Relevant bibliographies by topics / Gendered organisation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Gendered organisation'

Author: Grafiati
Published: 4 June 2021
Last updated: 19 February 2022

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Journal articles on the topic "Gendered organisation"

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Palmer, Alison, and Anita Bosch. "What makes representation of executive women in business happen?" Equality, Diversity and Inclusion: An International Journal 36, no. 4 (May 15, 2017): 306–20. http://dx.doi.org/10.1108/edi-09-2016-0071.

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Purpose The purpose of this paper is to identify the underlying organisational features, according to the gendered organisation theory, that have contributed to high levels of representation of women executives, contrary to the trend in the South African financial services industry. Design/methodology/approach A critical realist approach was employed, using semi-structured interviews, based on a theoretical framework of the gendered organisation. Data were aligned to the theoretical levels of critical realism. Findings The research found that the pool from which the successful candidates were appointed was influenced by two features. The first was the perceived attractiveness of the organisation as an employer, composed of organisational prestige, opportunity for altruism, and the sex of the CEO. The second was the role of the CEO as gatekeeper, most notably the CEO’s network and the impact of the similar-to-me paradigm during selection. Originality/value The utilisation of critical realism as an approach allowed for organisational features embedded in the theory of the gendered organisation to be identified and gives an indication of how the number of women at executive management level may be increased. The salient factors are the role the woman CEO played in the inclusion of more women at the executive level by virtue of her being a woman, and the attractiveness of the organisation to women employees. Organisational features identified were gendered towards the feminine.
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Silvestri, Marisa. "Visions of the Future: The Role of Senior Policewomen as Agents of Change." International Journal of Police Science & Management 1, no. 2 (May 1998): 148–61. http://dx.doi.org/10.1177/146135579900100205.

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Despite the plethora of research in policing, the majority of studies have focused almost exclusively on the lowest levels of the organisation and have paid little attention to gender issues. Very little is known about those involved in management and leadership in policing, even less is known about the ways in which management and leadership in the police organisation are gendered. As women move forwards and upwards in organisations, the tension between organisations and leadership as mediated by gender has become an increasingly topical area of study. This paper aims to explore and draw together some of the concerns with leadership and gender which are being raised during debates about new directions, functions and structures within organisations, and applies them to the police organisation. It proposes that empirical work be carried out to ascertain the role that senior policewomen play in organisational change, that is, to bring into focus the extent to which women in leadership positions in policing are and can become agents of change.
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Goetz, Anne Marie. "Managing organisational change: The gendered' organisation of space and time." Gender & Development 5, no. 1 (February 1997): 17–27. http://dx.doi.org/10.1080/741922300.

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Crawford, M., and B. Pini. "The Australian Parliament: A Gendered Organisation." Parliamentary Affairs 64, no. 1 (November 23, 2010): 82–105. http://dx.doi.org/10.1093/pa/gsq047.

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Efferin, Sujoko, Dianne Frisko, and Meliana Hartanto. "Management control system, leadership and gender ideology." Journal of Accounting in Emerging Economies 6, no. 4 (November 7, 2016): 314–39. http://dx.doi.org/10.1108/jaee-10-2013-0052.

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Purpose The purpose of this paper is to reveal the relations between management control system (MCS), leadership style and gender ideology. It investigates how a female leader’s gendered personal values are formed, translated, produced, and reproduced in her leadership style, the subsequent MCS and organisational life. Design/methodology/approach This is an interpretive case study that uses the anthropological lens of emic and etic views. The emic view is derived from the interpretation of the company’s subjects. The etic view refers to the interpretation of outsiders (the researchers and previous literatures). The combination of these two views enables an in-depth understanding of the case. Interviews, observation and documentary analysis were used to collect the data. Findings In a gendered society, a female leader will gain full respect if she demonstrates leadership behaviours that fit her subordinates’ gendered expectations. The leader’s and followers’ common gendered cultural background will result in leadership and followership that support each other. Gendered leadership produces gendered MCS. Gendered MCS is based on gendered cultural values that direct the behaviour of organisational members to focus on certain competencies based on a single gender perspective. In turn, the gendered MCS sustains and reinforces the gendered leadership. Research limitations/implications The study does not focus on the potential value of including feminine measures in MCS. In the future, MCS literatures need to explore the strategic advantages of introducing measures into the system in order to develop feminine competencies in organisation. Furthermore, the processes by which MCS reinforces gendered practices in a society are not explored in the study. Therefore, another important next step is to examine the patterns of the reinforcement processes and their magnitude in strengthening the biases beyond organisational boundaries (e.g. in professional and industrial practices). Practical implications This study encourages leaders to consider the use of masculine and feminine characters in MCS to increase organisational effectiveness, build a more humane organisational atmosphere, establish organisational cohesion and harmonise different personal aspirations. Originality/value MCS literatures tend to hide gender bias in the system. This study offers insight on how MCS translates, produces and reproduces societal gendered practices in organisational life.
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McKie, Linda, and Marjut Jyrkinen. "MyManagement: women managers in gendered and sexualised workplaces." Gender in Management: An International Journal 32, no. 2 (April 10, 2017): 98–110. http://dx.doi.org/10.1108/gm-04-2016-0091.

