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“Organizations, Markets, & the State” course at the Graduate Center, CUNY, offered for this spring 2020

Are you a graduate student in the Inter-University Doctoral Consortium?*  If so, please consider taking my “Organizations, Markets, & the State” class at the Graduate Center, CUNY.   At student request, I am teaching this class on the sociology of organizations this spring 2020 on Wednesdays @11:45am-2:45pm. Our first class meets on Wed., Jan. 29, 2020.

 

In addition to covering the classics of organizational research, the course includes cutting edge organizational research.  The course also incorporates topics and assigned readings based on enrolled students’ interests.  When I’ve taught this class in past semesters, guest speakers, including Nicole P. Marwell, Jeff Sallaz, Michel Anteby, Caroline W. Lee, Frederick Wherry, Pilar Opazo, and Elizabeth Popp Berman, have discussed their research projects.  (And, Fabio Rojas joined us for a special get-together during a visit to NYC!)

One of the aims of the class, besides learning substantive content, is to develop a local community of emerging scholars whose relationships spanning local, US, and international boundaries.  So, if you are an organizations researcher who is located or will happen to be in the NYC area during spring 2020, please email me about presenting your research!  We’ve also learned about professional development with guests, as participants are eager to learn about different kinds of institutions and career paths.

 

Here is the spring 2020 course description:

Organizations, Markets, & the State, Spring 2020

Graduate Center

Prof. Katherine K. Chen

Course Description

How can people coordinate action across growing groups in creative versus conventional ways?

How can people organize in ways that widen versus reduce power differentials among members?

How do people and organizations hoard advantages for a select few versus ensuring more equal access to all?

How do organizations fend off versus embrace market ideology, and how do organizations encourage members to adopt these perspectives?

Organizations are crucial actors in contemporary society, and they are also sites where many of us expend significant efforts connecting with or coordinating collective action.  Despite their central role in shaping our experiences from education to the workplace to governance, organizations are often overlooked or taken-for-granted among researchers and laypersons.  When researchers do study organizations, they typically pay little critical attention to power dynamics and organizing possibilities.

Building upon more critical perspectives, participants will learn why organizations form, how they develop, and how they can exacerbate or alleviate inequalities.  We will also discuss organizations’ relations with the state and markets, and how these relations affect action.  We will cover a variety of organizational forms, from conventional bureaucracies to networked firms to democratic organizations, with a focus on participants’ organizational fields of interest.  Theories studied incorporate the classics, as well as cutting edge synthetic work like Strategic Action Fields (SAFs), racialized organizations, and relational inequality theory (RIT)’s inequality-generating mechanisms.   Methodological approaches covered include ethnography, interviews, and other qualitative methods, and quantitative analyses.

This course supports deepening participants’ substantive knowledge, including preparing for comprehensives, extending cross-over expertise in a substantive area (i.e. social movements, urban sociology, stratification, education, cultural sociology, etc.), and designing and carrying out research.  In addition, this course aims to both promote professional development and forming a community of supportive scholars for emerging research.

*If you are a student at one of the below schools, you may be eligible, after filing  paperwork by the GC and your institution’s deadlines, to take classes within the Consortium:

Columbia University, GSAS
Princeton University – The Graduate School
CUNY Graduate Center
Rutgers University
Fordham University, GSAS
Stony Brook University
Graduate Faculty, New School University
Teachers College, Columbia University
New York University, GSAS, Steinhardt

Written by katherinechen

November 14, 2019 at 11:21 am

“don’t be afraid to push big, bold projects” and “be brave and patient”: Dustin Avent-Holt and Donald Tomaskovic-Devey on producing Relational Inequality Theory (RIT)

 

Dustin Avent-Holt and Donald Tomaskovic-Devey, who collaboratively published their book Relational Inequalities: An Organizational Approach (Oxford University Press), graciously agreed to do a joint email interview with orgtheory!  Here, we discuss their book and the process leading up to the production of the book.  Readers who are thinking of how to apply relational inequality theory (RIT), join and bridge scholarly conversations, and/or handle collaborative projects, please take note.

First, I asked Dustin and Don substantive questions about RIT.  Here, both authors describe how they used their workplaces in higher education as laboratories for refining their theory.  Also, Don channeled his disappointment with the limits of Chuck Tilly’s Durable Inequalities into fueling this endeavor.

1. Katherine.  How did you apply the insight of relational inequality in your own lives?  For example, both of you are at public universities – how does knowing relational inequality affect your ways of interacting with other people and institutions?

