- List of Figures
- List of Tables
- List of Contributors
- Theorizing Gender-and-Organization: Changing Times…Changing Theories?
- Disturbing Thoughts and Gendered Practices: A Discursive Review of Feminist Organizational Analysis
- Organizations as Symbolic Gendered Orders
- Was will der Mann?
- Feminism, Post-Feminism, and Emerging Femininities in Entrepreneurship
- ‘Meaning That Matters’: An Organizational Communication Perspective on Gender, Discourse, and Materiality
- Female Advantage: Revisited
- The Rocky Climb: Women’s Advancement in Management
- Leadership: A Matter of Gender?
- Negative Intra-Gender Relations between Women: Friendship, Competition, and Female Misogyny
- Sex, Gender, and Leadership: What Do Four Decades of Research Tell Us?
- Gendered Constructions of Merit and Impression Management within Professional Service Firms
- Gender and Careers: Obstacles and Opportunities
- The Glass Cliff: Examining Why Women Occupy Leadership Positions in Precarious Circumstances
- Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
- Sexual Harassment in the Workplace
- Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
- Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
- Contextualizing Men, Masculinities, Leadership, and Management: Gender/Intersectionalities, Local/Transnational, Embodied/Virtual, Theory/Practice
- Masculinities in Management: Hidden, Invisible, and Persistent
- Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men’s Perspectives
- Doing Gender Differently: Men in Caring Occupations
- Masculinity in the Financial Sector
- Masculinities in Multinationals
Abstract and Keywords
In this chapter it is argued that women may be disadvantaging their career advancement opportunities within professional services firms by ignoring the benefits impression management activities can bring to them, preferring to rely instead on principles of meritocracy. The chapter considers the concept of meritocracy and assesses its key characteristics. Also considered are some of the inherent contradictions within the concept and the gender implications of these. Attention then turns to an analysis of impression management, contrasting the key characteristics of the two concepts. The chapter concludes with consideration of the nature of career advancement processes within the professional services with particular emphasis on the performative nature of this process; gender implications are then assessed and discussed.
Savita Kumra is Senior Lecturer at Brunel Business School. She completed her doctorate at Cranfield School of Management where she is Visiting Fellow in the Centre for Developing Women Business Leaders. Savita is also International Research Fellow in the Novak Druce Centre for Professional Services at the Said Business School, University of Oxford, and has held academic posts at Oxford Brookes and Keele Universities. She is Co-track Chair of the Gender in Management Track at the British Academy of Management, Associate Editor of Gender, Work and Organization, and Editorial Board Member of Gender in Management: An International Journal. She is a member of the Chartered Institute of Personnel and Development. Savita’s research interests focus on diversity, the gendered nature of the career development process in the professional services, and the importance of developing and deploying key career enhancement strategies, e.g. impression management, and building and leveraging social capital. She has published in the British Journal of Management, Gender, Work and Organization, Journal of Business Ethics, and Gender in Management: An International Journal. She has recently published her first book, co-authored with Dr Simonetta Manfredi, Equality and Diversity Management: Theory and Practice (Oxford University Press).
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