Dissertations / Theses: '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and masculine organisational structures, and from a shift of workplace practices where a public service model has been replaced by a more private sector, bottom line, results orientation.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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Morris, Charlotte Lucy. "Leadership in charitable non-government organisations (NGO's): Integrating individual and organisational beliefs." Curtin University of Technology, Curtin Business School, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=17015.

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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.
The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

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Okolai, J. T. "Gendered approach to managing change in organisations : differences in the way men and women manage organisational change in Abuja, Nigeria." Thesis, Coventry University, 2017. http://curve.coventry.ac.uk/open/items/38965cd6-8315-4316-8ca0-8e92bf4d9f75/1.

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Examining the impact of gender leadership differences on organisational change management outcomes in Nigeria, Africa was one of the main aims of this study. Existing literature reports that only one third (30 per cent) of change programmes in organisations meet the desired outcomes, thereby leaving 70 per cent of organisational change programmes failing to achieve anticipated expectations. Some scholars (e.g., Paton and Dempster, 2002) report that the gendered aspect of organisational change management has been largely ignored, and may be one of the contributing factors to organisational change programmes not meeting desired outcomes. Given the increasing rate of change implementations in organisations and the reported failure rate, this study reviews the current trends, strategies and approaches adopted by change leaders. Furthermore, it examines men and women’s differences in their approach to organisational change management in Nigeria, and the impact that this might have on organisational change management outcomes. This research was undertaken in order to identify and recommend strategies that will assist with successfully managing change programmes in organisations. Qualitative research methods through the use of 40 semi-structured interviews were conducted in five organisations (one federal medical health centre, two banking organisations and two government parastatal/ministries). Analytical tools including inductive content analysis, descriptive data analysis, thematic template and cross-case analysis were used to analyse the obtained data. The results show that there may be some differences in the way that men and women approach and manage change scenarios in organisations, which may have some potential impacts on OCM outcomes. However, certain factors appear to affect the observed leadership behaviour and adopted styles. Firstly, leaders’ behaviour and choice of leadership style is influenced by national and sector culture, therefore some of the leaders are unable to adopt their preferred way of approaching and managing the implemented changes as they have to conform to organisational set principles in managing the change programmes. Secondly, the results further show that leaders’ leadership behaviour and style is influenced by the gender and behaviour of the followers. Thirdly, gender leadership differences emerge as a result of leaders’ age and personality, and not necessarily because of their gender or sex. In summary, both men and women may bring intrinsic benefits to the management of organisational change programmes, and these may have a significant and positive impact on the outcome of organisational change programmes. This is based on the perspective of the larger sample of this study’s respondents and some existing views in the literature. This study suggests a gender-inclusive methodology developed from the empirical findings of this study and existing literature, which provides comprehensive guideline on how organisational change programmes can be approached and managed from a more gender-inclusive perspective. The results from the present study raise many interesting issues for both the academic community and practising managers and agents. This is the first study of its kind that has looked at the impact of gender leadership differences on organisational change management outcome in developing countries like Nigeria.

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Wittman, Amanda Barrett. "What happens to the radical potential of gender mainstreaming? : problems of implementation and institutionalisation in gendered organisations." Thesis, University of Edinburgh, 2010. http://hdl.handle.net/1842/5506.

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Rapidly spreading in popularity over the past fifteen years, gender mainstreaming has been adopted worldwide by state, supra state and international organizations as the "most modern‟ policy for ensuring gender equality. Yet, there is general agreement that it has not succeeded in achieving its radical potential. In this thesis, I bring together policy literature on bureaucracies, the civil service, and gender mainstreaming with work done on gender, work and organizations as a way to better understand the partial success and uneven implementation and institutionalization of what is supposedly a transformational agenda. To date, gender scholars have underplayed the "stickiness‟ of gender and its effects upon actors and everyday practices in political and state organizations. I argue that the "stickiness‟ of gender in organisations presents a formidable obstacle to the implementation and institutionalization of gender mainstreaming. I also argue that insufficient attention has been paid to the "embodied costs‟ of actors who act as internal gender mainstreaming advocates both in terms of the costs to the individuals and the impact of these costs on the prospects for the successful implementation and institutionalisation of a radical change agenda. Through an ethnographic examination of the Scottish Executive from 2006-2007, I probe the analytic question framing this thesis: what happens to the radical potential of gender mainstreaming during its implementation and institutionalisation in governmental bureaucracies? Using the sociological method of institutional ethnography, I provide evidence of ways that continued reliance on highly committed individuals and everyday bureaucratic practices continue to limit the radical success of gender mainstreaming at the Scottish Executive. I contend that the radical promise of gender mainstreaming is hindered because it is a strategy which must work within the confines of fossilised norms manifested in masculinist bureaucracies and because it is paradoxically predicated on changing bureaucratic norms through the use of the same bureaucratic practices it attempts to transform. By examining the everyday experience of "doing‟ gender mainstreaming in the case of a sub-state government in the UK, the Scottish Executive, I trace the ways that the radical promises of the gender mainstreaming agenda become diluted. The thesis examines challenges to the gender mainstreaming agenda and adds to wider discussions about the plausibility of gender mainstreaming‟s radical potential. In addition, my thesis moves forward methodological discussions in feminist politics by demonstrating the possibility of using institutional ethnography in political science as an effective way to operationalise, analyze and link multiple levels of politics from a gendered perspective. My analysis of local experiences of gender mainstreaming provides insight into the international trend of gender mainstreaming because it takes seriously the experiences of individuals who work within organizations, the role of organizations in limiting change agendas, and the international context within which the mainstreaming strategy unfolds.

