Emerging,attracting and challenging: how some of the world's largest media companies perceive their challenges and opportunities in China

China's emerging media market, despite having heavy entry regulations, attracts foreign companies that suffer from saturation and stagnation in their home markets. This paper seeks to provide an understanding of how some of the world's largest media companies perceive their opportunities and challenges in China by discussing research interviews with company managers. It analyzes the findings of the interviews in the light of existing conceptualizations, which suggest that in emerging and opening media markets, cultural barriers to the success of imported media increase with the waning interest in foreign media and the increasing strength of the domestic media industry. The article suggests that Chinese audiences will become more inwardly oriented in their media tastes and that if the Chinese media market opens further in the future, the existing advantages that the Western media companies appear to have over their Chinese counterparts will have diminished by that time.     

The domestic basis for the managerial career

Although there are now many studies of managers, there has been little research on how gender relations in the private sphere are lived to accommodate the managerial career. The organisation of domestic life and the household division of labour has largely been neglected. This article examines the domestic basis of the managerial career. The data are drawn from a larger study of women and men senior managers in five multinational companies. The analysis reveals that the domestic arrangements necessary to sustain the life of a senior manager are very different for men and women, giving the lie to the myth that equality has been achieved. My argument is that for all the company initiatives designed to promote equal opportunities, the managerial career is still largely dependent upon the services of a wife at home, or a housewife substitute in the form of paid domestic services.     

Expatriate paternalistic leadership and gender relations in small European software firms in India

The study examines how European managers deliver paternalistic leadership in two small IT companies in India, a collectivist, high-power-distance culture where private lives are largely influenced by extended families. In particular, gender aspects are discussed in relation to recruitment and attrition, working hours and leave policies, and building company culture. These small companies experience a different set of challenges from those faced by the big multinationals, and they meet them in different ways, often translating Western management ideas to fit the Indian context. This article shows how managers of these two companies, with their European background, adapt their leadership to the Indian setting and how they handle gender issues. While some degree of paternalistic leadership appears to be a necessity in the Indian context, introducing European ideas of low power differences and regulated policies creates a mix which is appreciated by the employees.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.     

The ‘Feminization’ of Management? Issues of ‘Sameness’ and ‘Difference’ in the Roles and Experiences of Female and Male Retail Managers

Explanations of women’s poor representation in senior management usually emphasize differences between women and men managers’ experiences, circumstances and aspirations, and the gendered character of organizational structures and processes. Whilst these may all disadvantage women, some writers have suggested recently that women managers may differ in style and orientation in ways particularly appropriate for today’s developing organizations. This paper explores issues of ‘sameness’ and ‘difference’ between women and men managers in retailing. Whilst both male and female store managers wanted to downplay gender differences and adopt a ‘gender neutral’ approach, they also associated a number of advantages and disadvantages with being a woman manager in certain contexts. Rapid sectoral change had caused companies to reassess the desired attributes and competences of managers; associated both with an enhanced valuing of ‘feminine’ qualities and with a more ‘objective’ and ‘clinical’ approach to assessment. Despite their equal numbers at entry points women remained poorly represented at senior levels, suggesting that subjective and informal processes were important determinants of women and men’s progress. Given management is inherently a process enacted by individual managers within a social context the extent to which it can be conceived in gender neutral terms is questioned since individuals are inevitably discussed and identified in terms of their gender.     

Learning about Cognitive Dissonance and Race Relations: A Study of the Personal Narratives of Older White Southern Women Who Grew up with Maids

A critical analysis of the content of a recent collection of personal narratives of 23 older White women from the Deep South who grew up with domestic servants in their homes was conducted to study how these Whites who enjoyed the fruits of segregation look upon their White privilege from the perspective of today. The interviews revealed much about the close bonds that formed across racial lines. However, they also provide a wealth of information about how the White individuals handled the dissonance or discrepancy between their personal values of today and their behavior and attitudes back then.     

‘We've Got One of Those’: The Peripheral Status of Women in Male Dominated Industries

This article uses evidence from 269 interviews in five companies to consider whether (i) equal opportunity laws, policies and practices, (ii) more women gaining post-entry professional qualifications, establishing themselves on the lower rungs of hitherto male careers, and working full-time, combined with (iii) projected skill shortages, are likely to break down gender segmentation and lead to greater equality in employment during the 1990s. The evidence suggests that even females who start strongly and appear potential high-fliers are still being obstructed by harsh, in some respects, and in other ways patronizing, workplace cultures, coupled with demands for career commitment that are incompatible with the domestic responsibilities which it is assumed women will adopt, and which the majority are in fact still adopting at least at certain stages during their working lives. The effects in the companies studied were to deflect women out of mainstream careers into peripheral occupations, or into peripheral jobs within skilled mainstream occupations. In these companies neither the men nor the exceptional women who were succeeding appeared a likely source of pressure for change, and male domination remained fully compatible with the firms' preferred skill formation strategies.     

