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The Feminist Case Against Bureaucracy.
... Both typologies did not feel motivated to represent their political parties (4, 5), faith (14) or family/clan (35). In line with Ferguson's (1984) previously outlined research, we see that civil servants in type one explicitly highlighted that they did not seek to represent the interests of women in the civil service (6), nor did they prioritize family, religion, and political party. Gender neutral policy making may therefore replicate traditional biases in the bureaucratic system of the fragile society (Ferguson, 1984;Rouse, 2018). ...
... In line with Ferguson's (1984) previously outlined research, we see that civil servants in type one explicitly highlighted that they did not seek to represent the interests of women in the civil service (6), nor did they prioritize family, religion, and political party. Gender neutral policy making may therefore replicate traditional biases in the bureaucratic system of the fragile society (Ferguson, 1984;Rouse, 2018). We now turn to the viewpoints that distinguished each typology. ...
Representative bureaucracy is used to understand original data, shedding light on the administrative side of the politico-administrative axis in one part of one of the world’s most contentious and divisive conflicts: the Palestinian Israeli conflict. We theorize and test six different theoretically existent roles of elite level bureaucrat (ELB) role conceptions in the West Bank. Using Q Methodology in 22 ELB interviews, we identify two empirically existent bureaucrat role conceptions associated with serving the public: one traditional Wilsonian/Weberian; the other a coproducer of public policy. Bureaucrats serve the entire population, as in public service motivation, not a sub-section. They believe that politics and bureaucracy should be separate and share concerns that bureaucratic independence is in jeopardy. The discovery of these profiles suggests that both pro-social and active representations on behalf of primary identities are notably absent, suggesting further investigation is required into bureaucrat role conceptions in the fragile or developing society.
... Scholars of gendered organizations, such as Acker (1990Acker ( , 2006 and Ferguson (1984), argue that bureaucracies incorporate gendered logics and thereby workplaces maintain existing inequality. Instead of trying to reduce the salience of gender, firms might take the opposite route by elevating gender as something in need of group-specific solutions. ...
... Critical scholars (Ferguson 1984;Acker 1990;Acker 2006) identified myriad ways gendered logics inform policies and how gender is embedded in bureaucratic structures. Our study shows that policies challenging structural disadvantages by creating career opportunities for women and parents benefit women of all educational backgrounds. ...
Much of the gender pay gap is generated within workplaces, making it paramount to understand which workplace policies effectively address gaps. Our article asks when policies limit gender pay gaps across employee tenure to identify potential temporal weak points. We analyze a representative panel of 10,000 establishments with over 850,000 employees using the 2005–19 waves of German-linked employer–employee data (LIAB). Two key findings emerge. First, a temporal perspective on workplace policies reveals that no policy under study—formalization, identity-based career programs, and child care assistance—reduces gender pay gaps at hire. Instead, policies only address additional disparities that accumulate after hire. Second, only identity-based career programs narrow gender disparities for all women. In contrast, seemingly gender-neutral formalization is insufficient, while providing employer-sponsored child care has mixed effects depending on employees’ education. We conclude by discussing the implications of these findings for organizational policy and future research.
... This documentation aligns with Acker's (1990) gendered organization theory, which highlights the importance of recognizing the complex dynamics of gender within organizations and the potential consequences of challenging gender norms in the workplace. Acker built on the feminist critique of bureaucracies as genderneutral, monolithic, and disembodied oppressors (Ferguson 1984), and added an understanding of gender as a complex factor that structures control and domination processes. ...
This dissertation examined the experiences of Mexican women in male-dominated STEM work contexts using a mixed-methods convergent design approach to collect data through interviews and a web-based survey experiment applying the name-blame-claim framework (Felstiner et al. 1980). The interview-based study examined the negative career experiences of Mexican female scientists to identify critical junctures in which reports of sexist discrimination might stall. The survey experiment measured how the perpetrator’s gender influences scientists, as third parties, naming discrimination against women (DAW) by labeling an injurious sexist event (ISE) as discriminatory treatment and gender-triggered. The perpetrator’s gender does not affect third parties in identifying discriminatory treatment; however, it does impact identifying the target’s gender as the event trigger.
... Feminists disagree. They argue that rather than explaining the split, the demands of industrialization simply took advantage of preexisting patriarchal dichotomies and provided an economic rationale for the split and the inequities on which it rests (e.g., Ferguson, 1984). Or, as I and other postmodern feminists suggest, the public/private dichotomy and the narrative that supports its underlying assumptions can be conceptualized as an exercise of power that acts to maintain the status quo of capitalist production and silences any challenge to it (Weedon, 1987;Fletcher, 1999). ...
Caregiving and career have been primarily studied by management scholars for their incompatibility. Largely ignored have been the consequences of this approach for the lives of workers. Yet the need for both childcare and eldercare is on the rise, women are increasingly integrated into the workforce, and, for many, retirement is being delayed. Particularly in the United States, workers and their families are experiencing a crisis of care. In this curated piece, we identify—and aim to dismantle—four myths that have allowed management research and practice to segment care and work. Contributors bring economics, feminist theory, sociology, organizational behavior, and careers perspectives to provide a broader vision both of the problem and of how management research might advance toward theoretical and practical solutions.
... This returns us to classic feminist work on how feminist can bureaucracy, management, organization and organizing be in sectors and systems based on hierarchy, evaluation and differentiation (cf . Bologh 1990;Ferguson 1984). ...
Collaboration is a central activity in and around academia. This is especially so in feminist-gender research, teaching and development. However, the collaborative impulse within feminisms can be in tension with some of the conditions of contemporary academia. The neoliberalization of universities, academia, and science has changed the structural, organizational and working conditions within which academic collaboration takes place. This can lead onto ambiguous, hybrid contexts for feminist-gender academic work. In the spirit of collaboration, this auto-dialogue interrogates collaboration in feminist-gender academia, in the light of personal and collective experience, with emphasis on dilemmas, delights and disillusions – as part of the critical and feminist task.
... Accepting that objectivity is illusory, and that all knowledge is political, challenges the liberal conception of a neutral bureaucracy and the power relations it preserves (Ferguson, 1984;Jones, 1993), raising questions for further investigation. What would it mean for decisionmakers to replace objectivity with a conceptualization of knowledge as situated and imbued with power relations? ...
The idea that diversity and inclusion in policymaking institutions is a national security imperative because it enhances ‘diversity of thought’ has proliferated among policymakers in recent years. Building on critical, feminist and postcolonial scholarship arguing that constructions of gender, race and class undergird hegemonic militaristic and colonial approaches to security, this article analyses how the discourse on diversity of thought occasionally challenges, but more often reinforces these hegemonic approaches. Based on interviews with UK civil servants, the article explores how this discourse, and consequent measures to promote diversity of thought by creating a more diverse and inclusive workplace, have developed in the UK national security community, analysing how officials interpret the relationship between demographic diversity and knowledge production. Using feminist epistemologies as a heuristic, the article argues that although some officials view this agenda as a means to challenge militaristic thinking, the commonplace exclusion of structural power analysis places hard constraints on its ability to achieve this end and has enabled its recuperation by far-right anti-equality agendas. Ultimately, the politics of diversity are insufficient to overcome UK national security institutions’ commitment to militarism, which demands attention to the material structures that make militaristic approaches to security appear necessary.
... If the immutable character of sex is contested, perhaps this construct called 'sex' is as culturally constructed as gender; indeed, perhaps it was always already gender, with the consequence that the distinction between sex and gender turns out to be no distinction at all. (Butler, 2006, p. 10) Brown (1995, p. 201) refers to Karant and Ferguson (1986) in observing that a distinction between 'femininity' and 'femaleness' is drawn from the complexity of women's experiences as subordinates (the site of production of 'femininity') and as caregivers (the site of production of 'femaleness'). The categories are performative, they emerge from a social context and shape it. ...
