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Статті в журналах з теми "Silence – Organisation":
1
Sarıboğa, Volkan, and Hüseyin Serin. "Organisational silence and person-organisation fit: A study on classroom teachers." Cypriot Journal of Educational Sciences 15, no. 5 (October 29, 2020): 887–98. http://dx.doi.org/10.18844/cjes.v15i5.5119.
Анотація:
Examining the relationship between classroom teachers’ organisational silence and person-organisation fit levels is the main purpose of this study. In addition, organisational silence and person-organisation fit levels of classroom teachers were determined and examined whether they differ according to seniority and gender. The sample consisted of 330 classroom teachers working in state primary schools in Bağcılar district of Istanbul in the 2018-2019 academic year. Demographic Information Form, Organisational Silence Scale and Person-Organisation Fit Scale were used in the study. The results indicate that the organisational silence levels of classroom teachers were low and person–organisation fit levels were high, and there was no significant difference between organisational silence and person–organisation fit levels among classroom teachers according to gender. When seniority was examined, the findings indicated that there was no significant difference between person and organisation fit, but there was a significant difference between organisational silence levels of classroom teachers with 6-10 years, 16-20 years, 11-15 years and 16-20 years of seniority. On the other hand, a low negative correlation was found between person–organisation fit and organisational silence.
Keywords: Classroom teachers, organisational silence, person-organisation fit
2
Pirie, Willam Joseph. "Key determinants of organisational silence for non-standard workers." Management Decision 54, no. 6 (July 11, 2016): 1522–38. http://dx.doi.org/10.1108/md-11-2015-0490.
Анотація:
Purpose – The purpose of this paper is to identify the key determinants of organisational silence from the perspective of non-standard workers (NSWs). The study focuses on three research themes: first, analysing the experiences motivating NSWs to remain silent; second, analysing the role of the NSW life cycle in the motivation to remain silent, the final theme is evaluation of the impact on organisational voice of an organisation employing a workforce in which NSWs and standard workers (SWs) are blended. Design/methodology/approach – The study utilises a phenomenological approach, as defined by Van Manen (2007), to collect and analyse the phenomenon of organisational silence from the perspective of NSWs. The NSWs are defined as individuals operating via Limited Liability UK registered companies created for the purpose of delivering services to organisations via a contract of services. This study employed a combination of phenomenology and hermeneutics to collect and analyse the data collected from the NSWs using semi-structured interviews (Lindseth and Norberg, 2004). Findings – The study concludes with three core findings. NSWs experience similar motivational factors to silence as experienced by standard workers (SWs). The key differential between a SW and a NSW is the role of defensive silence as a dominant motivator for a start-up NSW. The study identified that the reasons for this is that new NSWs are defensive to protect their reputation for any future contract opportunities. In addition, organisations are utilising the low confidence of new start up NSWs to suppress the ability of NSWs to voice. The research indicates how experienced NSWs use the marketing stage of their life cycle to establish voice mechanisms. The study identified that NSWs, fulfiling management and supervisory roles for organisations, are supporting/creating climates of silence through their transfer of experiences as SWs prior to becoming NSWs. Research limitations/implications – This study is a pilot study, and the findings from this study will be carried forward into a larger scale study through engagement with further participants across a diverse range of sectors. This study has identified that there is a need for further studies on organisational silence and NSWs to analyse more fully the impact of silence on the individuals and the organisation itself. A qualitative phenomenological hermeneutical study is not intended to be extrapolated to provide broad trends. The focus of the phenomenological hermeneutic research methodology is on describing and analysing the richness and depth of the NSW’s experiences of silence in organisational settings. Originality/value – This paper draws together the studies of worker classification, motivators for organisational silence, and the impact of blending SWs and NSWs in an organisational setting. The study demonstrates that academic research to date has focused predominantly on SWs to the exclusion of the 1.5 million, and growing, NSWs in the UK. This study examines these under-represented workers to analyse the participants’ experiences of organisational silence, and its consequences in organisational settings, demonstrating a need for further studies.
3
Plessis, Alida Susanna (Suné) Du, and Leon T. De Beer. "The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction." management revue 33, no. 3 (2022): 335–55. http://dx.doi.org/10.5771/0935-9915-2022-3-335.
Анотація:
How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.
4
Orunbon, Nurudeen Olalekan, and Isaac-Pihlips Margaret Modupe. "School Organisational Silence, Teachers’ Job Commitment and Productivity in Senior Secondary Schools Education District I of Lagos State, Nigeria." Journal of Educational Sciences 5, no. 3 (July 24, 2021): 569. http://dx.doi.org/10.31258/jes.5.3.p.569-583.
Анотація:
The purpose of this study is to determine the relationship between school organisational silence and teachers’ job commitment and productivity. Two hypotheses (tested at 0.05 level of significance) were formulated to guide the study. With the study’s foundation anchored on correlational and descriptive research designs, its population comprised all teachers. The sample size was 300 teachers. Analysis was carried out using inferential statistics. The data of the study were obtained by questionnaire. Pearsons Product Moment Correlation Analysis was used to test the two hypotheses. Findings indicate that a positive and non-significant relationship existed between school organisational silence and teachers’ job commitment in Lagos State Education District I (r = -0.035, ρ>0.05) and the study also found that there was a negative and non-significant relationship between school organisational silence and teachers’ productivity in Lagos State Education District I (r = 0.770, ρ>0.05). It is concluded that organisational silence is present in Lagos State Education District I senior secondary schools, as evidenced in the study. The study therefore recommended that school leaders/managers should always engaging school teachers in communication and entering them into discussions and decisions in order to reduce silence in the organisation of the school, so as to enhance teachers’ job commitment. School as organisation should pay attention to not only the professional knowledge of the applicants but also to their personal characteristics, hence this can boost the teachers’ productivity.
5
Schweiger, Elisabeth. "Fighting silence covert warfare and the uphill battle against the unsaid." European Journal of International Relations 28, no. 1 (October 24, 2021): 110–30. http://dx.doi.org/10.1177/13540661211053830.
Анотація:
Silences around drone warfare and similar covert state practices have often been encountered as a hurdle that hinders us from understanding and interrogating government acts. Scholars as well as human rights actors have opposed silences in a struggle for greater transparency and have called on governments to speak. Through the case study of drone warfare, this paper analyses the productive role of silences and the political struggle to oppose it. Analysing 125 non-governmental organisation (NGO) reports, UN documents and policy papers, this article investigates how silences are encountered, interpreted and opposed by Western human rights actors. This shows that silence is not encountered as a discrete unit but as interdependent layers of denial, partial withholding of information, redactions, delays, lack of oversight and so on. Situated within unequal power relations, I show how the battle against the unsaid is itself based on what has (not) been heard in Western constructions of drone warfare and risks further enabling violent practices. Discussing ways of subverting the workings of silence, the paper not only contributes to academic literature on covert warfare and silence but also speaks to the practical dilemmas faced by non-state actors who are advocating for more transparency.
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DUROWOJU, Stella T., and Ayobami F. ELEGUNDE. "ORGANISATIONAL SILENCE AND PERFORMANCE OF SELECTED SMALL AND MEDIUM ENTERPRISES IN LAGOS STATE." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (December 1, 2018): 314–22. http://dx.doi.org/10.36108/ljerhrm/8102.01.0143.
