Balls Enough: Manliness and Legitimated Violence in Hell's Kitchen

This article presents one example of how masculinity and hierarchy are exercised through violence in organizations. It draws on the empirical data of 15 episodes from the US reality television series Hell's Kitchen, in which 15 cooks compete for the job of Chef in one of celebrity chef Gordon Ramsay's restaurants. Ramsay's task is to lead the cooks towards a hegemonic masculinity valid in the restaurant context. An important feature is the contestant's ability to deal with Ramsay's fiery temper and fits of rage. The winner is the person who succeeds in approaching Ramsay's standards in terms of culinary art and leadership qualities, which in his terminology is referred to as manliness. Ramsay's aggressive style of management is possible to recognize, explain and to a certain extent justify as a way of running a restaurant. But what if his tongue‐lashings are to be understood, not as a possible way to train skilled chefs, but instead are called violence? Gender‐oriented organizational studies stress the importance of paying attention to acts of violence in organizations rather than disregarding it as organizational culture or tradition. Using concepts and perspectives from masculinity theory and feminist studies on men's violence against women, the purpose of this article is to analyse the micro practices of how masculinity and hierarchy are exercised through violence in the restaurant environment. As will be argued, reality television can be understood, not so much as a reflection but rather as an exaggeration of real life. It can be seen as a distorting mirror that enlarges and at the same time perverts the micro practices of reality. The aim is dual; to investigate the link between masculinity and legitimated violence in organizations and to give prominence to the potential of reality television visualizing the normalization of violence in organizations.     

Pandemic and macho organizations: Wake‐up call or business as usual?

The COVID‐19 pandemic is one of the greatest challenges of our generation. The global spread of the virus is affecting societies’ gender dynamics in general and in organizations in particular. Based on ethnographic research being carried out in a police organization in Brazil, this piece discusses how COVID‐19 is impacting hegemonic masculinity in organizations. Police organizations are prototypical hegemonic masculinity organizations. I argue that the COVID‐19 pandemic at first encouraged the performance of the typical police macho masculinity, but as the disease progressed, it created a situation that challenged it. I explore that even though the pandemic threatens macho masculinity in organizations, it is still unclear if an alternative gender dynamic will emerge from this crisis in macho organizations.     

Women Constructing Masculinity in Voluntary Firefighting

Within gender studies, research and theorizing have used archetypal ‘masculine’ occupations to explore how masculinity is accomplished and practised in social interaction. In contrast, little work has explored how masculinity is constructed in the voluntary sector. In this paper, we address this gap by exploring how masculinity is constructed and experienced by women volunteers who are active firefighters in rural and regional Victoria. Firefighting is widely recognized as a non‐traditional occupation for women and they are underrepresented as volunteers as well as paid employees. We explore masculinity from the perspective of women volunteers because this can enhance our understanding of masculinity as a relational achievement as well as help to identify practices that they experience as problematic. Our research shows how voluntary work can afford a distinct range of resources for the ‘doing’ of gender and how this reflects the specific organizational and geographical contexts in which such volunteering occurs.     

Warriors in suits: A Bourdieusian perspective on the construction and practice of military masculinity of Korean men

Within masculinity scholarship, there is a gap about how masculinity carries over from a broad social context to an organizational context. This article explores the construction and capitalization of masculinity through a series of experiences in social fields such as the military and college, and the transfer of militaristic masculinity into the workplace. Drawing on grounded theory methods, we conducted in‐depth interviews with 20 Korean men who completed their mandatory two‐year military service and subsequently joined large corporations in Korea. We uncovered a four‐phase model that depicts how Korean men's masculinity is constructed during military service and transferred to their organizational positions characterizing them as warriors in suits. Informed by a Bourdieusian perspective, this study shows how masculinities are constructed, reinforced and legitimatized by the structural influences of society, and how masculinity becomes the desired image of men at work, which perpetuates the gender and power gaps among organizational members.     