... Toplumsal cinsiyet ve örgütlenme üzerine yapılan ilk çalışmalarda kadınların yaşadıkları sorunları örgütsel yapı ile açıklayan teoriler bulunmaktadır (Ferguson, 1984;Kanter, 1977;Ressner, 1987). Kanter (1977) kadınların yaşadığı sorunları, demografik dağılım ekseninde açıklamıştır. ...
ne Çıkanlar • Bu makale, kadın güvenlik görevlilerinin toplumsal cinsiyet deneyimlerini yorumsamacı metodoloji ekseninde ele almaktadır. • Araştırma bulguları, örgütsel süreçlerde toplumsal cinsiyet eşitsizliklerinin nasıl üretildiğini ortaya koymaktadır. • Kadın güvenlik görevlilerinin deneyimleri; kimlikler, etkileşimler, bölünmeler, cinsiyetçi kültür ve örgütsel mantık çerçevesinde analiz edilmektedir. • Araştırma, erkek egemen yapının korunmasında örgütsel süreçlerin etkisini göstermesi yönüyle örgüt teorisi alanına katkı sunmaktadır. Öz: Bu araştırma, toplumda erkek egemen bir meslek olarak bilinen güvenlik görevliliğinde çalışan kadınların cinsiyetlendirilmiş örgüt olgusuna yönelik deneyimlerini konu edinmektedir. Kadın güvenlik görevlilerinin cinsiyetlendirilmiş örgüt olgusunu hangi örgütsel süreçlerde ve nasıl deneyimlediklerini anlamak, anlamlandırmak ve yorumlamak bu araştırmanın temel amacıdır. Bu amaç doğrultusunda araştırmada nitel araştırma yöntemlerinden yorumlayıcı fenomenoloji desenine uygun bir araştırma süreci takip edilmiştir. Aksaray ilindeki çeşitli kamu kurumlarında çalışan 11 kadın güvenlik görevlisiyle yarı yapılandırılmış görüşmeler yapılmıştır. Tümdengelime dayalı tematik analiz yöntemiyle analiz edilen veriler, cinsiyetlendirilmiş örgüt teorisi kapsamında beş tema altında sınıflandırılmıştır. Bu temalar: cinsiyetlendirilmiş kimlikler, etkileşimler, toplumsal cinsiyete dayalı bölünmeler, cinsiyetçi kültür ve örgütsel mantıktır. Araştırma sonuçları kadın güvenlik görevlilerinin yer aldığı çalışma ortamlarının, toplumsal cinsiyet kalıp yargılarıyla uyumlu kadın kimliğini yeniden ürettiğini ortaya koymuştur. Yanı sıra kadın güvenliklerin üniformalarıyla kurdukları bağ, üniformanın erkekliğin üretimindeki önemli sembollerden biri olduğunu açığa çıkarmıştır. Kadınların kültürel bakımdan erkeklerle özdeşleşmiş mesleklere erişebilmeleri, toplumsal cinsiyet eşitsizliklerinin aşılması için önem taşısa da kadınların bu alanlara girdikten sonra yaşadıkları deneyimler eşitsizliklerin çeşitli örgütsel süreçler yoluyla üretilmeye devam ettiğini göstermektedir. Highlights: • This article examines the gendered experiences of female security guards through an interpretive methodology. • The research findings reveal how gender inequalities are reproduced within organizational processes. • The experiences of female security guards are analyzed in the context of identities, interactions, divisions, gendered culture, and organizational logic. • The study contributes to organizational theory by demonstrating the impact of organizational processes in maintaining a male-dominated structure. Abstract: This research is about the experiences of women working as security guards, known as a male-dominated profession in society, regarding the phenomenon of gendered organization. The main purpose of this research is to understand, make sense of and interpret how and in which organizational processes female security officers experience the gendered organization phenomenon. For this purpose, a research process in accordance with the interpretive phenomenology pattern, one of the qualitative research methods, is followed in the study. Semi-structured interviews are conducted with 11 female security officers working in various public institutions in Aksaray province. The data analyzed with the deductive thematic analysis method is classified under five themes within the scope of gendered organization theory. These themes are: gendered identities, interactions, gender divisions, gendering culture, and organizational logic. The research results reveal that work environments where female security guards work reproduce the female identity compatible with gender stereotypes. In addition, the bond that female security guards establish with their uniforms has revealed that the uniform is one of the important symbols in the production of masculinity. Although women's access to professions that are culturally identified with men is important for overcoming gender inequalities, the experiences women experience after entering these fields show that inequalities continue to be produced through various organizational processes.
... Toplumsal cinsiyet ve örgütlenme üzerine yapılan ilk çalışmalarda kadınların yaşadıkları sorunları örgütsel yapı ile açıklayan teoriler bulunmaktadır (Ferguson, 1984;Kanter, 1977;Ressner, 1987). Kanter (1977) kadınların yaşadığı sorunları, demografik dağılım ekseninde açıklamıştır. ...
ne Çıkanlar • Bu makale, kadın güvenlik görevlilerinin toplumsal cinsiyet deneyimlerini yorumsamacı metodoloji ekseninde ele almaktadır. • Araştırma bulguları, örgütsel süreçlerde toplumsal cinsiyet eşitsizliklerinin nasıl üretildiğini ortaya koymaktadır. • Kadın güvenlik görevlilerinin deneyimleri; kimlikler, etkileşimler, bölünmeler, cinsiyetçi kültür ve örgütsel mantık çerçevesinde analiz edilmektedir. • Araştırma, erkek egemen yapının korunmasında örgütsel süreçlerin etkisini göstermesi yönüyle örgüt teorisi alanına katkı sunmaktadır. Öz: Bu araştırma, toplumda erkek egemen bir meslek olarak bilinen güvenlik görevliliğinde çalışan kadınların cinsiyetlendirilmiş örgüt olgusuna yönelik deneyimlerini konu edinmektedir. Kadın güvenlik görevlilerinin cinsiyetlendirilmiş örgüt olgusunu hangi örgütsel süreçlerde ve nasıl deneyimlediklerini anlamak, anlamlandırmak ve yorumlamak bu araştırmanın temel amacıdır. Bu amaç doğrultusunda araştırmada nitel araştırma yöntemlerinden yorumlayıcı fenomenoloji desenine uygun bir araştırma süreci takip edilmiştir. Aksaray ilindeki çeşitli kamu kurumlarında çalışan 11 kadın güvenlik görevlisiyle yarı yapılandırılmış görüşmeler yapılmıştır. Tümdengelime dayalı tematik analiz yöntemiyle analiz edilen veriler, cinsiyetlendirilmiş örgüt teorisi kapsamında beş tema altında sınıflandırılmıştır. Bu temalar: cinsiyetlendirilmiş kimlikler, etkileşimler, toplumsal cinsiyete dayalı bölünmeler, cinsiyetçi kültür ve örgütsel mantıktır. Araştırma sonuçları kadın güvenlik görevlilerinin yer aldığı çalışma ortamlarının, toplumsal cinsiyet kalıp yargılarıyla uyumlu kadın kimliğini yeniden ürettiğini ortaya koymuştur. Yanı sıra kadın güvenliklerin üniformalarıyla kurdukları bağ, üniformanın erkekliğin üretimindeki önemli sembollerden biri olduğunu açığa çıkarmıştır. Kadınların kültürel bakımdan erkeklerle özdeşleşmiş mesleklere erişebilmeleri, toplumsal cinsiyet eşitsizliklerinin aşılması için önem taşısa da kadınların bu alanlara girdikten sonra yaşadıkları deneyimler eşitsizliklerin çeşitli örgütsel süreçler yoluyla üretilmeye devam ettiğini göstermektedir. Highlights: • This article examines the gendered experiences of female security guards through an interpretive methodology. • The research findings reveal how gender inequalities are reproduced within organizational processes. • The experiences of female security guards are analyzed in the context of identities, interactions, divisions, gendered culture, and organizational logic. • The study contributes to organizational theory by demonstrating the impact of organizational processes in maintaining a male-dominated structure. Abstract: This research is about the experiences of women working as security guards, known as a male-dominated profession in society, regarding the phenomenon of gendered organization. The main purpose of this research is to understand, make sense of and interpret how and in which organizational processes female security officers experience the gendered organization phenomenon. For this purpose, a research process in accordance with the interpretive phenomenology pattern, one of the qualitative research methods, is followed in the study. Semi-structured interviews are conducted with 11 female security officers working in various public institutions in Aksaray province. The data analyzed with the deductive thematic analysis method is classified under five themes within the scope of gendered organization theory. These themes are: gendered identities, interactions, gender divisions, gendering culture, and organizational logic. The research results reveal that work environments where female security guards work reproduce the female identity compatible with gender stereotypes. In addition, the bond that female security guards establish with their uniforms has revealed that the uniform is one of the important symbols in the production of masculinity. Although women's access to professions that are culturally identified with men is important for overcoming gender inequalities, the experiences women experience after entering these fields show that inequalities continue to be produced through various organizational processes.
