Masculinity and the British Organization Man since 1945
Masculinity and the British Organization Man since 1945
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自 1945 年以来的男子气概和英国组织男人
DOI：
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发表时间：
1994
期刊：
影响因子：
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通讯作者：
M. Roper
中科院分区：
文献类型：
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作者：
M. Roper
战后通常被认为是英国经历管理革命的时期，家族企业和“业余绅士”让位于大型官僚机构和训练有素的管理专家。然而，将现代管理视为一个客观过程的概念与事实大相径庭。这项研究基于对战后一代“有组织的人”的详细的生活史访谈，探讨了男性管理人员之间的亲密关系。它认为，尽管职业管理兴起了，但经理之间的关系仍然以高度主观的方式发挥作用。技术创新或将新产品推向市场的乐趣，围绕管理层继任的竞争和庇护的混合体，以及劳资关系的艰难讨价还价：在每个层面，管理职能都涉及到男性情绪的戏剧化。通过挑战理性组织者这一经久不衰的神话，这本书为管理中的性别隔离提供了新的视角。它认为，将妇女排除在高级职位之外，不能简单地理解为不专业做法的结果。对男性经理之间情感关系的关注揭示了排他性行为的心理层面。“情感经济”在管理人员中蓬勃发展，但其运作一直被理性组织者的神话所掩盖。
The post-war period is often regarded as a time when Britain underwent its managerial revolution, the family firm and the "gentleman amateur" giving way to the large bureaucracy and the trained management expert. Yet the conception of modern management as an objective process could hardly be further from the truth. Drawing on detailed life-history interviews with the post-war generation of "organization men", this study explores the intimacies that operate among men in management. It argues that despite the rise of professional management, relations between managers continue to function in highly subjective ways. The pleasure of technical innovation or of seeing a new product through to the market, the mixture of rivalry and patronage that surrounds management succession, the hard bargaining of industrial relations: at every level, managerial functions involve the dramatization of emotions among men. By challenging the enduring myth of the rational organization man, this book sheds new light on gender segregation in management. It argues that the exclusion of women from senior positions cannot be understood simply as the outcome of unprofessional practices. A focus on the emotional relations between male managers reveals the psychic dimensions of exclusionary behaviour. An "emotional economy" flourishes among men in management, but its workings have been hidden by the myth of the rational organization man.