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Purpose The authors report on research with women managers, documenting their strategies in response to gendered and sexualised working life. The paper aims to offer a conceptual framework and suggest ways in which employing organisations and workers might recognise and address the myriad forms of discrimination. Design/methodology/approach A qualitative design was pursued with 15 one-to-one interviews and two focus groups involving 12 women managers aged from their 30s to 60s. Data were collected in Finland. Women were recruited through business networks. Participants worked in a range of private sector and voluntary sector organisations. Findings Finland is a country which enjoys an international reputation for gender equality, but across the data, women recounted numerous examples of how they navigate working life to manage sexualised and discriminatory encounters and comments. Women reported feeling under constant surveillance for their looks, dress and behaviours in and outside the workplace. Further, ageing brought with it challenges to remain energetic and youthful and enhance the image of the organisation. Originality/value Although a considerable body of research exists on (gendered) aesthetic labour at work in service and hospitality work, there are limited data on this in business and middle management. With an ageing workforce, and women continuing to encounter pressures with their physical appearance, behaviours and dress, they continually develop ways to negotiate their careers. The authors propose the concept of “MyManagement” as a self-technology to denote the ways how women manage workplace relationships, working life and career development as organisational practices remain gendered.
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Piggott, Lucy V., and Elizabeth CJ Pike. "‘CEO equals man’: Gender and informal organisational practices in English sport governance." International Review for the Sociology of Sport 55, no. 7 (August 5, 2019): 1009–25. http://dx.doi.org/10.1177/1012690219865980.

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Despite the benefits of diversity amongst sport leaders increasingly being argued by both researchers and practitioners, English sport governance remains gender-imbalanced at all levels of leadership. Within this article, we aim to explore how informal organisational practices within two established English national governing bodies impact upon gender equity and gender balance within their governance. This is important to raise awareness of the power of informal organisational practices to favour one gender over another. We present findings generated through a multi-method qualitative approach of semi-structured interviews and participant observation. Official documents from the two organisations were also drawn upon to add specific detail or fill information gaps during the collection, analysis and write-up of data. Throughout the article, we draw upon Bourdieu’s theory of practice to focus on the ways in which cultural resources, processes and institutions hold sport leaders within gendered hierarchies of dominance. We found that informal organisational practices contribute to the reinforcement of gendered structures of dominance which privilege (dominant) men and masculinity, and normalise and naturalise the positions of men as leaders. Some examples of resistance against inequitable informal practices were also evident. Drawing upon Bourdieu’s theorising, we highlight that alternative practices must be valued more highly by the organisation than current problematic practices in order for them to become legitimised, habitual and sustainable. We suggest that one way of achieving this is by linking gender-equitable governance to organisational values and performance to provide motivation for organisations to make genuine, sustainable change.
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Plowman, Penelope J. "The diary project: revealing the gendered organisation." Qualitative Research in Organizations and Management: An International Journal 5, no. 1 (May 11, 2010): 28–46. http://dx.doi.org/10.1108/17465641011042017.

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Mathiassen, Svend Erik, Malin Bolin, Gunilla Olofsdotter, and Elin Johansson. "Equal health at work? Protocol for an observational study of work organisation, workload and musculoskeletal complaints among women and men in grocery retail." BMJ Open 10, no. 1 (January 2020): e032409. http://dx.doi.org/10.1136/bmjopen-2019-032409.

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IntroductionWomen generally report more work-related musculoskeletal complaints than men and have higher rates of sickness absence, even within occupations. One likely reason is that work tasks within the occupation are gendered, that is, women and men have different tasks, even when sharing the same job title. Retail is an appealing sector for studying working conditions and work environment in a gender context. The prevalence of work-related complaints is high, physical loads may differ considerably between tasks and the distribution of tasks is likely gendered. The overall aim of this study in retail is to examine factors at the organisational and individual level that may, in a gender perspective, explain working conditions, work tasks, workloads and musculoskeletal health.Methods and analysesData will be collected in two grocery stores, each with 50–70 workers, at two occasions interspersed by about 1 year. In each of these four waves, data collection will include a web-based questionnaire to all workers addressing, for example, work tasks, psychosocial factors, fatigue and pain; semistructured interviews with managers and approximately 10 workers addressing, for example, competences and decision levels; and technical measurements of postures, movements and heart rate in about 30 workers. The study is novel in combining an organisational gender perspective addressed through qualitative methods with a quantitative analysis of tasks, workload and health. The design allows an examination of both how genders may differ, and why they may differ, as well as analyses of the extent to which gendered working conditions change over time in the two participating stores.Ethics and disseminationApproval of the study by the Swedish Ethical Review Authority (reference number 2017/404) has been obtained. This work will be disseminated by publication of peer-reviewed papers in scientific journals, presentations at scientific conferences and in meetings with representatives from Swedish retail, including unions and employers’ organisations.
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Plowman, Penelope J. "Participatory methodologies for intersectional research in organisations." Journal of Organizational Ethnography 5, no. 1 (March 14, 2016): 28–43. http://dx.doi.org/10.1108/joe-02-2015-0010.

