Women and Men in Management

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Sage Publications, 2003 - Business & Economics - 262 pages
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`This book is in its third edition, with good reason. It provides a comprehensive, objective and dispassionate coverage of gender issues in human resource management' - International Employment Relations Review

`If you were to choose a dozen books as a foundation library about women in the workplace, this book should be amongst them' - Women in Management Review

Around the world, women comprise a greater proportion of both workers and managers than ever before. However, women continue to be excluded from top management positions, segregated into low-paying occupations, and paid less for the same work as men. Why does biological sex continue to have such a powerful effect in the workplace? Is it only a matter of time before individuals' work experiences are unaffected by their sex? Women and Men in Management, Third Edition answers these questions. It provides a comprehensive review of the literature on gender and organizations. To reflect the explosion of research during the 10 years since the second edition, this edition includes references to over 900 sources, over 80% of which are new to this edition. The book covers a unique and wide range of topics, including employment decisions, work teams, leadership, sexual harassment, workplace romance, career development, the glass ceiling, work and family, and strategies for promoting an organizational culture of nondiscrimination, diversity, and inclusion. It offers concrete recommendations that individuals and organizations may implement to ensure that all people have fulfilling and productive careers, regardless of their biological sex.

New to This Edition:

- Focus on "where we are now"

- Expanded coverage of topics that have received increased attention in recent years (e.g., entrepreneurship, the glass ceiling, work and family, work teams, global leaders, homophobia in the workplace)

- Focus on gender-incorporates theories and research on the intersection of gender and other identities (e.g., race, ethnicity, age, nationality, sexual orientation)

- International in focus through reference to research studies and statistics from across the globe

- More accessible with greater use of corporate examples

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Contents

Sex Gender and Work
1
Yesterday and Today
12
Becoming Women and Men
36
Copyright

9 other sections not shown

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About the author (2003)

Gary N. Powell, Ph.D., is Professor of Management and Ackerman Scholar at the University of Connecticut. He is a recognized scholar on gender and diversity issues in the workplace. He is editor of "Handbook of Gender and Work, " author of two earlier editions of "Women and Men in Management", and author of "Gender and Diversity in the Workplace: Learning Activities and Exercises". His graduate course on women and men in management won the American Assembly of Collegiate Schools of Business Committee on Equal Opportunity for Women Innovation Award and first led to the writing of this book. He has received the University of Connecticut President s Award for Promoting Multiculturalism.

He is a former Chair, Program Chair, and Executive Committee member of the Women in Management (now Gender and Diversity in Organizations) Division of the Academy of Management, and received both the Janet Chusmir Service Award for his contributions to the division and the Sage Scholarship Award for his contributions to research on gender in organizations. He has published numerous articles in journals such as "Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, "and "Organizational Behavior and Human Decision Processes, " and presented numerous papers at academic meetings. He has served on the Board of Governors of the Academy of Management and is a Past President, Program Chair, and Fellow of the Eastern Academy of Management. He also is a former Co-Chair of the Status of Minorities Task Force of the Academy of Management and has served on the Editorial Board of "Academy of Management Review, Academy of Management Executive, " and "Journal of Management."

Prior to joining the faculty at UConn, he worked at General Electric, graduating from its Manufacturing Management Program. At GE, he designed and implemented automated project scheduling systems as well as systems for inventory control, materials procurement, and so on. He has provided management training and development for many companies, including The Hartford Financial Services Group, The Implementation Partners (TIP), GE-Capital, General Signal, Apple Computer, Monroe Auto Equipment, AllState, and CIGNA, and has conducted numerous other workshops. He holds a doctorate in organizational behavior and a master s degree in management science from the University of Massachusetts, and a bachelor s degree in management from MIT.

Laura M. Graves, Ph.D., is Associate Professor of Management at the Graduate School of Management at Clark University. She is a recognized scholar on diversity issues in the workplace. Her work has examined gender and race effects in the workplace, particularly gender bias in employment interviewers decision processes and the effects of demographic diversity on work teams. She received the Sage Scholarship Award from the Gender and Diversity in Organizations Division of the Academy of Management for her contributions to the management literature. Her research has appeared in leading academic journals including "Academy of Management Review, Journal of Applied Psychology, "and "Personnel Psychology". In addition, she has contributed chapters to several books and presented numerous papers at academic meetings. She has served on the Editorial Board of "Academy of Management Journal" and as a Guest Editor for an "Academy of Management Journal" special research forum.

She is a former Chair, Chair-Elect, Program Chair, and Executive Committee member of the Gender and Diversity in Organizations Division of the Academy of Management. She also has held several positions in the Eastern Academy of Management, serving on its Board and chairing both the Organizational Behavior and Human Resources Management programs for its annual meeting.

Prior to joining the faculty at Clark, Graves worked in Corporate Human Resources at Aetna, where she was engaged in internal management consulting. She was also a member of the management faculty at the University of Connecticut. She holds a doctorate in social psychology from the University of Connecticut and a bachelor s degree in psychology from the College of William and Mary.

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