Effect of being a 'token' on women managers

Diploma Thesis from the year 1997 in the subject Business economics - Personnel and Organisation, ESCP Europe Business School - Campus Madrid (Unbekannt), language: English, abstract: Inhaltsangabe:Abstract:§Women are still strongly underrepresented in upper middle and senior management positions, although they are now obtaining the necessary education and credentials in preparation for managerial careers and have good chances to enter the lower management ranks. This underrepresentation is emphasised in 'heavy' industry.§But what are the reasons? There are numerous. But one in particularly caught our attention: the concept of tokenism.§What exactly lies behind this notion of"token women"? Is it simply a fashionable trend or a reality which may be apprehended within the organisation?§With this European Project we want to see if there was a reason which could explain why even with career development programmes for women managers which embrace moreover the creation of an equal opportunity corporate culture, equal opportunities in recruitment, training and promotion. The problem concerning the few women managers in the industry wasn't resolved.§Zusammenfassung:§Frauen sind noch immer in Führungspositionen stark unterrepräsentiert, obwohl sie die nötige Ausbildung und Vorbereitung dafür erhalten. Man findet sie dagegen im unteren Management. Dieser Zustand besteht besonders in der Industrie.§Worin bestehen die Gründe für diese Situation? Sie sind zahlreich. Einen speziellen Grund möchten wir hier nennen: "Concept of Tokenism".§Was steht hinter dem Begriff "Token Women"? Ist es einfach eine Modebeschreibung oder eine Realität?§In dieser Diplomarbeit wollten wir Gründe finden, die erklären, warum spezielle Karriereentwicklungsprogramme für Frauen, die gleiche Bedingungen in Kultur, Ausbildung und Einstellungschancen schaffen sollen, nicht zum gewünschten Erfolg in der Industrie führen.§Inhaltsverzeichnis:Table of Contents:§Thanks page§Executive Summaries:§FIRST PART: THE FRAME OF THE STUDY§1.INTRODUCTION6§2.TARGET OF THE STUDY7§2.1Industry Trends Hypotheses7§2.2Objectives7§3.AREA OF THE RESEARCH7§3.1Companies7§3.2Object of the Research8§4.METHODOLOGY8§4.1Desk Research8§4.1.1Confirmation of the Importance of the Subject8§4.1.2Concentrating on main Literature concerning the Concept of Tokenism9§4.1.3Structure of the Theoretical Part10§4.2Start up of Field Research10§4.2.1Structure of the Interviews10§4.2.2The Interviews11§4.2.Important Feedback on Interviews11§4.2.4Structure of the Practical Part12§4.3Conclusion12§5.PROBLEMS, LIMITS AND BIAS12§SECOND PART: PRESENTATION AND AVALUATION OF THE GENERAL REASONS OF FEW WOMEN MANAGERS IN THE INDUSTRY§1.POSITIONING OF THE RESEARCH14§1.1Natural Culture14§1.2Educational Background15§1.3Industrial Sector Culture16§1.3.1High Degree of Gender specific Segmentation16§1.3.2Positions16§1.3.3Percentage of Women Managers by Industry16§1.3.4Percentage of Women Managers by Functions and Status17§1.4Female Traits / Management Style17§1.4.1Female Traits17§1.4.2Characteristics of the Female Management Style18§1.4.3Correlation of Business Performance with Management Style18§2.ORGANIZATION19§2.1Fellows like us / Stereotypes19§2.2Slow Change20§2.3Quota Schemes21§2.4Changing21§3.CONCLUSION OF THE FIRST PART22§3.1Industry Trends Hypotheses24§3.2Emerging Remarks24§THIRD PART: THE CONCEPTION OF TOKENISM§1.STATE OF THE ART25§1.1Emergence of the Concept of Tokenism25§1.2The Importance of Tokenism to the Study of Women in male-dominated Organizations27§1.3Evaluating Tokenism28§1.4Implication of Policy31§2.CONCLUSIO...