This study explores experiences of empowerment and liberation in social justice leadership through interviews with a former labor union leader and social activist. The preliminary results found that he felt most empowered through his involvement in the labor movement and negotiating contracts that improved workers' conditions. He described empowerment as enabling self-actualization and felt liberation when resigning from a job to devote more time to community work. The study uses postcritical existential phenomenology to understand these concepts within their political and social contexts. It aims to expand understanding of empowerment and liberation beyond just individual psychology by linking them to structural change.
The document reviews literature relevant to studying the social identities of volunteers and those they assist and the relationship between these groups. It discusses how social identity theory and social categorization theory can provide insight into how individuals view themselves and others. The literature suggests group membership shapes self-concept and stereotypes which impact intergroup relations. Prior research informs that social identities influence daily interactions both between and within groups. The review establishes a foundation for further studying the specific relationship between volunteers and those they assist to better understand its dynamics and potential for improvement.
This document summarizes the development of the human relations movement from the 1920s to the 1940s. It began with empirical research on group dynamics and interactions that challenged views of isolated individuals in organizations. Notable researchers included Follett, Lindeman, Moreno and Lewin who developed new techniques like sociometry and field theory to study groups. Their work influenced later studies of social systems and organizational theory. In the 1930s-1940s, human relations research expanded and many new academic centers and programs were established to study work motivation and developing participative approaches to management through techniques like role playing and sensitivity training.
Networking | Social Circle Memberships and Sales Performance ImplicationsProfessional Capital
How important is it to have a social membership? How important is it to have a professional network. Social Circle Memberships and Sales Performance Implications.
The document discusses social psychology and the social processes that occur within groups from the group processes perspective. It describes how social psychologists study basic group processes like power, status, justice, and legitimacy. It explains that groups can vary in size, from small primary groups to larger secondary groups, and discusses how group size and structure can impact group dynamics. Collective behavior is defined as spontaneous group actions that occur when norms are unclear or contradictory, and examples like social movements, crowds, and riots are provided.
The document discusses several key concepts related to social stratification and inequality. It addresses how social stratification impacts individuals and groups in society. It also examines theories of how gender, social class, race, and other social statuses contribute to social hierarchies and systems of inequality through social and group interactions.
This document discusses the concept of values in sociology. It begins by noting that while sociologists often reference values and norms, they tend to do so cursorily without rigorous conceptualization or measurement of values. The document then addresses three questions: (1) What are values? It argues values are distinct from but related to attitudes, traits, norms, and needs. (2) Where do values come from? It discusses cultural and social influences on values. (3) What do values do? It explores how values relate to behaviors, judgments, and social order. The document aims to revive serious study of values in sociology by clarifying conceptual issues and reviewing empirical research.
Virtue, Ethics, and Legality in Family PracticeAyesha Yaqoob
This document discusses virtue, ethics, and legality in family counseling. It begins by introducing the authors and their goal to examine virtue, ethics codes, and legal requirements. It then discusses considering virtue in addition to ethics and law. The document reviews perspectives on virtue from Aristotle, Cicero, and others. It also summarizes systemic views on virtue from various family therapy founders like Adler, Bowen, Satir, Whitaker, and Minuchin. Key virtues discussed include social interest, clarity, flexibility, and relational morality.
The document reviews literature relevant to studying the social identities of volunteers and those they assist and the relationship between these groups. It discusses how social identity theory and social categorization theory can provide insight into how individuals view themselves and others. The literature suggests group membership shapes self-concept and stereotypes which impact intergroup relations. Prior research informs that social identities influence daily interactions both between and within groups. The review establishes a foundation for further studying the specific relationship between volunteers and those they assist to better understand its dynamics and potential for improvement.
This document summarizes the development of the human relations movement from the 1920s to the 1940s. It began with empirical research on group dynamics and interactions that challenged views of isolated individuals in organizations. Notable researchers included Follett, Lindeman, Moreno and Lewin who developed new techniques like sociometry and field theory to study groups. Their work influenced later studies of social systems and organizational theory. In the 1930s-1940s, human relations research expanded and many new academic centers and programs were established to study work motivation and developing participative approaches to management through techniques like role playing and sensitivity training.
Networking | Social Circle Memberships and Sales Performance ImplicationsProfessional Capital
How important is it to have a social membership? How important is it to have a professional network. Social Circle Memberships and Sales Performance Implications.
