Gender diversity and management aspirations in public sector workplaces in Denmark

2019 ◽  
Vol 34 (6) ◽  
pp. 465-488 ◽  
Author(s):  
Vibeke Lehmann Nielsen ◽  
Mikkel Bo Madsen
Keyword(s):  
Public Sector ◽  
Gender Diversity ◽  
Organizational Level ◽  
Research Approach ◽  
Structural Factors ◽  
Content Type ◽  
Occupational Setting ◽  
Wide Range ◽  
Female Employees ◽  
Mixed Gender

Purpose This paper aims to explore the relationship between workplace gender diversity among peers and management aspirations among male and female employees. It focuses on whether gender diversity influences men and women’s management aspirations. Design/methodology/approach The study builds on cross-sectional survey data from the Danish public sector. Findings Results shows that in mixed-gender workplaces, male employees are less likely to express management aspirations than male employees in mono-gender workplaces, but female employees in mixed-gender workplaces express management aspirations to the same – low – degree as female employees in mono-gender workplaces. All in all, the findings show that gender differences in career aspirations are not just a matter of individual preferences and/or macro-structural factors but also a matter of factors at organizational level. The findings suggest both positive and negative implications of gender diversity, and hence problematize a – rather common – simplistic celebration of gender diversity. First of all, gender diversity seems to counteract the fertilization of rigid stereotypes of men and hence prevents some men from being pushed into management positions and a career ladder they perhaps do not want to be placed at in the first place. Research limitations/implications Because of the chosen research approach, the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications The findings seem to identify that the challenge of secure a large and qualified pool of potential managers might be even extra challeging for managers in gender-diverse organisations. Originality/value A more nuanced view of the implications of gender diversity based on a basic argument of gender-asymmetry. Furthermore, the study are build on a unique dataset that allows to study the implications of gender diversity across a wide range of occupational setting and hence control for occupation specific characteristics.

Breaking the glass ceiling: opportunity for the organization

2016 ◽  
Vol 48 (6) ◽  
pp. 311-319 ◽  
Author(s):  
Debashish Kumar Sahoo ◽  
Usha Lenka
Keyword(s):  
Glass Ceiling ◽  
Gender Diversity ◽  
Diversity Initiatives ◽  
Content Type ◽  
Competitive Edge ◽  
Participation Of Women ◽  
Corporate Hierarchy ◽  
Wide Range ◽  
Female Employees ◽  
And Performance

Purpose – The purpose of this paper is to decipher the benefits of breaking the glass ceiling in the organization, providing strategies to overcome it, and discussing the benefits availed by the organization in bringing more participation from women in middle and senior level management. Design/methodology/approach – This paper critically analyses the literature on women’s contribution to the organization’s success, their barriers to their advancement to corporate hierarchy, and breaking the glass ceiling, supported by appropriate theories. Findings – Gender diversity initiatives are perquisite for an organization ' s success and performance because presence of more women in the organization increases firm’s productivity. It is because more participation of female employees offers organizations a wide range of resources, ideas, skills, and energy to the business, providing a competitive edge against the competitors. Research limitations/implications – With understanding the benefits of gender diversity initiatives, an organization will emphasize more on the development of female employees personally and professionally. This, in turn, will help organizations in terms of productivity. Originality/value – Originality and value with understanding the benefits of gender diversity initiatives in an organization can focus more on growth and development aspects of female employees by breaking the glass ceiling and recognizing their competencies, qualifications, and achievement. This will lead to more participation of women in every echelon of management, resulting in firm performance.

Managing integration in infrastructure alliance projects

2017 ◽  
Vol 10 (1) ◽  
pp. 5-31 ◽  
Author(s):  
Anna-Maija Hietajärvi ◽  
Kirsi Aaltonen ◽  
Harri Haapasalo
Keyword(s):  
Construction Projects ◽  
Research Approach ◽  
Content Type ◽  
Complex Projects ◽  
Wide Range ◽  
Project Organizations ◽  
Integration Mechanisms ◽  
Organizational Integration ◽  
Time Critical

Purpose The effective management of inter-organizational integration is central to complex projects. Such projects pose significant challenges for integration, as organizations struggle with constantly changing inter-organizational interdependencies and must develop and adapt integration mechanisms to meet new demands. The purpose of this paper is to understand what kinds of integration mechanisms are used and how they are developed and adjusted during the infrastructure alliance projects. Design/methodology/approach This study provides empirical evidence of integration dynamics in project alliancing by analyzing two infrastructure alliance projects – a complex tunnel construction project and a railway renovation project. The research approach is an inductive case study. Findings This paper identifies integration mechanisms adopted in two case projects and three central triggers that led to changes in the integration mechanisms: project lifecycle phase, unexpected events and project team’s learning during the project. Practical implications Integration capability should be a precondition for alliance project organizations and requires the adoption of a wide range of integration mechanisms, as well as an ability to adjust those mechanisms in response to everyday dynamics and emergent situations. Originality/value Although unplanned contingencies and the responses to them represent important influences in organizations, there is limited amount of research on the dynamics of integration. The findings will be of value in supporting the management of inter-organizational integration in complex, uncertain and time-critical construction projects.

