan Acker.
7. Doing Gender: Candace West and Don H. Zimmerman.
8. Breaking the Silence: On Men, Masculinities, and Managements: David L. Collinson and Jeff Hearn.
9. Naming Men As Men: Implications For Work, Organization and Management: David L. Collinson and Jeff Hearn.
10. Complicating Gender: The Simultaneity of Race, Gender, and Class In Organization Change(Ing): Evangelina Holvino.
Part II: Negotiation:.
11. Negotiation: Overview: Deborah M. Kol b.
12. Integrative Bargaining: Does Gender Make a Difference? Patrick S. Calhoun and William P. Smith.
13. Gender Versus Power As A Predictor Of Negotiation Behavior And Outcomes: Carol Watson.
14. Gender and the Shadow Negotiation: Deborah M. Kolb.
15. Rethinking Negotiation: Feminist Views of Communication and Exchange: Linda L. Putnam and Deborah M. Kolb.
Part III: Leadership:.
16. Leadership: Overview: Robin J. Ely.
17. The Difference “Difference” Makes: Deborah Rhode.
18. Gender, Culture and Leadership: Toward a Culturally Distinct Model of African–American Women Executives′ Leadership Strategies: Patricia Parker and Dt Ogilvie.
19. The Greatly Exaggerated Demise of Heroic Leadership: Joyce K. Fletcher.
20. When Women Lead: The Visibility–Vulnerability Spiral: Kathy E. Kram and Marion Mccollom Hampton.
Part IV: Organizational Change And Intervention:.
21. Organization Change and Intervention: Overview: Debra E. Meyerson and Robin J. Ely.
22. A Modest Manifesto for Shattering the Glass Ceiling: Debra E. Meyerson and Joyce K. Fletcher.
23. Action Learning, Fragmentation And The Interaction Of Single–, Double– And Triple–Loop Change: A Case Of Gay and Lesbian Workplace Advocacy: Erica Gabrielle Foldy and W. E. Douglas Creed.
24. Complicating Gender: The Simultaneity of Race, Gender, and Class in Organization Change(Ing): Evangelina Holvino.
25. Tempered Radicalism: Debra E. Meyerson and Maureen A. Scully.
26. The Transformation of Silence Into Language and Action: Audre Lorde.
Part V: Human Resource Management:.
27. Human Resource Management: Overview: Maureen A. Scully.
28. Meritocracy: Maureen A. Scully.
29. Mentoring Relationships Through the Lens of Race and Gender: Stacy Blake–Beard.
30. Nickeled And Dimed: On (Not) Getting by in America: Barbara Eherenreich.
31. Building Successful Multicultural Organizations: Chall enges and Opportunities: Marlene G. Fine.
Part VI: Diversity:.
32. Diversity: Overview: Robin J. Ely and Erica Gabrielle Foldy.
33. Working With Diversity: A Focus on Global Organizations: Deborah Merrill–Sands and Evangelina Holvino, With James Cumming.
34. Our Separate Ways: Ella J. E. Bell and Stella M. Nkomo.
35. Making Differences Matter: A New Paradigm for Managing Diversity: David A. Thomas and Robin J. Ely.
Part VII: Globalization:.
36. Globalization: Overview: Evangelina Holvino.
37. Dangerous Liaisons: The Feminine in Management Meets Globalization: Marta B. Calás and Linda Smircich.
38. The Nanny Chain: Arlie R. Hochschild.
39. Maquiladoras: The View From the Inside: María Patricia Fernández Kelly.
40. It Takes Two: Cynthia Enloe.
Index.

Nota biograficzna:
Robin J. Ely is Associate Professor of Organizational Behavior at the Harvard Business School and affiliated faculty member at the Center for Gender in Organizations, Simmons School of Management. She is author of numerous articles published in scholarly and popular management journals and is a co–editor of Mentoring Dilemmas: Developmental Relationships in Multicultural Organizations (ed. with A. J. Murrell and F. J. Crosby, 1999).
Erica Gabrielle Foldy is a Postdoctoral Fellow at Harvard Business School, a Researcher at the Center for Gender in Organizations, Simmons School of Management, and an Assistant Professor at the Wagner School of Public Service at New York University. Her work has been published in several journals and edited volumes.

Maureen A. Scully is Professor of Management at the Center for Gender in Organizations, Simmons School of Management. She is author of numerous articles published in management journals and is a co–author of Managing for the Future: Organizational Behavior and Processes (with D. Ancona, T. Kochan, J. Van Maanen, and E. Westn ey, second edition 1998). She is currently working on a book, Luck, Pluck, or Merit? How Americans Make Sense of Inequality.

Okładka tylna:
This reader presents students with an alternative conceptual approach to gender in the workplace. This approach traces the alignment of commonly held assumptions about work and competence with idealized images of masculinity. The readings then illustrate how this alignment limits opportunities for all but a small narrowly defined segment of the workforce. These limitations not only affect the work experiences of women and men, but also restrict how work gets done, and therefore reduce organizational effectiveness.
The contributors take stock of the most important recent work on gender and diversity in organizations and apply it to mainstream contemporary management. The result is a book that not only gives readers a deeper understanding of gender and diversity in organizations, but also provokes new ways of thinking about traditional topics, such as leadership, human resource management, negotiation, globalization and organizational change.