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| Untersuchte Arbeit: Seite: 245, Zeilen: 2-16, 18-19 |
Quelle: Kark 2004 Seite(n): 162, Zeilen: 23 ff. |
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| The first and perhaps most common approach to gender equity is the gender reform approach. This approach, mostly represented by liberal feminism, asserts that gender differences are not based on biology and that men and women are similar in their common humanity (Lorber, 2001). Therefore, biological differences should be ignored in order to achieve gender equality in work opportunities (Jagger, 1983).
Most of the organizational literature that focused on gender and leadership is consistent with liberal feminism (Calàs and Smircich, 1996). It is mostly interested in comparisons between men and women in terms of inequality and discrimination and aims to explain such phenomena (Alvesson and Billing, 1997). A major focus in this literature is to determine if there are sex/gender differences in relation to conventional organizational concepts such as power, negotiation, and job satisfaction, as well as to investigate under what circumstances men and women differ. According to the liberal feminist perspective, sex-role socialization produces individual differences in the characteristics of men and women, which have rendered women less skilled than men to compete in the business world. Hence, liberal feminists do not agree with the attribution of agentic and communal characteristics in leadership. Liberal feminists believe that if women developed appropriate traits and skills, they would be better equipped to compete with men and would advance at comparable rates. Alvesson, M., & Billing, Y.D. (1997), Understanding Gender and Organisations [sic]. London: Sage. Calàs, M.B. & Smircich, L. 1996. [sic] From the "woman's" point of view: Feminist approaches to organization studies, in the Handbook of Organizational Studies, S. Clegg, W. Nord [sic] & C. Hardy [sic] (eds.), London: Sage. Jagger A. (1983). Feminist politics and human nature. Totoway [sic], NJ: Rowman & Allenheld. Lorber, J. (2001). Gender Inequality: Feminist Theories and Politics (2nd Ed.). Los Angeles, CA: Roxbury. |
The first and perhaps most common approach to gender equity is the gender reform approach. This approach, mostly represented by liberal feminism, asserts that gender differences are not based on biology and that men and women are similar in their common humanity (Lorber, 2001). Therefore, biological differences should be ignored in order to achieve gender equality in work opportunities (Jagger, 1983). According to this perspective, sex-role socialization produces individual differences in the characteristics of men and women, which have rendered women less skilled than men to compete in the business world. Hence, if women developed appropriate traits and skills, they would be better equipped to compete with men and would advance at comparable rates.
Most of the organizational literature that focused on gender and leadership is consistent with gender reform feminism (Calàs and Smircich, 1996). It is mostly interested in comparisons between men and women in terms of inequality and discrimination and aims to explain such phenomena (Alvesson and Billing, 1997). A major focus in this literature is to determine if there are sex/gender differences in relation to conventional organizational concepts such as power, negotiation, and job satisfaction, as well as to investigate under what circumstances men and women differ. Alvesson, M. and Billing, Y.D. (1997), Understanding Gender and Organizations, Sage, London. Calàs, M.B. and Smircich, L. (1996), “From the women’s point of view: feminist approaches to organization studies”, in Clegg, S.R., Hardy, C. and Nord, W. (Eds), Handbook of Organization Studies, Sage, London, pp. 218-57. Jagger, A.M. (1983), Feminist Politics and Human Nature, Rowman and Allanheld, Totowa, NJ. Lorber, J. (2001), Gender Inequality, Roxbury Publishing, Los Angeles, CA. |
The true source is not given. There are four hidden links in this fragment which all link to a URL containing a session identifier at the publisher www.emerald.com:
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