Women and Men in Management

Gary N. Powell, Ph.D. is Professor Emeritus of Management at the University of Connecticut. He is author of Gender in Management (6th ed.), Gender and Leadership, Making Work and Family Work: From Hard Choices to Smart Choices, and Managing a Diverse Workforce: Learning Activities (3rd ed.), and the editor of Handbook of Gender and Work. He is an internationally recognized scholar and educator on gender, diversity, and work-family issues in the workplace. His graduate course on women and men in management won an award on innovation in education from the Committee on Equal Opportunity for Women of the Association to Advance Collegiate Schools of Business (AACSB). He has won the University of Connecticut School of Business Outstanding Graduate Teaching Award (four times) and Outstanding Undergraduate Teaching Award. He has received the University of Connecticut President’s Award for Promoting Multiculturalism. He has served as Chair of the Women in Management Division (now Diversity, Equity, and Inclusion Division) of the Academy of Management and received both the Janet Chusmir Service Award for his contributions to the division and the Sage Scholarship Award for his contributions to research on gender in organizations. He has received the Richard Whipp Lifetime Achievement Award of the British Academy of Management for his contributions to business and management research in the United Kingdom (UK). He has received the Ellen Galinsky Generative Researcher Award of the Work and Family Researchers Network and was also named as a Top Ten Extraordinary Contributor for his contributions to work and family research. He has served as Distinguished Scholar at Lancaster University Management School in Lancaster, UK. He has published over 120 articles in journals such as Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Management, Journal of Management Studies, Personnel Psychology, Organizational Behavior and Human Decision Processes, Journal of Business Venturing, Journal of Vocational Behavior, Journal of Organizational Behavior, Journal of Occupational and Organizational Psychology, Entrepreneurship Theory and Practice, and Human Relations; contributed over 30 chapters to edited volumes; and made over 180 presentations at professional conferences. He is a Fellow of the British Academy of Management, Academy of Social Sciences, and Eastern Academy of Management. He has served on the Board of Governors of the Academy of Management and as President of the Eastern Academy of Management. He has served as co-editor of a special issue of Academy of Management Review on work-life theory and on the editorial board of Academy of Management Review, Journal of Management, Journal of Management Studies, Human Relations, and Academy of Management Executive Prior to joining the faculty at UConn, he worked at General Electric (GE), graduating from its Manufacturing Management Program. At GE, he designed and implemented automated project scheduling systems as well as systems for inventory control, materials procurement, and so on. He has provided management training and development for many companies, including Webster Financial Corporation, The Hartford Financial Services Group, The Implementation Partners (TIP), GE Capital, General Signal, Apple Computer, Monroe Auto Equipment, Allstate, and CIGNA and has conducted numerous other workshops. He holds a doctorate in organizational behavior and a master’s degree in management science from the University of Massachusetts and a bachelor’s degree in management from the Massachusetts Institute of Technology (MIT).

Foreword
Preface
Acknowledgments
Chapter 1: Sex, Gender, and Work
On the Psychology of Sex
Sex and Gender
Dimensions of Diversity
Stereotyping, Prejudice, and Discrimination
Watching out for Biases
Organization of the Book
Notes
Chapter 2. Yesterday and Today
Girl Power at School but Not at the Office
Society Prior to the 20th Century
The 20th Century: A Century of Change
The First Half
The Second Half
The 21st Century so Far: A Snapshot of the Present
The Sex Segregation of Occupations
The Sex Gap in Earnings
Looking Forward
Notes
Chapter 3. Becoming Women and Men
Gender Wars in the Children’s Aisle
Sex Differences
Children’s Interests and Activities
Adults’ Social Behavior
Gender Stereotypes
Gender Identity
Sexism and Racism
Nature and Nurture
Gender Socialization
Parents
Schools
Media
Beyond Gender Stereotypes and Roles
Limitations of Gender Stereotypes
Limitations of Gender Roles
What’s Next?
Notes
Chapter 4. Making Employment Decisions by Laura M. Graves and Gary N. Powell
How High-Tech Companies Lose Women of Color during the Hiring Process
Self-Selection Decisions
How and When Does Sex Discrimination Occur?
Who Discriminates Against Whom?
Reactions to Jobs
Reactions to Organizations
Job Search Behavior
Selection Decisions
Improving Employment Decisions
Improving Self-Selection Decisions
Improving Selection Decisions
Notes
Chapter 5. Working in Diverse Teams by Laura M. Graves and Gary N. Powell
Sex Diversity in the Lab
Sex Effects
Sex Similarity Effects
Sex Diversity Effects
The Importance of Situational Factors
Making Mixed-Sex Teams Work
Proactive Organizations and Team Leaders
Responsible Team Members
Notes
Chapter 6. Leading People
Why Women Aren’t CEOs According to Women Who Almost Were
Leader Preferences
Leader Stereotypes
Linkages of Leadership Theories to Gender Stereotypes
Sex Differences in Leader Behavior and Effectiveness
Glass Ceilings
Promoting Effective Leadership
Notes
Chapter 7. Dealing With Sexually Oriented Behavior in the Workplace
They Won’t Believe You Anyway—They’re Too Busy With Bro Talk
Sexual Harassment
Definitions
Explanations
Experiences
Workplace Romance
Causes
Dynamics
Consequences
Addressing the Intersection of Sexuality and Work
Sexual Harassment
Workplace Romance
A Personal Postscript
Notes
Chapter 8. Managing the Work-Family Interface
Millennials See Paternity Leave as a Priority
What Does it Mean to be “Successful”?
We Are Family
A Juggling Act
Work and Family as Enemies
Work and Family as Allies
Work and Family as Segmented or Integrated
Work-Family Decisions
Decision About Whether to Work Part Time or Full Time
Decision About Whether to Start a Business
Decision About Number of Hours to Devote to Job or Business
Decision About Whether to Have a Voluntary Employment Gap or Take a Parental Leave
Decision About Whether to Retire
When Couples Make Work-Family Decisions
Being Family-Friendly
Family-Friendly Programs
Family-Friendly Culture
Balancing Work and Family
Notes
Chapter 9. Promoting Nondiscrimination, Diversity, and Inclusion
We Love Diversity
Why Promote Nondiscrimination?
Comply With Equal Employment Opportunity Laws
Take Affirmative Action
Avoid or Reduce Costs of Discrimination
Why Promote Diversity?
Why Promote Inclusion?
Organizational Actions
Set and Communicate Goals
Identify and Reward the Right Behavior
Stimulate Employee Involvement
Educate Employees
Implement Cultural Change
Conclusions for the Book
Notes
Index
About the Author
About the Contributor