Le travail émotionnel peut être défini comme une forme de régulation émotionnelle dans laquelle les employés doivent afficher certaines émotions dans le cadre de leur travail et promouvoir des objectifs organisationnels. Un tel contrôle organisationnel des émotions peut conduire à la suppression des sentiments par la dissonance émotionnelle, des perceptions relationnelles modifiées, des modèles de communication modifiés et d'autres effets personnels et de travail négatifs, y compris le stress, démotivation et épuisement. Le travail émotionnel implique la gestion des sentiments et (...) des émotions pour répondre aux exigences d'un emploi. DOI: 10.13140/RG.2.2.26635.21281. (shrink)

Research on career barriers has stressed the commonalities among women, and the ways in which women can develop the personal and professional skills they need to demonstrate their commitment to the organization. However, this individualistic focus is not appropriate for dealing with the problem of combining career and family responsibilities. Our research focus must now turn to the commonalities among organizations, and the ways in which different organizational structures and cultures are more or less responsive to women. A study of (...) Canadian National Sport Organizations illustrates some of the issues in this approach. (shrink)

Self-managing teams have been predicted to break down organizational hierarchies and sex-segregated functional divisions. Based on participant observation and interviews with 39 men and women in service-oriented self-managing teams, the authors found that the metaphor of family emerged in interviews as a popular way to describe teams' interaction and social relations. The ways that team members used the family metaphor revealed that women were often perceived in familial roles that the authors argue encourage emotional labor. Although relational tasks may not (...) directly reproduce traditional gender power relations in teams, women can face difficulties taking on more instrumental team tasks. The authors propose that the persistence of family metaphors sustains the organizational gender categorization that self-managing teams as work-based, cross-functional groups were supposed to help eliminate. To the extent that this is the case, it suggests the importance of exploring the gendered organizational cultures that exist alongside structural arrangements. (shrink)

Considerable attention has been paid recently to the gendering of organizations and occupations. Unfortunately, the gendered-organizations approach remains theoretically and empirically underdeveloped, as there have as yet been few clear answers to the question central to the perspective: What does it really mean to say that an organization itself, or a policy, practice, or slot in the hierarchy, is “gendered”? Reviewing literature in the gendered-organizations tradition, the author discusses three of the most common ways the perspective has been applied and (...) argues that all of these definitions pose potential problems for the project of meaningful social and organizational change. The article concludes with some suggestions about how a more useful conception of the gendered organization might be built. (shrink)

Feminist campaigns concerning feminization of poverty and comparable worth are analyzed in terms of their major policy goals and the arguments typically used to justify those goals. The differences between liberal and radical discourses on each issue are outlined and the implications for feminist practice discussed. It is concluded that situating the issues of women's poverty and pay equity in a liberal political discourse may strengthen important ideological and social underpinnings of women's subordination.

Recent work in clinical nursing ethics has been influenced by two main areas of insight associated with the challenge levelled by the women's movement to traditional thinking about morality and ethics. Broadly speaking these two realms have been distinguished as articulating ‘feminist’ socio‐political and ‘feminine’ ethic of care concerns. Often these two impulses are seen as pulling against each other, or worse, the ‘feminine’ emphasis on the ethics of care is seen as reinforcing the dynamics that elicit the ‘feminist’ concern. (...) In this paper I suggest how an expanded understanding of an ethic of care in clinical settings can provide resources for dealing with both concerns. A discussion of the way institutional relations can ride rough‐shod over the ‘feminist’ insights of ethical care, in the second part of the paper, provides evidence for my conclusion that ethical nursing care depends on recognizing that both areas of insight are imperative for its success. (shrink)

