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  • 1
    Digitale Medien
    Digitale Medien
    Accessing Board Positions: a comparison of female and male board members’ views (2005)
    Oxford, UK : Blackwell Publishing Ltd.
    Corporate governance 13 (2005), S. 0 
    Details
    ISSN: 1467-8683
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Politikwissenschaft , Wirtschaftswissenschaften
    Notizen: In Australia, as in many Western industrialised countries, women accessing corporate board positions are still the exception to the rule. This paper reports research exploring men's and women's views on the factors crucial in attaining a board position. While both groups identified the importance of a strong track record, a good understanding of business principles and business contacts in gaining board positions, we found that women also highlighted the importance of high visibility and family contacts to account for their nomination to boards. It seems that women's competence has to be widely acknowledged in the public domain or through family connections before boards, or their nominating committees, will be prepared to “risk” having a woman on the board.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1467-8683.2005.00475.x
    Standort Signatur Erwartet Verfügbarkeit
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  • 2
    Digitale Medien
    Digitale Medien
    No change from within: senior women managers' response to gendered organizational structures (2003)
    Bradford : Emerald
    Women in management review 18 (2003), S. 299-310 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: The gendered nature of organizations has now been well established by feminist researchers. In particular, the most senior levels of management have been identified as sites of hegemonic masculinity; the causes of which are complex, socially reproduced inter-relationships that are highly resistant to change. While it has been argued that these structures will become less problematic as more women enter the paid workforce and more move into senior management, in this paper this argument is challenged. Recent research by the authors concerning women in the most senior ranks of management in the private sector in Australia suggests that, while the majority of these women identify the need for change, they have not used their role in senior management as a means of challenging gendered structures. The implications of the findings are that it is invalid to assume that change will come about through increasing numbers of women in management. Other means of challenging gendered organizational structures must be implemented, if quantifiable change is to come about.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649420310491477
    Standort Signatur Erwartet Verfügbarkeit
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  • 3
    Digitale Medien
    Digitale Medien
    Affirmative action in Australia - employment statistics can't tell the whole story (1995)
    Bradford : Emerald
    Women in management review 10 (1995), S. 26-34 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: The Affirmative Action (Equal Employment Opportunity for Women) Act1986, requires all private sector employers in Australia with more than100 employees to report annually on programmes they have developed toimprove women's employment opportunities. A criterion sampling approachwas used to identify organizations whose public reports to theAffirmative Action Agency in 1992, contained at least some evidence ofaffirmative action programme development. There were 288 organizationsidentified in this way. The employment profiles of these 288organizations for the period 1991-1993 are compared with a random sampleof another 288 organizations reporting to the agency over the sameperiod. There are no clear conclusions which can be drawn from theemployment profiles. What does emerge from the analysis is that simplequantitative measures of the effects of affirmative action are clearlyinadequate to capture women's employment experiences.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649429510084612
    Standort Signatur Erwartet Verfügbarkeit
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  • 4
    Digitale Medien
    Digitale Medien
    Workplace flexibility: reconciling the needs of employers and employees (2001)
    Bradford : Emerald
    Women in management review 16 (2001), S. 5-11 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: The rapid expansion in part-time employment in Australia over the past two decades has largely been driven by organisations' desire to achieve numerical and functional flexibility (the business case for flexibility) rather than a desire to assist employees balance work and family responsibilities (the equal opportunities case for flexibility). Argues that the differences between the business and equal opportunities discourses surrounding flexibility result in significant problems for both employees and organisations - problems that limit the growth of the individual and the organisation. For part-time employment to be an effective organisational strategy, it is critical that the human resource management (HRM) role actively negotiate between the different needs of employers and employees. This will entail making both parties' needs explicit, acknowledging the differences between their needs and directing efforts towards constructing outcomes that are mutually satisfying.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649420110380238
    Standort Signatur Erwartet Verfügbarkeit
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  • 5
    Digitale Medien
    Digitale Medien
    Ms representations: women, management and popular culture (1999)
    Bradford : Emerald
    Women in management review 14 (1999), S. 14-20 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: Popular representations of the workplace have tended to construct women as unsuited to management and leadership roles. In their reflective capacity these popular fictional texts illustrate the workplace. In their capacity to construct popular perceptions of "reality", the texts offer an important insight into women's and men's understandings and expectations of their workplace relationships. In this article we reflect on how popular films, plays and television shows can make visible some manifestations of the kinds of resistance women continue to experience in non-traditional domains such as management. While these kinds of texts have not been central to the analysis of workplace relations within the management literature, we argue that as social documents they have much to contribute to an understanding of the limited advancement of women.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649429910255456
    Standort Signatur Erwartet Verfügbarkeit
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  • 6
    Digitale Medien
    Digitale Medien
    Managers in Cartoons - They are Still Men in the (1994)
    Bradford : Emerald