The experiences leading to resignation of female audit managers: an interpretative phenomenological analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jurika Groenewald ◽  
Elza Odendaal
Keyword(s):  
Gender Inequality ◽  
Interpretative Phenomenological Analysis ◽  
Role Theory ◽  
Gender Diversity ◽  
Phenomenological Analysis ◽  
Research Approach ◽  
Structured Interviews ◽  
Homogeneous Sample ◽  
Content Type ◽  
Audit Firms

Purpose Considering the benefits that gender diversity could bring to audit firms, especially in a time when the audit profession faces criticism and the COVID-19 pandemic has widened the gender inequality gap, this study aims to explore the lived experiences of female former audit managers from a social role theory and role congruity theory perspective, to understand the factors that contributed towards their resignations. Design/methodology/approach An exploratory qualitative research approach and an interpretative phenomenological analysis design were used. Semi-structured interviews were conducted with senior female audit managers who had resigned from Johannesburg Stock Exchange-accredited audit firms. Findings The female former audit managers reported their unique experiences in terms of a lack of transparent career progression discussions, audit firms being run by “old boys’ clubs” and unfair treatment linked to bias, job overload and indistinct ambitions to become audit partners. Research limitations/implications The homogeneous sample included a small number of female participants from a limited number of audit firms. Originality/value The findings could inform audit firms how to address the factors contributing to female audit managers’ resignations and to challenge stereotypes to retain more women for promotion to audit partner-level, thereby capitalising on the benefits of a diversified management structure that could lead to higher quality audits and address gender inequality.

scholarly journals Mind your attitude: the impact of patriarchy on women’s workplace behaviour

2019 ◽  
Vol 25 (2) ◽  
pp. 146-164
Author(s):  
Toyin Ajibade Adisa ◽  
Fang Lee Cooke ◽  
Vanessa Iwowo
Keyword(s):  
Work Environment ◽  
Gender Discrimination ◽  
Social Situation ◽  
Equal Treatment ◽  
Research Approach ◽  
Equal Rights ◽  
Structured Interviews ◽  
Content Type ◽  
Female Employees ◽  
The Impact

Purpose By conceptualising patriarchy in the workplace as a social situation, the purpose of this paper is to examine the prevalence of patriarchal attitudes and their impact on women’s workplace behaviour among Nigerian organisations. Design/methodology/approach The study uses a qualitative research approach, drawing on data from 32 semi-structured interviews with female employees and managers in two high-street banks in Nigeria. Findings The study finds that patriarchy shapes women’s behaviour in ways that undermine their performance and organisational citizenship behaviour (OCB). Furthermore, the study finds that patriarchal attitudes, often practised at home, are frequently transferred to organisational settings. This transference affects women’s workplace behaviour and maintains men’s (self-perceived) superior status quo, whereby women are dominated, discriminated against and permanently placed in inferior positions. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research. Practical implications The challenges posed by the strong patriarchy on women’s workplace behaviour are real and complex, and organisations must address them in order to create a fairer workplace in which employees can thrive. It is therefore essential for organisations to examine periodically their culture to ensure that all employees, regardless of gender, are involved in the organisation’s affairs. Furthermore, organisations need to help women become more proactive in combating patriarchal behaviour, which often affects their performance and OCB. This requires organisations to affirm consistently their equal opportunities, equal rights and equal treatment policies. It is essential that organisations take this problem seriously by attaching due penalty to gender discrimination, as this will go a long way in ensuring positive outcomes for women and providing a fairer workplace. Originality/value This study provides empirical evidence that a more egalitarian work environment (in Nigerian banking) will result in improved performance from female employees and organisations. It calls for greater policy and organisational interventions to create a more inclusive work environment and an equal society.