Diversity Management in der Organisationsberatung

Each individual is (in some respect) similar to many, few or no other person. Diversity deals with this individuality i.e. with differences and similarities between people. In the light of internationalization, diversity has become a main interest area of organizations. Diversity Management is a strategic approach which uses individual abilities, experiences, competencies and qualifications as special success factors in companies. It is however, for many companies and managers, a real challenge to overcome mono-cultural thinking, prejudices and the reluctance to change. They need help from specialized diversity consultants.     

Corporate Social Responsibility in Romania: From Theory to Practice

Corporate social responsibility (CSR) is considered as an appropriate tool for enhanced competitiveness of Romanian and foreign-capital companies in the domestic market, but also as a means to improve community responsibility and availability of the locally operating Multinational Corporations and for all large, medium-sized and small enterprises with public or private (Romanian or foreign) capital. As CSR is a new and challenging concept for a post-command economy, a learning process was initiated and fostered by various actors. The paper offers comments on the perception of CSR by local managers and academia as well as considerations on how to implement CSR in the specific business environment of an EU candidate country.     

THE IMPACT OF FINANCIAL RESTRUCTURING AND CHANGES IN CORPORATE CONTROL ON INVESTMENT AND EMPLOYMENT IN THE U.S. PETROLEUM INDUSTRY

This article investigates the effects of changes in market conditions and the financial structure of domestic petroleum firms on employment and investment in offshore oil leases. Important theoretical issues include the extent to which managerial power in firms has been challenged by intervention from financial markets and institutional investors and the effects of changes in financial control on employment and inventory investment. A pooled cross-section time series data set was assembled for forty large oil companies for 1978–1989. A dynamic analysis of company employment levels and investment in offshore oil leases in the Central Gulf of Mexico reveals that falling oil prices and lower domestic oil consumption reduced spending on offshore leases. Some support was found for the agency theory's claim that lower free cash flow reduced spending on offshore leases in the late eighties. Support was also found for an executive defense strategy (Useem 1993), where petroleum company managers reduced lease spending and employment as an adaptation to changes in market fundamentals and external threats from capital markets and institutional investors.     

THE SEARCH GAME:

This article examines why companies use contingency headhunters (that is, headhunters who compete with one another to make placements and are paid only if they produce the successful job candidate) to find new employees. We find that headhunters provide economic and political advantages to hiring managers. The economic advantages consist of the techniques headhunters have devised for locating good candidates, especially those who are happily employed and not necessarily looking to change jobs. The political advantages consist of the ways in which headhunters' service to hiring managers enables the latter to strengthen their control over hiring and to ward off two challenges to their prerogatives: one from their own human resource departments and the other from clients and competitors from whom they recruit new employees. These findings are used to propose a modification of Glaser and Strauss's theory of "awareness contexts."     

Female executives and the glass ceiling in Spain

This paper examines the findings of a survey of the personal, educational and professional profiles of a sample of male and female senior executives of companies operating in Spain. The women were found to be younger; they had fewer children, resorted to more domestic help, and earned less than the men, although they often had higher qualifications. Yet cultural patterns and institutional barriers still prevent them from making full use of their capabilities. In spite of recent legislative efforts to promote gender equity at work, more than nine out of ten senior executives are still men.     

What COVID‐19 could mean for the future of “work from home”: The provocations of three women in the academy

The COVID‐19 pandemic saw academic labor rapidly shift into domestic spaces at the same time as households were “locked down.” In this article, we offer an exploration of our own experiences of working from home as women and mothers in the academy. Inspired by feminist approaches to knowledge production and self‐reflection, we each developed a personal reflective narrative guided by three key questions centered on our experiences of working from home pre‐ and during the COVID‐19 pandemic, and what this may mean for the future of our work. We then collectively analyzed how our personal stories reflected different dimensions of the experience of working from home, and our fears and hopes for the future. We present three distilled themes from our collective experiences here with the aim of entering a dialog with others seeking to live feminist lives during this time, and beyond.     

What We Can Learn of Resilience from Older African-American Women: Interviews with Women Who Worked as Maids in the Deep South

Resilience theory is increasingly informed by an in-depth study of personal narratives and story telling by survivors of personal trauma and cultural hardship. From the perspective of risk and resilience theory, this study examines the personal narratives of three older African-American women who engaged in domestic service from childhood. Collectively, their autobiographical memories describe experiences coping with the forces of an oppressive social and economic system. Our analysis of these personable narratives reveals how these women not only endured the cruelties of segregation and racism but somehow prevailed over them.     