Анотація:
This study focused on organisational silence and performance of selected small and medium enterprises (SMEs) in Lagos State. The objective of this study is to empirically examined the concept of organisation silence and its outcomes on SMEs operating in Lagos State. Survey research design was employed in this study. Primary and secondary data were used in this study. The target population covers SMEs registered with Nigerian Association of Small & Medium Enterprises (NASME). 100 copies of questionnaire were administered to members of NASME (Lagos State Chapter) as a sample size. 71 copies were duly filled, returned and valid for this study. Descriptive and inferential statistics were used to analyze data collected. Spearman rank correlation was used to test the hypothesis of this study. r =0.70, which 70% level of relationships. The result of the analysis revealed that organisational silence has effect on performance of SMEs in Lagos State. The study recommended that employees should be allowed to participate in decision making that will affect them should be recognized in such a way that will motivates them to break their silence for effective communication.
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Soto Nolasco, Mikel. "Self-organisation and empowerment in the struggle against silence. Network of Tortured People of Navarre." Torture Journal 33, no. 2 (August 8, 2023): 64–84. http://dx.doi.org/10.7146/torture.v33i2.137318.
Анотація:
In 2021, a group of tortured people and their relatives in Navarre started a process of self-organisation that culminated in 2022 with the birth of the organisation Network of Tortured People of Navarre. The process of self-organisation of tortured people in Navarra is an uncommon phenomenon, which can offer interesting lessons especially for torture victims in other countries and contexts. The aim of this article is to describe a survivor-lead experience and to analyse the keys to this process of collective empowerment. The article has two parts: the first explains the phenomenon of torture in Navarre from the 1960s, in Franco's dictatorship, to the present day using data from the Study on Torture in Navarre, highlighting significant cases or events. The second part is focused on describing the self-organising process of the victims and some lessons that we think may be useful for other realities and groups of torture victims who want to generate self-organising processes. The article analyses some aspects in the genesis and the first steps of the Network with emphasis on those aspects that can be useful to other victims' organisations in their struggle against torture. To do so, we will analyse these aspects: The political and social context in which the Network was born, the Network's strategies for dealing with victims' difficulties in working with their "traumatic event", the organisational structure and development of the network, the Network's basic principles and demands, the Network's strategy and philosophy of work, the Network's policy on relations and alliances and the opportunities and consequences of the process being driven by victims of torture.
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Berger, Israel. "Support and evidence for considering local contingencies in studying and transcribing silence in conversation." Pragmatics. Quarterly Publication of the International Pragmatics Association (IPrA) 21, no. 3 (September 1, 2011): 291–306. http://dx.doi.org/10.1075/prag.21.3.01ber.
Анотація:
Using a conversation analytic methodology, this report looks at conversations in English in which lengthy silences are regularly present. These silences are treated as unproblematic in this corpus. They apparently deviate from the proposals that gaps are minimized (Sacks, Schegloff, & Jefferson 1974) and that there is a standard maximum silence of one second (Jefferson, 1988). This is discussed in light of context and culture. Then the robustness of some features of the organisation of sequences (Schegloff 2007) and turn- taking (Sacks, Schegloff, & Jefferson 1974) are considered. Finally, solutions are compared for rendering lengthy silences in such a way that their meaning is preserved in conversation analytic transcripts or others that include timed silences.
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Marks, John. "Le roman d’entreprise: Breaking the silence." French Cultural Studies 28, no. 4 (October 6, 2017): 371–86. http://dx.doi.org/10.1177/0957155817724957.
Анотація:
This article looks at three recent French novels in order to explore key themes in what has become known as the roman d’entreprise: Pierre Mari’s Résolution (2005), Nathalie Kuperman’s Nous étions des êtres vivants (2010) and Thierry Beinstingel’s Retour aux mots sauvages (2010). The figure of the entreprise functions both as a fictional representation of the post-Fordist workplace environment in companies such as France Télécom, and also as a means of tackling wider issues of work and social organisation in an era of neoliberal managerialism. The concepts of capitalist realism, organisational miasma and virtuality are used to analyse the ways in which the three novels convey the distinctive affective landscape of the contemporary entreprise. Fiction is used to consider the prolix and self-referential nature of the managerialist entreprise, which enables it to exert a significant influence on the individual and collective subjectivities of employees. The three novels focus on the capacity of the entreprise to capture language and impose an affect of silence on employees.
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Yusuf, Robe’ah, Azhar Hj Wahid, Sasigaran Moneyam, and Siti Asma’ Mohd Rosdi. "A REVIEW OF CULTURE AND COMMUNICATION ORIENTATION AMONG MALAY WORKERS TOWARDS SILENCE BEHAVIOUR TENDENCY." International Journal of Modern Trends in Social Sciences 4, no. 15 (March 3, 2021): 13–20. http://dx.doi.org/10.35631/ijmtss.415002.
Анотація:
This article discusses the review of the concept of culture, value, and belief in the Malay community. The focus is on the Malay workers working in a German organisation in Malaysia. Previous studies show that there are communication and cultural gaps when workers from various races and countries working in a multinational organisation. Asian communities mainly Malay, practices collective values such as cooperation among members, care about others' dignities and, silence due to some factors which indirectly affect communication orientation while working with other races. These practices are different from the European community who observes individualistic values. Typically, the Malays work together in voicing opinions or maintaining long-term relationships. In this article, the authors discuss the groupthink theory, which may influence the workers' behaviours in organisations and decision making.
Дисертації з теми "Silence – Organisation":
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Drujon, D'Astros Caecilia. "Three essays on silences in management accounting : an exploratory research into power, talk and knowledge in management accounting in light of the exercice of silence." Thesis, Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2020. http://www.theses.fr/2020ESEC0007.