Managing gender diversity in healthcare: getting it right

2017 ◽  
Vol 30 (1) ◽  
pp. 92-100 ◽  
Author(s):  
Paul Vanderbroeck ◽  
Jean-Blaise Wasserfallen
Keyword(s):  
Health Care ◽  
Health Care Organizations ◽  
Gender Diversity ◽  
Negative Influence ◽  
Organizational Level ◽  
Team Leaders ◽  
Content Type ◽  
Maximum Benefit ◽  
Team Productivity ◽  
Published Research

Purpose Diversity, notably gender diversity, is growing in health care, both at the level of teams and the level of organizations. This paper aims to describe the challenges for team leaders and leaders of organizations to manage this diversity. The authors believe that more could be done to help leaders master these challenges in a way that makes diverse teams and organizations more productive. Design/methodology/approach Drawing on previously published research, using gender diversity as an example, the paper first describes how diversity can both have a positive and a negative influence on team productivity. Next, it describes the challenge of gender diversity at an organizational level, using Switzerland as an example. Findings The first part of the paper espouses the causes of gender diversity, undoes some of the myths surrounding diversity and presents a model for effective management of diversity in teams. The second part looks at gender diversity at an organizational level. Drawing from sources inside and outside healthcare, the effects of the “leaking pipeline”, “glass wall” and “glass ceiling” that prevent health-care organizations from leveraging the potential of female talent are discussed. Practical implications The authors propose a model developed for intercultural teamwork as a framework for leveraging gender diversity for better team productivity. Proposals are offered to health-care organizations on how they can tip the gender balance at senior levels into their favor, so as to get the maximum benefit from the available talent. Originality/value Applying the “how to” ideas and recommendations from this general review will help leaders of health-care organizations gain a better return on investment from their talent development as well as to increase the productivity of their workforce by a better use of diverse talent.

Exploring the relationships between the learning organization and organizational performance

2015 ◽  
Vol 38 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Mohan P. Pokharel ◽  
Sang Ok Choi
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Learning Organization ◽  
Positive Impact ◽  
Mediating Effect ◽  
Organizational Level ◽  
Individual Group ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Individual

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Is there a silver bullet to career success for women?

2016 ◽  
Vol 30 (1) ◽  
pp. 3-5 ◽  
Author(s):  
Inge Woudstra
Keyword(s):  
Gender Differences ◽  
Gender Diversity ◽  
Exploratory Research ◽  
Line Managers ◽  
Content Type ◽  
Flexible Working ◽  
And Performance ◽  
Set Up ◽  
Sports Coaches ◽  
Mixed Gender

Purpose – Organizations were originally designed for men. Women are different and organizations will need to adapt to maximize progress and performance of women as well as men. Line managers need to be aware of gender differences in their approach of a mixed-gender team. Design/methodology/approach – In a review of literature, key gender differences that could play a role at work were identified. Five top sports coaches were interviewed to find how they had to adapt to improve performance of female teams. Practical application of their strategies in organizations was tested in four workshops and 15 interviews with women and managers. Findings – Six key gender differences were identified. Top sports coaches confirmed that they had to adapt their style to a female team, and could relate those to some of the differences from literature. The workshops and interviews showed that teaching managers to adapt their style is a promising approach. Research limitations/implications – The research was set up to find if there is merit in being aware of gender differences in organizations. There is, but as it is exploratory research, it is now important to find further evidence. Originality/value – Gender diversity efforts tend to be focused on equality, flexible working, and upgrading women’s skills. This paper highlights that those initiatives are not enough, and organizations need to adapt to women’s needs to maximize performance and progress of women as well as men.

McDonald's shines for the opportunities it offers female employees

2014 ◽  
Vol 22 (1) ◽  
pp. 3-6
Keyword(s):  
Role Models ◽  
Gender Diversity ◽  
Development Program ◽  
Women's Leadership ◽  
Culture Form ◽  
Content Type ◽  
Leadership Culture ◽  
Stakeholder Relationships ◽  
Personal Impact ◽  
Female Employees

Purpose – Examines some of the reasons that the percentage of women in management jobs has risen at McDonald's. Design/methodology/approach – Highlights the importance, among other initiatives, of the Women's Leadership Development program and the Women's Leadership Network. Findings – Explains that the former concentrates on: building a deeper awareness of current strengths; gaining insights and knowledge of areas where skills can be further enhanced; developing leadership skills and personal impact for more effective stakeholder relationships; constructing a stronger leadership culture in female managers at grade 3 and above and broadening the talent pool; acknowledging and supporting gender diversity at senior-management level; and equipping emerging leaders with the skills to manage change. The latter, meanwhile, aims to: provide a stream of female mid-managers who are either ready now for promotion or will be in the future; build confidence and competence and establish a strong leadership culture; form long-lasting networks; and create an increasing number of female role-models able to mentor female employees. Practical implications – Reveals that, with 41 per cent of restaurant-management positions held by females, McDonald's focuses on building their entrepreneurial skills and looks for those qualities in employees that it hires and promotes. Originality/value – Gives the inside story of how McDonald's is making the most of its female talent.

