Abstract
This paper seeks to contribute to the growing interest in naming men as men as part of a critical analysis of gendered power relations in organizations. The paper highlights the way in which men and masculinities are frequently central to organizational analysis, yet rarely the focus of interrogation. They remain taken for granted and hidden. Examining recent studies that contribute to a critical analysis of gendered power relations, we consider the growing interest in multiplicity, diversity and difference. In particular, we explore the issue of ‘multiple masculinities’ as well as some of the conceptual difficulties that surround it. Arguing for an approach which addresses the unities, differences and interrelations between men and masculinities, we suggest that critical studies of gendered power need to examine the management of organizations in much more detail. Highlighting five masculinities that seem to be routinely embedded in managerial discourses and practices, we conclude by advocating further research in this previously neglected area.
Keywords
Power (physics)SociologyOrganization studiesInterrogationDiversity (politics)Gender studiesCritical management studiesSocial psychologyPolitical sciencePsychologySocial science
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Publication Info
- Year
- 1994
- Type
- article
- Volume
- 1
- Issue
- 1
- Pages
- 2-22
- Citations
- 725
- Access
- Closed
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Cite This
David Collinson,
Jeff Hearn
(1994).
Naming Men as Men: Implications for Work, Organization and Management.
Gender Work and Organization
, 1
(1)
, 2-22.
https://doi.org/10.1111/j.1468-0432.1994.tb00002.x
Identifiers
- DOI
- 10.1111/j.1468-0432.1994.tb00002.x