Workplace Cultures: Looking at Artifacts, Symbols and Practices

2020 ◽  
pp. 121-136
Author(s):  
Keld Bødker ◽  
Jesper Strandgaard Pedersen
Keyword(s):  
Workplace Cultures

The future of HR is being BRAVE

2018 ◽  
Vol 17 (4) ◽  
pp. 186-192
Author(s):  
Wendy Silver
Keyword(s):  
Design Methodology ◽  
Real Life ◽  
Content Type ◽  
New Approaches ◽  
The Future ◽  
Workplace Cultures ◽  
The Way

Purpose Organizations will need HR departments that take bold new approaches if they are to weather the uncertainty and changes on the horizon. This paper aims to discuss what makes an organization or a leader BRAVE, and examples of HR professionals and organizations leading the way are provided to help readers bravely shape their own organizations. Design/methodology/approach This paper draws upon various real-life examples of organizations whose HR departments are leading the way. Findings Organizations need BRAVE HR professionals and leaders to create, implement and communicate key initiatives to ensure companies make decisions that support workplace cultures that people choose to join and remain a part of. Originality/value No amount of technology can replace the forward-thinking thought, communication and action that being BRAVE requires. This paper will help HR professionals gain a braver perspective.

‘It’s Not Really a Part of Standard Practice’: Institutional Silencing of Sexuality Within Australian Mental Health Settings

2021 ◽  
pp. 104973232110613
Author(s):  
Kristi Urry ◽  
Anna Chur-Hansen ◽  
Carole Khaw
Keyword(s):  
Mental Health ◽  
Clinical Practice ◽  
Thematic Analysis ◽  
Professional Education ◽  
Institutional Context ◽  
Social Constructionist ◽  
Mental Health Clinicians ◽  
Making Sense ◽  
Mental Health Settings ◽  
Workplace Cultures

Research seeking to understand and improve sexuality-related practice in mental health settings has paid little attention to the institutional context in which clinicians’ practice is embedded. Through a social constructionist lens, we used thematic analysis to examine how 22 Australian mental health clinicians implicated the wider institutional context when discussing and making sense of sexuality-related silence within their work. Interviews were part of a study exploring participants’ perceptions of sexuality and sexual health in their work more generally. Broader silences that shaped and reinforced participants’ perceptions and practice choices were situated in professional education; workplace cultures; and the tools, procedures and policies that directed clinical practice. We argue that sexuality-related silence in mental health settings is located in the institutional context in which clinicians learn and work, and discuss how orienting to this broader context will benefit research and interventions to improve sexuality-related practice across health settings.

Radical re-imagination: centering a BIPOC library workforce in an asset-based autoethnography

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Janis J. Shearer ◽  
Ben B. Chiewphasa
Keyword(s):  
Design Methodology ◽  
Academic Library ◽  
Deficit Thinking ◽  
Content Type ◽  
Shared Purpose ◽  
Positive Work Environment ◽  
Supportive Community ◽  
Workplace Cultures ◽  
Positive Work ◽  
The Ideal

PurposeAcademic BIPOC librarians oftentime struggle to envision themselves and navigate in White-dominant spaces due to deficit thinking. To better understand how DEIA efforts can bolster structural change in academic libraries, the two BIPOC authors opted to lean on an asset-based exercise–imagining a positive work environment made possible through a library staffed entirely by BIPOC individuals.Design/methodology/approachThrough collaborative autoethnography, the two authors interviewed one another and centered their unstructured conversations around one question: “What does an academic library composed entirely of a BIPOC workforce look like?” Three emergent themes were agreed upon and finalized by the two authors.FindingsThe authors' imagined library is able to foster a supportive community and also function efficiently thanks to its shared purpose grounded in DEIA. Despite relying on an asset-based framework, the authors found themselves having to reckon with trials and tribulations currently faced by BIPOC librarians. Effectively envisioning the “ideal” library environment is not possible without also engaging with librarianship's legacy of racial injustices.Originality/valueRecognizing that confronting systems of oppression naturally invokes trauma, this paper encourages librarians to challenge deficit thinking and instead rely on asset-based models to candidly imagine an anti-racist academic library. The authors acknowledge that BIPOC voices and experiences add tremendous value to the library workplace. At the heart of this paper is the belief that reparations for past racial injustices should not only fix past wrongdoings, but also contribute to positive workplace cultures.

