Emotions and Social Movements, Edited by Helena
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Emotions in Motion
Ethel Brundin Emotions in Motion The Strategic Leader in a Radical Change Process Jönköping International Business School P.O. Box 1026 SE-551 11 Jönköping Tel.: +46 36 15 77 00 E-mail: [email protected] www.jibs.se Emotions in Motion - The Strategic Leader in a Radical Change Process JIBS Dissertation Series No. 012 © 2002 Ethel Brundin and Jönköping International Business School Ltd. ISSN 1403-0470 ISBN 91-89164-32-6 Printed by Ark Tryckaren AB, 2002 Preface Some twenty years ago, I started my own company together with two former colleagues. There was nothing spectacular about this, even if at the time it was considered somewhat different for a young woman to do such a thing and also act as the managing director. However, the spectacular thing was that in forming this company we tried to do so by conforming to rules, regulations and current standards – but there was a lot of hassle on a variety of issues to come to an agreement. In those negotiations we all showed, felt and expressed a good deal of emotions. However, there seemed to be a tacit agreement that those emotions were not to affect our decisions about the structure and running of the business. At least we pretended that this was the case. As a professional consultant within the field of strategic and organisational change, I often came across a great deal of emotions among strategic leaders, managers and other employees. This was even more explicit in different change processes of the companies. Nevertheless, emotions were something one tried to exclude from strategic leadership. -
Facilitating Emotion Management: Organisational and Individual Strategies in the Theatre
Int. J. Work Organisation and Emotion, Vol. 6, No. 2, 2014 193 Facilitating emotion management: organisational and individual strategies in the theatre Stina Bergman Blix Department of Sociology, Stockholm University, SE-106 91 Stockholm, Sweden E-mail: [email protected] Abstract: Detailed analysis of two theatre productions shows that the concept of bounded emotionality can be used to tease out aspects of emotion management that would not otherwise have been detectable. Non-instrumental ways to manage emotions – to facilitate emotion work – are used in situations where the goal is to produce quality performances, not to promote well-being as such. The rehearsal period consists of phases that require different emotion management strategies. In an initial phase, a secure working climate is established to deal with feelings of insecurity and shame. A creative phase allows for role-related emotions, and a crisis phase calls for a balance between frontstage and backstage regions. In a final phase, the ensemble closes its ranks and prepares to meet the audience. The director is expected to ‘manipulate with finesse’, transforming his/her leadership role during the rehearsal process from that of boss to coach. Private, role-related and situation-related emotions are differentiated, showing how emotions are seized, channelled and divided in order to direct emotional energy in effective ways. Finally, we discuss implications for organisations outside the theatrical domain. Keywords: bounded emotionality; creativity; emotional climate; emotion management; shame; stage actors; theatre. Reference to this paper should be made as follows: Bergman Blix, S. (2014) ‘Facilitating emotion management: organisational and individual strategies in the theatre’, Int. -
The Relationship Between Emotional Intelligence and Emotional Labor and Its Effect on Job Burnout in Korean Organizations
The Relationship between Emotional Intelligence and Emotional Labor and Its Effect on Job Burnout in Korean Organizations A DISSERTATION SUBMITTED TO THE FACULTY OF THE GRADUATE SCHOOL OF THE UNIVERSITY OF MINNESOTA BY Hyuneung Lee IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY Gary N. McLean, Adviser February, 2010 © 2010 Hyuneung Lee i ACKNOWLEDGEMENTS I owe gratitude to all those people who have made this dissertation possible. First, I cannot express sufficient appreciation to my adviser, Dr. Gary N. McLean. I am so fortunate to have such a passionate and exemplary adviser. His patience and support enabled me to overcome the challenges I encountered during my entire journey as a doctoral student. He has read my dissertation literally word by word and provided insightful and invaluable feedback that I would not have been able to receive from anyone else. I have truly learned from him how to live as a scholar, a teacher, and a father. To me, he is the embodiment of the spirit of human resource development. I would also like to thank my committee members: Dr. John Campbell, Dr. Rosemarie Park, and Dr. Kenneth Bartlett. By raising issues from various perspectives, they have led me to see the big picture and take this dissertation to the next level. I will never forget their guidance and encouragement at every step. I also thank Dr. Seong-ik Park, my MA adviser in Seoul National University, for building my foundation as a researcher and teaching me how to write a dissertation. I must also mention Dr. -
Introductory Pages
