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Expatriate’s and host country National’s Professional Learning in adverse conditions : a case study of Danish Police officers stationed in Greenland
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Proceedings (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- Despite a context of challenging working conditions, ethnocentrism, post-colonial tensions and no valorization of local Greenlandic professional knowledge, the Danish Police Officers sent to Greenland report knowledge development. And not intercultural knowledge or interaction skills, but rather important professional learning, which leads them to become better officers once back in Denmark. This contribution, based on a qualitative case study, intends to elicit this unexpected finding and to contribute to further theory development in expatriate adjustment literature. In the present case, no cross-cultural learning (which is the most common reported learning) is reported, but rather professional expertise development. The specificity of the present case and the extraordinary conditions in which the collaboration takes place provides an opportunity to shed a new light on expatriate learning. It seems that from all previously identified variables, only self-efficacy and autonomy are potentially decisive factors for learning. In addition, when expatriates saw Greenland as a place of poor professionalism and obsolete practices, it is precisely this difference that contributed to expatriate development. This case provides an example of how an environment perceived as foreign and undesirable turns out to be beneficial for individual learning.
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| 2. |
- Holck, Lotte, et al.
(författare)
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Assessing the other: a study on recruiting practices of high skilled ethnic minorities
- 2018
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Research on recruitment of ethnic minorities is often focused on discrimination and hinders for entering organizations. In contrast to existing literature, this study investigates an inclusive organization that recruits high skilled migrants and ethnic minorities. It focusses on actual recruitment practices using participant observations of employment interviews and assessment of candidates. We identify two key recruitment practices in the construction of acceptability: association and adequacy. These practices assess candidate in view of their similarity with existing employees (association) and in view of their adequacy with the position’s conditions (who will they be working with, what are the possibility of career). We show how association and adequacy are constructed around the ethnic background of the candidates, placing ethnicity in a central position in the construction of acceptability. Our results contribute to recruitment theory, by showing that acceptability is constructed the same way with all candidates (ethnic minority and/or migrants, or not) and that it is the ethnic order in place that leads to different assessment outcome: acceptable, or not. We introduce the concept of inclusive subordination to discuss the implications of our results for recruitment and policy makers.
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| 3. |
- Holck, Lotte, et al.
(författare)
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Radicalizing diversity (research): Time to resume talking about class
- 2021
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Ingår i: Gender, Work and Organization. - : Wiley: 24 months. - 1468-0432 .- 0968-6673. ; 27:6, s. 8-23
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract
- In this editorial, we plea for radicalizing diversity research by re‐engaging with the notion of class. We argue that theories of class, which are today seldom used in critical diversity research, have the potential to conceptualize the relationship between difference and power in ways that go beyond the current focus on equality within capitalist organizations. Theories of class radicalize diversity research by providing a conceptual vocabulary to ground the critique of diversity in the critique of capitalism. To highlight this potential, we first reconstruct the ideological historical context of the 1980s in which diversity research emerged, re‐embedding it in a broader political project to restructure the economy, work and society as a whole. We then present four main uses of the concept of class in management and organization studies and the theoretical traditions that underpin them. We go on to introduce the four contributions to this Special Section, illustrating how class, variously understood, can inform critical understandings of diversity. We conclude by leveraging class within four strategies for more radical diversity scholarship: classing workers, occupations, and workplaces; classing diversity; classing meritocracy; and classing struggles for social justice.
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| 5. |
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| 6. |
- Margaryan, Ashot, et al.
(författare)
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Population genomics of the Viking world
- 2020
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Ingår i: Nature. - : Springer Science and Business Media LLC. - 1476-4687 .- 0028-0836. ; 585:7825, s. 390-396
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Tidskriftsartikel (refereegranskat)abstract
- The maritime expansion of Scandinavian populations during the Viking Age (about ad750–1050) was a far-flung transformation in world history1,2. Here we sequenced the genomes of 442humans from archaeological sites across Europe and Greenland (to a median depth of about 1×) to understand the global influence of this expansion. We find the Viking period involved gene flow into Scandinavia from the south and east. We observe genetic structure within Scandinavia, with diversity hotspots in the south and restricted gene flow within Scandinavia. We find evidence for a major influx of Danish ancestry into England; a Swedish influx into the Baltic; and Norwegian influx into Ireland, Iceland and Greenland. Additionally, we see substantial ancestry from elsewhere in Europe entering Scandinavia during the Viking Age. Our ancient DNA analysis also revealed that a Viking expedition included close family members. By comparing with modern populations, we find that pigmentation-associated loci have undergone strong population differentiation during the past millennium, and trace positively selected loci—including the lactase-persistence allele of LCT and alleles of ANKA that are associated with the immune response—in detail. We conclude that the Viking diaspora was characterized by substantial transregional engagement: distinct populations influenced the genomic makeup of different regions of Europe, and Scandinavia experienced increased contact with the rest of the continent.
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| 7. |
- Omanović, Vedran, 1965, et al.