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Fenech, Angele Ellul. "Gender and performance appraisal system in a Maltese banking institution : how do gendered organisations assess women's performance?" Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/40761.

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Despite increasing awareness of gender equality, significant inequalities in Maltese paid employment persist. The theory of gendered organisations predicts that norms and practices in organisations serve to construct the experience of gender practice. Drawing on the work of Acker (1990), this study aims to discover how gender disparity is reproduced within the performance appraisal system. The performance appraisal process was investigated by conducting 29 semi structured interviews both with male and female appraisees undergoing performance appraisal, and with appraisers. Interview analysis identified attendance at the organisation’s social activities as being the appraisers’ most highly valued assessment criterion. Collecting data from multiple sources provided rich information, affording the opportunity to verify from each key respondent how men and women who work in the same role and undergo appraisal are considered to be two different types of worker. The study found that participants justified this difference in terms of biological arguments: by drawing from the different biological functions associated with motherhood. Examining the importance of social activities, the study revealed the ways in which exclusive and distinctive strategies are applied when women attempt to socialise in the same way as their male colleagues. These strategies interlink with the local cultural meaning of sociability that guides appraisers in assessing their peers. Consulting French sociologist Pierre Bourdieu’s concept of habitus, the study discovered how social norms embedded in the appraisers’ norms are regenerative in the way that appraisees experience the evaluation process. For the purposes of this study, a local financial company offered a unique opportunity to explore how gendered norms are more powerful than increasing women’s representation in organisations when discussing gender gaps in organisations. Applying Bourdieu’s habitus concept can help explain gender in work and organisations, in the way that employees bring to bear in their practical knowledge of the socially structured world in which they live.

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Charest, Ian. "Hierarchical organisation of voice and voice gender perception." Thesis, University of Glasgow, 2010. http://theses.gla.ac.uk/1681/.

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The most important sound in our auditory environment is the human voice. Voice professionals, whether they are teachers, radio hosts, sport coaches, use their voice on a everyday basis to earn their living and communicate information and knowledge. We grow up spending most of our time everyday listening to voices in school, at the sports club, on t.v., etc. So much that by the time we are adults, voice plays a major role in our everyday social interactions. Yet, while extensive research has been conducted on speech perception voice alone has only just started generating more and more interest in the cognitive neuroscience research community. Voice is not "just" a speech carrier, it conveys rich paralinguistic information such as gender, age, identity or affective state. A theoretical model which emphasises the similarities between face and voice processing was recently introduced, suggesting a serial and parallel processing pathway of voice information leading to high level cognitive processes like person identification. Globally this model of voice processing suggests an extraction of low-level acoustic features, followed by a voice structural encoding leading to parallel pathways for the recognition of speech, affect and identity related information. Furthermore, this model suggested potential interactions with face perception pathways. In this thesis, I investigated two different stages of this voice perception model. First, little is known about the speed at which the distinction between vocal and non-vocal sounds is performed, i.e. is there a time-frame where the "voice structural analysis" would occur. Using electroencephalography, we conducted an experiment in order to delineate this voice vs. non-voice perception time-frame. I observed an early electro-physiological response preferential to voice stimuli, emerging around 164 ms on fronto-temporal electrodes FC5 and FC6 which was termed the "fronto-temporal positivity to voice". Second, little is known about the neural basis behind the perception of paralinguistic information such as identity, gender or affective state contained in the human voice. I used voice gender as a tool to investigated the "voice recognition units" stage of the voice perception model. The cognitive processes behind voice gender perception are still under debate, and more precisely, the nature of the representation of voice gender, whether it is organised around low level acoustical discriminants, or relies on high level categorical representations still remains unclear. Voice gender continua can be created in order to parametrically control the degree of gender contained in voice. I investigated the importance of low level acoustic features using the recently developed auditory morphing algorithms. I averaged 32 male and 32 female voices in order to "approximate" a prototypical voice for each gender. From those prototypes, I generated caricatures by exaggerating the acoustical properties of the male prototype in reference to the female prototype. Those voice composites were included along with 3 pairs of male and female voice exemplars in a voice gender adaptation experiment. I observed significantly stronger perceptual after-effects caused by adaptation from the voice gender caricatures. This result provides evidence for a determinant role of the low level acoustical features in our ability to perceive the gender of a voice. Finally, using functional magnetic resonance imaging (fMRI), I investigated whether brain regions of the auditory cortex are sensitive to voice gender, voice gender adaptation, and whether a dissociation between extraction of acoustical features and higher level, perceptual representations could be achieved. I used voice gender continua and an event-related fMRI design called the continuous carry-over design to assess these working hypotheses. I observed a covariation between BOLD signal and the degree of acoustical differences in consecutive voices in the anterior part of the right superior temporal sulcus, where the extraction of voice gender related acoustical features occurs. Furthermore, I observed a higher level network involving the bilateral inferior frontal gyrus, the insula and the anterior cingulate cortex where a summary of acoustical features would be input from auditory areas enabling a voice gender categorisation.

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Mannell, Jeneviève. "Practicing gender : gender and development policy in South African organisations." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/567/.