Анотація:
Cette thèse a pour objectif de montrer qu’en parallèle de la transparence, la comptabilité de gestion produit aussi du silence et peut être utilisée, fonctionner autour du silence. La comptabilité de gestion est une invitation à dire qui coexiste avec la dimension politique de la vie organisationnelle. Cette politique organisationnelle peut entraîner une forme de silence. La comptabilité de gestion peut, elle, être une partie intégrante de ce travail politique, à tous les niveaux de l’organisation, et être ainsi un outil important dans la création, et la perpétuation du silence. Dans la production, la consommation, l’analyse et le travail continuel de façonnage des chiffres, les acteurs organisationnels peuvent choisir, ou être forcés d’exclure des informations sensibles ou complexes. Lorsqu’une information de comptabilité de gestion est considérée comme difficile à lire, ou à comprendre, difficile à partager ou communiquer, non-satisfaisante ou insensée, elle peut être infusée, imprégnée d’une forme de silence. Ce silence ne se limite pas aux règles élémentaires de conversation, mais peut porter des messages et des stratégies qui modifient la réalité organisationnelle. Ce travail de recherche explore donc l’exercice du silence comme partie essentielle des systèmes de contrôle de gestion (Cooper et al., 1981). Ces pratiques de comptabilité de gestion contribuent à la construction de la réalité en orientant la motivation d’agir, en transmettant des normes de conduite, en engageant les usagers. Le silence, est une forme de gouvernement qui 152peut être essentielle à ces pratiques du contrôle et de la comptabilité, et qui peut s’exercer à la fois à travers un pouvoir autoritaire et à travers la force suggestive des outils de comptabilité de gestion. Chaque forme d’expression, dans les interactions ou dans les outils, crée du sens mais exclue aussi du sens et invite des silences, participe de la construction d’un espace du non-dicible. Cette thèse étudie la mise sous silence sous l’angle de dynamiques d’exclusion, du langage, des espaces de communication, du savoir. Cette exclusion est le jeu de tous les acteurs de l’organisation, aspirant à sauvegarder une diversité de domaines de pouvoir, d’expertise ou de savoir. Cette thèse interroge donc comment les pratiques de comptabilité de gestion créent, maintiennent ou brisent les silences dans les organisations ? Afin d’y répondre, j’utilise une méthode qualitative inductive (Chapman, Hopwood, Shields, 2006). Six mois d’étude ont été conduits dans une organisation publique à visée sociale. La thèse est organisée autour de trois articles de recherche. Le premier article interroge l’usage du silence pour asseoir et maintenir le contrôle. Le deuxième article analyse les limites de l’usage des outils de contrôle et comptabilité de gestion pour encourager l’expression et les discussions. Le troisième article étudie le silence comme mode de résistance à la surveillance. Cette thèse envisage ainsi différentes possibilités offertes par l’étude du silence pour enrichir notre connaissance et notre compréhension de la parole, du savoir et des luttes de pouvoir dans et au travers de la comptabilité de gestion. Ce faisant, ce travail propose des contributions aux littérature sur le contrôle de gestion, la conversation comptable, le pouvoir et la résistanceThis dissertation showed that, on par with transparency, management accounting also produces silence and can work around silence. Management accounting is an invitation to “tell” that coexists with the politics of organizational life. Organizational politics may entail a form of silence from decision makers. Management accounting may be an integral part of this political work, at all levels of the organization, and thus an important tool in the creation and maintenance of silence. In the production, consumption, analysis and continuous crafting of management accounting numbers, organizational actors can choose, or be forced to organize out sensitive or complex information. Every time management accounting information is considered difficult to read, or understand, difficult to share, or communicate with, unsatisfactory or even meaningless, it may be infused with a form of silence. A silence that is not limited to intersubjectivity, to elementary conversational rules, but that carries messages and strategies that consciously or not change organizational reality. This research explores the exercise of silence as an essential part of the functioning of control systems. This dissertation is composed of three research papers. The first paper interrogates the use of silence to secure and sustain control. The second paper investigates the limits of the use of management accounting to encourage expression and discussions. The third paper studies silence as resistance to surveillance. This dissertation overall contemplates the possibilities offered by the study of silence to enrich our understanding of talk, knowledge and power struggles in and through management accounting. In doing so, it proposes contributions to the literature on control, on accounting talk, on power and resistance
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Dubarry, Marion. "Etude d'une nouvelle voie de mise en silence des gènes chez la levure saccharomyces cerevisiae." Thesis, Paris 11, 2011. http://www.theses.fr/2011PA112156.
Анотація:
Chez la levure à bourgeon, l’établissement de domaines silencieux pour la transcription nécessite la formation d’une structure, de type hétérochromatine, formée par le complexe SIR (Silencing Information Regulator). Les gènes soumis à la répression transcriptionnelle par ce complexe se trouvent aux sites cryptiques de détermination du type sexuel (HM) et dans les régions subtélomériques localisées à la périphérie nucléaire. Le recrutement des protéines Sir à ces sites nécessite la présence de séquences en cis comme les silencers ou les répétitions télomériques. Mon travail de thèse s’est attaché à l’étude d’une nouvelle voie d’établissement de la répression transcriptionnelle des gènes. En effet, nous avons démontré que la répétition en tandem de protéines fortement liées à l’ADN constitue un stress pour la fibre de chromatine. Ce stress induit le recrutement du complexe SIR favorisant ainsi la formation d’hétérochromatine et la mise en silence des gènes dans des régions normalement actives du génome. De plus, nous avons observé qu’en absence de l’ADN hélicase Rrm3, dont la fonction est de faciliter la progression de la fourche de réplication le long de la fibre de chromatine, la répression induite par ces complexes est exacerbée. Ce lien entre stress réplicatif et établissement de la répression transcriptionnelle a été observé, dans un premier temps, grâce à l’utilisation de systèmes artificiels (systèmes d’étiquetage des gènes : lacO/LacI et tetO/TetR). En outre, nous avons montré qu’un site naturel de pause de la réplication, tel qu’un gène codant un ARN de transfert, peut également favoriser la répression par les protéines Sir. De manière intéressante, à l’échelle du génome, nous avons pu observer le recrutement des protéines Sir dans des régions où la progression de la fourche de réplication est ralentie. Ainsi, nos données révèlent une nouvelle voie de mise en silence des gènes liant stress réplicatif et répression transcriptionnelleIn budding yeast, the heterochromatin-like structure formed by the SIR complex (Silencing Information Complex) represses transcription. SIR mediated repression occurs at the cryptic mating type loci (HM) and subtelomeric regions localized at the nuclear periphery. The recruitment of the Sir proteins is induced by the presence of cis-acting elements as silencers or telomeric repeats.My doctorate work was focused on the characterization of a novel pathway of silencing establishment. Indeed, we have shown that arrays of tight DNA-proteins complexes lead to a chromatin stress. This stress induces the recruitment of the SIR complex and the establishment of stable heterochromatin-like domain at ectopic sites in the budding yeast genome. Moreover, this heterochromatinization is enhanced in cells mutated for Rrm3, a specialized DNA helicase acting ahead the fork to remove replication-impeding structures. Thus, we first observed a link between replication stress and silencing establishment by using artificial systems (gene tagging systems: lacO/LacI and tetO/TetR). Further, we have shown that tRNA genes, which are known to act as replication pause sites, can favor SIR-mediated repression. Interestingly, we found that Sir proteins are recruited where the replication fork progression is impeded at the genome wide scale. All together, these data reveal a novel mechanism for heterochromatin formation linking replication stress with gene repression
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Andrieu, Clement. "De la prise de parole au silence, une interprétation en termes d'impuissance apprise dans le contexte organisationnel." Electronic Thesis or Diss., Université Côte d'Azur, 2023. http://www.theses.fr/2023COAZ2048.