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Purpose – The purpose of this paper is to explore what it means to do intersectional research in an organisational ethnographic case study addressing gender, race, power and change. The main contribution of this paper is a methodological one. The focus is on the relevance and experience of adapting two qualitative research methods – diary study and photographic method. Design/methodology/approach – The paper describes the design, implementation and impact of the diary and photographic methods. Both research methods combine personal reflection with group dialogue. The case study is framed by feminist analysis of the gendered organisation and examines subjectivities and gender power relations embedded in organisational culture. Findings – Insights from the case study indicate the importance of participatory methodologies for deepening organisational research in the context of an organisational ethnography; the adaptability of the diary and photo methods; the effectiveness of open questions for reflecting on race and gender when participants know the research context; the significance of reflexive practice; the importance of a process approach for organisational analysis and change. Research limitations/implications – The case study findings are generalisable. The adaptations of the two key methods are applicable for research in practice. The concrete methodologies are significant for intersectional research inside organisations. The choice of intersections to be studied will depend on the research context. Practical implications – The case study shows methodological refinements for researching gender, power and difference inside organisations. Originality/value – The paper provides methodological insights into how to conduct intersectional and deep organisational research.
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Dissertations / Theses on the topic "Gendered organisation"

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Smeaton, Elizabeth, and n/a. "Public sector reforms and gendered organisation." University of Canberra. Communication, Media & Tourism, 1995. http://erl.canberra.edu.au./public/adt-AUC20061109.082301.

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This study approaches the study of organisational communication in the Australian public sector by focussing on the gendered nature of the organisation, and presenting results from the grass roots or 'native' level (Gregory, 1983). The theoretical framework of this study draws on a diverse range of philosophical viewpoints, ranging from organisational communication and culture approaches, sociological perspectives, public sector research, and uniquely Australian conceptualisations of gender within the public sphere. This study introduces a new way of conceiving feminist bureaucrats (femocrats), in terms of their relationships with 'natives' within public sector organisations. Difficulties in identifying a distinctly Australian organisational communication arena result from both the paucity of organisational communication, grass roots, and public sector research, and because of the problematic task of assimilating 'bits' of divergent theories, with often incompatible views to inform one comprehensive theoretical framework. The results of focus group and individual interviews suggest that a 'managerial' culture exists both within and externally to public sector organisations. This managerialism originates from within patriarchal and masculine organisational structures, and from a shift of workplace practices where a public service model has been replaced by a more private sector, bottom line, results orientation. While the 'natives' in this study are not representative of all public sector employees, their discourse provides a glimpse into the concerns of grass roots members of organisations, a view that is significant in its absence from organisational communication research, particularly in the Australian context.
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Thomas, Robyn. "Appraisal in the gendered organisation : the experience of women academics." Thesis, University of South Wales, 1997. https://pure.southwales.ac.uk/en/studentthesis/appraisal-in-the-gendered-organisation(6c27a71b-f07a-46ee-9354-c5e0fd992d8e).html.

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This thesis investigates women academics' experiences of the gendered university culture, during a period of rapid change in the management of higher education and the academic profession. The research draws on a Foucauldian feminist methodology to understand how, and in what ways, the dominant discourses of the university culture constitute women academics' identities. In particular, the research questions the nature of the gender relations emerging as a result of the introduction of the discourses of 'new public management'. The research examines the ways in which these new discourses are promoted through a range of disciplinary technologies, including academic appraisal, and the impact this has on women academics' professional roles and identities. The empirical work is based on three university case studies, from both the 'old' and 'new' university sectors. In each case study, the women academics tell of their experiences of the gendered university culture, and their perceptions of the appraisal process. The findings suggest that the recent changes in the management of universities have reinforced and strengthened the masculine discourses of the gendered academy. The opportunities for women to exploit the discursive spaces arising from the recent unseating of the traditional discourses of the academy have been marginal. Through the adoption of a Foucauldian feminist methodology, this research has enabled women academics to have a voice in the shaping of knowledge about university organisations and management. In doing so, the research contributes to the understanding of gendered university cultures and the constitution of individual subjectivities, as well as, in the wider context, the gendered nature of organisations and organisational theory.
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Starken, Katja. "Individual gendered experiences of organisational elements impacting on knowledge creation processes in a knowledge-intensive organisation." Thesis, Northumbria University, 2013. http://nrl.northumbria.ac.uk/11368/.

