bluuebunny/crossref_metadata_2025 huggingface dataset:
Multilevel Marketing: What's The Catch?
Authors: Bloch Brian
Published: January 2008

Examines multilevel marketing in the light of the relationship between the would‐be seller and his/her perspective “downline.” States that people promoting multilevel marketing praise it as an opportunity of a lifetime with no catch. Claims that there is indeed a serious catch: the conventional process of promoting this so‐called opportunity to friends and virtually everyone else in someone's circle of acquaintance is, for the most part, unacceptable in western society. Maintains that truly determined sellers may well make money, but most will not, capitulating rather in the face of rejection ranging from disinterest to serious disapproval and resentment of the matter having being raised at all. Shows the conventional defences raised by proponents of multilevel marketing to be seriously flawed if not quite spurious.
New Ways or Hidden Ways of Marketing? The Melbourne Mountain Bike Industry as an Exemplar of the Emergence of Variations on Traditional Marketing Orientation and the Emergence of Transitory Product Management Practices
Authors: Enright Michael
Published: January 2008

Today's business and organisational community is well‐versed in the conventions of marketing orientation and the new product development process. Each is an integral component of both specialist texts on new product development (Crawford, 1997; Urban and Hauser, 1993; Hisrich and Peters, 1991; Kuczmarski, 1992) and generalist texts (Kotler, 1996; Stanton et al, 1994; McColl‐Kennedy et al, 1994; Kotler et al, 1994; McCarthy and Perrault, 1990). In the specialist texts, the new product development process can vary. For example, Crawford and Kuczmarski emphasise the contextualisation of the new product development process within a broader and preceding strategic or marketing planning emphasis than does Urban and Hauser. At the same time, some generalist work such as Kotler, McColl‐Kennedy et al, and Zikmund and d'Amico (1993) place decidely more emphasis on establishing a difference between the idea screening and product development stages. Nevertheless, the specialist texts concur on the general procedure being a linear one that involves eleven key stages. This is discussed in more detail in section 3.6.
Towards an Investment Agenda for APEC
Authors: Rugman Alan M.
Published: January 2008

The Asia‐Pacific Economic Cooperation (APEC) forum has only recently included investment liberalization on its agenda. A review of actions since the Bogor declaration of 1994 reveals that critical components of an investment liberalizing strategy are already being assembled within APEC. For example, an investment experts group has been meeting regularly and it has undertaken work on impediments to investment and on implementing the non‐binding investment liberalizing procedures endorsed by members at Bogor in 1994. Investment is also now a required component of each member's annual individual action plan. It would be useful to formalize this process and then move towards adoption of the rules‐based investment provisions of NAFTA, especially the national treatment principle. Then the process developing within APEC to liberalize investment as well as trade by 2020 would help to speed up the economic integration of APEC.
WOMEN and JOBS:THE CANADIAN CASE
Authors: Armstrong Pat , Armstrong Hugh
Published: January 2008

In recent years, Canadian women have been flooding into the labour market, into employment and unemployment. While the steadily rising participation rate of women has been carefully documented and discussed, the more dramatic increase in the female unemployment rate has been largely ignored or dismissed as unimportant. To the extent that these patterns have been analysed, the growing number of women searching for paid work has been explained primarily in terms of changing female aspirations and preferences and has been viewed by some as dangerous, as a threat to male employment. Too many women choosing to work (and, as a corollory, choosing not to have babies) is often seen to be the main cause of the increase in both male and female unemployment. More effort has been directed toward dismissing women's unemployment as insignificant — because they do not need to work, because they are secondary workers, and because they claim unemployment primarily to gain eligibility for benefits, toward explaining away women's unemployment, than toward investigating the economic conditions which give rise to these massive changes in women's labour force behaviour.
SISTERS TALKING
Authors: Hallgarten Elaine
Published: January 2008

After a wartime spent in Canada as evacuees, we returned to London to find, in common with most children of our age who had been living in North America during the war, that we were academically behind our contemporaries, even though DB had been considered rather bright in North American schools. There was some difficulty in finding a school for her, at 13 years old, but our parents eventually found one which would take her. It was some distance from home, but it was a grammar school. She was put into the bottom stream, from which she progressed to the top stream by the end of the year.
UK SEX DISCRIMINATION and the EUROPEAN COURT
Authors: Corcoran Jennifer
Published: January 2008

Decisions have recently been given by the European Court of Justice in Luxembourg which are of vital importance for the cause of equality between men and women. They demonstrate the relevance of the European provisions on equal pay and opportunity and serve to warn that no one who has a complaint on this subject can afford to be unaware of the European law. Five cases have been referred by the UK courts to the European court and each concerns equal pay and opportunity between men and women. The individuals have been assisted by the Equal Opportunities Commission (EOC), a statutory body in the UK. The individual's trade unions have also given assistance in some of the cases.
BARRIERS TO THE EMPLOYMENT OF WOMEN
Authors: Bosworth Derek L. , Dawkins Peter J.
Published: January 2008

The post‐war period has been characterised by a persistent and substantial expansion in the employment of women. At the same time, women have become increasingly protected in employment by a legislative framework that includes the Equal Pay Act (1970), the Social Security and Pensions Act (1975) and the Sex Discrimination Act (1975). Nevertheless, a number of vestiges of discrimination under the law still remain, such as the special treatment of women with regard to the length and timing of their paid employment. Despite the attempts to remove discrimination by legislation, there remains a considerable groundswell of opinion that there are still substantial differences in the treatment of women vis‐a‐vis men in employment. One continuing concern is the tendency of the organisation of tasks to polarise into men‐only and women‐only jobs. As a result, it has been argued that the situation approximates to a dual labour market, with women being funnelled into the secondary labour market. Complex, interacting forces are at play that make the estimation of statistical models of the existing distribution of employment by sex (from which evidence of sex discrimination might be sought) extremely difficult. A potentially more rewarding approach is to examine those jobs that employers believe to be of the men‐only or women‐only types. Questions of this type were included in a recent survey of employers across all sectors of employment in British industry. While the formulation of such questions and the interpretation of the results are associated with important problems, nevertheless, the survey provides a useful impression of the size and nature of the barriers faced by women in their search for employment opportunities and the manner in which these barriers may be broken down.
Positive action in Scandinavia
Authors: Nielsen Ruth
Published: January 2008

It is a distinctive feature of Scandinavian law that employers, public authorities and others traditionally have had the freedom to take positive action (including discriminatory measures as part of positive action) to promote equality between the sexes.
Modern Working Times Recent Developments in Germany: More Stress and Less Rewards for Women
Authors: Rudolph Hedwig
Published: January 2008

During the last decade, the issue of women's paid work has attracted considerable attention in West Germany. The New Women's Movement has contributed decisively in clarifying the concepts and methods of analysis. Thus much effort has been devoted to identifying housework as work of women and elaborating the reasons for its social devaluation and the consequences for women.
CHANGE:From Anger to Action
Authors: Ashworth Georgina
Published: January 2008

To be a feminist in many countries may mean imprisonment, violence, psychological harassment, or exile. From the quiet of a Bloomsbury office, the workers of CHANGE use the liberty they have to publish and educate in why this is so.
Women in Management:
Authors: Scriven Jeannie
Published: January 2008

A description of the experience of one of only two women participating on a management training course at Henley Management College.
Impact of a Priori Attitudes on the Effectiveness of Advertisements Employing Sexual Reference: Some Experimental Findings
Authors: Hensel Paul J. , Dubinsky Alan J.
Published: January 2008

Portraying sex in advertisements is a widely used technique by many marketers in their promotional programmes. Some previous research has explored the relationship between attitudes toward advertising and effectiveness of sexy advertisements. However, there are gaps in this research and the authors describe an investigation which attempts to fill these gaps.
A Profile of Women Architects in the United States
Authors: Boulgarides James D.
Published: January 2008

The author describes a study of women architects in the US. The purpose of the study was to provide an objective profile of successful women architects. The article reports on such aspects as age, marital status, education, type of firm worked for, salary, career plans, promotions and decision styles.
Japanese Women in Management: Where are they?
Authors: Kaminski Marguerite , Paiz Judith
Published: January 2008

Based on interviews with Japanese women and discussions with Japanese business managers this article explores the current employment of women in Japanese management. Comparisons are made with the US.
Full‐Time Unemployment or Part‐Time Working?
Authors: Drew Eileen
Published: January 2008

This article has a threefold purpose. First, it presents an overview of part‐time employment within the European Community in the context of current labour market trends. Second, it discusses the advantages and disadvantages associated with part‐time working and third, it outlines the factors supporting a future expansion of part‐time working.
Women, Work and Success: A Study of High Achievers in the Media
Authors: Thompson Linda
Published: January 2008

This is a study of a sample of women who have been particularly successful in the highly competitive field of mass media, where the pressures and rewards are perhaps more extreme than in most other professions. Case histories of each individual were developed, based on interviews, biographies, autobiographies and other material. These were then analysed in terms of common and contrasting themes at different stages of the life‐cycle.
Nordic Female Entrepreneurs
Authors: Frankel Greta
Published: January 2008

Entrepreneurs need both psychological and practical support when starting up their business. These support structures need to be local. This article describes three Nordic examples of such activities designed to help women get started in business. The first case deals with social entrepreneurship undertaken independently of government programmes. In the second case, social entrepreneurship has been undertaken in co‐operation with the government programmes. The last case is one where the activity forms a part of a government programme.
Women‐Headed Families: Problems and Copings Strategies
Authors: Sharma Sarla
Published: January 2008

This article presents an in‐depth profile of women headed families by exploring the problems of single mothers and their coping strategies and evaluate single motherhood as an opportunity for self‐development and building support systems. It offers suggestions for policy making by local, state, and federal government agencies and private sector, and stresses the need for systematic on‐going research.
On The Way Up — How Women are Gaining Footholds in Management
Authors: Mailer Chloe
Published: January 2008

A brief history of the Industrial Welfare Society and the pioneering work of Elizabeth Pepperell backgrounds the aims of the Pepperell Unit, set up by the IWS in 1984 to help industry and commerce maximise the talents and energy of working women. As well as a programme of “events” the unit helps firms identify training needs and provides practical recommendations for action. Its “Challenge of Management” conferences for sixth‐form girls have considerable success in opening girls' eyes to the realities of industry and commerce. From its start early in the 1970s, the Pepperell Development Course is still going strong, involving small groups of women in a highly participative environment, encouraging identification and overcoming of obstacles to the development of their full potential.
The Unequal Opportunities in Personnel Management
Authors: Long Phil
Published: January 2008

Women are kept longer in the lower strata of personnel work and the dissatisfaction expressed by personnel women regarding their opportunities for development and promotion are not without foundation. The findings from a study conducted by the Institute of Personnel Management among a 10 per cent random sample of its membership (900 respondents) shows that women are not given the same opportunities for grounding in industrial relations or general management activities at the earliest stages of their careers, being directed instead to traditional “female” personnel areas such as recruitment and welfare. The tendency for smaller firms to employ women means that their salaries are usually lower than men's, and then they are not encouraged into senior managerial training, due to financial constraints. There is an urgent need for more positive action in the development of female personnel managers' careers.
Swept Under the Carpet: Housework in Families Where the Woman is the Breadwinner
Authors: Stamp Peggy
Published: January 2008

Husbands are reluctant to take on housework responsibility even when wives work full‐time and they themselves do not work. A study of 18 breadwinning wives and 14 of their husbands indicates that this is partly bound up with the low value placed on housework and partly with the need for an identity based on some kind of “purposeful” work. Work completed around the house tended to be of a craft (DIY) nature, consistent with the traditional male domain, and no attempts were made to seek reciprocal child‐caring/mutual help arrangements with other people, either male or female.
The Regulation of Employment‐Related Age Discrimination in the United States: Implications for Other Developed Countries
Authors: Faley Robert H. , Kleiman Lawrence S.
Published: January 2008

Due to declining birth rates and increasing life expectancies, the developed countries can expect progressively ageing workforces comparative to those of Canada and the USA. As a result, employers will be less able to draw on a relatively inexpensive, younger labour force for replacements, and in order to maintain current employee levels there will be a greater need for the increasingly ageing working population to stay at work longer. An outline of some of the age‐related regulatory practices of the USA may indicate the way ahead for other developed countries as they try to introduce greater governmental protection of their older workforces.
Sexual Harassment in the U.S.: Policies, Problems, and Prospects
Authors: Fryer Cohen Cynthia , Vincelette Joyce P.
Published: January 2008

Despite progress made in the USA by the courts and the Equal Opportunity Commission (EEOC) in identifying and clarifying sexual harassment, many problems persist. These arise from the difficulty in sufficiently defining the term sexual harassment; the fact that, at present, the offended employee must first give notice of instances of harassment to the employer, rather than directly to the EEOC (putting the employee in an untenable position); and the current guidelines do not encourage the employer to adopt preventative policies towards the whole topic. Fundamentally, the EEOC and the courts must provide more specific, congruent policies concerning notice, remedy, and employer liability. However, for any real progress to be made in the area of sexual harassment, employee attitudes concerning appropriate interactions between the sexes in a work environment must be changed.
Working Women in Japan
Authors: Tanaka Hiroshi
Published: January 2008

Japan is perhaps the worst of the top industrialised nations in its treatment of its female labour force. Although some improvements have been made, discrimination still exists in all aspects of employment, particularly in opportunity, reward and recognition. Japanese women feel that the two most important avenues for achieving greater equality are self‐improvement and the realisation of changes in societal attitudes, whereas changes in the law are not felt to be so important. Recent trends in employment status, employment by industry and occupation and part‐time work as well as age and educational background as regards working women in Japan are examined. Legislation is briefly described. Understanding the situation in different countries is a prerequisite for gaining the broader perspective necessary for the achievement of universal equity and mutual global prosperity.
Working Women Abroad — Great Britain
Authors: Hammond Valerie
Published: January 2008

The number of women at work in the UK has increased significantly over the past 20–30 years. Women now constitute a substantial proportion of the total labour force. This increase has not been accompanied by a corresponding widening in the range of occupations typically followed by women. Most women professionals are still in traditional caring jobs although some are beginning to enter other professions in larger numbers. However the spread is still small and women are over‐represented in the junior grades of all professions. The equal opportunities legislation has created a climate for progress but has not brought dramatic changes in women's share of professional/top jobs. Women themselves and individual employers have had to create pressure for change. Women have reacted due to economic need as well as aspirations, whereas employers have reacted due to the skilled labour shortage. Major changes in equal opportunities legislation are unlikely in the foreseeable future because social issues concerning equality for women are not a high priority for this government. More effective is the European Economic Community Parliament. The EEC has put pressure on Britain to improve equality. To improve the situation in the short term different initiatives (e.g. equal opportunity, employment legislation, education) need to work together.
Opportunities for Women to Acquire Gainful Employment in the Alternative Sector in Berlin
Authors: Lischke Gerda
Published: January 2008

The alternative sector still offers women substantial and meaningful advantages over the formal sector in employment. A project group, “Women in the Labour Market”, associated with the Department of Economics at the Freie Universität Berlin in 1983 set out to study the opportunities for women to acquire gainful employment within the alternative sector and to examine the choices offered and the quality of employment attained within the projects examined. Co‐workers of 22 different projects (eight all‐women and 14 mixed) in crafts/manufacturing, transport, retail, trade, service sector and social services in Berlin were interviewed. All projects consciously tackled problems arising with an uneven distribution or assignment of tasks and information by concrete actions. Some branches required a specialised qualification or training, others did not. Gender‐specific work divisions are still found. However, these issues are being positively addressed. Care is needed to avoid repressive and unchangeable structures. The limited ability to secure a viable subsistence is the greatest constraint to the expansion of the alternative sector. Incorporating work and home life is no longer important. In the long term, the crafts/manufacturing projects appear most promising economically but may offer only limited access to women. Trade and retail projects are more easily accessible.
The Occupational Distribution of Women in the UK: the case of part‐time workers
Authors: Dale Angela
Published: January 2008

Women workers will find themselves at a disadvantage when competing in the labour market with men if they are not able to take advantage of promotion opportunities, regardless of whether they are full‐ or part‐timers. Women now make up 40 per cent of the UK labour force. However 46 per cent of employed women work part‐time compared with only 2 per cent of employed men. To a considerable extent this unequal position of women within the occupational structure is due to the particularly weak labour market position of married women who seek part‐time jobs. Married women are constrained by their family responsibilities in the type of work they take. Their situation contrasts sharply with men and women who enter the labour market straight from education with no domestic hindrances. Better occupational prospects for women workers will only be achieved if they have access to a wider range of occupations and are given the same opportunities for training and promotion as full‐timers.
Equal Opportunities for Women in British Banking
Authors: Povall Margery
Published: January 2008

The results of four research studies aimed at identifying and reducing the barriers for women within banks show that “structural” and “attitudinal” factors exist. Structural factors include personnel procedures and practices, organisation structure and the existence of all‐male jobs. Attitudinal factors can be found among managers, women and in unions. In British banks many managers are convinced that women are not interested in or not prepared to commit themselves to mobility and professional study for their career. Women who are prepared to do so are not asked to do so, or have been discouraged. More than 200,000 women now form the majority of employees in banks but only just over 1 per cent of managers are women. Banking is currently in a state of change. These trends are creating uncertainty and pessimism about women's future in banking. At the same time some of the larger clearing banks are taking active steps to remove some of the barriers which women face. Positive action programmes introduced by Barclays Bank, National Westminster Bank and the Midland Bank are outlined. These illustrate how different cultures and circumstances can result in different if equally effective strategies for change. The historical development of women's employment in banking is outlined and issues for the future discussed.
Professional Equality of Women in French Banks
Authors: Huppert‐Laufer Jacqueline , Labourie‐Racapèe Annie
Published: January 2008

Discrimination towards women leads to the underexploitation of an available potential. Hence the revision of recruitment procedures, the causes of women's slow promotion and other measures will be of benefit not only to women but to the whole organisation which will find within these measures the opportunity to evaluate the quality of its personnel management procedures and to achieve a more efficient management of available human potential. The essential characteristics of women's situation in the banking sector are described from the standpoint of jobs occupied and that of professional strategies. The impact of positive action used in three medium‐sized banks within the framework of the law of 13 July 1983 on professional equality between men and women is analysed. The work is based on two studies, one made within the Centre d'Etudes de l'Emploi, of 94 employees of a large French bank (65 women and 29 men) and the other made within the HEC‐ISA Centre, on the subject of companies having put equality action plans within the scope of the 1983 law.
Take the Toys from the Boys ‐ A Metaphor for Feminist Research into Sex‐Role Attitudes in Therapy
Authors: Douglas Angela
Published: January 2008

Sex‐role attitudes in therapy are examined, focusing on the therapist's attitudes. The sexism that all therapists possess is investigated and whether this sexism influences the skills therapists use to the detriment of both male and female clients. It is likely that the therapist's experiences and ways of perceiving men and women will produce particular kinds of blocks in therapy which may vary for each therapist. A summary of the dialogue in interviews and therapy sessions for one male therapist is given.
Women in Management in Italy: More than an Emerging Issue
Authors: Olivares Federica
Published: January 2008

The why and how of the changing relationship between women and work in post‐war Italy is examined as a preliminary to consideration of the emergence of women in management. Research and literature on women in management is scarce in Italy; the data presented here are from only two sources. Information is provided on the personal backgrounds, marital status, employment sectors and professional fields of women managers. The problem areas of family commitments, men's attitudes, organisational discrimination and lack of role models are discussed. The article makes detailed proposals for actions can be taken to enhance Italian women's career opportunities.
Discrimination in Employment in the UK
Authors: Carby‐Hall J.R.
Published: January 2008

This substantial article begins with an examination of two important grounds of discrimination: sex discrimination governed by the Sex Discrimination Act 1975 (and the related Equal Pay Act 1970) and racial discrimination under the Race Relations Act 1976. Discussion is confined to the right not to be discriminated against and covers the detailed provisions of these acts in this respect, judicial precedents and important cases heard not only in the British courts but in the European Court of Justice. The third section of the article is about discrimination in connection with trade union membership and activities governed by the Employment Protection (Consolidation) Act 1978.
Parental Leave: New Challenge in the U.S. Workplace
Authors: Kalwa Richard , Bedeian Arthur G.
Published: January 2008

Elizabeth Walker is one of today's career women who has received increasing media attention over the last decade.
THE IMPACT OF ECONOMIC DEVELOPMENT ON WOMEN'S LABOUR FORCE PARTICIPATION RATES IN GREECE: AN ANALYSIS BY AGE GROUPS
Authors: Petraki Kottis Athena
Published: January 2008

The purpose of the article is to show that the rapid transformation of the economic base of a developing country through the process of development and the subsequent drastic changes in the manpower requirements of different sectors and industries may decrease the number of employment opportunities available to women, at least during the initial phases of the process. However, after a period of adjustment, the employment prospects for women start improving and their labour force participation moves up again.
Chris N. French POTENTIAL FOR PROFESSIONAL WOMEN IN GENERAL?
Authors: French Chris N.
Published: January 2008

Studies of women's employment have pointed to the availability of part‐time work as a major factor in their employment. For many women, the disruptions of their work for family commitments has led to a decrease in their earning power and the status of their work [1]. Professional work is relatively well paid, opportunities for part‐time work are good in many areas and recruitment is restricted to qualified people only. This is particularly true of optometry where there is also little or no evidence of unemployment, providing optimal conditions for the employment of women. Leaving aside factors such as social class, a study of the working patterns of women optometrists might well point out the work potential of to‐day's women. Women's employment.
Sex Discrimination and Culture
Authors: Moore Robert W. , Jacobsohn Irene E.
Published: January 2008

Most Western nations ascribe to the belief that equal opportunity of the sexes is a worthy objective even if it has rarely been realised in practice. The overriding cause of sex discrimination is the persistence of customs that harken back to an age when work roles were justified by physical differences. This same division of labour can be found in the most economically advanced nations even though technology has supplanted all but a few vestiges of this pre‐industrial argument. The intellectual justification for opening up opportunities for women are remarkably ineffective in the face of sheer habit.
Problems of Working Women Discussed at 5th International Conference in Sofia
Authors: Mahoney Anna
Published: January 2008

The 5th World Conference on the Problems of Working Women, took place in Sofia, Bulgaria, from the 26 to 28 September 1989. Attended by 175 delegates representing 107 trade union organisations from 79 countries and 13 international and regional organisations.
VOLUNTARY SERVICE AND PAID EMPLOYMENT: THE ROLES OF WOMEN IN ENGLISH LOCAL GOVERNMENT, 1889–1989
Authors: Stanyer Jeffrey
Published: January 2008

Introduction When a new field of research and analysis becomes fashionable it is sometimes given a special name which im‐plies that it is a sub‐discipline which should develop in its own distinctive way. In some cases this is both desirable and necessary but when one politically significant social difference is singled out for specific attention it is more im‐portant to make sure that research is integrated with general intellectual developments than to assert an auton‐omy from existing specialisations. If students “parachute” into a subject they ought to carry with them basic ideas to use in analysis which have gained some acceptability in other spheres.
AN EXPLORATORY INQUIRY INTO LEADERSHIP STYLE EXPECTATIONS AND OUTCOMES OF BLACK AND WHITE MANAGERS
Authors: Woodruff Charles K. , Ryan Jnr. Edward J. , Hailey William A.
Published: January 2008

One of the compelling current concerns being addressed by business firms in the United States is the attraction and assimilation of black candidates into employment by the firms and the subsequent progression of these candidates through the managerial ranks of the organisation. While most observers would agree that many black people have benefitted from the enactment and enforcement of national equal employment opportunity legislation, the question of the extent to which black business professionals have advanced to upper management positions continues to be subject to much public debate.
Sexual Harassment: An Employment Issue
Authors: Akande Adebowale
Published: January 2008

Women have been sexually harassed on the job as long as they have been in the workplace. Everyday many women are subjected to sexual activities they do not want. These assaults violate not only their bodies but also their right to freedom and privacy. Although both men and women can be victims, women are more often the target because men are usually in positions of greater power and women are in the vulnerable position of being subordinates. Sexual harassment exists throughout the academic and business world, but here people have been even slower to recognise its impact. Some researchers have suggested that victims of sexual assaults and rape often carry emotional scars that last longer than their bruises, and the impact of sexual aggression extends far beyond the victims. Even the fear of being sexually attacked disrupts victims from enjoying life to the fullest. Many victims “compulsively” and anxiously bolt their doors fearfully investigate unknown and grotesque noises, refrain from going out alone, and worry that their behaviours and clothes might be seen as provocative.
Drug Testing In Organisations: Pro and Con
Authors: Shaffer Jay R. , Kleiner Brian H.
Published: January 2008

While high on marijuana, a computer operator at the main computer reservations centre of a major airline failed to load a crucial tape at a crucial time. The result was eight hours of “down” computer time, erased reservations, and a $19 million loss to the airlines. Commenting on the $19 million loss, an airline spokesman said: “That was an awfully expensive joint by anybody's standards.”
Supporting the Career Aspirations of Managerial Woman: Desired Developmental Opportunities
Authors: McKeen Carol A. , Burke Ronald J.
Published: January 2008

An increasing number of women are preparing themselves for managerial and professional careers. They are doing this by enrolling in and graduating from schools of administration, obtaining additional professional designations, working long hours, and acquiring the years of experience necessary for entering the ranks of corporate management. However, the number of women who advance to levels of General Manager and above are few and this pattern is common across all industrialised countries (Morrison & Von Glinow, 1990; Adler & Israeli, 1988).
Equal Opportunities International Volume 12 Number 1 1993 1 The Employment Status of Women in Canada: A General Overview and Description of Theoretical Approaches used to Study this Phenomenon
Authors: Reavley Martha A.
Published: January 2008

Introduction In this article, the employment status of women in Canada is described and analytical approaches to the employment status of women is assessed. The explanatory value of four perspectives on the determinants of the employment status of women are explored using available Canadian statistics. It is concluded that public policy needs to account for contribution factors from each of the four frameworks and that research should focus on creating integrative models of the determinants of employment status that include relevant factors from each of the four perspectives.
Human Resources Policies and Practices for Advancing Women in Canadian Organisations(1)
Authors: Burke Ronald J.
Published: January 2008

During the past twenty years there has been a dramatic increase in the number of women who are pursuing managerial and professional careers. Many of these women have prepared themselves for careers by undertaking university education in professional schools such as business, accountancy and law. Women are gaining the necessary experience and paying their dues. Despite these academic credentials, and increased experience, women are failing to move into the ranks of senior management (Burke & McKenn, 1992). This pattern has been observed in both public and private sector organisations in all developed countries (Adler & Israeli, 1988; Morrison & Von Glinow, 1990).
Developing a Strategic Plan for Employment Equity
Authors: Burke Ronald J. , Bennetts Annabelle
Published: January 2008

Several Canadian organisations have taken leadership roles in developing initiatives supporting the career aspirations of managerial and professional women. Some of these organisations have achieved high profiles and have made their efforts public and available to other organisations to consider; others have chosen a less high profile route. Still other Canadian organisations have interests in creating a level playing field for women and other designated groups but they do not know how to proceed. These organisations would be helped by information describing the initiatives of these leading organisations, what they have learned, what worked well or not so well, and the obstacles that were encountered. The development of such case studies, coupled with dialogue among managers of organisations is an important element in bringing about organisational changes.
PLAYING AN ACTIVE ROLE IN TRAINING NETWORKS
Authors: Venus Jill
Published: January 2008

Those of us who are providing education and training today, do so within a European context. We can no longer think of the needs of potential participants, and the requirements of their future employers in relation to the UK alone. An increasing number of students or trainees will ultimately either work in other European countries, work in organisations that have significant overseas interests, have close family members working or living on mainland Europe, or will spend increasing amounts of their leisure time in other parts of Europe.
Racial Discrimination: An American Employment Dilemma
Authors: Tavakolian H.
Published: January 2008