Анотація:
Les individus ont un besoin intrinsèque de ressentir un certain contrôle de leur environnement, de pouvoir influencer les situations en vue d'éviter les dangers, de limiter les expériences négatives ou de provoquer des situations positives. Ce besoin est généralisable à l'ensemble des organisations dans lesquelles les individus évoluent : travail, associations, université, etc. Dans ces organisations, face à des événements négatifs, les personnes peuvent chercher à agir, notamment en prenant la parole auprès de certaines autorités, gestionnaires ou responsables. L'action, quoi qu'indirecte, a pour vocation d'atténuer ou d'empêcher ces événements. Face à ces mêmes événements négatifs, si la prise de parole est jugée futile, le silence est une option possible (i.e., silence acquiescent). Ce silence va à l'encontre du besoin de contrôler l'environnement et peut entraîner des conséquences préjudiciables, à la fois pour les personnes et pour les organisations. Dans la littérature sur les comportements organisationnels, le silence acquiescent est souvent considéré comme un exemple d'impuissance apprise mais l'est-il réellement ? L'impuissance apprise est un état sévère pour une personne qui peut se rapprocher de la dépression et qui ne se limite pas à une simple passivité. Dans la présente thèse, nous développons les concepts théoriques de sentiment de contrôle et d'impuissance apprise que nous transposons concrètement au contexte de la prise de parole et du silence en organisation. L'objectif est de comprendre comment les individus en viennent à rester silencieux, résignés et quelles en sont les conséquences. Les études menées dans ce cadre mettent le silence acquiescent à l'épreuve du paradigme de l'impuissance apprise impliquant l'examen systématique de ses antécédents, médiateurs et l'ensemble de ses conséquences (i.e., comportementales, émotionnelles et cognitives). Les résultats obtenus permettent de réaliser un lien explicite entre silence acquiescent et impuissance apprise. Ils contribuent ainsi à la compréhension des facteurs amenant les personnes à rester silencieuses et des conséquences qui en découlent. Plus généralement, l'application du concept d'impuissance apprise aux recherches en psychologie des organisations y est discuté ainsi que les apports théoriques de ce travail et les questions qui restent en suspensIndividuals have an intrinsic need to experience a certain degree of personal control over their environment, the ability to influence situations to prevent hazards, mitigate negative experiences, or create positive outcomes. This basic need also holds true within organizations where individuals operate, whether it's in the workplace, in associations, at the university, etc. In these contexts, when negative events occur, people may seek to voice their concerns to authorities, managers, or decision-makers in an attempt to indirectly affect these events they wish to influence, either to prevent or alleviate them. However, there are instances when, faced with a negative event, individuals remain silent and accept it, believing that acting is futile (i.e., acquiescent silence). This silence contradicts their need to control their environment and can lead to detrimental consequences for both individuals and organizations. In the literature on organizational behavior, this state of silence is often considered as an example of learned helplessness, but is it so? Learned helplessness is a severe state for individuals, which can resemble a depressive state and goes beyond mere passivity. In this thesis, we expose the theoretical concepts of control perception and learned helplessness, which we concretely apply to the context of voice and silence within organizations to understand how individuals come to stay silent and resigned, and what the consequences are. The studies conducted within the framework of this thesis experimentally examine all the required components of the learned helplessness paradigm, including its antecedents, mediators, and the full scope of its consequences (behavioral, emotional, and cognitive) in the context of voice within organizations. The results obtained in these studies show that acquiescent silence is indeed similar to learned helplessness, thus contributing to an understanding of the factors that lead people to remain silent and the resulting consequences. More broadly, the application of the concept of learned helplessness to social issues is discussed, as well as the theoretical contributions of this work and the remaining questions to be addressed
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Rocha, Raoni. "Du silence organisationnel au développement du débat structuré sur le travail : les effets sur la sécurité et sur l'organisation." Thesis, Bordeaux, 2014. http://www.theses.fr/2014BORD0197/document.
Анотація:
Cette thèse s’inscrit dans le champ de la sécurité des organisations. Son objet concerne le développement d’une culture de sécurité, avec comme postulat le fait que la sécurité se fait avec la participation des travailleurs de tous niveaux hiérarchiques de l’organisation. Une recherche fondée sur ce principe a été conduite au sein de deux entreprises de distribution d’énergie en France. Comme beaucoup d’autres, ces entreprises sont axées sur une culture managériale de la sécurité où la sur-procéduralisation, le contrôle des « mauvais comportements » et les sanctions prennent le pas sur le travail réel. Comme conséquence, on constate le développement du « silence organisationnel », les travailleurs étant conduits à ne plus remonter les difficultés ou contradictions vécues sur le terrain, ou à remonter des situations à faible impact. Le retour d’expérience se trouve donc affaibli, voire inefficace. Pour gérer le silence organisationnel et ses conséquences, cette recherche a expérimenté des espaces de débat sur le travail réel entre salariés relevant de différents échelons de l’entreprise. Dès que certaines conditions sont respectées, ces espaces peuvent apporter de nombreuses contributions pour les personnes concernées et pour l’organisation locale. Pour qu’ils soient durables, il faut que ses membres disposent d’un certain pouvoir d’agir pour régler certaines des situations débattues localement, et qu’ils puissent communiquer avec d’autres espaces lorsque les ressources locales s’avèrent insuffisantes. Ainsi, les espaces de débat ne doivent pas être isolés au sein des échelons hiérarchiques, mais doivent être interconnectés en vue de définir le pouvoir d’agir et l’autonomie de chacun d’entre eux. Cette réflexion met en lumière le principe de subsidiarité, qui nous enseigne que chaque situation doit être traitée au niveau pertinent le plus bas de l’organisation. Cette thèse défend donc l’idée que pour traiter le silence organisationnel et développer une culture de sécurité, il est nécessaire de développer le « débat structuré sur le travail » – ou des espaces de débat organisés par le principe de subsidiarité – dans différents échelons de l’entreprise. Quelles sont les contributions réelles du débat structuré sur le travail ? Et ses conditions de mise en place ? Autant de questions auxquelles cette thèse tente de répondre par la construction de dispositifs de débat au sein de l’organisation et par une analyse fine du contenu des ces débats. Les résultats remettent en cause la vision classique de la sécurité basée sur des analyses centrées uniquement sur les situations conflictuelles passées, pour mettre en lumière l’articulation entre l’expérience passée, le débat actuel et les situations futures probables. L’approche mise en oeuvre au cours de ces 3 années a permis de développer une organisation plus résiliente, c’est-à-dire une organisation capable de maintenir un état stable en dépit des perturbations inhérentes à tout système de travail. Cette recherche nous invite à repenser la manière de manager les organisations actuelles. Même si le point de départ de la recherche concernait des questions de sécurité, le développement du débat structuré sur le travail a permis dans le même temps de traiter des questions de santé des travailleurs, de qualité du travail et de performance du systèmeThis thesis concerns the safety of work organizations. Its purpose is the development of a safety culture, with the postulate that safety must be done with the participation of workers of all levels of the organization. A research based on this principle was conducted in two companies of energy distribution in France. Like many others, these companies are focused on a managerial safety culture where over-proceduralization, control of "bad behavior" and sanctions prevail over the real work. As a consequence, we notice the development of the "organizational silence", workers being led not to report difficulties or contradictions experienced on the field, or to report low-impact situations. Experience feedback is thus weakened or ineffective.To manage this organizational silence and its consequences, this research experimented work debate spaces between workers belonging to different levels of the company. When certain conditions are met, these spaces may have many benefits for the concerned persons and for the local organization. In order to be sustainable, it is necessary that its members have some power to act to manage some of the situations discussed locally, and that they can communicate with other spaces when local resources are insufficient. Thus, work debate spaces should not be isolated in hierarchical levels, but must be interconnected to define the power to act and autonomy of each. This highlights the principle of subsidiarity, which teaches us that each situation should be managed at the lowest appropriate level of the organization. This thesis argues that to manage organizational silence and develop a safety culture, it is necessary to develop a "structured work debate" - or debate spaces organized according to the principle of subsidiarity - in different levels of the company. What are the effective contributions of structured work debate? And its conditions of implementation? These are questions that this thesis attempts to answer by the construction of debate devices within the organization and the detailed analysis of the content of the discussions. The results question the classic view of safety based on analyzes focused only on past situations of conflict, to highlight the link between past experience, the current debate and the likely future situations. The approach implemented during these three years led to develop a more resilient organization, i.e. an organization able of maintaining a stable functioning despite the disturbances inherent to any system of work. This research invites us to rethink the way of managing current organizations. Although the starting point of the research concerned safety issues, the development of a structured work debate allowed at the same time to deal with issues of workers' health, quality of work and performance of the system
5
Garratt, Lindsay B. "Power relationships and authentic organisational learning : daring to break the silence on meaningful dialogue in policing organisations." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2013. https://ro.ecu.edu.au/theses/704.
