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Analyses have been presented arising from theoretical work of Kanter (1977) Her thesis proposes that distortions in the gender balance of organisations have an impact on opportunities for advancement In order to foster good communications and stability there is a tendency to appoint similar individuals to senior positions Thus in organisations which have been historically male dominated, managers will be appointed who share common features, thereby sustaining male (white) hierarchies This process excludes those who are different (eg women, ethnic minorities, homosexuals), from upward mobility and sets up a cycle of lowered motivation and discouragement which inhibits performance, reduces organisational recognition, and limits chances of advancement Critical to Kanter s argument is the concept of token This re ects one s status as a symbol of one s kind Three perceptual phenomena have been identi ed to account for behaviour of the majority towards tokens: visibility, polarisation and assimilation.

has an appropriate portfolio of capital to do governance as leadership in light of the organization s needs and aims. Because the model highlights the value of other assets (for example, resourcefulness, persuasiveness, and trustworthiness), the board s attention may be redirected from narrow fiduciary matters toward other less visible, but arguably more significant, priorities. As a result, different issues (and different trustees) may become important to the board. We now turn to the four forms of capital that boards need to develop in order to govern on a higher plane. In this context, one might think about a capital campaign as an effort to acquire and deploy the resources that trustees must furnish for governance to become an act of leadership.

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Figure 6.17: The switching levels for our five-mode AQAM scheme optimised at each average SNR value in order to achieve the target average BEP of (a) Pth = lo-' and (b) Pth = lop3

Don t forget that you can choose Window Arrange New Window to maintain a constant composite view. Or you can click the Visibility icon (the eye) in front of the composite view in the Channels palette to view the full-color image, even when editing a single channel.

The highly visible token will attract a disproportionate share of attention and is susceptible to an exaggeration of difference because the small numbers exacerbate the application of social stereotyping The generalisations that follow from such stereotyping are made to t the particular individual These processes lead to job performance pressures in terms of lack of privacy within the organisation where competence was taken as a measure of the general ability of the person s social category rather than individual achievement As a consequence tokens may cope by working harder and overachieving or attempting to limit their visibility and avoid risks or controversy Thus tokens are sensitive to making mistakes, have an exaggerated fear of failure at important tasks or key events, and worry about retaliation by envious dominant group members.

R = [10e3 0 -6e3; 0 12e3 - 3e3; - 6e3 - 3e3 21e3]

The PowerPoint Options dialog box appears, as shown in Figure 21-11. Then set any of the options desired. Click OK when you are nished. Table 21-3 summarizes the Save options. One of the most important features described in Table 21-3 is AutoRecover, which is turned on by default. This means that if a system error or a power outage causes PowerPoint to terminate unexpectedly, you do not lose all of the work you have done. The next time you start PowerPoint, it opens the recovered le and asks if you want to save it.

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Dominants in organisations assert or reclaim group solidarity by exaggerating those occupational symbols and values that differentiate them from the tokens Parker, Holdaway and Grif n (1998) suggested that harassment of policewomen in the workplace is linked to work performance anxieties They found an association between harassment, as experienced by women in the police, and heightened work anxiety and psychological distress For men harassing behaviour was actually associated with positive mental health Martin and Jurik (1996) summarise research on discrimination and harassment within police and prison services and nd common threads in both environments that are male (and white) dominated Sexual harassment ranges from outright assault to subtler persistent joking, teasing and name-calling Women who advance in seniority.

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