University of Canberra This thesis is available in print format from the University of Canberra Library. If you are the author of this thesis and wish to have the whole thesis loaded here, please contact the University of Canberra Library at [email protected] Your thesis will then be available on the www providing greater access. The primary school as an emotional arena: A case study in collegial relationships Lucy M Jarzabkowski Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy at the University of Canberra January, 2001 © Lucy Jarzabkowski, 2001 ACKNOWLEDGEMENTS First and foremost I wish to acknowledge the tireless support and assistance of my supervisor, Professor Marie Brennan. Her thoughtful guidance led me to choose a research topic of great personal interest and to conduct a study that I really enjoyed. Throughout the three years of my doctoral candidacy her personal encouragement and professional direction have been exemplary. I am truly indebted to her for assisting me to develop as a scholar and a researcher. I would particularly like to thank the principal and staff of 'St Cecilia's School1 for their contribution to this thesis. Without their genuine co-operation and participation this study would not have been possible. Their welcoming nature, openness and honesty have made the research experience a positive one for me. I am sincerely grateful for the opportunity to share their collective story in this thesis. My patient and tolerant partner, Seenu Krishnamurthy, must be acknowledged for the comfort and support provided to me. The peace and contentment of our lifestyle has allowed me to pursue my academic goal without distraction and for this I am truly grateful. -
RC/WG/GT Presidents 2018-2022 Lindy Heinecken
RC/WG/GT Presidents 2018-2022 Lindy Heinecken Professor in the Department of Sociology and Social Anthropology, Stellenbosch University, South Africa. Her main focus of her research is in the domain of armed forces and society where she has published widely on a range of issues, including civil military relations, military unionism and defence transformation. Her more recent research focuses on gender integration in the military, military recruitment and peacekeeping. She serves on numerous academic boards, including the Council of the Inter-University Seminar on Armed Forces and Society (IUS), the International Sociological Association’s (ISA) Armed Forces and Conflict Resolution Group (RC01), and is a National Research Foundation B3 rated researcher in South Africa. [email protected] Aaron Pitluck Associate Professor of Sociology at Illinois State University (USA). Previously he has been a Visiting Scholar at the University of Chicago, a 20th Anniversary Postdoctoral Research Fellow at Central European University (Hungary), and on Research and Teaching Staff at the University of Konstanz (Germany). I have learned that there are two RC02s that need nurturing: the transient and ephemeral Forums and World Congresses, and our permanent online community. I aspire for RC02 to become a continuous online discourse rather than a syncopated meeting site. We are moving off our email listservs and PDF newsletters and into an integrated newsletter and announcement platform accessible via a new website. To promote members’ research, we’ve secured an institutional affiliation with an established public sociology media outlet. Our board members are pursuing several strategies to increase the number of interim conferences. Finally, we are in the early days of organizing a RC02 International Doctoral Student Workshop at the next World Congress. -
Work-Related Loneliness: a Test of a Theoretical Model 11:40 - 12:00 Presentation: Shannon L
Second Brisbane Symposium on Emotions and Worklife UQ Business School University of Queensland 26 November 2004 http://www.business.uq.edu.au/research/emonet/emotions_worklife/index.html, Published by: UQ Business School Faculty of Business, Economics and Law University of Queensland St Lucia Queensland 4072 Telephone: +61 7 3365 8283 Facsimile: + 61 7 3365 6988 Email: [email protected] Book of abstracts Second Brisbane Symposium on Emotions and Worklife, Brisbane 2004 Editor: Rebekah Bennett © 26 November 2004 All rights reserves. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic or mechanical, photocopying, recording or otherwise without the prior permission of the copyright owner. Copyright rests with the publisher. ISBN – 1864 9979 15 Second Brisbane Symposium on Emotions and Worklife Welcome from the Chair Welcome to the Second Brisbane Symposium on Emotions and Worklife. This is the second in the Symposium Series that began in 2003, following informal meetings of the UQ Business School “Emotions reading group”, established in 2002 by PhD students Marie Dasborough and Michael O’Shea. The aim of the symposium is to provide an opportunity for interested academics and students to come together to present and to discuss topics in this exciting and developing field. As was the case in 2003, the Symposium is generously sponsored by the UQ Business School, including the provision of two travel scholarships to permit interstate or international PhD students to attend. Let me offer congratulations to this year’s scholarship winners: Sarah Wright (University of Canterbury, Christchurch, NZ) and Shannon Lloyd (Deakin University, Melbourne). -
Civil Society and Professions: US Civic and Politicized Lawyering
