The reproduction of ‘coaching culture’: a Bourdieusian analysis of a formalised coach mentoring programme

Leeder, Thomas M.; Cushion, Christopher J.

doi:10.1080/21640629.2019.1657681

Cited by 27 publications

(20 citation statements)

References 33 publications

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“…Kochan, Kent og Green (2015) hevder at den kulturelle innflytelsen fra både omstendigheter, mentorers bakgrunn og mentorprogrammers iscenesettelse påvirker resultatet. Mentorprogrammer er med andre ord sosiale konstruksjoner av kunnskap som mentorene søker å overføre til mentee-ene sine (Leeder & Cushion, 2019). Her er det relevant å trekke inn et kjønnsperpektiv, da samfunnets hegemoniske normer og kultur kan hindre erkjennelse av likestillingsbegrensningene et slikt program kan innebaere (Bower, 2009;Chester & Mondello, 2012;Hale 1995;Stalker, 1994).…”

Section: Tidligere Forskning På Mentorprogrammer: En Kritisk Gjennomgangunclassified

Selvledelse som mulighet i kunnskapsorganisasjoner: Trengs andre selvledelsesstrategier?

Drake¹

2020

Ledelse Av Mennesker I Det Nye Arbeidslivet

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Self-leadership is an increasingly current topic, not only for the sake of scholarly study and research, but not least for practical application in modern organizations. The fundamental idea of self-leadership is that employees can take on responsibility for many of the influence processes normally carried out by leaders and leadership systems. Knowledge workers is a category of employees who might be particularily in need of self-leadership, as their work is typically unstructured, cognitively taxing, and requires the right kind of mix between alone time and extensive collaboration. How to prioritize the right types of tasks, make sure to involve the right people at the right time and protect oneself from collaboration overload, generosity burnout or other types of overwork, are examples of dilemmas facing knowledge workers in their everyday working lives. Research and theoretical contributions addressing the particular concerns and needs related to knowledge workers’ self-leadership, however, are limited. In this chapter, we discuss some of the most pressing issues in relation to self-leadership by knowledge workers and present several strategies that may assist and equip them with suitable self-leadership skills and capabilities. One of the main takeouts from this review is that behavioral and structural strategies should be prioritized over cognitive ones. Moreover, senior and experienced workers should make more use of the autonomy available to them by making sure they work in a sustainable manner, as well as role-modeling such behaviors and serving as coaches and mentors for more inexperienced workers.

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Section: Tidligere Forskning På Mentorprogrammer: En Kritisk Gjennomgangunclassified

Selvledelse som mulighet i kunnskapsorganisasjoner: Trengs andre selvledelsesstrategier?

Drake¹

2020

Ledelse Av Mennesker I Det Nye Arbeidslivet

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“…På den ene siden er dette et rasjonelt mål som kan tjene idretten, da dens organisasjoner ønsker å opprettholde deres autonomi fra andre sektorer i samfunnet. På den andre siden kan internrekruttering skape utilsiktede føringer som via reproduksjon av kunnskap reduserer tilfanget av nye, potensielt strategisk relevante perspektiver når omstendighetene endres (Leeder & Cushion, 2019).…”

Section: Tidligere Forskning På Mentorprogrammer: En Kritisk Gjennomgangunclassified

Oppdragsbasert ledelse: Ledelse og styring gjennom intensjoner

Thon¹,

Berg²

2020

Ledelse Av Mennesker I Det Nye Arbeidslivet

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In recent decades we have seen examples of how some organizations lack the capabilities necessary to maneuver in times of uncertain, rapidly changing and unstable environments. During the Covid-19 pandemic, the importance of the ability to make quick responses to changing environments became evident. In a military context, dealing with such unstable circumstances has been commonplace for some hundred years. Based on this observation, we seek to answer the following questions: What can we learn from the military concept mission command that can have an impact on leadership in civilian organizations? In order to answer these questions, we first discuss and define the concept of mission command. Using document analysis and participatory observation, we define mission command as a leadership concept and examine examples of mission command leadership styles in civilian organizations. Furthermore, we discuss whether classic leadership theory includes important characteristics of mission command. Main findings include what civilian organizations can learn from how military units have maneuvered in uncertain and complex environments, and secondly, how mission command is based on an understanding of how leadership is an organizational capability. This article focuses on the leader as part of an organizational system, and not the “heroic perspective” of the leader in person. We conclude by suggesting developing intention-based leadership as a theoretical concept for civilian use of the military leadership philosophy.

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“…In globalized world, where sports have become a transnational social phenomenon involving complex and opened relations of work, consumption, information, culture, and flux of people (Frick, 2009;Lago-Peñas et al, 2019;Leeds & Leeds, 2009;Milanovic, 2005;Poli, 2010), migration is a crucial topic in athletes' career development (Bourke, 2003;Elliott, 2013;Maguire, 2004;Roderick, 2013), both on temporary mobility and permanent terms (Agergaard & Ryba, 2014).…”

Section: Introductionmentioning

confidence: 99%

“…To analyze sport migration in a particular and specific context from the Southern hemisphere is innovative and relevant (Darby et al, 2007), especially in front of the prominence of South American countries in some team sports, as football (Leeds & Leeds, 2009) and futsal (Mascarin et al, 2019). Results from this study can be especially important because it offers a not much explored landscape, based on the data from a socioeconomically developing country (Rong, 2010) with a high level of social inequality, such as Brazil (Graeff et al, 2019;Knijnik, 2013), being part of the globalized world within its transnational and transcontinental market of sport (Lago-Peñas et al, 2019;Poli et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Migration for Work: Brazilian Futsal Players’ Labor Conditions and Disposition for Mobility

Marques

Júnior

2020

Journal of Sport and Social Issues

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Migration is a crucial topic for athletic career development. Despite the challenges and issues that sport migrants face, little is known about Brazilian context. On Pierre Bourdieu’s sociological approach, this study aims to analyze the Brazilian men elite futsal players’ job conditions and their influence on athletes’ dispositions for labor sport migration. On quali–quantitative approach, interviews with 28 Brazilian men elite futsal players were thematically analyzed and quantitative data on clubs’ rosters from the Brazilian National Futsal League were collected. We concluded the following aspects: (a) players’ migrant disposition is a consequence of unfavorable labor conditions; (b) remaining in the same city for long period is a privilege; (c) players and relatives are submitted to constant habitus transformation because of repeated mobility and adaptations to different networks in each new city/club.

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The reproduction of ‘coaching culture’: a Bourdieusian analysis of a formalised coach mentoring programme

Cited by 27 publications

References 33 publications

Selvledelse som mulighet i kunnskapsorganisasjoner: Trengs andre selvledelsesstrategier?

Selvledelse som mulighet i kunnskapsorganisasjoner: Trengs andre selvledelsesstrategier?

Oppdragsbasert ledelse: Ledelse og styring gjennom intensjoner

Migration for Work: Brazilian Futsal Players’ Labor Conditions and Disposition for Mobility

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