This book looks at the real and perceived differences between women and men in organizations. Unlike most books on organizations, it attempts to integrate the theories of feminism and organizational behavior. In so doing it demonstrates why the issues of sex and gender are central to understanding organizational behavior. It finds that despite advances made in recent years, women and men still work in sex-segregated occupations. Women workers on the average earn lower pay than men and have fewer opportunities to acquire power and status. Men workers, on the other hand, receive less support than women in their efforts to balance work and family conflicts. Efforts to help women to adapt to a work environment dominated by masculine values have proved less than successful because they fail to address the broader issues. Organizations that hope to maximize their use of all employees must bring about cultural change through a broad, top down approach.
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Book Description
This book looks at the real and perceived differences between men and women in organizations. It concludes that efforts to help women become successful in an environment dominated by out-dated values and expectations will never address the broader issues. Organizations looking to make maximum use of all their employees, women and men, must approach the issue from a broad, sustained, systemic, top-down perspective.
--This text refers to the Hardcover edition.About the Author
ANN HARRIMAN is Professor Emeritus of Human Resources Management at California State University, Sacramento, and serves as affirmative action officer of the CSUS Foundation, an auxiliary organization to the University.
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Inside This Book
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First Sentence:
"What is the very first thing that you notice when you meet someone for the first time?" Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
male inexpressiveness, perceived sex differences, access discrimination, inexpressive male, androgynous individuals, more conforming, men managers, helpless maiden, breadwinner model, treatment discrimination, concrete resources, scholastic standing, men workers, job attributes Key Phrases - Capitalized Phrases (CAPs): (learn more)
Industrial Revolution, Equal Pay Act, Supreme Court, Department of Labor, World War, Boy Scouts, United States, Equal Employment Opportunity Commission, Jane Doe, John Smith, Scientific Management, Social Security New!
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Front Cover | Table of Contents | First Pages | Index | Back Cover | Surprise Me!
"What is the very first thing that you notice when you meet someone for the first time?" Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
male inexpressiveness, perceived sex differences, access discrimination, inexpressive male, androgynous individuals, more conforming, men managers, helpless maiden, breadwinner model, treatment discrimination, concrete resources, scholastic standing, men workers, job attributes Key Phrases - Capitalized Phrases (CAPs): (learn more)
Industrial Revolution, Equal Pay Act, Supreme Court, Department of Labor, World War, Boy Scouts, United States, Equal Employment Opportunity Commission, Jane Doe, John Smith, Scientific Management, Social Security New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Table of Contents | First Pages | Index | Back Cover | Surprise Me!
Citations (learn more)
This book cites 87
books:
See all 87 books this book cites
- Human Resource Management Made Simple, Third Edition by Alfred York in Back Matter (1), Back Matter (2), and Back Matter (3)
- The Economics of Women and Work by Alice H. Amsden in Back Matter (1), Back Matter (2), and Back Matter (3)
- Women and Achievement: Social and Motivational Analysis by Martha Mednick in Back Matter (1), and Back Matter (2)
- Bringing Women into Management in Back Matter (1), and Back Matter (2)
- Social Psychology in the '90s by Kay Deaux in Back Matter (1), and Back Matter (2)
See all 87 books this book cites
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