Анотація:
The 21st century presents great opportunities and threats for business: national and global markets are demanding high performance, innovation, creativity, and flexibility. Public sector organisations are continually asked to do more with less, with equal if not greater efficiency and creativity demands as the private sector. Organisational learning is a concept touted as an important and necessary strategy for organisations to keep pace with the rapid changing global environment that now plays host to opportunities as well as great economic and social volatility. However the reality for many is that they become proficient at the kind of organisational learning that reinforces the status quo (Morgan, 2006).
This thesis aims to make an original contribution to the organisational learning literature by exploring power relationships and the degree to which individual and/or groups have the capacity or power to question the existing order of things. More particularly, it examines how and why power relationships may facilitate or inhibit ‘authentic organisational learning’. In doing so, this research explores a conceptual model of power relationships drawing on a traditional organisational leadership framework originating with Burns (1978) – ‘transactional’ and ‘transformational’ – as well as incorporating a critical perspective, drawing on the work of Freire (1970) with the notion of a ‘revolutionary’ power relationship. These three power relationships are explored as they operate to varying degrees across the four dimensions of power drawn individually from Dahl through to Lukes and Foucault. Notions such as ‘meaningful dialogue’ and ‘liberated learning space’ are introduced as a means to explain the capacity or ‘power to’ question the existing order of things: including the traditional dominant attitudes, beliefs, values and norms in organisations.
Despite the perceived importance of organisational learning as a strategy for organisations in the 21st century, and the significant growth in the literature since the early 1990s, the notion of power continues to be all but silent in the organisational learning literature. Positioned in the recent emancipatory perspective of organisational learning, underpinned by Critical Theory, this thesis contributes to breaking this silence by exploring beyond the possible vested interests that we, as managers, may have to maintain the existing order of things in organisations. The emancipatory perspective encourages me to distinguish between organisational learning that is more ‘compliant’ to the learning agenda of managers – whether exploiting existing learning or exploring new learning both for corporate benefit – and more ‘authentic organisational learning’ driven by employees.
This original contribution has particular significance for policing organisations. The ability of individuals to question the existing order of things in such organisations is of interest due to a perceived inability to bring about meaningful cultural reform. This research argues that reform failures may be due to a managerial learning agenda being deployed, which may result in compliance rather than more ‘authentic’ learning. Hence, this thesis examines the conceptual model primarily in respect to two case studies of policing organisations: one Australian and the other in another part of the Oceania region.
6
Shepherd, David William James. "Complicit silence : organisations and their response to occupational fraud." Thesis, University of Portsmouth, 2016. https://researchportal.port.ac.uk/portal/en/theses/complicit-silence(0121656b-aed4-4fe8-bf04-5f5c9db41560).html.
Анотація:
The limited research that has been undertaken into occupational fraud has focused on the offender and why he or she does it. This thesis focuses on the situation of the crime, the organisation. Some organisations acquiesce to internal fraud whilst others robustly confront it. The research employs a mixed-method strategy to explore the structures, social influences and cultural characteristics of organisations which lead either to active prevention or passive tolerance. The first stage of the research examines the nature of the occupational fraud threat. The prevalence of the crime indicates that low value, occasional offending has become normalised behaviour. However the greatest financial threat comes from a small number of habitual offenders dominated by high greed sociopaths. The difficulties in tackling fraud flow from the ambiguities in its definition, not least because it is contingent on circumstances, local rules, contractual terms and the role of the transgressor. Subjectively labelling observed behaviour as fraudulent is thus in itself a major challenge. The second stage of the research employs interview, case study, documentary data and ethnographic methods to explore how organisations respond to the challenges. An important focus of the research is the comparison of two large organisations, one with a very strong counter-fraud culture, the second seemingly indifferent to the threat. The thesis identifies ethical climate as a key variable. It proposes a five stage organisational ethical development model and identifies some of the characteristics associated with each stage, characteristics which suggest that situational crime prevention is an important component of a progressive ethical climate. A key emergent theme is the range of excuses and justifications that are deployed to avoid tackling occupational fraud. These rationalisations mirror the rationalisations constructed by offenders to justify their actions. The thesis posits differential rationalisation as a new criminological theory, an addendum to differential rationalisation.
7
Kindvall, Linnea, and Laila Snijder. "Metoo - en samhällsförändrande kraft eller ett nyhetens behag? : En kvalitativ studie av hur Metoo har påverkat teaterbranschen i Sverige." Thesis, Södertörns högskola, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-35639.
Анотація:
Denna uppsats söker förståelse för hur Metoo har påverkat den svenska teaterbranschen. Detta med bakgrund i händelserna under senhösten 2017 då Metoo startade, först bland skådespelare och senare även i andra branscher. Studien söker kunskap hur Metoo har påverkat personer verksamma i teatervärlden. Den teoretiska referensramen börjar med Michel Foucaults diskussioner om makt och sexualitet för att fortsätta till en överblick av det relationella ledarskapet. Vidare fortsätter teorierna med att beskriva hur sexualitet och organisationer påverkar varandra samt vad som kan leda till sexuella trakasserier i organisationer. Avslutningsvis fördjupas i hur och varför sexuella trakasserier förekommer i teatervärlden. Studien har använt sig av en kvalitativ forskningsmetod med semistrukturerade intervjuer som huvudstrategi för att samla in data, men det har även genomförts telefonintervjuer och skickats ut ett frågeformulär. Utifrån empiri och analys visade det sig att informanterna på olika sätt har blivit påverkade av Metoo. De bekräftade att sexuella trakasserier är vanligt förekommande i teatervärlden även om de var förvånade över omfattningen. Några faktorer som informanterna belyste som en anledning till varför sexuella trakasserier sker är att jämställdhetsarbete inte prioriteras då konsten går före arbetsmiljöfrågor samt att en tystnadskultur har bidragit till att få har anmält. Informanterna menade att Metoo har givit teatervärlden ett språk som kan göra det lättare för dem att prata om och hantera sexuella trakasserier i framtiden. Även om teaterbranschen redan är styrda av lagar och riktlinjer menade informanterna att det behöver bli tydligare hur dessa kan implementeras i det vardagliga arbetet. Överlag vara informanterna positiva till hur Metoo påverkat teatervärlden men några var dock mer skeptiska och menade att strukturer är svåra att förändra.This essay is an attempt to make an understanding of how Metoo has effected the Swedish theater business. With background in what happened in Sweden and mostly in the theater business in the late fall of 2017, the aim of the study is to know how Metoo have affected people working in this business. The theories start with Michel Foucaults discussion about power and sexuality and continues with a relational perspective on power and leadership. The theories moves on to a discussion about sexuality and sexual harassments in organizations and the cultural industry. The method to collect data was semi-structured interviews and questionnaires with actors and other people working in the theater business. The respondents stories and answers confirmed that sexual harassments is common when working in theaters but most respondents were surprised about the extent. It turned out to be many specific reasons why sexual harassment is a problem in the theatre world, for instance art has the highest value therefore work environment problems is put aside. There is also a culture of silence which prevents sexual harassment from being reported. But many respondents believe that Metoo has given the theatre business a way to speak about problems with sexual harassments. The theatre business are already operating through laws and regulations which prohibits sexual harassments but it needs to work differently for them to be maintained. All the respondents believe that Metoo have influenced them and some of them think that the business will change. But a few respondents have a more critical view on the future impact of #Metoo because they believe that structures are hard to change.
