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Within the developing exploration of the role of the scholar-practitioner, the situation in which scholar-practitioners engage in the scholarship of practice in their own…
Within the developing exploration of the role of the scholar-practitioner, the situation in which scholar-practitioners engage in the scholarship of practice in their own organizational systems has not received much attention. This chapter adopts the position that scholar-practitioners are not merely practitioners who do research but rather that they integrate scholarship in their practice and generate actionable knowledge, that is, knowledge that is robust for scholars and actionable for practitioners. This chapter explores the phenomenon of scholar-practitioners engaging in the scholarship of practice in their own organizational systems as inside change agents. It discusses how scholar-practitioners engage in inquiry-in-action in first-, second-, and third-person modes of inquiry and practice in the present tense and provides a methodology and methods for such engagement that it be rigorous, reflective, and relevant.
This chapter informs current research and practice in organization development and change (ODC) with an actionable knowledge of the social science philosophies. It adds…
This chapter informs current research and practice in organization development and change (ODC) with an actionable knowledge of the social science philosophies. It adds value to the scholarship of ODC by charting the progression of philosophies of social science, by showing how researchers in ODC structure their inquiry based on the inherent philosophical dimensions, and by offering useful and actionable knowledge for research and practice. The aim of the chapter is to reflect on the practice of ODC as a social science and to consolidate its social science philosophies so to provide solid philosophical and methodological foundations for the field.
For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on…
For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on the field of organization development and change (ODC). On the occasion of the 30th anniversary of the first volume, this chapter poses the question as to how we might learn about the philosophy of ODC research from the 24 published volumes. Taking the author’s explicit pursuit of the question as a process of interiority, it invites readers to engage with the question themselves and thereby enact interiority within ODC itself.
This chapter undertakes one re-evaluation of Louis Althusser’s philosophical legacy for modern Marxism. While Althusser self-consciously undertook to defend the scientific…
This chapter undertakes one re-evaluation of Louis Althusser’s philosophical legacy for modern Marxism. While Althusser self-consciously undertook to defend the scientific character of Marxism and so permanently establish it on a firm footing, many of his closest followers eventually exited the Marxian paradigm for a post-structuralism post-Marxism. We will argue that this development was rooted in Althusser’s initial procedure as he attempted to ground Marxism’s scientificity in an epistemological argument whose main referent was Marxism itself. This initiated a circularity which was ultimately to prove fatal to Althusser’s project. Less remarked upon, however, is a further legacy of the Althusserian oeuvre, the critical realist conception of Marxism initiated by Roy Bhaskar. Bhaskar found part of his inspiration in Althusser’s successful posing of the question of Marx’s science. On the one hand, Althusser’s work can legitimately be seen as a bridge into the post-modern challenge to Marxism. On the other hand, it can be seen as clearing the ground and establishing some of the foundation for critical realism’s successful recuperation of the scientific character of Marxism.
Scrutinizes one of the main features of the conventional credo of organizational management: The “ethic of self‐preservation” (ESP). The ESP is the inevitable by‐product of a culture that denies interiors and encourages materialistic consumerism and narcissistic self‐interest. Several pertinent questions will be explored: What is an ethic and what role does it play in governing both personal and collective behavior? What specifically is the ESP? How is it fostered by the prevailing culture of narcissism? What impact if any, does it have on the maintenance of organizational integrity? Furthermore, how can the Chaos principle of Connectivity be construed as an imperative for organizational adaptation and sustainability? Finally, what lessons can Chaos lend practitioners of organization development that will permit them to grasp, and ultimately, accept a new ethic based on the fact of connectivity in the essential process of organizational change?
In this chapter, the authors explore the “hidden curriculum” that is enacted when the teaching-self transmits to the learning-self, the being aspects of the teacher. It is…
In this chapter, the authors explore the “hidden curriculum” that is enacted when the teaching-self transmits to the learning-self, the being aspects of the teacher. It is proposed that these aspects are communicated through discursive and nondiscursive materials. The latter includes energetic, emotional, and gestural “languages.” An argument is made that the current, modernist conceptions and practices of education that predominantly focus on covering and downloading curriculum materials do not create openings for exploring the being aspects of teachers and learners. Moreover, acknowledging Avraham Cohen's thesis, “We teach who we are, and that's the problem,” the authors explore the hurtful and damaging influence of the teachers' “Shadow materials.” An argument is made for the moral imperative of teachers' (or anyone who is in a position of influencing others) self-study to minimize or prevent hurtful and damaging influences that could have a long-lasting impact on the students' or learners' self-formation. The authors propose the method of inner work, integrated with contemplative inquiry and practices, as a way for educators to work with the materials of consciousness. Inner work largely involves working through psychological projections, introjections, and entanglements that permeate one's inner world. Some details of inner work are offered, including how to facilitate a dialogue between the parts or subselves in one's inner world that are in tension and conflict. It has been further proposed that this kind of inner work would lay the necessary foundation for becoming kinder, caring, and more compassionate human beings.
Authenticity/ الصحة (as-sehah) serves as a criterion or predictor variable for the purpose of a comparative theological investigation of employment relations parameters in…
Authenticity/ الصحة (as-sehah) serves as a criterion or predictor variable for the purpose of a comparative theological investigation of employment relations parameters in light of social teachings from Sunni Islam and Roman Catholicism. Authenticity finds initial, shared significance in both religious traditions because of its critically important role in judgments concerning the legitimacy of source documents. It also stands in both traditions as an inspirational goal for human life.
Particular issues of theological method for cross-cultural analysis are addressed by the use of insight-based critical realism as a transcultural foundation. Workplace parameters, the minimal enabling conditions for the possibility of authentic employment relations, are then identified and compared. The authors explore shared expectations for authenticity enabling conditions in terms of the direct and indirect employer: those national laws, systems and traditions that condition the functional range of authenticity that can be actualized within national or other work settings as experienced in the direct employment contract.
The study found remarkable consistency in the minimal conditions identified by Roman Catholic and Sunni Islam social teachings for the prospects of authenticity in employment relations. These conditions addressed seven parameters: work and the concept of labor; private property; the nature of the employment contract; unions and collective bargaining; the treatment of wages; the relationship between managerial prerogative and employee participation; and the crucial role of the state as indirect employer.
Specific minimal or threshold conditions of employment are described to ensure the prospect for authenticity in modern employment relations according to religious traditions. These include just cause employment conditions, unions and collective bargaining support, some form of management consultation/Shura, a living wage and a consultative exercise of managerial prerogative.
The study offers prescriptive and analytical aid to ensure assessment of circumstances fostering authenticity in employment relations.
The method and findings are a first effort to clarify thought and aid mutual understanding for inter-faith employment circumstances based on Roman Catholic and Sunni Islam social teachings through a transcultural foundation in cognitional operations. The criterion variable specification of authenticity conditions offers a fully developed basis to support further empirical research in management spirituality, corporate social responsibility and enterprise sustainability.