Diana Bilimoria

Board Committee Membership: Effects of Sex-Based Bias

This study examined whether female directors lack the necessary experience-based characteristics for board committee membership, or whether there is a systematic sex-based bias against them. We tes...

Women's career development phases

Purpose – This study aims to explore the nature of womens career experiences over the life course by examining career patterns, career locus, career contexts, and career beliefs.Design/methodology/approach – A qualitative, inductive approach to data gathering and analysis was employed, using life story surveys, semi‐structured interviewing, thematic analysis, grounded theory, code development and descriptive statistics.Findings – The data revealed distinct patterns of how womens careers develop over time, particularly with regard to the impact of career contexts (societal, organizational, and relational) and womens own changing images of their careers and career success. A three‐phase, age‐linked model of womens career development is proposed: the idealistic achievement phase; the pragmatic endurance phase; and the reinventive contribution phase.Research limitations/implications – Future studies should test replicability of these findings to determine whether this three‐phase model is embedded in the ...

Building the Business Case for Women Corporate Directors

This chapter addresses the need for research that builds a convincing business case for the presence and effective utilization of women corporate directors. What needs to be done to establish the value of women at the corporate governance apex? On what topics should organizational research be conducted so as to generate the knowledge and insights that can compel positive change in the representation and status of women on corporate boards? What should such research look like? What research methods are most likely to yield evidence of women’s contributions in the governance of firms? These and similar questions are addressed in this chapter, with the intent of further spurring the growth of theory-driven empirical research on this topic.

Women's career types: attributions of satisfaction with career success

This study, examines womens career types and their effects on womens satisfaction with their career success and their attributions of the sources of this career success. The study proposes a typology of four career types that are determined by the manifestation of a womans career pattern and career locus. It finds empirical evidence of three distinct career types for women: achievers, navigators and accommodators. Women having accommodator career types are significantly less satisfied with their career success than women having navigator career types and achiever career types.

Handbook on women in business and management

Introduction: Research on Women in Business and Management Part I: Societal Roles and Contexts of Women in Business and Management Part II: Career and Work-Life Issues of Women in Business and Management Part III: Organizational Processes Affecting Women in Business and Management Part IV: Women as Leaders in Business and Management Index.

Management Educators: In Danger of Becoming Pedestrians on the Information Superhighway

This essay uses the metaphor of pedestrians on the information superhighway to bring out the impending dangers of being a walker on a road intended for quick-moving traffic. Drawing on the metaphor, the author addresses three dangers as challenges to current practices of management education: (a) obsolescence: keeping pedagogy apace with new knowledge realities; (b) slowness: appropriately integrating new communication technologies into pedagogy; and (c) constrained choice: designing institutional arrangements to encourage pedagogical innovation.

Gender Equity in Science and Engineering : Advancing Change in Higher Education

1. Gender Equity and Institutional Transformation in Academic Science and Engineering 2. State of Knowledge about the Workforce Participation, Equity and Inclusion of Women in Academic Science and Engineering 3. Study Sample and Methods 4. Factors Facilitating Institutional Transformation 5. Institutional Transformation Initiatives 6. Institutionalization of Transformation 7. Gender Diversity Outcomes: Changes in the Academic Workforce Participation of Women Faculty in STEM 8. Equity and Inclusion Outcomes for Women Faculty in Science and Engineering 9. Gender Diversity (Workforce Participation) Outcomes by Discipline 10. Conclusions

Modernism, Postmodernism, and Contemporary Grading Practices

Author’s Note: I thank Darlyne Bailey, Richard Boyatzis, David Kolb, Eric Neilsen, and Suresh Srivastva for thoughtful comments on earlier drafts. Requests for reprints should be sent to Diana Bilimoria, Department of Organizational Behavior, Weatherhead School of Management, Case Western Reserve University, 10900 Euclid Avenue, Cleveland, OH 44106-7235. Management teachers are hearing increasing criticism from administrative heads, students, the media, and the general business community about what has come to be called the grade inflation phenomenon: the nationwide increase in the average marks of students. Grade inflation is generally perceived to decrease the legitimacy and rigorousness of higher education to the detriment of students, teachers, schools, and disciplines. Specifically, C, D, and F grades have virtually disappeared from student transcripts (Cole, 1993; Lambert, 1993; &dquo;Vanishing C,&dquo; 1993), and there has been a gradual increase over the past 25 years in mean course grades at many universities from Band C averages to A and B+ averages (&dquo;Trophy Transcript,&dquo; 1993). Large upward drifts in grading distributions are particularly apparent in bodies of knowledge such as the humanities, where evaluations are difficult to base on an exact answer, as they are in the sciences (&dquo;Trophy Transcript,&dquo; 1993, p. B 10). Although a number of explanations for grade inflation have been advanced and disputed (see Lambert, 1993), the most persuasive is that it is due to a lack of absolute, objective, and quantifiable measures of quality (e.g., Cole, 1993). This erosion of unitary standards is attributable to the contemporary growth of a new mind-set, the postmodern worldview. An examination of

The experience of women corporate inside directors on the boards of Fortune 1,000 firms

Inside directors are executives who hold the dual roles of officers of the firm and corporate board members. Six women inside directors from Fortune 1,000 corporations were interviewed for this exploratory study. Through systematic coding of the interviews, two independent dimensions of influence and inclusion emerged as the critical factors that enhance or restrict the performance and contributions of women at the top of corporations. Three sub‐themes characterized women inside directors’ influence: their role in the board’s decision making, the bases of influence, and influence strategies used. Three sub‐themes characterized the inclusion dynamics experienced by women inside directors: support and acceptance, exclusion, and the nature of the advice they received. Conclusions are drawn regarding the convergence of the influence and inclusion dynamics for women to function most effectively at the top of corporations.

Perspectives on Corporate Control: Implications for CEO Compensation

This study examines the influence on CEO pay practices of four corporate control perspectives: managerial control, class hegemony, external control, and efficient market. The results indicate the influence of both market and extra-market controls on the determination of CEO pay levels and criteria. Implications for the governance of firms and the study of corporate control are drawn.