Evaluation of a workshop to address drugs and alcohol in the workplace

2019 ◽  
Vol 12 (1) ◽  
pp. 2-14 ◽  
Author(s):  
Ann Roche ◽  
Victoria Kostadinov ◽  
Alice McEntee ◽  
Julaine Allan ◽  
Nicholas Meumann ◽  
...  
Keyword(s):  
Repeated Measures ◽  
Help Seeking ◽  
First Aid ◽  
Program Completion ◽  
Self Report ◽  
Content Type ◽  
Risky Alcohol ◽  
Aid Programs ◽  
Workplace Cultures ◽  
Drug And Alcohol

PurposeRisky alcohol and other drug (AOD) use is ubiquitous in some workplace cultures, and is associated with considerable risks to health, safety and productivity. A workplace drug and alcohol first aid program was developed to support supervisors and managers to recognize and respond appropriately to AOD problems, increase knowledge of AOD and reduce the stigma associated with AOD. The purpose of this paper is to undertake an evaluation to assess the program’s efficacy.Design/methodology/approachA self-report survey was administered to program participants before (T1), immediately after (T2) and three months following program completion (T3). Changes in alcohol/drug-related knowledge, role adequacy, motivation and personal views were examined using repeated measures ANOVA.FindingsA total of 109 participants took part in the program, with only 26 completing scores at all three time points. Mean scores increased significantly (p<0.05) between T1 and T2 for knowledge (12.7–16.0), role adequacy (11.8–17.4), motivation (9.7–10.4) and personal views (9.0–9.6). Significant improvements were maintained at T3 for knowledge (15.1) and role adequacy (17.3).Practical implicationsDrug and alcohol first aid programs offer a potentially valuable initiative to improve the knowledge, skills and understanding of managers and supervisors in tackling workplace AOD risks, associated stigma and improving help seeking.Originality/valueWorkplace programs for managers can facilitate organization-wide responses to the reduction of AOD-related problems, increase implementation of appropriate policy and interventions, minimize associated harms and stigma and reduce negative imposts on productivity and profit.

Introduction

2015 ◽  
Keyword(s):  
Young Children ◽  
Father Involvement ◽  
Parental Leave ◽  
Welfare States ◽  
Policy Regimes ◽  
Individual Level ◽  
Structural Context ◽  
The Individual ◽  
Key Aspects ◽  
Workplace Cultures

After outlining the key aspects of the changing social, cultural, and policy context of parenting in Western societies, the introduction clarifies terminology and key concepts used throughout the book, such as the distinction among fatherhood, fathering, and types of fathers. It also presents the theoretical framework used to examine father involvement with young children in six countries. This includes the fatherhood regime, fathers’ agency gap and capability to care for children, and gendered care and workplace cultures. In addition, the structural context of welfare states and policy regimes is reviewed to frame the institutional support for father involvement, such as compensated paternity and parental leave. At the individual level father involvement is conceptualized as encompassing engagement, accessibility and responsibility as expressed in the type and quantity of time of fathers’ activities with their young children. Finally, the chapter briefly outlines the structure of the book.

Not Just a Mothers’ Problem: The Consequences of Perceived Workplace Flexibility Bias for All Workers

2018 ◽  
Vol 61 (5) ◽  
pp. 808-829 ◽  
Author(s):  
Lindsey Trimble O’Connor ◽  
Erin A. Cech
Keyword(s):  
Turnover Intentions ◽  
Work Life ◽  
Flexible Work ◽  
Workplace Flexibility ◽  
Family Responsibilities ◽  
Work Arrangements ◽  
Workplace Cultures ◽  
Ideal Worker Norm ◽  
Ideal Worker ◽  
The Ideal

Flexibility bias and the “ideal worker” norm pose serious disadvantages for working mothers. But, are mothers the only ones harmed by these norms? We argue that these norms can be harmful for all workers, even “ideal” ones—men without caregiving responsibilities who have never used flexible work arrangements. We investigate how working in an environment where workers perceive flexibility bias affects their job attitudes and work-life spillover. Using representative survey data of U.S. workers, we find that perceived flexibility bias reduces job satisfaction and engagement and increases turnover intentions and work-life spillover for all types of workers, even ideal workers. The effects of perceived bias on satisfaction, turnover, and spillover operate beyond experiences with family responsibilities discrimination and having colleagues who are unsupportive of work-life balance. We show that workplace cultures that harbor flexibility bias—and, by extension, that valorize ideal work—may affect the entire workforce in costly ways.

scholarly journals Employee preferences for work-life benefits in a large New Zealand construction company

2012 ◽  
Vol 12 (1) ◽  
pp. 12-25 ◽  
Author(s):  
Emily Morrison ◽  
Derek Thurnell
Keyword(s):  
New Zealand ◽  
Construction Industry ◽  
Personal Development ◽  
Working Hours ◽  
Work Life ◽  
Australian Study ◽  
Construction Company ◽  
Challenging Environment ◽  
Workplace Cultures ◽  
Work Life Conflict

The construction industry is a challenging environment in which to work, with job characteristics that are linked to work-life conflict, and it is important for its future sustainability that initiatives to support employee work-life balance are undertaken. 121 head office and site-based employees within a large New Zealand construction company rated their preferences for work-life benefits, and the results were compared with those of a similar previous (Australian) study. The most preferred work-life benefit factor (as for the previous Australian study) was found to be ‘wellness and personal development’. Results suggest that company provision of a wide variety of work-life benefits from which employees can choose during different stages in their life and career is ideal. Qualitative results suggest some work-life conflict associated with working long hours and weekend work exists. It is proposed that to attract and retain valuable employees, the New Zealand construction industry must provide useful work-life benefits, reasonable working hours, and supportive workplace cultures in line with such initiatives. 

Sign in / Sign up

Export Citation Format

Share Document