The document discusses social psychology and the social processes that occur within groups from the group processes perspective. It describes how social psychologists study basic group processes like power, status, justice, and legitimacy. It explains that groups can vary in size, from small primary groups to larger secondary groups, and discusses how group size and structure can impact group dynamics. Collective behavior is defined as spontaneous group actions that occur when norms are unclear or contradictory, and examples like social movements, crowds, and riots are provided.
The document discusses several key concepts related to social stratification and inequality. It addresses how social stratification impacts individuals and groups in society. It also examines theories of how gender, social class, race, and other social statuses contribute to social hierarchies and systems of inequality through social and group interactions.
This document discusses the concept of values in sociology. It begins by noting that while sociologists often reference values and norms, they tend to do so cursorily without rigorous conceptualization or measurement of values. The document then addresses three questions: (1) What are values? It argues values are distinct from but related to attitudes, traits, norms, and needs. (2) Where do values come from? It discusses cultural and social influences on values. (3) What do values do? It explores how values relate to behaviors, judgments, and social order. The document aims to revive serious study of values in sociology by clarifying conceptual issues and reviewing empirical research.
Virtue, Ethics, and Legality in Family PracticeAyesha Yaqoob
This document discusses virtue, ethics, and legality in family counseling. It begins by introducing the authors and their goal to examine virtue, ethics codes, and legal requirements. It then discusses considering virtue in addition to ethics and law. The document reviews perspectives on virtue from Aristotle, Cicero, and others. It also summarizes systemic views on virtue from various family therapy founders like Adler, Bowen, Satir, Whitaker, and Minuchin. Key virtues discussed include social interest, clarity, flexibility, and relational morality.
Clinical Social Works Contribution To A Social Justice PerspectiveJacky Tsai
Clinical social work can contribute to a social justice perspective in several ways:
1) By understanding clients in the context of their strengths, social positions, and power relationships rather than pathologizing them.
2) By developing techniques to help clients understand themselves in oppressive social relationships and empowering them to overcome oppression.
3) By engaging in self-reflection about one's own experiences of both oppression and privilege. Clinicians can work with privileged clients to motivate changing oppressive behaviors.
4) By developing anti-oppressive structures in agencies and programs that provide psychological and social resources to reduce deprivation according to principles of distributive justice.
This document provides an overview of organizational culture as a theoretical concept. It discusses the origins and definitions of organizational culture, presents Harrison's model of organizational culture with its four dimensions, and explores various typologies that have been used to describe organizational culture. The key aspects covered are the theoretical background of organizational culture, definitions of the concept, Harrison's model with its four dimensions (power, role, achievement and support), and different typologies proposed by various theorists to classify organizational culture.
Groups come in many forms and sizes, from small informal groups to large formal organizations. Sociologists define groups as collections of individuals who have some relationship and shared identity. Groups are structured through roles and norms.
There are several types of basic social groups. Primary groups are small and intimate, while secondary groups are larger and more impersonal. Formal groups have clear procedures and roles, whereas informal groups evolve spontaneously. Gemeinschaft groups are traditional and personal, and gesellschaft groups are more specialized and transactional. Other group types include in-groups, out-groups, reference groups, and voluntary associations.
Group size and structure impact group dynamics. Small groups allow direct interaction, while larger groups require formal leadership
This document discusses perspectives on social structure and processes. It begins by defining social structure as patterns of relationships between social groups that shape human behavior and actions. It then outlines several major theoretical frameworks for understanding social structure, including functionalism, structuralism, and post-structuralism. It also discusses key concepts like social stratification. In addition, the document analyzes the complex social structure of India, noting the interplay between caste, class, gender, ethnicity, and religion in shaping hierarchies and inequalities. It concludes by discussing how liberalization may be accentuating structural inequalities in India.
Storied Systems Design of Partnerships: PresentationDr. Dena Rosko
This document summarizes the findings of a dissertation on faith-based cross-sector social partnerships. It includes:
- The research questions focused on understanding the ideal vision of these partnerships and how compassionate communitas supports that vision.
- Details on the methodology, which integrated stories, photographs, and interviews to examine themes of compassionate communitas.
