‘Recognition’ and ‘interest’: a multidimensional concept in the sociology of work

Voswinkel, Stephan

doi:10.1080/1600910x.2012.640594

Cited by 23 publications

(17 citation statements)

References 25 publications

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“…Alongside these contributions, the research detailed in this paper should also be viewed as an addition to the recent research focus on intersubjectivity and its impact on social relations, much of which revolves around applying the insights of Axel Honneth (2007) in specific settings such as child welfare and workplace organisation (Thomas 2012;Voswinkel 2012). …”

Section: Resultsmentioning

confidence: 99%

The Politics of Time on the Frontline: Street Level Bureaucracy, Professional Judgment, and Public Accountability

Murphy

Skillen

2015

International Journal of Public Administration

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Section: Resultsmentioning

confidence: 99%

The Politics of Time on the Frontline: Street Level Bureaucracy, Professional Judgment, and Public Accountability

Murphy

Skillen

2015

International Journal of Public Administration

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“…Honneth and Fraser have inspired scholars in philosophy (Ferrarese 2009;Fowler 2009), political science (Swanson 2005), business management (Islam 2012), public policy (Craig, Burchardt, and Gordon 2008) and sociology (Brandheim 2012;Grover 2013;Hancock 2016;Heinich 2009;Holtgrewe 2001;Houston 2016;Juul 2012;Lister 2001Lister , 2002May 2016;Sointu 2006;Thunman 2012;Voswinkel 2012). However, many of these studies focus on misrecognition, humiliation or disrespect and dedicate few words to its opposite, recognition.…”

Section: Recognition In Sociologymentioning

confidence: 99%

“…Only a handful of authors have studied experiences of misrecognition and disrespect while also paying attention to experiences of recognition. Some have taken a context similar to oursnamely, one of work and organizationsto study recognition sociologically (Grover 2013;Holtgrewe 2001;Voswinkel 2012). Grover's (2013) model, with its four types of respect based on the distinction between recognition-respect (comparable to Honneth's respect) and appraisal-respect (comparable to Honneth's esteem), has been applied to organization studies.…”

Section: Recognition In Sociologymentioning

confidence: 99%

“…Although we take inspiration from political-philosophical theories, our aim is to take recognition out of the ivory tower and study it in the lived, messy realities of people's everyday search for recognition. Empirical studies on recognition have been conducted before, most notably in business studies (Grover 2013;Holtgrewe 2001;Islam 2012) and sociology (Hancock 2016;Heinich 2009;Houston 2016;Juul 2012;Lister 2001Lister , 2002May 2016;Sointu 2006;Thunman 2012;Voswinkel 2012). But much of this work with important exceptions to be discussed belowfocuses on experiences of misrecognition, thereby shedding scant empirical light on recognition itself.…”

Section: Introductionmentioning

confidence: 99%

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Unfolding recognition: an empirical-theoretical contribution to the concept

Sebrechts

Tonkens

Roit

2019

Distinktion: Journal of Social Theory

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The past decades have witnessed growing interest in the concept of recognition, in social movements as well as in social theory. While the 'recognition turn' has made recognition a cornerstone in social and political philosophy, empirical interestin sociology, anthropology and business studiesremains limited and has mainly focused on misrecognition and disrespect. As a result, recognition as a theoretical ideal remains largely divorced from the lived and messy realities of people's everyday search for recognition. This article addresses this lacuna. Based on long-term participant observation and interviews with professionals and young men with mild intellectual disabilities working in sheltered employment projects in the Netherlands, it examines everyday practices of claiming and receiving recognition, how recognition is shaped by the institutional environment of sheltered work, and how it is achieved or subverted in everyday interactions between young men and professionals. Our contribution to the literature lies in our empirical finding that misrecognition is often enfolded in recognition. By stating that misrecognition is enfolded in recognition, we mean that an instance of recognition coincides with, and likely depends on, some form of misrecognition. While focusing on the messiness and ambivalence of recognition in everyday life may dilute it as an ideal, acknowledging its dark side opens the path to a more nuanced understanding of the dynamic in which misrecognition, rather than being its opposite, is enfolded within recognition.

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“…Second, we choose a dual perspective that keeps in mind both interest and social recognition for our research (Schmidt, 2005;Voswinkel, 2001Voswinkel, , 2012Fraser, 2000). For sure, terms like "ethnicity" should be used with caution and be regarded as socially constructed and not as essentialistic, but identities cannot be ignored if interaction and group relations are to be understood (Akerlof and Kranton, 2010).…”

Section: Résumé De L'articlementioning

confidence: 99%

Social Integration and Workplace Industrial Relations

Schmidt

Müller

2013

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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role workplace industrial relations play in fostering cooperation and social integration. The case studies show that migrants are more likely to be positioned in the lower ranks of the companies’ social structure. Findings suggest, however, that this is primarily a consequence of the migrants having insufficient vocational training, which is probably the result of discrimination outside and at the threshold of the companies rather than a sign of direct discrimination within the companies. Nevertheless, the interviews and surveys show that there is employee resentment against people of different origin. There is a coexistence of resentment on the one hand and good cooperation on the other. Work requirements and the works councils’ and managements’ “internal universalism” (i.e. an orientation towards equal treatment of employees and the interdiction of discrimination within the companies) foster collegial cooperation among employees. German co-determination favours an employee model of interest representation which encourages individuals to choose a work-related identity and labour solidarity to assert their interests rather than identities related to ethnic groups. It is argued that this framework and the daily interaction of the employees eventually evoke feelings of collegiality and foster social integration.

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‘Recognition’ and ‘interest’: a multidimensional concept in the sociology of work

Cited by 23 publications

References 25 publications

The Politics of Time on the Frontline: Street Level Bureaucracy, Professional Judgment, and Public Accountability

The Politics of Time on the Frontline: Street Level Bureaucracy, Professional Judgment, and Public Accountability

Unfolding recognition: an empirical-theoretical contribution to the concept

Social Integration and Workplace Industrial Relations

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