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Article
Publication date: 1 January 1988

The use of networks for women's career development is well recognized, but many are organized on occupational or organizational lines, so women who are initially isolated from…

20

Abstract

The use of networks for women's career development is well recognized, but many are organized on occupational or organizational lines, so women who are initially isolated from other women in their subject or at work are less likely to come into contact with a network they can join. Several networks, however, draw their members from a range of different employer organizations and profes‐sional backgrounds. Following Frances Tomlinson's review of a range of women's networks (WiMR Vol 2 No 4), Linda Findlay outlines the activities of the Federation of Business & Professional Women.

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Women in Management Review, vol. 3 no. 1
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 1 April 1987

Frances Tomlinson

What are UK women's groups like? Who do they appeal to? How do they compare with each other?

57

Abstract

What are UK women's groups like? Who do they appeal to? How do they compare with each other?

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Women in Management Review, vol. 2 no. 4
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 1 May 1991

Fiona Colgan and Frances Tomlinson

This paper draws upon research on women’s employment in the UK bookpublishing industry. Contrary to public opinion that publishing offersexceptional opportunities for women, the…

325

Abstract

This paper draws upon research on women’s employment in the UK book publishing industry. Contrary to public opinion that publishing offers exceptional opportunities for women, the survey revealed that although women make up 60 per cent of the workforce, men were more than twice as likely to become managers and more than 5 times as likely to become directors. Processes contributing to gendered occupational segregation and the operation of dual labour markets are analysed in terms of “pressures” and “preferences”; mediated by a traditionally informal approach to personnel practices. Structural change is creating polarisation into large conglomerates and small specialised operations; the implications for women’s careers are discussed briefly.

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Personnel Review, vol. 20 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 29 April 2020

Hamid Yeganeh

This paper aims at analyzing salient cultural transformations and their implications for business and management.

1048

Abstract

Purpose

This paper aims at analyzing salient cultural transformations and their implications for business and management.

Design/methodology/approach

First, the interpretative approach is explained, and its adoption is justified. Then, seven major cultural transformations associated with globalization are identified and analyzed. Finally, business and management implications are discussed.

Findings

The cultural trends/transformations caused by or associated with globalization include convergence, divergence, hybridization, the clash of cultures/civilizations, diversity, multiculturalism, time-space compression, temporal acceleration, short-termism, risk, insecurity and uncertainty.

Research limitations/implications

This study, like any other interpretative study, is limited in its internal validity. Furthermore, some scholars may have different perspectives on cultural transformations, such as clash of cultures, diversity, multiculturalism and risk society.

Originality/value

At the methodological level, this paper adopts an interpretative research design and takes into consideration historical, contextual and social components of culture. While the culture in management is often conceptualized as bipolar and mutually exclusive dimensions, this study offers a more versatile conceptualization of culture.

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International Journal of Sociology and Social Policy, vol. 40 no. 7/8
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 2 May 2008

Christina Schwabenland and Frances Tomlinson

The purpose of this paper is to draw on postcolonial theorising on hybridity as a heuristic to explore current tensions described by managers in voluntary organisations engaging…

11130

Abstract

Purpose

The purpose of this paper is to draw on postcolonial theorising on hybridity as a heuristic to explore current tensions described by managers in voluntary organisations engaging with diversity issues. Voluntary organisations are particularly valued for their innovative services developed in response to the needs of their constituents. However, managers describe increasing tension between their organisation's mission on behalf of marginalised and excluded groups and the increasing expectation that these organisations act as contractors to the state and as providers of professionally managed services.

Design/methodology/approach

The paper draws on interviews with a range of key informants, including chief executives, specialist diversity managers and project workers, working in UK‐based voluntary organisations; the interviews explored diversity issues in a broad sense including campaigning and advocacy work as well as service provision.

Findings

Evidence was revealed of innovative ways of working that respond to the needs of particular communities and constituencies – thereby supporting the rationale behind the “business case” for diversity. Also found was evidence of pressures from regulators and funders to standardise that make such innovation less likely; involving processes of undermining the efforts of organisations to manage and organise themselves independently, and of essentialising – fixing the subjects of diversity in an identity of difference and inferiority. The findings suggest that “managing diversity” is inherently problematic.

Originality/value

There is little academic research that applies a critical perspective to voluntary organisations and less using postcolonial theory as a heuristic. However, voluntary organisations are central to both national and international anti‐poverty initiatives and programmes designed to facilitate community renewal.

Details

Critical perspectives on international business, vol. 4 no. 2/3
Type: Research Article
ISSN: 1742-2043

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Available. Content available
Article
Publication date: 4 November 2013

175

Abstract

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Gender in Management: An International Journal, vol. 28 no. 8
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 17 August 2015

Dimitria Groutsis and Di van den Broek

The purpose of this paper is to provide an overview of the Gender and Diversity Stream, Standing Working Group (SWG) at the recent European Group of Organisational Studies (EGOS…

309

Abstract

Purpose

The purpose of this paper is to provide an overview of the Gender and Diversity Stream, Standing Working Group (SWG) at the recent European Group of Organisational Studies (EGOS) Colloquium, which was hosted in Rotterdam, the Netherlands. The paper provides an overview of the SWG before turning to the scope of the papers and a brief synopsis of three of the best papers within the context of the stream.

Design/methodology/approach

Approach is report style following submission of a paper and participation in the three-day colloquium.

Findings

Evidently, the Gender and Diversity Stream has secured its position within the EGOS colloquium. The stream provides an environment forum in which to present works where participants engage in critical reviews of participant’s work. The success of this growing stream is found not only in the scholarly and practical importance of the subject terrain but also in the organisation of the stream which is thematically organised to ensure participants were engaged and actively took part in the discussion.

Originality/value

This paper presents insights on the EGOS SWG on “Gender and Diversity” and traces the topic of “critical approaches to organising and managing diversity” which was the SWG’s main theme of the stream at the EGOS Colloquium in Rotterdam 2014.

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Equality, Diversity and Inclusion: An International Journal, vol. 34 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 1 March 1992

Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and…

95

Abstract

Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and intention to leave among women managers”.

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Equal Opportunities International, vol. 11 no. 3
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 1 November 2016

Adelina Broadbridge and Sharon Anne Mavin

3206

Abstract

Details

Gender in Management: An International Journal, vol. 31 no. 8
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 1 September 1999

Yue Ma

The exclusionary rule remains one of the most controversial doctrines in America’s constitutionalized criminal procedure. Jurists and commentators criticize the American…

1733

Abstract

The exclusionary rule remains one of the most controversial doctrines in America’s constitutionalized criminal procedure. Jurists and commentators criticize the American exclusionary rule as a rule unique to American jurisprudence. Though American jurists and commentators’ criticism focuses on the Fourth Amendment exclusionary rule, the criticism of the American exclusionary rule with reference to practices in foreign countries serves to create and maintain the misconception that the United States is the only country that has the exclusionary rule. The belief that the exclusionary rule exists only in the United States is far from accurate. This article examines the historical development and the current status of exclusionary rules in the United States, England, France, Germany, and Italy. Attentions are especially devoted to analyzing the characteristics of the American exclusionary rule with reference to exclusionary rules in other countries.

Details

Policing: An International Journal of Police Strategies & Management, vol. 22 no. 3
Type: Research Article
ISSN: 1363-951X

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