    Women in management review 9 (1994), S. 20-24 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: A number of articles have appeared in the Harvard Business Review(HBR) in recent years in which reference is made to the traditional viewthat male = manager, and how this has worked against women makinginroads into senior management positions. The HBR often interspersescartoons among the articles - cartoons which appear to perpetuate themale-as-manager norm. The results of a content analysis of the cartoonsappearing in the HBR over the five-year period, 1988-1992 are presented.The content analysis suggests women appear as marginal players in thecartoon images of the organizational world. Not only do women appear insubstantially fewer cartoons than men, there is also a wide divergencein how men and women are portrayed. The most common representations ofwomen are as wife or secretary, although there is the occasional nurse,air hostess and fortune-teller! The images of men, however, areoverwhelmingly associated with paid work. The images of women and menportrayed in the HBR perpetuate and reinforce the expectation that"male = manager". It may be that such cartoons can be considered trivialon their own, but cumulatively they can play a powerful role in definingthe "appropriate" person for the manager's job.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649429410062239
    Standort Signatur Erwartet Verfügbarkeit
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  • 7
    Digitale Medien
    Digitale Medien
    Patterns in the policies: affirmative action in Australia (1998)
    Bradford : Emerald
    Women in management review 13 (1998), S. 243-252 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: Although affirmative action is often referred to as though it was an homogeneous entity, the reality is that affirmative action policies can take many different forms. To date, the variety of affirmative action policies that have been implemented in Australia has not been well-documented. In this paper, a framework is developed to describe the variety of affirmative action policies being implemented in Australia in the 1990s. The most frequently reported policies by Australian organisations concern reviewing employment policies for discriminatory practices. The next most commonly reported policies relate to companies' efforts to assist employees to balance the competing roles of work and family. Policies that seek to challenge traditional patterns of employment, and policies that seek to "fix" women are less commonly reported by organisations. The breaking down of affirmative action into various types of policies provides scope for more fully exploring the question of the effectiveness of affirmative action policies.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649429810237088
    Standort Signatur Erwartet Verfügbarkeit
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  • 8
    Digitale Medien
    Digitale Medien
    "She says, he says": women's and men's views of the composition of boards (2003)
    Bradford : Emerald
    Women in management review 18 (2003), S. 147-154 
    Details
    ISSN: 0964-9425
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Sociologie , Wirtschaftswissenschaften
    Notizen: While women have continued to increase their representation in the paid workforce, their representation on corporate boards in Australia remains very low. In this paper, the views of men and women board members of publicly-listed companies in Australia concerning the adequacy of the composition of boards and the factors contributing to women's low representation are explored and contrasted. It seems that these "successful" men and women have significantly different views on the benefits of homogeneity or diversity of board membership. While the men believe the current composition is generally adequate, the women are concerned about the lack of diversity of board membership. These findings are considered in the context of existing work on masculinity and identity politics that suggest that those who are part of the hegemonic group do not question the structures that sustain that hegemony.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/09649420310471109
    Standort Signatur Erwartet Verfügbarkeit
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  • 9
    Digitale Medien
    Digitale Medien
    Changing HRM practices with firm growth (2004)
    Bradford : Emerald
    Journal of small business & enterprise development 11 (2004), S. 474-485 
    Details
    ISSN: 1462-6004
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Wirtschaftswissenschaften
    Notizen: Despite common perceptions about the informality of human resource management (HRM) practices within small firms, few studies have considered how HRM practices change with firm size. This paper explores how HRM practices of small firms change as the size of the firm increases. Using data from micro, small and medium firms in Queensland, Australia, the paper reviews the recruitment and selection practices, training methods, performance appraisal and the maintenance of HR records and policies in these firms. The findings indicate a move towards hierarchical structures, increased documentation and more administrative processes as the number of employees increases. The increase is rapid initially and then occurs at a slower pace thereafter. Such changes have implications for the management of the employment relationship. The paper concludes that HRM practices in small firms cannot be portrayed by a standardised description and that management training and advice for small firms must recognise the diversity associated with this important sector of the Australian economy.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/14626000410567125
    Standort Signatur Erwartet Verfügbarkeit
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  • 10
    Digitale Medien
    Digitale Medien
    A view from the top: women on the boards of public companies (2001)
    Bradford : Emerald
    Corporate governance 1 (2001), S. 8-15 
    Details
    ISSN: 1472-0701
    Quelle: Emerald Fulltext Archive Database 1994-2005
    Thema: Wirtschaftswissenschaften
    Notizen: In this paper, women's representation on public boards in Australia is explored from two perspectives. First, a gender profile of board membership is developed from the public reports submitted to the Australian Stock Exchange. This analysis suggests that in Australia, the majority of public boards comprise only men and where there are women on public boards, they are likely to be the lone woman amongst many men when the board meeting comes to order. Second, women's own reports of how they accessed and have experienced membership of public boards are explored. What many women suggest is that in accessing boards, it is often the case that it is "who you know not what you know".
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1108/EUM0000000005456
    Standort Signatur Erwartet Verfügbarkeit
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