Integralumo vadyba akademinėje sferoje: inovatyvių vadybos priemonių taikymas siekiant įgyvendinti lyčių lygybės politiką moksle

LTStraipsnyje keliama vyrų ir moterų lygių galimybių įgyvendinimo mokslo ir studijų institucijose problema, bandant įrodyti tai, jog siekiant lyčių lygybės politikos (LLP) realizavimo akademinėje sferoje, be specialių lyties aspekto integravimo ir vyrų bei moterų lygybę palaikančių priemonių, būtina efektyviau taikyti vadybos mokslo žinias, naudoti inovatyvius organizacijų vadybos modelius, apimančius etikos infrastruktūrą („minkštąją vadybą“) ir suteikiančius gali iš esmės pasiekti iškeltus strateginius LLP tikslus. Straipsnyje pristatomas integralumo vadybos modelis, kurio taikymas padeda tiesiog instrumentiškai naikinti atotrūkį tarp deklaruojamų vertybių ir faktų, tarp priimtų įstatymų / normų ir jų įgyvendinimo institucinėje praktikoje stokos. Metodologiškai pagrįsti „minkštosios vadybos“ modeliai ne tik neprieštarauja specialių LLP priemonių naudojimui, jie parodo papildomus dalykus, kurie padėtų jas įgyvendinti ir efektyviau vykdyti bendras LLP įgyvendinimo uždavinius. Todėl integralumo vadybos modelį verta taikyti diegiant vyrų ir moterų lygių galimybių priemones, nuosekliai derinant jas tarpusavyje konkrečiose mokslo ir studijų institucijose. [Iš leidinio]Reikšminiai žodžiai: Etikos infrastruktūra; Integralumo vadyba; Lyčių lygybės politika; Lyčių lygybės politika, mokslo ir studijų institucijos, vyrų ir moterų lygios galimybės, vadybos modeliai, integralumo vadyba, etikos infrastruktūra; Modeliai; Mokslo ir studijų institucijos; Vadybos; Vyrų ir moterų lygios galimybės; Ethics infrastructure; Gender equality policy; Gender equality policy, scientific educational institutions, male and female equal opportunities, management models, integrity management, ethics infrastructure; Integrity management; Male and female equal opportunities; Management models; Scientific educational institutions.

ENPaper presents the Integrity concept and emphasizes the necessity to apply integrity management for operationalization of gender equality policy (GEP) strategic goals, while also proposing the ways to use modern management tools for implementation of GEP in higher educational institutions. The issue of gender equality is on the agenda of civic society, and the aim for equal opportunities for men and women is still to be achieved in Lithuanian science and educational institutions (SEI). Hence the author poses the problem of realising gender equal opportunities in scientific and educational institutions. Therefore, the paper is meant to prove that, besides gender mainstreaming and special means for gender equality assurance (positive or affirmative action), it is necessary to apply the knowledge of management science, innovative organisational management models which encompass definite elements of business ethics infrastructure (as a kind of soft management) and allow to attain the outstanding aims of GEP. The paper emphasizes integrity management, which instramentally allows to bridge the gap between proclaimed GEP and practice, to reduce the distinction between declared values and real facts (The Is/Ought gap), as well as between valid laws/norms and shortcomings of their implication in institutional practice (inadequacy between de jure and de facto). Methodologically reasoned soft management models are in line with special means of GEP and present additional tools for their promotion and help to accomplish general GEP tasks more effectively, while establishing gender equality standards. That is why the integrity management model is applicable when introducing the means for gender equality opportunities, and coherently adjusting them in definite scientific and educational institutions.The foregoing soft management models involve the so-called ethics infrastructure intended to improve the stewardship of modern organisations. As an innovative management system, the ethics infrastructure includes methodologically sound monitoring, based on definite fundamental expertise, and goal-oriented social-ethical auditing. These means are not solely research methods objectivized by the context and the state of affairs; they are supposed to be the tools for changing the existing status quo towards the strategic goals. The ethics infrastructure consists of theoretically sound and consistently constructed elements, which are adapted to the local institutional context and moral mentality (appropriately selected in regard to the needs of a specific organization): codes of conduct or ethics codes, ethics committees, ethics education/training programs, "hotlines", ethics handbooks or maps, ethics advisers or officers CRO (Corporate Responsibility Officer), social or ethics audit, etc. On the macro level, the ethics infrastructure is reinforced by business/professional ethics scientific research centres, national and international associations or business ethics professional networks, national institutes of ombudsmen. With regard to the implementation of ethics infrastructure in the academic realm of Lithuania, it is observable that the available data of monitoring display a symptomatic situation, providing evidence of obvious resistance to these processes. [...]. [From the publication]

• Vadyba / Management
• Sociologija / Sociology