ISSN: 1893-1049 Volume 9, No 1 (2019) e3221 http://doi.org/10.7577/pp.3221 Helena Flam Civil Society and Professions: US Civic and Politicized Lawyering Abstract: It is important to include civil society in the purview of the sociology of professions because many professionals and professions interact not just with the state and the market but also with civil society actors. Moreover, members of pro- fessions engage in civic action and political activism not just as citizens or single professionals but also as the (founding or regular) members of their professional as- sociations. They also establish think-tanks, research and counseling centres, consor- tia, and on occasion even citizen initiatives or social movements. Professional life can be explored more comprehensively when these professional interactions and ac- tivities are included in the analysis. The text provides a standard definition of pro- fessions, argues for considering professions’ role in civil society, defines civil soci- ety, and draws on US research on civic and political lawyering to buttress its argu- ments. Some examples from other professions are also offered. Keywords: Neutrality, professional work, professional organizations, civic and political involvement, civil society, cause lawyers, civic and politicized lawyering This text proposes a widened perspective on professions. This perspective investi- gates which issues and contemporary contexts mobilize professionals and profes- sions. It calls for asking why and how they engage with, and position themselves on these issues in their professional capacity. Furthermore, this perspective raises the question of whether and how professionals and professions seek to bring others within and beyond their profession to position themselves on these issues, thereby possibly creating new lines of cooperation and conflict within the profession but also within the civil society and perhaps in relation to the state and the market. -
Addressing Emotional Labour: a Need of the Hour
IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. PP 82-86 www.iosrjournals.org Addressing Emotional Labour: A Need of the Hour 1Prof. Pranita Sonar, 2Dr. Pushpa Ranade 1Assistant Professor MKSSS’s Smt. Hiraben Nanavati Institute of Management & Research for women 2Principle MKSSS’s Shree Siddhivinayak Arts and Commerce College. Abstract: Emotions were ignored in the study of Organizational Behaviour in the past. Recently organizational behaviour researchers have started increasingly recognizing the important role of emotions within the work setting. Although this research is still in development, it is becoming clear that emotional dimensions pervade the entire spectrum of organization behaviour including human behaviour. Now-a-days many researchers of organizational behaviour are concentrating on emotions and its relationship with work effectiveness. One area of research in emotions that has received considerable attention within work setting is emotional labour (EL). Managing emotions at work is termed as emotional labour. When an individual performs emotional work as a required part of his job performance it is called emotional labour. All service industries require interaction with customers. These jobs require employees to be courteous and nice to customers, regardless of how the customer is treating the employee- cause emotional labour. The main focus of this paper is to explore the concept “Emotional Labour”. The discussion includes historical background, definition, dimensions of EL, various facets and challenges that are faced by employees while performing emotional labour and consequences of EL. Keywords: Emotional Labour, Service Industry I. Introduction: Emotions were ignored in the study of Organizational Behaviour in the past. -
Emotion Work Learning: Findings, Gaps and Suggestions
NALL Working Paper # 50 - 2002 Emotion Work Learning: Findings, Gaps and Suggestions Fiona Duguid Le Réseau de recherche sur les nouvelles approches de l'éducation the permanente research network for New Approaches to Lifelong Learning NALL Working Paper # 50 – 2002 – Emotion Working Learning: Findings, Gaps and 2 Suggestions Introduction With the approaching two decades milestone of Arlie Russell Hochschild’s classic book, The Managed Heart, (1983) the study of emotion work continues to be advanced by scholars from diverse disciplines and of varied perspectives. Emotion work seems to be the over-arching term emerging from the literature, and is defined as the paid and unpaid work that involves the use of emotions to facilitate work-related tasks required in and outside of a workplace, as well as, the management of the workers’ own emotions in the workplace. All emotion work "typically necessitate contact with other people external to or within the organization, usually involving face-to-face or voice-to-voice" (Steinberg and Figart 1999, 8). Given this inclusive definition, the main purpose of this annotated bibliography is to scrutinize the current body of knowledge on emotion work to assess what is being said about emotion work learning. The central question therefore is- what is the literature saying about how workers learn to do the emotion work required of them? I begin with a few words on the process by which I have explored this very divergent topic. The term emotion work is not broad enough nor is it narrow enough to concretely define boundaries for a literature search. Therefore, I created categories to help manage and edit the information collected; these include: emotions in the workplace; emotion work relating to stress, job burnout, and emotionally exhausting workloads; managing emotions in the workplace; definitions and meanings of emotion work; and emotion work learning i. -
