1. What is the research problem/question?
2. Why is this article interesting/important
3. Are the outcomes important?
4. What motivates the authors to write this article now?
5. What theory or theoretical framework underpins the research?
6. What is the key motivating literature on which the study depends?
7. Which research method has been chosen?
8. How has the sample been selected?
9. How have questions of validity and reliability been addressed?
10. How have the results been analyzed?
11. Are the conclusions and recommendations consistent with the findings?
The article addresses the problems such as the different processes that implicate the professional socialization with that of reproduction in the gender relationships based on two multi-national audit firms that are present in the United Kingdom. It also addresses the question that is related to the absence and drawing out of the relationship between the trainees in the organizational practice with respect to reproduction of structure of gender in the audit firms.
The article is important because it shows the discrepancy that is present in gender when women employees hold senior positions in the companies such as managers or senior managers. The salary is not provided to them that the male counterparts of that same position get within the organization. The gendering that is present in the UK firms is one of the important elements within the structure of the organization and the processes of appraisal. The article helps in providing a perspective on bureaucracy and gender that are embedded within the organization. Most of the audit firms are ensemble in nature that is based mainly on the processes of cultural, economic and political viewpoints that plays an integral role in the gender process[1].
The outcome of the research showed that the behavior of the organization with respect to client service and clients will help in developing the behavior of the trainees. The trainees will be taught to dress in a professional manner and even answer the calls on the telephone. The employees will also be provided training regarding the way to meet their clients so that it can help in positive interaction of the trainees with the clients. The dressing sense along with the way of presenting themselves to the clients will help the organization in understanding the requirements of the clients.
The human resources practices within the firms are good, as the performance of the employees is reviewed on a half-yearly basis along with the review of the jobs on a constant manner. The effectiveness of the trainees in interacting with the clients will help in the success of the organization by assessing the level of competencies among the trainees. This process of evaluation has been taken up by the human resource department present within the firms.
Most of the audit trainees have to work overtime and sacrifice their time of leisure, as the responsibilities that they have are very important. The long hours of work coupled with the different examinations make their training period enduring in nature. The firms were trying to explore various ways that will help in increasing the flexible hours of working within the organization.
The authors were motivated in writing this article, as they were of the concern that the relationships in gender in an organization are embedded within the practices present in the organization that is different from the difference in gender. The issues with respect to the gendering of the relationship within the audit firms are rooted deeply within the characteristics of the males and the females. The differences in gender creates many problems within the organization, as both the sexes are treated in a different manner with respect to the discrepancy level in salaries and the level of efficiency as well. The main focus of the authors was on the processes that are followed within the organization rather than on the attitudes of the employees. However, they took in to account the views of the employees within the audit firms such as the chauvinistic and misogynistic character of the employees. The study also focused on the boundaries between the public and private times that help in assessing the self-identity in a professional manner[2].
The theoretical framework is the concepts that help in providing the definitions to the study that is being done. It takes in to account the assumptions that will allow the reader to evaluate the variables in a critical manner. The authors have used the theories that are based on the gender differences of the employees with the organizations. The differences in the gender have to be studied in a proper manner so that the structure within the organization can be understood in a better manner. The effects of gendering have also been taken in to account within the accountancy firms. The HR teams that are present within the organization need to deal with both the gender in a proper manner so that it can help the organization in making the working environment peaceful in nature. The authors have stressed on the importance of the human resource departments within the organization so that they can create a proper environment for the employees to work[3].
The main literature on which the article is based on is the differences in gender that may hamper the quality of work within the organizations. It can be seen that the representation of women within the organization has been increasing on a constant manner and that they sometimes feel under-represented for the senior positions that they hold within the organizations that is the level of managers and senior managers. The study has also been based on the ties within the family and the stereotypes that are present within the gender of the employees affect the career of the employees within the organization. It also influences the notion of appropriateness among the genders so that they can be successful in their career. The literature has also addressed the impact of absence in the relationship between the practices that are present within the organization along with the gender structures that are present within the audit firms[4].
The authors have used the primary method of collecting the data as the interviews that were conducted were done on 80 trainees of the audit firms placed in Britain who were on training contracts with respect to three year professional accountancy, which will help them in developing their career. The interviews of the respondents were studied and their views were deduced to help the authors reach a finite recommendation and conclusion.
The authors have taken in to account the two of the offices present in the ‘Big Five’ firms in the United Kingdom. The first study was conducted on 80 trainee auditors who are British and have enrolled themselves on a three year professional accountancy training contracts that will help them in being certified as professional accountants and the second study has been conducted taking in to account 30 staffs that are qualified. This process of interview was conducted within a span of 5 years that is from 1995 to 2000.
