“Reinventing the wheel, over and over again” : Organizational learning, memory and forgetting in doing diversity work
Autor/in:
van den Brink, Marieke
Quelle: DLO (Development and Learning in Organizations: An International Journal), 37 (2023) 1, S 23–25
Inhalt: Purpose
The purpose of this paper is to advance knowledge of organizational change towards diversity by bringing together concepts from organizational learning and diversity studies.
Design/methodology/approach
This longitudinal study was conducted over two years. It involved interviews, observation of meetings and consultation of documentation and the analysis focused on organizational learning. The key research question was how do organizational members institutionalize their individual learning process to change in organizational cultures, routines and structures in a sustainable way?
Findings
The results showed that there had been learning at the individual level but this did not necessarily mean that participants had been able to transfer their learning into behaviour change.
Research limitations/implications
The research suggested that training alone may not be sufficient to promote effective organizational change regarding diversity. Additional measures are likely to be required, for example, including diversity targets in performance management plans and reviews.
Practical implications
In order to achieve greater diversity, organizations are likely to need to use a number of methods to supplement initial training.
Social implications
This research gives insight into how greater diversity may be achieved in organizations.
Originality/value
Previous literature understates the complexity of the change processes for enhanced diversity to be sustained in organizations. This study has originality in its focus on organizational learning.
Inhalt: This study investigates how the system justification motive manifests in employees’ voice/silence behavior at the workplace. It also explores the moderating effects of system justification on the linkage between abusive supervision and voice/silence behavior for blue- and white-collar employees. The field study generated responses from 905 employees in Turkey. Multi-group analysis reveals that the moderating effect of system justification motives varies by occupational class. In particular, the impact of abusive supervision on silence becomes more salient when white-collar employees endorse higher system justification motives. However, in the blue-collar sample, the absence of a moderating effect could be attributed to the strong main effect of system justification motives. The current study adds to the extant literature by applying a system justification perspective to voice and silence behavior by collar differences at work. It also provides important implications for managers in dealing with workplace mistreatment affecting all occupational groups, mainly when blue-collar employee silence is endemic and regulatory policies are inadequate.
Schlagwörter:abuse; behavior; class; class work; Employee; leadership; occupation; silencing; Supervision; System justification theory; voicing
CEWS Kategorie:Netzwerke und Organisationen, Sexuelle Belästigung und Gewalt
Institutional logics analysis in higher education research
Autor/in:
Cai, Yuzhuo; Mountford, Nicola
Quelle: Studies in Higher Education, 47 (2022) 8, S 1627–1651
Inhalt: While institutional logics theory has increasingly been applied in higher education research, especially in the past five years, agreement is lacking on how to approach institutional logics analysis. This results in proliferating institutional logics in higher education studies and often confuses newcomers to the field as to how to use institutional logics in their empirical research. As a response to this situation, our study outlines the state-of-the-art application of institutional logics in higher education studies through scrutinising 59 articles that apply institutional logics in organisation studies in the field of higher education. Specifically, we ask the following research questions: What approaches to institutional logics analysis are used in higher education studies? What institutional logics are identified/applied in higher education studies? What challenges are evident in applying institutional logics in higher education studies? How does the use of institutional logics in higher education research contribute to institutional logics theory? The most profound outcomes of our literature analysis are: First, we construct a novel typology of approaches to institutional logics analysis that is positioned on two-dimensions: the reasoning applied (deductive vs. inductive), and the level at which the logic is examined (societal vs. field/local); Second, we create an exhaustive list of institutional logics (over 50) applied and identified in these studies; Third, we discover major challenges in using institutional logics in higher education research. Finally, we clearly define societal-level and field-level logics and suggest a rationalisation of institutional logics approaches in order to fully utilise the explanatory power of institutional logics.
