Academic literature on the topic 'Organisational power relations'
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Journal articles on the topic "Organisational power relations"
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Avenant, Pieter S. J., Kurt A. April, and B. K. G. Peters. "Power relations and complex organisational development." International Journal of Complexity in Leadership and Management 3, no. 3 (2016): 218. http://dx.doi.org/10.1504/ijclm.2016.080320.
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Peters, B. K. G., Pieter S. J. Avenant, and Kurt A. April. "Power relations and complex organisational development." International Journal of Complexity in Leadership and Management 3, no. 3 (2016): 218. http://dx.doi.org/10.1504/ijclm.2016.10001202.
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Plowman, Penelope J. "Participatory methodologies for intersectional research in organisations." Journal of Organizational Ethnography 5, no. 1 (March 14, 2016): 28–43. http://dx.doi.org/10.1108/joe-02-2015-0010.
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Purpose – The purpose of this paper is to explore what it means to do intersectional research in an organisational ethnographic case study addressing gender, race, power and change. The main contribution of this paper is a methodological one. The focus is on the relevance and experience of adapting two qualitative research methods – diary study and photographic method. Design/methodology/approach – The paper describes the design, implementation and impact of the diary and photographic methods. Both research methods combine personal reflection with group dialogue. The case study is framed by feminist analysis of the gendered organisation and examines subjectivities and gender power relations embedded in organisational culture. Findings – Insights from the case study indicate the importance of participatory methodologies for deepening organisational research in the context of an organisational ethnography; the adaptability of the diary and photo methods; the effectiveness of open questions for reflecting on race and gender when participants know the research context; the significance of reflexive practice; the importance of a process approach for organisational analysis and change. Research limitations/implications – The case study findings are generalisable. The adaptations of the two key methods are applicable for research in practice. The concrete methodologies are significant for intersectional research inside organisations. The choice of intersections to be studied will depend on the research context. Practical implications – The case study shows methodological refinements for researching gender, power and difference inside organisations. Originality/value – The paper provides methodological insights into how to conduct intersectional and deep organisational research.
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Fennimore, Anne K. "Munchausen syndrome by proxy: perpetual organisational illness and therapy." International Journal of Organizational Analysis 25, no. 1 (March 13, 2017): 62–79. http://dx.doi.org/10.1108/ijoa-01-2016-0964.
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Purpose This paper aims to adapt the medical phenomenon of Munchausen syndrome by proxy (MSBP) to an organisational context. Specifically, MSBP serves as a novel metaphor to describe the tendency for the organisation and the leader to perpetuate cycles of illness and therapy. Design/methodology/approach A conceptual metaphor is proposed based on the clinical description of MSBP. A perpetual feedback model emphasises a constant cycle of illness and therapy among leaders and organisations, often fabricated by a narcissist through destructive management. Findings The metaphor presented suggests that the role of deception is important for understanding why therapeutic approaches are often unnecessary, highly disruptive and administered by a destructive leader who possesses the power to alienate or dismiss non-corroborative organisational members. The implications of continuously passing illness between the leader and the organisation are a state of organisational disequilibrium and the manufacture of depersonalised, ill members. Originality/value This conceptual paper adds to the growing body of literature on behavioural strategy and contributes to the fields of organisational psychology, organisational analysis, management and employee relations.
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Oliveira, João, and Stewart Clegg. "Paradoxical puzzles of control and circuits of power." Qualitative Research in Accounting & Management 12, no. 4 (October 12, 2015): 425–51. http://dx.doi.org/10.1108/qram-02-2015-0023.
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Purpose – This paper aims to clarify a paradox in an organisation: in the past, formally powerful “central” actors confronted important limitations in their relations with formally less powerful actors. However, three innovations – the financial accounting module of an enterprise resource planning (ERP) system, a corporate centre (CC) and a shared services centre (SSC) – substantially changed and re-centred network power relations. The authors adopt a critical discourse to explain this paradox, contributing to the emerging literature on SSCs and bridging the management control and power literatures. Design/methodology/approach – An in-depth, processual, actor-network theory-inspired three-year case study of a large Portuguese manufacturer. Findings – As the intertwined accounting-related innovations were (re)mobilised by actors, dynamically adjusting to unfolding repercussions, control and power effects emerged, enabling enhanced organisational steering. Research limitations/implications – Based on a single case, this paper highlights effects of managerial technologies, in particular ERPs and SSCs, on control and power relations, and refines Clegg’s model for future research. Practical implications – The transactional, low value-added activities typically performed by SSCs should not lead to underestimating their potentially profound organisational consequences. However, the surrounding socio-technical network is decisive for the emerging, inter-related repercussions. Originality/value – This paper explains the relative capacity of actors to influence the practices and configuration of the organisational network structurally, fixing power relations within the socio-technical network through innovations in the accounting area, in particular ERPs and SSCs. By revising Clegg’s circuits of power framework, this paper contributes to understanding possibilities and limits of accounting techniques in management control procedures.