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This is a thesis about the relationship between gender policy and practice in South Africa, and its effects. Gender is a concept widely used in development policy, but little attention has been paid to precisely how development agents use gender policy in their practice. As a result, we know little about the significance or meanings practitioners attribute to gender policy, or how development actors adapt, transform or manipulate gender policy in their everyday work. Gaps in knowledge about how gender policy is put into practice in specific contexts have led to gaps in knowledge about what effects gender policy has on the politics of gender. This brings about two aims for this study: (1) to map the relationship between gender and development policy and practice in South Africa, and (2) to explore the effects of gender policy on gender politics. Following a multisite approach, this study looks at gender policy as a collection of ‘contested narratives’ (Shore & Wright 1997) about gender. The findings point to a conflict between three different policy frames being drawn on by policy actors as they try to assert their own understanding of gender, define the ‘problem’ that exists and the policies that are needed to solve it. This conflict may diminish the potential for a collective social movement for gender issues in South Africa. However, practitioners are not powerless implementers of policy, but rather use gender policy strategically in their practice by adopting, transforming and manipulating policy frames in a range of different tactical manoeuvres to suit their own objectives. Identifying the tactical manoeuvres being used by development practitioners in South Africa contributes new understandings of the fragmented ways that an alternative gender politics is currently being advanced by practitioners in this context.

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Plowman, Penelope J. "Gender, change and organisation : a South African case study." Thesis, University of East Anglia, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.435087.

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Harinen, Henna. "”Enbart några meter från personer med djupa kunskaper” : En studie av makt, kön och status inom universitets kärn- och stödorganisation." Thesis, Umeå universitet, Umeå centrum för genusstudier (UCGS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173006.

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Surprisingly few studies have been performed regarding gender and general staff in higher education, a workforce that in Sweden is called stödpersonal, meaning supportive staff (my translation). Academic staff is called kärnpersonal, meaning core staff (my translation). The academy is a hierarchical organisation where core staff holds the decisive power of the means and the goals of the organisation. These terms can be seen as symbols for gendering processes, constructed by what Acker (1990) calls a gendered organisation. There is a gender imbalance between the categories, for example at Umeå University, 77 percent of those who work with administrative tasks are women (i.e. supportive staff), and 68 percent of the professors are men (i.e. core staff). In order to study the experiences of the supportive staff, qualitative interviews were made with members of the supportive staff at Umeå University. The study shows that supportive staff experiences a lack of participation in meetings and working teams, and it also experiences that the core staff doesn’t recognise its competence. The supportive staff also sees that there are few possibilities to career development. Supportive staff in this study might not know how to improve its situation, but it knows that in order to reach respectability and valuation (Skeggs, 1997, 2014) it should create a distance to an image of a secretary, a subject position that is created for the supportive staff by the university. A secretary represents a woman without a decisive power of her own; she is also a generalist, which is not meritorious in an organisation where the highest power is held by people with high level of specialist knowledge.

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Shaw, Sally A. "The construction of gender relations in sport organisations." Thesis, De Montfort University, 2001. http://hdl.handle.net/2086/4195.

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Osborne, Carol A. "Gender and the organisation of British climbing c.1857-1955." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.497425.

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This thesis undertakes an historical analysis of the position of women through the organisation of British Climbing c.1857-1955. The thesis examines the problematic use of internal histories that are dependent on the particular. and gendered, organisation of climbing. The argument is structured around a narrative of three emerging phases of British climbing activity: Alpine mountaineering (c.1850s). rock climbing (c.1880s) and high peak expeditionism (c.1920s). Charting these phases using primary and secondary sources. the thesis argues that academic history as written from a basis of male authority and claims to expertise. tempts historians along a particular interpretive path: one where not only male achievement and endeavour invariably takes absolute precedence. but does so from a basis of largely unquestioned circumstances of production and reproduction of knowledge. The analysis shows that far from being a male preserve. women have been climbing since the inception of the sport and at the time when the first climbing clubs. established by and for men. were founded. By examining these key climbing organisations. with particular reference to their foundation. character and aims. the thesis shows how social practices which turned upon articulations of gender were deployed in a way that served to sideline women and their achievements. However. in response. women founded their own clubs and inaugurated their own set of values and climbing practices in the context of the sport. By considering the experiences of individual climbers through this context of organisational. that is. mainly club history. the thesis illustrates the way's in which organisational location could either benefit or disadvantage women. individually and collectively. in terms of validation of their activity. both within and beyond the climbing community. Due to the nature of existing historical interpretations. the thesis argues that gender has been. and remains. the primary point of mediation for understandings of the identity of 'the climber'. for the organisational development of British climbing. and for how climbers have been perceived both by their contemporaries. historians and in the public domain

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George, Ranjan Michael Jeyadas, of Western Sydney Nepean University, and Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work." THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.

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This thesis is a study of gender and organisation in Sri Lanka, a society of diverse cultural identities. The research question addresses factors related to women and men's orientations to work and the extent to which institutional factors, located in the broader societal context of Sri Lankan organisations, add explanatory power in analysis of the degree of job satisfaction and work perceptions. The thesis also investigates the relationship between organisational level attributes and the understanding of managers' work perceptions, as well as seeking variation at the institutional level. The main research instrument was a questionnaire, and quantitative data was generated from field surveys of 382 Sri Lankan male and female managers. The data is stratified randomly, forming a sample of top, middle and junior level managers. These managers belong to diverse Sri Lankan organisations in terms of size, ownership, and line of business. The findings illustrate that organisational level attributes have greater explanatory power in interpreting the work perceptions of male and female managers in Sri Lanka than do the institutional factors. However, qualitative interviews that were conducted reveal the salience of institutional factors to explain aspects of work perceptions. Organisational policies and recommendations that can be derived from this finding are elaborated in the conclusions.
Doctor of Philosophy (PhD)

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Annison, Carolyn Jill. "Probing probation : issues of gender and organisation within the probation service." Thesis, University of Plymouth, 1998. http://hdl.handle.net/10026.1/423.