... Toplumsal cinsiyet ve örgütlenme üzerine yapılan ilk çalışmalarda kadınların yaşadıkları sorunları örgütsel yapı ile açıklayan teoriler bulunmaktadır (Ferguson, 1984;Kanter, 1977;Ressner, 1987). Kanter (1977) kadınların yaşadığı sorunları, demografik dağılım ekseninde açıklamıştır. ...
Bu araştırma, toplumda erkek egemen bir meslek olarak bilinen güvenlik görevliliğinde çalışan kadınların cinsiyetlendirilmiş örgüt olgusuna yönelik deneyimlerini konu edinmektedir. Kadın güvenlik görevlilerinin cinsiyetlendirilmiş örgüt olgusunu hangi örgütsel süreçlerde ve nasıl deneyimlediklerini anlamak, anlamlandırmak ve yorumlamak bu araştırmanın temel amacıdır. Bu amaç doğrultusunda araştırmada nitel araştırma yöntemlerinden yorumlayıcı fenomenoloji desenine uygun bir araştırma süreci takip edilmiştir. Aksaray ilindeki çeşitli kamu kurumlarında çalışan 11 kadın güvenlik görevlisiyle yarı yapılandırılmış görüşmeler yapılmıştır. Tümdengelime dayalı tematik analiz yöntemiyle analiz edilen veriler, cinsiyetlendirilmiş örgüt teorisi kapsamında beş tema altında sınıflandırılmıştır. Bu temalar: cinsiyetlendirilmiş kimlikler, etkileşimler, toplumsal cinsiyete dayalı bölünmeler, cinsiyetçi kültür ve örgütsel mantıktır. Kadınların kültürel bakımdan erkeklerle özdeşleşmiş mesleklere erişebilmeleri, toplumsal cinsiyet eşitsizliklerinin aşılması için önem taşısa da kadınların bu alanlara girdikten sonra yaşadıkları deneyimler eşitsizliklerin çeşitli örgütsel süreçler yoluyla üretilmeye devam ettiğini göstermektedir.
... Occupational theorist Law (1991, p. 172), investigates history to argue that the nineteenth century industrial revolution produced the ideal normative type of person that the built environment was modelled around, leaving others who were not of the description un-catered for. Citing Ferguson's (1984) work, Law (1991 highlights a political approach in her explanation of Universal Design, stating that economics, societal values, and design and planning regulations inform the theory and practice. ...
Built environment disciplines investigate how spaces affect discriminatory judgments between community members through a body of knowledge called discriminatory design. Spatial-discriminatory events occur in various ways, however, they are more potently identified and studied in relation to the static attributes of people and space; how people look, or where they are in relation to space. This paper answers calls from scholars for an alternative position to investigate how spaces affect judgments of people’s behaviour. The paper builds and rationalises a theoretical hypothesis formed through Goffman’s dramaturgy which is tested and refined through a survey-experiment. The study offers an alternative theoretical position for researchers that aim to bring the behavioural dimension of spatial discrimination into focus.
... If the immutable character of sex is contested, perhaps this construct called 'sex' is as culturally constructed as gender; indeed, perhaps it was always already gender, with the consequence that the distinction between sex and gender turns out to be no distinction at all. (Butler, 2006, p. 10) Brown (1995, p. 201) refers to Karant and Ferguson (1986) in observing that a distinction between 'femininity' and 'femaleness' is drawn from the complexity of women's experiences as subordinates (the site of production of 'femininity') and as caregivers (the site of production of 'femaleness'). The categories are performative, they emerge from a social context and shape it. ...
To what extent is a theory of gender relevant in documenting war? Departing from the work of Sirleaf and Rehn (2002), and following Moi (1989), this study reflects on the activation of gender in war. Demonstrating the need for conceptual clarity on gender in the documentation of war, the relevance of this is tested in the context of the Tigray war. For this, the semiotic landscape of images and texts from the war were analysed. The activation of gender in war often remains invisible, as a hidden operator, and the documentation of it may confirm stereotypes activating feminine images associated with weakness and masculine images associated with dominance. This chapter discusses the relevance of gender theory in understanding and documenting war. It emphasises the importance of recognising gender dynamics, noting that war often involves hierarchical structures that dehumanise and silence the ‘other,’ leading to dominance and suppression. It stresses the importance of recognising everyone’s agency in war and the potential for women to lead peace initiatives. An agentic, imaginative approach is needed to avoid aggravating the situation for those dehumanised in a violent situation.
... The functioning of a bureaucratic structure is a crucial element in understanding the formation of punitive subjectivities. Immigration bureaucracies function based on depersonalisation (Ferguson, 1984) in a vertical structure that activates "[…] the potential for bureaucracies to diffuse individual responsibility for wrongdoing by elevating efficiency over ethical concerns and disguising the true nature of collective acts" (Weber, 2005, p. 91). The following testimony by an officer from the National Commission on Human Rights who was in charge of the training of INM agents shows how this institution works through processes that disassociate subjects from their moral choices, as well as routinisation that hides consequences of their actions (Weber, 2005;Weber & Landman, 2002). ...
In immigration detention centres, emotions run high; tensions, conflicts, anxiety, and affection occur amid bureaucratic procedures, paperwork, files, lists of people, systematisation of cases, buses that come and go with detainees, and people who will be deported. Although immigration detention belongs to administrative law, in practice, detention centres operate closer to penal detention. Little is known about the operation of these places in Mexico, including how punishment takes place in daily practice. Even less is known about the people who work there, especially the rationale and emotions behind their daily decisions and the different ways in which they collaborate with a system that promotes punishment as a central element of immigration detention. In this article, I study how fear and disgust are emotions embedded in institutional practices that reinforce punishment in immigration detention, while empathy can challenge it. I analyse working conditions and daily interactions in detention centres, immigration control facilities and their surroundings. I argue that immigration agents can develop punitive subjectivities to channel emotions derived from anxieties and frustrations of daily work, as well as to embrace a sense of institutional belonging and the illusion of order and control. However, border officers also show empathy towards migrants to cope with emotional distress and humanise their daily work. I intend to answer the questions in this paper: Under what institutional conditions do emotions become power in immigration detention settings? What do emotions reveal about the functioning of punishment in immigration detention centres? How do emotions expressed by INM agents (such as fear, disgust and empathy) enhance or challenge punitive subjectivities?
... Kadın işgücü katılımında toplumsal cinsiyet sorununu, güç sorunu olarak gören Kanter, şirketlerde gücü elde edebilecek konuma gelen kadın sayısı arttıkça, kadın işgücüne katılım oranının artacağını öngörmüştür. Köktenci feminist Ferguson (1984), Kanter'in çözümünü zayıf bularak, işgücü piyasasında eril değer ve kalıpların değişmediği takdirde kadınların işgücü piyasasında ikinci rollere mahkum kalacağını ileri sürmüştür (Dumm, 1985: 601-602). Brass (1985), elektronik endüstrisinin önem kazandığı sektörlerde ve iş kollarında kadınların siyasi ve ekonomik ağlarının erkeklerinkinden daha zayıf olduğunu öne ...
