Search results

Despite the need for such, little scholarly attention has been paid to transdisciplinary enquiry into gender inequities in workplaces. The authors provide a pragmatic evaluation of the transdisciplinary research (TDR) model by Hall et al. (2012) for framing the study of this societal issue, shedding light on the challenges, principles and values that could usefully inform subsequent TDR in organisational settings.

This paper evaluates the model in relation to TDR on gender inequities in New Zealand's public service by Hall et al. (2012) Content analysis on our reflective narratives from research team meetings, email exchanges, informal discussions and a workshop reveals TDR study insights. Findings show support for the model and its four broad phases and surface principles and values for applied TDR enquiry that addresses societal challenges in the organisational context.

The adoption of a TDR model to examine a study of equity in the public service revealed practical and conceptual challenges, encouraging ongoing reflection and adaptive behaviour on the researchers' part. The pragmatic evaluation also highlighted environmental constraints on undertaking TDR, with implications for the ambition of future studies.

This evaluative enquiry encourages similar research in other organisational and national settings to validate the use of TDR to gain insightful, contextualised understandings of social challenges centred in the organisational setting.

This pragmatic evaluation of a TDR model's capacity to approximate the approach and phases of our applied enquiry lays the groundwork to refining TDR approaches used in subsequent studies aimed at addressing societal issues in the organisational setting.

This paper can potentially promote greater collaboration between research scholars and other stakeholders wanting to develop TDR paradigms and applied enquiry that can meaningfully inform workplace and societal impacts.

This pragmatic evaluation of a TDR approach involves its initial application to the study of equity at work and develops principles and values that could inform TDR paradigms and methodologies of subsequent enquiries in the field.

This chapter explores how writing ‘with animals’ can contribute to the development of feminist and queer approaches in Critical Management Studies (CMS). The chapter is theoretically framed with previous work in organisational studies and CMS on gendered writing and introduces the queer practice of ‘dog-writing’ used by feminists in human-animal studies like Donna Haraway and Susan McHugh. Cixous’ essay on ‘On birds, women and writing’ is used to introduce the idea of writing as a ‘difficult joy’. The author then uses writing from her personal journals to ‘write with animals’, especially birds, to show how thought can start. Writing with animals means to be-in-the-world with animals and recognise the ways they are foundational to not only organisational life, but thought itself. By drawing on developments by queer and feminist writers in human-animal studies CMS writers can engage with contemporary creative resistance practices and offer affirmative alternatives.

The purpose of this paper is to show that the way home‐based internet businesses (HBIBs) are operated and the reasons for which they are started enable HBIBs to bring about variety, and to argue that this variety has a broader impact on the industry and the economy.

The paper adopts a multiple case study approach, studying the best practices of eight HBIBs.

The study finds that HBIBs generate variety because of the unique way in which they operate, and because of the reasons why they are started. How HBIBs operate can be captured in the acronym SMILES: Speed, Multiple income, Inexpensive, LEan, and Smart. They are founded (amongst other motives) for reasons of autonomy, freedom and independence. Both aspects – the how and why – of HBIBs are conducive to the creation of variety as they facilitate trial‐and‐error commercialisation of authentic ideas.

Five theoretical perspectives posit that variety is important for the industry and the economy: evolutionary theory, strategic management, organic urban planning, opportunity recognition, and the knowledge economy. The findings are discussed in the context of each perspective, showing how HBIBs play a role in each perspective.

Policy makers should be aware of the importance of HBIBs, which can be promoted, providing generic facilities for business information, training, and mentoring, and by making compliance burdens more proportional to business size.

The paper shows how and why HBIBs are drivers of variety. This paper argues, by means of five theoretical perspectives, that because of the variety HBIBs generate, they contribute to the economy over and above their direct and indirect contributions in terms of revenue and employment.

The purpose of the paper is to argue that an enriched understanding of texts would enable more informed and responsible management practice. The authors present an approach to the analysis of management texts that enjoys, rather than contests, multivocality with the aim of making our approach to defamiliarising texts an accessible change management tool.

Working with a reader‐response methodology we provide comment on, and analysis of, a popular management book, Kevin Roberts' Lovemarks. The authors context a response to this text in a discussion of commodity fetishism and deconstructed management theory texts. The interpretation of the subject text highlights its rhetorical suasion and pulls buried meaning into view.

The authors demonstrate that rhetorical analysis and satirical play, a mode of defamiliarisation that is employed in their own reading and incorporated into their classroom praxis, enables managers to better understand and control their own sense‐making. The authors argue that where their enriched understandings challenge embedded assumptions, changed management practices are enabled.

The authors offer their own construction of a Lovemark text, a satirical echo of the Roberts original, as an example of the distancing effect of humorous textual play.

Feminist research acknowledges the centrality of female knowledge and experience. Within this two further strands can be identified: that many feminist researchers place an emphasis on the social construction of meaning, with particular emphasis on the role of language as the primary vehicle of such constructions; and that within the centrality of female knowledge and experience is a feminist analysis of the role of power in determining the form and representation of social knowledge. The latter is an acknowledgement that feminist research is not just an extension of traditional research in non‐sexist ways and areas of relevance to women but that it must entail a critical evaluation of the research process in terms of its ability to illuminate women's experiences. This should comprise three strands — a critique of traditional theories and methods, the development of more appropriate theories and methods for studying the experience of women and the analysis of the role of the researcher within his/her research.

Published studies of the relationships between personality, affect, and organizational change have been overwhelmingly quantitative, while clinical and psychodynamic approaches have seldom dealt with the context of organizational change. We used semistructured interviews to explore the “middle ground”, by researching how participants in change believed aspects of their personalities contributed to their responses, particularly on an affective level. We found that traits such as openness to experience, resilience, pragmatism, change self-efficacy, and locus of control influenced participants' perceptions of how they reacted to organizational change. The findings point to the important role that qualitative research into personality can play in improving understanding of emotional responses to organizational change.