Judy B. Rosener
- Published in print:
- 1998
- Published Online:
- October 2011
- ISBN:
- 9780195119145
- eISBN:
- 9780199854882
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195119145.001.0001
- Subject:
- Business and Management, Strategy
The United States has a large number of well-educated, experienced professional women ready, willing, and able to move into the boardrooms and executive suites of corporate America. They represent a ...
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The United States has a large number of well-educated, experienced professional women ready, willing, and able to move into the boardrooms and executive suites of corporate America. They represent a great, untapped economic resource and this book argues that this is America’s competitive secret. Drawing on in-depth interviews with top executives and middle managers, and the latest research on working women and organizational change, the author describes the unique contribution of female professionals. Her profiles of top women managers reveal that they cope well with ambiguity, are comfortable sharing power, and tend to empower others' leadership traits that lead to increased employee productivity, innovation, and profits. The book offers evidence that the changes that help organizations more fully utilize the talents of women are the same changes that will give them an important edge in today’s global workplace. The author explains why the glass ceiling still prevents many competent women from reaching the upper echelons of management. She analyses why women and men are perceived and evaluated differently at work, and provides new insight into the feelings of men who are asked to interact with women in new roles when there are few new rules. The book shows that removing the glass ceiling can no longer be viewed solely in terms of social equity—it is now an economic imperative.Less
The United States has a large number of well-educated, experienced professional women ready, willing, and able to move into the boardrooms and executive suites of corporate America. They represent a great, untapped economic resource and this book argues that this is America’s competitive secret. Drawing on in-depth interviews with top executives and middle managers, and the latest research on working women and organizational change, the author describes the unique contribution of female professionals. Her profiles of top women managers reveal that they cope well with ambiguity, are comfortable sharing power, and tend to empower others' leadership traits that lead to increased employee productivity, innovation, and profits. The book offers evidence that the changes that help organizations more fully utilize the talents of women are the same changes that will give them an important edge in today’s global workplace. The author explains why the glass ceiling still prevents many competent women from reaching the upper echelons of management. She analyses why women and men are perceived and evaluated differently at work, and provides new insight into the feelings of men who are asked to interact with women in new roles when there are few new rules. The book shows that removing the glass ceiling can no longer be viewed solely in terms of social equity—it is now an economic imperative.
John Hendry
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780199268634
- eISBN:
- 9780191708381
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199268634.003.0007
- Subject:
- Business and Management, Strategy
This chapter focuses on management and morality in contemporary post-bureaucratic business organizations, or within the new corporate cultures of the flexible economy. It looks at three sets of moral ...
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This chapter focuses on management and morality in contemporary post-bureaucratic business organizations, or within the new corporate cultures of the flexible economy. It looks at three sets of moral tensions facing the manager. As a boss, the manager faces new tensions associated with hiring and firing, and tensions between the roles of stewardship and agency. As a colleague, the manager has to engage with the contemporary ethics of teamwork, in which duty and self-interest sit uncomfortably together. As an employee, the manager has to face increasing tensions between work and home. The chapter concludes by exploring the paradox of contemporary freedoms that are both enabling and severely disabling.Less
This chapter focuses on management and morality in contemporary post-bureaucratic business organizations, or within the new corporate cultures of the flexible economy. It looks at three sets of moral tensions facing the manager. As a boss, the manager faces new tensions associated with hiring and firing, and tensions between the roles of stewardship and agency. As a colleague, the manager has to engage with the contemporary ethics of teamwork, in which duty and self-interest sit uncomfortably together. As an employee, the manager has to face increasing tensions between work and home. The chapter concludes by exploring the paradox of contemporary freedoms that are both enabling and severely disabling.
Alan Burton-Jones
- Published in print:
- 1999
- Published Online:
- October 2011
- ISBN:
- 9780198296225
- eISBN:
- 9780191685217
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780198296225.001.0001
- Subject:
- Business and Management, Knowledge Management, Strategy
This book looks at how the shift to a knowledge-based economy is redefining firms, empowering individuals, and reshaping the links between learning and work using economic, management and ...
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This book looks at how the shift to a knowledge-based economy is redefining firms, empowering individuals, and reshaping the links between learning and work using economic, management and knowledge-based theories, supported by empirical data, illustrations, and trends. The book argues that industrial-era models of firm-market boundaries, work arrangements, and ownership and control are inhibiting firms and individuals success in the emerging knowledge economy. New models are proposed based on knowledge-centred organisation, knowledge-led growth, and knowledge supply as distinct from labour supply or flexible employment. Continuous learning is shown to be critical to firms as integrators of disparate knowledge resources, and the only practical route for individuals to become free agents. The book illuminates the new business landscape and provides a practical tool-set for business practitioners and theorists to interpret and manage change in a rapidly deconstructing economic environment.Less
This book looks at how the shift to a knowledge-based economy is redefining firms, empowering individuals, and reshaping the links between learning and work using economic, management and knowledge-based theories, supported by empirical data, illustrations, and trends. The book argues that industrial-era models of firm-market boundaries, work arrangements, and ownership and control are inhibiting firms and individuals success in the emerging knowledge economy. New models are proposed based on knowledge-centred organisation, knowledge-led growth, and knowledge supply as distinct from labour supply or flexible employment. Continuous learning is shown to be critical to firms as integrators of disparate knowledge resources, and the only practical route for individuals to become free agents. The book illuminates the new business landscape and provides a practical tool-set for business practitioners and theorists to interpret and manage change in a rapidly deconstructing economic environment.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.003.0006
- Subject:
- Business and Management, Strategy
For many men and women, juggling work and family responsibilities is a significant source of stress. Fortunately, few of us have to face work-family stress alone. Or, perhaps we should say that the ...