The aim of the study is to identify the factors that determine the female labor participation rate. Due to the absence of holistic established theory regarding the determination of this ratio in the literature, the research has adopted the method of exploratory factor analysis. In the absence of theory, exploratory factor analysis is a very suitable method, at least for a limited understanding of events. This method provides the researcher with an opportunity to engage their creativity and capacity for philosophical interpretation. It is therefore very useful in situations where the need for theory creation arises. This study is the first research that examines women's labor force participation using the method of exploratory factor analysis. Furthermore, by incorporating previously unutilized variables into the analysis, in addition to the observational variables used in the literature, this study presents comprehensive findings regarding the determination of the aforementioned ratio.
The obtained independent factors from the exploratory factor analysis were labeled and interpreted. The coefficients of these factors were then estimated in a regression model where the female's labor force participation rate was set as the dependent variable. In the interpretation of these values, causality was not claimed, and assessments were made regarding the co-variation of the variables. The analyzes of the research were carried out with data of 20 observational variables belonging to 87 countries. In order to include more countries and observational variables in the analysis due to missing data, the average of the 2015-2019 period was taken based on the structural size of most of the variables in question. Consequently, the results should be interpreted solely within the corresponding time frame.
In light of the obtained findings, the level of development of countries, their reliance on agriculture as a traditional mode of production, their dependence on strategic natural resources, and the amount of renewable energy consumption have been identified as independent factors determining female's labor force participation rate. Subsequently, through regression analysis involving the factors mentioned, it has been determined that the level of development of countries and their orientation towards traditional agricultural-based production exhibit a positive correlation with female labor force participation, while the reliance on strategic natural resources shows an inverse relationship with female labor force participation. However, the quantitative value of renewable energy consumption is not statistically significant.
... Roughly speaking, the debate has been characterized by two strands of literature (du Gay, 2005;Holck, 2015): First, scholars wonder whether organizations relying on formalized and bureaucratic principles (e.g. rule-governed behaviour, separation of role from person, hierarchical authority) are by design opposed to humanistic and equity-related purposes (e.g., Ferguson, 1984;Türk, 1999). For one, the bureaucratization of living and working conditions is linked to a history of coercion, exploitation, control attempts and disciplining (e.g., Cooke, 2003;Rose, 1989;Knights and Willmott, 1990). ...
In this chapter, we analyze scholarly approaches that explicitly imagine organizations as capable of ‘doing good’ and investigate which answers they give to the urgent need of stimulating socio-ecological transformations. We compare three streams of literature on open, inclusive and alternative organizations. We define the transformative potential of these approaches as related to ideas of (1) de-/postgrowth and other alternatives to profit-oriented organizing; and of (2) making room for historically disadvantaged and particularly marginalized groups at the organizational power table. In our conclusion, we argue that the scale of transformative change needed asks scholars to transgress commonly separated camps of scholarship and, thus, to eclectically engage with all three organizational approaches to organize for socio-ecological transformations. At the same time, this requires challenging institutionalized underpinnings of how we organize scholarship as such.
... Radical feminist organizations believed bureaucracy is "inherently unequal, exclusionary, and anti-democratic" and, therefore, not in line with feminist ideals of equality, empowerment, and participation (Scott 2005, 237). Ferguson (1984) argues that an organization that becomes bureaucratic stops being genuinely feminist. Even so, many feminist organizations adopt bureaucratic structures to advance feminist outcomes (Acker 1995;D'Enbeau and Buzzanell 2013;Iannello 2013). ...
It is crucial to understand the role of feminism in addressing social issues, particularly with the prevalence of feminist causes today. This necessitates examining feminist organizations within public administration that strive toward equity, and gender and social equality. It is also crucial to understand those institutions that have influence and resources to invest in social change. The intersection of these topics is found in women’s grantmaking foundations and funds (WFFs). This research explores how these organizations are 21st-century feminist organizations, the type of feminism they embody, and their role in—and contribution to—social change. Feminist organizations aim to advance gender, social equality, and equity despite being overlooked in public administration, philanthropy, and nonprofit literature. This research utilizes an exploratory and descriptive design to shed light on the current state of feminist organizations and foundations in public administration, filling critical knowledge gaps.
... Introduction the body and its form or shape. So, unitary stereotypes tend to depict men as directive, bureaucratic and instrumental and women as collaborative, relational and organic (Ferguson 1984, Adler et al. 1993 because of different types of brain ("male" and "female") (Gurian et al. 2001, Baron-Cohen 2007. So, it can be assumed that women do not possess the qualities or abilities needed for leadership because of their brains. ...
Worldwide women constitute the majority of the teaching force, but men are more likely to achieve headship. Internationally a number of scholars working within sociology and the sociology of education have focused on the continued influence of gender on the shaping of identity and choices in relation to leadership, work and home. But in Greece the under-representation of women in educational leadership has received limited attention. Why are there so few women in educational leadership? How are leadership and gender constructed by men and women head teachers and teachers? Are the perceptions of men and women different and gendered? What is the future for women in leadership in Greece?
Papanastasiou uses qualitative data from interviews with men and women head teachers and teachers in Greece and analyzes them using a feminist social constructionist framework to provide some answers to these key questions. In doing so, the book sheds light on social, cultural and political factors that influence women’s potential advancement in educational leadership.
... Inequality is defined as "systematic disparities between participants in power and control over goals, resources, and outcomes" [83]. Since a few decades ago, various types of organizational inequalities, including gender [84][85][86], class [52], and racial inequalities [87,88] have been studied. Organizational inequality involves all possible forms of divergence in the treatment of and opportunities for workers within the same organization. ...
Algorithmic technologies are widely applied in organizational decision-making today, which can improve resource allocation and decision-making coordination to facilitate the accuracy and efficiency of the decision-making process within and across organizations. However, algorithmic controls also introduce and amplify organizational inequalities—workers who are female, people of color and the marginalized population, and workers with low skills, a low level of education, or who have low technology literacy can be disadvantaged and discriminated against due to the lack of transparency, explainability, objectivity, and accountability in these algorithms. Through a systematic literature review, this study comprehensively compares three different types of controls in organizations: technical controls, bureaucratic controls, and algorithmic controls, which led to our understanding of the advantages and disadvantages associated with algorithmic controls. The literature on the organizational inequality related to the employment of algorithmic controls is then discussed and summarized. Finally, we explore the potential of trustworthy algorithmic controls and participatory development of algorithms to mitigate organizational inequalities associated with algorithmic controls. Our findings raise the awareness related to the potential corporate inequalities associated with algorithmic controls in organizations and endorse the development of future generations of hiring and employment algorithms through trustworthy and participatory approaches.
... Sin embargo, también es cierto que la cultura de la masculinidad y los regímenes de inequidad arraigados en los sindicatos tradicionales generan barreras culturales a los avances que pueden darse estructuralmente, es por ello que un segundo grupo de investigaciones han detallado las problemáticas que se tiene al interior de los espacios de poder generizados y cómo las mujeres han desarrollado estrategias tendientes a avanzar en una mayor inclusión (Ferguson, 1984). ...
... Rooted in "principles" and "rules" that serve ideas such as "fairness, rationality, reasonableness, objectivity, and reflective equilibrium" (Hossain et al., 2020;Jammaers, 2023), the ethics of justice tend, therefore, to reduce inclusion in standardized practices that prioritize sociodemographic factors over merit (Jammaers, 2023). In contrast to that perspective, which is viewed as aligning with an impersonal and utilitarian business stance (Antoni et al., 2020), many studies have called for a shift of organizational moral reasoning toward an ethics of care (Ferguson, 1984;Gilligan, 1982;Held, 1993;Tronto, 1993) that prioritizes empathizing with individuals' emotions and circumstances, acknowledging individual differences, and appreciating each person's inherent uniqueness (Edwards et al., 2023;Jammaers, 2023). Echoing the view of these care ethicists, this paper argues that the rejuvenation of inclusion practices hinges on this change in organizations' ethical foundations. ...
