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By Andrew Baum; Tracey A Revenson; Jerome E Singer
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Their day-to-day decisions determined the way resources were allocated. The State came to lose control of the services it purported to provide as the caring professions perceived themselves as independent organisations within organisations. The mirror image of these attitudes is reflected in the classical writings on indus trial management. For example, Fayol 's ( 1949) basic principles of management were unambiguous. Management is only concerned with corporate goals. Individual and professional interests must therefore be subordinated to the general interest.
In summary, gender is a major issue in the organisation of the NHS. It is also an important factor when considering power relationships between occupational groups such as nurses, doctors and managers, and in the analysis of the power bases within professions. The reluctance many nurses felt in applying for general management jobs was associated with the male stereotype of the job and the implications of a 'macho-type' image, or of the cold calculator removed from the caring feminine role. Some of the doubts expressed by general managers about nurses' capacity to manage could be associated with nursing's female image.
The family relationships between men and women were transferred into the health care environment. Women were 'mothers' and, by the same token, 'carers'. There is almost a biological determinism in the assumptions that lie behind these stereotypes. The analogy then includes doctors as fathers, and patients as dependent children. The doctor/nurse/patient triad therefore represents the family (Game & Pringle, 1983; Garmarnikow, 1978). As an outcome of this idea, the occupation of nurse was identified predominently as a 'female' one, and idealised in terms of what constitutes a 'good woman' (Delamothe, 1988).