College aantekeningen
Hoorcolleges GiO
- Instelling
- Radboud Universiteit Nijmegen (RU)
Dit document bevat de aantekeningen van de hoorcolleges
[Meer zien]Voorbeeld 4 van de 85 pagina's
Voorbeeld 4 van de 85 pagina's
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Voorbeeld van de inhoud
InhoudHoorcollege 1 (30-01-2023)....................................................................................................................2
Hoorcollege 2 (01-02-2023)....................................................................................................................4
Hoorcollege 3 (06-02-2023)..................................................................................................................13
Hoorcollege 4 (08-02-2023)..................................................................................................................18
Hoorcollege 5 (13-02-2023)..................................................................................................................28
Hoorcollege 6 (15-02-2023)..................................................................................................................37
Hoorcollege 7 (22-02-2023)..................................................................................................................44
Hoorcollege 8 (27-02-2032)..................................................................................................................51
Hoorcollege 9 (01-03-2023)..................................................................................................................59
Hoorcollege 10 (06-03-2023)................................................................................................................65
Hoorcollege 11 (08-03-2023)................................................................................................................72
Hoorcollege 12 (13-03-2023)................................................................................................................75
Hoorcollege 13 (15-03-2023)................................................................................................................82
,Hoorcollege 1 (30-01-2023)
Deadlines
- Monday: Friday before 12:00
- Wednesday: Tuesday before 12:00
For the teams
- Answering questions in presentation
- Presentation about Representations about gender at work
Exam
- 5 open questions with A and B on Cirrus
How does this course work? – The meetings
• Intense, expectation of active participation from all students.
• Each meeting:
- First 45 min: Workgroup → Presentation and discussion lead by one team.
- Break.
Second 45 min: Interactive lecture on content and relations.
• Preparation:
- Individually: Essential to prepare the obligatory readings (book, reader, additional articles):
Answer two questions per article/chapter:
1) Main argument of the author IN YOUR OWN WORDS;
2) Ask questions, if something is not totally clear.
- In your teams: Formulate a proposition/statement about the relevant content, explicitly
linked to one of the articles/chapters (include specific reference). Send it to the contact
person of the presenting team and to me (carolin.ossenkop@ru.nl):
- For meetings on Mondays, deadline is Friday, before 12:00 (noon)
- For meetings on Wednesday, deadline is Tuesday, before 12:00 (noon)
- Each team sends an additional question to me about the content: What do you think is a
difficult concept, relation, theory? (include specific reference and page number; same
deadlines apply)
Why gender (diversity) in organizations?
- Leadership, salary, resource, funding gap and lack of fit (article)
- Respect, how people treat each other
- Power comes with status, money comes with power > so also gap in other resources in the
organization
- Which information is shared with whom in the organization?
,This course: a critical perspective
- Keeping the convo open and going
- Unpack the normalized way of doing things
Underlying processes: let’s have a look
- Something that is very natural and we always do > but there are underlying processes, how it
became natural, which explains these stereotyping
When sending a question via email > put the reference with it
, Hoorcollege 2 (01-02-2023)
Overview of gender in organizations
- Classics:
- Token theory
- Theory of gendered organizations
The concept of gender
- Historical perspective: notions of sex and gender
- 1974: sociologist Ann Oakley distinction sex biological term – gender
> gender; not just man and women, but more like masculinity and femininity
- Link to waves of feminism
1. 1900: Right to vote
2. 1960/70: violence against women, reproductive rights, body, labor market inequalities
3. 1990s: sex-positive girl power, inclusion, intersectionality, queer feminists
4. 2010s: tech, social media, activism, global politics, ecology, intersectionality,
redistribution
- Waves 2-3-4 ongoing (first wave is sort of finished)
- From social movement university: feminist theory
- From 1990s, also ethnicity and social class were taken into account (intersectionality)
Question: how was the original study of gender in organizations triggered by the second wave of
feminism? Was the shift in the focus of research from women in management to an overall gender
perspective triggered by and event/movement of some kind?
= the pill was developed, so women had more control of their body. When women became pregnant
before, they had to go back to the house and become a housewife. So the men were in the public
sphere and women in de private sphere. So women could go more in the workforce. There were also
books published about the places of man and women. Women were happier when they worked.
Gender in organizations
- Gender in organizations: complex questions on positions women and men and nonbinary
people and meanings of femininity and masculinity
- Why would organizations engage
- Moral reasons: discrimination, social inequality, social justice
> it is the good, right and ethical thing to do
- Legal reasons: discrimination
> not doing things that are illegal, in the Netherlands there is an institution which gives you
advice when you experience discrimination at work
- Business reasons: using all talent; wellbeing employees and organizational performance
> when you want to do something around diversity in your business > maybe in reality they
are not as diverse as they say (just good advertising)
> also diversity isn’t always a positive thing > can result in discrepancies on the work floor. >
> diversity is very hard work
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