Book contents
- Frontmatter
- Contents
- Figures
- Tables
- Contributors
- Foreword
- Preface
- 1 Introduction: The power of status
- Part I How status differences are legitimated
- Part II The influence of status on markets
- Part III The role of status in new industries and ventures
- Part IV When ascriptive status trumps achieved status in teams
- Part V Status in the workplace
- Part VI Developing status and management knowledge
- Index
- References
1 - Introduction: The power of status
Published online by Cambridge University Press: 05 June 2012
Edited by
Book contents
- Frontmatter
- Contents
- Figures
- Tables
- Contributors
- Foreword
- Preface
- 1 Introduction: The power of status
- Part I How status differences are legitimated
- Part II The influence of status on markets
- Part III The role of status in new industries and ventures
- Part IV When ascriptive status trumps achieved status in teams
- Part V Status in the workplace
- Part VI Developing status and management knowledge
- Index
- References
Summary
My classmates who got jobs at investment banks now don’t like to admit where they work. They’ll mumble, “I work in finance but am getting out …” When they got jobs at Goldman Sachs at graduation, they expected everyone to be jealous, but now they are too embarrassed to tell anyone they work there. (Personal communication, Ivy League university graduate, January 21, 2010)
Status matters to people. The rapid reversal in the social standing of the new financiers in the above quotation in response to the 2008 financial collapse is something they clearly feel. Whether or not it will be enough to overwhelm the riches they were still receiving is an important practical question for their employer, and an interesting intellectual one for scholars of management and organizations.
Status was once a central concern of social scientists. This is reflected in its early prominence in sociology and social psychology (Simmel [1908], 1950; Harvey and Consalvi, 1960; Weber [1914], 1978). Mirroring this early interest, status was also featured in early management and organization theory. For example, Barnard ([1938], 1968) suggested that status (which he called prestige) was an important inducement in organizations, and Vroom (1964) proposed that seeking status is one of the major reasons why people work. Maslow (1943) proposed that the esteem of others was one of the fundamental human needs.
- Type
- Chapter
- Information
- Status in Management and Organizations , pp. 1 - 22Publisher: Cambridge University PressPrint publication year: 2010
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