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Ladner, Jane. "Policy implementation in the public sector." Journal of Organizational Ethnography 5, no. 3 (October 10, 2016): 317–32. http://dx.doi.org/10.1108/joe-07-2016-0014.
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Purpose The purpose of this paper is to compare the plausibility and criticality of two methods of evaluating the implementation of a new government policy within a public service organisation, and to examine the power relations revealed in each evaluation and the social realities of the membership. Design/methodology/approach Two contrasting approaches to research, based on different theoretical perspectives, were undertaken simultaneously to provide a critical account of an organisation, and its membership, undergoing an externally imposed transformation to improve child protection procedures. The first involved the use of mainly quantitative methods in the form of government sponsored social surveys. Data were triangulated with organisational inspection outcomes. The second method comprised a critical ethnographic evaluation undertaken through discourse analysis in the organisation. Findings Bottom-up agency rather than top-down structural change is the main influence on policy implementation in child protection. Critical discourse analysis provides a more plausible and credible analysis of the dynamics of organisational change and power relations than surveys. Originality/value This research poses new questions over the value of quantitative surveys as opposed to ethnographic methodologies in representing organisational practices.
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Aeby, Michael. "Making an impact from the margins? Civil society groups in Zimbabwe's interim power-sharing process." Journal of Modern African Studies 54, no. 4 (November 4, 2016): 703–28. http://dx.doi.org/10.1017/s0022278x16000616.
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ABSTRACTThe paper examines the role of civil society organisations (CSOs) in Zimbabwe's interim power-sharing process. It identifies CSOs’ organisational capacity, nature of engagement in the political process and relations with the power-sharing parties as the principal issues affecting CSOs’ ability to promote peace-making and democratisation in the context of a transitional executive power-sharing process. Based on these analytical themes, the case analysis argues that CSOs’ sway on the transition was particularly constrained by organisational fragmentation and disunity, divergent strategies vis-à-vis the interregnum, diminishing access to political elites, the latter's refusal to permit greater civic involvement, and continued repression.
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Dobusch, Laura. "How exclusive are inclusive organisations?" Equality, Diversity and Inclusion: An International Journal 33, no. 3 (March 11, 2014): 220–34. http://dx.doi.org/10.1108/edi-08-2012-0066.
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Purpose – The purpose of this paper is to anchor the buzzword “inclusive organisation” in a theory-based perspective by identifying meanings of inclusion and exclusion in various scientific discourses. Design/methodology/approach – The paper provides an overview about inclusion/exclusion and its different usage in four “western” scientific discourses. By analysing the role of organisations in each discourse, relevant aspects for specifying the concept of “inclusive organisations” are identified. Findings – The concept of “inclusive organisations” needs to be grounded in a wider industry context for determining adequate action strategies towards inclusiveness. More attention should be paid to the excluding effects of including measures and resulting changes in power relations. Research limitations/implications – The conceptual approach of the paper needs to be anchored in further empirical research on the measurability of inclusion/exclusion within organisations and on the implementation of organisational practices towards more inclusiveness. Originality/value – The value of the paper is its interdisciplinary approach to concepts of organisational inclusion and exclusion that are usually analysed separately. This fresh perspective paves the way for an original contribution to further develop the idea of “inclusive organisations”.
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Diaz, Daniel A., and Christopher J. Rees. "Checks and balances? Leadership configurations and governance practices of NGOs in Chile." Employee Relations: The International Journal 42, no. 5 (April 2, 2020): 1159–77. http://dx.doi.org/10.1108/er-08-2019-0327.
