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Gendered Organizations in the New Economy

Kristine Kilanski, Chandra Muller & Christine L. Williams

Gender and Society 26 (4):549-573 (2012)

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HIERARCHIES, JOBS, BODIES:: A Theory of Gendered Organizations.Joan Acker - 1990 - Gender and Society 4 (2):139-158.details 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 (...) Download Export citation Bookmark 188 citations
The Gender Revolution: Uneven and Stalled.Paula England - 2010 - Gender and Society 24 (2):149-166.details In this article, the author describes sweeping changes in the gender system and offers explanations for why change has been uneven. Because the devaluation of activities done by women has changed little, women have had strong incentive to enter male jobs, but men have had little incentive to take on female activities or jobs. The gender egalitarianism that gained traction was the notion that women should have access to upward mobility and to all areas of schooling and jobs. But persistent (...) Download Export citation Bookmark 77 citations
Metaphors at Work: Maintaining the Salience of Gender in Self-Managing Teams.Toni Calasanti & Marjukka Ollilainen - 2007 - Gender and Society 21 (1):5-27.details 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 (...) Download Export citation Bookmark 4 citations
Gender, Race, and the Shadow Structure: A Study of Informal Networks and Inequality in a Work Organization.Gail M. Mcguire - 2002 - Gender and Society 16 (3):303-322.details In this article, I analyze survey data from more than 1,000 financial services employees to understand how gender inequality manifests itself in employees' informal networks. I found that even when Black and white women had jobs in which they controlled organizational resources and had ties to powerful employees, they received less work-related help from their network members than did white men. Drawing on status characteristics theory, I explain that network members were less likely to invest in women than in white (...) Download Export citation Bookmark 9 citations
Taking Women Professionals Out of the Office: The Case of Women in Sales.Karin A. Martin & Laurie A. Morgan - 2006 - Gender and Society 20 (1):108-128.details Many women professionals traverse settings beyond the office in their work, but research on women professionals rarely follows them out of the office. Using a large, archived data set of focus groups with sales professionals, the authors ask how work in out-of-the-office settings affects women’s careers. The authors distinguish between two types of settings. In “heterosocial” settings, interaction rules are traditionally and normatively gendered; women and men are understood by others as heterosexually linked pairs, women become targets of gossip, and (...) Download Export citation Bookmark 3 citations

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