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Avenant, Pieter S. J., Kurt A. April i B. K. G. Peters. "Power relations and complex organisational development". International Journal of Complexity in Leadership and Management 3, nr 3 (2016): 218. http://dx.doi.org/10.1504/ijclm.2016.080320.
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Peters, B. K. G., Pieter S. J. Avenant i Kurt A. April. "Power relations and complex organisational development". International Journal of Complexity in Leadership and Management 3, nr 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, nr 1 (14.03.2016): 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, nr 1 (13.03.2017): 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, i Stewart Clegg. "Paradoxical puzzles of control and circuits of power". Qualitative Research in Accounting & Management 12, nr 4 (12.10.2015): 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, nr 3 (10.10.2016): 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, nr 4 (4.11.2016): 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, nr 3 (11.03.2014): 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., i Christopher J. Rees. "Checks and balances? Leadership configurations and governance practices of NGOs in Chile". Employee Relations: The International Journal 42, nr 5 (2.04.2020): 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, i Tejinder Singh Bhogal. "The Unique Aspects of Organisation Development in the Social Sector". NHRD Network Journal 13, nr 3 (lipiec 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.
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Heizmann, Helena, i Michael R. Olsson. "Power matters: the importance of Foucault’s power/knowledge as a conceptual lens in KM research and practice". Journal of Knowledge Management 19, nr 4 (13.07.2015): 756–69. http://dx.doi.org/10.1108/jkm-12-2014-0511.
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Purpose – The purpose of this paper is to engage knowledge management (KM) researchers and practitioners with Foucault’s power/knowledge lens as a way of thinking about and recognising the central role of power in organisational knowledge cultures. Design/methodology/approach – The empirical illustrations in this paper are drawn from two qualitative studies in different professional and institutional contexts (insurance and theatre work). Both studies used in-depth interviews and discourse analysis as their principal methods of data collection and analysis. Findings – The empirical examples illustrate how practitioners operate within complex power/knowledge relations that shape their practices of knowledge sharing, generation and use. The findings show how an application of the power/knowledge lens renders visible both the constraining and productive force of power in KM. Research limitations/implications – Researchers may apply the conceptual tools presented here in a wider variety of institutional and professional contexts to examine the complex and multifaceted role of power in a more in-depth way. Practical implications – KM professionals will benefit from an understanding of organisational power/knowledge relations when seeking to promote transformational changes in their organisations and build acceptance for KM initiatives. Originality/value – This paper addresses a gap in the literature around theoretical and empirical discussions of power as well as offering an alternative to prevailing resource-based views of power in KM.
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Hookana, Heli. "The value of accounting discourse in conditions of accelerating change". Journal of Economic and Financial Sciences 2, nr 2 (31.10.2008): 159–74. http://dx.doi.org/10.4102/jef.v2i2.352.
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This study investigates the complex relationships between organisational strategic change, developing accountabilities, and materialised values in the emerging public-service network. The study highlights the importance of bilateral governance, relational forms of behaviour, and the voluntary exchange of information that is based upon shared values and that regulates networked behaviour in a much less overt way than formal attempts at control. In these circumstances accountancy basically serves as an assistant, helping to mediate, shape and construct inter-organisational relations through various socio-economic and discursive power-based mechanisms. The results indicate that for some organisations value-based management may still have elements of value-adding contributions of a more non-financial and social nature despite the veneer of the rhetoric. In combining participation in development work, work in practice, and theoretical analysis, the study carries both theoretical and practical implications.
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Sheaff, Mike. "Constructing accounts of organisational failure: Policy, power and concealment". Critical Social Policy 37, nr 4 (1.12.2016): 520–39. http://dx.doi.org/10.1177/0261018316681252.
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An example of contracting arrangements within the National Health Service (NHS) provides the focus for considering accounts of organisational behaviour and failure. Public accounts of the outcome are contrasted with information disclosed in response to Freedom of Information Act (FOIA) requests. While the former focused on shortcomings in commercial expertise, sometimes at lower levels within organisational hierarchies, the latter suggests a need to consider the environment of social networks and power relationships. The data suggests obstacles to information flows across organisational boundaries were a contributory cause of failure, but a desire to present the implementation of policy in a positive light encouraged subsequent concealment of what Goffman (1959/1990) described as ‘dark secrets’. Through this example, the article provides an exploratory use of FOIA to examine social processes that frequently elude investigation.
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Silva, Minelle E., Gustavo Picanço Dias i Stefan Gold. "Exploring the roles of lead organisations in spreading sustainability standards throughout food supply chains in an emerging economy". International Journal of Logistics Management 32, nr 3 (14.01.2021): 1030–49. http://dx.doi.org/10.1108/ijlm-05-2020-0201.
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PurposeThis paper investigates how food supply chains (SCs) introduce sustainability standards (i.e. organic and/or Fair Trade labels). The authors combined the concepts of power and dependence with types of governance mechanisms to analyse for-profit and cooperative organisations. The authors explored nuances of how lead organisations are spreading sustainability standards.Design/methodology/approachFour cashew nut and honey SCs were investigated as case studies in Brazil, with data gathered through 15 interviews, secondary data and field visits. Data were examined through a content analysis process following a combined deductive and inductive approach.FindingsSustainability is spread driven by market pressure, mainly through the diffusion of technical information, either by lead organisations enablers or inter-organisational relations. The authors found that the type and structure of organisations impact the source of power (mediated or non-mediated) and level of mutual dependence between buyer and supplier. For instance, suppliers that hold a strategic position use direct governance mechanisms, which, in turn, lessens the power imbalance in regard to the lead organisation. The authors found in the analysis, a close relation between governance mechanisms and the spread of sustainability, which is ultimately based on strong SC relationships.Practical implicationsBy recognising their role and the contingencies in spreading sustainability standards along the SC, managers of lead organisations can better design their relationships as well as create strategies to increase their supply chain sustainability (SCS) performance.Originality/valueThis paper contributes to the underexplored issue of how sustainability standards are spread throughout SCs in Latin America. Also, it shows how different types of SC rely on governance mechanisms that foster SCS.
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Fogg, Kevin W. "Reinforcing Charisma in the Bureaucratisation of Indonesian Islamic Organisations". Journal of Current Southeast Asian Affairs 37, nr 1 (kwiecień 2018): 117–40. http://dx.doi.org/10.1177/186810341803700105.