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This thesis explores individual gendered experiences of organisational elements impacting on knowledge creation processes of management consultants in an international management consultancy. There have been calls to gain further insights into knowledge creation by exploring the impact of social aspects such as work practices, participation and organisational conflict on knowing and learning processes. These calls have been addressed mainly by considering single aspects of the organisational context and their impact on knowledge creation processes or by considering a range of different aspects of the organisational context but neglecting their interrelationship. This current research explores management consultants’ experiences of various social aspects, which are understood as organisational elements, impacting on knowledge creation processes and the interrelationships between these aspects. According to the social-constructionist perspective on knowledge and learning, social interaction is integral to knowing and learning. Since gender is understood to impact on social interaction, in this thesis it is acknowledged that knowledge creation, which is inherent to knowing and learning processes, is influenced by gender. Previous research tended to neglect the impact of gender on individual experiences of knowledge creation processes. More recently, women’s inclusion and exclusion from knowledge creation processes in organisations has been explored through a theoretical analysis of a single organisational aspect, knowledge creation through networking. Drawing upon a social-constructionist perspective on knowing and learning and gender in organisations, this thesis contributes to theory in the area of knowledge creation and gender in organisations by placing special emphasis on the role of gender whilst exploring various key aspects of the organisational context impacting on individual experiences of knowledge creation processes. The theoretical potential of this research is developed through an exploratory case study of 15 men and women consultants working for the case study organisation. Through semi-structured interviews, accounts of individual gendered experiences of organisational elements impacting on knowledge creation processes were explored. Here, women, who have been neglected in previous research, received the same attention as men. New insights are offered by not only exploring women’s experiences and the potential differences between women’s and men’s experiences but also considering the differences within the women’s and men’s accounts. Following an autoethnographic approach this research also offers a view from the ‘inside’ by including the researcher’s own experiences as an insider management consultant, thus offering a further contribution. This thesis argues that career opportunities, individual acknowledgement within the organisational context, motivation and trustful relationships are key aspects impacting on knowledge creation experiences of women and men management consultants. These aspects are interlinked and impact on each other. The research offers career opportunities and individual acknowledgement as key influences to the field of knowledge creation. Further, it illustrates how individuals’ experiences of organisational elements that impact on knowledge creation processes in a knowledge-intensive organisation are gendered.
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Wang, Shih-Chih. "Transforming the gendered organisation of labour : factory women and industrialisation in Taiwan, 1960-2000." Thesis, University of Essex, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.433579.

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Ketonen, Ida E. "Gender Equality as an Idea and Practice - A Case Study of an Office at the United Nations Headquarters." Thesis, Linköpings universitet, Institutionen för tema, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-150357.

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Achieving gender equality and empowering all women and girls, is one of the United Nations (UN) core objectives. However, the UN has been struggling with achieving gender balance in its own organisation, despite numerous attempts. Men have been in numerical dominance at the UN since inception, especially on senior positions. This case study takes place just months after the System-wide strategy for gender parity was launched by Secretary-General Guterres. It captures the initial reactions through in-depth, semi-structured interviews with five women working in one UN body at the UN Headquarters in Geneva, Switzerland. Through these stories and experiences, this thesis aims to analyse the UN as a gendered organisation, focusing on organisational structure and culture. I argue that gendered processes of the organisational structure and culture preserve the male-dominance by having including effects on men and excluding effects on women. In this thesis I use gendered processes (Acker 1992), combined with post-structural policy analysis (Bacchi 2009) and complex systems theory (Ramalingam 2013), as analytical tools to show how equality is constructed and understood as an idea and in practice.
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Strid, Sofia. "Gendered interests in the European Union : the European Women's Lobby and the organisation and representation of women's interests /." Doctoral thesis, Örebro : Örebro University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-8633.

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Huang, Yuqin. "Transforming the gendered organisation of labour and leisure : woman, labour, leisure and family in an inland Chinese village, 1926-2006." Thesis, University of Essex, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499792.

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Omsford, Axelsson Anna. "Who is represented? : A content analysis of municipality websites in Värmland county." Thesis, Linköpings universitet, Tema Genus, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166521.