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PurposeThe emergence of Governance practices in the non-governmental organisation (NGO) sector has become associated with increasingly high levels of organisational complexity. In the light of an expanding civil society sector in Chile and the emergence of formalised governance practices, this paper explores the construction of the Executive Director role in Chilean NGOs with reference to organisational functions, organisational dynamics, and external influences.Design/methodology/approachGrounded theory is used to explore qualitative data derived from a set of N = 39 interviews conducted in Chile These interviews involve NGO founders, funders, Executive Directors, scholars, consultants, and team members.FindingsThe findings reveal the pivotal role played by Executive Directors in conducting organisational activities which, in other types of organisations, are often distributed across various organisational functions. The data also highlight complex dynamics involving overt compliance with external regulatory requirements, uncertainties about financial sustainability, the recruitment of Executive Board members, the exercise of power by Executive Directors, and the influence of founders in leadership configurations.Research limitations/implicationsThe implications of the study are discussed in relation to the governance and accountability of NGOs, the nature of the Executive Director role, the purpose of Executive Boards in the NGO sector, and the recruitment and training of Board members. It is noted that the study was conducted in the NGO sector in Chile; further research is necessary to establish the generalisability of the findings to other contexts.Originality/valueThis paper addresses the shortage of organisational research on NGOs. It contributes by offering analytical perspectives on organisational processes of Leadership and Governance. This paper highlights the relationship between, and interdependency of, those processes.
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Moochhala, Mustafa, and Tejinder Singh Bhogal. "The Unique Aspects of Organisation Development in the Social Sector." NHRD Network Journal 13, no. 3 (July 2020): 359–69. http://dx.doi.org/10.1177/2631454120953015.
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At its best, the work of the social sector is about changing society—the underlying norms, attitudes and power relations—and at the very least, ameliorating some of the ills present, for example, paucity of access to health or food. It is this desire for change or amelioration that provides the motive force for organisational members. To build this motive force, organisation development (OD) interventions need to work on some or all of the following: building greater ownership of organisational staff through tweaking governance methods and organisational structures, (founder-led or an institutionalised structure); mirroring expected norms within community with those observed in the organisation; having clarity about the vision of the community; working with organisational dilemmas; and having a clear theory of change. The last implies building and understanding the complex nature of society and social change and interventions therein; and as a corollary, a culture of debate and thoughtfulness.
Dissertations / Theses on the topic "Organisational power relations"
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Rose, Howard John. "Social power, employment relations and organisational control." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.336072.
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Sarra, Nicholas John. "Organisational development and power relations in an NHS trust." Thesis, University of Hertfordshire, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421261.
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Lines, Robyn Laraine, and robyn lines@rmit edu au. "Discourse and Power: A Study of Change in the Managerialised University in Australia." RMIT University. Management, 2005. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20060308.102930.
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The literature concerning work identities within universities is limited and focussed upon the ways academic staff construct their identities and the impacts these have upon their approaches to change. Similar studies for the range of differentiated roles that characterise the newly managerialised university are not available. The first stage of the research, therefore, was to develop a categorisation of the ways in which senior managers, line managers, support staff and academic staff construct their identities at work. This categorisation was created by bringing together the experiences of change of fifty three staff from five similar Australian universities, reported in interviews, with a review of the discourses widely available within the university sector (Deetz 1992; du Gay 1996a; Knights & Morgan 1991; Marginson 2000; Readings 1996) to produce thirteen different classifications associated with different roles. These categories described as case study one provide an initial framework for making sense of the different viewpoints expressed by staff in interviews and a language for understanding w hat particular actions might mean to the organisational members making them. As such it provides a starting point or tool for analysis and makes an original contribution to understanding change within universities. The second stage of this research examined the dynamics of a teaching change project and the interactions between differently constructed work identities it entailed. This was undertaken through an ethnographic study of a change project in process. The ethnography was supplemented by interviews with participants at the conclusion of the project. The analysis of the ethnography combined the first theoretical focus on constructed identity with concepts of power and their forms within organisations (Foucault 1998; Clegg 1989a; Callon 1986) to take account of the hierarchical organisation of the university and the differentiated organisational roles of participants in the change project.
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Baxter, Lynne. "Power relations in organisations." Thesis, University of Manchester, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629936.
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This thesis is about power and technology in organisations. It begins with a review of the literature on technology and technical change, and the author argues that most writers project a simplistic view of power in their texts. This leads them to assume that managers in organisations can use technology to further their own sectional interests. Managers can influence how the technology is developed, and operate it in a way which furthers their own objectives. The author reviews previous work on power, and concludes by asserting that the way power operates in organisations would undermine the assumptions held by writers on technical change. However, the theoreticians in the power literature hold that there is a very close association with power and knowledge, and that technology is a useful bond in this association. The author decided that the best way to study these ideas empirically was to carry out a grounded study of a change in technology in an organisation. The centrepiece of the work is a qualitative case study of British Rail. The organisation decided to implement local area networks, and the first piece of software on this system was designed to facilitate the entry of payroll information. The author spent a year interviewing a wide range of people connected with the change. The material obtained is described in some depth. Grounded theorising techniques were used to analyse the material. The author found that existing theory could not explain certain aspects of her data. For example, the way power operated in the organisation was very different to how the theory would predict. The technology was new in itself and new to the organisation. This meant that no one grouping had full knowledge of it. Managers from the part of the organisation which sponsored the project did not want to know about errors in the technology or organisational problems with the implementation. A feature which emerged was that managers in higher status parts of the organisation said that they could not interfere with lower status units. Local sites trying to operate the technology eventually devised local solutions to problems. As a result of these and other findings, the author concludes that technology is not a simple device to increase management power, but can lower it. Powerlessness can be used as a strategic device to get other people to do what they would not otherwise. In organisations not knowing something can be a sign of power.