This paper examines the ethical issues of the inclusion of workers with disabilities in the workplace with a cross-fertilization approach between organization studies, the ethics of care, and a movement from the field of architecture and design that is called Universal Design (UD). It explores how organizations can use UD to develop more inclusive workplaces, first by applying UD principles to workspaces and second by showing how UD implies an integrative understanding of inclusion from the workspace to the workplace. Moreover, this paper discusses the ethical challenges and complexities that this design practice faces in regard to its applicability to diverse organizations and industries. Finally, this paper demonstrates that inclusion requires abandoning any notion of a perfect, productive body and, therefore, recognizing our shared vulnerability and fundamental interdependence in the workplace.
... Es así como, basándose en la categoría de regímenes de inequidad 1 de Acker (1990Acker ( , 1992, destacan la importancia de la relación entre género y poder dentro de los ajustes organizacionales, ya que el reconocimiento de un paradigma de género permite buscar soluciones que logren transformar la naturaleza patriarcal en su interior. Añaden que esta ruptura evita que las mujeres aprendan a actuar "como varones" con el objetivo de funcionar efectivamente a niveles superiores de la escala laboral (Ferguson, 1984). Esta perspectiva posibilita el análisis de los sindicatos a través del entramado de las culturas masculinas que se reproducen en el interior de dichas organizaciones y permite demostrar la desigualdad generada en estos espacios frente a quienes no encajan. ...
A lo largo del desarrollo del pensamiento feminista, una temática que recurrentemente suele aparecer es la de la relación entre trabajo asalariado y trabajo doméstico, sus tensiones y desigualdades. Por otro lado, las transformaciones ocurridas en la composición del mercado de trabajo desde los setenta, así como su correlato en las herramientas de organización de los trabajadores en los países centrales, generaron una efervescencia de las reflexiones en torno a las estrategias sindicales, que incluían ―en muchos casos― la situación de las mujeres. En este trabajo nos proponemos rescatar las discusiones que se dieron en los estudios internacionales (fundamentalmente británicos y franceses) en torno a las transformaciones al interior de los sindicatos y los vínculos entre feminismo y sindicalismo a fines del siglo XX, para poder reflexionar en torno a las problemáticas que enfrentamos de este lado del globo y las especificidades que presenta la experiencia local.En un primer momento, se aborda la visión institucionalista, representada en la propuesta británica, y en un segundo momento, la perspectiva de las relaciones sociales estructurales de sexo a través de la obra de Margaret Maruani. Este desarrollo teórico nos permitirá finalizar con una breve reflexión en torno a los procesos locales, fundamentalmente a partir del inicio del nuevo ciclo de movilizaciones feministas en Argentina en 2015 y los paros internacionales de mujeres posteriores.
... Nonetheless, bureaucracy is not a uniform or universal way of management because organizations are diverse and develop differently (Du Gay 2005). Some view bureaucracy as a form of social domination and control that inhibits individuals (Ferguson 1984;Martin et al. 1998). Weber (1922) coined the term "Iron Cage" to address these risks of social domination. ...
Bureaucracy has co-existed with forms of management accounting [MA] from the time of ancient civilizations. In this paper, we review literature in a wide variety of scholarly journals and books to provide an overview of this co-existence. We trace the historical evolution of MA and how it was influenced by bureaucracy from 1700 to the present. We do so through four time periods, designated classical, modern, post-modern and contemporary. For each of these periods, evolving understandings of bureaucracy were linked to changes in the practice and conceptualization of MA. In the classical period (1700 – 1950), developments in MA corresponded to a prevailing positive understanding of bureaucracy. In the modern period (1951 – 1980), theoretical elaborations of MA assimilated a post-bureaucratic posture. In the post-modern period (1981 – 1990), changes in MA practice partially mirrored ongoing criticism of bureaucracy. In the contemporary period (1991 – present), MA practices have reflected a more favorable disposition to the idea of bureaucracy.
... This is dangerous, because it risks leading to a problematic, and unchallenged, legacy of sexism within this approach to organizational identification (see Fotaki and Harding, 2013 for a full discussion). After all, contemporary organizations are places in which gender discrimination has long persisted (Ferguson, 1984;Fotaki and Harding, 2018); it would be unconscionable for scholars of identification to import new theories that merely reinforce this way of thinking. ...
Lacan's ideas shed light on why and how we are influenced by social structures including the organizations for which we work. This chapter explores how his insights have informed studies of identities in organizations, along with the obstacles to, and potentialities for, further research. The chapter begins by locating his work in organizational identification scholarship, specifically the psychoanalytic approach, before offering an interpretation of concepts including signification and subjection. Two more-or-less distinct trajectories of Lacanian approaches to organizational identification are presented: one focuses on the micro-level of employees' engagements with their organizations, the second examines the appeal of macro-level discourses regarding work and capital. Next, specific concepts inherent in a Lacanian approach to organizational identification are outlined including: affect, 'going beyond' subjection, gender, and finally methodological implications for empirical research. The author then discusses future 'impossibilities' for the study of organizational identification, and problematizes the use of Lacan's approach in explorations of identity work. The chapter concludes with some future directions for research.
... There is no agreement on whether 'the pervasive gendering of bureaucratic organisations' is inevitable (Ferguson 1984) or historically contingent (Connell 1994). However, there is a good deal of agreement that the enactment of gendered power is reflected at a structural and cultural level with systemic power stealthily exercised and favouring the perpetuation of male dominated masculinist structures and practices. ...
For the past 30 years, many researchers have highlighted the gendering of higher educational institutions. However, many organizations in the broadly defined Science, Technology, Engineering, and Mathematics (STEM) area in the EU have varying degrees of interest, or academic staff available, in the gender equality area with many being largely unaware of this literature. This article draws provocatively on existing concepts to 'make sense' of the persistence of gender inequality. Such concepts include gendered organizational power, which is frequently taken-for-granted and is reflected at structural and cultural levels. The concept of legitimating discourses (including excellence, choice, women's 'nature' and organizational gender neutrality) helps to explain why gender inequality is not perceived. Other manifestations of institutional resistance to gender inequality provide insights into why it is not tackled effectively. The article recognizes that gendered change does occur and uses the metaphor of bonsai-ing to highlight attempts to limit the impact of such changes. Finally, it identifies some key issues that need to be tackled. ARTICLE HISTORY
... However, it was also an emergent process in that our "social experience [was] constructed through language, that is, language as ontology (as being) [vs as method]" (Cunliffe, 2002). In so doing, our speaking and writing both constituted our sense of our shared experience as well as our individual and shared realities (Ferguson, 1984). By studying our oral and written discourse (our notes from meetings, our virtual meeting speech acts, our WhatsApp comments), we both destabilized our sense of the past (our memories and their meaning) as well as restabilized the significations of our individual and shared realities through new and reworked text (Cunliffe, 2002). ...
Purpose
The purpose of this paper is to explore a novel storytelling approach that investigates lived experience at the intersection of motherhood/caregiving and Ph.D. pursuits. The paper contributes to the feminist tradition of writing differently through the process of care that emerges from shared stories.
Design/methodology/approach
Using a process called heartful-communal storytelling, the authors evoke personal and embodied stories and transgressive narratives. The authors present a composite process drawing on heartful-autoethnography, dialogic writing and communal storytelling.
Findings
The paper makes two key contributions: (1) the paper illustrates a novel feminist process in action and (2) the paper contributes six discrete stories of lived experience at the intersection of parenthood and Ph.D. studies. The paper also contributes to the development of the feminist tradition of writing differently. Three themes emerged through the storytelling experience, and these include (1) creating boundaries and transgressing boundaries, (2) giving and receiving care and (3) neoliberal conformity and resistance. These themes, like the stories, also became entangled.
Originality/value
The paper demonstrates how heartful-communal storytelling can lead to individual and collective meaning making. While the Ph.D. is a solitary path, the authors' heartful-communal storytelling experience teaches that holding it separate from other relationships can impoverish what is learnt and constrain the production of good knowledge; the epistemic properties of care became self-evident.
