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The struggle for sex equality at work has largely been achieved in the developed world, it is claimed. The number of well‐qualified young women entering white‐collar employment and achieving promotion to first‐line and middle management positions now matches or exceeds their male peers. Many young women have high career aspirations and argue that sex discrimination no longer exists. However, this perception is over‐optimistic. Major sex inequalities persist at senior management level in the salaries and benefits offered to female and male staff and in access to certain favoured occupations and sectors of employment. Questionnaires, interviews and documentary evidence from three Turkish and six British banks and high street financial organizations showed that their claimed commitment to equal opportunities by sex was not matched by their practices. Members of managerial elites (who were almost exclusively male) held firm views about the characteristics of ‘the ideal worker’, which informed organizational ideologies, including human resource policies and practices concerning recruitment and promotion. They also permeated organizational cultures, which affected employees’ working practices and experiences. The outcome of these internal negotiation processes was to differentiate between a favoured group of staff seen as fully committed to the companies’ values, who were promoted and rewarded, and an ‘out’ group, whose members were denied these privileges. This distinction between ‘belonging’ and ‘otherness’ is gendered not only along the traditional lines of class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross‐cultural differences in the significance of these factors, the cumulative disadvantage suffered by women staff seeking career development in the industry was remarkably similar. 相似文献
23.
Multi-phase sampling (M-PhS) scheme is useful when the interest is in the estimation of the population mean of an expensive
variable strictly connected with other cheaper (auxiliary) variables. The MSE is an accuracy measure of an estimator. Usually
it decreases as the sample size increases. In practice the sample size cannot become arbitrarily large for possible cost constraints.
From a practical point of view it would be useful to know the sample sizes which guarantee the best accuracy of the estimates
for fixed costs. These “optimum” sample sizes can be, in some cases, computable but not admissible. In other cases, they can
be neither admissible nor computable. The main goal of this paper is to propose a solution for both these situations. It will
be clear that in both situations the solution is to consider a M-PhS scheme with one or more phases less. 相似文献
24.
帝国主义通过扭曲遭受其影响的国家的经济,导致人口迁移与大量移民。19世纪,帝国主义势力渗透到远东的许多国家。在帝国主义与中国的贸易关系中,英国对茶叶的需求量相当大(其次是丝绸),但除了清政府需要的白银外,没有其他可交换的物品。为防止国库的耗尽和平衡贸易条款,英国商人于是寻求扩大中国的鸦片市场。东印度公司首先抢占了这个市场,然后鸦片贸易便被私人企业所垄断。在最大的经销商中,英国的贾丁与马西森公司位列其中(Hanes and Sanello,2002)。中国人的禁烟努力导致了1839—1842年和1856—1860年的两次鸦片战争,中国被迫割让香港给… 相似文献
25.
Diana Hunt 《Development policy review : the journal of the Overseas Development Institute》2005,23(2):199-231
Since the early 1990s, the dominant consensus in the debate on land rights reform in sub‐Saharan Africa has been that external interventions to privatise land rights are usually inappropriate and likely to remain so. This article suggests that two elements in the debate – the scope for varying adjudication criteria, procedures and support systems in order to enhance equity, and the influence of a region's agro‐ecological and socioeconomic characteristics on the impacts of tenure change – merit further attention. The article urges a shift towards a more pragmatic approach, sensitive to the diversity of both physical and socio‐economic conditions within which tenure systems operate. Illustrative evidence is drawn from a relatively low‐potential farming region in eastern Kenya. 相似文献
26.
It is time family therapy looked wider than the therapy session. Problems presenting also need to be viewed within a societal context. The complexity and fluid nature of issues affecting the family today needs to be recognised. To highlight this, 3 divergent areas are discussed; family structure, culture, and the nuclear threat. The myth of homogeneity is exposed and the pluralistic nature of Australian society is discussed. It is argued that family therapists have a responsibility to be aware of, and to comment on, family policy issues if the approach is to continue to develop divergent directions and extra depths. 相似文献
27.
Coming out at work: performativity and the recognition and renegotiation of identity 总被引:1,自引:1,他引:0
This paper is about ‘coming out’ and the process of disclosure and non‐disclosure of minority sexual identity in organizations. The process of ‘coming out’ is important for the individual lesbian or gay man since it is concerned with the discursive recognition and renegotiation of their identity. The study uses storytelling and a double narrative approach, where 92 individuals were interviewed to produce 15 stories of coming out, which were used for discussion in focus groups. The research took place within 6 organizations – 2 emergency services, the police and the fire service, 2 civil service departments and 2 banks. A conceptual framework is developed to explain the process of disclosure, showing it to be a continuing process rather than a single event. The concept of performativity is used to explain how in coming out the discursive practice and the telling of sexuality performs the act of coming out, making it an illocutionary speech act, and one which is made as an active or forced choice. The performative and perlocutionary speech acts interact with available subject positions thereby impacting on the individual's subjectivity. Sexuality is an under‐researched area of diversity in work organizations, as well as being one of the most difficult to research, so the level of access afforded by this research and the framework it produces provides a significant contribution to our understanding of minority sexual identity at work. 相似文献
28.
Long-time confidant and press secretary to US President Franklin Delano Roosevelt, Stephen Early served throughout FDR's 12-year administration. As such, he was chief White House communicator during the implementation of the president's New Deal policies and throughout World War II. In March 1934, on the first day of his second year as secretary, Early started a diary. He added to it until the end of the decade. This study examines 131 of Early's diary entries over its 6 years to construct a glimpse of his professional and personal life as a high-level government communicator. Compilations of his most common activities are made and compared over time, and a discussion of Early's day-to-day professional work, private time, and contributions within the context of modern public relations practice are included. 相似文献
29.
Leat Diana 《Voluntas: International Journal of Voluntary and Nonprofit Organizations》1995,6(3):317-329
This article describes three ideal-typical cultures of grant-making constructed in the light of data from an exploratory study
of British foundations. These three cultures, representing the values and assumptions which inform the way in which foundations
approach the task of making grants, have very different implications for the resources required by foundations and for organisational
processes and procedures.
The article goes on to discuss some of the organisational and management dilemmas of British grant-making foundations. Five
key source of management difficulty in the grant-giving foundation are identified. First, grant-giving foundations face particular
difficulties in identifying and assessing the relevance of their priorities; these difficulties stem from the nature of grant-giving
and the foundation's relationship with its ‘customer-suppliers’. Second, grant-giving foundations must manage within the constraints
imposed by limited choice of and time available from trustees. Third, grant-giving foundations must manage the potential tension
between control by donors and trustees. Fourth, grant-giving foundations must work within financial and time constraints.
Fifth, the management of grant-giving foundations may be further hampered by lack of adequate feedback. In this article, particular
attention is paid to the first three difficulties. 相似文献
30.