Working together, working apart: management culture in a manufacturing firm

This paper presents a case study of management culture in a manufacturing organisation. Its general aim is to assess the usefulness of the concept ‘culture’ as it applies to organisations. After first establishing that the organisational members had a sense that their organisation was an unique ‘family’ the article then proceeds to argue that this ‘togetherness’ was, in many contexts, divided. Managers also had a series of conflictual orientations to other members that were partially defined by the managers organisational role but were also underwritten by assumptions about organisational history, community, biography and profession. The paper concludes by suggesting that, at this level of analysis, managers are not often an unified block with a common identity and that management culture is hence best seen as a map of oppositions and commonalities that reflects the wider culture that the organisation is a part of.     

Exploring the Organisational Collage of Memetic Paradigms for (a) Change — A Research Note

Exploring organisations is the prerequisite for any intentional attempt to strategic change. Yet, what is it that we observe when we observe organisations? The argument chooses a narrative approach to exploring organisations. With Niklas Luhmann we look at the operations of organising which makes the organisation an organisation. The paper suggests the organisational collage (I.) of stories as a starting point of the exploration. The specific focus is on meaning-creation and sense-making as the genuine act of organisational self-observation. The disciplinary matrix (II.) reflects on how stories and narratives crystallise and rule the organisation in a paradigmatic way. Along Thomas Kuhn's understanding of paradigms (III.) management is referenced as an activity of a community of practice based on a disciplinary matrix of models, methods and instruments. Giorgio Agamben's conceptualisation of paradigms as reference giving examples allows the opening up of the implicit side of organisational culture. Memetics (V.) approaching reference giving examples as memes and culture as a meme-complex enable the observation of dynamics and cultural evolution over time. Concluding we come to understand the organisational implications (V.) of the conservative nature of organisational development and the systemic sensitivity that allows for management, learning and change. And as always, advances in research come at the price of new questions.     

Supervising Mental Health Clinicians in The Context of Complex Organisational Dynamics

This article discusses the complex dynamics and challenges of providing supervision to mental health clinicians working within an organisational context when the supervisor is not part of the organisation and has no formal managerial or accountability responsibility. It considers two models of supervision and their application to three supervisory relationships in an organisational context. It concludes that for supervision to be effective there needs to be a consideration of the social defences in operation within the organisation and how they are met by the anxieties and defences of the supervisor and supervisee. This requires a mixed approach by the supervisor of the technical with the inter-subjective as a reliance on one model of supervision risks limiting the effectiveness of the intervention. The role of the supervisor can enable the supervisee to establish a clinical framework and the necessary environment essentials for their practice.     

Residential Child Care Agencies as Learning Organisations: Innovation and Learning from Mistakes

The residential child care sector has been scrutinised via numerous inquiries following revelations of abusive and poor practice. These inquiries have made numerous recommendations which involve changes in practice and organisational culture, much of which is congruent with the features of a learning organisation. This article details research which evaluates the extent to which residential child care agencies exhibit the characteristics of a learning organisation. The research involved qualitative and quantitative methods, drawing on the experiences of a range of staff from the residential child care sector within Scotland. The findings revealed that residential child care agencies exhibit many features of a learning organisation, yet the extent to which these characteristics are perceived to exist differs significantly in line with the position staff occupy. Most significant were the findings that many staff do not feel supported to take risks nor encouraged to develop innovative practice; mistakes are not used as learning opportunities and a culture of blame is felt to exist. The implications of this are significant and this article identifies changes necessary to allow residential child care agencies to operate as learning organisations.     

Knowledge management and the missing tradition - on the role of tradition,knowledge and competencies in industrial production

The ideas of knowledge management, competence strategy and learning organisation have been dominating debates on organisational behaviour and management recently. This article argues that most contributions to this debate are based on a quite naïve conception of knowledge and competencies. One important problem is the neglect of tradition. Through an analysis of the conventional views of knowledge and competencies and through a rehabilitation of tradition the article shows how tradition can provide us with another conception of knowledge management and related ideas. Two case studies from small Danish manufacturing companies are presented in order to show how tradition functions even in the most modem organisations.     

