scholarly journals Revolution From Above? Female Directors’ Equality-Related Actions in Organizations

2021 ◽  
pp. 000765032110018
Author(s):  
Anja Kirsch
Keyword(s):  
Gender Equality ◽  
Organizational Context ◽  
Key Factors ◽  
Organizational Settings ◽  
Female Directors ◽  
Board Processes ◽  
Supervisory Boards ◽  
German Stock ◽  
Board Culture ◽  
Informal Settings

Drawing on interviews with women and men who serve on the supervisory boards of German stock-listed companies, this qualitative study examines why some female directors seek to augment gender equality in their organizations while others do not. Those who take action do so both in formal board processes and in informal settings. A sense of belonging to women as a social group and a sense of responsibility for women in the organization are key factors in explaining why some female directors contribute to gender equality. In addition, the study highlights the relevance of a board culture supportive of gender equality and positive expectations by other organizational members about female directors’ role in advancing gender equality. Board chairs influence how supportive female directors perceive the organizational context to be. Where the organizational context is not seen as supportive, those who take equality-related action anyway are experienced directors. Surprisingly, the presence of other women on the board does not appear to be related to whether or not female directors take action. Examining female directors’ actions and paying close attention to both their identities and their specific organizational settings shows how the interplay between social identity and situational opportunities and constraints affects board behavior.

God Can Save Us

Rough Country ◽  
2014 ◽  
Author(s):  
Robert Wuthnow
Keyword(s):  
Civil Rights ◽  
Vietnam War ◽  
Gender Equality ◽  
Civil Rights Movement ◽  
Social Activism ◽  
Religious Right ◽  
Key Factors ◽  
Moral Majority ◽  
Jerry Falwell ◽  
Protestant Denominations

This chapter discusses the emergence of the New Christian Right or simply the Religious Right as a powerful new force in American politics. The rise of the Religious Right has been examined from all angles, and several key factors have been identified. It clearly depended on leadership. The most visible leaders were preacher Jerry Falwell, whose Moral Majority rallies at state capitals had been gaining attention in the late 1970s, and fellow televangelist Pat Robertson, whose popular 700 Club television program included discussions of social and moral topics. Both were canny entrepreneurs who knew how to attract media attention, and there were conservative political operatives eager to enlist their support. There were unifying issues as well, such as opposition to abortion, homosexuality, and promiscuity, and the more general sense that religion was under siege by secularity and humanism. And there were lingering divisions within Protestant denominations and among Catholics over such issues as social activism, the legacies of the civil rights movement and the Vietnam War, communism, gender equality, the ordination of women, and theology.

Specifying Software Models with Organizational Styles

2011 ◽  
pp. 1141-1161
Author(s):  
Manuel Kolp ◽  
Yves Wautelet ◽  
Stéphane Faulkner
Keyword(s):  
Real World ◽  
Organizational Context ◽  
System Development ◽  
Software System ◽  
Organizational Models ◽  
Organizational Settings ◽  
Development Methodology ◽  
Software Models ◽  
Organizational Theories ◽  
Organizational Patterns

Organizational Modeling is concerned with analyzing and understanding the organizational context within which a software system will eventually function. This chapter proposes organizational patterns motivated by organizational theories intended to facilitate the construction of organizational models. These patterns are defined from real world organizational settings, modeled in i* and formalized using the Formal Tropos language. Additionally, the chapter evaluates the proposed patterns using desirable qualities such as coordinability and predictability. The research is conducted in the context of Tropos, a comprehensive software system development methodology.

Patterns for Organizational Modeling

2009 ◽  
pp. 2262-2284
Author(s):  
Manuel Kolp ◽  
Stéphane Faulkner
Keyword(s):  
Real World ◽  
Organizational Context ◽  
System Development ◽  
Software System ◽  
Organizational Models ◽  
Organizational Settings ◽  
Development Methodology ◽  
Organizational Theories ◽  
Organizational Patterns

Organizational modeling is concerned with analyzing and understanding the organizational context within which a software system will eventually function. This paper proposes organizational patterns motivated by organizational theories intended to facilitate the construction of organizational models. These patterns are defined from real world organizational settings, modeled in i* and formalized using the Formal Tropos language. Additionally, the paper evaluates the proposed patterns using desirable qualities such as coordinability and predictability. The research is conducted in the context of Tropos, a comprehensive software system development methodology.