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Whittaker, Louise. "Information systems evaluation a post-dualist interpretation /." Diss., Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-06142002-121347.
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Marks, Zoe E. Z. "The internal dynamics of rebel groups : politics of material viability and organisational capacity in the RUF of Sierra Leone." Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:99c334c8-132d-41b7-8d9b-3ed52147dac8.
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This thesis examines the internal dynamics of the Revolutionary United Front of Sierra Leone over the course of the civil war waged from 1991-2002. It does so in two parts, looking first at the RUF’s organizational capacity—its ability to emerge and survive as a group; and second, at its material viability—the logistics and procurement of food, weapons, and other resources required to sustain war. The RUF has become a paradigmatic case for the study of war and rebel groups in Africa. Although much has been written on the group and its violence, comparatively little is known about the inner-workings of the organization and how a largely forcibly recruited group of ill-equipped thousands managed to pose a viable threat to the state for over a decade. Through a fine-grained, case-based analysis, this study applies research on the microdynamics of violence in civil war to the structural and logistical mechanics that underpin it. Doing so contextualizes debates about resource wars, collective violence, and mobilization and onset within the RUF’s own strategies for controlling these aspects of war- making. New primary material, including rebel archive documents, describes the extensive military and civilian governance structures through which order and cohesion were established and enforced. Tracking the success and failure of these mechanisms helps explain the disconnect between rebel rhetoric and behaviour. A detailed examination of the RUF’s material capacity applies this organizational analysis to the group’s strategic priorities for survival. It reorients the resource war debate toward what actually fuels fighting on the ground. Food has long been overlooked as the primary requirement for group survival, and ammunition the basic element of military viability. These ‘low politics’ of survival explain the nature of the war and underscore the importance of shifting factors, such as territorial control, in shaping rebel behaviour. Finally, the ‘high politics’ of international arms trades and global diamond markets illumine changes in the RUF’s firepower and personalization of power, returning to the organizational failings that ultimately led to the group’s dissolution.
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Schéle, Ingrid. "Gendered experiences of work environment : A study of stress and ambiguity among dental students in Sweden." Doctoral thesis, Umeå universitet, Institutionen för psykologi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-40734.
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This thesis explores how dental students experience their education. We aim to generate ways to understand which elements relate to the students’ experience based on current theories and models regarding the quality of working life and gender (and) power relations. Methods Twelve interviews with Umeå dental students in their clinical semesters were analysed with a Grounded Theory (GT) as well as a content analysis approach. A web-survey was sent to all clinical dental students in Sweden (P ≈ 805) with a response rate of 40% (p = 322). The quantitative methods included structural equation modelling and cluster analysis. Results The GT analysis resulted in the core category “Experiencing ambiguity,” that captured the student’s role-ambiguity. Central categories focused on perceived stress and performance assessment in relation to ambiguous inner and outer demands. The content analysis resulted in three categories: “Notions of inequalities,” “Gendering,” and “The student position.” These categories present the ways groups of students are constructed in relation to the student/dentist norm and social gender relations, and how women and men of foreign descent risk subordination and stereotyping. The SEM-model contained psychosocial work environment, tolerance for ambiguity, perceived stress, and student satisfaction. Work environment influenced both perceived stress and satisfaction, and stood for almost all of the explained variance in perceived stress for women, indicating that women are constructed as co-responsible for the work environment. About half of the variance for the men was explained by tolerance for ambiguity, indicating that the feeling of uncertainty may lead to stress in men who include “being in control” in their gender identity. The cluster analysis resulted in a six-cluster solution ranging from “The fresh and positive” to “The worn critiques.” Psychosocial work environment again appeared to be the main factor. Gender also appears to be a factor as the gender distribution in the best as well as the two worst clusters differs from the population. Conclusion Work environment stands out among the factors that relate to the students wellbeing and satisfaction, but the student group is heterogeneous and the ways students perceive their work environment relate to different processes and experiences. We suggest that the ways gender and ethnicity appear to be constructed in relation to the sociocultural gender power relations and the (traditional) medical hierarchy could be of importance for how the students’ experience their psychosocial work environment.