'Boys own' stuff: masculinity and the management of further education

The connections between men, masculinity and management remain understated if not largely concealed, despite a critical spotlight being increasingly cast on masculinity by many academic and other writers. In a similar vein, numerous commentators on organisation have charted the rise of new organisational forms and structures, and the management practices which flow from them. With few notable exceptions, however these bodies of work deny or downplay the complex linkages and inter-connections between masculinity and the activities of management. By drawing on the case of UK further education (FE), and more particularly, the management practices therein, an aim of this article is to draw attention to this inter-relationship of masculinities and men managers. In so doing, we suggest that the term ‘masculine subject’ best exemplifies those men, and women, who seek to invest their sense of being in masculinist discourses. The empirical basis is taken from research undertake across a number of FE colleges wherein 24 men managers were inter viewed as part of a larger project concerned with the management and regulation of the sector. In exposing the intensified and increasingly uncertain work conditions now typifying the new FE work culture, this article draws attention to practices of oppression and bullying by managers underplayed or overlooked by writers elsewhere.     

Unscharfe Konturen – kritische Standortbestimmung eines Beratungsnetzwerks

In our article, we discuss the field of network consultancy—from the perspective of a consultancy network. In the beginning, we focus on the phenomenon “network”: What is a network, what is its function? Which challenge do we have to deal with? We talk about our own experiences as a network organisation und discuss relevant topics, which also refer to ourselves. We debate whether it is always and basically possible to counsel organisational networks and talk about requirements, factors for success, and structural roadblocks in a consultancy process—also about charm and risks involved when a network of consultants counsels an organisational network. Furthermore, we are opening our toolbox: Which instruments and interventions are particularly helpful and useful in the process of organisation network consultancy? And how do we take care of our own network? In our conclusion, we finally emphasize why it is so important to deal with organisational network consultancy—because networks are the most relevant form of organisation in the future.     

What remains of Abu Ghraib?: digital photography and cultural memory

Ten years on, the photographs from the US-operated Iraqi prison Abu Ghraib have become synonymous with the war on terror for highlighting an unseemly combat culture. This article focuses on the ongoing functions of these viral photos as objects of cultural memory and also highlights their use as war trophies. Drawing on theories of digital photography, emotional and gestural communication, visual semiotics, and cultural memory, this article examines six of the circulated images. Focusing on the symbolic, the visual contents of the photos are contrasted with the rhetorical account from criminal investigator Brent Pack in the documentary Standard Operating Procedure. While Pack concludes that these images are in fact abusive, he nevertheless dismisses the relevancy of the emoting individuals within the photographs. The arguments here take a particular shape: the pictorial display of emotion is not only relevant, but is essential to the communication of group identity and the perpetuation of cultural memory, which is reinforced by the role that digital photographic technology plays in aiding the circulation of this cultural memory.     

Towards a theory of digital media

This article puts forward a theory of the role of digital media in social change. It begins by criticizing three theories that currently dominate our understanding of digital media and of media generally: network theory, mediatization theory and actor-network theory. It also identifies a gap in current communication theory, namely, that digital media mostly do not fit the divide into mass and interpersonal communication. A further problem is that insufficient attention is given to the difference between political communication and popular culture or everyday life. The article develops an alternative, focusing on four countries that provide a range of relationships between media and society; the U.S., Sweden, India and China. In all four countries, despite their differences, digital media, in contrast to traditional broadcast and interpersonal media, have led to a more differentiated media landscape. Greater complexity in political communication nevertheless runs up against the continuing dominance of elite agenda-setting. In terms of popular culture, all four countries have experienced a proliferation of media offerings and greater tetheredness between people. Hence, new divides are emerging between more active and variegated as against more passive and restricted media uses. The article concludes with implications of digital media for understanding media generally: with new digital media, there is now a need to rethink media theory in terms of fundamental debates about how media transform or preserve the social order.     

Interkulturelle Kompetenz in der Polizei: Qualifizierungsstrategien

Increasing tension and scandal-laden conflicts with members of ethnic minorities during the 1990s make it clear, that the German police force is still not satisfactorily prepared to deal with a multi-cultural society. An immediate reaction was the engagement of training programmes, giving higher-rank officials something to present as an approach to solving the problem. This can apparently be seen as cosmetic change without effect on the structure and culture of the organisation. This work attempts to map the potential for sustainable development of intercultural competence via training programmes, based on the results of international research on police work. Four classical models of intercultural training are described, and their suitability for further education within the police analysed. Starting from the difficulties of determining the actual competency requirements specific in the field, and the basic problems of mediating and acquiring inter-cultural skills, the article concludes with a discussion of sustainable education strategies, which extend to fundamental questions of organisational development.     

