“I Don't Feel Right Sized; I Feel Out-of-Work Sized”

Spalter-Roth, Roberta; Deitch, Cynthia

doi:10.1177/0730888499026004004

Cited by 71 publications

(17 citation statements)

References 39 publications

(80 reference statements)

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“…At the same time, women's and minorities' labor market gains remain unstable. Blacks suffered higher rates of downward mobility from managerial occupations during the 1990s than whites (McBrier and Wilson 2004), and white men are more likely than any other demographic groups to find jobs after layoffs (Spalter-Roth and Deitch 1999). No single program will stop these trends.…”

Section: Conclusion and Discussionmentioning

confidence: 98%

Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work

Kalev

2009

American Journal of Sociology

214

195

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JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org.. This study shows that the organization of work, particularly the structure of jobs, can sustain or erode gender and racial disadvantage. Restructuring work around team work and weaker job boundaries can improve women's and minorities' visibility and reduce stereotyping and thus should reduce their career disadvantage. Proponents of bureaucratic formalization argue, in contrast, that relaxing formal job definitions and emphasizing social relations at work will deepen ascriptive disadvantage. The reorganization of work in corporate America over the last two decades provides a test case. Using unique data on the life histories of more than 800 organizations, the author examines whether alleviating job segregation leads to better career outcomes for women and minorities. This study finds that when employers adopt popular team and training programs that increase cross-functional collaboration, ascriptive inequality declines. Similar programs that do not transcend job boundaries do not lead to such increases. The results point to different effects at the intersection of gender and race.

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Section: Conclusion and Discussionmentioning

confidence: 98%

Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work

Kalev

2009

American Journal of Sociology

214

195

View full text Add to dashboard Cite

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“…The "minority vulnerability thesis" distills recent case studies and survey-based analyses that address race-based patterns of layoffs from upper-tier occupations in firms that are predominantly owned and managed by Whites to elucidate the race-specific determinants of those layoffs (Boisjoly et al, 1998;Cascio, 1993;Collins, 1993;Cornfield, 1983;Elvira and Zatlick, 2002;Fernandez, 1975;Jaffee, 1986;Moore, 1990;Reskin, 2000;Spalter-Roth and Deitch, 1999;Schervish, 1986;Zwerling and Silver, 1992). The thrust of this perspective derives from the institutional context in which layoffs occur: while layoffs are necessary after such structurally based events as downsizing and firm reorganization, employers usually decide who will be laid off (see Boisjoly et al, 1998;Fernandez, 1981).…”

Section: Theory the Minority Vulnerability Thesismentioning

confidence: 97%

Race and Loss of Privilege: African American/White Differences in the Determinants of Job Layoffs From Upper-Tier Occupations

Wilson

McBrier

2005

Sociol Forum

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Data from the Panel Study of Income Dynamics supports predictions from the minority vulnerability thesis concerning the determinants of job layoffs among African Americans and Whites who work in upper-middle-class occupations. Specifically, after controlling for seniority, layoffs for AfricanAmericans are relatively unstructured by traditional stratification-based causal factors, namely, background socioeconomic status, human-capital credentials, and job/labor market characteristics. Analyses also indicate that racial differences in the determinants of layoffs are more pronounced in nonservice-based than service-based firms in the private sector and in the private sector relative to the public sector.KEY WORDS: job layoffs; workplace; racial inequality.In the last decade and a half, a developing line of sociological research on racial stratification in the workplace has focused on African Americans and Whites who occupy relatively privileged positions in the American occupational structure (for reviews see Patillo-McCoy, 1999; Wilson et al., 1999). This research has shed light on the dynamics of inequality among a growing segment of the increasingly differentiated African American population. Sociologists have documented that in recent decades African Americans have increased their representation in upper-tier occupational categories-namely, those that include managers, executives,

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“…Furthermore, as the prevailing philosophy of management moves towards more employee involvement and less hierarchical organizational structures, employees are being asked to take on more responsibility and accountability for their work (Ivancevich, 2009). The changes previously mentioned have precipitated downsizings, rightsizings, restructurings and reorganizations that have resulted in a large number of displaced workers (Spalter-Roth &Deitch, 1999). These changes have sparked interest in alternative work arrangements.…”

Section: Introductionmentioning

confidence: 99%

Importance of Training Needs Assessment in the Banking Sector of Bangladesh: A Case Study on National Bank Limited (NBL)

Ferdous¹,

Razzak²

2012

IJBM

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The study was an attempt to investigate and analysis of training needs assessment and its importance in the banking sector of Bangladesh. The research searches for to evaluate existing literature reviews of training needs assessment and recommends several suggestions for the importance of it's so that to meet the employees' and organisational needs in the banking sector of Bangladesh. The findings addressed that the training needs assessment is prerequisite for an effective training that helps for organisational growth and development. The data of this study was collected via email and over telephone interview of 50 respondents of NBL which analysed and presented in terms of charts and graphs. Consequently the recommendations support for the noteworthy of needs assessment of training which will bring a constructive worth in this sector of Bangladesh and in overseas.

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“I Don't Feel Right Sized; I Feel Out-of-Work Sized”

Cited by 71 publications

References 39 publications

Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work

Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work

Race and Loss of Privilege: African American/White Differences in the Determinants of Job Layoffs From Upper-Tier Occupations

Importance of Training Needs Assessment in the Banking Sector of Bangladesh: A Case Study on National Bank Limited (NBL)

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