Gender In/equality in Worker‐owned Businesses

Gender scholars have developed a significant body of scholarship on the reproduction of gender inequality in work organizations. However, the vast majority of that research has been conducted in non‐profit organizations or in employer‐owned businesses. In this article, we review the existing literature on gender in worker‐owned businesses. We begin by defining three distinctly different types of worker‐owned businesses: companies with employee stock ownership plans, worker cooperatives, and communes. Next we review the limited research on gender inequality in each of these organizational forms. The current literature finds that women benefit from working in these alternative organizations, but gender disparities nevertheless persist due to occupational segregation and the devaluation of domestic work. Exceptions are those organizations with strong ties to feminism and those with formal power‐sharing policies. Granted the scarcity of research on this topic, however, these conclusions are tentative. We conclude with a discussion of areas for further research.     

“Organizing Creativity: Enabling Creative Output,Process, and Organizing Practices”

How individuals can exercise creativity in collectivities is unclear. We thus need to more thoroughly investigate the ‘black box’ of organizational creativity. Future research should consider creativity in a variety of organizations, rather than just those that are known for creative outputs or practices. In addition, we need to examine what I call everyday, relational, and proto‐institutional forms of organizational creativity. Intra‐ and inter‐organizational aspects can enhance or depress such organizational creativity: (1) within the organization’s boundary: internal interactions among organizational members and (2) outside the organization’s boundary: the surrounding organizational environment or field, which include competing or supporting organizations, other organizational actors, and the state. These two aspects pose dilemmas about how to organize that can constrain or enhance organizational creativity. In addressing these dilemmas, organizations must mediate between under‐ and over‐organizing extremes. Organizations can enable creativity by incorporating changing interests and conditions. Organizations can eschew convention, increase rank‐and‐file involvement with corresponding authority, tolerate ambiguity and deviance, encourage improvisation, and support members’ diverse experiences and perspectives.     

Cockpits,Hangars, Boys and Galleys: Corporate Masculinities and the Development of British Airways

This article sets out to examine the role of masculinity in the development of a gendered organizational culture over time. The development of images of masculinity within one company — British Airways — is examined through content analysis of company newsletters, advertising copy, annual reports, internal memoranda, and written rules and regulations. Exploring the notion of ‘multiple masculinities’, the article traces the prominent forms of masculinity that emerged in British Airways and assesses their impact on the ways that organizational practices were developed, maintained and understood. Four key corporate images of masculinity are examined — the pilot, the steward, the engineer and the ‘native boy’— and it is argued that those images contributed to the exclusion of women and people of colour from those occupations by laying down cultural rules about the ideal typical characteristics of the job holder. The article concludes by raising questions about the value of a multiple masculinities focus in explaining changing and contradictory practices of discrimination; the primacy of extra-organizational over organizational practices; and the relationship between multiple masculinities and hegemonic masculinity. Further research is suggested into the extent to which hegemonic masculinity is undermined, over time, by changing and contradictory forms of masculinity within definite sites of gender construction.     

Sex Composition,Masculinity Stereotype Dissimilarity and the Quality of Men's Workplace Social Relations

Previous research suggests that the quality of men's work group social relations varies depending on the sex composition of the work unit. Previous studies also suggest that men derive different benefits from working with other men than with women and that the higher status associated with men and masculinity advantages men in their relations with women workers. Previous sex composition studies tell us little, however, about the extent to which the quality of men's work group social relations with women and other men depends on how well a man fits dominant masculinity stereotypes. Drawing on sex composition and gender constructionist approaches to gender and work I investigate in this study the effects of men's individual similarity to masculinity stereotypes on the affective quality of their social relations with coworkers, given the sex composition of their work groups. The data for this study consist of male, mostly white, non‐faculty employees of a public university in the northwest United States. I discuss my results in terms of both individual outcomes and implications for understanding sex and gender inequalities in work organizations.     