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Many studies of Islam in Indonesia have focused on the mass Islamic organisations that form the backbone of civil society and Indonesian religious life. However, studies of these organisations have not appreciated the central place of charisma amid their bureaucratic features. This article looks at the case of Alkhairaat, a mass Islamic organisation headquartered in Central Sulawesi but spread throughout eastern Indonesia, as a bureaucracy built to reinforce and perpetuate the charisma of its founder, Sayyid Idrus bin Salim al-Jufri. The case of Alkhairaat demonstrates how mass Islamic organisations in Indonesia bureaucratise Islam but also, in doing this, defy the broader trend of legalisation. Instead, the on-going veneration of the founder's charisma helps to make sense of the continuing attention to supernatural occurrences among traditionalist Indonesian Muslims and the power of organisational leaders over their followers.
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Bayne, Lyndie, Sharon Purchase i Ann Tarca. "Power and environmental reporting-practice in business networks". Accounting, Auditing & Accountability Journal 32, nr 2 (18.02.2019): 632–57. http://dx.doi.org/10.1108/aaaj-07-2016-2629.
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Purpose The purpose of this paper is twofold: first, the use of power in a business network context is investigated, in relation to companies’ environmental reporting and practice choices. Second, the environmental reporting-practice portrayal gap is examined, focussing on inter-organisational environmental practices (such as green supply chain management). Design/methodology/approach A network case study was undertaken in the Western Australian agrifood sector, with the two large, dominant supermarkets as focal actors. Data were drawn from 34 in-depth interviews from 2011 to 2013 and a document review including 15 years of supermarket reports. Findings The study showed the exercise of government power bases and its effect on supermarket and other supply chain actors’ reporting and practice choices. The data suggest a differential use of power by supermarkets with suppliers, depending on supplier type and environmental practice characteristics. The study revealed surprisingly transparent reporting of the lack of whole-of-supply-chain approach by the supermarkets and admission of shareholder power over reporting and practice choices. In addition, other reporting-practice portrayal gaps relating to inter-organisational environmental practices were found. Originality/value The study provides a unique network level analysis of how power relations interact and influence companies’ choices of environmental reporting and practice, thereby contributing to prior power and environmental reporting literature. Contributions are made to extant literature dealing with the reporting-practice portrayal gap by focussing on inter-organisational environmental reporting and practice.
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Haynes, Kathryn. "Sexuality and sexual symbolism as processes of gendered identity formation". Accounting, Auditing & Accountability Journal 26, nr 3 (22.03.2013): 374–98. http://dx.doi.org/10.1108/09513571311311865.
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PurposeThe aim of this paper is to critically evaluate sexuality and sexual symbolism within the organisational culture of an accounting firm to explore how it is implicated in processes of gendering identities of employees within the firm.Design/methodology/approachThe paper uses a reflexive autoethnographical approach, including short vignettes, to analyse the inter‐relationships between gender, sexuality and power.FindingsBy exploring the symbolic role of artefacts, images, language, behaviours and buildings in creating and maintaining gendered relations, male sexual cultures and female sexual countercultures, the paper finds that sexual symbolism in this accounting firm entwines gendered power and domination, practice and resistance, in complex cultural codes and behaviours. It draws out implications for organisations and accounting research.Originality/valueThe paper extends current conceptualisation of gendered constructs in accounting to include sexuality; applies organisational and feminist theory to autoethnographical experience in accounting; and contributes a seldom‐seen insight into the organisational symbolism and culture of a small accounting firm, rather than the oft‐seen focus on large firms.
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Raniga, Tanusha, Barbara Simpson i Ntokozo Mthembu. "CHALLENGES TO BUILDING AUTHENTIC PARTNERSHIPS: LESSONS FROM BHAMBAYI, KWAZULU-NATAL, SOUTH AFRICA". Southern African Journal of Social Work and Social Development 26, nr 2 (2.03.2017): 124–40. http://dx.doi.org/10.25159/2415-5829/2186.
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In contemporary South Africa, partnerships between service providers in government, non-governmental organisations, the private sector and community based organisations have been identified as a means to strengthen communities and the sustainability of social services. However, the unequal power relations that exists between and within these organisations often leads to fragmentation, duplication, and lack of coordination of social services. Using Fowler’s (1998) conceptualisation of authentic partnerships, this qualitative phase of a larger study explored the challenges of building authentic partnerships in Bhambayi, a predominantly informal settlement in KwaZulu-Natal, South Africa. Individual interviews and a focus group held with nine service providers revealed that intraorganisational challenges, cross-boundary and inter-organisational relations as well as political influences were obstacles to the development of authentic partnerships. The article suggests that open communication, clarity of roles and mutual trust between service providers is vital.
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Pantzerhielm, Laura, Anna Holzscheiter i Thurid Bahr. "Power in relations of international organisations: The productive effects of ‘good’ governance norms in global health". Review of International Studies 46, nr 3 (21.05.2020): 395–414. http://dx.doi.org/10.1017/s0260210520000145.
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AbstractIn recent years, scholarship on international organisations (IO) has devoted increasing attention to the relations in which IOs are embedded. In this article, we argue that the rationalist-institutionalist core of this scholarship has been marked by agentic, repressive understandings of power and we propose an alternative approach to power as productive in and of relations among IOs. To study productive power in IO relations, we develop a theoretical framework centred on the concept of ‘metagovernance norms’ as perceptions about the proper ‘governance of governance’ that are shared among IOs in a governance field. Drawing on discourse theory, we contend that metagovernance norms unfold productive power effects, as dominant notions of how to govern well and effectively (i) fix meanings, excluding alternative understandings and (ii) are inscribed into practices and institutions, hence reshaping inter-organisational relations over time. To illustrate our framework, we trace metagovernance norms in discourses among health IOs since the 1990s. We find a historical transformation from beliefs in the virtues of partnerships, pluralisation, and innovation, towards discursive articulations that emphasise harmonisation, order, and alignment. Moreover, we expose the productive power of metagovernance norms by showing how they were enacted through practices and institutions in the global health field.
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Pastuh, Daniel, i Mike Geppert. "A “Circuits of Power”-based Perspective on Algorithmic Management and Labour in the Gig Economy". Industrielle Beziehungen. Zeitschrift für Arbeit, Organisation und Management 27, nr 2-2020 (8.05.2020): 179–204. http://dx.doi.org/10.3224/indbez.v27i2.05.