8
Knoll, Michael. "Stille und Schweigen in Organisationen." Doctoral thesis, Universitätsbibliothek Chemnitz, 2011. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-81638.
Анотація:
Die in den drei Manuskripten vorgestellten Arbeiten zielen auf die Beantwortung der Frage, warum in Organisationen Fehlentwicklungen nicht angesprochen werden. Die Ergebnisse der Arbeit lassen sich folgendermaßen zusammenfassen:
1) Ein funktionaler Ansatz wurde vorgestellt, mit dessen Hilfe die verfügbaren Erklärungsansätze zu Organizational Silence (als Stille in Organisationen konzipiert) über mehrere Ebenen (Mitarbeiter-, Gruppen- und Organisationsebene) integriert werden können. Ich habe mit der Ausarbeitung der Mitarbeiterebene begonnen. Dabei unterschied ich vier Formen von Mitarbeiterschweigen (angstbasiertes, resignatives, prosoziales und opportunistisches Schweigen) und entwickelt eine Skala, mit der erstmals verschiedene Formen von Mitarbeiterschweigen empirisch getrennt voneinander untersucht werden können. Die Skala wurde eingesetzt, um für die vier Formen Vorbedingungen, Begleiterscheinungen und Folgen herauszuarbeiten. Die Verfügbarkeit dieser kurzen Skala mit guten psychometrischen Werten wird eine genauere Ausarbeitung der Konzepte ermöglichen.
2) Bestehende Zugänge zum Authentizitätskonzept wurden integriert und ein Kernkonzept von Authentizität vorgestellt. Dieses Konzept umfasst eine auf das Selbst gerichtete Dimension (Authentic Self-Awareness) und eine auf den Ausdruck des Selbst gerichtete Dimension (Authentic Self-Expression). Für die Erfassung dieses Kernkonstrukts wurde eine Skala entwickelt und getestet. Durch die sparsame Zwei-Faktorenstruktur und die Kurzskala ist es möglich, Authentizität auch im angewandten Kontext relativ problemlos zu untersuchen. Dadurch lassen sich potentiell die erwarteten positiven Zusammenhänge empirisch bestätigen und widersprüchliche Annahmen mit Hilfe empirischen Datenmaterials aufklären.
3) Authentizität wurde als Prädiktor für das Verschweigen (Employee Silence) und für das Ansprechen von Fehlentwicklungen in Organisationen (Employee Voice) eingeführt. Es konnte gezeigt werden, dass Authentizität in der Vorhersage von Silence und Voice inkrementelle Validität über besehende Prädiktoren wie z.B. Team Psychological Safety, Organisationale Identifikation, Arbeitszufriedenheit und Work Engagement aufweist.
9
Lebrun, Eléonore. "Interactions à distance dans la chromatine silencée de saccharomyces cerevisiae." Lyon, École normale supérieure (sciences), 2002. http://www.theses.fr/2002ENSL0220.
Анотація:
Le silencing est la répression transcriptionnelle d'un domaine de chromatine de façon stable et héritable lors des divisions cellulaires, mais également réversible dans certaines conditions. Les loci HM, les télomères et l'ADNr sont soumis au silencing chez la levure Saccharomyces cerevisiae. La particularité de cette régulation est que sa force dépend de la juxtaposition d'éléments modulaires, les silencers, et de coopérations à distance avec les compartiments réservoirs des protéines Sir induisant le silencing et des éléments relais, les protosilencers. Nous avons disséqué l'élément subtélomérique conservé CoreX et analysé l'activité silencer de ses composantes. Cet élément ne contient que deux des trois séquences du silencer prototypique HM, chacune contribuant à l'activité protosilencer de CoreX. Nous proposons un modèle dans lequel des protosilencers pourraient coopérer à distance pour établir et maintenir efficacement un domaine de silencing. La coopération entre éléments du silencing pourrait s'expliquer par des interactions physiques à dis-tance. Nous avons mis au point un système pour tester in vivo la capacité d'une protéine méthyltransférase fixée à un silencer à méthyler des sites télomériques. Cette approche nous a permis de montrer une asso-ciation préférentielle des silencers HML avec le télomère le plus proche, la région télomérique IIIL. Quand les silencers sont transférés sur un plasmide, I'interaction s'étend aux télomères d'autres chromosomes. Nos résultats suggèrent que les silencers HML interagissent avec les télomères. Nous proposons un modèle dans lequel les contraintes chromosomiques gouvernent l'interaction des silencers HML avec les télomères.
10
Sture, William. "Exploring the phenomenon of silence in organisational settings as experienced by Non-Standard Workers." Thesis, Abertay University, 2017. https://rke.abertay.ac.uk/en/studentTheses/d6db732b-904c-4e1b-b4c2-38c7c54fd175.
Анотація:
The purpose of this study was to capture, analyse and interpretate Non-Standard Workers (NSWs) experience of the phenomenon of silence in organisational settings to provide a conceptualisation of the antecedents and determinants of silence utilised by NSWs.
Книги з теми "Silence – Organisation":
1
Public Affairs Committee (Malawi). Breaking the silence on HIV & AIDS by faith based organisation leaders in Malawi: Behavioral change communication training manual. Lilongwe, Malawi: Public Affairs Committee, 2005.
2
Higgins, John, and Mark Cole. Great Unheard at Work: Understanding Voice and Silence in Organisations. Routledge, Chapman & Hall, Incorporated, 2023.
3
Frost, Elizabeth, Veronika Magyar-Haas, Holger Schoneville, and Alessandro Sicora, eds. Shame and Social Work. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781447344063.001.0001.
Анотація:
This book aims to approach the phenomenon of shame, especially in the context of social work. It explores the profoundly damaging experience of shame on the identities and potential of many service users, who, through, for example, the stigmatised experiences of poverty or abuse, are silenced within and disconnected from full participation in societies and communities. The book considers shame as a social, moral, and politically generated phenomenon, but equally focuses on the powerful, painful experience of each individual subjected to shaming. Having set out key contextual issues and theoretical approaches to understand shame, the book turns its attention to service users, more specifically young people and the poor. Finally, it offers examples of shame in relation to how social workers experience this in organisations and through, for example, human mistakes and limitations. In relation to shamed social workers and shamed service users, attention is given to how it might be possible to begin to address this painful state.
4
Alston, David, Juanita Cox-Westmaas, and Rod Westmaas. Slaves and Highlanders. Edinburgh University Press, 2021. http://dx.doi.org/10.3366/edinburgh/9781474427302.001.0001.