Bureaucracy has had few admirers, as a quick perusal of 20th-century political and social theory readily indicates. In recent years, several feminist theorists have also joined this vociferous anti-bureaucracy chorus, denouncing bureaucracy’s excessively hierarchical, impersonal, cold and controlling nature. The goal of this article is to review these charges and to show why the term ‘caring bureaucracy’ is not an oxymoron. In the first two sections, the author considers the various reasons why bureaucratic structures are said to be bad both (...) for the people who work in them and for those who deal with them. The author proposes to discuss these charges in light of some research on feminist organizations and street-level bureaucracy. The intention is not to offer a paean to street-level discretion or to the claims of ‘the heart’ in public service; it is, rather, to underscore at once the beauty and the danger of discretion. It is also noted that feminist theorists ought to be cautious when they call for ‘flattened hierarchies’ and for fewer rules in large institutions – for these might work against the best interests of women. The last part of the article offers the outline of a caring bureaucracy and suggests avenues to be explored in future care ethics research. (shrink)

Focusing on the U.S. military as a gendered and raced institution and using 33 in-depth interviews with U.S. servicewomen, this study identifies tactics and consequences of workplace harassment that occur through administrative channels, a phenomenon I label bureaucratic harassment. I identify bureaucratic harassment as a force by which some servicemen harass, intimidate, and control individual, as well as groups of, servicewomen through bureaucratic channels. Examples include issuing minor infractions with the intention of delaying or stopping promotions, threatening to withhold military (...) benefits for reporting sexual abuse/harassment, and revoking servicewomen’s qualifications in order to remove them from positions or units. The manipulation of administrative rules and regulations is made possible by the interplay between a gendered and raced organizational climate and bureaucratic features such as discretion, hierarchy, and the blending of work and personal life. I show that bureaucratic harassment has both raced and gendered implications. Ultimately, harassment that is enacted through bureaucratic means is often overlooked but carries distinct consequences for the professional careers and workplace experiences of the victims. (shrink)

(1990). Perfecting the machine: Instrumental rationality and the bureaucratic ideologies of the state. World Futures: Vol. 28, Cross-Cultural Dialogue, pp. 141-161.

In this article, the author addresses two feminist issues: first, how to conceptualize intersectionality, the mutual reproduction of class, gender, and racial relations of inequality, and second, how to identify barriers to creating equality in work organizations. She develops one answer to both issues, suggesting the idea of “inequality regimes” as an analytic approach to understanding the creation of inequalities in work organizations. Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations. Work (...) organizations are critical locations for the investigation of the continuous creation of complex inequalities because much societal inequality originates in such organizations. Work organizations are also the target for many attempts to alter patterns of inequality: The study of change efforts and the oppositions they engender are often opportunities to observe frequently invisible aspects of the reproduction of inequalities. The concept of inequality regimes may be useful in analyzing organizational change projects to better understand why these projects so often fail and why they succeed when this occurs. (shrink)

In spite of feminist recognition that hierarchical organizations are an important location of male dominance, most feminists writing about organizations assume that organizational structure is gender neutral. This article argues that organizational structure is not gender neutral; on the contrary, assumptions about gender underlie the documents and contracts used to construct organizations and to provide the commonsense ground for theorizing about them. Their gendered nature is partly masked through obscuring the embodied nature of work.jobs and hierarchies, common concepts in organizational (...) thinking, assume a disembodies and universal worker. This worker is actually a man; men's bodies, sexuality, and relationships to procreation and paid work are subsumed in the image of the worker. Images of men's bodies and masculinity pervade organizational processes, marginalizing women and contributing to the maintenance of gender segregation in organizations. The positing of gender-neutral and disembodied organizational structures and work relations is part of the larger strategy of control in industrial capitalist societies, which, at least partly, are built upon a deeply embedded substructure of gender difference. (shrink)