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This study focuses on the probation service and the changes that are impacting on this part of the criminal justice system. It develops a theoretically distinctive approach, drawing on the literature of gender and organisations, in order to investigate issues relating to the organisational structures and processes experienced by male and female probation officers in three disparate probation areas in England. The opening two chapters examine the development of the organisation in terms of the hierarchical roles within the service and the gendered distribution of probation officer staff across the various grades. This review provides a unique understanding of the changing composition of the probation service and enables a gendered perspective to be applied to its history. Within this context issues of professional identity and autonomy, the value base and working practices of probation officers, and the shift from local to centralised control are scrutinised from an analytic position which identifies the embeddedness of gender within this organisational setting. The framework of a reflexive approach interweaves gendered issues from the quantitative findings with qualitative responses from interviews with male and female probation officers and participant observation within different working environments. New perspectives are gained on the shift from local to Home Office direction of the service, and into the abandonment of the social work qualification and ethos. Moreover, the complexities of working relationships and professional identities are opened up from a gendered viewpoint. In this respect the study addresses the absence of gender within other research in this area and concludes that a gendered analysis is of critical importance in understanding the extent of organisational change within the probation service.

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Thorne, M. L. "Engendering culture : The dynamics of organisation culture, gender and managerial behaviour." Thesis, University of Bath, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383608.

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Persson, Alma. "Jämställt ledarskap? Genus, organisation och ledarskap i skolans värld." Thesis, Linköping University, Department of Thematic Studies, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1919.

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In today´s labour market, men and women are segregated, both vertically and horizontally. Exceptions to the rule of gender segregation are few. There is, however, one managerial group where women and men are equal in numbers: school principals. In a short period of time, the distribution in terms of sex among principals in Sweden has changed dramatically. How does gender equality in numbers affect gender equality in a qualitative sense? That is the focus of this thesis. In order to find out, I interviewed eight senior level school principals, on the topics of sex/gender, leadership and gender equality.

Three important conclusions were drawn from the interviews. The first one is that there is a strong connection between masculinity and leadership among the principals. When they talk about establishing boundaries and discussing right and wrong, they focus on male principals. In certain situations, no woman is good enough, no matter how good a principal she is. Male principals are described as different, in a positive way. The second conclusion has to do with the way men and women are described. The male principals describe themselves as intuitive and focused on relationship issues – features traditionally labelled as female. The women, however, describe themselves as masculine in some ways. It appears that who and what is labelled as male or female is negotiable among the principals in this study.

The final conclusion concerns gender equality. It appears that the strive for gender equality in a quantitative sense has led to a focus on men and masculinity. The strive for gender equality in numbers, seems to put egual opportunitys for men and women at risk.

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Ahmadi, Hala Abdel Magid Mohamed Abdel Magid Al. "Globalisations, islamism and gender : women's political organisations in the Sudan /." [Pays-Bas] : [s. n.], 2003. http://catalogue.bnf.fr/ark:/12148/cb391377094.

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Reis, Sara. "Gender mainstreaming in the EU : a paradox for women's organisations." Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/20856/.

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This thesis is about transnational women’s organisations and their interaction with the European Union institutions. The focus is on how the EU’s turn to gender mainstreaming as its main approach to achieve gender equality has impacted the ability of women’s groups to organise, finance themselves, and contribute to the EU policymaking process. Three transnational women’s organisations that interact regularly with the EU in different policy fields were chosen as case studies. The starting point is the paradox that the adoption of gender mainstreaming seems to have created for women’s groups. Analysis of critiques to gender mainstreaming implementation in the literature brings out two scenarios: 1) By rhetorically opening up all policy areas to a consideration of gender, gender mainstreaming potentially affords opportunities for women’s groups’ engagement in new venues and issues; however, 2) the mal-implementation of the mechanism is widespread and may curtail not just the revolutionary potential of gender mainstreaming but can also justify the dismantling of existing women-targeting instruments and networks. The main goal of this thesis is to map out the political opportunities for women’s groups in the EU and the role of gender mainstreaming in their opening. Research proceeded in two stages: first, the implementation of gender mainstreaming in three policy areas was analysed, and second, examples of women’s groups engagement in these policy areas were scrutinised. To this end, I combined feminist institutionalist insights with the literature on EU interest representation to produce a multi-level theoretical approach capable of accounting for the EU’s characteristics that provide opportunities and constraints to women’s groups at the structural, institutional and individual level. This framework affords analytical space for women’s groups’ agency in adapting to the opportunities and pro-actively shaping them through their interaction with the EU political system. This research reveals that the political system of the EU affords opportunities and constraints for gender change and for the engagement of women’s groups. These vary according to the institutional characteristics of the diverse policy venues and to the initiative of individual actors in positions of power. Framing is a crucial strategy employed by women’s groups to circumvent resistance and shape political opportunities for themselves.

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Piálek, Nicholas. "Gender mainstreaming in development organisations : policy, practice and institutional change." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:7d9a5c6b-0d0f-42a3-8c59-310ee56a3a6b.

