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1.
Whilst gender in the workplace is has been extensively researched, investigation into how gender interacts with other factors such as ethnicity and class has been less explicitly considered. This article explores the interlocking of gender with other categories such as class, ethnicity, race and nationality in the context of hotel work. It draws on the narratives of women describing their experiences of working in hotels. Findings from this empirically based examination suggest that gendered and other representations at work are not constructed as a process of adding difference on to difference, where categories are considered as separate and fixed. Instead, what emerges is a negotiation of the many categories shaping identities at work, which exist simultaneously and shift according to context. 相似文献
2.
Joshua Gamson 《Sociological Forum》1996,11(2):231-261
Using information gathered during fieldwork on New York lesbian and gay film festival organizations, this paper argues that
scholarship on identity has not paid sufficient attention to the organizational mediation of collective identity. The shape
of collective identity—how internal instabilities and diversities are accommodated, in this case—depends not only on the emergent
characteristics of the “collective,” but also on the resolution of challenges particular to organizational fields. Two very
differently conceived lesbian and gay festival organizations, sites at which decision making about collective identity is
ongoing and self-conscious, are examined. The analysis traces how each responds to two related tasks: maintaining community
legitimacy, which requires racial diversification, and surviving within an altered institutional environment. Rather than
imposition from “above” or construction from “below,” the adaptive responses by organizations (to changes in both community
expectations and the resource environment) transform the collective identity formulations reaching public visibility.
Earlier versions of this paper were presented at the Colloquium Series of the Center for Lesbian and Gay Studies, City University
of New York, 1995, and at the Annual Meeting of the American Sociological Association, Washington, DC, 1995. 相似文献
3.
《Gender, Work and Organization》2002,9(1):105-124
Book reviews: Rosemary Crompton (ed), Restructuring Gender Relations and Employment: The Decline of the Male Breadwinner Susan Eisenberg, We’ll Call You If We Need You: Experiences of Women Working in Construction Fiona M. Wilson, Organizational Behaviour: A Critical Introduction Rohan Collier, Equality in Managing Service Delivery Joyce K. Fletcher, Disappearing Acts: Gender, Power and Relational Practice at Work Miriam Glucksmann, Cottons and Casuals : The Gendered Organisation of Labour in Time and Space 相似文献
4.
Appleton Louise 《Voluntas: International Journal of Voluntary and Nonprofit Organizations》2003,14(1):79-103
This paper examines the role of nonprofit organizations (NPOs) in the process of family policy formulation in eight member states and three applicant states of the European Union. Drawing upon interviews with representatives from the nonprofit sector, the author argues that the experiences of NPOs in family policy-making vary considerably between countries because of the way state–nonprofit relations operate. Social origins theory illustrates why these variations exist by pointing to broad societal influences on the nonprofit sector, but new empirical evidence presented here suggests that, in a particular policy field, other factors, such as the significance of the field on policy agendas, the strength of one particular organization in a specific cultural context, party ideology, and financial viability of the NPO, shape the role of organizations in the formulation of policies 相似文献
5.
Surprisingly little research has sought to explain differential participation after recruitment into social movement organizations (SMOs). This study examines the influence of several sets of predictors on participation by members of a national organization in the antihunger movement. The findings highlight the importance of incentive, ideological, and microstructural factors for differential participation and suggest that favorable perceptions of SMOs also promote participation. Final remarks address the implications of the findings for the social movement and voluntary organization literatures. 相似文献
6.
Human services organizations in the United States are currently faced with the problems of a diminishing and shifting resource base coupled with increasing demands for services. In addition, national demographic changes with increasing social diversity, and a rise in racial, ethnic, gender and other group-based tensions have posed special challenges for human service organizations. By tracing the history of social work approaches to working with ethnic minorities, this paper argues that responses to environmental flux have in fact been inadequate in addressing issues of social inequalities and injustices. We articulate a vision of socially just and diverse human services organizations that are both empowering and empowered. We call these Multicultural Human Services Organizations (MHSO). We spell out praxis and research agendas that continue the social justice-social diversity mission that is central to our vision. 相似文献
7.
Change within social work organizations is incessant. This has implications for senior managers and elected members who have to manage these changes. The Department of Health has introduced new guidance entitled the Framework for the Assessment of Children in Need and their Families ( Department of Health 1999a ). The guidance is based on a number of principles that require an attitudinal shift in terms of assessing ways of safeguarding children and promoting their welfare. This paper describes strategic approaches to the effective introduction of the framework within social services departments and other child welfare organizations. Two models have been adapted from practice: the actual framework for assessing children and their families and the Protchaska and DiClementi model of change. These models complement each other. The adapted Assessment Framework provides a structure to assess the readiness of the organization for the implementation of the new framework. The model of change provides a schema for planning, implementing and reviewing the introduction and operation of the Framework for the Assessment of Children in Need and their Families. Although the focus of the paper is the introduction of the new guidance , the models can be utilized by senior managers in any social care organization who are facilitating major changes in the organization. 相似文献
8.
The three classic pillars of risk analysis are risk assessment (how big is the risk and how sure can we be?), risk management (what shall we do about it?), and risk communication (what shall we say about it, to whom, when, and how?). We propose two complements as important parts of these three bases: risk attribution (who or what addressable conditions actually caused an accident or loss?) and learning from experience about risk reduction (what works, and how well?). Failures in complex systems usually evoke blame, often with insufficient attention to root causes of failure, including some aspects of the situation, design decisions, or social norms and culture. Focusing on blame, however, can inhibit effective learning, instead eliciting excuses to deflect attention and perceived culpability. Productive understanding of what went wrong, and how to do better, thus requires moving past recrimination and excuses. This article identifies common blame‐shifting “lame excuses” for poor risk management. These generally contribute little to effective improvements and may leave real risks and preventable causes unaddressed. We propose principles from risk and decision sciences and organizational design to improve results. These start with organizational leadership. More specifically, they include: deliberate testing and learning—especially from near‐misses and accident precursors; careful causal analysis of accidents; risk quantification; candid expression of uncertainties about costs and benefits of risk‐reduction options; optimization of tradeoffs between gathering additional information and immediate action; promotion of safety culture; and mindful allocation of people, responsibilities, and resources to reduce risks. We propose that these principles provide sound foundations for improving successful risk management. 相似文献
9.
J. Ravichandran 《统计学通讯:理论与方法》2019,48(16):3976-3991
In this article, Six Sigma zone control charts (SSZCCs) are proposed for world class organizations. The transition probabilities are obtained using the Markov chain approach. The Average Run Length (ARL) values are then presented. The ARL performance of the proposed SSZCCs and the standard Six Sigma control chart (SSCC) without zones or run rules is studied. The ARL performance of these charts is then compared with those of the other standard zone control charts (ZCCs), the modified ZCC and the traditional Shewhart control chart (SCC) with common run rules. As expected, it is shown that the proposed SSZCC outperforms the standard SSCC without zones or run rules for process shifts of any magnitude. When compared to the other standard ZCCs and the Shewhart chart with common run rules, it is observed that the proposed SSZCCs have much higher false alarm rates for smaller shifts and hence they prevent unwanted process disturbances. The application of the proposed SSZCC is illustrated using a real time example. 相似文献
10.