Dustin. I think for me one of the ways I see this is becoming faculty during the process of writing the book and being in a transitioning institution. I was hired out of grad school to Augusta University when it had just merged with the Medical College of Georgia. With this merger, Augusta University moved from being a teaching-focused college to a comprehensive research university that includes both graduate and undergraduate programs and a mission focused on research. Experiencing this transition  made me think through the daily lives of organizations in a much less structural way as I saw people negotiating and renegotiating the meaning of the institution, the practices and policies, creating new ways of fulfilling institutional roles, etc. I guess in that way it highlighted the work of Tim Hallet on inhabited institutionalism. As university faculty and staff, we didn’t just copy a bunch of templates from the environment, people were translating them and challenging them in the organization. And we still are, 7 years later, and I suspect we will be for a very long time. Organizations at that moment became enactments rather than structures for me, something to be relationally negotiated not simply imported. Don and my endeavor then to understand inequality in this context actually began to make more sense. And in fact during our weekly conversations about the book, I do remember often relating stories to Don of what was going on, and this certainly shaped how I thought about the processes we were thinking through.

I don’t know if that is what you were after in your question, but it is for me this experience shaped how I have come to think about organizations, and became central to how we think about organizations in the book. 

Don. No fair, actually apply a theory in our own lives? Seriously though, I became pretty frustrated with the black hole explanations of local inequalities as reflecting “structure” or “history”. These can be analytically useful, but simultaneously disempowering. Yes, some students come to the University with cultural capital that matches some professors, but this does not make them better students, just relationally advantaged in those types of student-teacher interactions. At the same time the University exploits revenue athletes for its purposes while excluding many others from full participation. The struggles of first gen students and faculty are produced by relational inequalities. 

As a department chair I was keenly aware of the university dance of claims making around status and revenue and that this had to be actively negotiated if our department was going to be able to claim and sequester resources. This sounds and to some extent is harsh, since success might mean taking resources indirectly from weaker or less strategic departments, although it can also feel insurgent if the resource appears to be granted or extracted from the Provost. But the truth is that university resources flow in a complex network of relationships among units, students, legislators and vendors (beware the new administrative software contract!). 

The Dean will pretend this is about your unit’s “productivity”, it’s never that simple.*  It’s also great to have allies, at UMass we have a great faculty union that works to level the playing field between departments and disrupt the administrative inequality dance.

* Katherine’s addition: Check out this satirical twitter feed about higher ed administration for laugh/cries.

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the relational turn in the study of inequalities and organizations – guest post by Dustin Avent-Holt and Donald Tomaskovic-Devey

On behalf of Dustin Avent-Holt and Donald Tomaskovic-Devey, I am posting their guest post, a must-read for researchers looking for intersections between organizations and stratification.  In their post, they describe the shortcomings of stratification research’s in focusing on “individual” characteristics and how they build upon organizational theory to examine organizations as inequality-generating mechanisms.  Their post ends with possible research AND policy agendas for a more sustainable and equitable future.

By the end of the 1990s we began to see a relational turn in sociology, perhaps expressed most clearly in Mustafa Emirbayer’s Relational Manifesto. The core claim is that the basic unit of analysis for sociology (or perhaps the social sciences writ large) should be, neither the individual nor macro-level institutions, but the social relations between actors.

This relational claim is, of course, not new. Classical sociologists –Simmel, Marx, Mead, Blumer, Goffman– treated relationality as fundamental. All of symbolic interactionism, the economic sociologies of Granovetter’s embeddedness paradigm and Zelizerian relational work, organizational field theory, and the strong growth in network science are all contemporary exemplars.

But relationality was blurred in the mid-20thcentury though by the growth in statistical techniques and computer software packages that enabled the analysis of surveys of individuals. Blau and Duncan’s pathbreaking American Occupational Structure became the state of the art for stratification research, but it had the side effect of obscuring – both theoretically and methodologically – the relationality that undergirds the generation of inequalities.

Simultaneously, organizational sociology had its own theoretical blinders. The move towards New Institutionalism obscured the older focus on stakeholders and dominant coalitions, refocusing on legitimating processes in the environment through which organizations isomorphically converged. Charles Tilly’s book Durable Inequalities critiqued the status attainment model partly by adopting this view of organizations, treating organizations as inequality machines mechanically matching internal and external categories.

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Written by katherinechen

September 5, 2019 at 6:09 pm

writing books and articles together

In sociology, it is very common for people to write a mix of books and articles. An ethnographer may do field work, then write two or three articles and also a book for the project. This is essentially the mode I work in.

On Facebook, someone asked how to balance the writing of books and articles. Should you do them at the same time, alternate, or what? This is probably one of those questions whose answer relies on the individual’s work style and personality, but I tend toward articles first and then the book.

For me, the issue is clarity and focus. Many of my research projects explore fairly complex social processes – the formation of academic disciplines, the ebb and flow of activism, the role of social media in politics. Thus, I can’t just run an experiment to isolate a process or download a data set. Rather, I must spend a lot of time collecting data and just understanding the subject of inquiry.

