Faculty performance assessments increasingly use the h-index. Designed to account for publication quantity and effect, the h-index informs organizational discussions and internal narratives. However, its use in business schools is problematic for two reasons. First, tension exists between the positivist approach of management and the reflexive approach of critical management studies. Second, the use of the h-index is hegemonic, privileging one group and construct over another. Given the power asymmetry between senior and junior faculty, discussions around one’s h-index could be unavoidable. Using Google Scholar, this study compared the h-index values of those in critical management studies with those in management. Examining these data descriptively revealed that the h-index of those in critical research were greater than those in management at the assistant, associate, and full professor levels. Incorporating these findings, even if skeptical of positivism, is constructive for the advancement and continuation of critical business research.
The ideas in this paper were initially explored at the Organisational Theatre summit, co- ordinated by learning Lab., Denmark at Lisegaarden near Copenhagen in March 2005. Working in collaboration with a group of actors and theatre practitioners; approaches to the phenomenon of rehearsal were discussed and a short play was devised and performed to communicate our findings to the rest of the conference. This paper arose from further reflection on those discussions and includes a transcript of the short play devised: The paper offers some reflections on the phenomenon of 'rehearsing' as practiced in theatre. It also represents our view on the usefulness of rehearsal as a model for the development of new products especially services and the possible value of this concept in the context of organizations, especially the management of professional service firms.
The aim of this paper is to point to the potential value of an approach to management based on the idea of the common good, as opposed to classical capitalism based on private ownership. Such an approach makes it possible to resist a pursuit of short term oriented gains and a maximization of narrowly defined profits, and, instead, to focus on humanistic values, as to adopt a long term perspective. The much cited notion of the “tragedy of the commons” was based on deficient material and argumentation, but, most of all, it completely disregards of the issue of management. Using a case study developed through a longitudinal action research project in a big service enterprise we call “Soplicex”, we present the strategic process grounded in learning, as well as the building of a strong structure centred on teams. The engagement of the employees was, originally, strongly oriented towards the idea of the common good. The consultants and researchers adopted this principle as the guiding rule in their work with the organization. Even though the process was interrupted by the takeover by a foreign investor, we show how the findings of the study remain relevant for alternative organizing and managing today and in the future. The conclusions of this paper reach further than just being reflections on a historical case study: a model of management is presented, concerned with the care and protection of the common good.
The evaluation of organizational change is a thorny issue. Firstly, accurate data depicting the organization's response to a change process are very difficult to collect, and the process can be corrupted by the Macnamara Fallacy. Secondly, the evaluative conclusions derived from the data are complex high-inference chains of reasoning based on implicit, taken-for-granted beliefs and values. Specifically, ontological and epistemological paradigms broadly determine the context for the conclusions of the evaluative inference, even though they are rarely made explicit. This paper presents two sets of ontological and epistemological paradigms; one set is modernist, and the other is postmodernist. It then applies them to organizational change data to demonstrate the divergent evaluations that can be constructed.
Trends in organisation and in organisational activity, which have resulted in increasing dependence on the discretionary efforts, initiatives and judgements of employees, have left management with the problem of how to ensure that such discretion is exercised appropriately in the service of the organisation. The Human Resource Management approach, relying as it does on strategic integration and underpinned by a value-driven approach seemed to be an ideal mechanism, particularly when designed as encouragement to commitment via social identification and a shared sense of meaning.
If culture is the enacted manifestation of organisational identity, management aspiration is that the 'good' employee is one who will learn the cultural reality and enact it appropriately. Expectations of 'good' employees are that they will exhibit not only the appropriate competence, but will also possess the necessary commitment, via identification and emotional engagement, so that they can be trusted to regulate themselves, take decisions that are in the best interests of the organisation and even go that extra mile for the company and the customer. This paper gives attention to such expectations and explores their implications.
The purpose of this article is to deconstrct guru Tom Peters for his religion of management, and its mass worship. In the work presented, my intention was to confront myself with own assumptions, attitudes and perceived values. In my opinion every individual is following a vision of reaching a certain level of wisdom. There are numerous Gurus that our modern world is promoting and because of their status their ideas might have a huge influence on us.
This paper explores and reflects upon how far clergy may act as entrepreneurial leaders in a faith-based organisation which values tradition and continuity, yet wishes to open its membership to a wider constituency. In spite of increased secularisation in Britain, religion and its role in people‘s lives refuses to disappear. Churches and other religious movements now frequently seek to adapt change management techniques to promote cultural diversity and thus appeal to a wider potential membership. At congregational level, clergy become responsible for implementing cultural change initiatives. Consequently, the clergy role may involve responsibility not just for spiritual and ministry issues, in the context of caring for church members‘ emotional needs, but also for management. If, as managers, clergy are responsible for promoting cultural change through management initiatives, it is but a short step to restory them as entrepreneurs, or at least entrepreneurial leaders. Indeed, strategic enterprise thinking is needed to achieve successful cultural change. The pressures on clergy to act as both spiritual ‗therapists‘ and to manage sophisticated corporate operations place a strain on their ability to be also ministers, and obvious anomalies exist. For example, congregations might value leadership behaviours in their clergy, but not when leadership involves acting as a catalyst for cultural change. The more enterprising clergy can experience frustration in bringing about even small innovations and change, and may experience role strain when required to balance the need for providing individual support to existing congregation members with an expectation of appealing to new sources of membership.
From the beginning of sociological reasoning about organizations, the loss of identity of individuals in the iron cage of an organization has been a prominent image. From the grandfathers of sociology through contemporary researchers, the identity of the person and the identity of the organization have been seen as antipodes that put the identity of the individual at risk. In this paper, we used systems theory to reconsider the relationship between identity and organization. We argued that both the individual and the organization must balance various expectations that occur in real time. Using empirical data, we demonstrated how multi-identities are constructed, referring to specific societal presents and their restrictions. We argued that conflicting identity constructions of individuals in organizations must not be interpreted as symptoms of alienation or oppression. For example, talking about conflicting requirements of organizational practice may affirm the professionalism of an employee. Moreover, the display of different identity constructions of organizations (e.g., in reports and resolutions) does not point to programmatic inconsistencies or indecisiveness, but to the organization’s need to deal with the expectations of a modern society that does not allow its organizations to follow only one purpose.