Tempered Radicalism and the Politics of Ambivalence and Change Author(S): Debra E
Tempered Radicalism and the Politics of Ambivalence and Change Author(s): Debra E. Meyerson and Maureen A. Scully Source: Organization Science, Vol. 6, No. 5 (Sep. - Oct., 1995), pp. 585-600 Published by: INFORMS Stable URL: http://www.jstor.org/stable/2634965 Accessed: 03-05-2018 19:02 UTC REFERENCES Linked references are available on JSTOR for this article: http://www.jstor.org/stable/2634965?seq=1&cid=pdf-reference#references_tab_contents You may need to log in to JSTOR to access the linked references. JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact [email protected]. Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at http://about.jstor.org/terms INFORMS is collaborating with JSTOR to digitize, preserve and extend access to Organization Science This content downloaded from 130.91.164.141 on Thu, 03 May 2018 19:02:03 UTC All use subject to http://about.jstor.org/terms When I read the first draft of this manuscript it provided a genuine "aha" experience. I felt that "tempered radicalism" was a concept that had been waiting to be invented. Meyerson and Scully, in my view, have grasped an important idea and have written about it in a careful and an illuminating way. It's one of those papers, I suspect, that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting the description of the tempered radical, at least in some circumstances and at different times. -
The Psychoanalysis of Career Choice, Job Performance, and Satisfaction
The Psychoanalysis of Career Choice, Job Performance, and Satisfaction Freud said that “love and work” are the central therapeutic goals of psychoanalysis: the twin pillars for a sound mind and for living the “good life.” While psychoanalysis has masterfully contributed to understanding the experience of love, it has made only a modest contribution to understanding the psychology of work. This book is the first to explore fully the psychoanalysis of work, analyzing career choice, job performance and job satisfaction, with an eye toward helping people make wiser choices that bring out the best in themselves, their colleagues and their organization. The book addresses the crucial questions concerning work: how does one choose the right career; what qualities contribute to excellence in performance; how best to implement and cope with organizational change; and what capacity and skills does one need to enjoy everyday work? Drawing on psychoanalytic thinking, vocational counseling, organizational psychology and business studies, The Psychoanalysis of Career Choice, Job Performance and Satisfaction will be invaluable in clinical psychoanalytic work, as well as for mental health professionals, scholars, career counselors and psychologists looking for a deeper understanding of work-based issues. Paul Marcus, PhD, is a training and supervisory analyst at the National Psychological Association for Psychoanalysis in New York City and the author/ editor of eighteen books, including Creating Heaven on Earth: The Psychology of Experiencing Immortality in Everyday Life and Sports as Soul-craft: How Playing and Watching Sports Enhances Life. He can be reached at [email protected] It is not your responsibility to finish the work [of perfecting the world], but neither are you free to abstain from it. -
Editors & Contributors (Pdf)
Editors David A. Snow is a Distinguished Professor of Sociology at the University of California, Irvine, where he also serves as the Co-Director of the Center for Citizen’s Peacebuilding. He has authored numerous articles and chapters on aspects of social movements and collective action, particularly on framing processes, as well as a number of books on social movements, including: Shakubuku: A Study of the Nichiren Shoshu Buddhist Movement in America, 1960–1975 (1993), The Wiley-Blackwell Companion to Social Movements (with Sarah Soule and Hanspeter Kriesi, 2004), Social Movements: Readings on Their Emergence, Mobilization, and Dynamics (with Doug McAdam, 1997, 2010), and A Primer on Social Movements (with Sarah Soule, 2010). Professor Snow was the 2008 recipient of the Society for the Study of Social Problems’ Lee Founders Award for career contributions to the study of social problems. Donatella della Porta lectures at the European University Institute, Florence, and directs the ERC project “Mobilizing for democracy: Democratization processes and the mobilization of civil society.” She is the co-author of Social Movements: An Introduction (with Mario Diani, 2006), Europeanization and Social Movements (with Manuela Caiani, 2009), and Mobilizing on the Extreme Right: Germany, Italy, and the United States (with Manuela Caiani and Claudius Wagemann, 2012), and editor of Democracy in Social Movements (2009) and Another Europe (2009). In 2011, Professor della Porta was awarded the Mattei Dogan Prize for political sociology. Bert Klandermans is Professor in Applied Social Psychology at the VU University of Amsterdam. He is Director of the research program Social Conflict and Change. He is the editor and co-author of Methods of Social Movement Research (with Suzanne Staggenborg, 2002) and Extreme Right Activists in Europe (with Nonna Mayer, 2006).