The telling of violence : organizational change and atrocity tales

This paper explores the retrospective construction of atrocity narratives of organizational change in primary industries of the Latrobe Valley, located in southeast Australia. Within their narratives, participants discuss various forms of workplace violence aimed at employees by management and, in some cases, other employees. In addition, shifting narratives from violence to resignation are explored. As all participants are no longer employed in the organizations described in the narratives, causal associations between workplace violence and resignation choices are of particular interest. In this context, atrocity narratives are presented in a deliberate effort to extend the theorizing of organizational change into domains that are neither attractive nor progressive.

Emotions in organizational behavior

"Emotions in Organizational Behavior is an edited volume and the first of its kind to incorporate organizational behavior and bounded emotionality. The volume looks at the range of research on emotions within an organizational behavior framework, organized in terms of the individual, interpersonal, and organizational levels. This research was presented at the bi-annual International Conference on Emotions and Organizational Life held in London, England. Particular emphasis has been placed on obtaining the leading research in the international sphere. This book is intended to be useful to the student of organizational behavior, as well as the managers of organizations."

The effect of affect in organizational settings

The study of emotion and affect on organizational settings has been steadily gaining momentum for much of the last decade. Important catalysts in this process have been the Emonet e-mail discussion group and the biannual International Conferences on Emotions and Organizational Life. The articles in this volume represent a selection of the best papers presented at the fourth Conference (which was conducted in London, England, in June, 2004), together with invited papers by some of the leading scholars in the field.
The theme of the book, "the effect of affect in organizations," was chosen to capture the centrality of emotion and affect in everyday organizational life. The opening chapter, co-authored by Howard Weiss, one of the inventors of "Affective Events Theory" (AET), sets the scene. At the heart of AET is the idea that organizational members experience daily hassles and uplifts that are reflected in their attitudes and behaviours. Following chapters flesh out the way that AET can be applied, covering a variety of constructs that relate to organizational life, including emotional intelligence, motivation, employee monitoring of web access, and emotional regulation. Other chapters deal with other aspects of emotion in organizations, such as loneliness, leader-member relationships in teams, organizational justice, negative behaviour, creativity, and organizational reactions to crisis situations. In the final chapter, Rob Briner and his colleagues round out the theme in a critical account of emotion in organizations.

Subcultural capital and the female 'underclass'? A feminist response to an underclass discourse

It is often argued that economically marginalized young women occupy a school and post-school underclass, and that this underclass has a particular culture associated with it. Such views provoke a profound ambivalence in many of those who work with such young people. On the one hand, they are anxious to acknowledge the culture of the communities to which marginalized young women belong. On the other hand, they wish to avoid the pernicious implications of underclass theories that suggest disadvantage is the result of the culture and values of marginalized social groupings. This paper offers an overview and feminist critique of the structuralist and cultural or behaviourist strands of underclass theory. It focuses particularly on the work of Charles Murray, a major proponent of the culturalist perspective and the representation of the single mother in this discourse. It then considers how a less punitive theorization of marginalized cultures might be achieved by drawing on and adapting concepts from Pierre Bourdieu's sociology. The paper reflects on how such ideas might serve as a way of exploring how gender impacts on the forms of cultural capital available to young women in difficult economic circumstances.

Risky business: health education and the limits of risk discourse

The paper explores the ways in which risk operates as a powerful discourse that shapes what health education teachers said about and what they did in their classroom practices. The paper draws on a qualitative study that seeks to explore the dominant and contesting discourses within health education.

Interrogating the discourse of 'social literacies' in an era of uncertainty

Originally, the term 'social literacies' was used to suggest the skills, knowledge and processes for addressing multicultural teaching and learning (Kalantzis and Cope, 1983). The meaning of the phrase has since evolved to encompass widely different concepts, including for example, social 'competencies', and/or citizenship education (eg., Arthur & Davison, 2000). Clearly the discourse around 'social literacies' is shifting in response to changing educational policies, both nationally and internationally.

In this paper, we examine how constructs of 'social literacies' have been and might be deployed. Building from a review of the policy, program and theoretical literature, we pose questions concerning how 'social literacies' might be used to interrogate and rework relations, especially those of gender and culture. Questions to be considered include: will the concept of 'social literacies' enable us to better understand the processes of identity and community formations in this era of uncertainty? Which knowledges and skills are identified in the literature and positioned as critical in establishing 'productive' social relations/literacies? Additionally, we begin to theorise the degree to which such constructions of 'social literacies' might enhance and/or limit quality learning at the tertiary levels of teacher education.

Developing a framework for understanding the emotional dimension of organizational culture

Why is it that in some organizations we are able to find and develop our positive selves and in others we are not? Responding to the call from positive organizational scholarship to better understand how to build contexts for human flourishing, in this paper we are concerned how an organization's culture contributes to our thriving, or failing to thrive, at work. We introduce the organizational culture construct and its summary dimensions, noting the absence of an emotional dimension. We show that it is through our interactions with others that organizational culture is developed and maintained, and through which we learn how to manage and interpret the emotions we experience. That is, relationships are central to both culture and emotions. Integrating Josselson's model of our relational needs with Schein's typology of organizational culture, we present a relationally-based framework for an emotional dimension of organizational culture. The paper concludes with a report on a study designed to refine the framework presented and suggests that individuals will thrive in organizations where the cultural norms and values for relating enable a "good enough" fulfillment of our relational needs.

The development of a new construct : the emotional dimension of organizational culture

Qualitative organisational culture studies reveal the emotional side of organisational life. Yet, in a recent review of the quantitative organisational culture survey measures available, 10 summary dimensions were identified intended to be representative of the major dimensional categories in the organisational culture literature, and an emotional dimension was notably absent. The PhD aims to address this gap in the literature by (a) developing a theoretical definition of the newly proposed dimension; and (b) developing and validating an instrument for its measurement. The talk presents the findings of the studies conducted to date and discusses the inherent challenges of bringing the rigours of psychometric development to areas more commonly associated with qualitative research. The theoretical bases for adopting a multidimensional, relational approach that draws on theories within the psychoanalytically oriented and feminist traditions is provided. A strength of this approach is that the research can potentially contribute to explaining the nature of the ties between organisational members that is currently lacking in organisational research.