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For many men and women, juggling work and family responsibilities is a significant source of stress. Fortunately, few of us have to face work-family stress alone. Or, perhaps we should say that the fortunate among us do not have to face work-family stress alone. People can benefit from social support offered by other individuals and by institutions. By social support, we mean some sort of exchange of resources between individuals that is intended to aid the person receiving the support. These resources take a wide variety of forms, including information, direct help with daily chores, understanding, and even praise.Less
For many men and women, juggling work and family responsibilities is a significant source of stress. Fortunately, few of us have to face work-family stress alone. Or, perhaps we should say that the fortunate among us do not have to face work-family stress alone. People can benefit from social support offered by other individuals and by institutions. By social support, we mean some sort of exchange of resources between individuals that is intended to aid the person receiving the support. These resources take a wide variety of forms, including information, direct help with daily chores, understanding, and even praise.
RICHARD WHITTINGTON and MICHAEL MAYER
- Published in print:
- 2002
- Published Online:
- January 2010
- ISBN:
- 9780199251049
- eISBN:
- 9780191714382
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199251049.003.0007
- Subject:
- Business and Management, Strategy
This chapter picks up the American corporate political work of Fligstein and Palmer in order to examine the strongest likely particular effect, that of different kinds of ownership upon strategy and ...
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This chapter picks up the American corporate political work of Fligstein and Palmer in order to examine the strongest likely particular effect, that of different kinds of ownership upon strategy and structure at the level of the individual firm. It begins by spelling out the kinds of ownership effects frequently predicted, whether of families and entrepreneurs, of banks and financial institutions, of the state or of other firms. It then investigates the actual impacts of these different kinds of ownership in the three countries. It then discovers that many kinds of shareholder have been unjustly accused. It notes that families, banks, and the state are all more or less equally competent and enthusiastic in following the economic logics of diversification and divisionalisation.Less
This chapter picks up the American corporate political work of Fligstein and Palmer in order to examine the strongest likely particular effect, that of different kinds of ownership upon strategy and structure at the level of the individual firm. It begins by spelling out the kinds of ownership effects frequently predicted, whether of families and entrepreneurs, of banks and financial institutions, of the state or of other firms. It then investigates the actual impacts of these different kinds of ownership in the three countries. It then discovers that many kinds of shareholder have been unjustly accused. It notes that families, banks, and the state are all more or less equally competent and enthusiastic in following the economic logics of diversification and divisionalisation.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.001.0001
- Subject:
- Business and Management, Strategy
We've come a long way since the book The Organization Man first introduced the “ideal” two-person career: a full-time male breadwinner and a stay-at-home wife. What typified the '50s good life is in ...
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We've come a long way since the book The Organization Man first introduced the “ideal” two-person career: a full-time male breadwinner and a stay-at-home wife. What typified the '50s good life is in stark contrast to contemporary reality: in the USA 63% of all married women with children under six years old are in the workforce and 40% of all workers are part of a dual-earner couple. This book offers a new lens for viewing the real struggles that business professionals — particularly women — face in their daily battle to find ways of “getting a life” and “having it all.” Based on a study that surveyed more than 800 business professionals, this volume will help readers understand and deal with the effects of gender, professional culture, and social expectations, on the evolving roles of men and women in crafting an integrated life. In this look at how work and family affect the lives of men and women trying to manage the complexities of modern living, the authors argue that it is critical to learn how to manage the boundaries between work and family, to handle ambiguity, to manage multiple tasks simultaneously, and to build networks of support at work and in the community. The book offers a prescription for success that requires that all parties — individuals, employers, and society — clarify what is important, recognize and support the whole person, and continually experiment with new ways to achieve meaningful goals.Less
We've come a long way since the book The Organization Man first introduced the “ideal” two-person career: a full-time male breadwinner and a stay-at-home wife. What typified the '50s good life is in stark contrast to contemporary reality: in the USA 63% of all married women with children under six years old are in the workforce and 40% of all workers are part of a dual-earner couple. This book offers a new lens for viewing the real struggles that business professionals — particularly women — face in their daily battle to find ways of “getting a life” and “having it all.” Based on a study that surveyed more than 800 business professionals, this volume will help readers understand and deal with the effects of gender, professional culture, and social expectations, on the evolving roles of men and women in crafting an integrated life. In this look at how work and family affect the lives of men and women trying to manage the complexities of modern living, the authors argue that it is critical to learn how to manage the boundaries between work and family, to handle ambiguity, to manage multiple tasks simultaneously, and to build networks of support at work and in the community. The book offers a prescription for success that requires that all parties — individuals, employers, and society — clarify what is important, recognize and support the whole person, and continually experiment with new ways to achieve meaningful goals.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.003.0001
- Subject:
- Business and Management, Strategy
Work and family, the central life roles for most employed women and men in the modern society, can either benefit or harm each other; they may be allies or they may be enemies. People are finding it ...
