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Self-help books with career advice for women who aspire to leadership are popular. This popularity is somewhat surprising, in that the advice appears to take us back to the "fix the women" approach to career advancement of the 1960s and 1970s. Sheryl Sandberg's (2013)Lean In is a vivid example of this popular genre. In this paper, we use Sandberg's book to examine why a focus on personal agency is resonating with so many women. We explain the success of Lean In from the working woman's perspective, comparing and contrasting the academic and popular literatures. We then reflect on the relevance of individual action as a catalyst for change in relation to the more difficult-to-change barriers to women's advancement at the interpersonal, organizational, and societal levels. We conclude by reflecting on what the popularity of the self-help literature tells scholars about future research directions and the dissemination of their findings. [ABSTRACT FROM AUTHOR]

Managers working in different cultures need such skills as empathy, flexibility, acceptance of relativity, and tolerance of ambiguity. A business administration curriculum based on the Myers Briggs Type Indicator seeks to raise awareness of cultural differences, develop students' cultural "antennae," and improve cross-cultural communication and negotiation skills. (SK)

Drawing largely on a high‐profile case of unequal pay at the BBC (British Broadcasting Corporation) as an illustrative example, this conceptual article considers differences and interrelationships between merit and deservingness, where the latter captures how, through appropriate performances, merit is given recognition and value. We propose a performative understanding of deservingness that highlights its gendered and embodied dimensions. Informed by Judith Butler's account of gender performativity, we show that, while merit is conventionally conceptualized as a relatively fixed set of attributes (qualifications, skill) 'attached' to the individual, deservingness captures how, in gendered terms, value and recognition are both claimed and conferred. As we argue, a gendered, deserving subject does not pre‐exist but is performatively constituted through embodied practices and performances of what is seen as worthy in a particular time and place. [ABSTRACT FROM AUTHOR]

Purpose This paper aims to examine how the work of Ruth Simpson and the subsequent collaborations have contributed to understanding of the gendered constructions of meritocracy, as they apply in organizations.Design/methodology/approach This paper is a personal analysis of the work of Ruth Simpson and her colleagues and the way in which her work has resonated with me and influenced our joint collaborations. The key questions our work has addressed, both when we work together and with others, include how merit is constructed. Is it gendered? How does it influence organizational outcomes? How is merit recognized? Is merit “performed”? Key theoretical constructs and frameworks are used to address these issues; including, gendered organizational structures and regimes (Acker, 1990; Ely and Meyerson, 2000; Gherardi and Poggio, 2001), the gendered nature of meritocracy (Thornton, 2007; Sommerlad, 2012, Brink van den and Benschop, 2012) and the performance and “stickiness” of meritocracy (Ashcraft, 2013, Bergman and Chalkley, 2007).Findings The paper reveals alternative ways of interrogating the discourse of meritocracy. Usually taken for granted, as an objective and fair mechanism for the allocation of scarce resources, the concept is examined and found to be much more contingent, unstable and subjective than had previously been considered. The gender-based implications of these findings are assessed.Research limitations/implications The implications of the work are to broaden the field and develop frameworks within which we can understand more clearly the way in which merit is understood. Through the work we have done, we have highlighted that merit far from being an objective measure of ability is deeply rooted in contextual and we argue, gendered understandings of contribution, worth and desert.Practical implications The practical implications are that firms can no longer rely on discourses of meritocracy to evidence their commitment to equality and fairness. They will need to go further to show a direct link between fairness in the design of processes as well as fairness in the outcomes of these processes. Until these objectives are more clearly articulated, we should continue to shine a light on embedded inequalities.Social implications The social implications are that a call for wider societal understanding of meritocracy should be made. Rather than simply accepting discourses of merit, key constituent groups who have not benefitted from the prevailing orthodoxy should seek to examine the concept and draw their own conclusions. In this manner, the author develops societal mechanisms that do not just purport to ensure equality of outcome for all; they achieve it.Originality/value This paper offers an examination of the development of ideas, how we can learn from the work of influential scholars within the field and, in turn, through collaboration, advance understanding. [ABSTRACT FROM AUTHOR]

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-8551.2008.00572.x Byline: Savita Kumra ([dagger]), Susan Vinnicombe (*) Abstract: Increasing numbers of women are attracted to careers in the professional services. However, when their progress is considered to partner positions, it is found that they are not advancing to the levels anticipated. When the literature in relation to the partnership promotion process is explored, we find explanatory models are rare, and rarer yet is work that considers the impact of sex bias on the process. The article adds to the limited work available by presenting findings from a behavioural process perspective through an empirical study with male and female management consultants in a professional services firm which indicates that the promotion to partner process is indeed sex biased. Two areas of disadvantage for women are identified: the presence of a self-managed career advancement process necessitating a proactive approach to demonstrating individual contribution; and the need to 'fit' a prevailing model of success within the firm which is a masculine model and is more problematic for women. The article calls for a differentiated treatment of the glass ceiling phenomenon, capable of capturing disadvantage accruing from societally based factors and sector-based factors. The implications of the findings for future research and professional service firms are discussed. Author Affiliation: ([dagger])Oxford Brookes Business School, Wheatley Campus, Wheatley, Oxfordshire OX33 1HX, UK (*)Cranfield School of Management, Cranfield University, Cranfield MK43 1HX, UK Article note: Corresponding author email: skumra@brookes.ac.uk

The article discusses what the author refers to as a "disconnect between gender equity issues faced by large law firms" in Great Britain, and it mentions several diversity management initiatives which are designed to address these issues. It states that there has been an increase in the number of women who are studying and practicing law in Great Britain. Inclusion is mentioned, along with problems associated with gender bias against women and poor access to business networks and mentors.