Big data maturity models for the public sector: a review of state and organizational level models

2020 ◽  
Vol 14 (4) ◽  
pp. 681-699
Author(s):  
Aras Okuyucu ◽  
Nilay Yavuz
Keyword(s):  
Big Data ◽  
Public Sector ◽  
National Policy ◽  
State Level ◽  
The State ◽  
Organizational Level ◽  
Maturity Model ◽  
Maturity Models ◽  
Content Type ◽  
The Public

Purpose Despite several big data maturity models developed for businesses, assessment of big data maturity in the public sector is an under-explored yet important area. Accordingly, the purpose of this study is to identify the big data maturity models developed specifically for the public sector and evaluate two major big data maturity models in that respect: one at the state level and the other at the organizational level. Design/methodology/approach A literature search is conducted using Web of Science and Google Scholar to determine big data maturity models explicitly addressing big data adoption by governments, and then two major models are identified and compared: Klievink et al.’s Big Data maturity model and Kuraeva’s Big Data maturity model. Findings While Klievink et al.’s model is designed to evaluate Big Data maturity at the organizational level, Kuraeva’s model is appropriate for assessments at the state level. The first model sheds light on the micro-level factors considering the specific data collection routines and requirements of the public organizations, whereas the second one provides a general framework in terms of the conditions necessary for government’s big data maturity such as legislative framework and national policy dimensions (strategic plans and actions). Originality/value This study contributes to the literature by identifying and evaluating the models specifically designed to assess big data maturity in the public sector. Based on the review, it provides insights about the development of integrated models to evaluate big data maturity in the public sector.

It’s complicated: a multi-method approach to broadening participation in STEM

2019 ◽  
Vol 38 (3) ◽  
pp. 349-361 ◽  
Author(s):  
Valerie Gray Hardcastle ◽  
Stacie Furst-Holloway ◽  
Rachel Kallen ◽  
Farrah Jacquez
Keyword(s):  
Program Evaluation ◽  
Stereotype Threat ◽  
Longitudinal Analysis ◽  
Target Population ◽  
Lessons Learned ◽  
Organizational Level ◽  
Research Approach ◽  
Women In Stem ◽  
Content Type ◽  
Broadening Participation

PurposeA lot is known about systemic barriers to broadening participation (BP) in STEM. Empirical research has demonstrated the existence and impact of implicit bias, stereotype threat, and micro-aggressions on a sense of belonging, organizational productivity and leadership opportunities. We also know that achieving greater participation of women and faculty of color in the STEM disciplines is complicated and depends on altering complex and multi-layered interactions between activities and actors. Further, because researcher and institutional goals vary as a function of target population and context, generalizable models can struggle in the face of larger BP efforts. Through the authors experience as an NSF ADVANCE-IT awardee, the authors believe that a dynamic, multi-scaled and organizational level approach is required to reflect the reciprocal dialogue among research questions, best practices, tailored applications and quantifiable goals. The authors describe several examples of research, programming activities and program evaluation that illustrate this approach. In particular, the authors describe both the programming successes and challenges, with the aim of helping others to avoid common mistakes by articulating very broad and, the authors’ hope, generalizable “lessons learned.” The paper aims to discuss these issues.Design/methodology/approachTo better understand the barriers for women in STEM, the authors utilized an iterative methodology. Specifically, the authors conducted a social network analysis, an exit survey of departed faculty, longitudinal analysis of career trajectories and research productivity, and a survey on the interaction between values and climate.FindingsThe analyses suggest three strategies better retain women in STEM: improve women’s professional networks; re-aling policy documents and departmental practices to better reflect faculty values; and improve departmental climate.Practical implicationsThe pay-off for using this more complex research approach to triangulate onto specific challenges is that the interventions are more likely to be successful, with a longer-lasting impact.Originality/valueWith continuous institutional research, metric refinement, and program evaluation the authors are better able to develop targeted programming, policy reform, and changes in institutional practice. The interventions should result in permanent institutional and systemic change by integrating multi-method qualitative and quantitative research into BP practices, which the authors couple with longitudinal analysis that can quantify success of the authors’ efforts.

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