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Baxter, Lucy. "Manufacturing consent or playing the game : an analysis of gender power relations in two sport related organisations." Thesis, Northumbria University, 2001. http://nrl.northumbria.ac.uk/1088/.
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The goal of this study is to examine the dynamics under-pinning the reproduction or transformation of gender power relations within two sport organisations. Across society we have images of women making ground and experiencing far greater prospects than ever before. Yet, on the other hand, this is bound up with continuous examples of little progress in work. For instance, while there are more opportunities for women across work than at any other point in the 20th Century, they continue to be segregated from men in a large number of jobs. Similar gendered patterns of progress are reflected in sport. There are now far more female participants in sport, however they remain concentrated in 'appropriate' sports which reflect historical images of femininity. Broadly, sport and work also dictate stereotypical images for male participants. While broad levels of change are occurring across society, central to this thesis is whether dominant patterns of gender relations are transformed or reproduced at the micro level of sport- related work. Critically sport organisations are selected because sport's history continues to demonstrate patterns of male dominance. Secondly, the growth of sport provision has occurred in a service area, an arena traditionally dominated by women workers. Finally, sport is one of the few sectors which traverses both the public and private industries, providing the basis for a comparative study. Therefore, employment within sport provides an opportunity to examine the ways in which gender power relations are challenged or reproduced when two diverse sets of relations meet. The theoretical framework draws heavily from feminist theory, particularly radical, socialist feminist and post-structuralism. A qualitative research strategy provides the framework for a comparative case study methodology. Seventy-five interviews were conducted across the two case study organisations, which are located in the North. Past Times is a contracted out leisure centre and Sporting Goods a privately owned sports clothing and equipment firm. Both companies are in the service industry but come from two diverse backgrounds. Sporting Goods developed from a manufacturing heritage and Past Times is breaking away from direct local authority control as a result of CCT. At the time of the research both establishments were experiencing high levels of organisational change. While Past Times breaks with tradition in having a female manager and Sporting Goods contrasts with a traditional management structure, hegemonic masculinity dominated across both organisations. Overall gender power relations were reproduced through day-to-day practices that appeal to, and perpetuate, common sense understandings of men and women's roles at work. The sport environment provided a critical site for the strengthening of homosocial relationships among men and enabled the identification of three interacting components of gender: bodies, identities and sexualities. These components together contribute to the ongoing construction of a logic of difference which is more highly defined in the sport environment.
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McBride, Joanne. "The persistence of power? : trade union workplace organisation and industrial relations in the Tyneside maritime construction industry." Thesis, Northumbria University, 2005. http://nrl.northumbria.ac.uk/2223/.
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This thesis examines trade union workplace organisation, industrial relations and the nature of power in the employment relationship in the Tyneside Maritime Construction Industry (TMCI). It explores this in a context where trade union organisation could be expected to be severely challenged, but has proved to be remarkably resilient. The analysis was constructed from the literature and empirically grounded in the data. Firstly, it draws upon the union renewal debate and examines three themes identified as being the central features of workplace unionism; the effectiveness of shop steward organisation, levels of activity in membership participation and the significance of workplace democracy. The findings support other contributions to a thesis of workplace union resilience and add a further development to the debates by presenting evidence that suggests 'resilient renewal'. Secondly, the main intellectual approach adopted were models based upon mobilisation and social movement theories. Using these approaches in a micro level analysis of industrial relations helped to break down the employment relationship and draw out some significant issues. The key issues drawn out from this analysis suggest three significant features of the TMCI employment relationship. Firstly, that the workplace union organisation is resilient, secondly, that its influence in the employment relationship is powerful, and thirdly, that it is the collective identity that exists in the industry that gives them that power.
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Murtagh, Chantelle. "Producing leaders : an ethnography of an indigenous organisation in the Peruvian Amazon." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/producing-leaders-an-ethnography-of-an-indigenous-organisation-in-the-peruvian-amazon(65afd804-3415-44f5-958d-fb2190dd73fc).html.
