Basics of qualitative research: Grounded theory procedures and techniques

The Social Psychology of Organizations.

In the first two volumes of this work, Paul Ricoeur examined the relations between time and narrative in historical writing, fiction, and theories of literature. This final volume, a comprehensive reexamination and synthesis of the ideas developed in volumes 1 and 2, stands as Ricoeur's most complete and satisfying presentation of his own philosophy.

Time and Narrative

https://cws.journals.yorku.ca/index.php/cws/article/download/14795/13847

Men and Women of the Corporation

Sensemaking is the process through which people work to understand issues or events that are novel, ambiguous, confusing, or in some other way violate expectations. As an activity central to organizing, sensemaking has been the subject of considerable research which has intensified over the last decade. We begin this review with a historical overview of the field, and develop a definition of sensemaking rooted in recurrent themes from the literature. We then review and integrate existing theory and research, focusing on two key bodies of work. The first explores how sensemaking is accomplished, unpacking the sensemaking process by examining how events become triggers for sensemaking, how intersubjective meaning is created, and the role of action in sensemaking. The second body considers how sensemaking enables the accomplishment of other key organizational processes, such organizational change, learning, and creativity and innovation. The final part of the chapter draws on areas of difference and debate h...

Sensemaking in Organizations: Taking Stock and Moving Forward

The impact of organizational crises has never been stronger. Yet previous research on crisis management lacks adequate integration. In this article we attempt to integrate and build upon current knowledge to create a multidisciplinary approach to crisis management research, using psychological, social-political, and technological-structural research perspectives. We offer definitions of organizational crisis and crisis management, as well as a framework that depicts the crisis management process and researchable propositions for the integration of these perspectives. We also suggest implications for research and practice.

https://www.jstor.org/stable/pdfplus/259099.pdf

Reframing Crisis Management

Invisible social identities influence social interaction in distinct ways and create unique dynamics in terms of identity management. We integrate research from the sexuality, illness, and racial diversity literature, as well as the stigma, disclosure, and identity literature, to create a generalized model of invisible identity management. We focus specifically on revealing and passing strategies of identity management and conclude by discussing the implications of invisible differences for diversity research.

Out of Sight But Not Out of Mind: Managing Invisible Social Identities in the Workplace

Through our grounded theory qualitative research, we explore how women begin to construct and react to images of possible multiple selves as professionals and mothers during the liminal period of p...

Cross-Domain Identity Transition during Liminal Periods: Constructing Multiple Selves as Professional and Mother during Pregnancy

This chapter describes the methods used by the most progressive corporations in the US to develop environmental human resource management (HRM) practices. The first precondition for environmental HRM is the development of the organisation’s environmental vision and its associated goals. In tum, effective environmental HRM programmes are designed to facilitate employee attainment of the environmental vision through: training that provides employees with the requisite environmental skills and knowledge; performance appraisals that make employees accountable to environmental performance standards; and rewards that provide incentive to accomplish environmental objectives. Besides improving skill development and application in training sessions, it is important to consider other ways companies can improve their environmental training programmes. Some organisations have implemented non-traditional ways to reward employees for environmental performance. Organisations must systematically change a number of HRM practices to implement effective environmental management initiatives successfully.

Judith A. Clair

Papers

Reframing Crisis Management

Out of Sight But Not Out of Mind: Managing Invisible Social Identities in the Workplace

Cross-Domain Identity Transition during Liminal Periods: Constructing Multiple Selves as Professional and Mother during Pregnancy

Best Environmental HRM Practices in the US

Managing the unthinkable