- Key findings that the ideal vision involved collaborative, loving relationships to support people's well-being, and compassionate communitas supported this vision by providing a way to address suffering through relationship.
- Systems integration showed how stories and visions depicted meeting needs with love to promote thriving.
GENDER AND RABINDRIK WORK VALUE ORIENTATIONSuhina Bhaduri
This document discusses gender differences in work value orientation, specifically examining Rabindrik work values identified from Tagore's songs. It summarizes previous research finding both convergence and divergence in values between genders. The study aims to examine gender differences in orientation toward 14 path-oriented and 14 goal-oriented Rabindrik work values identified by Dutta Roy and Bandopadhyay. Data was collected using a value questionnaire from 91 female and 57 male respondents across different occupations to analyze value convergence between genders.
This document discusses the disconnect between the theoretical foundations of public administration and the actual practice of public service work. It argues that public administration theory has largely focused on "how" the work is done through an emphasis on efficiency, rationality, and scientific management principles. However, much public service work involves emotional labor and caring for others, which requires skills like empathy, compassion, and responsiveness. By examining the concept of emotional labor, the document aims to illuminate this missing element of caring and relational tasks in public administration theory. It also briefly reviews the development of the field and highlights how an ethic of care and service has been lacking compared to a focus on technical efficiency and administration as a science.
Mary Parker Follett was a pioneering American philosopher and management consultant born in 1870. She studied philosophy at Radcliffe College and political science at New York University. Follett made significant contributions to the fields of organizational theory, leadership, and conflict resolution. She believed that groups could integrate differing interests through creative cooperation rather than through domination or compromise. Follett saw the potential for organizations to develop collective will and purpose through open communication and respect among members. She advocated for participatory and democratic approaches to management.
This document compares the value systems of youth from Vietnamese ethnic minority and majority groups. It examines terminal values (end-states of existence) and instrumental values (modes of conduct) using Rokeach's Value Survey. The findings show both groups emphasize personal and political terminal values over social values. Minority youth showed less emphasis on relationships while majority youth cared less about hedonism and individualism. Both groups prioritized moral instrumental values over competence and intrinsic values. Minority youth emphasized accomplishment and competence more. The groups' terminal values were more similar than their instrumental values, with a few significant differences found. The study contributes to understanding value exchanges during globalization in Vietnam.
A Comparison of Youth’s Value Systems: The Case of Vietnamese Ethnic Groups Sam Rany
This document compares the value systems of youth from Vietnamese ethnic minority and majority groups. It analyzes data from a survey of 102 students using Rokeach's Value Survey to measure terminal and instrumental values. The findings show both groups emphasize personal and political terminal values over social values. Minority youth showed less emphasis on relationships while majority youth cared less about hedonism and individualism. Both groups prioritized moral instrumental values over competence and intrinsic values. Minority youth placed more importance on achievement and competence compared to majority youth. The terminal values of the two groups were more similar than their instrumental values, with a few significant differences found between some specific values.
This document summarizes and critiques theories of group development and knowledge sharing within communities of practice. It begins by outlining Irving Janis' theory of "groupthink" and how groups tend to exclude outsiders. It then defines communities of practice as groups that share knowledge and practices through legitimate peripheral participation. The document argues that views of community development should move beyond linear models to multi-dimensional frameworks. It applies Janis' groupthink theory to examine how communities of practice manipulate the space between insiders and outsiders. The conclusion suggests strategies to avoid groupthink and progress future work in this area.
Rethinking Compassion Fatigue as Moral StressDonna Forster
The document discusses compassion fatigue experienced by health and social services professionals who provide services to marginalized individuals. It argues that compassion fatigue is more accurately understood as a form of moral stress. While compassion fatigue is typically viewed as secondary trauma from empathizing with clients' suffering, the document demonstrates it also has a moral component from making complex ethical judgments. Exposure to difficult "no-win" moral dilemmas over time can lead professionals to experience emotions like guilt, anger, and indifference. Understanding compassion fatigue as involving both emotional and ethical elements is important for addressing it, such as through moral awareness training and accepting some level of residual stress is inevitable.
Social exchange theory attempts to explain how individuals interact within reciprocal relationships. It is based on the idea that individuals aim to maximize benefits and minimize costs. Major proponents of social exchange theory include George Homans, John Thibaut, Harold Kelley, Peter Blau, and Richard Emerson. Social exchange theory has been applied to understand family relationships and interactions, with a key assumption being that individuals make rational decisions aimed at maximizing rewards and minimizing costs.