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Work and family, the central life roles for most employed women and men in the modern society, can either benefit or harm each other; they may be allies or they may be enemies. People are finding it increasingly tough to develop pursuits outside of work that increase their quality of life. Parents find themselves working more and more hours — with crucial implications for the development of the next generation. We've observed something that runs much deeper: the psychological impact and intrusion of work on home and of home on work. The clash between work and family has real consequences.Less
Work and family, the central life roles for most employed women and men in the modern society, can either benefit or harm each other; they may be allies or they may be enemies. People are finding it increasingly tough to develop pursuits outside of work that increase their quality of life. Parents find themselves working more and more hours — with crucial implications for the development of the next generation. We've observed something that runs much deeper: the psychological impact and intrusion of work on home and of home on work. The clash between work and family has real consequences.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.003.0002
- Subject:
- Business and Management, Strategy
This chapter begins with an exploration of how the choices men and women make and the priorities set rule to a large degree whether career and family will be allies or enemies. A classification ...
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This chapter begins with an exploration of how the choices men and women make and the priorities set rule to a large degree whether career and family will be allies or enemies. A classification system is introduced for understanding life priorities and to explore some of what differentiates people who fall into different groups based on those priorities. The understanding of these groups forms the groundwork for a good portion of the analysis in the remaining chapters, where they show how our personal values determine how work affects family and family affects work. Readers even have the chance to apply these measures to their own lives. Most business professionals surveyed do pursue demanding careers and active family and personal lives, but they do not necessarily value the two aspects uniformly.Less
This chapter begins with an exploration of how the choices men and women make and the priorities set rule to a large degree whether career and family will be allies or enemies. A classification system is introduced for understanding life priorities and to explore some of what differentiates people who fall into different groups based on those priorities. The understanding of these groups forms the groundwork for a good portion of the analysis in the remaining chapters, where they show how our personal values determine how work affects family and family affects work. Readers even have the chance to apply these measures to their own lives. Most business professionals surveyed do pursue demanding careers and active family and personal lives, but they do not necessarily value the two aspects uniformly.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.003.0004
- Subject:
- Business and Management, Strategy
It will come as little surprise that constant gender role stereotypes have a lot to do with the life satisfaction of people in the survey, and probably that of most readers. Most men are busy being ...
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It will come as little surprise that constant gender role stereotypes have a lot to do with the life satisfaction of people in the survey, and probably that of most readers. Most men are busy being breadwinners. They experience greater life satisfaction in their family roles to the level they spend more time at work — which is true with the common notion that a man's identity is molded largely by his work role, and that a great breadwinner is a satisfied and contented family man. However, women get family satisfaction when they play their nurturing roles at home, and when they take advantage of the emotional support that comes from social networks at work. This fits well with the common view of women.Less
It will come as little surprise that constant gender role stereotypes have a lot to do with the life satisfaction of people in the survey, and probably that of most readers. Most men are busy being breadwinners. They experience greater life satisfaction in their family roles to the level they spend more time at work — which is true with the common notion that a man's identity is molded largely by his work role, and that a great breadwinner is a satisfied and contented family man. However, women get family satisfaction when they play their nurturing roles at home, and when they take advantage of the emotional support that comes from social networks at work. This fits well with the common view of women.
Stewart D. Friedman and Jeffrey H. Greenhaus
- Published in print:
- 2000
- Published Online:
- October 2011
- ISBN:
- 9780195112757
- eISBN:
- 9780199848737
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195112757.003.0005
- Subject:
- Business and Management, Strategy
Researchers have historically given considerable focus to the impact employment — the simple fact of working outside the home — has on mothers and their children. However, relatively few studies have ...
More
Researchers have historically given considerable focus to the impact employment — the simple fact of working outside the home — has on mothers and their children. However, relatively few studies have focused directly on how the quality of a parent's work life correlates with both the capacity to care for children and the health and development of their children. Many parents today are breaking new ground by organizing their life roles in original ways — such as the dual-earner couple, both of whom work outside the home. Of course, the long-term consequences of variations in work arrangements will not be known until this generation of children grows up. However, the impact of career and work experiences can be assessed on the care that children receive and their current health and development.Less
Researchers have historically given considerable focus to the impact employment — the simple fact of working outside the home — has on mothers and their children. However, relatively few studies have focused directly on how the quality of a parent's work life correlates with both the capacity to care for children and the health and development of their children. Many parents today are breaking new ground by organizing their life roles in original ways — such as the dual-earner couple, both of whom work outside the home. Of course, the long-term consequences of variations in work arrangements will not be known until this generation of children grows up. However, the impact of career and work experiences can be assessed on the care that children receive and their current health and development.
