The generation game: Governing through bio-politics

Reed, Cara; Thomas, Robyn

doi:10.1177/1350507620938926

Cited by 3 publications

(3 citation statements)

References 39 publications

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“…In terms of individual learning to self-manage an MHC, some studies have addressed the perspective of the care professional (Bennett and Baikie, 2003;Hanrahan et al, 2011), but very few have explored this empirically or in relation to people with MHC themselves (Randall and Munro, 2010), especially at work through a focus on identity (Brewis, 2004). This article's findings are supported by the more critical literature where identities are seen not only in terms of how they are an effect of power, but also a condition and consequence of resistance (Foucault, 2004: 280;Reed and Thomas, 2020). Identities are constituted through regulatory controls or 'success ethic' ideologies, but they can be radically transformed where there is resistance to the sense of self within disempowered subject-positions.…”

Section: Mental Health and Identity At Work: Towards An Analytical Frameworkmentioning

confidence: 86%

“…These are examples of 'normalization', yet they are insightful in their departure from treating the marginalized as mere passive victims of identity designations (Coupland et al, 2008). Of course, individuals are never passive because, as Foucault (1988) argues, the exercise of power is a freedom of some to direct others but that necessarily also involves the freedom of those upon whom power is exercised (Reed and Thomas, 2020). Nevertheless, while it can be intentional, human action is often circumstantial, unplanned, serendipitous or even unconscious and has negative unintended consequences that the identity work literature sometimes neglects.…”

Section: Mental Health and Identity At Work: Towards An Analytical Frameworkmentioning

confidence: 99%

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Learning to manage a mental health condition: Caring for the self and ‘normalizing’ identity at work

Elraz

Knights

2021

Management Learning

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This article examines the internal and external pressures to ‘normalize’ identity in relation to individuals experiencing mental health conditions (MHCs) at work. The data takes the form of three vignettes extracted from a larger empirical study of 60 interviews. These explore the tensions surrounding identity for individuals experiencing MHCs as well as their interventions to suppress exhibiting the condition. The analysis captures a number of competing meanings surrounding identity in relation to learning to care for the self and managing MHCs. Our contribution is to explore the relationships between learning to care for the self and the performativity of ‘normalizing’ identity in managing MHCs at work. It also provides a potential means of integrating Foucault’s ethics of caring for the self with the literature on identity in ways that can be illuminating for those who manage their MHCs and the demands of work through processes of ‘normalization’. This analysis offers theoretical insights regarding how identity work may be self-defeating in exacerbating MHCs and therefore is of some practical benefit for managers, health professionals and those experiencing MHCs since they often leave individuals with little choice but to intensify their attempts to ‘normalize’ their identities.

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Section: Mental Health and Identity At Work: Towards An Analytical Frameworkmentioning

confidence: 86%

Section: Mental Health and Identity At Work: Towards An Analytical Frameworkmentioning

confidence: 99%

Learning to manage a mental health condition: Caring for the self and ‘normalizing’ identity at work

Elraz

Knights

2021

Management Learning

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“…515-516). This is realized in organizations through the likes of organizational values and teamworking (McKinlay & Taylor, 2014), management training (Reed & Thomas, 2021) , and policy and governance practices (Ferlie & McGivern, 2014) that enshrine the principles of governing the individual from afar.…”

Section: The Demystification Narrativementioning

confidence: 99%

Expert Authority in Crisis: Making Authority Real Through Struggle

Reed

2022

Organization Theory

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There is an emerging consensus both within the social scientific research community and more widely in the public domain that expert authority is “in trouble.” However, there is much greater disagreement over the scope and scale of this trouble and what it might mean for the nature, status, and significance of expert authority in the 21st century. This paper identifies and assesses three different narratives concerning the crisis in expert authority. These constitute the delegitimation narrative, the demystification narrative, and the decomposition narrative. They can be seen as responses to the breakdown in the implicit social contract between experts, publics, and states under the extreme and continuous pressures exerted on expert authority by disjunctive change. We evaluate these various interpretations of the crisis in expert authority, particularly in terms of what they suggest about the future potency and stability of the concept of expert authority. In this process of evaluation, we also highlight the emergence of reflexive expert authority and its implications for organizational governance as potential outcomes of this ongoing crisis in the legitimacy and status of expert workers. Consequently, the paper provides a general analytical framework for understanding the emergent narratives around expert authority in democracies and highlights how all three narratives point to serious problems in sustaining this authority in the face of destabilizing change. Furthermore, in developing the notion of reflexive expert authority, we contend that theorization of expert authority needs to privilege the deeper dynamics of trust and control at the core of its analytical focus within organization theory.

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Ageing Organizations: Reviewing the Literature and Making a Few Recommendations for Human Resource Management

Salomão Filho,

Tillmanns,

Corrigan

2023

Merits

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In an ageing society, organizations must consider the inclusion and effective management of older professionals if they wish to remain competitive. Besides having harmful and far-reaching effects on people’s health, age discrimination in the workplace leads to absenteeism, lower levels of productivity, and early retirement. Within such a context, this problematic organizational feature of most Western, now ageing, organizations and labour markets starts gaining more relevance. However, to date there has been little discussion, research, or policy development to ensure that older employees’ skills and capabilities are optimally put to use by organizations without the occurrence of ageism. We present the results of a systematic literature review based on 30 studies in the context of ageing organizations to make recommendations for human resource management. We suggest an approach to effectively manage intergenerational organizations, reducing the occurrence of age discrimination and its related consequences, as well as to achieve high employee engagement. Our review indicates that a strong ethics framework that is continuously followed, disseminated, and updated by management, together with a combination of efforts from all stakeholders, may accomplish the best results towards a culture that respects and values people of all ages at work, positively impacting on productivity.

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The generation game: Governing through bio-politics

Cited by 3 publications

References 39 publications

Learning to manage a mental health condition: Caring for the self and ‘normalizing’ identity at work

Learning to manage a mental health condition: Caring for the self and ‘normalizing’ identity at work

Expert Authority in Crisis: Making Authority Real Through Struggle

Ageing Organizations: Reviewing the Literature and Making a Few Recommendations for Human Resource Management

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