Peter Blau developed social exchange theory to explain social interactions and relationships. Some key points of the theory are:
- Social interactions involve an exchange of tangible or intangible rewards between individuals, with an expectation of reciprocity.
- Power results from an unequal exchange where one party has a monopoly over a desired resource.
- Individuals evaluate their satisfaction in a relationship based on comparisons to alternative relationships and their expectations.
- The more freely rewards are given in a relationship, the less value they have due to principles of marginal utility and reciprocity.
Blau aimed to link theories of interpersonal interactions with larger social structures using concepts from economics like supply/demand.
This document discusses Islamic ethics in public relations. It begins by defining ethics and its importance in human life and various professions. It then discusses the role of ethics specifically in public relations, noting that ethical practice is crucial to build trust and reputation. The document outlines some key principles of ethics in public relations according to Islamic teachings, including guidelines mentioned in the Quran and practices of prophets. It aims to help PR practitioners in Muslim countries understand how to incorporate Islamic ethics into their work.
Group dynamics refers to the behaviors and psychological processes that occur within and between social groups. It is the study of how groups form, change over time, and influence individuals and one another. A group is formed when two or more people become connected in a meaningful social relationship. Several models have been developed to describe the typical stages of group development, including forming, storming, norming, performing, and adjourning. Organizations can also be viewed as systems, with interdependent parts that interact and influence one another. Systems thinking views organizations holistically by examining how conditions interact to produce patterns of behavior, rather than analyzing separate parts.
Social exchange theory originated in the 1950s through the work of George Homans. It aimed to combine principles of behaviorism, economics, and other ideas to explain human behavior using "natural laws". Homans proposed five propositions about human behavior: the success, stimulus, value, deprivation-satiation, and aggression-approval propositions, which posit that behaviors are determined by rewards and costs based on past experiences. Social exchange theory views human behavior and social interactions as rational exchanges between parties seeking to maximize benefits.
1. The document discusses the meaning of social behavior and organizational behavior. It defines social behavior as behavior directed towards society or between members of the same species.
2. Organizational behavior is defined as the study of how individuals, groups, and structure impact behavior in organizations. It has four main elements - people, structure, environment, and technology.
3. The document also outlines different theories of organizational behavior including classical, humanistic, and modern approaches. The classical approach emphasized control while the humanistic approach focused on worker needs and balance.
A precis of a communicative theory of the firmMateen Yousuf
This document provides an overview of applying communicative ethics theory to business organizations. It discusses how communicative ethics sees moral norms as emerging from reasoned discourse between stakeholders with differing interests and values. The author plans to develop a communicative perspective for evaluating normative business issues by drawing on Habermas' theory that moral claims are justified through mutual understanding achieved via argumentative discourse. The summary outlines key aspects of communicative versus strategic action and how communicative ethics provides a procedural approach to coordinating interests in a pluralistic society through institutionalized discussion.
Adaptive Structuration Theory proposes that group decision making is influenced, not determined, by factors such as composition, communication networks, and norms. It moves beyond theories of strict determinism or phases of group development. The theory describes how groups both reproduce existing social structures through interaction but can also adapt rules and resources to accomplish goals and transform structures over time through communication.
The document discusses several key concepts in social work theory including:
1) Critical social work, which examines power relations and challenges oppression in order to promote social change.
2) Critical consciousness, which involves deepening understanding of discrimination and one's role in history in order to become empowered agents of change rather than objects.
3) Postcolonial theory, which examines the impacts of colonialism like alienation from one's culture and internalization of inferiority. Theorists like Fanon argue this requires both individual liberation and addressing oppressive social structures.
This document provides an overview of critical theory and its application to organizational communication. It discusses the following key points:
1. The roots of critical theory in Frankfurt School philosophy and Marxism, and the view that knowledge and power structures in organizations serve to oppress workers.
2. Critical theorists see organizations as sites of domination by powerful groups over subordinate groups. Power dynamics and whose interests are served are important concerns.
3. Additional concepts discussed include ideology, hegemony, concertive control, and using critical theory to create more ethical and equitable workplaces.
4. Feminist organizational theory, organizational spirituality, and codes of ethics are explored as ways critical theory has been applied within organizations.