Une argumentation pour l'importance dualiste des émotions dans la société, individuellement et au niveau communautaire. La tendance actuelle à la prise de conscience et au contrôle des émotions grâce à l'intelligence émotionnelle a un effet bénéfique dans les affaires et pour le succès des activités sociales mais, si nous n'y prenons pas garde, elle peut conduire à une aliénation irréversible au niveau individuel et social. L'essai est composé de trois parties principales: Émotions (Modèles d'émotions, Le processus des émotions, La bonheur, (...) La philosophie des émotions, L'éthique des émotions), Intelligence émotionnelle (Modèles d'intelligence émotionnelle, L'intelligence émotionnelle dans la recherche et l'éducation, La philosophie d'intelligence émotionnelle, L'intelligence émotionnelle dans la philosophie orientale) et Intelligence émotionnelle dans les organisations (Travail émotionnel, La philosophie de l'intelligence émotionnelle dans les organisations, La critique de l'intelligence émotionnelle dans les organisations, L'éthique de l'intelligence émotionnelle dans les organisations). Dans les Conclusions, je présente un résumé des déclarations contenues dans le document. SOMMAIRE: Abstract 1. Émotions 1.1 Modèles d'émotion 1.2 Traitement des émotions 1.3 Bonheur 1.4 La philosophie des émotions 1.5 L'éthique des émotions 2. Intelligence émotionnelle 2.1 Modèles d'intelligence émotionnelle 2.1.1 Modèle d'habilités de Mayer et Salovey 2.1.2 Le modèle mixte de Goleman 2.1.3 Le modèle mixte de Bar-On 2.1.4 Modèle de traits de Petrides 2.2 Intelligence émotionnelle dans la recherche et l'éducation 2.3 La philosophie de l'intelligence émotionnelle 2.3.1 L'intelligence émotionnelle dans la philosophie orientale 3. Intelligence émotionnelle dans les organisations 3.1 Travail émotionnel 3.2 La philosophie de l'intelligence émotionnelle dans les organisations 3.3 Critique de l'intelligence émotionnelle dans les organisations 3.4 Éthique de l'intelligence émotionnelle dans les organisations Conclusions Bibliographie DOI: 10.13140/RG.2.2.28567.93600 . (shrink)

An argumentation for the dualistic importance of emotions in society, individually and at community level. The current tendency of awareness and control of emotions through emotional intelligence has a beneficial effect in business and for the success of social activities but, if we are not careful, it can lead to irreversible alienation at individual and social level. The paper consists of three main parts: Emotions (Emotional models, Emotional processing, Happiness, Philosophy of emotions, Ethics of emotions), Emotional intelligence (Models of emotional (...) intelligence, Emotional intelligence in research and education, Philosophy of emotional intelligence, Emotional intelligence in Eastern philosophy), Emotional intelligence in organizations (Emotional work, Philosophy of emotional intelligence in organizations, Criticism of emotional intelligence in organizations, Ethics of emotional intelligence in organizations). In the Conclusions I present a summary of the statements in the paper. CONTENTS: Abstract 1. Emotions 1.1 Models of emotion 1.2 Processing emotions 1.3 Happiness 1.4 The philosophy of emotions 1.5 The ethics of emotions 2. Emotional intelligence 2.1 Models of emotional intelligence 2.1.1 Model of abilities of Mayer and Salovey 2.1.2 Goleman's mixed model 2.1.3 The mixed model of Bar-On 2.1.4 Petrides' model of traits 2.2 Emotional intelligence in research and education 2.3 The philosophy of emotional intelligence 2.3.1 Emotional intelligence in Eastern philosophy 3. Emotional intelligence in organizations 3.1 Emotional labor 3.2 The philosophy of emotional intelligence in organizations 3.3 Critique of emotional intelligence in organizations 3.4 Ethics of emotional intelligence in organizations Conclusions Bibliography DOI: 10.13140/RG.2.2.32802.79041 . (shrink)