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This is a study about how the 16 different municipalities in Värmland county are representing ​diversity and equality on their websites by use of content analysis. I analysed diversity and equality in photos of people, ​first in a general context on the municipality homepages and then on their pages related to business and work. I found that there was a substantial knowledge gap in this area (of analysing official messages through photos displayed in the municipal context), although much research has been done previously on commercial imagery, for instance in advertising. From my analysis I concluded that nearly all of the municipalities in Värmland county could and should improve on representing diversity in their photos, both on their homepages and on their pages related to business and work. Looking at representations of gender only, the county of Värmland as a whole is closing in on a almost equal representation of women and men. But with some municipalities sprawling representing only one gender, there is definitely room for improvement here as well.
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Gotvik, Denise, and Malin Öström. ""Man måste bädda för att inte bli ifrågasatt" : En kvalitativ studie om hur bakslagseffekten verkar i en kvinnodominerad organisation när kvinnor avancerar i hierarkin." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26884.

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Syfte: Syftet är att skapa en djupare förståelse för hur bakslagseffekten verkar inom en kvinnodominerad organisation när kvinnor avancerar i hierarkin. Metod: Vår studie antar en kvalitativ forskningsansats. Semistrukturerade intervjuer har genomförts med nio kvinnliga chefer inom en kvinnodominerad organisation. Vi har en abduktiv ansats där vi låtit teorin ligga till grund för de teman vi har tagit upp och som är återkommande genom vår studie. Respondenternas åsikter har sedan tolkats genom en innehållsanalys. Vår teoretiska referensram bygger på tidigare forskning inom bakslagseffekten, könspräglade organisationer, könsroller och ledarskap. Resultat & slutsats: Vår studie visar att de kvinnliga cheferna antar ett transformativt ledarskap men att de trots det i vissa avseenden antar manliga karaktärsdrag. De möter vidare en bakslagseffekt som kan karaktäriseras av att de missgynnas i rekryteringsprocesser. När kvinnor blir chefer över tidigare kvinnliga kolleger möts de av en bakslagseffekt där de ogillas, deras kompetens ifrågasätts och i vissa fall blir de även utfrysta. Förslag på fortsatt forskning: Framtida forskning bör rikta in sig på att studera om det finns informella hierarkier som påverkar kvinnor när de avancerar i hierarkin. Organisationskulturer och generationsfrågan bör studeras närmare för att se deras inverkan på bakslagseffekten. En sista punkt är att definitionerna av könsroller och de karaktärsdrag som förskrivs till kvinnor respektive män förändras över tid därför kan det vara ett intressant område för att se vad det har för effekt på bakslagseffekten. Uppsatsens bidrag: Vårt teoretiska bidrag är att vi har visat att kvinnor som avancerar i hierarkin inom en kvinnodominerad organisation möter en bakslagseffekt till följd av att de blivit chefer över tidigare kvinnliga kollegor. De praktiska bidragen är att organisationer måste arbeta med att motverka informella hierarkier och att sträva efter att skapa mindre löneskillnader mellan könen.
Aim: The purpose with our study is to create a deeper understanding of how the backlash against women works in a female-dominated organization when women advances in the hierarchy.  Method: The study applies a qualitive research perspective. We have conducted semi structured interviews with nine female managers in one female-dominated organization. We have an abductive approach. Respondents' views have been interpreted through a content analysis. Our theoretical frame of reference is based on previous research on backlash, gendered organizations, gender roles and leadership. Result & conclusions: Our study shows that the female managers assume a transformative leadership, although they assume male characteristics in some respects. They face a backlash that can be characterized as being in disadvantage in recruitment processes and also by facing disapproval from colleagues. When women become managers of former female colleagues, they face a backlash in which thet are disliked, their skills are being questioned and, in some cases, they are also being exploited.   Suggestions for future research: Organizational cultures, informal hierarchies and different generations should be studied more closely to see how they impact on the backlash. One last thing is that the definitions of gender roles and the characteristics attributed to women and men change over time, hence it would be an interesting area to study, in order to see what possible effect it may have on the backlash. Contribution of the thesis: Our theoretical contribution is that we have shown that women who advance in the hierarchy in a female-dominated organization face a backlash as a result of becoming managers of former female colleagues. The managerial contributions are that organizations must work to counter informal hierarchies and to strive to decrease the salary gap between the sexes.
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Baillie, Tamara Lee. "Getting development organisations right for women : gender policy and organisational culture at AusAID /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09arb157.pdf.

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Books on the topic "Gendered organisation"

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Huang, Yuqin. Transforming the Gendered Organisation of Labour and Leisure. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3.

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Cottons and casuals: The gendered organisation of labour in time and space. Durham: Sociologypress, 2000.

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Halford, Susan, and Pauline Leonard. Gender, Power and Organisations. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-349-91183-7.

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Halford, Susan, Mike Savage, and Anne Witz. Gender, Careers and Organisations. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25562-7.