Healthy work environment – a challenge?

2015 ◽  
Vol 28 (7) ◽  
pp. 660-666 ◽  
Author(s):  
Pia Hannele Jansson von Vultée
Keyword(s):  
Work Environment ◽  
Social Insurance ◽  
Organizational Context ◽  
Early Stage ◽  
Organizational Setting ◽  
Content Type ◽  
Organizational Settings ◽  
Work Settings ◽  
Work Related ◽  
Employee Wellbeing

Purpose – In Sweden, leave due to sickness was high during the 1990s. The Swedish Social Insurance Agency was able to decrease sick days in the period between 2000 and 2010 but sick days are rising again in Sweden, mostly due to psychological problems among women and partly due to their work environment. It is important to find methods to identify poor work settings to prevent absenteeism due to sickness. The paper aims to discuss these issues. Design/methodology/approach – The authors created a web questionnaire focusing on the organizational setting and its impact on employee wellbeing – reported as mental energy, work-related exhaustion and work satisfaction. The questionnaire measures good and poor work environment factors to help managers improve organizational settings. The questionnaire was validated qualitatively and quantitatively. Findings – It is possible to measure individual wellbeing in an organizational context at an early stage. The authors followed a company undergoing organizational change and identified groups at risk of developing illness. Practical implications – Managers uncertain about employee mental status can measure employee wellbeing easily and cost effectively to prevent illness. Originality/value – The authors created a method, statistically evaluated, to proactively identify good and poor work environments to promote healthy co-workers.

Trust relations in a changing health service

2008 ◽  
Vol 13 (3_suppl) ◽  
pp. 97-103 ◽  
Author(s):  
Michael Calnan ◽  
Rosemary Rowe
Keyword(s):  
Organizational Context ◽  
Comparative Case Study ◽  
Professional Status ◽  
Working Relationships ◽  
Cultural Changes ◽  
Organizational Settings ◽  
The Relationship ◽  
Recent Policy

Objective: Trust in health care is an important policy area although research has tended to focus on interpersonal trust between patient and practitioner and has neglected trust relations at the organizational and institutional levels. Each of these levels of trust may have been influenced by recent policy and organizational changes in the NHS as well as wider cultural changes. Our aim was to explore the relationship between patients, practitioners and managers to identify if there was any evidence of changes in trust relations. Method: A comparative case study design in two different clinical and organizational settings. Results: Trust is still important for effective therapeutic and working relationships but the nature of that trust and how it is lost and won appears to be affected by the organizational context in which health services are delivered. The increasing partnership between patients and clinicians in managing health problems and the greater interdependence of clinicians and managers in providing multidisciplinary shared care have changed how patients, clinicians and managers trust each other. For many informants trust can no longer be assumed, it is conditional and has to be earned. However, the sources of trust are the quality of the patient- clinician interaction, the competence and empathy that is displayed rather than informed trust based on abstract disembodied data. Likewise in inter-practitioner relationships and clinician-manager relations trust no longer appears to be primarily based on professional status and seniority, instead it appears to be conditional and may be earned through a variety of strategies that demonstrate honesty, reliability, competence, accessibility and an indication that colleagues share similar values and have a common agenda. Conclusion: Trust is still important for effective therapeutic and working relationships.

The Influence of Corporate Elites on Women on Supervisory Boards: Female Directors’ Inclusion in Germany

2019 ◽  
Vol 165 (2) ◽  
pp. 347-364
Author(s):  
Jie Huang ◽  
Marjo-Riitta Diehl ◽  
Sandra Paterlini
Keyword(s):  
Female Directors ◽  
Supervisory Boards ◽  
Corporate Elites

Top women managers as change agents in the machista context of Mexico

2017 ◽  
Vol 36 (4) ◽  
pp. 321-339 ◽  
Author(s):  
Salvador Barragan ◽  
Mariana I. Paludi ◽  
Albert Mills
Keyword(s):  
Critical Discourse Analysis ◽  
Gender Equality ◽  
Women Managers ◽  
Cultural Context ◽  
Organizational Context ◽  
Intervention Strategy ◽  
Change Agents ◽  
Organizational Level ◽  
Content Type ◽  
Promote Gender Equality