O argumentare a importanței dualiste a emoțiilor în societate, individual și la nivel de comunitate. Tendința actuală de conștientizare și control al emoțiilor prin inteligența emoțională are un efect benefic în afaceri și pentru succesul activităților sociale dar, dacă nu suntem atenți, poate duce la o alienare ireversibilă la nivel individual și social. Lucrarea se compune din trei părți principale: Emoții (Modele ale emoțiilor, Procesarea emoțiilor, Fericirea, Filosofia emoțiilor, Etica emotiilor), Inteligența emoțională (Modele ale inteligenței emoționale, Inteligența emoțională în cercetare (...) și educație, Filosofia inteligenței emoționale, Inteligența emoțională în filosofia orientală) și Inteligența emoțională în organizații (Munca emoțională, Filosofia inteligenței emoționale în organizații, Critica inteligenței emoționale în organizații, Etica inteligenței emoționale în organizații). În Concluzii prezint un rezumat al afirmațiilor din lucrare. CUPRINS: Abstract 1. Emoții 1.1 Modele ale emoțiilor 1.2 Procesarea emoțiilor 1.3 Fericirea 1.4 Filosofia emoțiilor 1.5 Etica emoțiilor 2. Inteligența emoțională 2.1 Modele ale inteligenței emoționale 2.1.1 Modelul de abilități al lui Mayer și Salovey 2.1.2 Modelul mixt al lui Goleman 2.1.3 Modelul mixt al lui Bar-On 2.1.4 Modelul de trăsături al lui Petrides 2.2 Inteligența emoțională în cercetare și educație 2.3 Filosofia inteligenței emoționale 2.3.1 Inteligența emoțională în filosofia orientală 3. Inteligența emoțională în organizații 3.1 Munca emoțională 3.2 Filosofia inteligenței emoționale în organizații 3.3 Critica inteligenței emoționale în organizații 3.4 Etica inteligenței emoționale în organizații Concluzii Bibliografie DOI: 10.13140/RG.2.2.32991.20640. (shrink)

Veterinary medicine has undergone dramatic, rapid feminization while in many ways remaining gendered masculine. With women constituting approximately half of its practitioners and nearly 80 percent of students, veterinary medicine is the most feminized of the comparable health professions. Nevertheless, the culture of veterinary medicine glorifies stereotypically masculine actions and attitudes. This article examines how women veterinarians understand the gender dynamics within the profession. Our analysis reveals that the discursive strategies available to women sustain and justify the status quo, and (...) thus preserve hegemonic masculinity. Women use strategies previously used toward female tokens in nontraditional jobs, such as role encapsulation, and strategies previously used by male tokens in traditionally female jobs, such as distancing from the feminine. Through this discursive “gender work,” women help to maintain the institutionalized inequality and the masculine ethic of the profession. Veterinary medicine illustrates the importance of considering organizational context in studies of feminization. (shrink)

This study explores the role feminist ideology played in long-term structural changes in feminist organizations. The vehicle for this exploration was a comparative case study of 14 feminist women's health centers that were started in the 1970s and were still in existence in the early 1990s. Drawing on interviews and site visits, the author describes the early collectivist structures, highlights some of the crises these organizations faced, and describes three structural ideal types that emerged in the 1990s. The analysis suggests (...) three ideological issues that directed structural change: the importance of maintaining a system for the equitable distribution of power, the importance of growth versus autonomy, and the importance of feminism as an organizational outcome or internal process. (shrink)

This article presents an analysis of the political consciousness and commitments of six gender equity coordinators who served in the same public agency in the United States during a 20-year period in an effort to contribute knowledge about the people who institute movement-inspired laws and the diverse ways in which they come to understand their mandates and the organizational and political milieus within which they work. The author’s findings corroborate existing research indicating that bureaucrats have considerable autonomy to interpret equity (...) law and vary in their approaches. Most significantly, the author shows the ways in which individuals’ commitment to movement ideals can deepen in the course of working as equity bureaucrats. (shrink)