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This thesis is based on fieldwork undertaken in a multi-ethnic indigenous organisation, the Native Federation of Madre de Dios and tributaries (FENAMAD), in the Amazonian region of Madre de Dios in Peru. I explore the question “what is a good leader?” and offer a contribution to the literature on indigenous movements by focusing on the significant role that indigenous communities play in the development of leaders. Alterity is at the heart of the Federation as the leaders, who are elected to represent the communities, have to deal with various “others” on a daily basis, both indigenous and non-indigenous. The main focus is on how alterity is managed and made productive by the leaders. By analysing the instrumental use of the term hermano (brother) in indigenous politics I try to understand the way in which the “outside” is constantly defined and redefined in an attempt to produce a stable “inside” space in which indigenous politics can take place. I look at how the native communities affiliated to the organisation actively work towards establishing leaders who fulfil certain roles and expectations, which may at times be different to those promoted by the state. My ethnography shows that communities expect good leaders to be consecuente (consistent, trustworthy). I look at the process of “becoming a leader” and how the experience of these new leaders is understood as both performative and authentic, as an expression and outward display of their values and identity. By problematising authenticity, I explore how leaders not only tap into indigenous discourses, as performance of an identity for Western audiences, but use strategic markers (such as indigenous dress) and discourse to establish themselves as legitimate representatives in their own communities, as the base from which they draw power. Llegando bien a la comunidad (doing right by your community) is seen to be a motivating factor in a leader’s actions and choices, and this highlights the importance given by leaders to being seen in a good light by their home communities. In analysing the importance of presencia en las comunidades (presence in the communities), I show how this helps to embed leaders in community life, both during their time as leaders and afterwards. I also relate the leadership role to its function in “producing people”, as empowered and able to act. The role of the Federation in the production of knowledge is explored to uncover the links between power and knowledge, whereby knowledge becomes significant for constituting power in leaders and communities. An analysis of the language used during important events such as the triannual congress offers insight into how both leaders and communities are producing each other. It is through language that leaders work to produce a trustworthy, reliable social body, necessary for the continuance of the Federation and for furthering its aims of indigenous autonomy and self-determination.
Books on the topic "Organisational power relations"
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Ojanen, Hanna. The EU's Power in Inter-Organisational Relations. London: Palgrave Macmillan UK, 2018. http://dx.doi.org/10.1057/978-1-137-40908-9.
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Oshri, Ilan. Power relations and organisational power of Information Technology services at the University of Warwick. [s.l.]: typescript, 1997.
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Baxter, Lynne Frances. Power relations in organisations. Manchester: University of Manchester, 1996.
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Samar, Sen. Power politics and international organisations. New Delhi: Kanishka Publishers, Distributors, 1996.
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Relations of global power: Neoliberal order and disorder. Toronto: University of Toronto Press, 2011.
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1957-, Trosten-Bloom Amanda, ed. The power of appreciative inquiry: A practical guide to positive change. 2nd ed. San Francisco: Berrett-Koehler Publishers, 2010.
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Dibb, Paul. Towards a new balance of power in Asia. (London): (Oxford University Press for The International Institute for Strategic Studies), 1995.
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Organizing, a guide for grassroots leaders. Silver Spring, Md: National Association of Social Workers, 1991.
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Court, Stephen E. Power in an organisation: A participant observation case study of the nature of power relations in an organization. 1990.
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(Editor), Michael Barnett, and Raymond Duvall (Editor), eds. Power in Global Governance (Cambridge Studies in International Relations). Cambridge University Press, 2005.
Find full textBook chapters on the topic "Organisational power relations"
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Ojanen, Hanna. "Analysing Inter-organisational Relations." In The EU's Power in Inter-Organisational Relations, 11–44. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_2.
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Ojanen, Hanna. "Analysing Power in Inter-organisational Relations." In The EU's Power in Inter-Organisational Relations, 77–107. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_4.
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Ojanen, Hanna. "Understanding Inter-organisational Relations: Substance and Toolbox." In The EU's Power in Inter-Organisational Relations, 1–10. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_1.
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Ojanen, Hanna. "Analysing the Power of the EU." In The EU's Power in Inter-Organisational Relations, 45–76. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_3.
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Ojanen, Hanna. "Power at Work: Relevance and Tasks." In The EU's Power in Inter-Organisational Relations, 109–35. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_5.
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Ojanen, Hanna. "Power at Work: Relevance and Hierarchies." In The EU's Power in Inter-Organisational Relations, 137–55. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_6.
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Ojanen, Hanna. "Power at Work: Relevance and Image." In The EU's Power in Inter-Organisational Relations, 157–87. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_7.
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Ojanen, Hanna. "Conclusions and Implications." In The EU's Power in Inter-Organisational Relations, 189–202. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-40908-9_8.
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He, Hongguang. "Cooperation, Industrialisation and Power Relations." In Governance, Social Organisation and Reform in Rural China, 81–107. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137484697_5.
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Sigalas, Mathilde. "Between Diplomacy and Science: British Mandate Palestine and Its International Network of Archaeological Organisations, 1918–1938." In European Cultural Diplomacy and Arab Christians in Palestine, 1918–1948, 187–211. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-55540-5_10.
