Search results

The identities of Muslim women tend to be essentialized into binaries of what she is and what she ought to be (Golnaraghi & Dye, 2016). For far too long Muslim women’s voices in North America have been marginalized by hegemonic Orientalist (Said, 1978) and traditionalist (Clarke, 2003) Islamic discourses. When it comes to issues of agency, empowerment, and self-expression, it is either imposed by Western ideals or regulated by traditionalist politics of Islam (Zine, 2006). As such, Muslim women activists must engage and negotiate within the dual and narrow oppressions of Orientalist and traditionalist Islamic representations of her (Khan, 1998; Zine, 2006). Given the scarcity of space provided in print media (Golnaraghi & Dye, 2016; Golnaraghi & Mills, 2013) for Muslim women to construct, appropriate, and remake their own identities, some have turned to social media to challenge these dichotomies through activism and resistance. Such a space is necessary in order to recover, resurface, and reauthorize the hybrid voices, experiences, and identities of the Muslim woman on their own terms in order to challenge hegemonic discourse. Highlighting the nuances of feminist activism, particularly that of Muslim postcolonial feminists that can make a difference to Critical Management Studies (CMS) as a community concerned with social justice and challenging marginalization and oppression. The “Somewhere in America #Mipsterz” (Muslim hipsters) video launched in 2013, the site for our critical discourse analysis, is one case where this resistance can be seen, showcasing fashionable veiled Muslim women artistically expressing themselves to the beats of Jay Z.

In this article, the authors aim to achieve a deeper understanding of the aspects that influence academic faculty's subjective well-being (SWB). For this purpose, the authors focus on scholars who work in a business school that not only is located in Latin America, but is in a transition process, changing from being solely a teaching-oriented to a research-oriented model due to Association to Advance Collegiate Schools of Business (AACSB) accreditation purposes.

Twenty in-depth semi-structured interviews were conducted with professors at a private business school in Mexico. The interviews took place between November 2018 and late 2020.

Scholars of business schools who are transitioning from being teaching-oriented to becoming research-oriented in order to comply with AACSB requirements face heightened institutional pressures that can generate negative effects on professors' SWB; especially on three dimensions: health, a sense of lack of self-efficacy and apprehension due to the lack of resources.

This paper studied a particular context; however, even when the findings of this article are relevant, they cannot be generalized, as each context will have its own peculiarities.

More attention needs to be given to scholars' SWB, particularly of those working in business schools located in the Global South. This is especially relevant since faculty members of business schools in emerging economies are aiming to compete in the international arena; therefore, they face heightened institutional pressures since they need to be more academically productive without neglecting teaching and administrative tasks and despite having less access to resources than their counterparts working in business schools in developed economies. The authors believe that hearing researchers' stories about their concerns and desires can raise awareness and lead to better work conditions.

The purpose of this paper is to examine the relationship between neo‐colonialist discourse and Quebec's proposed Bill 94 aimed at restricting the public activities of niqab and veil‐wearing Muslim women.

Drawing upon postcolonial feminist frames, this study critically analyzes the discourses of Muslim women and Western elites that serve to construct the niqab and veil‐wearing Muslim women. Using critical discourse analysis of digital and print media articles from 1994 to 2010, the authors trace the discursive character of the Muslim woman related to Bill 94 which proposes the banning of religious face coverings when seeking public services in the Province of Quebec, Canada.

This paper develops a postcolonial understanding of the discursive conditions that constitute the social environment in which Muslim women are required to operate in Quebec and the advent of Bill 94. The authors contend that the discourses in the construction of Muslim women have mutated over time towards Western cultural hegemony and paternalism, and, in the process, Muslim women have been constructed as oppressed, in need of saving, and at the same time not to be trusted.

The account of events in this paper offer an alternative lens in privileging some of the embedded beliefs and values behind dominant cultural accounts of Quebec in relation to Muslim women and Bill 94. Future scholars may wish to extend this study through examining discourses of secular, veil and niqab‐wearing Muslim women; newcomers, those living in Canada for a longer period and those born in Canada; as well as those from different countries of origin. Another area of research that is ripe for exploration is workplace experiences of Muslim women in Canada. Additionally, examination of overt and subtle discrimination faced by Muslim women would provide important insights into employment equity and human rights.