Doing Machismo: Legitimating Speech Acts as a Selection Discourse

This article explores the relationship between machismo and implicit power processes at a conceptual and empirical level. Implicit power processes are the taken‐for‐granted ways in which organizational members reproduce sexual divisions in their organizations. The empirical data are derived from the Argentine auto components industry. This is a male‐dominated industry and machismo was used to explain and justify selection decisions that favoured men. Machismo is intrinsically linked to masculinity and power and should be defined as a set of hegemonic masculinities. Machismo represents four images of the dominant ideal of manhood in the Argentine society. These images are the authoritarian image, the breadwinner image, the virility image and the chivalry image. Machismo can then be studied as a discourse on masculinity that, when translated into particular selection discourses, implicitly leads to the exclusion of women from this industry. Machismo and implicit power processes are thus intertwined; both sexes routinely reproduce the male standard. In order to show how discourses on masculinity implicitly shape selection processes, this article presents a typology. The typology consists of four types, the power of natural differences, the power of denial, pastoral or caring power, and the power of the male standard. The typology serves as an analytical tool to reveal the intertwining of machismo and implicit power processes at the shop floors of Argentine auto components firms.     

Conceptualizing Violence Against Gay,Lesbian, Bisexual,Intersexual, and Transgendered People

Abstract

This article provides a conceptual model for defining antigay violence that incorporates the diverse manifestations of such violence, its multilevel nature, and its structural and ideological foundations. Interconnections are made among oppression, power, moral exclusion, and stigmatization. In particular, the impact of heterosexist oppression, including its roots in the moral and medical paradigms, and gender oppression are explored.     

Gendered,Invisible Work in Non‐profit Social Service Organizations: Implications for Worker Health and Safety

Nonprofit organizations (NPOs) play an important role in the provision of health and social services. In Canada the nonprofit sector includes 7.5 million volunteers and employs over 1.6 million paid workers. The sector is overwhelmingly female‐dominated — women make up over 80 per cent of workers in these nonprofit services. Work performed by women has traditionally been undervalued and invisible. It has often been considered safe by researchers, employers, policymakers and sometimes even workers themselves. Although there is some indication that jobs in the restructuring social services sector can be characterized by constant demand, high stress and violence, research into the working conditions and health hazards of these types of jobs has not been a priority. Using data from a qualitative study examining work in NPOs, we trace the ways that work performed in these workplaces is both gendered and invisible. We identify three types of invisible labour. ‘Background work’ facilitates and supports more visible and recognized organizational activities. Certain organizational language obscures the full spectrum of work that takes place in the organizations and the risks it may involve. ‘Empathy work’ includes the relationship building, counselling and crisis intervention that comprise key components of social service delivery. ‘Emotional labour’ involves the management of client emotions and workers' own emotions in the process of working with clients and delivering care under conditions of scarcity and contraction. The invisibility of these activities means that much of the day‐to‐day work done in the organizations, while particularly important in the context of social service restructuring, is taken‐for‐granted and undervalued by organizational outsiders. As a result, many of the hazards present in the jobs are hidden from view and workers' health may be compromised. We argue that the invisibility and taken‐for‐grantedness of certain types of work in NPOs is reflected in, and constitutive of, particular exclusions and shortcomings of current occupational health and safety systems designed to protect the health of workers.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

Gendered Rationality? A Genealogical Exploration of the Philosophical and Sociological Conceptions of Rationality,Masculinity and Organization