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AbstractThis chapter studies the influence of Western archaeological organisations on scientific and diplomatic issues in interwar Palestine. It analyses their role on a local scale and the establishment of a scientific network of archaeologists in Palestine from 1918 to 1938. The analysis from the archives of six schools and societies founded by Western powers in Jerusalem revealing the increasing influence of American scholars in the archaeological field. It asks what motivated American actors to invest in the archaeological field and related diplomatic issues, as the US government did not have direct political power in the Middle East at that time. It ultimately demonstrates the presence of informal American imperialism in scientific and diplomatic issues in relation to the British authorities during the Mandate period.
Conference papers on the topic "Organisational power relations"
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Taylor, Nigel, Rauno Rintamaa, Irina Aho-Mantila, David Lidbury, Elisabeth Keim, Goran Hultqvist, Steven van Dyck, Stephane Chapuliot, and Valery Prunier. "NULIFE Network of Excellence: Progress on Structural Integrity Issues Relating to Safety of Ageing Nuclear Power Plants." In ASME 2008 Pressure Vessels and Piping Conference. ASMEDC, 2008. http://dx.doi.org/10.1115/pvp2008-61859.
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The NULIFE (Nuclear Plant Life Prediction) network is a European network of excellence funded by the European Commission’s 6th Framework Programme [1] together with in-kind contributions of the participants. The network is made up of 11 work package leader organisations (contractors) and about 30 associate contributors and collaborators. NULIFE kicked-off in October 2006 and is working over a 5-year period to create a single organisation structure, capable of providing harmonised R&D at European level to the nuclear power industry and the related safety authorities in the area of lifetime evaluation methods for critical components.
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Mukherjee, Dilip K. "Manufacturers’ Role in the Power Industry." In ASME Turbo Expo 2000: Power for Land, Sea, and Air. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/2000-gt-0186.
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This paper discusses the transformation which the power industry is presently undergoing and its impact on manufacturers’ business. The key success factors for a Manufacturer in today’s market are: • Global market coverage with local customer services • Broad portfolio of products and solutions • Economy of scale and cost efficiency • Substantial R&D resources for the technology race Significant challenges exist for the manufacturers to fulfil the requirements, especially those relating to the proper organisational set-up, the right product and the required R&D program.
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Sharples, John, and Elisabeth Keim. "Overview of Recent NUGENIA Activities Particularly in Relation to Structural Integrity." In ASME 2015 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/pvp2015-45217.
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NUGENIA, an international non-profit association founded under Belgian legislation and launched in March 2012, is dedicated to nuclear research and development (R&D) with a focus on Generation II and III power plants. NUGENIA is the integrated framework between industry, research and safety organisations for safe, reliable and competitive nuclear power production, and is aimed at running an open innovation marketplace, to promote the emergence of joint research and to facilitate the implementation and dissemination of R&D results. The technical scope of NUGENIA consists of eight technical areas. One of these areas, Technical Area 4, is associated with the structural integrity assessment of systems, structures and components. A brief overview of recent NUGENIA activities in general is provided in this paper and a specific focus is given on developments in relation to Technical Area 4.
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Orr, P., and D. Collier. "Providing Better Information for Public Participation in Contentious Decisions." In ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4568.
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It is widely recognised today that involving stakeholders and members of the public in decision-making has a number of significant benefits, such as increasing the legitimacy of decisions and incorporating lay values and perspectives. This has focussed attention on how to allow for meaningful participation by stakeholders. Much research has been done to develop and evaluate different methods for public participation. Looking beyond the specific techniques employed, to questions such as relations of power between stakeholders, it becomes clear that the provision of information, both on the nature of the process itself and on the issues under consideration, is at the heart of all participation. Using information to increase openness and effective input from a diversity of stakeholders is especially challenging when the issues are technically complex and contentious. Risk communication research has demonstrated that perceived transparency and objectivity in the provision of information are factors that contribute to public trust in experts and institutions. Progress has been made in understanding what procedures are appropriate for giving information at different stages in the decision-making process. In the UK, less attention has been paid to the content of the risk information itself. A review has, therefore, been undertaken of the experience of the Environment Agency of England and Wales of developing and providing information in the context of major public consultations on contentious environmental issues, in particular, for proposed environmental licences for discharges from nuclear power plants. The review has identified a number of areas in which progress needs to be made with respect to: • information to support stakeholder involvement in “framing” the issues; • the scope of information that is appropriate in different decision-making contexts; • level of detail; • the use of diverse — and even conflicting — sources; • handling questions outside the competence or remit of the organisation; • time and resource issues. These questions are important since the kind of information and the way it is provided in consultations on contentious issues affect the decisions that are made. When stakeholders are not told about the issues that they see as important or when they feel excluded from debate by the use of technical language, they will often be unwilling to participate in the process on the terms proposed. Consequently, the decision-maker may be deprived of valuable knowledge and experience, putting in question the validity of the decision, or even face stakeholder action to block the entire process. This has significant implications for the development of activities seen as having an environmental impact, and can often involve both public institutions and private operators in heavy costs. The results of this work are relevant to practitioners who are seeking to improve public participation processes, particularly on complex or contentious issues.