Age-Friendly Organisations: The Role of Organisational Culture and the Participation of Older Workers

Population ageing is a global phenomenon that has become prominent in international discourse over the past few decades. This discussion is often coupled with the economic implications of population ageing through reduced workforce participation of the older age group, increased government spending on health and pensions and reduced government income from taxes. A means of mitigating the economic costs of ageing is to lift the proportion of older individuals in the workforce and prolong working lives. This brings to the forefront an important point regarding the need for organisations to undertake changes so as to better enable the employment of older individuals and to cater for an ageing workforce. This article critically reflects on age-friendly organisational practices that can have an impact on the recruitment and retention of older individuals. It further contends that there is a need to develop a deeper understanding of factors that constitute an organisational culture geared towards the older demographic, in order for strategies and practices directed at older workers to be effective. Through this argument, the authors consolidate the literature on age-friendly organisational practices and propose a conceptual model of an age-friendly organisational culture, drawing from both functionalist and interpretivist paradigms.     

The white native speaker and inequality regimes in the private English language school

Private English language schools market the language as a tool that helps one connect with others from different cultures. Despite their promotion of English aiding in intercultural communication, these institutions may believe that only the white native speaker is the ideal teacher of the language. This valuing of the white native speaker can consequently act as an organisational inequality regime that marginalises nonwhite teachers. Using qualitative interviews with 10 nonwhite instructors working in schools in Toronto, Canada, this article investigates the ways in which these teachers experience the inequality regime of the white native speaker at work. The findings indicate that the teachers experience this inequality regime as a series of microaggressions that involve space, competence and customer desire. The article concludes with suggestions to dismantle inequality regimes in private institutions.     

Factors that influence organisational crisis perception from an internal stakeholder’s point of view

This paper starts from the premise that crisis is a perception and that one of the best ways to conquer a crisis is not to allow it to develop in the first place. By detecting or perceiving a crisis before other stakeholders do, an organisation can prevent or mitigate a crisis. Few studies have considered the question of whether organisations put the right people in the right places to be able to see a crisis coming. Within an organisation, managers are usually well placed to take decisions to initiate crisis communication, but they seem to be reluctant to do so or may not wish to see an impending crisis. Communication professionals should have a better perception of a crisis, but they rarely find themselves in a position to have a substantial impact on the management decision to communicate during a crisis. In this paper, we study crisis perception by individuals in a large governmental organisation during various stages of an unfolding crisis and compared perception scores to individual profiles based on study background, professional situation and crisis experience. This study involves a large-scale scenario-driven survey with ‘crisis perception’ as the main dependent variable. The results of this specific case indicate that an academic communication degree, a high hierarchical position in the organisation and crisis experience are positively related to an augmented perception of an impending organisational crisis.     

Bridging and bonding connections beyond the web: youth movements and civic engagement

Young people's participation, supported by the advent and the use of social media, seems to increase and become more definite, especially when it is linked to the local territory and its activities. In this respect, the connections the youths are able to create online go beyond the web, also developing social interactions with local communities. This article, starting from these premises, aims at investigating more deeply the debate about the civic use of the web by young people. The analysis focuses on 20 youth movements (cultural, social-collective, and environmental ones), with national/international relevance, mainly related to the web. Taking into account five main dimensions – internationalization, level of organization, participation, communication, and benefits for the social structure – the paper point outs different dynamics among the movements related to: (1) the use of the net, (2) the transfer from the online communication exchange to the local implementation of the civic actions, and (3) the involvement of the local public opinion. Moreover, the study reveals strong connections among participants, both in terms of bridging and bonding links so that the movements may be considered as a promising opportunity to strengthen civicness and foster social capital.     

Challenges of multimodality: Language and the body in social interaction

This article reflects on recent challenges emerging from the study of language and the body in social interaction. There is a general interest in language and the body across disciplines that has invited a reconceptualization of the broader issues relative to action, cognition, culture, knowledge, social relations and identities, spatiality and temporality. The study of social interaction focuses on how multimodal resources – including language and bodily movements – are holistically and situatedly used in building human action. This article discusses some consequences and challenges of putting the body at the center of attention: it repositions language as one among other modalities, and invites us to consider the involvement of entire bodies in social interaction, overcoming a logo‐centric vision of communication, as well as a visuo‐centric vision of embodiment. These issues are developed through a series of conversation analytic studies, firstly of classic topics in linguistics like deixis, then of more recent topics, such as mobility and sensoriality.     

Death and the Penguin: modularity,alienation and organising

ABSTRACT

The originality of this paper lies in the ways in which it explores how the depiction of organised crime within Andrey Kurkov’s novel Death and the Penguin can inform our understanding of organisational modularity. This non-orthodox approach might open up new avenues of thought in the study of organisational modularity while further illustrating how novelistic worlds can inform accounts of organisational realities. Two main research questions underlie the paper. How can Andrey Kurkov’s novel further our understanding of the complexity of organisational worlds and realities by focusing our attention on different landscapes of organising? How does Kurkov’s novel help us grasp the concept of modularity by drawing attention to new forms of modular organisation? Drawing from our reading of Kurkov’s novel, we primarily explore organisational modularity through Kurkov’s depiction of organised crime and consider the themes of alienation and isolation in the context of modular organising.     