... However, while anti-violence work is increasingly multifaceted, our analysis also supports, using text as data, earlier research showing that the anti-violence space has departed from its grassroots and politicized origins. The nonprofit incorporation of antiviolence advocacy may impose bureaucratic management strategies on advocates, and feminists have long argued that the growth and professionalization of anti-violence work might lead to a narrower conception of violence against women that eschews long-term change (Ferguson 1984;Johnson 1981;Lehrner and Allen 2008;Mehrotra, Kimball and Wahab 2016;Schechter 1982;Sweet 2019;Weiss 2020;2021). Employing dictionaries developed to explicitly understand nonprofit bureaucratization (Brandtner 2021;Korff, Oberg, and Powell 2015), we find that between one third and one half of all anti-violence organizations reference managerial discourse or rational-technical terminology when discussing their efforts to confront violence against women. ...
Public understanding of violence against women, and appropriate solutions to tackling gender-based violence, have changed enormously over the past 50 years. In this paper, we study how violence against women is practically understood through organizational efforts to frame and combat it in the United States. We use topic modeling and dictionary-based content analysis to explore the missions and programming of 918 service and advocacy nonprofits directly involved in anti-violence work between 1998 and 2016. We find that, in contrast to earlier foci on direct crisis intervention, anti-violence organizations increasingly understand violence against women as a multifaceted problem that must be addressed by comprehensive programming. We also find that nonprofits increasingly use medicalized, criminal-legal, and bureaucratic language to describe their work, underscoring the tensions of institutionalization.
... Women uphold caregiving, empathy, nurturing, and cooperation; the organization's bureaucracy is colored by male-dominated values as reward competition, individualism, and instrumentalism while devaluating feminine characteristics. (Ferguson 1984;Acker 1990). Incorporating the woman values in the inner-organizational life and the organizational support systems requires participatory decision-making, rotating leadership, and interpersonal accountability. ...
This chapter sketches some salient characteristics of human service organizations: the character of the service they deliver; the impact of realizing this service on the (semi-)professionals themselves and their cooperation with colleagues; the strain between professional autonomy and organizational demands, and the implications this all has for its management and leadership.
... Turning to the field of organisation studies, early feminist theorising argued that bureaucratic organisational structure perpetuated institutional forms of dominance and subordination (Ferguson, 1984). According to Ferguson's analysis it is both the case that feminist discourse is antithetical to the discourse of bureaucratic control, and that it is impossible for women within bureaucracies to resist the imperative of domination and control. ...
... Traditionally, public organizations have been identified as masculine environments (Ferguson, 1984;K. Funk, 2019;Stivers, 2002). ...
This article examines the consequences of stereotypical beliefs regarding gender, traits, and leadership styles for manager preferences in public organizational contexts that differ as to the gender composition of their workforce. It is hypothesized that employee preferences for male, agentic, and/or transactional managers relative to female, communal, and/or transformational managers are stronger in male-dominated contexts than in female-dominated contexts. Hypotheses are tested through a conjoint survey experiment among 2,757 Dutch public sector employees in education, police, and defense. Findings show that there is a stronger preference for communal managers over agentic managers in both contexts, independent of the manager’s gender. In contrast, employee preferences for transactional leadership relative to transformational leadership are stronger in male-dominated contexts than in female-dominated contexts and vice versa, also independent of the gender of the manager. The article discusses the implications of the study’s findings for the study of gender and leadership preferences.
... The second concept that consistently emerged in our quest for understanding the values of the agency administrators whom we interviewed was what we are calling "connectedness". It is consistent with the women's literature, whether one is exploring women's emotional development and associated clinical concepts (Jordan, Kaplan, Miller, Stiver, and Surrey, 1991), cognitive development (Belenky, Clincy, Goldberger and Tarule, 1986) or our understanding of our relationship to bureaucracies (Ferguson, 1984). The sub-headings or values that are associated with this concept in the feminist literature are growth in relation, nurturing, caregiving, use of emotions, and empathy. ...
... While the standardization inherent in bureaucracy has been highlighted as antagonist to care (Ferguson, 1984), 'institutionalizing' care also means fostering efficiency and guaranteeing a just allocation of resources (Du Gay, 2000). We suggest developing a more caring academia will necessitate balancing these risks and benefits. ...
Management and organization researchers are being called to conduct research that is more caring, yet the concept of care and how to practice it within the profession is undertheorized. Adopting a feminist epistemology and methodology, we develop the concept of care by weaving the personal, ethical, and political into the research process. First, we reflect critically on how aspects of care—attentiveness, responsibility, competence, and responsiveness (Tronto, Moral boundaries: a political argument for an ethic of care, Routledge, 1993; Tronto, Caring democracy: markets, equality, and justice, New York University Press, 2013)—unfolded in our personal research experiences, and secondly, we conduct a review of articles published in management and organization studies and analyse expressed or concealed conceptions of care in scholars’ accounts of research purpose and ethics. We find three ethical sensibilities at the heart of enacting care: encountering the ‘other’, interpreting roles and responsibilities, and deliberating needs and resources. We contribute to a feminist research ethics by highlighting issues related to care that are concealed in dominant ethos guiding management and organization research. Further, we develop methodological insights for implementing an ethic of care as an alternative ethical standpoint in business research ethics. Finally, we provide suggestions for how to embed more care within research ethics practices in academic institutions.
... Turning to the field of organisation studies, early feminist theorising argued that bureaucratic organisational structure perpetuated institutional forms of dominance and subordination (Ferguson, 1984). According to Ferguson's analysis it is both the case that feminist discourse is antithetical to the discourse of bureaucratic control, and that it is impossible for women within bureaucracies to resist the imperative of domination and control. ...
... These middle management type positions are where women's skills have minimal chance of impacting the overall university policy, and opportunities for advancement are virtually non-existent (Baxter & Wright, 2000;Elliott & Smith, 2004;Wenniger & Conroy, 2001). Basically, women who are employed in lower administrative positions must have the education, skills and expertise to do the job, but do not impact the future of the organization because there is less communication with the primary organizational hierarchy (Ferguson, 1984). ...
Much of the research on women advancing in higher education has been focused on the external barriers and how to break down the barriers. This study acknowledged that external barriers existed, but determined that a new approach needed to be explored for implementing new initiatives geared toward advancing women to upper-level administrative positions (e.g., president, vice-president or provost). Using the elements of Bandura's Model of Reciprocal Determination, specifically self-efficacy, personal behavior, environment, and the interaction of all three, this qualitative study examined women in upper-level administrative positions and investigated what influential factors were responsible for motivating them to this achievement
... Dominant and diverse gendering of organizations has been the subject of extensive research and analysis. Feminist and other critical feminist-influenced studies have examined the explicit and implicit gendering of organizations and management (Acker, 1990;Ferguson, 1984;Hearn & Parkin, 1995;Mills & Tancred, 1992;Powel, 1988). In contrast, academia often is presented as gender-neutral, in both popular and academic representations. ...
Leading in an organization is much like conducting an orchestra. The conductormust stay one full beat ahead of the orchestra, envisioning the whole opus as it isto be played while keeping a keen ear to the ongoing performance. Filled withunpredictability and contradiction, the musical interpretation of the opus flowsthrough our bodies with great intensity. Sometimes the inclination is to reduce thecomposition and the performance into distinct parts to better understand the intentof composer, conductor and musicians. Often, this deludes us into the romanticnotion that we can reduce the opus into discrete components that explain theunexplainable
... In education it is tied closely to a neoliberal agenda (Lynch, 2014) whereby 'the existence and operation of a market ….is seen as an ethic in itself' (Treanor, 2005). It has further been associated with a 'masculine' based approach, grounded as it is in rational modes of thought involving notions of measurement and production (Ferguson, 1984;Kanter, 1977;Lloyd, 1993;Morgan & Knights, 1997;Ross-Smith & Kornberger, 2004). ...