Clinical Social Works Contribution To A Social Justice PerspectiveJacky Tsai
Clinical social work can contribute to a social justice perspective in several ways:
1) By understanding clients in the context of their strengths, social positions, and power relationships rather than pathologizing them.
2) By developing techniques to help clients understand themselves in oppressive social relationships and empowering them to overcome oppression.
3) By engaging in self-reflection about one's own experiences of both oppression and privilege. Clinicians can work with privileged clients to motivate changing oppressive behaviors.
4) By developing anti-oppressive structures in agencies and programs that provide psychological and social resources to reduce deprivation according to principles of distributive justice.
This document provides an overview of organizational culture as a theoretical concept. It discusses the origins and definitions of organizational culture, presents Harrison's model of organizational culture with its four dimensions, and explores various typologies that have been used to describe organizational culture. The key aspects covered are the theoretical background of organizational culture, definitions of the concept, Harrison's model with its four dimensions (power, role, achievement and support), and different typologies proposed by various theorists to classify organizational culture.
Groups come in many forms and sizes, from small informal groups to large formal organizations. Sociologists define groups as collections of individuals who have some relationship and shared identity. Groups are structured through roles and norms.
There are several types of basic social groups. Primary groups are small and intimate, while secondary groups are larger and more impersonal. Formal groups have clear procedures and roles, whereas informal groups evolve spontaneously. Gemeinschaft groups are traditional and personal, and gesellschaft groups are more specialized and transactional. Other group types include in-groups, out-groups, reference groups, and voluntary associations.
Group size and structure impact group dynamics. Small groups allow direct interaction, while larger groups require formal leadership
This document discusses perspectives on social structure and processes. It begins by defining social structure as patterns of relationships between social groups that shape human behavior and actions. It then outlines several major theoretical frameworks for understanding social structure, including functionalism, structuralism, and post-structuralism. It also discusses key concepts like social stratification. In addition, the document analyzes the complex social structure of India, noting the interplay between caste, class, gender, ethnicity, and religion in shaping hierarchies and inequalities. It concludes by discussing how liberalization may be accentuating structural inequalities in India.
Storied Systems Design of Partnerships: PresentationDr. Dena Rosko
This document summarizes the findings of a dissertation on faith-based cross-sector social partnerships. It includes:
- The research questions focused on understanding the ideal vision of these partnerships and how compassionate communitas supports that vision.
- Details on the methodology, which integrated stories, photographs, and interviews to examine themes of compassionate communitas.
- Key findings that the ideal vision involved collaborative, loving relationships to support people's well-being, and compassionate communitas supported this vision by providing a way to address suffering through relationship.
- Systems integration showed how stories and visions depicted meeting needs with love to promote thriving.
GENDER AND RABINDRIK WORK VALUE ORIENTATIONSuhina Bhaduri
This document discusses gender differences in work value orientation, specifically examining Rabindrik work values identified from Tagore's songs. It summarizes previous research finding both convergence and divergence in values between genders. The study aims to examine gender differences in orientation toward 14 path-oriented and 14 goal-oriented Rabindrik work values identified by Dutta Roy and Bandopadhyay. Data was collected using a value questionnaire from 91 female and 57 male respondents across different occupations to analyze value convergence between genders.
This document discusses the disconnect between the theoretical foundations of public administration and the actual practice of public service work. It argues that public administration theory has largely focused on "how" the work is done through an emphasis on efficiency, rationality, and scientific management principles. However, much public service work involves emotional labor and caring for others, which requires skills like empathy, compassion, and responsiveness. By examining the concept of emotional labor, the document aims to illuminate this missing element of caring and relational tasks in public administration theory. It also briefly reviews the development of the field and highlights how an ethic of care and service has been lacking compared to a focus on technical efficiency and administration as a science.
Mary Parker Follett was a pioneering American philosopher and management consultant born in 1870. She studied philosophy at Radcliffe College and political science at New York University. Follett made significant contributions to the fields of organizational theory, leadership, and conflict resolution. She believed that groups could integrate differing interests through creative cooperation rather than through domination or compromise. Follett saw the potential for organizations to develop collective will and purpose through open communication and respect among members. She advocated for participatory and democratic approaches to management.