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‘Gender and Development’ (GAD) is currently seen as the dominant theoretical model within international development for promoting social justice and equality for women. As a consequence, many development organisations are undertaking gender mainstreaming. The most interesting fact about the vast number of analyses about gender mainstreaming is the consistency with which they tell of GAD influenced policies failing to implement GAD approaches in practice. This should raise suspicion rather than simple condemnation. It is time to ask: ‘How are, often very progressive, gender policies and strategies consistently silenced across the range of organisational contexts?’ This thesis focuses upon the contemporary process of gender mainstreaming in development organisations – a term that specifically refers to a ‘process of organisational change’ that aims to explicitly develop the ‘use of GAD approaches within all projects and programmes’ of development institutions in order to achieve ‘a vision of development that creates gender equitable social change’ in society. Moreover, it takes an approach that specifically details the ‘organisational process’ element of change inferred in the term. As such, this thesis uses the literature of organisational culture as a lens to make previously unnoticed and submerged sites of conflict and acts of resistance visible, allowing an understanding to be gained of how gender mainstreaming has so consistently faced a policy-practice impasse. It develops this analysis using an in-depth case study of Oxfam GB and demonstrates that the process of gender mainstreaming in the organisation has resulted in the removal of ‘responsibility for’ implementing GAD approaches among staff in the organisation. It goes on to highlight that the unwillingness of development organisations and practitioners to recognise gender mainstreaming as an explicitly feminist and political process of change directly couched at the level of the organisation and not just at the level of the actual development project (or society more widely) has resulted in the ‘process of organisational change’ becoming rationalised and technical rather than personal and politically charged. In reaching this understanding of gender mainstreaming, the thesis develops an awareness of organisational change processes and highlights that ‘norms’ and ‘values’ in organisations are often confused. This confusion has led to an ineffective process of change in institutions as well as a poor conceptualisation and practice of gender mainstreaming in international development.

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Williams, Helen M. "Team gender diversity : the effects of gender, type of team and organisational context." Thesis, University of Sheffield, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339939.

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Roubíček, Jan. "Management diverzity se zaměřením na problematiku genderu v organizacích." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-82001.

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This thesis includes a theoretical background of the historical and biological nature to the Diversity management in organizations due to gender, as well as the controversy with the well-established bases of diversity management and equal opportunities. Thesis also contains a questionnaire survey on this topic conducted among respondents within the three selected organizations operating in the Czech republic.

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Krzywinski, Nora, Theresa Lempp, and Mandy Glöckner. "Discipline-specific gender knowledge – starting point for organisational changes?" Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-226359.

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In consequence of the economic restructuring of universities the issue of equality programme implementation to boost the standing of academic organisations in the competition for economic resources and young scientists is focused increasingly. Therefore the importance of expert gender knowledge as well as academic gender knowledge has intensified in the university context. Having this in mind, the following article asks which gender knowledge (cf. Wetterer, 2008; Wetterer, 2009) affects three different academic disciplines (mechanical engineering, disciplines of linguistic, literature and cultural studies and architecture) and to what extent can this become an impediment or an enabler on the shift towards gender-equitable universities.

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Floeter-, van Wijk Sonja W. "The gender balanced scorecard : a management tool to achieve gender mainstreaming in organisational culture /." Frankfurt am Main [u.a.] : Lang, 2007. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=016067994&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Porter, Fenella. "Doing this differently : institutionalising gender into a development organisation that works through volunteers." Thesis, Open University, 2005. http://oro.open.ac.uk/54452/.

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au, jane lorrimar@challengertafe wa edu, and Jane Lorrimar. "Organisational culture in TAFE colleges : power, gender and identity politics." Murdoch University, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070717.145611.

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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a vertical slice of life in TAFE and include responses from administrative staff, lecturers, academic managers, corporate services managers and executives. This study explores perceptions of power and the mechanisms of control that were exerted upon and within the colleges with a focus on the factors that impact on career satisfaction. In addition, it examines perceptions of fairness in relation to employment, remuneration and promotion issues. Specifically, it reveals a variety of points of view on the attributes of success and outlines the strategies individuals use to get ahead. Furthermore, it seeks to understand the way values and norms guide and justify conduct and how they influence organisational culture. It evaluates whether a climate of sacrifice operates in the colleges and whether individuals will sacrifice personal or professional values to get ahead. Although much has been written on the impact of neoliberalism on the changing nature of work and organisational culture, there has been little investigation of the TAFE experience at the individual, group and institutional level. It is also less common to find analyses of workplace restructuring that conceptualises the changes from a feminist and sociocultural perspective. By investigating the colleges as sites of gender and identity politics, this study explores the way individuals and groups do gender and describes how gender asymmetry is reproduced through social, cultural and institutional practices. It highlights how individuals construct their professional and worker identity and perceive themselves in relations to others in the social and organisational hierarchy of the colleges.

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Lorrimar, Jane. "Organisational culture in TAFE colleges : power, gender and identity politics /." Lorrimar, Jane (2006) Organisational culture in TAFE colleges: power, gender and identity politics. PhD thesis, Murdoch University, 2006. http://researchrepository.murdoch.edu.au/164/.

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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a 'vertical slice' of life in TAFE and include responses from administrative staff, lecturers, academic managers, corporate services managers and executives. This study explores perceptions of power and the mechanisms of control that were exerted upon and within the colleges with a focus on the factors that impact on career satisfaction. In addition, it examines perceptions of fairness in relation to employment, remuneration and promotion issues. Specifically, it reveals a variety of points of view on the attributes of success and outlines the strategies individuals use to get ahead. Furthermore, it seeks to understand the way values and norms guide and justify conduct and how they influence organisational culture. It evaluates whether a climate of sacrifice operates in the colleges and whether individuals will sacrifice personal or professional values to get ahead. Although much has been written on the impact of neoliberalism on the changing nature of work and organisational culture, there has been little investigation of the TAFE 'experience' at the individual, group and institutional level. It is also less common to find analyses of workplace restructuring that conceptualises the changes from a feminist and sociocultural perspective. By investigating the colleges as sites of gender and identity politics, this study explores the way individuals and groups do gender and describes how gender asymmetry is reproduced through social, cultural and institutional practices. It highlights how individuals construct their professional and worker identity and perceive themselves in relations to others in the social and organisational hierarchy of the colleges.