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The bulk of contributions on digital business so far provide mainly descriptive analyses when it comes to the study of power-related phenomena within the gig economy. We particularly lack systematic, integrative studies which focus on interdependencies of power relations, labour conditions and business model efficiency, based on robust theoretical approaches which capture meso-level structures and micro-level dynamics of power simultaneously. Our conceptual paper addresses this gap by investigating power relations in platform arrangements, based on the framework of “circuits of power”. We use the case of the ridesharing platform Uber, which has caused debates in and beyond academia to illustrate how this framework, combined with concepts from labour process theory, behavioural economics and micro-politics, can be applied for a systematic analysis of the diversified portfolio of power-related control and influence mechanisms that are embedded in platforms’ software infrastructures. Departing from this, we examine how our approach can inform future research focused on assessing specific forms of management, organisation and work in the wider gig economy. Our discussion concentrates on a) the classification and comparison of heterogeneous forms of gig work; b) the assessment of labour-related problems; and c) power-related organisational dynamics or inertia in such settings. The latter point is related to the central question of why employee voice and resistance are rare in certain gig-work arrangements.
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Clibborn, Stephen. "The politics of employment relations in a multinational corporation during crisis". Economic and Industrial Democracy 40, nr 3 (7.03.2018): 560–82. http://dx.doi.org/10.1177/0143831x17748198.
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Much progress has been made recognising the importance of power and politics in organisational processes but legal regulatory institutional constraints on actors remain overemphasised in the extant literature. This article provides unique insight into organisational processes during the global economic crisis. The glare of crisis illuminates the negotiated nature of organisational processes and outcomes, demonstrating the range of options available to actors, both within and beyond apparent legal institutional limits. General Motors has received significant publicity for its near collapse, government bailout and restructure through bankruptcy proceedings. During the crisis the company made changes impacting its global workforce. This article tracks three key employment practices from development in the United States headquarters to implementation in the Australian subsidiary in the context of inconsistent local laws. Directives to cut pay for some employees, freeze pay for others and terminate the employment of a large number of workers were received and implemented in the subsidiary in varying and counterintuitive ways. Institutional consistency does not guarantee successful transfer, while even host country legal institutional inconsistency is no guarantee of failure.
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Liu, Wei, Elizabeth Manias i Marie Gerdtz. "Exploring power relations embedded in medication communication processes on general medical wards". Qualitative Research Journal 14, nr 2 (8.07.2014): 161–78. http://dx.doi.org/10.1108/qrj-06-2013-0041.
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Purpose – The purpose of this paper is to examine power relations embedded in verbal and non-verbal medication communication processes that involve nurses, doctors, pharmacists and patients in two general medical wards of an acute care hospital. Design/methodology/approach – This paper reports on the findings of an ethnographic study investigating medication communication processes in hospital spatial environments. It was theoretically informed by the work of Norman Fairclough. Data collection methods comprising video-recordings and video reflexive focus groups were employed. Fairclough's critical discourse analytic framework guided data analysis. Findings – Four different forms of power relations between clinician-patient, nurse-doctor, clinician-organisation and multidisciplinary interactions were uncovered. Nurses asserted their professional autonomy when communicating with doctors about medications by offering specific advice on medical prescribing and challenging medication decisions. Video reflexivity enabled nurses to critically examine their contribution to medication decision-making processes. Clinicians of different disciplines openly contested the organisational structure of patient allocation during medical discussions about management options. Clinicians of different disciplines also engaged in medication communication interchangeably to accomplish patient discharge. Originality/value – An investigation of existing power relations embedded in medication communication processes within specific clinical contexts can lead to a better understanding of medication safety practices. Video reflexive focus groups are helpful in encouraging clinicians to reflect on their practice and consider ways in which it could be improved in how power relations are played out.
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Kaczmarek-Śliwińska, Monika. "Organisational Communication in the Age of Artificial Intelligence Development. Opportunities and Threats". Social Communication 5, nr 2 (1.12.2019): 62–68. http://dx.doi.org/10.2478/sc-2019-0010.
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Abstract Organisational communication in the age of artificial intelligence (AI) development is an opportunity but also a challenge. Thanks to the changing media space and the development of technology, it is possible to automate work, increase the effectiveness and power of influence and distribution of content. However, they also raise questions concerning risks, ranging from those associated with the social area (reducing the number of jobs) to the ethics of communication and the ethics of the professional profession of public relations (still PR ethics or the AI ethics in PR). The article will outline the opportunities and concerns resulting from the use of AI in communication of an organisation.
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Growe, Anna, i Hans H. Blotevogel. "Knowledge Hubs in the German Urban System: Identifying Hubs by Combining Network and Territorial Perspectives". Raumforschung und Raumordnung 69, nr 3 (30.06.2011): 175–85. http://dx.doi.org/10.1007/s13147-011-0087-1.
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Abstract This paper identifies hubs of knowledge-based labour in the German urban system from two perspectives: the importance of a metropolitan region as a place and the importance of a metropolitan region as an organisational node. This combination of a network perspective with a territorial perspective enables the identification of hubs. From the functional perspective, hubs are understood as important nodes of national and global networks, established by flows of people, goods, capital and information as well as by organisational and power relations. From the territorial perspective, hubs are understood as spatial clusters of organisations (firms, public authorities, non-governmental organisations). The functional focus of the paper lies on knowledge-based services. Based on data about employment and multi-branch advanced producer service firms, four main types of metropolitan regions are identified: growing knowledge hubs, stagnating knowledge hubs, stagnating knowledge regions and catch-up knowledge regions. The results show an affinity between knowledge-based work and bigger metropolitan regions as well as an east-west divide in the German urban system.
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Ray, Panchali. "Nursing in Kolkata: Everyday Politics of Labour, Power and Subjectivities". South Asia Research 40, nr 1 (31.01.2020): 40–57. http://dx.doi.org/10.1177/0262728019894117.
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Research on ‘care work’ tends to focus on relations between gender and ‘care’ at the cost of obfuscating caste and class markings that devalue such labour. This article argues that the service work of the contemporary nursing profession, as observed in Kolkata, continues to be devalued, not because it is care work but because it is linked to low-caste/out-caste women who have historically provided nursing care. To counter such stigma, nursing has witnessed a splintering along the lines of ‘prestigious’ and ‘dirty’ work. This cleavage, based on historically and socially produced structural inequalities, is supported both by organisational strategies and a privileged section of workers, who deploy ‘merit’ or cultural capital to close ranks against others. The article examines how women located at the bottom of this hierarchy resist such strategies. What does ritual, banal everyday resistance imply for processes and practices that reproduce organisational inequalities?