This paper presents a close look at public discourses around the niqab and Muslim women in Canada, demonstrating the persistence of colonial dynamics and mindsets influencing how issues regarding minority groups are evaluated today.

This study revisits the discourse on the neoliberalization of business schools and explores how accreditation-linked institutional pressures catalyze cultural change that adversely impact academic labor and academic subjectivities in the Global South.

This study is based on in-depth semi-structured interviews with academics from elite business schools in India.

This study shows how academics encounter institutional pressures in Indian business schools. Three major themes emerged from the data: (1) the conception of the ideal academic that existed before accreditation, (2) how the conception of the ideal academic was fundamentally transformed during and after accreditation, and (3) the challenges academics experienced in achieving the performance targets introduced by accreditation-linked institutional pressures.

This study offers two contributions to the extant literature on business schools located in the Global South: (1) it illustrates how organizational changes within business schools in India are structured by accreditation-linked institutional pressures coming from the Global North, and (2) it adds to the growing body of work on neoliberal governmentality by highlighting the implications of accreditation-liked institutional pressures on academic subjectivities.

This paper takes the stance that there are two criteria for evaluation of diversity in organizations. These criteria are (a) competition with other organizations and (b) the maintenance of the organization across time. Organizations which seek diversity without considering its effects on competitive and maintenance goals place themselves at a disadvantage vis‐a‐vis their competitors. Two case examples, the Persian and Roman Empires, are used to show how different diversity management practices affect organizations. Differences between the two empires are related to the degree to which they allowed for inclusion of diverse cultural groups. The Persian Empire was exclusionary. The Roman Empire was inclusionary. Roman inclusionary practices were based on merit. Inclusion by merit is shown to lead to increased organizational effectiveness primarily in terms of increased organizational resiliency across time.

The purpose of this paper is three‐fold: to extend the scope of postcolonial theory to organizational analysis; to extend the scope of organizational analysis to the study of supranational organizations; and to examine the impact of postcolonial organizational thought on the conception and treatment of the Rwandan people.

Organizational (in)action, both prior to and during the 1994 genocide in Rwanda, is subjected to postcolonial organizational analysis.

It is shown that so‐called global organizational relations are mediated by supranational organizations, such as the United Nations, whose organizational structuring and practices are rooted in imperialist and postcolonial thinking.

It is recognised that the account of events presents an alternative but partial history of events in Rwanda.

The response to genocide in Rwanda by the global community represents a challenge to the promise of globalization, which posits that multinational organizational integration based on mutual interest is achievable.

The paper destablizes the notion of globalization and global cooperation by raising questions about the asymmetrical contexts in which supranational organizations operate.

Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on quantitative research, whereas some others use qualitative data or case studies in order to explore issues related to diversity management. This chapter is a rare example, which offers an analysis of empirical data by incorporating both qualitative and quantitative methods. As the mainstream diversity management literature engenders a tendency to de-contextualise the diversity management process by isolating it from its socio-economic and organisational settings, overlooking the issues of power which are embedded in organisational processes of diversity management is particularly relevant. But the agency of diversity managers, who are the most visible actors in the process of managing diversity, still continues to be an under-researched area. This chapter acknowledges that diversity managers, whose agency is relational and multi-layered, are important actors in diversity management process, using a Bourdieuan approach in order to understand diversity managers as a professional group through the combined explanatory power of individual, organisational and societal influences.

We examine how the degree of regional financial integration in African stock markets has evolved over the last eleven years. Despite increasing regional economic cooperation, the process of stock market integration has been slow. To facilitate growth via developed financial markets but keep financial stability risk at a minimum, further regional integration should be promoted, and mild capital controls on non-African investors may be necessary. A Diebold-Yilmaz spillover analysis is applied to ten African stock markets for the period between August 2004 and January 2015. We examine spillovers among four regions and among individual countries. Regional integration, as measured by total spillovers in Africa, is increasing but remains very low. These spillovers were temporarily heightened during the global financial crisis. Cross-regional spillovers are high between Northern and Southern Africa. Asymmetric capital controls on African and non-African investors must be considered to foster further regional integration and to mitigate financial stability risk. This is one of the few studies to address the construction of the future architecture of regionally integrated stock markets in emerging countries.