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Marike, Schmeck, ed. Kompaktwissen Gender in Organisationen. Frankfurt am Main: Lang, 2005.

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Gunter, Helen. A gender perspective for organisations. Leeds: Centre for Hospitality, Tourism and Consumer Services Management, Leeds Metropolitan University, 1993.

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Gender, power, and organisation: A psychological perspective. London: Routledge, 1996.

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Tadria, Hilda M. K. Gender study of DENIVA member organisations. Kampala, Uganda: Development Network of Indigenous Voluntary Associations, 1995.

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Krell, Gertraude, Renate Ortlieb, and Barbara Sieben. Gender und Diversity in Organisationen. Wiesbaden: Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-20554-6.

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Groverman, Verona. Gender and organisational change, training manual. Kathmandu, Nepal: International Centre for Integrated Mountain Development, 2001.

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Book chapters on the topic "Gendered organisation"

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Halford, Susan, and Pauline Leonard. "Challenging Gendered Organisation." In Gender, Power and Organisations, 178–213. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-349-91183-7_6.

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Wilz, Sylvia M. "Organisation: Die Debatte um ‚Gendered Organizations‘." In Handbuch Frauen- und Geschlechterforschung, 505–11. Wiesbaden: VS Verlag für Sozialwissenschaften, 2008. http://dx.doi.org/10.1007/978-3-531-91972-0_60.

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Wilz, Sylvia M. "Organisation: Die Debatte um ‚Gendered Organizations‘." In Handbuch Frauen- und Geschlechterforschung, 443–49. Wiesbaden: VS Verlag für Sozialwissenschaften, 2004. http://dx.doi.org/10.1007/978-3-322-99461-5_55.

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McMillan, Lesley. "Organisation, Structure and Function of the Feminist Movement Working Around Violence." In Feminists Organising Against Gendered Violence, 142–66. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230592247_7.

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Vainionpää, Fanny, Marianne Kinnula, Netta Iivari, and Tonja Molin-Juustila. "Career Choice and Gendered Perceptions of IT – A Nexus Analytic Inquiry." In Lecture Notes in Information Systems and Organisation, 37–56. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49644-9_3.

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Huang, Yuqin. "Introduction." In Transforming the Gendered Organisation of Labour and Leisure, 1–25. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3_1.

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Huang, Yuqin. "Political Participation of Two Generations of Women’s Director, 1944–2013." In Transforming the Gendered Organisation of Labour and Leisure, 197–215. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3_10.

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Huang, Yuqin. "Conclusion and Discussion." In Transforming the Gendered Organisation of Labour and Leisure, 217–33. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3_11.

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Huang, Yuqin. "Insider or Outsider, Both or Neither: Researching Three Generations of Rural Chinese Women’s Lives." In Transforming the Gendered Organisation of Labour and Leisure, 27–38. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3_2.

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Huang, Yuqin. "Mother’s Daughter: Girls’ Labour and Leisure in the Pre-collective Era (1926–1956)." In Transforming the Gendered Organisation of Labour and Leisure, 41–56. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-6438-3_3.

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Conference papers on the topic "Gendered organisation"

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"Polish Women Networking Practices Initiated by Non-Governmental Organisations: Comparative Case Study." In 3rd International Conference on Gender Research. ACPI, 2020. http://dx.doi.org/10.34190/igr.20.057.

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Carvalho, Teresa, Carina Jordão, Sara Diogo, and Zélia Breda. "LEARNING ORGANISATIONS – A CASE STUDY OF CHANGES IN GENDER EQUALITY IN DECISION-MAKING BODIES." In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.1650.

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Rhodes, Jo. "Can E- Commerce Enable Marketing in an African Rural Women's Community Based Development Organisation?" In 2001 Informing Science Conference. Informing Science Institute, 2001. http://dx.doi.org/10.28945/2379.

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The World Bank Development Report (2000) findings show that at the macro level the most effective anti poverty policies are those that achieve equity through redistribution whilst simultaneously enhancing the efficiency of the markets used by poor people. It also found that even if markets work, poor people need assistance to overcome the obstacles that prevent them from freely accessing markets on an equal basis with other business groups. Investment in infrastructure and modern technologies such as ITC’s may break down some of the barriers of access such as physical remoteness and are cited by the World Bank as a potential solution to creating market access. However there is little existing research that examines this scenario at the micro level. This paper uses a case study- the Rural Women's Association (RWA) of Sekhuhkuneland, Northern Province, South Africa to examine if E- commerce can enable access to markets in a impoverished, under resourced rural location. This paper has 5 parts: Part 1 consists of the background and rationale for this study, Part 2 focuses on the education, business acumen and gender issues. Part 3 discusses the current market environment. Part 4 discusses possible business models that can integrate e-commerce in its implementation. Part 5 provides the research questions and the methodology for this study. The final discussion in this study provides us with a viable e- commerce model that could be used in a rural setting and could provide greater economic development for this community.
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Obradović, Vladimir, Marija Mosurović Ružičić, and Marina Dobrota. "Gender equality in strategic management of the projects in R&D organisations in Serbia." In Proceedings of the 5th IPMA SENET Project Management Conference (SENET 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/senet-19.2019.32.