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Boström, Katarzyna Wolanik. "Complex Professional Learning: Physicians Working for Aid Organizations". Professions and Professionalism 8, nr 1 (23.02.2018): e2002. http://dx.doi.org/10.7577/pp.2002.
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This article addresses the issue of professional learning of Swedish physicians returning from their work for international aid organisations in the global South. It is a qualitative case study based on 16 in-depth interviews, which uses a thematic narrative analysis, a typology of knowledge, and the concept of symbolic capital. The doctors’ assignments in settings radically different from the welfare state context meant professional challenges, including an initial feeling of de-skilling, but also enhanced reflexivity and intensive and complex learning. The doctors acquired new medical and organisational knowledge, improved diagnostic skills, new perspectives on different health care systems, cultural contexts, global power relations, and postcolonial hierarchies. Since their return to Sweden, they have encountered a friendly but rather shallow interest in their experiences. Their new insights and ideas for change have not been easy to validate as symbolic capital, and their intensive individual learning is seldom utilised for organisational learning.
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Das Gupta, Pritha. "The Challenge of Change-Management Strategies for Transformative Times". Ushus - Journal of Business Management 1, nr 1 (1.01.2002): 1–13. http://dx.doi.org/10.12725/ujbm.1.1.
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Reviewing the current status of the Discipline of Management, this paper raises questions about the relevance of theories and models in management, developed on the basis of western experience, to the realities of developing societies. Management as a discipline has to have a new paradigm that would provide adequate explanatory and conceptual strength to relate management to the social power structure and social relations within which they exist in a given society. A realistic approach to management pre-supposes the study of organisational behaviour not in isolation of its socio-cultural matrix but as shaped and cpnditioned by it. Unfortunately management studies and research have failed to resolve the crisis. India today finds itself in a historical transition that is not meaningfully understood and tackled through conventional organisational analysis. The present paper is primarily devoted to the discussions of certain broad structural changes taking place in the context of globalisation and provides a conceptual framework for management of organisations in the changing economic environment.
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Mendonça, Pedro, i Dragoș Adăscăliței. "Trade Union Power Resources within the Supply Chain: Marketisation, Marginalisation, Mobilisation". Work, Employment and Society 34, nr 6 (4.05.2020): 1062–78. http://dx.doi.org/10.1177/0950017020906360.
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This article examines how pressures stemming from the structure and dynamics of supply chains shape employment relations at the workplace level. Using qualitative data from two organisational case studies operating within the same supply chain, it highlights that supply chains can constrain or enhance trade unions’ capacity to organise and mobilise. Supply chain rationalisation is found to be a key determinant in the reconfiguration of labour and labour process with significant consequences for working conditions. However, trade unions can also use supply chain structures to effectively mobilise and defend the interests of their constituents. The article finds that trade union effectiveness develops against the articulation of an agenda that goes beyond the workplace and transcends organisational boundaries. In particular, strategies that rely on building coalitions and lobbying different actors across the supply chain are found to be effective and contribute to better working conditions.
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Blussé, Leonard. "X. The Run to the Coast: Comparative Notes on Early Dutch and English Expansion and State Formation in Asia". Itinerario 12, nr 1 (marzec 1988): 195–214. http://dx.doi.org/10.1017/s0165115300023421.
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Certain stages of the European expansion process into Asia during the Age of Commercial Capitalism lend themselves well to the comparative historical approach because of the startling similarities and contrasts they offer. The Dutch and English commercial leaps forward into the Orient, for instance, occurred at the same time in the organisational framework of chartered East India Companies - the English East India Company (EIC) and the Dutch Verenigde Oostindische Compagnie (VOC) — which, moreover, chose the same theatre of action: Southeast Asia (Banten, Spice Islands) and South Asia (Surat and Coromandel). But although the aims, modes of operation and organisation of the two companies had much in common, these nonetheless each finally carved out their own sphere of influence in the trading world of Asia - the Dutch in Southeast Asia and the English in South Asia. While this consolidation process was taking place, the EIC and VOC gradually shed their semblance of being purely maritime trading organisations and, towards the second half of the eighteenth century, acquired the character of territorial powers. A shift in the balance of power also occurred between the two companies: if the Dutch were still paramount in the seventeenth century, the English totally overshadowed them as powerbrokers in Asian waters during the eighteenth. Did this transition of maritime hegemony occur gradually or should we rather speak of a ‘passage brusque et rapide’ as Fernand Braudel has suggested? Was it, as the traditional explanation has it, the inevitable outcome of the decline of the Dutch Republic to a second-rate power in Europe, or were local Asian developments, be they political or commercial, also involved?
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Rodriguez, Jenny K., i Paul Stewart. "HRM and work practices in Chile: the regulatory power of organisational culture". Employee Relations 39, nr 3 (3.04.2017): 378–90. http://dx.doi.org/10.1108/er-02-2017-0034.
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Purpose The purpose of this paper is to provide insight into the characteristics of working practices, in particular HRM practices in work settings in Chile, specifically the regulatory strength of organisational culture. Design/methodology/approach The paper is based on data gathered from a non-probabilistic sample of 1299 workers in the Metropolitan Region of Chile. Findings Findings suggest that HRM practices sustain, while restructuring, dynamics of worker monitoring and control, consistent with historical and social patterns of relationships in Chile. These relationships are sustained via status differences and operate through the development of paternalistic relationships between managers and workers. Originality/value The paper provides insight into the character of human resource management in Latin America from the perspective of workers. In addition, it highlights the impact of organisational culture on regulating workplaces and shaping HRM practices that do not challenge the socio-cultural order.
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Seneviratne, Chaturika Priyadarshani, i Ashan Lester Martino. "Budgeting as practice and knowing in action: experimenting with Bourdieu's theory of practice: an empirical evidence from a public university". Asian Journal of Accounting Research 6, nr 3 (11.02.2021): 309–23. http://dx.doi.org/10.1108/ajar-08-2020-0075.