The validity of the test is that it has taken in to account the interviews that have been conducted so that their responses can be collected and analyzed in a proper manner. The responses have been collected over a period of five years so that it can help the researchers in understanding the relevance of the topic in an in-depth manner[5].
Table 1 consists of the interview of Firm ‘A’ shows that the percentage of trainees that are available in both the offices and the number of trainees who have passed the professional examinations that has been taken up by them so far in their period of contract. It shows that 50 percent of the trainees were available in both the offices and almost 91 percent of them have passed the test.
Table 2 shows the interview program of Firm ‘A’ where the number in the brackets show the trainees who have been interview are of the female gender.
Table 3 shows the interview program of Firm ‘B’ and the numbers given in the bracket show the interview of the female employees. The analysis was based on qualitative study and ethnography was followed, as it helped the researcher in coding the materials of interview in a meticulous manner. The codes have been done based on three sources that is the research questions that are present, theory taken up for the study and the data that was collected from the interview process. The interview lines were assigned with twelve codes so that it can help the researcher in analyzing it in a proper manner.
The paper helped in providing insights regarding the major processes that are present within the organization that has helped in contributing to the predominant nature of the gender within the audit firms. Firstly, the structure of homo-sociality regarding the process of recruitment, evaluation of mentoring and performance within the routine and the different ways that can be predicted has been studied in a proper manner. Most of the male managers will help in recruiting and promoting the employees who are from the same background so that it can help in establishing the relationship between the genders. Secondly, the identification of the ‘partner material’ has been done by evaluating the perceived and the technical skills of leadership so that it can be integrated in to the temporal commitment. Thirdly, the processes of gender have to be reproduced and reflected by interacting with the factors present in the organization[6].
The study also lays emphasis on the combined factor of informal and formal processes so that the complex ways can be studied and incorporated within the organization in an efficient manner. The human resources department present within the firm will also address the imbalances that are present within the gender. The wide social customs will help in informing the self-identity and the division of labor as well. The employees who are female have to forget their gender within the organization so that they can try to live up to the expectation of the organization. The study also takes in to account the part-time work of the firms so that the crucial elements within the organization can be solved in a proper manner[7].
Reference List
Anderson-Gough, Fiona, Christopher Grey, and Keith Robson. ““Helping them to forget..”: the organizational embedding of gender relations in public audit firms.” Accounting, Organizations and Society 30.5 (2005): 469-490.
Dalton, D.W., Cohen, J.R., Harp, N.L. and McMillan, J.J., 2014. Antecedents and consequences of perceived gender discrimination in the audit profession. Auditing: A Journal of Practice & Theory, 33(3), pp.1-32.
Hardies, K., Breesch, D. and Branson, J., 2015. The female audit fee premium. Auditing: A Journal of Practice & Theory, 34(4), pp.171-195.
Haynes, K., 2013. Sexuality and sexual symbolism as processes of gendered identity formation: An autoethnography of an accounting firm. Accounting, Auditing & Accountability Journal, 26(3), pp.374-398.
Haynes, K., 2017. Accounting as gendering and gendered: A review of 25 years of critical accounting research on gender. Critical Perspectives on Accounting, 43, pp.110-124.
[1] Haynes, K., 2013. Sexuality and sexual symbolism as processes of gendered identity formation: An autoethnography of an accounting firm. Accounting, Auditing & Accountability Journal, 26(3), pp.374-398.
[2] Dalton, D.W., Cohen, J.R., Harp, N.L. and McMillan, J.J., 2014. Antecedents and consequences of perceived gender discrimination in the audit profession. Auditing: A Journal of Practice & Theory, 33(3), pp.1-32.
[3] Anderson-Gough, Fiona, Christopher Grey, and Keith Robson. ““Helping them to forget..”: the organizational embedding of gender relations in public audit firms.” Accounting, Organizations and Society 30.5 (2005): 469-490.
[4] Anderson-Gough, Fiona, Christopher Grey, and Keith Robson. ““Helping them to forget..”: the organizational embedding of gender relations in public audit firms.” Accounting, Organizations and Society 30.5 (2005): 469-490.
[5] Hardies, K., Breesch, D. and Branson, J., 2015. The female audit fee premium. Auditing: A Journal of Practice & Theory, 34(4), pp.171-195.
[6] Haynes, K., 2017. Accounting as gendering and gendered: A review of 25 years of critical accounting research on gender. Critical Perspectives on Accounting, 43, pp.110-124.
[7] Dalton, D.W., Cohen, J.R., Harp, N.L. and McMillan, J.J., 2014. Antecedents and consequences of perceived gender discrimination in the audit profession. Auditing: A Journal of Practice & Theory, 33(3), pp.1-32.
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