‘Grand challenge’ or ‘not an issue’? The discourses on income inequality of compensation managers and consultants

Canterino, Filomena; Carollo, Luca; Dorigatti, Lisa; Mori, Anna

doi:10.1080/09585192.2019.1691623

Cited by 4 publications

(2 citation statements)

References 96 publications

(113 reference statements)

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“…Why does Human Resource Management keep reproducing scholarly debates and discussions that perhaps (un)intentionally recreate and perpetuate workplace inequality, including income and gender, race and societal inequality (Bratton & Gold, 2017;Guerci et al, 2019)? What such reproduction of various forms/facets of workplace inequality through the adoption of multiple HRM practices such as training and development, hiring, reward and performance management has done over the decades is stabilized the discourse on the types of inequalities we have had in workplaces and society.…”

Section: Introductionmentioning

confidence: 99%

The Absurd Workplace

Bal¹,

Brookes²,

Hack‐Polay³

et al. 2023

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This chapter introduces the book, and discusses the main background, literature and theories that the authors draw upon. It highlights the various domains in contemporary life, in society and workplaces that can be described as absurd. Moreover, the chapter lays out the case for the need to write about absurdity and understand how absurdities are normalized, perpetuated and not effectively contested. It introduces the main theoretical foundations which will be used throughout the book, including existentialist philosophy to understand the absurd, and Yurchak's anthropological discourse analysis of hypernormalization in the late Soviet Union. Yurchak's groundbreaking work on hypernormalization will be discussed in detail as it serves as the major foundation of the book. AD.nl (2021). Vrouw in bijstand die boodschappen van moeder kreeg moet toch nog 2835 euro terugbetalen. https://www.ad.nl/binnenland/vrouw-in-bijstand-die-boodschappenvan-moeder-kreeg-moet-toch-nog-2835-euro-terugbetalen~a65a01a9/ Bal, M. References

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Section: Introductionmentioning

confidence: 99%

The Absurd Workplace

Bal¹,

Brookes²,

Hack‐Polay³

et al. 2023

View full text Add to dashboard Cite

show abstract

“…Why does Human Resource Management keep reproducing scholarly debates and discussions that perhaps (un)intentionally recreate and perpetuate workplace inequality, including income and gender, race and societal inequality through its own practices (Bratton & Gold, 2017;Guerci et al, 2019)? What such reproduction of various forms/facets of workplace inequality through the adoption of multiple HRM practices such as training and development, hiring, reward and performance management has done over the decades is stabilized the discourse on the types of inequalities we have had in workplaces and society.…”

Section: Introductionmentioning

confidence: 99%

From Hypernormalization of Workplace Inequality to Dehumanization: A Way Out for Human Resource Management

Bal¹,

Brookes²,

Hack-Polay³

et al. 2022

The Absurd Workplace

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Workplace inequality is an ongoing employment and social problem. Attempts in Human Resource Management (HRM)-related fields to explain the contributory factors to inequality have stabilized, legitimized, and perpetuated the unquestioning adoption of equality, diversity, and inclusion practices in staff hiring, training and development, pay, and reward. This has led to the absurdity highlighted in legislators and employers' attempts to address the perpetuation of inequality. However, the emerging normalization of inequality in workplaces and society has marginalized autistic employees and jobseekers thereby creating a hypernormalization of the absurd. Yurchak's notion of the 'hypernormalization' of absurdity is recreated in this chapter's examination of autistic employees, who, despite their philosophical aspirations and practical attempts to contribute towards greater workplace equality, have been dehumanized as a result of the adoption of HRM practices pointing to the normalization of inequality. This chapter critiques the dichotomization of workplace inequality into challenge/risk recognition and mitigation and highlights how such an approach has paradoxically led to the normalization of inequality and the dehumanization of autistic employees at work and in society. The survey responses of 24 highly functioning and work-ready autistic jobseekers are captured to present four thematic categories, and by using Alvesson and Skoldberg's narrative inquiry and analytical approach, I have extended Yurchak's 'hypernormalization of the absurd' to include four proposals as an alternative framework. This will help address the absurd normalization of inequality at work and the dehumanization of marginalized groups like autistic staff and therefore provide a way out for HRM. These four propositions are embedded in a new fourstage resilience intervention model which radicalizes how HR scholars and practitioners address the perpetuation of absurdity in workplace inequality by going beyond the conceptualization and categorization of inequality in terms of challenge/risk and mitigation to include (1) a recalibration of what inequality means, (2) a reconceptualization of the hypernormalization of the absurd application of employment practices, (3) a deeper understanding of how support and advice for marginalized jobseekers should include a community-focused approach, and (4) a resilience perspective on how workplace inequality can be resolved by HR professionals. The implications for practice, methodology, theory, and future research directions for societal, organizational, and individual humanization are considered.

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Exploring representations of human resource management as moral dirty work: A film study

Carollo,

Guerci,

Della Torre

et al. 2024

Human Resource Management

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It has been claimed that the HR “profession” suffers from a chronic shortage of social legitimacy. In this article, we advance the idea that HR is also to some extent subject to public stigmatization for being immoral. In other words, we maintain that certain aspects of contemporary HR work can be conceptualized as morally dirty work. We provide empirical support for this contention by analyzing a set of 28 films portraying HR practitioners at work. The research results comprise both task‐related and method‐related filmic representations of HR work as immoral, thus furnishing a comprehensive and nuanced picture of the moral issues that can affect the HR profession. Furthermore, the results show that some of the HR characters analyzed—typically those who hold a role as (co‐)protagonists in the story—realize the immorality affecting their work and decide to distance themselves from it by either exiting the role, trying to reform it, or openly raising resistance against their employer. These research results suggest the need to integrate dirty work scholarship into study of the HR profession, while they provide important indications in terms of future HR research, practice and education.

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‘Grand challenge’ or ‘not an issue’? The discourses on income inequality of compensation managers and consultants

Abstract: "Grand challenge" or "not an issue"? The discourses on income inequality of compensation managers and consultants Authors Marco Guerci (a) , Filomena Canterino (b) , Luca Carollo (a) , Lisa Dorigatti (a) , Anna Mori (a)

Cited by 4 publications

References 96 publications

The Absurd Workplace

The Absurd Workplace

From Hypernormalization of Workplace Inequality to Dehumanization: A Way Out for Human Resource Management

Exploring representations of human resource management as moral dirty work: A film study

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