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PurposeThe present study aims to explore how various doings, strategic actions and power relations stemming from internal agents are instrumental in (re)constituting the different forms and meanings of budgeting in a specific field.Design/methodology/approachThe paper uses a single-case study method based on a Sri Lankan public university. Data are collected using interviews, documentary evidence and observations.FindingsThe empirical evidence suggested that internal agents are crucial, and they are the producers of budgetary practice as they possess practical knowledge and power relations in the field where they operate. The case data demonstrate that organisational agents do have real essence as active and acting to produce effects in budgeting practices, and the significance of exploring the singularity of multiple agents in terms of their viewpoints, trajectories, dispositions and power relations, who may form, sustain or interrupt budgetary practices in a given setting.Research limitations/implicationsAs the research is directed towards the selection of in-depth enquiry of specific setting infused with culture, values, perception and ideology, it might cause to diminish the researcher's analytical objectivity and independence of the research.Practical implicationsAs budgetary practices are product of human interaction, it is important to note that practitioners should be concerned with what agents do in actual practice and their inactions, influences and power relations in budgeting practices, which might not align with the structural forces enlisted in the budgeting. It would be of interest for future empirical research to explore the interplay between the diverse interests of organisational agents and agents beyond the individual organisations.Originality/valueThis study contributes to the literature on management control practices by documenting the importance of understanding the “practice” through relational thinking of all three concepts is emphasised, such interrelated theoretical insights are seldom used to understand accounting practices. This research emphasises the importance of bringing out the microprocessual facets of management control to open up its non-conscious, non-strategic and non-rationalist forms.
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Farr, Michelle. "Power dynamics and collaborative mechanisms in co-production and co-design processes". Critical Social Policy 38, nr 4 (13.12.2017): 623–44. http://dx.doi.org/10.1177/0261018317747444.
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Co-production and co-design practices are increasingly being promoted to develop user-centred public services. Analysing these practices with literature on power, participation and realist social theory this article explores the power dynamics, mechanisms and impacts within co-production and co-design processes. Two case studies were evaluated using qualitative longitudinal methods: an experience-based co-design project within hospital-based breast cancer services was followed from initiation to completion, alongside a local government innovation team that used co-production and co-design techniques to enable person-centred policies and services. The two cases illustrate how co-production and co-design techniques involve facilitating, managing and co-ordinating a complex set of psychological, social, cultural and institutional interactions. Whilst existing power relations can be challenged in different ways, constant critical reflective practice and dialogue is essential to facilitate more equal relational processes within these techniques, and to institute changes at individual, local community and organisational levels.
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Bacouel-Jentjens, Sabine, i Inju Yang. "Do we see the same? Discrepant perception of diversity and diversity management within a company". Employee Relations: The International Journal 41, nr 3 (1.04.2019): 389–404. http://dx.doi.org/10.1108/er-12-2017-0286.
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Purpose The purpose of this paper is to paper investigates whether different perceptions exist with regard to diversity management within an organisation. Additionally, if such differences exist, what contextual factors influence these perceptions? Design/methodology/approach The approach of this study is based on inductive and interpretative case research, which aims to compare diverse perceptions in two different organisational units of a company. For this purpose, 30 semi-structured interviews were conducted. Findings The findings in this paper highlight the importance of contexts in the study of diversity management. That is, contexts such as workforce composition and power (e.g. organisational status) in an organisation as well as the social environment’s impact on social identity processes, which results in discrepant focusses on and recognition of diversity management within the same organisation. Research limitations/implications This study contributes to research on a more nuanced approach to diversity by proposing an importance of contexts for the process of social identity and further perceptual discrepancy. Practical implications Qualitative research on and findings about perceptual discrepancy help to close the gap between the practice and rhetoric of diversity management. Originality/value Departing from extant empirical research on diversity at the workplace, which relies predominantly on quantitative methods, a qualitative design of this study allows a refinement of previous findings. Also, this paper provides deeper insight into the sense-making process, resulting in different diversity perceptions by different employees according to their work and social environments or contexts.
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Strohmeier, Stefan, i Ruediger Kabst. "Configurations of e-HRM – an empirical exploration". Employee Relations 36, nr 4 (27.05.2014): 333–53. http://dx.doi.org/10.1108/er-07-2013-0082.
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Purpose – The purpose of this paper is to investigate types, contexts and consequences of electronic HRM (e-HRM) configurations to get a deeper understanding of the reasons, kinds and success of different e-HRM types. Design/methodology/approach – The paper uses a cross-sectional survey of senior HR persons and analyses data with exploratory methods, i.e. cluster analysis, classification tree analysis and analysis of variance. Findings – The results show that actually three configurations of e-HRM – “non users”, “operational users” and “power users” – exist. These can be explained by a sparse, yet meaningful set of contextual variables. All three configurations markedly contribute to organisational success, whereas the “power user”-configuration exceeds the other configurations. Research limitations/implications – The employed e-HRM typology shows a precursory status and the empirical study is exploratory in nature. Thus, searching for a clearer theoretical foundation, improving the hypothesising of variables and undertaking further empirical studies to replicate the findings are necessary future steps. Practical implications – Not always a maximum of electronic support seems to be indicated. Depending on the respective organisational context, even no electronic support, or else, a merely operational electronic support appears to be admissible; while, however, in larger and strategic-oriented organisations full electronic support outperforms other configurations. Originality/value: –The paper focuses on different e-HRM types and gives some first insights into reasons, kinds and success of different configurations. This should lead to a refined understanding of e-HRM and evoke further research on the subject.
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Psoinos, Maria. "Researching migrants who hold nomadic identities". Equality, Diversity and Inclusion: An International Journal 34, nr 4 (18.05.2015): 293–307. http://dx.doi.org/10.1108/edi-04-2012-0032.
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Purpose – The purpose of this paper is to examine how the researcher can critically reflect on his/her own identities when interacting with participants who hold nomadic identities and analyses the dynamic discourses of power unfolding at different levels. Design/methodology/approach – Autobiographical narrative data derived from a research study on highly educated refugees in the UK are analysed in order to highlight the multi-level dynamic discourses of power unfolding between researcher, participants, the community context and the broader socio-cultural context. Findings – The findings shed light not only on the power relations unfolding at different levels but also on inequalities which arise – particularly in organisational settings - and put at a disadvantage certain groups of highly educated refugees. Research limitations/implications – The thorough analysis demonstrates how a researcher can be critically reflexive – that is, challenges his/her own authority and gives “voice” to the participants – when studying groups with nomadic identities. Originality/value – The originality of the paper lies in revealing through a critical reflexive analysis how and why certain migrant groups may be disadvantaged and/or marginalised in organisational settings.
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Nakrošis, Vitalis. "The Turnover and Politicisation of Lithuanian Public Sector Managers". World Political Science Review 11, nr 1 (1.04.2015): 1–22. http://dx.doi.org/10.1515/wpsr-2014-0019.
