Abstract
Changing workforce demographics indicate that flexible work arrangements (FWA) are appreciated and valued by employees, yet employers still resist their support. While not explicit in their rationale, managerial mindsets may hold that deviations from historical ideal worker frameworks detract from performance potential. As this continues, mothers are especially stigmatized for using FWA as it differs from traditional, male hegemonic behaviors. Overlaying the case of a rising executive with a study of historical management theory, it may take until Generation Y is fully entrenched in leadership for a différance to break the mold in FWA acceptance.
Recommended Citation
Vroman, Susan
(2018)
"What’s Broken? Not the Mold,"
The Journal of Values-Based Leadership: Vol. 11
:
Iss.
2
, Article 4.
DOI: https://doi.org/10.22543/0733.62.1200
Available at:
https://scholar.valpo.edu/jvbl/vol11/iss2/4
Included in
Business and Corporate Communications Commons, Organizational Behavior and Theory Commons, Performance Management Commons