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Galić, Matej, Petra Popek Biškupec, and Marko Galić. "ASSESSMENT OF MANAGEMENT CONTROLLING IN PANDEMIC TIMES." In EU 2021 – The future of the EU in and after the pandemic. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2021. http://dx.doi.org/10.25234/eclic/18351.

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The emergence of coronavirus led to evident consequences for the global economy. During the previous financial crisis, organisations have already determined the elements of crisis management so they could met the new corona crisis readily. Global changes, like the current pandemic situation, provide a different view toward the future expectations. The pandemic has caused new way of functioning under special circumstances such as various restrictions in many European countries, restrictions on people’s mobility and other novelties that have encountered for the first time. Characteristics of this crisis include novelty and pressure in a business environment, which can reveal various vulnerabilities in organisations. Managers were affected by major business changes, and there appeared a need for rapid reorganisation of the current way of functioning. Management had to introduce new control systems that refer to their strategies for exchanging information and decision-making. In general, each crisis is a new opportunity for seeking modern and appropriate models and tools for business improvement. When business situations are challenging, managers are more oriented toward controlling. Therefore, organisations that focus on traditional management models are not very successful in normal circumstances, and even less so in a crisis. This study aims to examine the extent of the structure and function of management control systems in pandemic conditions in Croatian organisations. An overview of current systems in organizations was given, as well as management challenges of the pandemic situations. This study includes the analysis of management control system during the pandemic times. The research was conducted using survey method what referred to analyses of strategic plans, performance evaluation systems, and management controls for performance evaluation in Croatian organisations. The factor analysis of the main components was conducted in order to examine the contribution of predictor variables in explaining the broad-scope management control system. In order to examine the contribution of gender, age, work experience, education, company size, aggregation, timeliness, and integration for explaining of broad-scope the management control system hierarchical regression analysis was conducted. The results confirm that integration is significant predictor in the crisis controlling model, but at the same time, when the integration and timeliness should have positive connection, greater timeliness does not increase to the greater availability. This withdraws the conclusion that uncertainty of environment extents the speed of business processes. Despite of the equal integration during pandemic crises the remote working conditions caused the decrease of the promptness of reporting collected information, which requires new models of controlling in unpredictable situations.
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Reports on the topic "Gendered organisation"

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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North, Amy. Negotiating gender, schooling and global obligation in international organisations. Institute of Education, University of London, 2016. http://dx.doi.org/10.35648/20.500.12413/11781/ii063.

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North, Amy. Global obligation for gender equality in education, regulation and global organisations. Institute of Education, University of London, 2009. http://dx.doi.org/10.35648/20.500.12413/11781/ii067.

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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller, and Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/slh.2021.016.

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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.
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Carter, Becky. Women’s and Girls’ Experiences of Security and Justice in Somaliland. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.077.

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This rapid review seeks to provide an overview of the publicly available literature from the academic, donor, and non-government organisation sources on women’s and girls’ experiences of statutory and customary security and justice in Somaliland. In Somaliland women and girls experience poor security, with high rates of sexual and gender-based violence (SGBV), and significant barriers to gender equality in the pluralistic legal system. The predominant clan-based customary justice system, along with conservative social norms and religious beliefs, discriminates against women and girls, while weak formal state institutions are not able to deliver accessible and effective justice for vulnerable and marginalised groups. Social stigma silences SGBV survivors and their families, with many rape crimes resolved through customary compensation or marriage. National and international organisations have undertaken various activities to promote gender equality in security and justice, with support provided to formal and informal security and justice institutions and actors at national and local levels, as well as initiatives to empower women and girls.
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Carter, Becky. Inclusion in Crisis Response, Recovery and Resilience. Institute of Development Studies (IDS), May 2021. http://dx.doi.org/10.19088/k4d.2021.079.

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This rapid review provides examples of what has worked to include people in humanitarian assistance who experience heightened vulnerability during crises, due to social inequalities and discrimination relating to gender, age, disability, sexual orientation, gender identity and/or expression, and sex characteristics; and religious belief . Overall, robust evidence is limited for what are, in most cases, relatively new areas of practice in challenging crisis situations. However, the literature does identify promising practices. Emerging themes from the research on what has potential for improving inclusion in humanitarian assistance include: affected people’s meaningful participation in intervention planning and design; whole-of-community approaches while maintaining accountability to the targeted beneficiaries; multi-component approaches combining complementary strategies (e.g. economic empowerment with social norms change programming); longer-term, pre-crisis investment in relationships with, and capacity building of, local organisations; and disaggregating data and undertaking intersectional analyses to include those hardest to reach.
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Price, Roz. Access to Climate Finance by Women and Marginalised Groups in the Global South. Institute of Development Studies (IDS), May 2021. http://dx.doi.org/10.19088/k4d.2021.083.