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AbstractThis article presents the results of our research on party patronage and state politicisation in different Lithuanian public sector organisations (government agencies and agencies under the ministries, state-owned enterprises, personal health care and educational institutions). Although repeating alterations of governments best explained the frequent turnover of some public sector heads, their politicisation was related to the length of party rule in power, beliefs of the political and administrative elite and density of the party networks. The legal protection of civil service jobs was only important in the case of the agencies under the ministries whose managers always held career civil service positions. Furthermore, substantial variation in the scope of politicisation was related to such administrative factors as the political salience of policy areas and organisational functions, as well as budget size, which suggested different motivations and opportunities of party patronage in the Lithuanian public sector.
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Wischermann, Jörg, Bui The Cuong i Dang Thi Viet Phuong. "Vietnamese Civic Organisations: Supporters of or Obstacles to Further Democratisation? Results from an Empirical Survey". Journal of Current Southeast Asian Affairs 35, nr 2 (sierpień 2016): 57–88. http://dx.doi.org/10.1177/186810341603500203.
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In political science and in development cooperation, civic organisations (COs) under authoritarian rule are usually seen as supporters of processes that move towards democratisation. However, these organisations are sometimes criticised for their support of those in power. Within this context, critics refer to the fact that many COs have, for example, authoritarian intra-organisational structures. This characteristic clearly limits their potential to be supporters of democratisation processes. In this paper, we proceed from the assumption that Vietnamese COs can be both supporters of democracy and organisations that help to maintain authoritarian rule; they can sometimes even be both at the same time. COs are “polyvalent” (Kößler). More concretely, what COs are and which role(s) they play in the political system is mainly but not exclusively dependent on the impact the state has on them, and is at the same time dependent on the effects that those organisations have on the state. The results from an empirical survey, supported by the German Research Council (2013–2016) and carried out as a co-operation between the Institute of Asian Studies/GIGA Hamburg and the Vietnam Academy of Social Sciences, suggest the following: ▪ Most Vietnamese COs are hierarchically structured, if not organised in an authoritarian way. They are not “schools of democracy”, in the sense of Tocqueville. ▪ Most Vietnamese COs that have engaged in the welfare provision sector, either willingly or unwillingly, have helped to foster the foundations of authoritarianism. ▪ In the field of economic policies, the COs invited by the state to participate in and contribute to the formulation of policies do help, overall, to secure existing power structures, even though these organisations also help change various economic policies and even though their activities produce some democracy-promoting effects. ▪ In the policy field of gender equality, women's rights, and rights of sexual minorities, the mass organisation Vietnam Women's Union supports the state's respective discourse. Some NGOs active in this policy field are doing both: They support and criticise the state's discourse on gender norms and the rights of sexual minorities. In the conclusion, we answer the question of which Vietnamese COs can be seen as supporters of further democratisation and which can be classified as obstacles.
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Gold, Michael, Lutz Preuss i Chris Rees. "Moving out of the comfort zone? Trade union revitalisation and corporate social responsibility". Journal of Industrial Relations 62, nr 1 (17.12.2019): 132–55. http://dx.doi.org/10.1177/0022185619854473.
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In recent decades, trade unions have employed a range of revitalisation strategies aimed at regaining lost power. A relatively neglected area within the literature on revitalisation concerns union engagement with corporate social responsibility. Locating trade unions within a classification of civil society organisations from the political science literature, this article presents a typology of the multiple ways in which trade unions can engage with corporate social responsibility. Data from a pan-European study across 11 countries are used to illustrate the various ways in which unions are attempting to move out of their traditional ‘comfort zone’ with respect to corporate social responsibility, each of which presents them with both new opportunities and challenges. We show how trade unions are working on different ‘pressure points’ and act as purposeful agents within certain organisational parameters and particular national frameworks. In sum, the article considers the potential that corporate social responsibility provides for trade unions, and reflects on the likely direction of revitalisation debates.
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Seneviratne, S. M. Chaturika, i Ashan Martino. "The power circuits, the duality of controls and performance appraisal: evidence from a Sri Lankan private university". International Journal of Financial, Accounting, and Management 2, nr 4 (8.01.2021): 259–73. http://dx.doi.org/10.35912/ijfam.v2i4.309.
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Purpose: The study investigates the impacts stemming from the interplay between episodic, dispositional and systemic power circuits through which organisational agents influence or transform the coercive and enabling aspects ingrained in the performance appraisal process in a university setting. Research methodology: The paper uses a single case study method based on a private university. Data was collected using interviews, documentary evidence and observations. Results: We found that coercive controls become dominance over enabling controls of performance appraisal as an outcome of the ongoing implicit struggle between internal agents who pursue diverse interests and power relations in the private university setting. Limitations: As the research is directed towards the selection of in-depth inquiry of specific setting infused with culture, values, and ideology, it might cause to diminish the researcher’s analytical objectivity and independence of the research. Contribution: The study suggests that the realizing of power remained with the agent’s discretion within day-to-day interrelations. Therefore, the agents’ power relations are significant in deciding the intensity of dual controls in the performance appraisal practice.
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Seneviratne, S. M. Chaturika, i Ashan Martino. "The power circuits, the duality of controls and performance appraisal: evidence from a Sri Lankan private university". International Journal of Financial, Accounting, and Management 2, nr 4 (8.01.2021): 259–73. http://dx.doi.org/10.35912/ijfam.v2i4.309.
Pełny tekst źródłaStreszczenie:
Purpose: The study investigates the impacts stemming from the interplay between episodic, dispositional and systemic power circuits through which organisational agents influence or transform the coercive and enabling aspects ingrained in the performance appraisal process in a university setting. Research methodology: The paper uses a single case study method based on a private university. Data was collected using interviews, documentary evidence and observations. Results: We found that coercive controls become dominance over enabling controls of performance appraisal as an outcome of the ongoing implicit struggle between internal agents who pursue diverse interests and power relations in the private university setting. Limitations: As the research is directed towards the selection of in-depth inquiry of specific setting infused with culture, values, and ideology, it might cause to diminish the researcher’s analytical objectivity and independence of the research. Contribution: The study suggests that the realizing of power remained with the agent’s discretion within day-to-day interrelations. Therefore, the agents’ power relations are significant in deciding the intensity of dual controls in the performance appraisal practice.
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Evans, Elizabeth, i Meryl Kenny. "The Women’s Equality Party: Emergence, Organisation and Challenges". Political Studies 67, nr 4 (2.01.2019): 855–71. http://dx.doi.org/10.1177/0032321718812885.
