| 51. |
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| 52. |
- Alvesson, Mats, et al.
(författare)
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Excessive work regimes and functional stupidity
- 2018
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Ingår i: German Journal of Human Resource Management. - : SAGE Publications. - 2397-0022 .- 2397-0030. ; 32:3-4, s. 283-296
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Tidskriftsartikel (refereegranskat)abstract
- In order to understand why individuals accept and reproduce excessive time regimes, this paper addresses five key drivers: (1) intrinsic motivation, (2) extrinsic motivation, (3) organizational norms, (4) the principle of reciprocity, and (5) identity, including having the ‘true grit’ and belonging to the ‘elite’. It also points to how various elements in excessive work regimes – tendencies towards a closed occupational system, the combination of incentives and ego-boosting and limited time outside work – contribute to functional stupidity, making people disinclined to ask critical questions about work practices and norms, be self-reflective or imagine alternative forms of work organizations, careers or personal objectives.
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| 53. |
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| 54. |
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| 55. |
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| 56. |
- Alvesson, Mats
(författare)
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Gender relations and identity: Masculinities and femininities at work in an advertising agency
- 1998
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Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 51:8, s. 969-1005
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Tidskriftsartikel (refereegranskat)abstract
- The paper explores gender relations and gender identity, based upon an ethnography of a Swedish advertising agency. The organization is of special interest as it has a strong gender division of labor, where men hold all senior posts, at the same time as creative advertising work seems to have much more similarity with what gender studies describe as "femininity" rather than with forms of "masculinity." The paper discusses how gender is constructed in an organizational context. Emphasis on workplace sexuality is related to identity work of men in response to the highly ambiguous and contested context of advertising work. Tendencies toward the "femininization" of the work and client relationships put some strain on (gender) identity for men, triggering a structuring of gender relations and interaction at the workplace to restore feelings of masculinity. The paper problematizes ideas of masculinities and femininities and argues for a rethinking of their roles in nonbureaucratic organizations. Also assumptions about a close connection between domination of masculinity and of males are critically discussed.
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| 57. |
- Alvesson, Mats, et al.
(författare)
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Generating research questions through problematization
- 2011
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Ingår i: Academy of Management Review. - 0363-7425. ; 36:2, s. 247-271
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Tidskriftsartikel (refereegranskat)abstract
- It is increasingly recognized that what makes a theory interesting and influential is that it challenges our assumptions in some significant way. However, established ways for arriving at research questions mean spotting or constructing gaps in existing theories rather than challenging their assumptions. We propose problematization as a methodology for identifying and challenging assumptions underlying existing literature and, based on that, formulating research questions that are likely to lead to more influential theories.
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| 58. |
- Alvesson, Mats, et al.
(författare)
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Good visions, bad micro-management and ugly ambiguity: Contradictions of (non-)leadership in a knowledge-intensive organization
- 2003
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Ingår i: Organization Studies. - : SAGE Publications. - 1741-3044 .- 0170-8406. ; 24:6, s. 961-988
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Tidskriftsartikel (refereegranskat)abstract
- This article investigates how managers position themselves and their work in terms of leadership in a large knowledge-intensive company. The significance of contemporary discourse on leadership, practical aspects of managerial work, and ambiguity as a central dimension of organization and leadership (particularly in knowledge-intensive settings) are highlighted. We examine the presumed leadership in a company with respect to the three 'moral' and 'aesthetic' positions or aspects of leadership: good, bad and ugly leadership. The article shows how managers incoherently move between different positions on leadership. The study undermines some of the dominant notions of leadership, for example, the leader as a consistent essence, a centred subject with a particular orientation to work. We suggest a less comfortable view of managers aspiring to adopt, but partly failing to secure leadership identities and a coherent view of their work. Value commitments appear as disintegrated and contradictory. The study indicates a need to radically rethink dominant ideas about leadership.
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| 59. |
- Alvesson, Mats, et al.
(författare)
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Grandiosity in contemporary management and education
- 2016
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Ingår i: Management Learning. - : SAGE Publications. - 1350-5076 .- 1461-7307. ; 47:4, s. 464-473
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Tidskriftsartikel (refereegranskat)abstract
- Contemporary practitioner and academic discourses of organizations and management have developed a tendency to discuss everyday organizational phenomena in overblown and remarkable ways. It is now commonplace to view organizations in terms of visions, missions, strategies, charisma, entrepreneurship, best practice and so on. A hyped-up language is becoming endemic to ordinary discussions of ordinary organizations doing ordinary things. This calls for some critical attention. One way of capturing this tendency to hype is through the idea of grandiosity that is taking over the ways mundane organizational phenomena are constructed and debated. In this essay, we argue that grandiosity is the product of the narcissism of our times, reinforced by contemporary consumerism; we suggest that grandiosity not only affects adversely critical reflection of organizations and management, but more importantly that it undermines organizational performance and learning.
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| 60. |
- Alvesson, Mats, et al.
(författare)
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Habitat and Habitus: Boxed-in versus Box-Breaking Research
- 2014
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Ingår i: Organization Studies. - : SAGE Publications. - 1741-3044 .- 0170-8406. ; 35:7, s. 967-987
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Tidskriftsartikel (refereegranskat)abstract
- This paper argues that scholarly work is increasingly situated in narrowly circumscribed areas of study, which are encouraging specialization, incremental adding-to-the-literature contributions and a blinkered mindset. Researchers invest considerable time and energy in these specialized areas in order to maximize their productivity and career prospects. We refer to this way of doing research and structuring careers as boxed-in research. While such research is normally portrayed as a template for good scholarship, it gives rise to significant problems in management and organization studies, as it tends to generate a shortage of novel and influential ideas. We propose box-breaking research as a strategy for how researchers and institutions can move away from the prevalence of boxed-in research and, thus, be able to generate more imaginative and influential research results. We suggest three versions: box changing, box jumping and, more ambitiously, box transcendence.
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