Schlagwörter:Institution; institutional theory; literature review; logic; Organisationsanalyse; Organisationsforschung; organization theory; university
CEWS Kategorie:Hochschulen, Netzwerke und Organisationen
What is intersectional equality? A definition and goal of equality for organizations
Autor/in:
Woods, Dorian R.; Benschop, Yvonne; van den Brink, Marieke
Quelle: Gend Work Organ (Gender, Work and Organization), 29 (2022) 1, S 92–109
Inhalt: Organizational research has come a long way in understanding and dealing with inequalities in the workplace. Despite this, there has not been enough progress toward equality. The reason for the stymied progress, we argue, is in large part due to the conceptual gaps in our understanding of equality. This has not been clear enough to prevent previous imbalances in power, interests and domination from re-manifesting themselves in new ways. Because organizations are complex, there needs to be a clear definition and goal of equality that can account for these mechanisms. In this article, we present a conceptual approach we call intersectional equality. To develop this approach, we build on Kimberlé Crenshaw's intersectionality and Joan Acker's inequality regimes that are useful for understanding the presence and persistency of inequality in organizations, but these do not define solutions for equality. At this point, we turn to equality and justice theory and examine Amartya Sen's capabilities approach for incorporating organizations and organizational responsibilities to pursue equality. In light of the conceptual gaps in intersectionality, the inequality regimes, and the capabilities approach, we present intersectional equality as a conclusive alternative concept and approach. Intersectional equality sharpens the feminist definition and vision of equality for organizations and provides a practical path forward for building coalitions and capabilities across four dimensions of organizational disparities (procedural, discursive, material, and affective).
Schlagwörter:equality work; feminist approach; intersectionality; Organisation; power
CEWS Kategorie:Diversity, Netzwerke und Organisationen
Gender-Monitoring 2021 : Frauenanteil in den Programmen der Alexander von Humboldt-Stiftung
Autor/in:
Alexander von Humboldt-Stiftung
Quelle: Bonn, 2021.
Schlagwörter:Forschungsförderung; grant application; international academic mobility; internationale akademische Mobilität; Mobilität; Monitoring; Wissenschaftler*in
CEWS Kategorie:Statistik und statistische Daten, Netzwerke und Organisationen, Geschlechterverhältnis
The communities of practice playbook :a playbook to collectively run and develop communities of practice
Autor/in:
European Commission. Joint Research Centre.
Quelle: Publications Office, 2021.
Inhalt: The playbook consists of guidance, good practices and interactive visual boards. Community managers with sponsors, core groups and members can work
together on these boards by following the step-by-step guidance and questions posed in this playbook. It covers eight success facets that allow you to develop,
engage and empower your community at every stage of its journey.
The playbook provides you with the tools and processes to create your community roadmap. These tools and processes are based on in-depth and interactive
explorations of eight community success facets:
1. vision – what is your community raison d’être, what are the goals it aspires to achieve and what are the corresponding SMART objectives?
2. governance – how do you work together, and with whom and how do you take decisions?
3. leadership – how will you ensure strong leadership participation by both sponsors and core groups?
4. convening–what kind of convening opportunities work for your community?
5. collaboration and cooperation–how do you co-create and coordinate different cooperation and collaboration processes to deliver concrete community knowledge assets/artefacts?
6. community management–how do you facilitate dynamic, hybrid and (a) synchronous community interactions?
7. user experience–how do you ensure a member-centric community experience while delivering on the tasks set and supporting members’ needs?
8. measurement–how do you understand and measure community vitality and what can you learn from it?