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Women’s political parties are designed to increase women’s representation in politics. More than 30 have been established in Europe since 1987, yet there has been little systematic analysis of why and when they emerge, how they organise and what challenges they face. We argue that the study of women’s parties can offer insights into questions concerning inter and intra-party power relations and the relationship between social movements and political parties, while also contributing to broader debates around the ‘big questions’ of representation, gender (in)equality, and the dynamics of political inclusion and exclusion. This article explores these issues through a case study analysis of the UK’s Women’s Equality Party. Drawing upon original empirical research undertaken with party activists and officials, we argue that the party’s impact has been constrained by wider organisational logics and an unequal party system, while it has so far adhered to traditional (male-dominated) patterns of party organisation.
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Ridge-Newman, Anthony. "Digital media as a driver of change in political organisation: 2010 and 2015 UK general elections". Media, Culture & Society 42, nr 7-8 (4.05.2020): 1343–59. http://dx.doi.org/10.1177/0163443720916398.
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In Britain, by 2015, Web 2.0 had become a more widely accepted and established mode of civic engagement of which political e-participation became an observable extension. However, in the run-up to 2010, social media were newer, less understood and largely associated with younger generations. These changes present questions about how wider technocultural developments impacted political engagement between the 2010 and 2015 UK general elections. This article aims to go some way in examining this question with a theoretical focus on the role of Facebook as a driver of change in political organisation. Using the British Conservative Party as a case study, the article analyses and compares events, observations and shifting power relations associated with digital technology and organisational change observed over two election cycles spanning from 2005 to 2015. A focal aim is to examine changes in Conservative Party campaigns and organisation in order to contribute to wider debates about the impact of digital technology in changing the organisation and activities of actors, like political parties and political participants, in democratic contexts. The article concludes that a complex combination of internal and external, technological and human, and grassroots and centralised factors played roles in changing the Conservative Party.
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McCabe, Darren. "The Day of the Rally: An ethnographic study of ‘ceremony as resistance’ and ‘resistance as ceremony’". Organization 26, nr 2 (20.10.2018): 255–75. http://dx.doi.org/10.1177/1350508418805284.
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The literature on organisational culture suggests that ceremonies or rituals reinforce control. By contrast, this article contributes to the literature on resistance, culture and ceremony by arguing that ceremony can also be understood as a form of resistance. It does so through drawing on ethnographic research, first, to explore how a ceremonial 1-day rally during an academic dispute was productive for frontline employee resistance (ceremony as resistance). Second, it considers how such resistance can also be productive in generating consent, for it is infused with and reproduces established norms, subjectivities and power relations (resistance as ceremony). Finally, it is asserted that resistance can be productive in fostering a subjectivity characterised by stability and instability and so practices such as a rally are necessary to try to stabilise both the organisation and the subjectivity of resistance. The article therefore illustrates the ambiguity of productive resistance which has been neglected to date. These insights and arguments indicate that all forms of workplace resistance are decaf, for they are imbued with the context and norms through which they arise. Nevertheless, resistance remains dangerous for those in positions of authority because it means that power is never totalising and so outcomes continue to be uncertain.
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Ukuhor, Hyacinth O., Janet Hirst, S. José Closs i William J. Montelpare. "A Framework for Describing the Influence of Service Organisation and Delivery on Participation in Fetal Anomaly Screening in England". Journal of Pregnancy 2017 (2017): 1–13. http://dx.doi.org/10.1155/2017/4975091.
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Objective. The aim of this research was to explore the influence of service organisation and delivery on providers and users’ interactions and decision-making in the context of Down’s syndrome screening.Methods. A qualitative descriptive study involving online interviews conducted with a purposive sample of 34 community midwives, 35 pregnant women, and 15 partners from two maternity services in different health districts in England. Data were analysed using a combination of grounded theory principles and content analysis and a framework was developed.Results. The main emerging concepts were organisational constraints, power, routinisation, and tensions. Providers were concerned about being time-limited that encouraged routine, minimal information-giving and lacked skills to check users’ understanding. Users reported their participation was influenced by providers’ attitudes, the ambience of the environment, asymmetric power relations, and the offer and perception of screening as a routine test. Discordance between the national programme’s policy of nondirective informed choice and providers’ actions of recommending and arranging screening appointments was unexpected. Additionally, providers and users differing perceptions of emotional effects of information, beliefs, and expectations created tensions within them, between them, and in the antenatal environment.Conclusions. A move towards a social model of care may be beneficial to empower service users and create less tension for providers and users.
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Major, Maria, Ana Conceição i Stewart Clegg. "When institutional entrepreneurship failed". Accounting, Auditing & Accountability Journal 31, nr 4 (21.05.2018): 1199–229. http://dx.doi.org/10.1108/aaaj-09-2016-2700.
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Purpose The purpose of this paper is to demonstrate the role of power relations in initiating and blocking accounting change that involves increased “responsibilisation” and “incentivisation”, and to understand how institutional entrepreneurship is steered by power strategies. Design/methodology/approach An in-depth case study was carried out between 2010 and 2015 in a cardiothoracic surgery service (CSS) where a responsibility centre was introduced. Findings Introducing a responsibility centre within a CSS led to a change process, despite pressures for stability. The institutionalisation of change was conditioned by entrepreneurship that flowed through three circuits of power. Strategies were adapted according to changes in exogenous environmental contingencies and alterations in the actors’ relationships. Originality/value The contributions of the paper are several: first, it demonstrates that the existing literature discussing the implementation of responsibility centres cannot be isolated from power issues; second, it expands understanding of the power dynamics and processes of institutional entrepreneurship when implementing accounting change; third, it shows how change introduced by exogenous political economic events structured organisational circuits of power and blocked the introduction of the change initiative.
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RAP, EDWIN. "Cultural Performance, Resource Flows and Passion in Politics: A Situational Analysis of an Election Rally in Western Mexico". Journal of Latin American Studies 39, nr 3 (26.07.2007): 595–625. http://dx.doi.org/10.1017/s0022216x07002854.
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AbstractThis article contributes to a growing body of literature that questions state-centred approaches to analysing politics, adopting a more de-centred and cultural perspective. It does so by presenting a situational analysis and detailed ethnography of a local election rally in Western Mexico. The analysis of this event as a cultural performance highlights the dramatic enactment of culturally significant acts as a central part of electoral behaviour and shows how everyday organisational life, resource flows, public ritual and passion play a part in politics. That such acts are not merely symbolic is demonstrated by what occurs behind the scenes of political ritual: a local political group appropriates a Water Users' Association and draws on its staff, facilities, resources and wider power relations for its political campaign. Such practices also indicate the unanticipated outcomes of recent administrative decentralisation reforms. New producer organisations created by these reforms to administer former government tasks more efficiently are appropriated politically, not simply in an instrumental, but also in a culturally specific manner.