This article examines the implications of mandatory conscription for women by studying the experience of women soldiers who serve as secretaries in the Israeli military. The author argues that the military service of the secretaries is shaped by three organizing principles: an employment principle of cheap labor, a matrimonial principle of the office wife, and a hierarchy principle that shapes the secretaries as status symbols. Employing the theory of gendered organizations, the author maintains that each one of these organizing principles (...) operates as a gendering and a power mechanism. The convergence of these three gender/power principles results in overgendering of these women and their military experience. This overgendering reflects gender discrimination and creates feelings of alienation and frustration. For them, military service is not an experience that articulates their citizenship or enhances feelings of national belonging but rather stands in opposition to the values and goals of the mandatory people's army by estranging them from the state and its major institution. (shrink)

The authors discuss findings from a qualitative research project concerning applied ethics that was undertaken at a general family counseling agency in southern Ontario. Interview data suggested that workers need to dialogue about ethical dilemmas, but that such dialogue demands a high level of risk taking that feels unsafe in the organization. This finding led the researchers to examine their own sense of "breaking rules" by suggesting an intersubjective view of ethics that requires a "safe space" for ethical dialogue. The (...) authors critique the individualistic tendency of professional ethics as an effect of power that is tied to the history of professionalism, and discuss the role of bureaucracies in diminishing a central role for ethics in helping services. The authors call for elaboration of critical perspectives on ethics in order to promote the centrality of ethics in the helping professions. (shrink)

Some feminists in the battered women's movement have been striving to develop egalitarian and participatory organizational structures for shelters. The Family Crisis Shelter offers a case study of a feminist shelter that is operating with a counterbureaucratic organizational structure. The shelter has a staff of nonprofessionals, makes all policy decisions through consensus, pays all staff the same wages, and imposes minimal regulations and restrictions on residents, who are encouraged to take initiative and make decisions. The article discusses the successes and (...) limitations of the nonbureaucratic structure for implementing the feminist goals of consensus and empowerment. (shrink)

Given present criticisms of contemporary education and leadership practices, this article investigates the ways in which the basic concepts of state freedom and bureaucracy stifle ethics and social justice in educational leadership practices through the philosophical framework of Emmanuel Levinas. By investigating Levinas’ ‘an-archy’, the definition of ethics and justice in school leadership can be reframed towards responsibility to otherness rather than individual freedom. The anarchical ethic of pure responsibility to the Other suggests that educational leaders should prioritize specific acts (...) of responsibility over general actions based on the assumptions of traditional state education. Aspects of transactional, transformational, and social justice leadership are critiqued from this perspective. (shrink)

Philanthropy is typically hierarchically constructed with an imbalance of power between funders and grantees. While this seems inherent in philanthropic relationships where funders inevitably control resources that grantees need, some women’s funds have sought to construct less hierarchical and thus more feminist relationships with the organizations they support. Based on many years of insider access to a local women’s fund, this article describes and explains the organization’s efforts to develop interactive dialogues with its grantees, which led to a change in (...) grants guidelines that were more inclusive of women’s methods of community organizing. A small survey of women’s community groups, done as background to this research, provides data on challenges and obstacles these groups face when seeking monies to support their work. Some attention is given to implications for general theories of organizations, for funder-grantee dialogues leading to increased accountability in philanthropy, and for support of women’s community organizations. (shrink)

Feminist researchers have urged more study of how feminist practice is actually accomplished in mixed-gender organizations. Social movement scholars have called for more attention to dynamics of gender and race in social movement organizations, especially to the challenges of maintaining internal solidarity. Based on field observations in a pro-feminist, progressive, mixed-gender, mixed-race social movement organization, this article examines organizational decision-making processes and interpersonal and group dynamics. Gendered and racialized patterns of subordination are both very much in evidence and—at the same (...) time—actively challenged in this organization. The author argues that profeminist and progressive organizational practices and efforts to create solidarity across gender and race can exist through competing and contradictory dynamics and ongoing struggles. Complex and inconsistent dynamics around these social barriers are likely to occur in organizations more generally and need to be a subject for more research. (shrink)

