Foreword

Two significant facts are apparent from reading this volume. First, the authors are themselves examples of women overcoming barriers, breaking into formerly all-male domains, succeeding against the odds, and exercising economic, political, and educational leadership — on behalf of other women as well as on behalf of the institutions they serve. Thus their own lives are eloquent rebuke to anyone who still thinks that women cannot manage effectively in any realm, or that women must always take second place to men, or that family responsibilities make women less serious about public responsibilities, or that women fail to help one another; none of those old excuses for discrimination can carry any weight in light of the impressive achievements of the authors. Second, however, their articles make equally clear that individual trickle-up is not enough. The statistics marshaled and the experiences examined throughout this book show that the whole social system must be changed if women in general, not just a hardy, pioneering few, are to gain economic power. The apparent openness of American society to the overachiever from an underprivileged minority group who can pull herself up by the panty hose and succeed makes it too easy to assume that the problems and solutions are all individual ones. It makes it easy for those in power to point to the token overachiever as an example for the rest of the group\u27s members who are struggling merely to survive; Why can\u27t you be more like her? is today\u27s version of Henry Higgins\u27s lament, Why can\u27t a woman be more like a man? And then, having applauded the token, the majority can turn their backs on the rest

The Organization Child: Psychiation in a Nursery School

http://deepblue.lib.umich.edu/bitstream/2027.42/50801/1/16.pd

Organizational Mortality of Small Firms: The Effects of Entrepreneurial Age and Human Capital

This paper addresses the issue of internal determination of organizational outcomes. It is argued that in small and simply structured organizations a considerable proportion of the variance in organizational activities and outcomes is associated with individuals. In particular, the paper uses human capital theory to derive hypotheses about individual determinants of organizational mortality. These hypotheses are tested with event-history data of firm registrations and de-registrations in a West German region. The hypotheses are corroborated by the data, but the effects may nonetheless be due to processes linking individual characteristics with organizational performance other than those suggested by the human capital approach

Who Benefits From Teams? Comparing Workers, Supervisors, and Managers

This paper offers a political explanation for the diffusion and sustainability of team-based work systems by examining the differential outcomes of team structures for 1200 workers, supervisors, and middle managers in a large unionized telecommunications company. Regression analyses show that participation in self-managed teams is associated with significantly higher levels of perceived discretion, employment security, and satisfaction for workers and the opposite for supervisors. Middle managers who initiate team innovations report higher employment security, but otherwise are not significantly different from their counterparts who are not involved in innovations. By contrast, there are no significant outcomes for employees associated with their participation in offline problem-solving teams

Social support and social structure

The burgeoning study of social support in relation to social stress and health would benefit from increased attention to issues of social structure. Three aspects of social relationships, all often referred to as social support, must be more clearly distinguished—(1) their existence or quantity (i.e., social integration), (2) their formal structure (i.e., social networks), and (3) their functional or behavioral content (i.e., the most precise meaning of “social support”)—and the causal relationships between the structure of social relationships (social integration and networks) and their functional content (social support) must be more clearly understood. Research and theory are needed on the determinants of social integration, networks, and support as well as their consequences for stress and health. Among potential determinants, macrosocial structures and processes particularly merit attention.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/45658/1/11206_2005_Article_BF01107897.pd

Determinants of Collaborative Leadership: Civic Engagement, Gender or Organizational Norms?

This analysis attempts to unravel competing explanations of collaborative leadership styles of state legislative committee chairs. Specifically, the paper considers the influence of community or volunteer experience, gender, and institutional variables. The data show that women chairs are more likely than their male peers to cite as valuable the leadership skills and experiences that they gain through community and volunteer experience. Compared to their male colleagues, women committee chairs on average also report a greater reliance on collaborative strategies in the management of their committees. Prior community or volunteer experience has little or no direct effect on collaborative styles. In contrast, institutional factors have a much stronger and countervailing influence. Legislative professionalization produces a strong negative effect on collaborative style. Results suggest that conformity to institutional norms may be a more compelling influence than prior community experience. The analysis also points to the gendered nature of organizational leadership with men's and women's styles showing different associations to style depending on the number and power of women in a legislature.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline