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Gender in Management
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Gender in Management

Sixth Edition


January 2024 | 320 pages | SAGE Publications, Inc
In the Sixth Edition of Gender in Management, author Gary N. Powell provides a comprehensive survey and review of the literature on sex, gender, and organizations. With the title change from Women and Men in Management to Gender in Management, the new edition adopts a more inclusive lens that acknowledges the diverse identities and experiences within the gender spectrum. Fully updated sections on intersectionality, public events such as COVID-19 and the Black Lives Matter movement, and the prevalence of AI in hiring decisions provide context to the evolving nature of gender in the workplace and society. Powell provides specific research-based strategies for promoting an organizational culture of nondiscrimination, diversity, and inclusion. 

 
Chapter 1: Introduction
 
Chapter 2: Yesterday and Today
 
Chapter 3: Sex, Gender, and Society
 
Chapter 4: Making Employment Decisions
 
Chapter 5: Working in Diverse Teams
 
Chapter 6: Leading People
 
Chapter 7: Dealing with Social Sexual Behavior in the Workplace
 
Chapter 8: Managing the Work-Family Interface
 
Chapter 9: Promoting Nondiscrimination, Diversity, and Inclusion

"A concise exploration into historic and current issues prohibiting equality in gender and leadership opportunities."

Liesl H. Eberhardt
University of Colorado, Colorado Springs

"Powell presents a balanced overview of challenges to women and men in the workplace. It discusses these challenges from both a theoretical and practical aspect. It is also comprehensive and includes a wide variety of relevant work topics including work and family, working in teams, and promoting diversity and inclusion."

Konnie G. Kustron
Bay College
Key features

NEW TO THIS EDITION:

  • The new title aptly captures the evolving dynamics of gender in the workplace and society. 
  • Includes references to over 1,200 sources, ranging from classics in the field to more recent research, with almost half being new to the sixth edition. 
  • More intersectional than ever, with increased attention devoted to the intersection of individuals’ sex and race, focusing on the workplace experiences of women of color. 
  • Includes the latest research and statistics on a wide range of important issues like labor force participation, educational attainment, occupational attainment, managerial advancement, earnings, and more.
  • Public events and trends since the last edition, such as #MeToo, the Black Lives Matter movement, the COVID-19 pandemic, the increased use of artificial intelligence in hiring decisions, and virtual teams are incorporated. 
  • Increased attention is devoted to issues including the intersectionality of sexual orientation and race and the unique workplace experiences of LGBTQ employees and women of color. 

KEY FEATURES: 

  • Covers a wide range of topics, including gender stereotypes and biases, employment decisions, the gender pay gap, sexual harassment in the workplace, the work-family interface, and strategies for promoting an organizational culture of nondiscrimination, diversity, and inclusion. 
  • Provides a comprehensive review of nearly 1,300 studies and articles–a body of literature reflecting the continuing growth of research on gender and organizations.  
  • Examines the past, present, and future of gender in management.
  • Offers practical recommendations for promoting nondiscrimination, inclusion, and diversity.  

I.   Overall Book Changes


Table of Contents:
(e.g. Reorganization of chapters, chapter deletions, additions, splitting, or combining)

 

Chapters retain the same organization with no additions or deletions, although some chapter titles have changed.

 

 

 

Pedagogy and Feature Sets:

 

 

·       Table/Figures, and/or Other Art

·        

·       All tables in all chapters have been updated

 

References:

Book has 1,270 references, up from 986 in the 5th edition (29% increase) and 591 of which are new to this edition (47%).

 

 

Overall Manuscript Length:

277 pages

 

 

 

II. Chapter-Specific Changes


Preface:

 

Text updated to summarize changes to book (see above)

 

 

 

Chapter 1:

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New section on terminology, additional material and references on terms related to LGBTQ+ status and identity. (115 references, 50% new)

 

 

Chapter 2: “

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Chapter 2 provides a historical perspective on the economic roles of women and men. It examines influences such as the occurrence of two major world wars, the passage of equal employment opportunity laws, and social developments such as the women’s liberation movement, LGBTQ+ civil rights movement, #MeToo movement, and Black Lives Matter movement. It considers the impact of the COVID-10 pandemic on individuals’ work and family lives. The economic status of women and men in today’s workplace is described in terms of sex differences in labor force participation, occupation, and pay. (111 references, 47% new)

 

 

 

 

Chapter 3:

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Chapter 3 examines sex and gender differences that affect the behavior of women and men in the workplace. This chapter reviews some of the major findings of psychological research on sex differences. Key concepts such as gender stereotypes, gender roles, gender role identity and androgyny, sexism, and gender socialization that are critical to understanding interactions are examined. The ways in which parents, schools, and media convey gender role expectations to children, as well as the limitations of strict adherence to gender roles in adults, are explored.  (201 references, 39% new)

 

 

 

 

Chapter 4:

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Summary of Changes

 

  

Chapter 4, coauthored with Laura Graves, considers how individuals and organizations make decisions about establishing employment relationships. For individuals, these decisions entail choosing which job opportunities to pursue and which job offers to accept; for organizations, they entail choosing which applicants to hire. The chapter describes how differences in men’s and women’s job search strategies and reactions to specific jobs and organizations lead them to seek and obtain very different employment opportunities. It also examines sex discrimination in organizations’ hiring decisions, including how and when sex discrimination occurs and who and what, including artificial intelligence (AI) systems, discriminates against whom. Recommendations are offered for reducing sex and gender effects on the employment decisions of individuals and organizations. (132 references, 45% new)

 

 

Chapter 5:

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Summary of Changes:

 

 

Click here to enter text

Chapter 5, also coauthored with Laura Graves, considers the effects of sex and gender on behavior in diverse teams. The chapter analyzes differences in how men and women behave and are evaluated in mixed-sex teams. It also examines how the sex composition of the team influences the experiences of male and female team members and the team’s effectiveness. It suggests that mixed-sex teams are susceptible to a host of problems, the severity of which depends on a number of situational factors. It examines the impact of the increased use of virtual teams. The chapter concludes with recommendations for actions that team members and leaders may take to facilitate the functioning of mixed-sex teams. (104 references, 44% new)

 

 

 

 

 

 

Chapter 6:

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Summary of Changes:

 

 Chapter 6 examines the effects of leader preferences and stereotypes in relation to gender stereotypes on how leadership is exhibited in organizations. It reviews how leader stereotypes have historically reflected the beliefs of “think manager—think male” and “think manager—think masculine” as well as recent evidence supporting a “think manager—think androgynous” perspective on leader stereotypes. Sex differences in actual leader behavior and effectiveness are examined to determine whether there is any basis to leader stereotypes. Glass ceilings, or barriers to women’s attainment of top executive positions, are also discussed. Organizations are urged to take actions to ensure that leaders with equivalent credentials regardless of their sex have equal chances to be chosen for leader roles at all levels and succeed in these roles. (150 references, 45% new)

 

 

 

 

Chapter 7:

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Summary of Changes:

 

Chapter 7 explores issues pertaining to the presence of social sexual behavior in the workplace, including sexual harassment (unwelcome sexual attention directed toward others at work) and workplace romance (mutually desired relationships between two people at work). It examines the causes and consequences of both types of social sexual behavior. It discusses the legacy of the #MeToo movement. Actions are recommended for both organizations and individuals to deal with sexual harassment and to minimize the disruption caused by workplace romances. (151 references, 46% new)

 

 

 

Chapter 8:

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Chapter 8 considers what it takes for individuals to achieve a sense of work-family balance in their lives. It examines sex differences in how people define and measure personal “success.” It reviews the increasing diversity of family structures. It describes how individuals’ experiences of the work-family interface may be both positive and negative, depending on the extent to which they segment or integrate these two roles. It considers sex differences in how individuals take family factors into account in making important work decisions. It also considers how different types of dual-career couples make decisions about each other’s involvement in work and family activities. The chapter concludes with actions that organizations may take to enhance employees’ work-family balance as well as actions that individuals and couples may take on their own behalf. (184 references, 49% new)

 

 

 

 

Chapter 9:

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Summary of Changes:

Chapters 1 through 8 identify numerous issues related to sex and gender that arise in today’s workplace. Chapter 9 offers solutions to these problems. It argues that organizations gain from promoting nondiscrimination, diversity, and inclusion on the basis of sex as well as other job-irrelevant personal characteristics. It details the laws and regulations with which organizations must comply to avoid legal charges of discrimination as well as the costs of discrimination whether illegal or not. It also presents the business case for promoting diversity (i.e., representation of members of different groups in all jobs and levels) and inclusion (i.e., acceptance of members of all groups in the organizational culture). Numerous actions are recommended for organizations to take in promoting nondiscrimination, diversity, and inclusion. (122 references, 57% new)

Sample Materials & Chapters

Ch01_Introduction

Ch02_Yesterday and Today


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