Although the number of women in middle management has grown quite rapidly in the last two decades, the number of female CEOs in large corporations remains extremely low. This article examines many explanations for why women have not risen to the top, including lack of line experience, inadequate career opportunities, gender differences in linguistic styles and socialization, gender-based stereotypes, the old boy network at the top, and tokenism. Alternative explanations are also presented and analyzed, such as differences between female leadership (...) styles and the type of leadership style expected at the top of organizations, feminist explanations for the underrepresentation of women in top management positions, and the possibility that the most talented women in business often avoid corporate life in favor of entrepreneurial careers. (shrink)

El presente trabajo tiene como objetivo fundamental analizar una disciplina reciente denominada teoría de la organización. Para tal efecto se muestran diversos hechos históricos, los cuales al inicio eran tan sólo una pretensión teórico-metodológica univoca y simplificada para el estudio de las organizaciones, como ocurrió con las ciencias naturales. Sin embargo, en la actualidad han eclosionado en una amplia gama de perspectivas fenomenológicas en torno a las organizaciones. Por lo anterior se propone como explicación el anarquismo epistemológico acuñado por Paul (...) K. Feyerabend, por considerarlo una herramienta poderosa para entender a las teorías de la organización. También se sostiene como hipótesis la presencia de un robustecimiento de esta teoría al abrevar de distintas fuentes para la explicación de sus fenómenos.The fundamental aim of this paper is to analyze a recent discipline called organization theory. For this purpose, diverse historic events are shown. These facts initiated a theoretical-methodological univocal and simplified pretension for the study of the organizations, like the one occurred with the natural sciences. Nevertheless, currently they have emerged in an extensive range of phenomenological perspectives around organizations. Therefore, it is proposed as an explanation the “anarchism epistemology” minted by Paul K. Feyerabend by considering it a powerful tool to understand the theories of the organization. Also it maintains as hypothesis that the study of several sources to find out a possible explanation for its phenomena, strengthens the organization theory or theories. (shrink)

The feminist in academe, says Paula Bennett, is like Procne married to Tereus, "inextricably wedded to the sources of her harm." An ethical justification of academic feminism can be found, not in cooperation and affiliation, but in the strategies currently necessary to ensure curricular and cultural diversity. Historically contextualized and strategically politicized, this ethic is founded on the claim that universities are places where we may all learn to know what is other than ourselves.

This article analyzes feminist organizations as a species of social movement organization. It identifies 10 dimensions for comparing feminist and nonfeminist organizations or for deriving types of feminist organizations and analyzing them. The dimensions are feminist ideology, feminist values, feminist goals, feminist outcomes, founding circumstances, structure, practice, members and membership, scope and scale, and external relations. I argue that many scholars judge feminist organizations against an ideal type that is largely unattainable and that excessive attention has been paid to the (...) issue of bureaucracy versus collectivism to the neglect of other organizational qualities. The varieties of ideology, form, and strategy that feminist organizations embody should be analyzed in relation to outcomes for women, the women's movement, and society. As has recently begun to occur, feminist scholars are encouraged to claim the topic of feminist organizations for themselves. (shrink)

The concept of the "unlevel playing field" is critiqued for its tendency to take the prevailing masculinist managerial paradigm for granted. Rather than assume that both men and women should assimilate to corporate masculinity, feminist alternatives are suggested. The pervasiveness of the masculine ethic and the "myth of meritocracy" in organizations are reviewed, with the space shuttle Challenger disaster serving as a focal point to demonstrate the dysfunctionality of masculine management and the rationale for feminist-based organizational transformation to promote not (...) only gender equity, but more effective and ethical organizational behavior. (shrink)