Although feminist organizational theory frequently refers to the association between rationality and masculinity, this association tends to be stated rather than argued for. This article examines, from a philosophical and sociological perspective, how these two concepts have become genealogically so closely and inseparably intertwined. It proposes that it is the early philosophical and sociological interpretations of reason and rationality that linked masculinity and rationality. To explore the connection between rationality and masculinity that is so fundamental to management and, more broadly, organizational discourse, is the purpose of this article. Commencing with a brief overview of pre‐Cartesian concepts of rationality, the main focus of the article is on modern conceptions of rationality, starting with the philosophy of Descartes. It examines the influence of the ideas of Francis Bacon, Enlightenment interpretations of rationality and the influence of Weberian rationality and subsequent interpretations of this concept of rationality by early organizational theorists. Finally, it demonstrates, via a case study of strategic management, how contemporary organizational discourse continues to reflect many of the assumptions about masculinity and rationality that are deeply embedded in more traditional organizational discourse. The article concludes with a number of suggestions for a way forward for critical gender studies that moves beyond the standard feminist critique of organizational discourse and practice.     

Tracking ‘the transnational’: studying transnational organizations and managements,and the management of cohesion

This article argues for greater clarity in researching transnational organizations and management, and the need for gendered multi‐level theory and gendered multi‐actor analysis. It examines different understandings and conceptualizations of ‘the transnational’ in studying transnational organizations and management, and their implications for understanding and conceptualizing the ‘management of cohesion’. In so doing, three conceptual and theoretical questions are considered: what are the major meanings of ‘the transnational’ in studying transnational organizations and management? What are the major different disciplinary frameworks in studying transnational organizations and management? What are the major epistemological debates in studying transnational organizations and management? Particular emphasis is placed on: the field of studies on transnational organizations and management; transnational research projects on transnational organizations and management; and the lives of transnational researchers. Two ongoing research projects – on gender relations in transnational organizations and managements, and men's changing organizational practices in Europe – are focused on to illustrate these issues. The theme of gender critique is developed throughout.     

An intersectional approach to military sexual violence

Despite over 15 years of targeted prevention efforts in the U.S. military, incidence and prevalence rates of sexual violence have remained consistently high. While there has been an abundance of research on military sexual abuse, most studies have explored the issue through reporting isolated demographic variables that correlate with sexual violence vulnerability. However, intersecting oppressions based on race, gender, immigration status, class, sexuality, and other social locations produce diverse risks, experiences, and responses to sexual abuse. In the military context, factors such as branch, rank, unit, deployment status, and combat experience also shape experiences with and responses to sexual harassment and assault. This article argues for an intersectional approach to understand military sexual violence to better unpack the immensely varied sexual abuse experiences that service members may have. Additionally, prior research on the relationship between the military, masculinity, and sexual violence has often ignored the fluidity of masculinity and the myriad of ways in which gender, violence, and victimization are related. In advocating for an intersectional approach to research on military sexual violence, this article also challenges assumptions of a static military masculinity. Finally, an intersectional perspective can reveal the inadequacy of policies, practices, and research that assume a uniform victim experience.     

The accomplishments of disabled women’s advocacy organizations and their future in Korea

Since the late 1990s disabled women’s advocacy organizations have fought against oppression and have made great strides in Korea. This paper aims to describe the accomplishments, challenges and future directions of disabled women’s advocacy organizations in Korea. A qualitative design was employed to explore disabled women’s perspectives. Participants were leaders in disabled women’s advocacy organizations and were recruited from each of the organizations existing in Korea in 2007. Among seven potential participants, five were interviewed. Accomplishments to date include significant gains in the recognition and visibility of disabled women, advances in the use of gender‐sensitive approaches to the development of disability policies and the growth of networks among disabled women’s organizations. Disabled women’s advocacy will continue to become stronger in the future through increased organizational membership, the development of a distinct organizational identity, the articulation of more focused policy concerns and continued network development.     

