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1 – 2 of 2Marie-Noelle Albert and Nancy Michaud
Studies on vulnerability in the workplace, although relevant, are rare because it is difficult to access. This article aims to focus on the benefits of using autopraxeography to…
Abstract
Purpose
Studies on vulnerability in the workplace, although relevant, are rare because it is difficult to access. This article aims to focus on the benefits of using autopraxeography to study and step back from vulnerability at work.
Design/methodology/approach
Autopraxeography uses researchers' experience to build knowledge.
Findings
Autopraxeography provides a better understanding of vulnerability and the opportunity to step back from the difficulties experienced. Instead of ignoring experiences related to vulnerability, this method makes it possible to transform them into new avenues of knowledge. Moreover, it enables researchers to step back from experiences of vulnerability, thus making them feel more secure.
Originality/value
The main differences from other self-studies stem from the epistemological paradigm in which this method is anchored: pragmatic constructivism. The most important difference is the production of generic knowledge in three recursive steps: writing in a naïve way, developing the epistemic work and building generic knowledge.
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Marie-Noelle Albert and Nadia Lazzari Dodeler
The purpose of this paper is to propose to move from the organization as an association of individuals to communities of persons.
Abstract
Purpose
The purpose of this paper is to propose to move from the organization as an association of individuals to communities of persons.
Design/methodology/approach
This is primarily a conceptual paper. However, it nevertheless underlies very practical aspects.
Findings
An organization should recognize each person within it as a human whom we must take the time to know, and with whom we must interact sincerely. One that only focuses on performance-related goals would not perform well. Indeed, it would increase situations that would generate significant stress and therefore significant costs. To conceive of the generalized complexity of persons makes it possible to manage with the paradoxes and the uncertainties related to the human species, in all conscience. Thus, it is possible to move from diversity management to a management for diversity, where we recognize the contribution of the differences of each person to the organization and where everyone can influence the other.
Originality/value
This paper emphasizes theories and practices that seem non-efficient whereas it is the contrary.
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