In this paper, we develop a theoretical framework for understanding women leaders in working life. Our starting point is in statistics and earlier women-in-management literature, which show that women leaders represent a minority of the managerial population. We assume such underlying mechanisms causing discriminatory practices towards women leaders to exist which have become naturalized and invisible. Our concern is that everyone irrespective of gender should have a fair chance in career progression. This is both a moral and also an economic (...) challenge. The framework we develop in this paper is an alternative approach to studying women leaders compared to traditional women-in-management literature. It aims at revealing the "natural and taken-for-granted" cultural mechanisms behind discriminatory practices. Our framework is based on a critical discursive approach, which draws on ideas of how women''s leadership becomes symbolically represented and constructed in discursive practices. These symbolic constructions, which are mediated through language, often have an ideological loading which positions women leaders and builds their identities in ways that can help to legitimize unequal relations between the genders. However, our framework emphasizes the possibility of multiple discourses and a dynamic view of culture. The cultural constructions of women leaders are, thus, open to change. (shrink)

Several initiatives recognize the importance of transforming institutions, not just changing individuals, to diversify STEM fields. Universities and colleges are distinctive gendered work organizations because workers are highly educated and have authority in hiring, evaluation, and policy. This article explores whether feminist sociologists are particularly well suited to guide institutional change to diversify the academy. Drawing on data from in-depth interviews with 24 feminist academic sociologists at the rank of associate or full professor, I analyze how their feminist and sociological (...) identities intersect with institutional locations to create opportunities to transform the academy. Outsiders within, feminist sociologists revise and use the master’s tools to produce knowledge that improves recognition of, and ability to reduce, structural inequalities. Proficiency with these tools confers insider legitimacy and access to a “seat at the table” where disciplinary expertise and political commitments contribute to institutional change. Inevitably, these professors confront resistance, and in response develop strategies to advance their goals. Insights from feminist sociologists suggest that to transform universities to reflect the diversity of institutions and lived reality of contemporary faculty, it may be more useful to identify a set of commitments and principles that inform policies and practices, rather than specifying actions to support culture change. (shrink)

This study explores company support for men's participation in child care in Sweden, where the government promotes gender equality. The authors investigate the influence of two ideologies about gender, the doctrine of separate spheres and masculine hegemony, on the responsiveness to fathers shown by Sweden's largest corporations. Father-friendly companies had adopted values associated with the private sphere and prioritized entrance of women into the public sphere. Companies with less masculine hegemony provided some informal but no formal support to fathers. Following (...) social justice theory, future research could focus on how fathers come to perceive the lack of corporate responsiveness as unfair. (shrink)

Research on sexual harassment in the workplace has followed several trajectories: the extent of sexual harassment, labeling sexual harassment, responses to sexual harassment, and contributing factors to sexual harassment. Much of this research has been necessarily applied, leaving theoretical frameworks concerning sexual harassment underdeveloped. This research uses the case of the sexual harassment of temporary workers to develop grounded theory to provide a more structural understanding of sexual harassment. While temporary employment has increased dramatically in the past 15 years, researchers (...) have only recently begun to document the effects of this trend. This research is based on 68 in-depth interviews from two broader studies on clerical temporary work in Chicago and Los Angeles. The researchers find that the organization of temporary work fosters sexual harassment through the magnification of asymmetrical power relationships. (shrink)

A fundamental debate within feminist scholarship and activism centers on what relationship feminism should have with the state. This article explores this debate empirically by examining differences in the emotion cultures of a state-dependent and an autonomous feminist organization in postsocialist eastern Germany. The comparative analysis demonstrates how organizations construct specific emotion cultures in response to emotional opportunities and constraints created by their relationships with state institutions. The state-dependent organization adopts a less expressive emotion culture that assures broad public appeal (...) and future state support, but does not build critical consciousness among participants. In contrast, the autonomous organization encourages displays of feelings as part of consciousness raising, creating an emotion culture that reduces public appeal but produces especially loyal and active constituents. (shrink)