Social capital theory assesses the career benefits that accrue to individuals from the stock of relationships they have. Such benefits can be in the form of guidance and advice, access to key projects and assignments and help with setting up business deals. However, when assessing whether such career-enhancing resources are available equally to men and women, we find that gender impacts on the access to and accumulation of social capital. The article seeks to address two key research questions. The first is whether women are aware of the need to accumulate social capital to advance their careers and the second is whether they use impression management techniques in order to assist them in doing this. Findings are reported from a study in an international consulting firm with 19 female consultants. In respect of research question one the findings indicate that women in the sample are aware of the need to accumulate social capital to advance their careers; with particular emphasis being placed on the importance of gaining access to influential sponsors. In respect of research question two, the findings confirm that women in the sample do perceive the necessity to utilise impression management techniques to help them to accumulate social capital. This is done in a defensive way and is linked to ensuring that one is seen as ambitious, likable and available. It is argued that these are key organizational norms, and it is perceived that in order to accumulate social capital, women need to actively work to dispel the negative stereotypes that attach to them because of their gender. The article calls for greater recognition of the impact that masculine organizational cultures have on the career development of women, who not only have to perform at a high level but are also required to expend additional energy conforming to masculine organizational cultures they have had little say in creating. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to challenge Hakim's work-centred category and empirically tests its applicability in a professional service firm. Design/methodology/approach – The information was gathered through 19 in-depth interviews with women in an international consulting firm. The analysis was conducted using Nvivo software. Findings – The paper shows that contrary to the contentions of preference theory, work-centred women do not face unfettered choice in their career advancement. Findings reveal a number of structural constraints within the firm – namely the prevailing model of success, the need for high-level sponsorship and the need to network, which impact their choices. The findings also problematise the nature and formulation of the work-centred category itself. Research limitations/implications – The paper surfaces a number of contradictions in the work-centred category and calls for further work in this area. The paper also surfaces the presence of structural constraints which impact on women's career choices. Further research to develop these themes and provide broader contextual analysis is called for. Practical implications – Hakim's preference theory has taken responsibility for women's career advancement away from society and organisations and placed it on individual women. The paper challenges this positioning and calls for organisations to audit their policies and processes to ensure they are not "gender oppressive". Originality/value – The paper adds to the debate on the applicability of preference theory through empirical evaluation of the one of the three categories at its heart – that of work-centred women. The theory is found to be wanting on a number of issues and problematises not just the category but key tenets of the theory itself. [ABSTRACT FROM AUTHOR]

Purpose – To investigate women's corporate networks, and the reported benefits for the women and their employers. To gain insight into the motivation for these voluntary activities, by drawing on organisational citizenship theory. Design/methodology/approach – The paper explores the issue using in-depth interviews with chairs and organisers of 12 women's networks, and triangulated the data with an email survey resulting in 164 responses from network members in five companies. Findings – The paper identifies how networks were set up and managed, as well as the benefits that accrue to the organisation, the leaders and the members. Key findings were the wealth of voluntarily contributed extra-role behaviours, and totally business-oriented view of the activities presented by network leaders. More senior women were more likely to report prosocial behaviours such as driving change and supporting others. Organisational citizenship theory provided a lens through which to draw insight into actors' motivations for supporting corporate networking. Research limitations/implications – This is a study of only 12 corporate networks within large UK companies, but findings should be useful for any employers or senior women thinking about starting or refreshing a corporate women's network. Practical implications – Women and their employers appear to benefit strongly from being involved in corporate networking. Evidence suggests that employers should support internal women's networks, given the organisational citizenship behaviours voluntarily contributed for their benefit. Originality/value – This paper is the first to investigate how women's corporate networks are organised, and how their activities benefit not just the women but also the employer. Organisational citizenship theory provides insight into motivation for such initiatives. The findings should be of interest not just for those involved in women-in-management studies, but also to organisational citizenship and networking researchers. [ABSTRACT FROM AUTHOR]

Presents information on a study which examined the issues involved in providing relevant cross-cultural training to Masters of Business Administration students. Trends that made an impact on international working; Pedagogical issues in designing a two-day course in cross-cultural management; Key elements of providing an effective learning intervention; Conclusions of the study.

This paper addresses a key social–cultural aspect of sustainability in the Gulf region: Workforce localization (WL). Our research objective is to empirically explore organizational socialization (OS) practices in the context of WL in the United Arab Emirates (UAE), where National Citizens (NCs) are a powerful minority in the workforce. This research adopts a qualitative methodology, using semi-structured interviews with managers in charge of the WL program in 14 organizations in the UAE, across different industrial sectors and ownership. We found five major OS practices: Establishing thorough orientation programs, providing formal training programs (skills, diversity/cultural awareness, supervisor, mentoring and coaching team building), redesigning NCs' jobs and work teams, engaging expatriates in NCs' OS processes, and organizing networking events. All organizations rigorously evaluated the effectiveness of their OS practices. This study contributes to the empirical literature on management OS, WL, and diversity management in a non-western, emerging Arab country. It contributes to theory development on the content of OS practices, showing how a minority can be a powerful group around whom socialization processes are tailored to integrate them fully into the organization. Practically, our findings inform managers of how to adapt their existing OS practices to the specific needs of minority members, and support Gulf Cooperation Council (GCC)-based organizations and policymakers with the design, monitoring, and implementation of WL programs, and with the development of a sustainable workforce. [ABSTRACT FROM AUTHOR]

The article discusses the problem of the tense relationship between qualitative and quantitative researchers which is exacerbated by common language miscommunications. According to the article, this tension is mutually destructive to both qualitative and quantitative researchers which results in devaluation of research. The article explains the types of linguistic divides such as similar terms with different meaning and terms having the same meaning but with different research strategies.