(författare)
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Practices of organizing migrants' integration into the European labour market
- 2022
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Ingår i: European Management Review. - : Wiley. - 1740-4754 .- 1740-4762. ; 19:2, s. 173-184
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Tidskriftsartikel (refereegranskat)abstract
- Organizational practices of migrants' labour market integration have by and large been overlooked in favour of research on societal-level/macrolevel factors, policies, rules and regulations and their impacts on migrants' positions and perspectives on the labour market in the host country. Organizations are conceptualized as key sites that can open doors for meaningful employment and career progression or close them by way of producing inequalities. This change of focus, which we advocate, has a potential to not only increase our understanding of how migrants' labour market integration is organized and practiced at the organizational level, but also shed light on migrants' own mobilizations and agency in these processes. Research on organizational practices of workplace integration of migrants is also relevant as economic and political migration is still high on the agenda in many European countries, particularly since the so-called ‘refugee crisis’ in 2015, when hundreds of thousands of refugees made their way to Europe. Unfortunately, the war in Ukraine in 2022 reminds us of the heightened importance of this issue. In this article, we start by outlining what has motivated this Special Section. Next, we briefly review the relevant literature that directly or indirectly focuses on practices of organizing migrants' labour market integration in European host countries. We then introduce the two contributions to this Special Section, presenting and discussing their main lines of reasoning and how each of them answer our call for papers. We conclude by elaborating what is, from our point of view, still missing and suggest possible avenues for future research.
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| 8. |
- Risberg, Annette, et al.
(författare)
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Benevolent discrimination: Explaining how human resources professionals can be blind to the harm of diversity initiatives
- 2019
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Ingår i: Organization. - : SAGE Publications (UK and US). - 1461-7323 .- 1350-5084. ; 26:3, s. 371-390
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Tidskriftsartikel (refereegranskat)abstract
- This article contributes to critical diversity management studies by exploring how human resources professionals do not see that the diversity measures they initiate can contribute to the reproduction of inequalities. We argue that framing such practices as benevolent obscures the fact that they are discriminatory acts. Drawing on the concept of benevolent discrimination, we conceptualise it along three dimensions: (1) a well-intended effort to address discrimination within (2) a social relationship that constructs the others as inferior and in need of help, which is granted with (3) the expectation that they will accommodate into the existing hierarchical order. Benevolent discrimination is a subtle and structural form of discrimination that is difficult to see for those performing it, because it frames their action as positive, in solidarity with the (inferior) other who is helped, and within a hierarchical order that is taken for granted. We develop the concept of benevolent discrimination building on an in-depth qualitative case study of a Swedish organisation that is believed to be exemplary in its engagement in diversity management initiatives. The organisation is however swayed by an inequality regime based on the intersection of class and ethnicity. We argue that it is precisely because human resources professionals frame their actions as acts of benevolence that they cannot see how they take part in organisational discrimination.
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| 9. |
- Romani, Laurence, et al.
(författare)
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Benevolent discrimination: How HR managers reproduce ethnic discrimination with diversity initiative
- 2018
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- This case study illustrates how the voluntary engagement of the HR personnel into diversity initiatives targeting migrants inscribe their actions into an act of benevolence that re-establishes a social hierarchical relationship between natives and migrants. Through diversity initiatives, HR practitioners create an ambiguous social relationship blending solidarity towards migrants with a clear social order in which their existing value system prevails. This hierarchical order is materialized in the case study company’s structural discrimination, producing an inequality regime based on ethnicity and class. In addition, the initiation of HR personnel relationship with migrants is performed as a generous (benevolent) act, implicitly seen as a form of gift. HR professionals see themselves as giving migrants a chance, an opportunity, to enter the labor market. This implicit framing as a gift blurs the view of the social domination taking place and explains why HR professionals have difficulties in seeing their role in the discrimination of migrants taking place in their organization. Our study introduces the notion of benevolent discrimination. Benevolent discrimination articulates the well-meaning dimension of acceptance with the construction of the others as deficient and vulnerable, and therefore, in need of an act of benevolence for their empowerment. However, this empowerment is defined and limited by the initiator of benevolence into the existing naturalized order.
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| 10. |
- Romani, Laurence, et al.
(författare)
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Diversity Management and The Scandinavian Model : Illustrations From Denmark And Sweden
- 2017
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Ingår i: Management And Diversity. - : Emerald Group Publishing Limited. - 9781786355492 - 9781786355508 ; , s. 261-280
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Konferensbidrag (refereegranskat)abstract
- This chapter presents the principal interpretations that took place in Denmark and Sweden regarding the discourse on 'Diversity Management'. We organise our presentation around three major themes that are central to the local Scandinavian context: gender equality, migration and moral grounds. This chapter shows the important role of gender equality work practices and how these practices now tend to be progressively incorporated in a broad Diversity Management construct, possibly leading to a less radical stance. Moreover, the comparison between Denmark and Sweden reveals the political associations with Diversity Management and migration in Denmark, but not in Sweden. Our third contribution unveils the tensions between the value of equality, which remains strong in the Scandinavian welfare state model, and the actual practices of Diversity Management.
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