Reports on the topic "Organisational power relations"
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Phillips, Jake. Understanding the impact of inspection on probation. Sheffield Hallam University, 2021. http://dx.doi.org/10.7190/shu.hkcij.05.2021.
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This research sought to understand the impact of probation inspection on probation policy, practice and practitioners. This important but neglected area of study has significant ramifications because the Her Majesty’s Inspectorate of Probation has considerable power to influence policy through its inspection regime and research activities. The study utilised a mixed methodological approach comprising observations of inspections and interviews with people who work in probation, the Inspectorate and external stakeholders. In total, 77 people were interviewed or took part in focus groups. Probation practitioners, managers and leaders were interviewed in the weeks after an inspection to find out how they experienced the process of inspection. Staff at HMI Probation were interviewed to understand what inspection is for and how it works. External stakeholders representing people from the voluntary sector, politics and other non-departmental bodies were interviewed to find out how they used the work of inspection in their own roles. Finally, leaders within the National Probation Service and Her Majesty’s Prisons and Probation Service were interviewed to see how inspection impacts on policy more broadly. The data were analysed thematically with five key themes being identified. Overall, participants were positive about the way inspection is carried out in the field of probation. The main findings are: 1. Inspection places a burden on practitioners and organisations. Practitioners talked about the anxiety that a looming inspection created and how management teams created additional pressures which were hard to cope with on top of already high workloads. Staff responsible for managing the inspection and with leadership positions talked about the amount of time the process of inspection took up. Importantly, inspection was seen to take people away from their day jobs and meant other priorities were side-lined, even if temporarily. However, the case interviews that practitioners take part in were seen as incredibly valuable exercises which gave staff the opportunity to reflect on their practice and receive positive feedback and validation for their work. 2. Providers said that the findings and conclusions from inspections were often accurate and, to some extent, unsurprising. However, they sometimes find it difficult to implement recommendations due to reports failing to take context into account. Negative reports have a serious impact on staff morale, especially for CRCs and there was concern about the impact of negative findings on a provider’s reputation. 3. External stakeholders value the work of the Inspectorate. The Inspectorate is seen to generate highly valid and meaningful data which stakeholders can use in their own roles. This can include pushing for policy reform or holding government to account from different perspectives. In particular, thematic inspections were seen to be useful here. 4. The regulatory landscape in probation is complex with an array of actors working to hold providers to account. When compared to other forms of regulation such as audit or contract management the Inspectorate was perceived positively due to its methodological approach as well as the way it reflects the values of probation itself. 5. Overall, the inspectorate appears to garner considerable legitimacy from those it inspects. This should, in theory, support the way it can impact on policy and practice. There are some areas for development here though such as more engagement with service users. While recognising that the Inspectorate has made a concerted effort to do this in the last two years participants all felt that more needs to be done to increase that trust between the inspectorate and service users. Overall, the Inspectorate was seen to be independent and 3 impartial although this belief was less prevalent amongst people in CRCs who argued that the Inspectorate has been biased towards supporting its own arguments around reversing the now failed policy of Transforming Rehabilitation. There was some debate amongst participants about how the Inspectorate could, or should, enforce compliance with its recommendations although most people were happy with the primarily relational way of encouraging compliance with sanctions for non-compliance being considered relatively unnecessary. To conclude, the work of the Inspectorate has a significant impact on probation policy, practice and practitioners. The majority of participants were positive about the process of inspection and the Inspectorate more broadly, notwithstanding some of the issues raised in the findings. There are some developments which the Inspectorate could consider to reduce the burden inspection places on providers and practitioners and enhance its impact such as amending the frequency of inspection, improving the feedback given to practitioners and providing more localised feedback, and working to reduce or limit perceptions of bias amongst people in CRCs. The Inspectorate could also do more to capture the impact it has on providers and practitioners – both positive and negative - through existing procedures that are in place such as post-case interview surveys and tracking the implementation of recommendations.