Queering the organization is an action research inquiry into 'healthy organizations', leading to an understanding of how organizations are predicated on phallogocentric thinking, with power, shame and exclusion as powerful determinants. Through shameless exploration of my experiences I provoke dialogue on how sex and sexuality are played out in organizing. have developed new understandings through attending to conversations, using storytelling to capture otherwise unspeakable tales of organizing. I integrate these with my readings of queer theory, post-structural thinking and postfeminism to reach innovative understandings of organizing. Modern organizations function in a way that reinforces gender differences. Management and leadership are customarily heterosexual and male. This is taken for granted and is undiscussable. We assume that particular ways of thinking, - phallogocentric masculine ways - are normal. We prefer certainty, energy, activity and measurement. We cannot tolerate doubt and unknowing. But life is not knowable, and people get anxious.

The aim of this research is to develop a conceptual model consisting of factors which were associated with managerial success in a changing environment and to investigate its predictive validity. This "Successful Manager Profile" contains three domains, each consisting of a number of factors. An assessment battery was devised to measure the three domains - cognitive abilities, personality variables and personal competencies - of the "Successful Manager Profile." A sample of 287 employees was assessed during 1991 and 1992 using assessment centre technology, psychometric tests and questionnaires. Five years later (in 1996 and 1997), criterion data, which consisted of the final organisational level attained, were collected. The research question - whether the variables contained in the "Successful Manager Profile" - was investigated using Stepwise Multiple Regression analysis. The coefficient of multiple determination reported ranged from R2+0.21 for the total sample to R2=0.60 for the male graduate group. / Industrial Psychology / M. Comm. (Industrial Psychology)

The aim of this research is to develop a conceptual model consisting of factors which were associated with managerial success in a changing environment and to investigate its predictive validity. This "Successful Manager Profile" contains three domains, each consisting of a number of factors. An assessment battery was devised to measure the three domains - cognitive abilities, personality variables and personal competencies - of the "Successful Manager Profile." A sample of 287 employees was assessed during 1991 and 1992 using assessment centre technology, psychometric tests and questionnaires. Five years later (in 1996 and 1997), criterion data, which consisted of the final organisational level attained, were collected. The research question - whether the variables contained in the "Successful Manager Profile" - was investigated using Stepwise Multiple Regression analysis. The coefficient of multiple determination reported ranged from R2+0.21 for the total sample to R2=0.60 for the male graduate group. / Industrial Psychology / M. Comm. (Industrial Psychology)