Using an ethnographic case study based in a UK state school for 11- to 18-year-olds, this paper explores the tensions that arose when the senior leadership team (SLT) introduced a justice-based ethic-of-care that prioritized good grades and equal treatment for all pupils over a feminist ethic-of-care (preferred by most teachers in non-leadership roles) that accentuated individual pupil need and placed greater emphasis on a broader social education. Through highlighting the tensions between a feminist ethic-of-care and a more ‘masculine’ style, justice-based approach to care-ethics, the paper extends the organisational care-ethics literature. We emphasise that such tensions occurred whether the different ethics were enacted by men, women, or non-binary individuals. In order to better understand the tensions between these two ethical approaches, we draw upon the theoretical work of Donald Winnicott, which highlights the importance both of maternal and paternal roles during infancy. We update Winnicott’s ideas, noting how maternal and paternal caring roles can be undertaken by people of varied gender identities. Building on Winnicott’s theory, we propose a new ‘Parentalist’ ethic-of-care, which has the potential to balance and hold together ideas of both a feminist ethic-of-care, and a justice-based ethic. A Parentalist ethic-of-care could support teachers yet recognize the context of the contemporary neo-liberal environment, where most children need to attain formal qualifications in a marketized world, and where such measures of success are highly valued.
This chapter synthesizes the book’s central discussions and key findings, particularly aimed at enhancing gender mainstreaming within municipal governments in South Africa. Despite the long-standing concept of gender mainstreaming, its implementation has been less scrutinized at municipal levels compared to other governmental sectors. Most existing literature largely centers on women’s representation rather than their active participation, influence, and decision-making power. This book endeavors to fill this gap by analyzing the representation and impact of women in local government decision-making, particularly since the 1994 elections which saw significant political access gained by women.
The necessity of transforming municipal institutions to better accommodate gender mainstreaming is emphasized, underpinned by South Africa’s legislative framework, including the Employment Equity Act of 1998. Persistent gender inequities—women’s underrepresentation in formal employment and managerial positions, unequal pay, and barriers to career advancement within municipal structures—are underscored.
Specific case studies of the CoCT and Mangaung Metropolitan Municipality reveal the nuances of gender representation and the systemic challenges faced. Data analysis from these municipalities shows a higher representation of women in PR election systems versus ward systems. Yet, entrenched institutional cultures and structural deficiencies continue to marginalize women.
It concludes that the South African government has taken significant steps toward gender equality, including legislation and policy frameworks; however, these have yet to fully translate into equitable representation and empowerment at the municipal level. Ongoing policy review, enhanced coordination roles for national gender mechanisms, and greater political will to achieve gender mainstreaming and equal participation in municipal governance are emphasized.
Esta Tesis tiene como finalidad revisar los actuales aportes teóricos de la Perspectiva de Género a la Teoría Organizacional y señalar su importancia, ya que tradicionalmente se ha considerado que las relaciones de género y las organizaciones no tienen conexión alguna y que las organizaciones funcionan independientemente de las características individuales de sus miembros. Esto se articula con un movimiento más amplio de inclusión de los sujetos en el marco de la Teoría Organizacional, la cual con frecuencia tiende a objetivar y racionalizar las prácticas y las conductas de las personas en las organizacione
El objetivo de este trabajo es contribuir al desarrollo y aplicación del enfoque feminista de la herramienta Auditoría/Balance Social (A/BS) de la Red de Economía Social y Solidaria Red de Redes (Reas RdR). La A/BS cuenta con una serie de indicadores que buscan medir el estado de la equidad de género en las Organizaciones de la Economía Social y Solidaria (OESS). No obstante, encontramos que algunos aspectos claves de género no se miden, ya sea porque no es fácil contar con unos indicadores que se adapten a la diversidad de organizaciones miembros de esta Red o porque les falta desarrollo. Es por ello por lo que proponemos una serie de indicadores de género proxy complementarios a los que ya dispone la A/BS. Para conseguir este objetivo, empezamos describiendo las características de las OESS a partir de su Carta de Principios de la Economía Solidaria y cuyo cumplimiento se verifica, precisamente a través de la A/BS. Dadas las particularidades de estas organizaciones describimos sus elementos más característicos (y aspiracionales) y seguidamente proponemos unas categorías de análisis derivadas de las teorizaciones feministas de las organizaciones y del tipo ideal de organizaciones democráticas colectivista. Con todos estos elementos, hacemos una revisión de los indicadores de género de la A/BS, centrándonos en los aspectos más críticos y finalizamos con una batería de 32 indicadores. Se trata de una propuesta abierta sujeta a debate y que esperamos sea tomada en consideración por Reas RdR.
The European Commission (EC) and the United Nations advocate the importance of gender equality in their agendas and goals. More specifically, the EC has highlighted the importance of increasing women’s representation in leadership positions, yet in a minority of universities around the globe, there is a gender imbalance. By excluding women from key academic leadership roles, a culture that superficially accepts women into roles that do not challenge the hierarchy is normalized, and a rubber stamp to hegemonic masculinity is established as typical conduct. This study utilizes data from a national survey distributed across all full-time academic and administrative staff in Cyprus’s 13 universities to examine the presence of gender disparities in leadership. The survey was designed based on a comprehensive review of the literature and pilot tested by experts in the field. It was then distributed by university rectors, reaching a total of 337 respondents. The data were analyzed to confirm that the characteristics of an extremely gendered environment, as established by researchers, are found in higher tertiary institutions (HTIs). Secondly, the authors found that the disparities between the leadership skills and traits held most prominently by women in HTIs, as opposed to their male counterparts, enhance the arguments put forward toward gender balance in leadership. Thirdly, the barriers holding women back from voicing their wishes to seek leadership roles in HTIs were identified. Finally, recommendations are made on how to overcome the androgenic environment, to move the needle and have more women seek leadership positions in a culture which preserves hegemonic masculinity. Changing this culture will navigate towards a more balanced working environment for staff and students, and can thus address ethical issues in a more inclusive and gender-balanced environment.
There are two purposes in this research: first, it aimed to study the important theories and concepts of postmodernism and secondly, to study the concepts of postmodern public management resulting from the theories and concepts of postmodernism. The research found that, for the first purpose of the study, there are five important theories and concepts of postmodernism: first, narrative and metanarrative; second, discourse; third, deconstruction; fourth, language analysis; and fifth, governmentality. And, for the second purpose of the study, there are six concepts of postmodern public management that have been influenced by the postmodern theories and concepts: first, efficiency; second, public interest; third, public policy; fourth, governance; fifth, public administration ethics; and
sixth, the state.
Keywords: management, public management, postmodern
It is a characteristic of the condition of the human being, its sense of social interrelation since there is historical evidence that prehistoric person grouped and organized them to achieve various activities such as hunting, protection, war, and even selecting a partner for the consolidation of their clans or tribes. Once sedentary, it required more sophisticated forms of organization to practice agriculture and cattle raising and build their homes, cities, and diverse infrastructure. However, even though the usefulness of organizing has been evident to humanity, it was not until the 20th century which various thinkers, particularly in the area of psychology, ventured into the deliberation of its design, implementation, as well as the causes and effects that have different organizational structures to use, more than anything, in the business field. In this way, this work is addressed to those who are insiders and outsiders to organizational innovation who need to know about the various structures that have been adopted throughout history and have a notion of how both the external and internal environment has influenced their development. Its definition. They are presented in various chapters so that it is known, in an approximate chronologically, what each current of organizational thought consists of, as well as learning the primary authors and their contribution works with discussions of their scope and limitations. Since the organization is an activity that is the product of the habits and customs that prevail in different periods of history, it is expected that the organizational models presented here will continue to evolve; In fact, it stands out that there is no single organizational innovation structure, but that it responds to a series of factors that, as will be discussed in the book, present themselves in various forms, according to the human group that analyzes them and their interests. You will be free to adopt to the best of your ability.
Em Portugal, os estudos sobre políticas públicas de igualdade, seus processos e
atores (movimentos de mulheres2, mecanismos oficiais para a igualdade3, governos,
partidos políticos) são escassos. O papel do feminismo institucional e a sua relação
com os movimentos de mulheres portugueses e com os partidos políticos nunca tinha
sido sistematicamente estudado, pretendendo-se com a divulgação desta pesquisa
contribuir para um melhor conhecimento acerca da história da sociedade portuguesa,
das dinâmicas dos movimentos de mulheres, das suas relações com as instituições
portuguesas, com os partidos políticos e com o mecanismo oficial para a promoção
da igualdade entre mulheres e homens.
