‘The Production of Space’, in: Frans Jacobi, Imagine, Space Poetry, Copenhagen, 1996, unpaginated.

The Production of Space

The Social Psychology of Organizations.

萨义德以其独特的双重身份,对西方中心权力话语做了分析,通过对文学作品、演讲演说等文本的解读,将O rie n ta lis m——"东方学",做了三重释义:一门学科、一种思维方式和一种权力话语系统,对东方学权力话语做了系统的批判,同时将东方学放入空间维度对东方学文本做了细致的解读。

萨义德的“Orientalism”释义

\"What are your assumptions (implicit as well as explicit) about the most effective way to manage people?\" So began Douglas McGregor in this 1960 management classic. It was a seemingly simple question he asked, yet it led to a fundamental revolution in management. Today, with the rise of the global economy, the information revolution, and the growth of knowledge-driven work, McGregor's simple but provocative question continues to resonate-perhaps more powerfully than ever before. Heralded as one of the most important pieces of management literature ever written, a touchstone for scholars and a handbook for practitioners, The Human Side of Enterprise continues to receive the highest accolades nearly half a century after its initial publication. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments, and professional development seminars for over four decades. In this special annotated edition of the worldwide management classic, Joel Cutcher-Gershenfeld, Senior Research Scientist in MIT's Sloan School of Management and Engineering Systems Division, shows us how today's leaders have successfully incorporated McGregor's methods into modern management styles and practices. The added quotes and commentary bring the content right into today's debates and business models. Now more than ever, the timeless wisdom of Douglas McGregor can light the path towards a management style that nurtures leadership capability, creates effective teams, ensures internal alignment, achieves high performance, and cultivates an authentic, value-driven workplace--lessons we all need to learn as we make our way in this brave new world of the 21st century.

The Human Side of Enterprise.

Flexible Citizenship: The Cultural Logics of Transnationality. Aihwa Ong. Durham, NIC: Duke University Press, 1999. ix. 322 pp., notes, bibliography, index.

Flexible Citizenship: The Cultural Logics of Transnationality

Purpose – The purpose of this paper is to discuss the phenomenon of knowledge transfer within multinational corporations (MNCs), and how the imperatives of thought and action that constitute new knowledge are received in the terrain that constitutes the MNC subsidiary.Design/methodology/approach – This study employs an ethnographic approach, and juxtaposes primary data collection with a variety of secondary data sources.Findings – The data are analyzed in light of the theoretical construct of hegemony, and three themes theorized that underlie the process of knowledge transfer. These include knowledge loss at the local level, the coercive practices that ensure knowledge transfer, and the invocation of imperial subjectivities by the headquarters of the MNC when dealing with subsidiaries from poorer nations.Originality/value – This paper goes beyond the mainstream approaches into organizational knowledge transfer, by analyzing these issues in light of political economy, and the changing landscape of industri...

/pdf/hegemony-and-its-discontents-a-critical-analysis-of-28felu0v8g.pdf

Hegemony and its discontents : a critical analysis of organizational knowledge transfer

This article examines the employee-organization relationship in the current industrial landscape. “New age employees” have substantially different expectations from organizations—stemming from thei...

The New Age Employee: An Exploration of Changing Employee-Organization Relations

It is perhaps a truism that modern organizational theory has tended to objectify the colonized nations, and the subjects of imperialism Even the critical traditions in OT tend to be mired in Euroc

https://journals.sagepub.com/doi/pdf/10.1177/1350508412461003

The colony writes back: Organization as an early champion of non-Western organizational theory:

The notion of organizational control has been a constant theme in the construction and representations of euromodern1 organizations. The discourse of control has been justified in organizational theory on a variety of counts, such as the need to eliminate stubborn “soldiering” by recalcitrant employees (Taylor, 1911), the inducement of collaborative enterprise (Barnard, 1938), the curtailment of opportunist practices in organizational transactions (Williamson, 1985), the management of bounded rationality (Simon, 1957), the development of adaptive mechanisms (Hannan & Freeman, 1977), the facilitation of diverse organizational conversations (Srivastava & Cooperrider, 1990), the management of organizational knowledge (Davenport & Prusak, 1998), or even the need to create a paradigmatic consensus in organizational research (Pfeffer, 1993). On the other hand, mainstream theories of organizational control have been critiqued as being coercive (Braverman, 1974), insensitive to noncontractual trust-based control systems (Perrow, 1979), or unmindful of the fundamental causal determinants of conflict (Jermier, Knights, & Nord, 1994). Scholars have pointed to the enacted nature of organizational reality (Weick, 1979), the constructed nature of academic practices (Canella & Paetzold, 1994), and the anthropocentric biases that have dominated management research (Shrivastava, 1996), thereby seeking to destabilize the platform of positivism on which much of the mainstream discourse of organizational control stands.

Toward a Postcolonial Reading of Organizational Control

Mainstream management texts seek to legitimize a social order in which certain power relationships are naturalized and seen as the logical end of a historical development. Also, the ideological basis of managerialism determines the nature of the managerial discourse in which some interests are privileged whereas others are marginalized. Because they promote a managerial ideology in which sectional interests are passed off as universal, management texts can be seen, at least partly, as instruments of propaganda.

Ali Mir

Papers

Hegemony and its discontents : a critical analysis of organizational knowledge transfer

The New Age Employee: An Exploration of Changing Employee-Organization Relations

The colony writes back: Organization as an early champion of non-Western organizational theory:

Toward a Postcolonial Reading of Organizational Control

The Hegemonic Discourse of Management Texts