This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of their accounts was made. The findings make visible, the invisible mechanisms which enable or constrain the creation, development and use of social capital and, therefore, its contribution to securing the position of Managing Director. The findings highlight the need to consider the importance of agency, relationship level and gender in this context. The study makes three key contributions. First, it extends Nahapiet and Ghoshal’s (1998) theory of social capital, in the context of career progression, by demonstrating how each social capital dimension is operationalized and interdependent. Second, the research explicitly demonstrates the crucial role social capital plays in an executive-level promotion process, thereby revealing a complex and multi-layered system. Third, the study extends our knowledge of the gendered nature of senior-level career progression by identifying the particular barriers women face, compared to men, in their efficacious use of social capital for promotion in a global bank.

This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of their accounts was made. The findings make visible, the invisible mechanisms which enable or constrain the creation, development and use of social capital and, therefore, its contribution to securing the position of Managing Director. The findings highlight the need to consider the importance of agency, relationship level and gender in this context. The study makes three key contributions. First, it extends Nahapiet and Ghoshal’s (1998) theory of social capital, in the context of career progression, by demonstrating how each social capital dimension is operationalized and interdependent. Second, the research explicitly demonstrates the crucial role social capital plays in an executive-level promotion process, thereby revealing a complex and multi-layered system. Third, the study extends our knowledge of the gendered nature of senior-level career progression by identifying the particular barriers women face, compared to men, in their efficacious use of social capital for promotion in a global bank.

Today’s industrial markets are experiencing changes with the realization of new radical technologies, which are disrupting how organizations work. This new wave of technology and focus towards sustainability is shifting the competencies needed within organizations to maintain their competitive advantage. The adoption of such technological innovations without causing any delays requires a widespectrum of competencies among employees to be present in industrial organizations. One way to achieve this is to have a diverse top management team that reflects a wide spectrum of competenciesand skills. However, achieving this is a challenge due to the culture of gendering found inorganizations, especially with regard to evaluation and promotion processes. The purpose of this report is to investigate the way in which evaluation and promotion practices in industrial organizationscan contribute to the reproduction and change of male dominance in management. Through exploring the different perceptions of competencies, evaluation and promotion processes, and ways to how to drive gender balance within an industrial organization, the purpose of this report is achieved. The main approaches taken include using available theory on organizational change, gendered work ideals, homosociality, perceptions of competence, and ways to evaluate employees to analyze data gathered. This is then tied with a field study done on one of the Swedish companies operating in a male dominated industrial environment. The analysis addresses the common ways in which evaluation and promotion processes can contribute to the reproduction of male dominance andways to prevent that from happening. The proposed recommendations address the opportunities forchange at company A, based on theory work for gender balance. / Dagens industriella marknader är i förändring med nya teknologier som omstörtar hur organisationer fungerar. Denna nya våg av teknik och fokusering mot hållbarhet medför ett skifte i kompetenser som behövs inom organisationer för att behålla sin konkurrensfördel. Antagandet av sådana tekniska innovationer utan att orsaka förseningar kräver ett brett spektrum av kompetenser bland anställda inomindustriella organisationer. Ett sätt att uppnå detta är att ha mångfald inom ledningsgrupper som speglar ett brett spektrum av kompetenser och färdigheter. Emellertid uppstår många utmaningar för att uppnå detta på grund av könsmärkta kulturer som finns i organisationer som påverkar utvärderings och befordringsprocesser. Syftet med denna rapport är därför att undersöka hur utvärderings- och befordringsprocesser i industriella organisationer kan bidra till återskapande och förändring av manlig dominans i organisationer, särskilt på ledningsnivåer. Syftet med denna rapport är att att utforska olika föreställningar om kompetens och utvärderings- ochbefordringsprocesser för att diskutera hur könsbalans inom organisationer kan uppnås. Rapportenutgår från forskning om organisationsförändring, könsmärkta ideal, homosocialitet, föreställningar om kompetens och metoder för utvärdera medarbetare och bygger på en fältstudie i ett mansdominerat svenskt industriföretag. Analysen fokuserar hur utvärderings- och befordringsprocesser kan bidra tillatt mansdominans återskapas och möjliga sätt att förhindra att det händer. De föreslagna rekommendationerna utgår från forskning om jämställdhetsarbete.