Browsing by Author "Greene, A. M."
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Item Embargo The Cost of a Calling? Clergywomen and Work in the Church of England(Wiley, 2015-07) Greene, A. M.; Robbins, MandyThis article explores the work of clergywomen in the Church of England within an analysis of the Church as a gendered organization. We highlight the sex discrimination they often face, at the same time as satisfaction with their work and the need to follow their calling regardless of the difficulties. This is explained through an analysis of the significance of religious calling and the requirement for ‘sacrifice’ on their ability to endure their work and to challenge discriminatory treatment.Item Metadata only The costs and opportunities of doing diversity work in mainstream organisations.(Wiley, 2009) Kirton, G.; Greene, A. M.Item Metadata only Diversity Management(Wiley, 2015) Greene, A. M.Item Metadata only Diversity Management in the UK: Organizational and Stakeholder Perspectives(Routledge, 2009) Greene, A. M.; Kirton, G.Item Metadata only Diversity management meets downsizing: the case of a government department(Emerald, 2011) Greene, A. M.Item Metadata only The Dynamics of Managing Diversity: A Critical Approach(Routledge, 2015) Kirton, G.; Greene, A. M.The Dynamics of Managing Diversity was one of the first books to respond to growing academic coverage of the topic of diversity management at degree level. This fourth edition has been fully updated to reflect new working practices, statistical information and developments in equality and diversity law, as well as including new case studies and analysis of current and emerging areas of debate in the UK and across Europe.Item Metadata only The Dynamics of Managing Diversity: A Critical Approach(Butterworth-Heinemann, 2010) Kirton, G.; Greene, A. M.Item Metadata only Equal Opportunities(John Wiley & Sons, 2015) Greene, A. M.Item Open Access How do we understand worker silence despite poor conditions - as the actress said to the woman bishop(Sage, 2017-05-12) Dean, Deborah; Greene, A. M.This article considers the customary choice of silence over voice of two groups of UK workers, women clergy and women actors, who routinely tolerate poor quality conditions rather than express dissatisfaction. We argue that a key mediating factor is an expanded version of Hirschman’s (1970) concept of loyalty. The article considers how occupational ideologies facilitate loyalty as adaptation to disadvantage in ways that discourage voice, in framing silence as positive. Consequently, we also identify this type of loyalty as potentially salient in understanding silence in other occupations. A descriptive model comparing strength of occupational ideology and voicing of dissatisfaction is outlined and through discussion of findings the article offers conceptual refinements of loyalty in accounting for worker silence.Item Metadata only HRM and equal opportunities(Sage, 2009) Greene, A. M.Item Metadata only Implementing EEO in gendered organizations for gendered lives(Sage, 2008) Konrad, A.; Pringle, J.; Greene, A. M.Item Metadata only Trade union perspectives on diversity management(Edward Elgar, 2009) Greene, A. M.; Kirton, G.Item Metadata only Understanding Diversity Management in the UK(Springer, 2017-01) Kirton, G.; Greene, A. M.Item Metadata only The Value of Investigating Stakeholder Involvement in Diversity Management(Gower, 2011) Greene, A. M.; Kirton, G.Item Metadata only Voice and Workforce Diversity(Oxford University Press, 2015-02-19) Greene, A. M.Item Metadata only What does diversity management mean for the gender equality project in the United Kingdom? Views and experiences of organizational “actors”(Wiley, 2010) Kirton, G.; Greene, A. M.