The Utilisation of Music by Casino Managers: An Interview Study

Music is ubiquitous in retail and commercial environments, with some managers believing that music can enhance the customer experience, increase footfall and sales and improve consumer satisfaction. Casino gambling is popular in the United Kingdom and anecdotal evidence suggests that music is often present. However, little is known about the rationale for music use from the perspective of casino managers. In this study semi-structured interviews were conducted with five casino managers to establish their motivations for utilising music, the factors informing their choice of music and the extent to which music is used with the intention of influencing gambling behaviour. Results showed that casino managers utilised two types of music—recorded background music, often sourced via external music supply companies and live music. Live music was often situated away from the gaming floor and used primarily to accompany participation in non-gambling activities. Recorded background music was not used with the direct aim of influencing customers’ gambling behaviour, but to create the right atmosphere for gambling and to promote certain moods within the casinos. To achieve these aims casino managers manipulated the tempo, volume and genre of the recorded background music. Casino managers also reported that some gamblers listen to music via portable music players, possibly with the intention of customising their gambling experience. This study is unique as it has provided a first-hand account of casino managers’ implicit theories with regards to why they utilise music and the roles which music is considered to fulfil in casinos.     

Measuring the lifetime experience of domestic violence: application of the life history calendar method

In the absence of a "gold standard," research on domestic violence relies primarily on self-report, the quality of which is known to decline as the length of the recall period increases. Eliciting valid and reliable self-report data is crucial to the development of prevention and intervention policies and services. Nevertheless, existing measures typically do not incorporate devices to facilitate respondents' recall of the lifetime experience of domestic violence. This article describes the application of the Life History Calendar (LHC) method (Freedman, Thornton, Camburn, Alwin, & Young-DeMarco, 1988) to increase a respondent's recall of domestic violence victimization over the lifecourse. The LHC method elicits memorable information of a personal nature (e.g., children's birth dates) and uses this information to facilitate the recall of less memorable events. A recent field test of this LHC measure indicates its utility in assessing domestic violence victimization, which takes place in a complex sequence of episodes and often involves multiple perpetrators over the lifecourse.     

Friendships under strain: The work–personal life integration of middle managers

Middle managers in today's organisations have reported experiencing longer working hours and intensified work regimes. These increased pressures, in turn, have led to growing difficulty in addressing the integration of their work and personal lives. In an exploratory study of the daily workplace experiences of Australian middle managers and the impacts on their personal lives, one of the key themes to emerge was respondents’ concerns about the negative effects on their friendships. This paper discusses middle managers’ recognition of the value of friendships for their wellbeing, and the resultant anger and sadness reported at the strain on these relationships due to competing time demands. The significant role that friendships play in alleviating some of the stresses of work demands, while concurrently being impeded by these same demands, is an important issue for organisations to consider. These findings indicate the need for middle managers to truly have an ability to engage in activities – and friendships – which will aid them in their working lives. The study also indicates a need for further investigation into the development and maintenance of friendships for both middle managers and other groups of employees.     

The perils of e‐mail communications in nonprofits

Nonprofits typically operate in a multicultural and global environment. Critical to their success is effective communications by their leaders. But effective communications is a challenge as e‐mail has become the medium of choice for communications among most nonprofit executives. Communicating with their culturally diverse stakeholders using the less personal medium of e‐mails could be jeopardized unless nonprofit executives consciously focus on how recipients might decode their message. By understanding the interactions of the linguistic, cultural, and social processes inherent in the encoding and decoding of communications, they can attenuate misunderstandings. Learning from a series of personal and damaging e‐mails experienced by one of the authors in a global nonprofit organization, the authors underline the need to be culturally sensitive in e‐mail communications in a multicultural organization. This article highlights the challenge faced by leaders and managers of nonprofits to be direct yet polite when not communicating face‐to‐face with their stakeholders.     

Family‐Supportive Organizational Culture and Fathers' Experiences of Work–family Conflict in Sweden

This study explores fathers' experiences with work–family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work–family needs, and whether a family‐supportive organizational culture is associated with less work–family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work‐to‐family conflict, less family‐to‐work conflict was reported. Further, fathers perceived little work–family support from top managers, supervisors, and co‐workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work–family conflict as long as the family‐supportive organizational culture, especially at the work group level, is not well‐developed. When fathers experience their work organizations as family‐supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender‐equal society.