The aim of this article is to flesh out gender by drawing connections between the experience of pain and the experience of womanhood. The article builds upon two themes in feminist work (the constitution of woman through her effacement, and the inscription of gender on the body) and proposes to analyse `effacement' in terms of an embodied sense of being `gutted out', or made `immaterial'. I use this imagery of `gutting out' to suggest that effacement is experienced through the body, (...) and in terms of the presence of pain rather than merely in terms of lack or absence (of voice or subjectivity). Thus I share the view that gender is performed through inscriptions on the body, but I argue that this work of gendering involves hurting and injuring women's bodies; and it is this pain that I attend to in the article. I draw upon Scarry's analysis of the body in pain as a symbolic framework to discuss the pain of womanhood in terms of the annihilation of the self as it is engulfed in a mass of hurting flesh. (shrink)

A feminist analysis of the Basque Mondragon system of industrial cooperatives suggests that women fare somewhat better in cooperatives than in private firms in employment, earnings, and job security. Market phenomena and the family as basic economic unit affect women workers negatively, as does increasing professionalism in the technical core of the system. Similarities in gender stratification and segregation in capitalist, socialist, and cooperative workplaces call into question the ability of all three to deal adequately with gender equality. Full workplace (...) democracy may depend on the distribution of goods and services based on need rather than work or the wage, socialization of homework and child care, degendering of technical and scientific knowledge, its dissemination as widely as possible throughout the workplace and the community, and the inclusion of all members of the community in major decisions. The article ends with modest suggestions for alleviating one pervasive problem in large industrial cooperatives—the concentration of technical and scientific skill among a few, primarily men. (shrink)

This essay examines the contemporary masculinity of straight, white men in the business classes of the United States as a category of identity. I argue that this form of masculine identity is currently in crisis, and, through a reading of the 1995 film Toy Story, develop an argument about the value of ‘downsizing’ masculinity in an era of diminished work expectations.

This paper attempts to account for the peculiarly ‘otherworldly’ character of much contemporary management critique. It does so rather circuitously by focusing upon elements of the work of a moral philosopher, Alasdair MacIntyre. MacIntyre's comments about the ‘character’ of the ‘manager’ have commanded considerable support within critical organizational and management studies and have been regularly cited by critical intellectuals, keen to unmask an ethical and emotional vacuum at the heart of contemporary management practice. In what follows, I attempt to show (...) that the prestige and status accorded to MacIntyre's critique of the manager within organizational and management studies is directly proportional to its abstraction from the institutional realities of managing. In particular, I focus upon the ways in which MacIntyre attempts to hold the character of the manager accountable to a particular ideal of the person, one that derives many of its characteristics from Christian theology. (shrink)

Lucrul cu emoțiile reprezintă încercarea de a schimba nivelul sau calitatea unei emoții, fiind definit ca managementul propriilor emoții sau munca depusă în efortul de a menține o relație. Munca emoțională poate fi definită ca o formă de reglare emoțională în care angajații trebuie să afișeze anumite emoții ca parte a muncii lor și să promoveze obiectivele organizaționale. Un astfel de control organizațional al emoțiilor poate duce la suprimarea sentimentelor prin disonanță emoțională, percepții relaționale modificate, modele de comunicare schimbate și (...) alte efecte negative și contraproductive personale și de muncă, inclusiv stres, demotivare și epuizare. DOI: 10.13140/RG.2.2.32018.81607 . (shrink)

Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job. DOI: 10.13140/RG.2.2.13203.30248.

“Research assistant” is a term used to describe student researchers across a variety of contexts and encompasses a wide array of duties, rewards, and costs. As critical/qualitative scholars situated in a discipline that rarely offers funded research assistantships to graduate students, we explore how we have engaged in faculty-student research in one particularly understudied context: the independent study. Using narrative writing and reflection within a framework of collaborative autoethnography, the first three authors reflect as three “generations” of protégés who were (...) each mentored through independent studies during their MA programs by the fourth author. We explore the environmental context, mentor facets, and protégé facets that highlight the light and shadow, or successes and struggles, of our mentoring relationships. Reflecting on our own experiences of collaborative research through independent studies, we suggest a model of feminist research mentorship that may be enacted across disciplines. (shrink)