Power

Power. The use of authority to control a group of people. It is the actor’s ability to manipulate opinions, emotions, and behaviour of groups, even against their will (Hardy, 1995; Hardy & Clegg, 1996). It is seen everywhere in organisational forms, from managers, to team leaders. But perhaps one of the most obvious use of power through businesses is government legislations. The government uses positional power to control and possess relevant sources such as managers, in order to get groups to do as they want (French & Raven, 1959). An example of government power in the workplace is through gender mainstreaming. Traditionally, men ruled the business world. Big business was their business. Emphasis was put on hiring white, straight, male individuals for high leadership jobs. The New Zealand government tried to change this behaviour in the late 1900 's by making new legislations that encouraged equal rights within the work place. As a result many developmental organisations are undertaking gender mainstreaming. Interestingly however, analysis on gender mainstreaming shows that gender and development influenced company’s aren’t actually implementing gender and development approaches in practice. Has New Zealand organisations developed a resistance to this power change that the government has enforced on them?
Since the 19th century the New Zealand Government has been undertaking initiatives to make workplaces, attractive, innovative, and productive to all people. In 1972 an equal pay Act between men and women was established within New Zealand (Fursman,2006). Women were guaranteed the right to equal pay for equal work in all sectors in the workplace. Also during the 1990 's the New Zealand bill of rights Act announced that there was to be no discrimination against women (Fursman,2006). Labour market conditions in New Zealand continue today to be more favourable for women workers. Robust economic growth along with flexibility in job opportunities within the

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