Purpose The purpose of this paper is to focus on top women managers who act as change agents in the machista culture of Mexico. Specifically, the authors centre the attention not only on the strategies performed by these change agents to reduce inequality, but also on understanding the way in which they discursively reproduce or challenge essentialist notions of gender with respect to the cultural and organizational context. Design/methodology/approach Semi-structured interviews were conducted with 12 top women managers in Mexico who are actively involved as change agents. A feminist poststructuralist methodological framework using critical discourse analysis was used to uncover competing notions of gender and related strategies developed to promote gender equality. Findings The analysis reveals that the 12 change agents perform strategies for inclusion, and only half of them engage in strategies for re-evaluation. The authors were unable to recognize whether these change agents are engaged in strategies of transformation. These change agents also reproduce and challenge “essentialist” notions of gender. In some instances – based on their own career experiences and gendered identities – they (un)consciously have adopted essentialism to fit into the cultural context of machista society. They also challenge the gender binary to eradicate essentialist notions of gender that created gender inequalities in the first place. Research limitations/implications The experience of these 12 top women managers may not represent the voice of other women and their careers. Ultimately, intersections with class, organizational level, nationality, race, ethnicity, and sexual orientation must be taken into account so to represent other women’s particular interests with respect to equality. Practical implications For those researchers-consultants who may be involved in an intervention strategy, it is important to focus on helping the change agents in reviewing and reflecting on their own “vision of gender equity”. During the strategic activities of mentoring and training, these change agents could potentially “leak” a particular “vision of gender” to other women and men. Thus, part of the intervention strategy should target the change agent’s self-reflection to influence her capacity to act as change agents. Originality/value The authors contribute to the literature on change agents and interventions for gender equality. Intervention strategies usually centre on essentialist notions of gender. The study offers potential explanations for this approach by paying attention to the process of how change agents, in their efforts to promote gender equality, may be unconsciously projecting their own identities onto others and/or consciously engaging in strategic essentialism to fit into the machista context of Mexico.

Der Rechtsanwalt als Aufsichtsratsmitglied

2019 ◽  
Author(s):  
Lars Frederik Bühren
Keyword(s):  
Legal Issues ◽  
Corporation Law ◽  
Supervisory Boards ◽  
Professional Law ◽  
Approval Procedure ◽  
German Stock ◽  
Scope Of Application ◽  
Stock Corporation ◽  
Academic Debate

This study examines the work of lawyers on supervisory boards in public limited companies. It is the first to investigate all the relevant legal issues in this respect, particularly with regard to consultancy agreements, from both a stock corporation law and a professional law perspective, the latter of which has been neglected in the academic debate on this subject to date. Firstly, the author presents the particular demands on lawyers on supervisory boards in detail before focusing on consultancy agreements according to § 114 of the German Stock Corporation Act (AktG). In addition to examining the requirements for drafting such agreements, he discusses, among other things, both the approval procedure in this respect and how framework contracts are dealt with, critically questioning jurisprudential positions and developing practical solutions. Moreover, he analyses all the constellations in which the scope of application of § 114 of the AktG could be broadened from both a stock corporation law and a professional law perspective.

Development and validation of the workplace hazing scale

2020 ◽  
pp. 001872672095705
Author(s):  
Mary B Mawritz ◽  
Johnna Capitano ◽  
Rebecca L Greenbaum ◽  
Julena M Bonner ◽  
Joongseo Kim
Keyword(s):  
Development Process ◽  
Organizational Context ◽  
Verbal Abuse ◽  
Work Environments ◽  
Sports Teams ◽  
Military Organizations ◽  
Organizational Settings ◽  
University Life ◽  
Development And Validation ◽  
Reliable Scale

What is workplace hazing and how does it affect newcomers? Although most people associate hazing behaviors with university life, sports teams, or military organizations, hazing has been reported in a wide variety of workplace settings as a means of socializing newcomers into their new work environments. However, hazing is seldom researched in the organizational context. Consequently, we contribute to research on workgroup socialization by examining workplace hazing as one particular form of socialization. We first draw on management research on socialization, anthropology research on hazing, and anecdotal evidence to define and conceptualize the construct of workplace hazing. Then, we use a multi-study scale development process to create and validate a five-dimensional workplace hazing scale (WHS). The resulting 15-item WHS captures a range of hazing behaviors across organizational settings, and includes the dimensions of segregation, verbal abuse, task-related hazing, physical abuse, and testing. Overall, our research suggests that the WHS is a valid, reliable scale that can be used to assess this complex phenomenon and that workplace hazing has detrimental effects on newcomers.

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