Effect of being a 'token' on women managers
In the aim to understand one of the reasons why we find so few woman managers in heavy industry?
- Art: Diplomarbeit
- Autor: Fabienne Balleriaud
- Abgabedatum: April 1997
- Umfang: 105 Seiten
- Dateigröße: 5,3 MB
- Institution / Hochschule: EAP - European School of Management Madrid Spanien
- ISBN (eBook): 978-3-8324-1368-2
-
ISBN (Paperback) :
978-3-8324-1368-2 P - ISBN (CD) :978-3-8324-1368-2 CD
- Sprache: Englisch
- Prämierung:
- Arbeit zitieren: Balleriaud, Fabienne April 1997: Effect of being a 'token' on women managers, Hamburg: Diplomica Verlag
- Schlagworte: Personal, token, Frauen, women
In den Warenkorb
38,00 €
Diplomarbeit von Fabienne Balleriaud
Abstract:
Women are still strongly underrepresented in upper middle and senior management positions, although they are now obtaining the necessary education and credentials in preparation for managerial careers and have good chances to enter the lower management ranks. This underrepresentation is emphasised in 'heavy' industry.
But what are the reasons? There are numerous. But one in particularly caught our attention: the concept of tokenism.
What exactly lies behind this notion of"token women"? Is it simply a fashionable trend or a reality which may be apprehended within the organisation?
With this European Project we want to see if there was a reason which could explain why even with career development programmes for women managers which embrace moreover the creation of an equal opportunity corporate culture, equal opportunities in recruitment, training and promotion. The problem concerning the few women managers in the industry wasn't resolved.
Zusammenfassung:
Frauen sind noch immer in Führungspositionen stark unterrepräsentiert, obwohl sie die nötige Ausbildung und Vorbereitung dafür erhalten. Man findet sie dagegen im unteren Management. Dieser Zustand besteht besonders in der Industrie.
Worin bestehen die Gründe für diese Situation? Sie sind zahlreich. Einen speziellen Grund möchten wir hier nennen: "Concept of Tokenism".
Was steht hinter dem Begriff "Token Women"? Ist es einfach eine Modebeschreibung oder eine Realität?
In dieser Diplomarbeit wollten wir Gründe finden, die erklären, warum spezielle Karriereentwicklungsprogramme für Frauen, die gleiche Bedingungen in Kultur, Ausbildung und Einstellungschancen schaffen sollen, nicht zum gewünschten Erfolg in der Industrie führen.
Table of Contents:
| Thanks´page | ||
| Executive Summaries: | ||
| FIRST PART: THE FRAME OF THE STUDY | ||
| 1. | INTRODUCTION | 6 |
| 2. | TARGET OF THE STUDY | 7 |
| 2.1 | Industry Trends Hypotheses | 7 |
| 2.2 | Objectives | 7 |
| 3. | AREA OF THE RESEARCH | 7 |
| 3.1 | Companies | 7 |
| 3.2 | Object of the Research | 8 |
| 4. | METHODOLOGY | 8 |
| 4.1 | Desk Research | 8 |
| 4.1.1 | Confirmation of the Importance of the Subject | 8 |
| 4.1.2 | Concentrating on main Literature concerning the Concept of Tokenism | 9 |
| 4.1.3 | Structure of the Theoretical Part | 10 |
| 4.2 | Start up of Field Research | 10 |
