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Senior Levels (senior + level)
Selected AbstractsThe Importance of Role Models and Demographic Context for Senior Women's Work Identity DevelopmentINTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, Issue 3 2010Ruth H.V. Sealy The lack of senior female role models continues to be cited as a key barrier to women's career success. Yet there is little academic research into the gendered aspects of role modelling in organizations, or the utility of role models at a senior level. The paper starts with a review of papers examining the construction of role models in organizational settings. This leads to the inclusion of two related areas , organizational demographics as the contextual factor affecting the availability of role models and how they are perceived, and work identity formation as a possible key explanatory factor behind the link between the lack of senior female role models and the lack of career progression to top organizational levels. The literature looking at social theories of identity formation is then considered from a gender perspective. The key gaps identified are that while the behavioural value of role models has been well documented, a better understanding is needed of how gender and organizational demography influence the role modelling process. Importantly, the symbolic value and possibly other values of female role models in the identity construction of senior women require further in-depth investigation. Finally, this review calls for a more integrated approach to the study of role models and work identity formation, pulling together literatures on organizational demography, the cognitive construal of role models and their importance for successful work identity formation in senior women. [source] Entering the Twilight Zone: The Local Complexities of Pay and Employment Equity in New ZealandGENDER, WORK & ORGANISATION, Issue 5 2009Deborah Jones This article introduces the recent pay and employment equity situation in the New Zealand state sector through a discussion of research carried out for a Pay and Employment Equity Taskforce. It investigates the twilight zone of pay and employment equity , the murky situations where pay and employment equity programmes already exist, but progress for senior women has stalled for no obvious reasons. Qualitative research is necessary to make sense of these complex situations and to complement labour-market level studies. The example used is a study of teachers in New Zealand schools, where a range of complex reasons, including lack of support, gendered job designs and intense workloads, creates a bottleneck for women at senior levels. The authors argue that highly decentralized human resources practices work against progress in equal employment opportunity in the state sector. [source] Questioning the Notion of Feminine Leadership: A Critical Perspective on the Gender Labelling of LeadershipGENDER, WORK & ORGANISATION, Issue 3 2000Yvonne Due Billing 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. [source] Leaders without ethics in global business: Corporate psychopathsJOURNAL OF PUBLIC AFFAIRS, Issue 3 2010Clive R. P. Boddy This paper introduces the concept of Corporate Psychopaths as ruthless employees who can successfully gain entry to organizations and can then get promoted within those organizations to reach senior managerial and leadership positions. What little empirical research currently exists supports the view that Corporate Psychopaths are more commonly found at senior levels of organizations. This paper presents further empirical evidence that supports this view. It discusses how, in a quantitative sample of 346 white-collar workers, in 2008, research using a psychopathy scale identified greater levels of psychopathy at more senior levels of corporations than at more junior levels. The paper goes on to propose that this is a universal issue that can pose various ethical problems for corporations because of the ruthless, selfish and conscience-free approach to life that Corporate Psychopaths have. Other ethical issues are to do with their moral accountability and with the problems associated with the possibility of screening employees for psychopathy. The paper reviews the literature on psychopathy and concludes that while psychopaths appear to be universal in occurrence, they may well be environmentally limited in their possible actions in more collectivist societies. However, the global spread of western, individualistically oriented corporations may pose a threat to any collectivist societies in which they operate. Copyright © 2010 John Wiley & Sons, Ltd. [source] | ||||||||||