Gender, Careers and Organisations

Halford, Susan; Savage, Mike; Witz, Anne

doi:10.1007/978-1-349-25562-7

Cited by 305 publications

(146 citation statements)

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“…Indeed, a recent British study has suggested that although women are no longer the focus of direct exclusionary practices within the workplace, in career terms, a new division is opening up within organisations; between 'encumbered' and 'unencumbered' workers -that is, those with and without caring responsibilities (Halford et al 1997). Does this mean that current exhortations to employers (for example, by the British Government) to enhance the extent of their 'family friendliness' will prove to be, in the last analysis, relatively meaningless?…”

Section: Introductionmentioning

confidence: 99%

Employment and Caring in British and Norwegian banking: an exploration through individual careers

Crompton¹,

Birkelund²

2000

Work Emp. Soc.

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The continuing expansion of women's employment has increasingly focused attention on the question of how the caring work traditionally carried out by unpaid women will be accomplished. In particular, how can caring responsibilities be combined with a long-term career? In this paper, we assess the significance of the national context through a comparison of the biographies of career bank managers, male and female, in Britain and Norway. We find that although the (considerably) more family-friendly policies of the Norwegian state do have a positive impact, particularly in somewhat exceptional cases, nevertheless in general in both countries, individuals have difficulties in combining employment with caring and no examples of a 'two career' household were found in either country. These findings emphasise the continuing tension between market forces and social reproduction, which has been exacerbated by the erosion of the 'male breadwinner' model of family caring and has yet to be resolved in a satisfactory manner.

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Section: Introductionmentioning

confidence: 99%

Employment and Caring in British and Norwegian banking: an exploration through individual careers

Crompton¹,

Birkelund²

2000

Work Emp. Soc.

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“…In Britain, the implications of such developments for the professional work of nurses, midwives and doctors are reported to include increased conflict and uncertainty concerning professional boundaries. [9][10][11][12] Although one panacea would include a more egalitarian professionalism, 3,10, 13 Degeling et al have argued that doctors' individualistic attitudes to their work make them less supportive of teamwork than nursing colleagues and managers. 1 Such underlying tensions have not been widely examined in maternity settings, yet lively public controversies about the appropriate "social design" of birth impact directly on organisational and professional arrangements.…”

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confidence: 99%

Working together: collaboration between midwives and doctors in public hospitals

Reiger¹,

Lane²

2009

Aust. Health Review

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While collaborative, multidisciplinary teamwork is widely espoused as the goal of contemporary hospitals, it is hard to achieve. In maternity care especially, professional rivalries and deep-seated philosophical differences over childbirth generate significant tensions. This article draws on qualitative research in several Victorian public maternity units to consider the challenges to inter-professional collaboration. It reports what doctors and midwives looked for in colleagues they liked to work with -the attributes of a "good doctor" or a "good midwife". Although their ideals did not entirely match, both groups respected skill and hard work and sought mutual trust, respect and accountability. Yet effective working together is limited both by tensions over role boundaries and power and by incivility that is intensified by increasing workloads and a fragmented labour force. The skills and qualities that form the basis of "professional courtesy" need to be recognised as WORKPLACE CULTURES and professional relationships in contemporary hospitals are in upheaval from several factors: the impact of neo-liberal health reforms requiring increased efficiencies, greater accountability and managerial power; 1 the questioning of doctors' traditional authority by the consumer health movement, 2 and challenges to traditional medical dominance by nurses and midwives. Relationships between staff in maternity hospitals are especially contentious. Since the 1990s, struggles to introduce new models of care, notably midwifery teams and caseload models, have faced deep-seated professional rivalries and conflicts and sometimes foundered. In Australia as in Britain, tensions are widespread across the maternity care sector, but they are played out in specific local contexts. 3-6 While contemporary state policy initiatives increasingly promote multidisciplinary teamwork and collaboration, 5,7,8 they can underestimate the difficulty of implementing change in practice, especially in an environment of financial stringencies, increased cultural diversity, staff shortages and increased birth numbers.Drawing on qualitative research in several Victorian maternity units, this article considers interprofessional collaboration between midwives and doctors, arguing that new forms of working This study found that effective collaboration among doctors and midwives was limited by tensions over role boundaries, power relationships and incivility that appeared to be related to increasing workload and fragmentation of the workforce. There is a need to address these issues more effectively at policy and education levels to improve future collaborative practice.

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“…The attempt to 'embody' labour has not, however, yet told us as much about the relation between bodies in the workplace. While there is research on the embodied relations between workmates or members of organisations (which features in Halford et al (1997) and other research on gendered organisations), this is rarely extended to explore embodied relations between workers and the customers, clients and patients with, and on whom, they work. In looking at the interaction between workers' and these bodies-worked-upon, including the ways in which this interaction is sexualised or desexualised, we need to consider the role of customers, clients and patients as embodied, wilful subjects, and at how their bodily vulnerability, variability, and unpredictability affects the organisation of the work and workers' relation to the labour process, along with the sensory nature of this relationship, which (as evocatively evidenced by Cheung, this volume) involves touch, taste and smell as well as visual and aural interaction.…”

Section: Conceptualising Body/sex Workmentioning

confidence: 99%

The Body/Sex/Work Nexus: A Critical Perspective on Body Work and Sex Work

Cohen¹,

Hardy²,

Sanders³

et al. 2013

Body/Sex/Work

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Gender, Careers and Organisations

Abstract: Any person who does any unauthorised act in relation to this publication may be liable to criminal prosecution and civil claims for damages.

Cited by 305 publications

References 0 publications

Employment and Caring in British and Norwegian banking: an exploration through individual careers

Employment and Caring in British and Norwegian banking: an exploration through individual careers

Working together: collaboration between midwives and doctors in public hospitals

The Body/Sex/Work Nexus: A Critical Perspective on Body Work and Sex Work

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