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Petersen, Hanna, and Henny Schelén. "Varför så mycket män? : En kvalitativ studie om jämställdhetsarbete i musikbranschen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-60217.

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Jämställdhet är ett ämne som frekvent diskuteras inom musikbranschen, men trots det finns det en tydlig manlig dominans på ledande och kreativa poster. Vi har genomfört en kvalitativ studie där vi har undersökt hur organisationer inom musikbranschen arbetar internt och externt med jämställdhet samt hur de avser komma till rätta med problematiken att kreativa och ledande positioner domineras av män. Vi har genomfört semi-strukturerade intervjuer med respondenter för att låta deras röster komma till tals. Slutsatsen visar att jämställdhet är något hela branschen anser viktigt att arbeta med, men det finns olika åsikter hur förändringen konkret ska gå till väga. Organisationerna tycks gå mot en jämn könsfördelning, men problematik med horisontell och vertikal könssegregering är fortfarande högst aktuellt, varför en normkritik på den egna organisationen är viktigt. Ett konkret verktyg för förändring är en medveten rekrytering. Något som efterfrågas är högre krav från samhället på jämställdhetsarbete, då det tvingar organisationer och påskyndar förändringsprocessen. För att vi ska nå ett jämställt samhälle krävs det att alla organisationer i samspel med samhället tillsammans strävar mot samma mål.
Gender equality is a subject that is frequently discussed within the Swedish music business, but there is despite that still an evident male dominance on leading and creative positions. We have done a qualitative research where we studied how organisations within the music business are working internally and externally with gender equality, and how they intend to solve the issue of men and women not having the same possibilities to achieve career. We have done semi-structured interviews with respondents, to let their opinions be heard and make their perspective the main focus of our research. The conclusion of this study is that the Swedish music business believe that gender equality is important to work with, but the opinions on how to do so differs depending on whom you ask. The organisations tend to move towards an even distribution between the sexes, but issues with horizontal and vertical gender segregation is still very current, why it is important to question the existing norms within one’s organisation. A specific tool to achieve a more gender equal organisation, is to be more aware when recruiting. Something that is being requested is that society make higher demands on gender equality work, as that would force organisations to change more rapidly. To reach a gender equal society, all organisations together with the society must have the same goal and collectively work to reach it.

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Granström, Elisabet, and Erika Larsson. "Från undersökning till jämställdhetsplan : Jämställdhetsplan för moderbolaget Energi inom Energikoncernen." Thesis, Södertörn University College, School of Gender, Culture and History, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-591.

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Ämnet för den här uppsatsen är utformandet av Energibolagets jämställdhetsplan. Syftet med utredningsarbetet var att undersöka vad de anställda vid moderbolaget Energi inom Energikoncernen har för attityder till jämställdhet generellt på arbetsplatsen. Som metod använde vi enkäter i genomförandet av vår studie. Utifrån de anställdas attityder utarbetade vi en konkret jämställdhetsplan. Vi kom fram till att det finns mycket för Energibolaget att arbeta med vad det gäller jämställdhetsfrågor i organisationen. Jämställdhetsplanen kan vara till stor hjälp för Energibolaget, om den används, och då kan den även fungera som en handlingsplan.

The subject for this essay is the making of a gender equality plan for the Energicompany. The purpose with this inquiry was to investigate the employees attitude to equality between the sexes, at the workplace at the parent company Energi in the Energigroup. We were using questionnaire as method in our study. The main research findings are that there is a lot of work to be done considering gender equality in the organisation. We think that the gender equality plan also can be very useful for Energibolaget as it can be used as an action plan.

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Jenkins, Sarah Louise. "Gendering workplace change : an analysis of women in six organisations." Thesis, Northumbria University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268167.

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Rodgers, Helen Marie. "Gender and post bureaucracy : the impact of organisational transformation upon female careers and gender relations." Thesis, University of Kent, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310268.

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Marcus, Tobi Klein. "Family friendly policies : the implications for individual participants, organisations and gender relations." Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390144.

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Fortier, Anne-Marie. "Gender, ethnicity and power : identity formation in two Italian organisations in London." Thesis, Goldsmiths College (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.338919.

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41

Ottosson, Johanna, and Stina Andersson. "Varför vill inte kvinnor bli militärer? : En kvalitativ studie i en mansdominerad organisation." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-28903.

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Detta är studie över Försvarsmaktens arbete med mångfald och jämställdhet. Syftet är att ta reda på varför kvinnor påbörjar deras antagningsprocess, men sedan väljer att inte fullfölja den. Detta är en problematik som Försvarsmakten har och de arbetar med att försöka få in fler kvinnor i organisationen. Deras mål är att kunna ta bättre beslut ur ett mångfaldigt perspektiv och därmed nå hög effekt. Data samlades in med hjälp av semistrukturerade intervjuer, både personliga och via telefon. Först utfördes en personlig intervju med vår kontaktperson på Försvarsmakten, därefter en telefonintervju med en person som arbetar med ett projekt för att få kontakt med kvinnor som påbörjat deras antagningsprocess. Efter det utfördes 14 telefonintervjuer med kvinnor som hade påbörjat ansökningsprocessen, men som valde att inte fullfölja den. Resultatet visade att Försvarsmaktens arbete för mångfald och jämställdhet går att koppla till tidigare forskning och teorier om ämnena. Det framkom även att de kvinnor som vi intervjuat, valde att inte fullfölja antagningsprocessen på grund av att andra intressen tog över eller för att det blev fel i det första steget i antagningsprocessen.
This is a study of how the Swedish Armed Forces work with diversity and gender equality. The aim is to find out why women begin their admission process, but then chose not to pursue it. This is a problem that the Swedish Armed Forces have and they are trying to attract more women into the organization. Their goal is to be able to make better decisions from a diverse perspective and thereby achieve high effect. The data was collected by using semi-structured interviews, both personal and by telephone. First performed was a personal interview with our contact at the Swedish Armed Forces, then a telephone interview with a person who is working on a project to make contact with women who have started their admission process. 14 telephone interviews were performed with women who had begun the application process, but then chose not to pursue it. The results showed that the Swedish Armed Forces' efforts to promote diversity and gender equality can be linked to previous research and theories on the substances. It also showed that the women who we interviewed, chose not to complete the admission process due to other interests took over, or that something turned out wrong in the first step of the admission process.

