Managing change from a gender perspective
By: PATON, Robert
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Contributor(s): DEMPSTER, Linda.
Material type: 
ArticlePublisher: 2002Subject(s): Gestão de Pessoas | Genêro | Administração de EmpresasEuropean Management Journal 20, 5, p. 539-548Abstract: The management of change has received an inordiante amount of attention. Models, tools, guidelines and inspirational diatribes abound. Likewise, gender issues in the workplace have also come under a great deal of scrutiny. However there has been little or no research linking gender and change managemetn. Given the increasingly influential role women play within organisatins facing change, it is surely worth asking the questions: do men and women approach and manage change scenarious differently? And if so, do we have to modify the way in which we prepare for and manage change? This paper represents an initial, holistic, investigation of the above questions. The studyt raises many interesting issues for both the academic community and practising managers. From an academic standpoint the manner in which change is approached, the techniques and models employed to handle it, can be subject to varying interpretation, and acceptance, dependent upon gender. Practitioners may wish to note that change initiatives could be enchanced by ensuring the promotion of gender inclusive solution methodologies
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
The management of change has received an inordiante amount of attention. Models, tools, guidelines and inspirational diatribes abound. Likewise, gender issues in the workplace have also come under a great deal of scrutiny. However there has been little or no research linking gender and change managemetn. Given the increasingly influential role women play within organisatins facing change, it is surely worth asking the questions: do men and women approach and manage change scenarious differently? And if so, do we have to modify the way in which we prepare for and manage change? This paper represents an initial, holistic, investigation of the above questions. The studyt raises many interesting issues for both the academic community and practising managers. From an academic standpoint the manner in which change is approached, the techniques and models employed to handle it, can be subject to varying interpretation, and acceptance, dependent upon gender. Practitioners may wish to note that change initiatives could be enchanced by ensuring the promotion of gender inclusive solution methodologies
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