Esta publicação apresenta alguns resultados do primeiro estudo sobre feminismo
de Estado em Portugal. O estudo fez parte de uma pesquisa de doutoramento em
Sociologia do Estado, do Direito e da Administração (CES/FEUC), concluído em
20114. A pesquisa empírica foi realizada com base num estudo de caso sobre oprincipal mecanismo oficial para a igualdade português, a atualmente designada
Comissão para a Cidadania e a Igualdade de Género. O estudo de caso requereu
uma abordagem qualitativa composta, em termos de fontes de investigação, pela
realização de cinquenta e três entrevistas semiestruturadas (a técnicos/as e ex-técnicos/as da Comissão; ex-Presidentes e dirigentes da Comissão; responsáveis políticos/as da tutela; peritas; dirigentes de associações de mulheres; especialistas) e pela análise de material de arquivo (atas e documentos diversos), de legislação, de publicações e de artigos de imprensa.
Tarihsel sürecin ataerkil varlığı bize kadın tarihinin sorgulanmasını gerekli kılmaktadır. Nitekim bu durum kadının öteki olarak görüldüğü bir alan ortaya çıkarmaktadır. Kadının toplumsal konumu ve rolü geleneksel olarak aile ve içinde paylaşılan roller üzerinden okunmaktadır. Kadın ve erkek için rollerin belirlenmesi ise toplumsal cinsiyete dayalı iş bölümünü ortaya çıkarmakla kalmamış, aynı zamanda bu çerçeveyi ataerkil şartlar ekseninde şekillendirmiştir. Nitekim toplumsal cinsiyet farklılıkları sadece biyolojik olarak belirlenmemekte, içinde bulunulan kültür ve medeniyetin değerleri olarak da üretilmektedir. Bu noktada kadının ve erkeğin toplumsallaşmaları farklılık göstermekte ve toplumsal, siyasi, iktisadi vb. alanlarda konum ve rolleri de değişmektedir. Türk kadının konumu, toplumsal cinsiyet açısından rolleri ve siyasete katılımı ise bu çerçeveden bağımsız değildir. Her toplumun kültürel değerleri, tarihi, inançları, ekonomik, siyasal ve sosyal hayatı kendine hastır. Bu unsurlar göz önünde bulundurulduğunda, Türk kadınının da geçmişten günümüze toplumsal alanda var olmasına ilişkin sui generis bir serüveni söz konusudur. Çalışma ekseninde odaklanacağımız husus da Türk kadının tarihsel süreç içerisinde toplumsal alandaki rolü ve konumunun sorgulanması olacaktır. Bu kapsamda kronolojik bir tarihsel süreç içerisinde kadının değişen/değişmeyen konumunu, zaman zaman Batı karşılaştırmaları ile ortaya konmaya çalışılacaktır. Son noktada toplumsal cinsiyet ve biyolojik farklılıklarının kadına biçtiği rol kapsamında, Türk tarihi içerisinde kadın haklarının ve kadının sosyo-politik alandaki konumunun analizi ortaya konacaktır.
Indicadores sobre la calidad del servicio de personal de Administración y Servicios de la Universidad da Coruña
Yaşamın her alanında eşit bir yönetimin sağlanması ve ayrımcılığın önlenmesinde önemli bir yere sahip olan kamu yönetimleri açısından toplumsal cinsiyet eşitliğinin teşvik edilmesi ve kadınların kamu sektöründeki yerlerinin ve temsil düzeylerinin güçlendirilmesi günümüzde oldukça önemli hale gelmiştir. Ancak pek çok ülkede kadınlar, kamu yönetimine eşit şekilde katılamamakta, üst düzey görevlerde ve karar alma sürecine etki eden pozisyonlarda yer alamamaktadırlar. Dolayısıyla kadınlarla erkeklerin eşit fırsat, hak ve uygulamalara maruz kalacağı bir yapılanmanın oluşması ve bunun devamlılığının sağlanmasının elzem olduğu düşünüldüğünde kamu yönetimi disiplinini ve kadınların kamu yönetimi içerisindeki durumlarını toplumsal cinsiyet perspektifi ile ele almanın gerekliliği ön plana çıkmaktadır. Bu bağlamda çalışma, öncelikle kamu yönetimi, feminizm ve toplumsal cinsiyet arasındaki ilişkiye yönelik teorik bir inceleme yapmakta; kadınların kamu yönetimi içerisindeki yeri ve sorunlarına değinerek çeşitli kaynaklardan elde edilen veriler ışığında kadınların kamu sektöründeki durumunu oransal olarak ortaya koymakta ve toplumsal cinsiyet eşitliğinin sağlanmasında kamu yönetimin rolüne ilişkin çıkarımlarda ve önerilerde bulunmaktadır.
Este artículo expone la importancia de estudiar la política migratoria a través de una aproximación etnográfica a las prácticas y relaciones de poder que se gestan en la interacción cotidiana de las personas migrantes con las burocracias. En especial, analizo los procesos de detención migratoria y reflexiono acerca de la distancia entre la norma y su aplicación por la burocracia local, lo que puede afectar de manera particular a las mujeres migrantes. La sociología jurídica y el feminismo crítico enmarcan la mirada con la que analizo una específica forma de discriminación o violencia “suave” que se ejerce desde el Estado contra las mujeres migrantes. Retomo las paradojas planteadas por diversas teóricas sobre la valoración de las diferencias sexuales tanto en los marcos jurídicos como en políticas públicas para lograr la igualdad (Wendy Brown, 2002; Nancy Fraser, 1997; Joan W. Scott, 1992). Un punto central es el dilema de la diferencia (Luigi Ferrajoli, 2002; Martha Minow, 1985;1990), que pone en cuestión la dicotomía entre la igualdad y la diferencia, para así lograr construir formas de igualdad ciudadana que reconozcan la diferencia sexual, y que permitan contextualizar y ponderar sus efectos en el ejercicio de los derechos humanos.
Transformation stellt im Gegensatz zu „Change“ eine Abkehr von einem reinen Optimieren bestehender Strukturen dar. Vielmehr geht es darum, die Gestaltung inklusiver und nachhaltiger Gemeinschaften als Zukunftsprojekte zu denken und zu gestalten. Obwohl Organisationen maßgeblich die Lebensführung von Menschen strukturieren, normieren und damit auch entscheidend auf deren Teilhabechancen einwirken, hat die Inklusionsforschung Fragen der wechselseitigen Beeinflussung von Inklusion und Organisation bislang nur gestreift. Dieser Sammelband eröffnet theoretische Perspektiven auf Fragen der Bearbeitung und Verarbeitung von Inklusion, und gibt Einblick in praktische Beispiele eines „Organisationen Anders Machen“. Dabei nutzt dieses Buch das Modell der Drei Horizonte, um aufzuzeigen, dass Menschen zur Ausbildung eines Zukünfte-Bewusstseins und damit auch grundsätzlich zu Musterwechseln fähig sind.
Tem-se assistido a um crescente pluralismo no que diz respeito à investigação sobre os contextos organizacionais e os da gestão na sua correlação com os estudos sobre as relações de gênero. Esses estudos são influenciados por conceções, pressupostos e princípios que tendem a reproduzir e a fortalecer a divisão institucional moderna e racionalizadora entre gestão educativa e gênero feminino. Partindo de um estudo de caso através de uma análise crítica dos discursos organizacionais, constatamos como homens e mulheres percecionam e atualizam suas práticas cotidianas de gestão escolar que, apesar de condicionadas pelo peso das estruturas de representação diferenciadoras das suas funções de gestão, são produtores de novos sentidos, de novas lógicas de ação, que a literatura organizacional deverá contemplar, (re)questionandoos à luz das premissas da “gestão da diversidade” e da “gestão estratégica”.
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