Considers that an organisation can only develop through development of its personnel and the role of that personnel in creating strategy which is in harmony with its internal culture. Advocates the need for open and honest internal communications; points to the apparent lack of sufficient feedback to women managers from their bosses. Proposes a system of integrated personnel development in which equal opportunities programmes are not isolated and which sees all organisational members as equals in a dialogue on strategy formulation. Outlines an integrated equality project at an unidentified company, which consisted of three stages: diagnosis (of women's jobs, views, training); feedback; suggestions for action; notes the advantages of the project in terms of motivation and job satisfaction.

Equal opportunity? The role of legislation and public policies in women's employment in China (Равные возможности? Роль законодательства и публичной политики в обеспечении трудовой занятости женщин в Китае) [статья]

Опубликовано на портале: 17-09-2004

Fang Lee Cooke Women in Management Review. 2001. Vol. 16. No. 7.

Reviews the positive role of the state in promoting women's employment since the founding of Communist China in 1949. Identifies patterns of gender inequality which exist throughout the process of employment such as recruitment and retirement. Against this backcloth, analyses major reasons for the occurrence of this gender discrimination, which range from inadequate social security for childbearing and ineffective legislative monitoring mechanisms to gender bias in the employment legislation itself. Concludes that recent radical economic and social reforms in China have disrupted the context within which a level of equal opportunity has been achieved in the past few decades and demands a new legal framework under which greater equality between men and women in employment can be achieved.
ресурс содержит гиперссылку на сайт, на котором можно найти дополнительную информацию

ресурс содержит гиперссылку на сайт, на котором можно найти дополнительную информацию

Gender and managerial competence: support for theories of androgyny? (Гендерный подход к управленческой компетенции: поддержка теориям андрогении?) [статья]

Опубликовано на портале: 17-02-2003

Judy McGregor, David Tweed Women in Management Review. 2001. Vol. 16. No. 6.

Статья - заявка на исследование малоизученной темы влияния пола на стиль управления. Важность гендерного подхода в этой области обосновывается необходимостью преодоления бытующего в управленческой среде стереотипа, что думающий менеджер - это думающий мужчина. Этот стереотип поддерживается общей функциональной методологической установкой, при которой управление человеческими ресурсами рассматривается как функция работника. При этом не учитывается в полной мере человеческий фактор, и его гендерные компоненты в том числе. Планируется исследование практики управления женщин-предпринимателей в сфере малого и среднего бизнеса. Предполагается создание гендерных моделей управления на основе сравнительного анализа управленческой компетенции женщин и мужчин, находящихся в сходных условиях (по специально разработанным тестам).

Women managers and organizational power/Женщины-менеджеры и организационная власть [статья]

Опубликовано на портале: 09-01-2003

Françoise Belle Women in Management Review. 2002. No. 3-4. P. 151-156.

The absence of women from top management was long attributed to the traditional "ball and chain" of family responsibilities. The fundamental reason for women's slow progress in the realms of power may lie elsewhere. Recent research has sought to identify the elements which constitute an invisible barrier - or glass ceiling - which continues to keep women from top positions. How far does the organization, as an institution, contribute through its culture to this exclusion? In this paper a comparative study of two firms will suggest to what extent the organizational culture models the professional identity of women and their subsequent relationship with power.