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Göthe, Elin. "Män är IT-tekniker; kvinnor är i helpdesk eller administrationen : En intervjustudie om ett IT-företags strävan att rekrytera fler kvinnor." Thesis, Södertörn University College, School of Gender, Culture and History, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-555.

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In the report "Män är IT-tekniker; kvinnor är i helpdesk", several women in different positions at a male-dominated IT company are interviewed. The company wants to be able to hire more women, and have started group meetings with the women at the company to discuss related issues.

The purpose of the interviews was to hear the women's views on the company, relating to gender equality issues. The interviews are then analysed through organisational theory and gender theory.

One of the conclutions is that the company has to question their essential views on gender to be able to see bigger changes through.

I utredningen Män är IT-tekniker; kvinnor är i helpdesk eller administrationen intervjuas ett antal kvinnliga anställda inom olika funktioner på att mansdominerat IT-företag. Företaget har ett uttalat mål att anställa fler kvinnor. Ett arbete kring detta har inletts med kvinnoseparatistiska möten.

Syftet med intervjuundersökningen var att få de redan anställda kvinnornas upplevelse av hur det är att arbeta på företaget. Samt att ta reda på kvinnornas och Företagets inställning till jämställdhet. Intervjuerna ses genom dels organisationsteorier och genusvetenskapliga teorier.

En av utredningens slutsatser är att om Företaget vill kunna genomföra ett mer omfattande jämställdhetsarbete på strukturomvandlingsnivå i sin organisation måste de ifrågasätta sina ibland essentialistiska tankar om män, kvinnor, kön och genus.

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Blidberg, Camilla, and Jeanette Hansson. "Kvinnligt, manligt eller macho? : En undersökning av två branscher i samma organisation som upp-visar kvinnodominans respektive mansdominans." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-27939.

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Denna studie grundar sig i en forskning gällande arbetet kring genus och jämställdhet i två olika yrkesbranscher inom samma organisation. Den svenska arbetsmarknaden är könssegregerad och granskas arbetsmarknaden närmare framträder den interna könssegregeringen. Det betyder att kvinnor och män med samma yrke och ibland samma arbetsgivare utför olika arbetsuppgifter. Enligt tidigare forskning har kvinnors andel av arbetskraften ökat kraftigt sedan 1960 och detta har medfört att ett stort steg tagits mot ökad jämställdhet. Kvinnor och män har valt olika yrkesinriktningar som resulterat i en könssegregerad arbetsmarknad. En bidragande orsak till att den svenska arbetsmarknaden fortfarande är starkt könssegregerad är beskrivningen av yrken och branscher såsom "typiskt kvinnliga" och "typiskt manliga". Utgångspunkten för denna studie är att ta fram mer forskning kring genus och jämställdhet. Syftet med studien är således att undersöka två olika yrkesbranscher som uppvisar kvinnodominans respektive mansdominans inom en och samma organisation. Tidigare forskning påvisar att olikheter i traditioner, förhållningssätt samt värderingar som är relaterade till genusmönstret bidrar till att kvinnor dominerar i hemtjänsten och män i de tekniska verksamheterna. Dessa genusmönster har stor betydelse för arbetsmiljöförhållandena eftersom det påverkar alla delar av vårt samhälle. Studien har genomförts med kvalitativa intervjuer sett ur ett hermeneutiskt perspektiv. Intervjuer har genomförts med personer med olika befattningar från räddningstjänsten, vård och omsorg (hemtjänst) samt personalchef. Resultaten från intervjuerna har analyserats utifrån den teoretiska referensramen. I denna studie har vi kommit fram till att den mansdominerade yrkesbranschen har kommit längre i arbetet för jämställdhet genom exempelvis lön och ombyggnationer till kvinnliga omklädningsrum. Samt att vissa av brandmännens partners är emot kvinnliga brandmän.
This study is based on research into the work of gender and equality in two different professions within the same organization. The Swedish labor market is gender segregated and is the labor market to be examined closer stands the internal gender segregation. This means that women and men with the same occupation and sometimes the same employer perform different tasks. According to previous research, women's share of labor has increased significantly since 1960, and this has led to a major step towards increased gender equality. Women and men have chosen different professions that resulted in a gender segregated labor market. A contributory reason why the Swedish labor market is still highly gender segregated is the description of professions and industries such as "typically female" and "typically male". The starting point for this study is to develop more research on the importance of the Swedish gender-based labor market. The purpose of the study is thus to investigate two different professions that exhibit women dominance and men dominance within one and the same organization. Previous research shows that differences in traditions, attitudes and values are related to gender patterns. This makes women dominate the home care services and men in the technical activities. These gender patterns are of great importance to the working environment, as it affects all parts of our society. The study has been conducted with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, health and social care (home care service), and the staff manager. The study has been analyzed with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, healthcare and home care services and the responsible human resource manager. The results from the interviews have been analyzed based on the theoretical reference frame-work. In this study we have come to the conclusion that the male-dominated occupational field has gone further in the work of gender equality, for example, new dressing rooms for women. And some of the firemen's partners are against female firefighters.