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Eassom, Erica, Domenico Giacco, Aysegul Dirik i Stefan Priebe. "Implementing family involvement in the treatment of patients with psychosis: a systematic review of facilitating and hindering factors". BMJ Open 4, nr 10 (październik 2014): e006108. http://dx.doi.org/10.1136/bmjopen-2014-006108.
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ObjectiveTo synthesise the evidence on implementing family involvement in the treatment of patients with psychosis with a focus on barriers, problems and facilitating factors.DesignSystematic review of studies evaluating the involvement of families in tripartite communication between health professionals, ‘families’ (or other unpaid carers) and adult patients, in a single-family context. A theoretical thematic analysis approach and thematic synthesis were used.Data sourcesA systematic electronic search was carried out in seven databases, using database-specific search strategies and controlled vocabulary. A secondary manual search of grey literature was performed as well as using forwards and backwards snowballing techniques.ResultsA total of 43 studies were included. The majority featured qualitative data (n=42), focused solely on staff perspectives (n=32) and were carried out in the UK (n=23). Facilitating the training and ongoing supervision needs of staff are necessary but not sufficient conditions for a consistent involvement of families. Organisational cultures and paradigms can work to limit family involvement, and effective implementation appears to operate via a whole team coordinated effort at every level of the organisation, supported by strong leadership. Reservations about family involvement regarding power relations, fear of negative outcomes and the need for an exclusive patient–professional relationship may be explored and addressed through mutually trusting relationships.ConclusionsImplementing family involvement carries additional challenges beyond those generally associated with translating research to practice. Implementation may require a cultural and organisational shift towards working with families. Family work can only be implemented if this is considered a shared goal of all members of a clinical team and/or mental health service, including the leaders of the organisation. This may imply a change in the ethos and practices of clinical teams, as well as the establishment of working routines that facilitate family involvement approaches.
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HAAGH, LOUISE. "Training Policy and the Property Rights of Labour in Chile (1990–1997): Social Citizenship in the Atomised Market Regime". Journal of Latin American Studies 31, nr 2 (maj 1999): 429–72. http://dx.doi.org/10.1017/s0022216x99005337.
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This article argues that the training and employment policies of Chile's transition governments since 1990 have failed significantly to promote the development of human resources and occupational citizenship, and identifies key structural and political causes. In particular, the weak development of the property rights of labour and of markets in skill are seen as enduring economic and institutional legacies of the period of dictatorship which continue to constrain key areas of economic development as well as social citizenship rights. The article advocates an analysis of citizenship and skill development that identifies the problem of institutional coordination between a range of different services in labour markets. It suggests that the social organisation of skill markets in Chile systematically discriminates against long-term investments in workers. Hence, even in Chile where economic reformers have sought to maximise markets, decisions on skill investments are, to an important degree, conditioned by power relations and organisational inertia inside individual firms and, at the aggregate level, by the selective channelling of information and the (unplanned) institutional structuring of training supply.
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Boersch-Supan, Johanna. "The generational contract in flux: intergenerational tensions in post-conflict Sierra Leone". Journal of Modern African Studies 50, nr 1 (27.02.2012): 25–51. http://dx.doi.org/10.1017/s0022278x11000590.
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ABSTRACTIntergenerational solidarity and reciprocity are fundamental building blocks of any society. Simultaneously, socio-generational groups constantly struggle for influence and authority. In Africa, disproportionately male, gerontocratic and patrimonial systems governing economic, social and political life lend a special explosiveness to the social cleavage of generation. This paper draws on the concept of the generational contract to explore whether Sierra Leone's civil war – labelled a ‘revolt of youth’ – catalysed changes in the power asymmetries between age groups. I argue that youth question fundamental norms of intergenerational relations, and challenge local governance structures demanding changes to the generational contract. Amidst a strong continuity of gerontocratic dominance and counter-strategies from elders, youth draw on organisational forms and a local human rights discourse to create spaces for contestation and negotiation. These openings hold potential for long-term rearrangements of societal relations.
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Moore, Sian, Ozlem Onaran, Alexander Guschanski, Bethania Antunes i Graham Symon. "The resilience of collective bargaining – a renewed logic for joint regulation?" Employee Relations: The International Journal 41, nr 2 (11.02.2019): 279–95. http://dx.doi.org/10.1108/er-09-2018-0256.
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PurposeThe purpose of this paper is twofold: first, to reassert the persistent association of the decline in collective bargaining with the increase in income inequality, the fall in the share of wages in national income and deterioration in macroeconomic performance in the UK; and second, to present case studies affirming concrete outcomes of organisational collective bargaining for workers, in terms of pay, job quality, working hours and work-life balance.Design/methodology/approachThe paper is based upon two methodological approaches. First, econometric analyses using industry-level and firm-level data for advanced and emerging economies testing the relationship between declining union density, collective bargaining coverage and the fall in the share of wages in national income. Second, it reports on ten in-depth case studies of collective bargaining each based upon analysis of collective bargaining agreements plus in-depth interviews with the actors party to them: in total, 16 trade union officers, 16 members and 11 employer representatives.FindingsThere is robust evidence of the effects of different measures of bargaining power on the labour share including union density, welfare state retrenchment, minimum wages and female employment. The case studies appear to address a legacy of deregulated industrial relations. A number demonstrate the reinvigoration of collective bargaining at the organisational and sectoral level, addressing the two-tier workforce and contractual differentiation, alongside the consequences of government pay policies for equality.Research limitations/implicationsThe case studies represent a purposive sample and therefore findings are not generalisable; researchers are encouraged to test the suggested propositions further.Practical implicationsThe paper proposes that tackling income inequality requires a restructuring of the institutional framework in which bargaining takes place and a level playing field where the bargaining power of labour is more in balance with that of capital. Collective bargaining addresses a number of the issues raised by the Taylor Review of Modern Working Practices as essential for “good work”, yet is at odds with the review’s assumptions and remedies. The case studies reiterate the importance of the development of strong workplace representation and bargaining at workplace level, which advocates for non-members and provides a basis for union recruitment, organisation and wider employee engagement.Originality/valueThe paper indicates that there may be limits to employer commitment to deregulated employment relations. The emergence of new or reinvigorated collective agreements may represent a concession by employers that a “free”, individualised, deinstitutionalised, precarious approach to industrial relations, based on wage suppression and work intensification, is not in their interests in the long run.