Abjection and Organization: Men, Violence, and Management

This paper explores case material to show theextent to which non-organizational experiences ofviolence can shape subsequent behavior withinorganizations. These connections are not commonlyconsidered either in the study of organizational behavioror of managerial practice, because behaviors from otherarenas, adaptations, and responses, can be reproducedmany years away from the source of anxiety. These behaviors are widespread, patterned, cyclical,and carry an inevitability about them that cannot bemodified simply by changing behavior alone. The paperconcentrates on examples where the extent ofpathological behavior is easilyseen, but the processes whichsurface are common mechanisms of ordinary human behaviorand more attenuated experiences of violence withinorganizations operate similarly. These processes are discussed through the work of objectrelations theorists, Julia Kristeva, and recenttheorists of masculinity, arguing that bureaucraciesseek to deny the emotional dimension of their behaviorand decision-making which creates emotion as an abject phenomenon,denied but present, ever potentially resurgent, neveraddressed as reality. Men are caught up in this web ofsocietal and organizational denial because of their traditional dominance in formalorganizations and the historical association ofmasculinity and rationality, compounded by the dynamicsof male psychology. However traditional symbolicassociations between men and physical violence introduce aproblematic contradiction, and societal, cultural, andorganizational arrangements tend to support andfacilitate the psychodynamics of denial which deals with this contradiction by producing narcissisticand addictive responses. This is illustrated by adiscussion of film, novel, and biographical data. Thepaper finally argues that men in organizations need to come to terms with the unacceptable inthemselves and their experience in order to break thiscycle of reproduction of dysfunctionalbehavior.     

Networking towards (in)equality: Women entrepreneurs in technology

Deploying a multidimensional framework focusing on individual, organizational and societal factors, we investigate gendering practices through which women entrepreneurs become disadvantaged in the technology sector. Through qualitative fieldwork, we focus on women entrepreneurs' experiences networking to access valuable entrepreneurial resources and examine the role of technology incubators and accelerators in facilitating this access. These organizations have the potential to mitigate gender inequities by adopting gender‐aware practices such as increasing access to networks and resources that might otherwise be unreachable for women technology entrepreneurs. Focusing simultaneously on the complex intersections of networking, organizational practices at incubators and accelerators, and institutionalized gender norms in society, we outline how different gendering practices work separately and in tandem to marginalize women technology entrepreneurs. We observe that these organizations engage in ‘gender neutral’ recruitment practices and promote transactional networking which result in the replication rather than eradication of gender inequality. Moreover, organizational attempts to address ‘gender issues’ as they relate to technology entrepreneurs re‐inscribe rather than disrupt societal gender norms. Our research offers new insights for understanding the interrelated individual, organizational and societal factors contributing to gender inequality in technology entrepreneurship and provokes discussion on the possibilities for social change.     

Discourses of Work–Life Balance: Negotiating ‘Genderblind’ Terms in Organizations

This article examines current debates about gender equality, work‐life balance and flexible working. We contrast policymakers’ and organizational discourses of flexible working and work–life balance with managers’ and employees’ talk about these issues within their organizations. We show how, despite the increasingly gender‐neutral language of the official discourses, in the data studied participants consistently reformulate the debates around gendered explanations and assumptions. For example, a ‘generic female parent’ is constructed in relation to work–life balance and flexible working yet participants routinely maintain that gender makes no difference within their organization. We consider the effects of these accounts; specifically the effect on those who take up flexible working, and the perceived backlash against policies viewed as favouring women or parents. We argue that the location of work–life balance and flexibility debates within a gender‐neutral context can in practice result in maintaining or encouraging gendered practices within organizations. Implications of this for organizations, for policymakers and for feminist researchers are discussed.     

Doing drag

Academic and public interpretations of drag performance have been bound by the argument that drag queens reveal the non‐essential nature of gender but still reinforce the hegemonic gender order through portrayals of emphasized femininity. I offer a fresh perspective on professional drag queen performance by examining how it intersects with the gay masculinity of an accomplished performer. By incorporating visual research methods, life‐history analysis, and field observations, I find that drag performance is a salient way to reify aspects of gay masculinity that are otherwise rejected by the hegemonic gender order. When alternative masculinities are met with acceptance the hegemonic gender order is subverted and masculinity can be expanded in lasting ways. Researchers would do well to treat sexuality as a key component of gender in drag performances and the audience as an active participant.