From Theory to Practice and Back: How the Concept of Implicit Bias was Implemented in Academe, and What this Means for Gender Theories of Organizational Change
Inhalt: Implicit bias is one of the most successful cases in recent memory of an academic concept
being translated into practice. Its use in the National Science Foundation ADVANCE
program—which seeks to promote gender equality in STEM (science, technology, engineering, mathematics) careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into
practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE
program as a case study. Using an inductive, theory-building approach and combination
of computational and qualitative methods, we investigate how the concept of implicit bias
was translated into practice through the ADVANCE program and identify five key features
that made implicit bias useful as a change framework in the academic STEM setting. We
find that the concept of implicit bias works programmatically because it is (1) demonstrable, (2) relatable, (3) versatile, (4) actionable, and (5) impartial. While enabling the
Inhalt: Feminist organization theories develop knowledge about how organizations and processes of organizing shape and are shaped by gender, in intersection with race, class and other forms of social inequality. The politics of knowledge within management and organization studies tend to marginalize and silence feminist theorizing on organizations, and so the field misses out on the interdisciplinary, sophisticated conceptualizations and reflexive modes of situated knowledge production provided by feminist work. To highlight the contributions of feminist organization theories, I discuss the feminist answers to three of the grand challenges that contemporary organizations face: inequality, technology and climate change. These answers entail a systematic critique of dominant capitalist and patriarchal forms of organizing that perpetuate complex intersectional inequalities. Importantly, feminist theorizing goes beyond mere critique, offering alternative value systems and unorthodox approaches to organizational change, and providing the radically different ways of knowing that are necessary to tackle the grand challenges. The paper develops an aspirational ideal by sketching the contours of how we can organize for intersectional equality, develop emancipatory technologies and enact a feminist ethics of care for the human and the natural world.
Schlagwörter:climate change; Emanzipation; ethics of care; feminist; feminist critique; inequality; intersectionality; organizational theory
CEWS Kategorie:Diversity, Netzwerke und Organisationen
Dokumenttyp:Zeitschriftenaufsatz
Antifeminismen : ›Krisen‹-Diskurse mit gesellschaftsspaltendem Potential?
Herausgeber/in:
Henninger, Annette; Birsl, Ursula
Quelle: Bielefeld: transcript, 2020. 434 S
Inhalt: ›Krisen‹-Diskurse mit gesellschaftsspaltendem Potential? Hinter dem aktuellen Antifeminismus steht eine kleine, aber intensiv vernetzte Gruppe von Akteur*innen, die strategisch um Deutungshoheit kämpft. Ihr Einfluss jenseits des rechten und christlich-fundamentalistischen Spektrums ist jedoch gering – und Gegenmobilisierungen durchaus erfolgreich. Die Beiträge dieses Bandes legen erstmals vergleichende Analysen zum Antifeminismus in Deutschland vor. Untersucht werden dabei Mediendiskurse, Antifeminismus in der Wissenschaft, Mobilisierungen gegen die Reform sexueller Bildung an Schulen, rechte Kritiken an der »Ehe für alle«, Vorstellungen von Mutterschaft sowie Effekte der Projektion von Sexismus auf zugewanderte Muslime in Integrationskursen für Geflüchtete.
CEWS Kategorie:Netzwerke und Organisationen, Frauen- und Geschlechterforschung
Dokumenttyp:Sammelwerk
Disciplined discourses: The logic of appropriateness in discourses on organizational gender equality policies
Autor/in:
Amstutz, Nathalie; Nussbaumer, Melanie; Vöhringer, Hanna
Quelle: Gend Work Organ (Gender, Work and Organization), (2020)
Inhalt: Organizational gender equality policies must address critical issues in organizations, as well as challenge hierarchies and the unequal distribution of power and resources. At the same time, they are reliant on acceptance by organizations when developing an official course of action. On the basis of a neo‐institutional perspective, this study investigates how gender equality discourses are disciplined so that they fit organizational expectations by maintaining the rationality myth of the organization. The empirical analysis of four Swiss organizations demonstrates that, although they intend to reduce gender inequalities, their gender equality policies are shaped by a logic of appropriateness that leads to a continuous reproduction of heteronormativity within gender equality policies. This study thus contributes to the understanding of how the logic of appropriateness protects the heteronormative matrix in organizations by disciplining gender equality discourses.