Bachelor's degree, consisting of 180 credits. The equivalent of English B / English 6 in Swedish upper secondary school.
The course is included in the main area Leadership and Organisation at advanced level of 91-120 credits.
The aim of the course is to deepen the students' understanding of various critical perspectives and how these can be applied to leadership and organizational studies. The course focuses on intersectionality and with a special focus on gender.
The course consists of two modules:
- Critical perspectives in Leadership and Organization (7.5 credits): The course aims to give the students tools to be able to analyze and identify different forms of inequality within an organization. The first module introduces a range of different theoretical perspectives which explore how inequalities based on e.g. gender, race/ethnicity, social class or sexuality manifest themselves and shape organizations, and how different forms of leadership respond to these inequalities. The first module focuses furthermore on similarities and differences between public, private and non-profit organizations in the organization of inequality regimes.
- Gender in the workplace (7.5 credits): The module is designed to develop a theoretical framework for understanding gender in the workplace, which is done from an individual, group and organizational perspective. Key concepts and theories concerning gender differences, gender-divided work, paid and unpaid labor and gender ideologies are analyzed. A critical scrutiny of rules and organizational strategies for equality is carried out to identify and develop interventions and practices that reinforce equality and inclusion in the workplace.
After finishing the course the students shall be able to:
- Identify and argue for the importance of considering critical perspectives and intersectionality in leadership and organizational studies.
- Critically analyze the theoretical assumptions that underlie our understanding of power and how that relates to management and organization of labor.
- Understand the difference between the conceptualization of gender and power relations as a category and gender and power relations as something that is constructed.
- Identify and develop measures and methods which encourage equality, integration and cooperation.
The tuition will be carried out through group projects, debates and discussions, case projects and individual assignments.
- Module 1 (Learning outcomes 1 and 2) will be examined by means of an individual written examination (7.5 credits) (A-E, U).
- Module 2 (Learning outcomes 3 and 4) will be examined by means of a case project which will be carried out in groups and presented both orally and in writing (7.5 credits) (UG).
To pass the course all examinations must be passed. The grade of the entire course is determined by the individual examination.
- Ahmed, S. (2012). On being included: Racism and diversity in institutional life. Duke University Press, Durham.
- Collins, P. H. & Bilge, S. (2020). Intersectionality – Key Concepts, 2nd. Edition, Cambridge, Polity, Cambridge.
- Kumra, S., Simpson, R., Burke, R. (2016). The Oxford Handbook of Gender in Organizations. Oxford university press, Oxford. 576 p.
Kumra, S. & Manfredi, S. (2012). Managing Equality and Diversity. Oxford University Press, Oxford. 290 p.
Complementary scientific articles will be provided electronically.
The University provides students who participate in or who have completed a course with the opportunity to make known their experiences and viewpoints with regards to the course by completing a course evaluation administered by the University. The University will compile and summarize the results of course evaluations as well as informing participants of the results and any decisions relating to measures initiated in response to the course evaluations. The results will be made available to the students (HF 1:14).
Ifa course is no longer offered or has undergone major changes, students will be offered two re-take sessions based on the syllabus in force at registration. This applies for the period of one year from the date that the changes were implemented.