Investigates eight dimensions of competition which are active yet covert in the lives of managers. Explains in great detail the everyday experiences of men and women and the ways in which different cultures at work and in wider society, particularly exposure to sport and media, affect and reflect the relationship between gender and competition.

The USA has a number of educated, experienced, professional women ready and willing to move into the boardrooms and executive suites of corporate America. The author of this text argues that they are America's competitive secret.

Gender inequality continues to exist in the labour market and this project contributes to discussions on why women are not equally represented in management hierarchies relative to their labour participation rates. Competition is the central lens used to evaluate current debates and add new perspectives to gendered processes in management. As an area of research, competition is largely neglected in the gender and management body of work. This study is important in exploring how as a concept and a practice, competition can operate in organisations and in the individual careers of men and women managers. Informing the thesis is a review of theories including gender performance, individualization, stereotypes and management styles which contribute to building a framework for understanding and engaging with competition and competitive relations. Adapted from Bradley's (1999) model of gendered power, competition is defined as a series of dimensions which are investigated to research how and in what ways competition is gendered. Qualitative data was collected and analysed with the findings indicating a confused and often contradictory picture demonstrating how managers engage with competition and competitive relations. Within organisations and management hierarchies competition, some managers claim, remains distant from their experiences at work and is not widely discussed. For others external competition located within the marketplace is strongly identified with, whereas other managers cite personal competition and its role in their own self development as the base for their experience. Suggesting competition is a single concept or has a single location for practice has limitations. The model designed and used in this project builds competition as a multidimensional concept which can be explored across a range of activities and attitudes examining how increased visibility and understanding of competitive relations can inform those management practices and policies which sustain gender inequality.

The Oxford Handbook of Women and Competition is one of the first scholarly volumes to focus specifically on competition and the competitive forces between women. Chapters provide readers with a definitive view of the current state of research, and collectively address the adaptive and socio-cultural foundations of women's competitive behavior, motivations, and cognitions.

Michael Gurian's trademark use of brain science in gender studies together with real life examples of what is currently happening in business leadership make this an important resource for businesses and organizations. It provides new vision and useful practical applications, helping women and men in the workplace become more effective and fulfilled, and ultimately helping businesses and business leaders realize increased profits. Through examples and case studies from companies like Kodak, Nike, Nintendo, Home Depot, Proctor & Gamble, Avon, and Disney, the book shows readers how ignoring gender diversity actually impedes the true potential of any business.

Organizations today are facing unprecedented challenges, including an ageing workforce, potential talent shortages, an increasingly competitive international environment and the need to utilize the talents of the best qualified people, regardless of gender. More women than men, in many cases, are graduating from universities and gaining the requisite experience to qualify for advancement to higher levels of management. In this expanded and revised third edition, Professors Burke and Richardsen, together with a list of international contributors, address women’s progression in the workforce and into the upper echelons of management. They cover a range of professions and a geographically dispersed territory, thereby advancing the understanding of women in management within a traditional context, and making a substantial contribution to the literature for both an academic and practitioner audience. The broader regional perspective offers a comprehensive overview of the challenges and opportunities facing women in the workplace, and promotes the ongoing analysis of the interface between women's career aspirations and societal and organizational norms, assumptions and values. Following the same format as the previous edition, the country by country analysis allows for the data between countries and regions to be compared, for the differences to be addressed and a more holistic picture of the situation in a given country to be assessed. Women in Management Worldwide will appeal to researchers, policy-makers in a range of countries interested in workforce issues, talent management and gender equality, as well as consultants working with international organizations on HRM and organizational effectiveness challenges.

Even though the number of working women has steadily increased over the last few years, women are still significantly under-represented in STEM activities (i.e. mathematics, informatics, science and technology). In order to eliminate this under-representation, numerous education policies and corporate initiatives, particularly in the recent past, have been aimed at increasing women's enthusiasm for STEM activities and professions. According to the latest surveys, however, it is clear that these efforts have not yet led to the desired success. Compared to their male counterparts, women continue to do fewer STEM activities. One possible reason for this is that relatively little is yet known about the concrete impact of the above education policies on working with innovation and technology: What are the gender differences between women and men? Is it enough to recognize these differences, or should these differences ideally not only be recognized, but also treated appropriately or even encouraged? This anthology deals with current topics in technology and innovation management against the background of these and other gender-relevant aspects. Empirical analyses and experiments in collaboration with companies from various sectors provide a sound scientific basis on which new results and findings are presented: How do women and men deal with creativity and competition? How are technologies applied and how can differences in access to technology be deduced? Answers to these and other questions help decision-makers in politics and business to proactively use the differences between women and men to motivate women to work in the STEM field and to strengthen them by acknowledging existing differences.