| 4.2.1 | Structure of the Interviews | 10 |
| 4.2.2 | The Interviews | 11 |
| 4.2. | Important Feedback on Interviews | 11 |
| 4.2.4 | Structure of the Practical Part | 12 |
| 4.3 | Conclusion | 12 |
| 5. | PROBLEMS, LIMITS AND BIAS | 12 |
| SECOND PART: PRESENTATION AND AVALUATION OF THE GENERAL REASONS OF FEW WOMEN MANAGERS IN THE INDUSTRY | ||
| 1. | POSITIONING OF THE RESEARCH | 14 |
| 1.1 | Natural Culture | 14 |
| 1.2 | Educational Background | 15 |
| 1.3 | Industrial Sector Culture | 16 |
| 1.3.1 | High Degree of Gender specific Segmentation | 16 |
| 1.3.2 | Positions | 16 |
| 1.3.3 | Percentage of Women Managers by Industry | 16 |
| 1.3.4 | Percentage of Women Managers by Functions and Status | 17 |
| 1.4 | Female Traits / Management Style | 17 |
| 1.4.1 | Female Traits | 17 |
| 1.4.2 | Characteristics of the Female Management Style | 18 |
| 1.4.3 | Correlation of Business Performance with Management Style | 18 |
| 2. | ORGANIZATION | 19 |
| 2.1 | Fellows like us / Stereotypes | 19 |
| 2.2 | Slow Change | 20 |
| 2.3 | Quota Schemes | 21 |
| 2.4 | Changing | 21 |
| 3. | CONCLUSION OF THE FIRST PART | 22 |
| 3.1 | Industry Trends Hypotheses | 24 |
| 3.2 | Emerging Remarks | 24 |
| THIRD PART: THE CONCEPTION OF TOKENISM | ||
| 1. | STATE OF THE ART | 25 |
| 1.1 | Emergence of the Concept of Tokenism | 25 |
| 1.2 | The Importance of Tokenism to the Study of Women in male-dominated Organizations | 27 |
| 1.3 | Evaluating Tokenism | 28 |
| 1.4 | Implication of Policy | 31 |
| 2. | CONCLUSION AND FINAL HYPOTHESES | 34 |
| 2.1 | Conclusion of the third Part | 34 |
| 2.2 | Fieldwork Hypotheses | 34 |
| FOURTH PART: THE INTERVIEWS AND ANALYSIS OF THE INTERVIEWS | ||
| 1. | DESCRIPTION OF THE INTERVIEWS | 36 |
| 1.1 | Introduction | 36 |
| 1.2 | Mrs. Huteaux´s Interview | 36 |
| 1.3 | Miss Tourlière´s Interview | 44 |
| 1.4 | Mrs. Batany´s Interview | 50 |
| 1.5 | Mrs. Reich-Gutjahr´s Interview | 58 |
| 2. | ANALYSIS OF THE INTERVIEWS: ELABORATION OF THEIR MAIN ASPECTS | 64 |
| 2.1 | General Informations | 64 |
| 2.1.1 | Family Situations | 64 |
| 2.1.2 | Studies | 64 |
| 2.1.3 | Sectors and companies | 64 |
| 2.1.4 | Functions | 65 |
| 2.1.5 | Image of their Future | 66 |
| 2.2 | More about the ERP | 66 |
| 2.2.1 | Obstacles faced in their Professional Life | 66 |
| 2.2.2 | Pressure | 66 |
| 2.2.3 | Token | 67 |
| 2.2.4 | Adaption | 69 |
| 2.2.5 | Advantages to be a Woman | 70 |
| 2.2.6 | Their Answers to the Question, Why is there so few Women Managers in the Industry | 70 |
| 3. | LESSON OF THE FOUR CASES | 71 |
| 1. | CONCLUSION | 73 |
| 1.1 | Fieldwork Hypotheses | 73 |
| 1.2 | Opinion | 74 |
| 2. | NEW PERSPECTIVES OF RESEARCH | 75 |
| ANNEXES | ||
| ANNEXE 1: Personal Interviews | 77 | |
| ANNEXE 2: Interview | 78 | |
| ANNEXE 3: Bibliography | 80 | |
| PLEDGE | 88 |
In den Warenkorb
38,00 €
Link zur Arbeit:
http://www.diplom.de/ean/9783832413682
Arbeit zitieren:
Balleriaud, Fabienne April 1997: Effect of being a 'token' on women managers, Hamburg: Diplomica Verlag
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