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This paper examines the issue of management of climate finance in the Global South. It acknowledges the efforts made by the various stakeholders so far but seeks to advance a clarion call for a more inclusive and targeted approach in dealing with climate change. The authors highlight the limited role played by least developed countries and small island developing states in contributing to the conversation on climate change. The authors emphasize the need for enhancing the role of the most vulnerable countries, marginalized groups, and indigenous peoples in the management of climate change. This rapid review focusses on the access to the Green Climate Fund by local civil society organisations (CSOs), indigenous peoples, and women organizations within the Global South. The authors observe that there still exist barriers to climate finance by local actors in the Global South. The authors note the need for more significant engagement of all local actors and the need to devolve climate finance to the lowest level possible to the most vulnerable groups. Particularly, climate finance should take into consideration gender equality in any mitigation measures. The paper also highlights the benefits of engaging CSOs in the engagement of climate finance. The paper argues that local actors have the potential to deliver more targeted, context-relevant, and appropriate climate adaptation outcomes. This can be attributed to the growing movement for locally-led adaptation, a new paradigm where decisions over how, when, and where to adapt are led by communities and local actors. There is also a need to build capacities and strengthen institutions and organisations. Further, it is important to ensure transparency and equitable use and allocation of climate finance by all players.
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Ghosh, Arijeet, Madhurima Dhanuka, Sai Bourothu, Fernando Lannes Fernandes, Niyati Singh, and Chenthil Kumar. Lost Identity: Transgender Persons Inside Indian Prisons. Commonwealth Human Rights Initiative, 2020. http://dx.doi.org/10.20933/100001185.

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This report sheds light on challenges faced by Transgender persons in Indian prisons. The report analyses the international and legal frameworks in the country which provide the foundation for policy formulations with regard to confinement of LGBT+ persons, with particular reference to the Transgender community. This report also documents the responses received to right to information requests filed to prison headquarters across the country, which in addition to providing the number of Transgender prisoners in Indian prisons between 1st May 2018 to 30th April 2019, also provides relevant information on compliance within prisons with existing legal frameworks relevant to protecting the rights of Transgender persons in prisons, especially in terms of recognition of a third gender, allocation of wards, search procedures, efforts towards capacity building of prison administrators etc. The finalisation of this report has involved an intense consultative process with individuals and experts, including representatives from the community, community-based organisations as well as researcher and academicians working on this issue. This report aims to enhance the understanding of these issues among stakeholders such as prison administrators, judicial officers, lawyers, legal service providers as well as other non-state actors. It is aimed at better informed policy making, and ensuring that decisions made with respect to LGBTI+ persons in prisons recognize and are sensitive of their rights and special needs.
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Roberts, Tony, and Kevin Hernandez. Open Data for Agriculture and Nutrition: A Literature Review and Proposed Conceptual Framework. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/ids.2021.018.

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This paper begins by locating the Global Open Data for Agriculture and Nutrition project (GODAN) in the context of wider debates in the open data movement by first reviewing the literature on open data and open data for agriculture and nutrition (ODAN). The review identifies a number of important gaps and limitations in the existing literature. There has been no independent evaluation of who most benefits or who is being left behind regarding ODAN. There has been no independent evaluation of gender or diversity in ODAN or of the development outcomes or impacts of ODAN. The existing research on ODAN is over-reliant on key open data organisations and open data insiders who produce most of the research. This creates bias in the data and analysis. The authors recommend that these gaps are addressed in future research. The paper contributes a novel conceptual ‘SCOTA’ framework for analysing the barriers to and drivers of open data adoption, which could be readily applied in other domains. Using this framework to review the existing literature highlights the fact that ODAN research and practice has been predominantly supply-side focused on the production of open data. The authors argue that if open data is to ‘leave no one behind’, greater attention now needs to be paid to understanding the demand-side of the equation and the role of intermediaries. The paper argues that there is a compelling need to improve the participation of women, people living with disabilities, and other marginalised groups in all aspects of open data for agriculture and nutrition. The authors see a need for further research and action to enhance the capabilities of marginalised people to make effective use of open data. The paper concludes with the recommendation that an independent strategic review of open data in agriculture and nutrition is overdue. Such a review should encompass the structural factors shaping the process of ODAN; include a focus on the intermediary and demand-side processes; and identify who benefits and who is being left behind.
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