Анотація:
Explores the prominent role of Highland Scots in the exploitation of enslaved Africans and their descendants in the cotton, sugar and coffee plantations of the 18th and 19th centuries. Pays special attention to the new colonies of the southern Caribbean, including Grenada and Guyana, and to Suriname in the years to 1863 Contributes to the debate on reparation by reappraising the idea of Scots complicity in the slave trade Includes a short foreword by Rod Westmaas and Juanita Cox-Westmaas, co-founders of Guyana Speaks, an organisation for the Guyanese diaspora in London Scots were involved in every stage of the slave trade: from captaining slaving ships to auctioning captured Africans in the colonies and hunting down those who escaped from bondage. This book focuses on the Scottish Highlanders who engaged in or benefitted from these crimes against humanity in the Caribbean Islands and Guyana, some reluctantly but many with enthusiasm and without remorse. Their voices are clearly heard in the archives, while in the same sources their victims’ stories are silenced – reduced to numbers and listed as property. David Alston gives voice not only to these Scots but to enslaved Africans and their descendants – to those who reclaimed their freedom, to free women of colour, to the Black Caribs of St Vincent, to house servants, and to children of mixed race who found themselves in the increasingly racist society of Britain in the mid-1800s. As Scots recover and grapple with their past, this vital history lays bare the enormous wealth generated in the Highlands by slavery and emancipation compensation schemes. This legacy, entwined with so many of our contemporary institutions, must be reckoned with.
5
Woinarski, John. Bat's End. CSIRO Publishing, 2018. http://dx.doi.org/10.1071/9781486308644.
Анотація:
On the evening of 26 August 2009, the last known pipistrelle emerges from its day-time shelter on Christmas Island. Scientists, desperate about its conservation, set up a maze of netting to try to catch it. It is a forlorn and futile exercise – even if captured, there is little future in just one bat. But the bat evades the trap easily, and continues foraging. It is not recorded again that night, and not at all the next night. The bat is never again recorded. The scientists search all nearby areas over the following nights. It has gone. There are no more bats. Its corpse is not, will never be, found. It is the silent, unobtrusive death of the last individual. It is extinction.
This book is about that bat, about those scientists, about that island. But mostly it is an attempt to understand that extinction; an unusual extinction, because it was predicted, witnessed and its timing is precise.
A Bat's End is a compelling forensic examination of the circumstances and players surrounding the extinction of the Christmas Island pipistrelle. A must-read for environmental scientists, policy-makers, and organisations and individuals with an interest in conservation.
Частини книг з теми "Silence – Organisation":
1
Armitage, Andrew, and Diane Ramsay. "A Poetic Approach to Researching Silence in Organisations." In Using Arts-based Research Methods, 209–36. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-33069-9_8.
2
Ponnert, Lina. "Accumulated Silence When “Passing the Buck”: Organisational Tensions in Child Welfare Investigations." In Justice and Recovery for Victimised Children, 113–39. Cham: Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-53233-7_5.
Анотація:
AbstractSweden’s child welfare services are characterised by intra-organisational specialisation and collaboration with Barnahus as a standard procedure in cases of child abuse. This chapter examines what happens with social workers’ risk assessments when they are both filtered internally at different units and in relation to Barnahus and a criminal law-oriented logic. Various organisational tensions are discussed, and how they might affect child welfare investigations and practice related to suspected violence. When children disclose violence, the concept of “accumulated silence” is applied to illustrate the multi-layered juridification process, where cases are often passed on between units and professionals. The analysis is based on interviews with social workers from different municipalities in Sweden.
3
Lovell, Heather. "Narratives." In Understanding Energy Innovation, 53–71. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-6253-9_4.
Анотація:
AbstractStories pervade society and play a role in helping us to simplify and make sense of new innovations such as smart grids. Narratives are useful to study not only because of the things, people and organisations that they speak to but also because of the things that are not said—the silences. There are many narratives about smart grids and in this chapter I explore three examples: a global industry narrative about households and their willingness to participate in smart grids; a narrative of policy failure about a smart grid project in the State of Victoria, Australia; and narratives that compete with smart grids, including the hydrogen economy and off-grid energy futures.
4
Fracapane, Karel. "International Organisations in the Globalisation of Holocaust Education." In As the Witnesses Fall Silent: 21st Century Holocaust Education in Curriculum, Policy and Practice, 263–76. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-15419-0_15.
5
Pellegrinelli, Carmen, and Laura Lucia Parolin. "Alice in Wondertheatre: An Affective Ethnography." In The Posthumanist Epistemology of Practice Theory, 151–76. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-42276-8_6.
Анотація:
AbstractIn March 2020, Bergamo was hit by the first wave of the pandemic. More than 6000 people have died in the area, where the emergency facilities lived in a stressful situation for months. In January 2022, a group of ER doctors and nurses from the Papa Giovanni XXIII hospital in Bergamo (Italy)—the frontline in the crisis—wanted to reflect collectively on their experience with the COVID-19 pandemic. The group set up a one-year-long theatre workshop involving around twenty colleagues from the ER. The workshop was also aimed at preparing a theatre show, “Giorni muti, notti bianche” (Silent days, sleepless nights), presented in the Bergamo’s main theatre. By participating in the theatre workshop, we conducted a collaborative affective ethnography to investigate the dimension of affects in the ER professionals’ work practices during the first wave of the pandemic. This chapter is based on an affective ethnography and it considers the characteristics of this (post)qualitative research method and its potential for organisational scholars.
6
Harbaugh, Corey L. "Informed Pedagogy of the Holocaust: A Survey of Teachers Trained by Leading Holocaust Organisations in the United States." In As the Witnesses Fall Silent: 21st Century Holocaust Education in Curriculum, Policy and Practice, 375–90. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-15419-0_21.
7
Szymczak, Julia E. "Infections and Interaction Rituals in the Organisation: Clinician Accounts of Speaking Up or Remaining Silent in the Face of Threats to Patient Safety." In The Sociology of Healthcare Safety and Quality, 140–54. Chichester, UK: John Wiley & Sons, Ltd, 2016. http://dx.doi.org/10.1002/9781119276371.ch9.
8
"Silence, Patterns, Structures." In Improvisation und Organisation, 355–78. transcript-Verlag, 2017. http://dx.doi.org/10.14361/9783839426111-018.
9
Spencer, Michael. "Silence, Patterns, Structures." In Improvisation und Organisation, 355–78. transcript Verlag, 2017. http://dx.doi.org/10.1515/9783839426111-018.
10
Jude, Sorana. "Breaking the Silence: Embodiment, Militarisation and Military Dissent in the Israel/Palestine Conflict." In Making War on Bodies, 97–120. Edinburgh University Press, 2020. http://dx.doi.org/10.3366/edinburgh/9781474446181.003.0005.
Анотація:
This chapter studies the testimonies of violence published by the Israeli veteran organisation Breaking the Silence (Shovrim Shtika) and explores the role of embodiment as a means of military dissent within the Israel/Palestine conflict. These testimonies represent aesthetic practices that describe the violent behaviour of the Israel Defence Forces (IDF) in the Occupied Palestinian Territories (oPt) and illustrate soldiers’ embodied experiences of fear, shame, remorse, or empathy for Palestinians during their military service under the occupation. Interested in the political power of emotions within military dissent, this chapter shows that the activism of Breaking the Silence (BtS) is in fact interweaved with the same ideas of power, hierarchy, and violence that it seeks to challenge. It argues that dissenting military practices are fraught with contradictions, ambivalences, and ambiguities that may actually reinforce, rather than destabilise, the militarised discourses that sustain the Israel/Palestine conflict. Despite the best efforts of this organisation in intervening in the dynamics of Israeli militarisation, the aesthetics of BtS activism show that military dissent draws on and discloses embodied experiences which reproduce military masculinity, validate militarism, and may legitimise the further enactment of violence within the Israel/Palestine conflict.
Тези доповідей конференцій з теми "Silence – Organisation":
1
Covacio, Silvia. "Misinformation: Understanding the Evolution of Deception." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2656.
