Understanding Theory

Only available on StudyMode
  • Download(s) : 11
  • Published : April 29, 2013
Open Document
Text Preview
UNDERSTANDING ORGANISATIONS: THEORY & PRACTICE
Gender and Other Differences
Gendering Organisational Theory - Acker 2011
* The links between class and race domination and gender are everywhere e.g. high tech Californian company white man on top and coloured women in production line * There is an intertwining of gender, race and class

Elements in a Theory of Gendered Organisations
Gendered organisations can be described in 4 sets
1. The production of gender division ordinary organisational practices produce the gender patterning of jobs, wages and hierarchies, power – managers and unions recreate this 2. Gendering also involves creation of symbols and images top manager is always strong/rational and forceful entire organisation had metaphors that are masculine lean mean aggressive actively create this to promote success 3. Interactions between individuals, women and men, women and women and men and men. enact in subordinations/dominations/ create alliances 4. Internal mental work of the employees understanding about the organisation’s gendered structure of work and opportunity and the demands for gender-appropriate behaviours and attributes (Pringle 1989) includes creating correct gender personal and hiding unacceptable aspects such as homosexuality ‘sexual games are integral to the play of power at work, and success for women depends on how they negotiate their sexuality’ Gender and Sexuality as Organisational Resources

* Gender, sexual bodies can be organisational resources available to management predominantly * Reproduction and sexuality are often objects of and resources for control Burrell (1984) argues ‘individual organisations inaugurate mechanisms for the control of sexuality at a very early stage in their development.’ * Men’s sexuality reinforces their organisational power (Collonson and Collinson 1989) * Today many organisations consciously create dead end jobs/ part time for females The Gendered Substructure of Organisation

* 2 kinds of workers men who can adhere to organisational rules and females who it is assumed cannot because of obligations to family/reproduction * However organisations would not survive if it wasn’t due to this outside reproduction (to provide workers/consumers) as we are in free economy not slave economy * Acker argues that gender neutrality is doing more harm than good and is now embedded into technology and many texts and in organisational control processes. She argues it is better that we recognise gender differences. She uses Dorothy Smith’s The Conceptual Practices of Power to back up her point about concepts that feminists see as misrepresenting reality – here the concept of gender-neutral structure – indicate something about the social relations they represent. That is, such concepts are not wrong but they say something about the suppression of knowledge about gender * The abstract worker (one who does go bathroom, eat ..) transformed into a concrete worker turns out to be a man whose work is his life and whose wife takes care of everything else thus job is gendered in spite of it being considered gender neutral as only make workers can begin to meet demands of abstract worker * The theory and practice of gender neutrality covers up, obscures, the underlying gender structure, allowing practices that perpetuate it to continue even as efforts to reduce gender inequality are also under way (Cockburn 1991) * Pateman (1986) talks about universal being detached from his/her body who has no gender but has masculine aspects it is detached so it can have no female or male position and be considered to be democratic and liberal Summary

* Long term solution very long term and impossible to identify * Short term utilise management theory attempt to affect the construction and use of job evaluation instrument to increase the value placed on women’s jobs Research Note: Organisational Theory: Blind...
tracking img