Perpetuating Old Exclusions and Producing New Ones: Digital Exclusion in an Information Society

This article presents a study that measures the degree of digital exclusion—or, conversely, the degree of digital inclusion—in Hong Kong, a developed city in East Asia. Governments in the region are among the most active in the developed world in pushing ahead in developing knowledge economies and information societies. The major concern is to improve/maintain their competitiveness in the new knowledge economy created by the process of globalization and the advancement in information technology. Many countries in the region have established themselves in the top ranks of a number of indexes and measurements comparing digital readiness, digital access, information and communication technology penetration, and others. However, not all the citizens in the region share the benefits and promises of the information society. People who are traditionally disadvantaged, such as the elderly and those on a low income, are further excluded from the information society. Such exclusion affects other social groups as well. This study creates a new digital inclusion index to measures the degree of inclusion of various disadvantaged groups in an information society. Data regarding seven disadvantaged groups were collected through a household survey (N = 2,312). The index captures information about access, knowledge, usage, and affordability ininformation and communication technology of the disadvantaged in comparison with mainstream society (N = 284).     

Playful organisations: Undecidability as a scarce resource

This article explores how organisational play becomes a managerial tool to increase and benefit from undecidability. The article draws on Niklas Luhmann's concept of decision and on Gregory Bateson's theory of play to create a conceptual framework for analysing the relation between decision and undecidability. With an empirical point of departure in Danish public school policy and two concrete examples of games utilised in school development, the article analyses how play is a way for organisations to simultaneously decide and also avoid making a decision, thus keeping flexibility and possibilities intact. In its final sections, the article discusses what happens to conditions of decision-making when organisations do not just see undecidability as a given condition, but as a limited resource indispensable for change and renewal. The article advances discussions of organisational play by exploring the consequences play has for the very conditions of organising and for key concepts in organisation theory.     

Sexual abuse prevention programme fidelity: video analysis of interactions

This paper identifies key themes from research into programme fidelity of sexual abuse prevention programmes. It presents a detailed analysis of programme fidelity within a study of the Tweenees school‐based abuse prevention programme (Barron and Topping, 2010 ). The paper reports how programme fidelity was addressed in a programme delivered to survivors of child sexual abuse by experienced survivor organisation workers. There was also study of programme fidelity in the delivery of the programme to grade‐seven pupils through co‐working between survivor organisation workers and teachers. Video was taken of all four sessions delivered to the survivors' group. To begin to explore programme fidelity when lessons were co‐delivered by survivor organisation workers and a teacher, the first session of a grade‐seven class was videoed. Survivor organisation workers achieved high levels of programme fidelity characterised by facilitative communicative behaviours (e.g. affirming responses, seeking clarification, checking understanding and summarising). The grade‐seven teacher's communication was characterised by a behaviour management focus. Video analysis of interactions was a useful measure for programme fidelity and analysing appropriate communication underpinning delivery of the programme. Recommendations for future programme fidelity measures are provided for researchers and practitioners in the field. Copyright © 2010 John Wiley & Sons, Ltd.     

Editorial

Abstract

The editorial to the inaugural issue of this Journal stated that it was interested in cultural and ethical issues, studies of joint alliances, and organisational transformation, with an interest in receiving papers that relate to the change processes that organisations pass through, or factors that affect these change processes. It was indicated that in addition, interest lies in not only organisational change, but in broader processes of social change, as well as cybernetics and systems perspectives. It was also stated that the Journal would seek to shape organisation theory. There is a particular interest in the change imperative for organisations pursuing purposes and interests and, over time, taking actions that interactively define where they are going, and whose future pathways are influenced by internal or external change. We stated that the Journal looks to change as an increasingly strategic agenda, and is interested in discussing cases where the relationship between organisational behaviour, structure and culture may be central. While the papers in this edition address this relationship in different ways, all are centrally concerned with this double issue. They have been assembled in a double issue not only because of their relative interconnectedness that defines an overall theme, but also to enable the maintenance in variety. We say this while noting that at least one of these papers (that is closely related to some of the core interests of this journal) is of unusual length, and that there is also an extensive obituary that is in itself a reflective academic paper by an eminent author.