Анотація:
The ensuing discussion of the evolutionary principles surrounding misinformation describes how misinformation creates similar mindsets and behaviour patterns. The evolutionary process of misinformation is often a battle of opposing entities or forces - the rhythm of domination and subservience, altruism and egoism. For misinformation to succeed it requires all interrelated actors to remain, inadvertently or voluntarily, silent and cooperative with the misinformation sender. The negativity breeds negativity, which creates an unstable organisational environment leading to the collapse of the system supported on a misinformation foundation. Many organisations are based on this rhythm, and Michel Foucault affirms that organisations are repressive systems that require misinformation to control and dominate through knowledge management. The dominating organisational forces often include the use of unethical practices utilizing misinformation to dominate individuals, committees, other organisations, and the market. The hope of survival lies in the rise of Comte’s altruistic and ethical behaviour patterns beginning on an individual level, spreading within the unethical organisation to related organisations, and governments.
2
Gallitre, Laurence, and Solange Rossato. "Organisation temporelle des silences dans le discours en situation de crise : une étude de cas dans l’aéronautique." In XXXIVe Journées d'Études sur la Parole -- JEP 2022. ISCA: ISCA, 2022. http://dx.doi.org/10.21437/jep.2022-37.
3
SKAČKAUSKIENĖ, Ilona, and Jurga VESTERTĖ. "SERVICE MODULARISATION COMPATIBILITY TO ORGANISATIONAL OBJECTIVES." In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.583.
Анотація:
Purpose – the article aims to explore how service modularisation objectives are compatible with organisa- tional objectives. Research methodology – the paper is a part of continuous research. It takes a conceptual approach and integrates rele- vant literature to develop a framework on the potential avenues to create a decision-support tool that assists in service modularity planning. The research proceeds with evidence from the peer-reviewed literature. The relevant literature was identified through “pearl growing” and citation chasing techniques using the assembled body of topic literature from authors’ previous research and employing the related keywords for filtering. Findings – the previous literature is silent on establishing objectives for service modularisation with the consideration of what a provider will achieve by engaging in this. The paper addresses this gap and discovers how antecedents of service modularisation transform into organisational objectives. Research limitations – although bibliographic research methods are limited, they enable the analysis and identification of structure within the research. Such analysis has implications by suggesting future directions in investigating how modularity approach can be used in the service context and how it can be applied in practice more actively. Practical implications – the findings provide potentially vital information to service organisation managers and allow better understand how service modularisation would benefit performance results in gaining service competitiveness. Originality/Value – the study contributes to the discourse on service modularity planning and provides a basis for comprehension of service modularisation merit when pursuing competitiveness.
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Ugur, Etga. "RELIGION AS A SOURCE OF SOCIAL CAPITAL? THE GÜLEN MOVEMENT IN THE PUBLIC SPHERE." In Muslim World in Transition: Contributions of the Gülen Movement. Leeds Metropolitan University Press, 2007. http://dx.doi.org/10.55207/clha2866.
Анотація:
This paper asks: when and under what conditions does religion become a source of coopera- tion rather than conflict? The Gülen movement is an Islamic social movement that bases its philosophy on increasing religious consciousness at the individual level and making Islam an important social force in the public sphere. It is this intellectual and social activism that has made the movement a global phenomenon and the focus of socio-political analysis. The Gülen community brings different sectors of society together to facilitate ‘collective intellectual effort’ and offer ‘civil responses’ to social issues, seeing this as a more subtle and legitimate way of influencing public debate and policy. To this end, the movement initiated a series of symposiums, known as Abant Workshops in Turkey. The scope of these meetings was later expanded to include a wider audience in Europe, the U.S., and the Middle East. This paper looks specifically at the Abant Workshops and the movement’s strategy of bridge building and problem-solving. It uses the press releases, transcripts and audio-visual records of the past 14 meetings to discuss their objectives and outcomes. This material is supplement- ed by interviews with key organisers from the Journalists and Writer Foundation and other participants. The discussion aims to understand how far religiously inspired social groups can contribute to the empowerment of civil society vis-à-vis the state and its officially secular ideology. Beyond that, it aims to explain the role of civil society organisations in democratic governance, and the possibility of creating social capital in societies lacking a clear ‘overlap- ping consensus’ on issues of citizenship, morality and national identity. The hesitancy at the beginning turns into friendship, the distance into understanding, stiff looks and tensions into humorous jokes, and differences into richness. Abant is boldly moving towards an institutionalization. The objective is evident: Talking about some of the problems the country is facing, debating them and offering solutions; on a civil ground, within the framework of knowledge and deliberation. Some labelled the ideas in the concluding declarations as “revolutionary,” “renaissance,” and “first indications of a religious reform.” Some others (in minority) saw them “dangerous” and “non-sense.” In fact, the result is neither a “revolution” nor “non-sense” It is an indication of a quest for opening new horizons or creating a novel vision. When and under what conditions does religion become a source of cooperation rather than conflict in the civil society? The Gülen movement is an Islamic social movement that bases its philosophy on increasing religious consciousness at the individual level and making Islam an important social force in the public sphere. It is this intellectual and social activism that raises the Gülen movement of Turkey as a global phenomenon to the focus of socio-political analysis. The Gülen community brings different sectors of the society together to create and facilitate a ‘common intellect’ to brainstorm and offer ‘civil responses’ to social issues. The move- ment sees this as a more subtle, but more effective, and legitimate way of influencing public debate and policy. Hence, the movement initiated a series of symposiums, known as Abant Workshops in Turkey. The scope of the meetings was later expanded to include a wider audi- ence in Europe, the U.S., and the Middle East. In early 1990s the Gülen Movement launched a silent but persistent public relations cam- paign. Fethullah Gülen openly met with the prominent figures of government and politics, and gave interviews to some popular newspapers and magazines. With a thriving media net- work, private schools, and business associations the movement seemed to have entered a new stage in its relations with the outside world. This new stage was not a simple outreach effort; it was rather a confident step to carve a niche in the increasingly diversified Turkish public sphere. The instigation of a series of workshops known as Abant Platforms was one of the biggest steps in this process. The workshops brought academics, politicians, and intellectu- als together to discuss some of the thorniest issues of, first, Turkey, such as secularism and pluralism, and then the Muslim World, such as war, globalization and modernization. This paper seeks to explain the motives behind this kind of an ambitious project and its possible implications for the movement itself, for Turkey and for the Muslim World in transition.
Звіти організацій з теми "Silence – Organisation":
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Carter, Becky. Women’s and Girls’ Experiences of Security and Justice in Somaliland. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.077.
Анотація:
This rapid review seeks to provide an overview of the publicly available literature from the academic, donor, and non-government organisation sources on women’s and girls’ experiences of statutory and customary security and justice in Somaliland. In Somaliland women and girls experience poor security, with high rates of sexual and gender-based violence (SGBV), and significant barriers to gender equality in the pluralistic legal system. The predominant clan-based customary justice system, along with conservative social norms and religious beliefs, discriminates against women and girls, while weak formal state institutions are not able to deliver accessible and effective justice for vulnerable and marginalised groups. Social stigma silences SGBV survivors and their families, with many rape crimes resolved through customary compensation or marriage. National and international organisations have undertaken various activities to promote gender equality in security and justice, with support provided to formal and informal security and justice institutions and actors at national and local levels, as well as initiatives to empower women and girls.