Thus, it makes little sense in my case to start with a new book first. Articles are great ways to make you focus your work, really clarify one finding of your work. Then, in my case at least, you will end up with a series of articles and unpublished papers that you can turn into a larger and more complete argument. Of course, the chronology of publication may not reflect it – an article can take years to work through the system, while books are faster – but using articles as book summaries, or chapter templates, naturally leads to a longer manuscript.

Feel free to add you writing practice thoughts in the comments.

++++++++

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Written by fabiorojas

August 1, 2018 at 4:01 am

Posted in books, fabio, workplace

(1) new sase submission deadline and (2) new grant available for researchers studying alternatives to hierarchical organization

Happy 2018, everyone!  Two announcements:

  1. The SASE conference submission deadline has been extended to Jan. 29, 2018.  Please consider submitting to the “alternatives to capitalism” network that I’m co-organizing.
  2. A new fellowship of interest to those studying worker cooperatives and similar organizational forms is now available via Rutgers University:

The Bill & Connie Nobles Fellowship
For the study of alternatives to hierarchy in organizing the activities of corporations

This Fellowship supports research on alternatives to hierarchical organization in the corporation. Scholars will address whether management has any fundamental reason to control employees. Is there a practical alternative to far-reaching hierarchical control by management that can eliminate the root cause of some problems that hierarchical organizations face? The negative impacts of such control on human development and behavior became more apparent as managers sought to maximize the contributions of knowledge workers and encourage employees to think economically. The study may involve innovations in theory or practice, or case studies. Approaches for including employees in sharing equity and profits should be addressed in the proposal.

Doctoral candidates and pre/post tenure scholars in the social sciences and humanities may apply for the $25,000 stipend that can be used for research/travel expenses.

Submit an email application with a 1500 word proposal and a vita by February 28, 2018 with decisions by March 15. Please have three letters of reference sent separately to: fellowship_program@smlr.rutgers.edu

Info at: https://smlr.rutgers.edu/content/bill-nobles-fellowship and https://smlr.rutgers.edu/content/fellowships-professorships for a listing of all current and past Fellows or email the Director of the program at bschrief    [at]  smlr   [dot]  rutgers   [dot]  edu

Written by katherinechen

January 8, 2018 at 7:32 pm

harassment, destroyed careers, and returns to human capital

One of the consequences of #metoo is the burst of media stories about victims of harassment and abuse. One such story is about the actress Anabelle Sciora, whose career was on the rise before she was allegedly assaulted by Harvey Weinstein. Friends describe her withdrawal and decline in Hollywood.

This story shares much in common with our reports of violence and abuse. One feature of the experience is that people often withdraw from their social or work world after assault. I am not an expert on violent crimes, but this seems to be a very understandable reaction.

This leads to the major question of this post. If harassment and violence are common occurrences in many workplaces and withdrawal is a common response, to what degree are women’s, and men’s to a lesser extent, careers destroyed by workplace harassment and violence? I have no idea what the answer would look like, but it could potentially be high. In a hypothetical situation, if, say, 10% of men in a workplace are constantly harassing people with impunity, it could very easily decimate the female workforce in that organization or profession. And considering that many institutions, like universities, have poor track records in limiting or responding to even very serious harassment, it is worth considering how workplace environments may lead to notable wage and attainment gaps.

This is a tough question, and I welcome comments that can help address it.

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Written by fabiorojas

December 11, 2017 at 5:01 am

Posted in fabio, gender, workplace

global resistance in the neoliberal university

intlconf
Those of you who are interested in fending off growing neoliberalism in the university might be interested in the following international  line-up at CUNY’s union, PSC.
You can watch a livestream of the conference via fb starting tonight, Fri., March 3, 6-9pm and Sat., March 4, 9:30am-6pm EST:
…an international conference on Global Resistance in the Neoliberal University organized by the union will be held today and tomorrow, 3/3rd-4th at the PSC, 61 Broadway.  
 
Scholars, activists and students from Mexico, South Africa, Turkey, Greece, India and the US will lead discussions on perspectives, strategies and tactics of resisting the neoliberal offensive in general, and in the context of the university in particular.
 
You can visit this site for a link to the conference program:
 
Due to space constraints, conference registration is now closed. But we’re thrilled by the tremendous interest in the event! You can watch a livestream of the conference here: https://www.facebook.com/PSC.CUNY.  If you follow us on our Facebook page, you will receive a notification reminding you to watch.  
 
We look forward to seeing some of you tonight and to discussing the conference with many of you in the near future. 
 

 

 

Written by katherinechen

March 3, 2017 at 11:29 pm