In 1989, the Cleveland based law firm Reminger and Reminger in conjunction with the Personnel Journal conducted a survey on Equal Employment Opportunity (EEO) issues facing America. This survey focused on various types of EEO complaints (Reminger, 1991). Of the 653 corporations who participated in the study, approximately 18% reported racial discrimination as their number one EEO problem. The survey revealed that race discrimination complaints were the highest among the government and manufacturing sectors (Reminger, 1991). In the 1990s, racial inequality continues to be of primary concern.
The Americans with Disabilities Act and the Responsibilities of An Employer
Authors: Jean Young Carol , Kleiner Brian H.
Published: January 2008

The Americans With Disabilities Act (ADA) was signed by Presiden Bush on July 26, 1990. The law eventually will affect all private employers with 15 or more workers and all places and services open to the public. The ADA prohibits discrimination against people with disabilities in employment, public services and transportations, public accommodations, and telecommunications services. Senator Robert Dole states: “I supported ADA from the beginning because 43 million disabled Americans deserve to be brought into the mainstream of American life‐to enjoy a meal at a restaurant, to see their favorite movie, to travel on public transportation, to communicate by telephone, or to cheer at a ballgame. The ADA's unmistakable message to America is that inequality and prejudice are unacceptable. The ADA's important message to people with disabilities is that your time has come to live independently with dignity, to exercise your rights to participate in all aspects of American life” [2, p. xiii].
Women and Creativity: Networking Through Drama
Authors: Ogden Gillian , Taylor Anna‐Marie
Published: January 2008

As opposed to other subjects in the Arts and Social Sciences, there does not seem to have been the same extensive questioning of universal assumptions about human behaviour and emotions within Drama as an academic discipline. To some extent, a belief in a common universality of human experience has its roots in modern acting practice, particularly with the widespread application of rehearsal exercises developed from the work of Russian director Konstantin Stanislavski. Here, through a long process of improvisation based on imaginative, emotional recreation, it is assumed that the actor can enter fully into a character that, in terms of its cultural background, is perhaps very different from her/his own, that experience is somehow universally translatable. In avant‐garde theatre, too, interculturalist practices (for example, the borrowing of oriental ritual patterns and the use of multi‐ethnic casts in the work of practitioners such as Eurgenio Barba, Peter Brook and Richard Schechner) have led to a homogenising, and in many cases distinct westernising, of individual cultural behaviours.
New Developments in Disability Employment Discrimination
Authors: Saucedo‐Garcia Cristina , Kleiner Brian H.
Published: January 2008

The role that the disabled have been confined to play in our work force changed drastically with the enactment of the Americans with Disabilities Act on July 26,1992 for employers with twenty‐five or more employees. Indeed, as of July 26,1994 the law will also apply to employers with 15–24 employees. The focus of ADA is to enable individuals with physical or mental disabilities to enjoy equal employment opportunities by removing obstacles such as job requirements that are not in alignment with the essential duties of the position. The law also requires employers to make reasonable accommodations that do not impose an undue hardship on the organisation but are considered key in assisting a disabled applicant or employee in performing the essential duties of the job. Originally drafted by Robert Bergdorf, associate professor of law at the District of Columbia School of Law, the ADA became the seventh major component of the federal equal employment opportunity law that prohibits employment discrimination. The Equal Employment Opportunities Commission (EEOC) has responsibility for the enforcement of the employment component of the ADA, also known as Title I.
New Developments in Disability Discrimination
Authors: Hughes Glen , Kleiner Brian H.
Published: January 2008

Today, more than ever, it is critical that an employer understand the new developments in disability discrimination. There are three major reasons for the importance in today's times.
Understanding and Managing Sexual Harassment in Organisations
Authors: Reynolds David B. , Kleiner Brian H.
Published: January 2008

Professor Anita Hill's testimony in October of 1991 at the Senate confirmation hearings for then Supreme Court nominee Clarence Thomas brought more attention to the issue of sexual harassment than in any other year since the Equal Employment Opportunity Commission (EEOC) published its definitional guidelines in 1980. Recent events such as the Navy's Tailhook incident and current sexual harassment claims filed against several U.S. Congressmen have heightened awareness of the magnitude of the sexual harassment problem.
What Managers Should Know About Age Discrimination
Authors: Thompson Amos David , Kleiner Brian H.
Published: January 2008

