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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)

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.

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.

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.