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Prigent, Anaïs. "The emergence of female leaders: becoming a female leader in modern organisations." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-13113.

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Around the globe, many organisations are still dominated by male managerial models. In spite of the progress in the status of women in our society in the last decades, higher positions in organisations are still held by men, even though women have the capacity to occupy these positions. This work investigates many studies about the different arguments linked to organisations that researchers/authors have done on this subject. It uses narrative as a key focus to explore the under-representation of women in higher positions within national and multinational organisations. The theoretical part of this thesis enables a better understanding of aspects of leadership in organisations, and discusses the whole idea of gender labelling leadership as masculine or feminine, but also to present the principal hurdles encountered by women in organisations. Using the empirical method involves undertaking semi-structured interviews with women and men in high management positions, in order to construct a solid basis for analysis and discussion by putting forward solutions. I hope that my work will enable my readers to find some solutions, and that it can serve as a guideline for firms in order to encourage them to benefit. I will try to propose a solution for them to harness the under-utilised talent of their female employees and to pool and foster an environment of respect and equity based on merit rather than on gender.

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Wernars, Tenille. "Students' perceptions of lecturers: a further investigation into the influence of race and gender." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/8538.

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Includes bibliographical references.
Since the end of the apartheid system in 1994, particular attention has been focused on transforming the education system in South Africa, specifically in terms of the demographic composition of both students and staff. However, progress towards historically white higher education institutions becoming more representative in terms of their academic staff has been slow. Two major contributing factors to the stagnant transformation found are the unfavourable working environment experienced by black and female academic staff, and also that the majority of academic positions, especially more senior positions, continue to be dominated by white and male individuals. Students' perceptions of black and female academic staff members might be one contributing factor to the negative working environment they experience. These perceptions are influenced by commonly held racial and gender stereotypes, which are explained and explored using Social Identity Theory and Stereotype Content Theory. The eight hypotheses proposed in this study were therefore based on the assumptions of these theories, as well as previous literature, and suggested that students perceive black and female academic staff as less competent and more warm than white and male academic staff; and also that students perceive lecturers of their same racial and gender group as more favourable than lecturers belonging to other groups. The purpose of this study was to evaluate these perceptions in terms of the lecturers' competence and warmth; and additionally evaluated the influence of lecturers' academic discipline on these perceptions. A total of 1,697 South African students were asked to rate the competence and warmth of two alleged white lecturers and two alleged black lecturers presented to them in photographs using a mixed factorial research design. Students perceived both the white and black lecturers, and both the male and female lecturers, to be highly similar in competence; however were found to perceive the black and the male lecturers as warmer. The results found in this study did not support the hypotheses that students rated white and male lecturers more competent, and female lecturers as higher in warmth. They did, however, provide support for the hypothesis that students perceive black lecturers as warmer than white lecturers. The study also found that the black female lecturer was rated the lowest in terms of competence; and that students' race and gender, as well as the academic discipline of the lecturers', did not significantly influence students' perceptions. The results therefore suggest that students might not be as much of a contributing factor to creating a negative work climate for black and female lecturers as initially assumed, and that the young generation in South Africa may not be as influenced by racial and gender stereotypes as previous generations. The research makes an important theoretical contribution as it expands on limited research regarding the effects of the respondents' own racial and gender group when assessing racial and gender stereotypes; and provides important considerations for future research on racial and gender stereotypes in the context of South Africa.

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Ulicki, Theresa. "Gender equity and organisational change in the South African Police Service." Thesis, University of Sussex, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429886.

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Mavin, Sharon. "Organisational gender culture and the impact on women as career advancement." Thesis, Northumbria University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.503539.

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Granström, Elisabet. "Det gör ju ett självklart val ännu självklarare : En studie om mäns föräldraledighet i en organisation." Thesis, Södertörn University College, School of Gender, Culture and History, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-590.

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Ämnet för den här uppsatsen är mäns föräldraledighet. Det övergripande syftet med denna studie har varit att studera hur män förhåller sig till sina dubbla roller som småbarnsföräldrar och förvärvsarbetare. Specifikt har jag undersökt om mina informanter, fyra män vilka varit föräldralediga, påverkats av deras arbetsgivares, Statoils, småbarnsföräldrapolicy i de val de gjort angående sin föräldraledighet. Genomförandet av studien har skett genom kvalitativ intervjumetod. Informanterna har alla uttryckt att småbarnsföräldrapolicyn gett dem stöd i de val de gjort angående sin föräldraledighet, dock har den inte haft avgörande betydelse. Småbarnsföräldrapolicyn har ett stort symboliskt värde, genom att den finns ges signalen till alla anställda att det är okej att vara föräldraledig oavsett kön.

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Martyn, Elizabeth 1968. "Gender and nation in a new democracy : Indonesian women's organisations in the 1950s." Monash University, Dept. of Politics, 2001. http://arrow.monash.edu.au/hdl/1959.1/9112.

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Al-Mughni, Haya. "Politics of women's organisations in Kuwait : a study of class, gender and patriarchy." Thesis, University of Exeter, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.252991.

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Dissertations / Theses on the topic 'Gendered organisation'

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