This year the median age of American workers will hit 40 [8]. This is the age at which workers become older employees and most will fall under the umbrella of the federal Age Discrimination in Employment Act (ADEA). The ADEA was passed in 1967 and is based on the precept that one's ability, not age, should determine whether a person gets or retains a job. It applies to all organisations which have 20 or more employees. It is supervised by the Equal Employment Opportunities Commission (EEOC).
Training Programmes that Equip Managers to Deal with a Diverse Workforce
Authors: Wiley Carolyn
Published: January 2008

In 1964, the Congress of the United States passed the Civil Rights Act. Title VII of this act prohibited employers from engaging in employment discrimination based purely on race, colour, religion, gender and national origin. Such a national policy marked the beginnings of a culturally diverse workforce. However, over the years, employers have remained reluctant to hire individuals who were, in their minds, significantly different from their traditional workforce.
THE EARNINGS GAP AND THE MANAGERIAL WOMAN IN TRANSITION
Authors: McGregor Judy , Still Leonie , Dewe Philip
Published: January 2008

The 1990's see the managerial woman in a transition phase in her quest for equality in employment. As Still (1993) suggests, a tension associated with this transition is that of conquering traditional and enduring organisational and attitudinal barriers while responding to new employment opportunities as organisations re‐vision in response to global socio‐political and economic change.
Diversity in the Global Work Culture
Authors: Harris Philip R.
Published: January 2008

In transitioning to the 21st Century, the proces of planetisation is leading to the development of a world culture. With the landing of humans on the Moon in 1969, astronauts provided us with stunning pictures of our Earth as seen from outer space. The view challenges us to revise our images of our species — who are we as a human family? Space communication satellites and remote sensing technologies help us to appreciate our planet's resources, as well as its environmental and ecological problems. All this contributes, along with advances in telecommunications and mass transportation, to the breaking down of national borders and cultures and to the emergence of a global, information‐oriented culture. While this happens at the macro level, counterforces are at work that are evident in global tribalism and regression locally to “ethnic cleansing” of people who are different. Despite the latter negative trends, humanity's main‐stream is beginning to appreciate that our common survival and satisfaction of our universal needs and concerns are linked to other species and systems, so we should, as far as feasible protect our world and all its inhabitants. In contemplating the evolution and future of humans, the scientist/philosopher, Tielard de Chardin, described planetisation as a convergence of phenomenon such as, increased consciousness and homogenisation — people are beginning to realise their interdependence on each other, as well as upon all life in our universe.
FACTORS AFFECTING THE ADOPTION OF EMPLOYMENT EQUITY: AN EXAMPLE FROM CANADA
Authors: Joy Mighty E.
Published: January 2008

Historically, Canada has always been a diverse nation made up of a wide variety of different peoples. However, the nature, causes and manifestations of diversity have been changing, along with the attitudes towards the treatment of diversity within the country's social, economic and political structures. For example, the dominant organisational culture in business and government has traditionally been created by white, able‐bodied, Canadian‐ born males with shared values and behaviours (McDonald, 1991). Other groups, described as non‐dominant or minority, were often excluded from full participation in the economic, social and political life of such organisations. Increasingly, however, non‐ dominant groups such as women, people of colour and persons with disabilities have been entering the workforce, creating the phenomenon known as workforce diversity.
An Investigation of Workforce Diversity Programmes: A Multiple Perspective Approach
Authors: Kirby Susan L. , Richard Orlando C.
Published: January 2008

Organisations are facing enormous changes in the demographic composition of the workforce. Racial groups that have traditionally been professionally isolated from one another are working together as more minorities are assimilated into the workforce (Lewan, 1990). The Hudson Institute's Workforce 2000 statistics project that women, minorities, and immigrants will soon make up the majority of new entrants into the American workforce (Johnston & Packer, 1987). This diversity brings numerous racial and cultural differences into corporations. As a result, managing diversity increasingly appears on the agendas of organisational leaders (Cox & Blake, 1991).
New Developments Concerning Sexual Harassment
Authors: Barkouras Maura , Kleiner Brian H.
Published: January 2008

A gender war erupted when Anita Hill accused U.S. Supreme Court nominee Clarence Thomas of sexual harassment. These allegations divided Americans and brought sexual harassment to the forefront of issues in the work environment. Suddenly, sexual harassment had to be clearly defined. The Equal Employment Opportunity Commission's definition is “Sexual harassment is any unwelcomed sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature.”(7) The problem, however, lies in the difference of opinons in defining which behaviours constitute sexual harassment. One individual may find a crude joke funny while another individual may find it humiliating. It has been well documented that when employers establish an effective sexual harassment policy, most of the harassment cases can be handled within the company. This eliminates substantial costs that could be incurred by litigation, unproductive management, employee morale, and even community embarrassment. The hallmarks of an effective policy include communication and clarity. The employer should provide the employees with a confidential and retaliation‐proof system to report sexual harassment. This will encourage victims to come forward so the company can correct any current or future problems.