This document compares the value systems of youth from Vietnamese ethnic minority and majority groups. It examines terminal values (end-states of existence) and instrumental values (modes of conduct) using Rokeach's Value Survey. The findings show both groups emphasize personal and political terminal values over social values. Minority youth showed less emphasis on relationships while majority youth cared less about hedonism and individualism. Both groups prioritized moral instrumental values over competence and intrinsic values. Minority youth emphasized accomplishment and competence more. The groups' terminal values were more similar than their instrumental values, with a few significant differences found. The study contributes to understanding value exchanges during globalization in Vietnam.
A Comparison of Youth’s Value Systems: The Case of Vietnamese Ethnic Groups Sam Rany
This document compares the value systems of youth from Vietnamese ethnic minority and majority groups. It analyzes data from a survey of 102 students using Rokeach's Value Survey to measure terminal and instrumental values. The findings show both groups emphasize personal and political terminal values over social values. Minority youth showed less emphasis on relationships while majority youth cared less about hedonism and individualism. Both groups prioritized moral instrumental values over competence and intrinsic values. Minority youth placed more importance on achievement and competence compared to majority youth. The terminal values of the two groups were more similar than their instrumental values, with a few significant differences found between some specific values.
This document summarizes and critiques theories of group development and knowledge sharing within communities of practice. It begins by outlining Irving Janis' theory of "groupthink" and how groups tend to exclude outsiders. It then defines communities of practice as groups that share knowledge and practices through legitimate peripheral participation. The document argues that views of community development should move beyond linear models to multi-dimensional frameworks. It applies Janis' groupthink theory to examine how communities of practice manipulate the space between insiders and outsiders. The conclusion suggests strategies to avoid groupthink and progress future work in this area.
Rethinking Compassion Fatigue as Moral StressDonna Forster
The document discusses compassion fatigue experienced by health and social services professionals who provide services to marginalized individuals. It argues that compassion fatigue is more accurately understood as a form of moral stress. While compassion fatigue is typically viewed as secondary trauma from empathizing with clients' suffering, the document demonstrates it also has a moral component from making complex ethical judgments. Exposure to difficult "no-win" moral dilemmas over time can lead professionals to experience emotions like guilt, anger, and indifference. Understanding compassion fatigue as involving both emotional and ethical elements is important for addressing it, such as through moral awareness training and accepting some level of residual stress is inevitable.
Social exchange theory attempts to explain how individuals interact within reciprocal relationships. It is based on the idea that individuals aim to maximize benefits and minimize costs. Major proponents of social exchange theory include George Homans, John Thibaut, Harold Kelley, Peter Blau, and Richard Emerson. Social exchange theory has been applied to understand family relationships and interactions, with a key assumption being that individuals make rational decisions aimed at maximizing rewards and minimizing costs.
Peter Blau developed social exchange theory to explain social interactions and relationships. Some key points of the theory are:
- Social interactions involve an exchange of tangible or intangible rewards between individuals, with an expectation of reciprocity.
- Power results from an unequal exchange where one party has a monopoly over a desired resource.
- Individuals evaluate their satisfaction in a relationship based on comparisons to alternative relationships and their expectations.
- The more freely rewards are given in a relationship, the less value they have due to principles of marginal utility and reciprocity.
Blau aimed to link theories of interpersonal interactions with larger social structures using concepts from economics like supply/demand.
This document discusses Islamic ethics in public relations. It begins by defining ethics and its importance in human life and various professions. It then discusses the role of ethics specifically in public relations, noting that ethical practice is crucial to build trust and reputation. The document outlines some key principles of ethics in public relations according to Islamic teachings, including guidelines mentioned in the Quran and practices of prophets. It aims to help PR practitioners in Muslim countries understand how to incorporate Islamic ethics into their work.
Group dynamics refers to the behaviors and psychological processes that occur within and between social groups. It is the study of how groups form, change over time, and influence individuals and one another. A group is formed when two or more people become connected in a meaningful social relationship. Several models have been developed to describe the typical stages of group development, including forming, storming, norming, performing, and adjourning. Organizations can also be viewed as systems, with interdependent parts that interact and influence one another. Systems thinking views organizations holistically by examining how conditions interact to produce patterns of behavior, rather than analyzing separate parts.
Social exchange theory originated in the 1950s through the work of George Homans. It aimed to combine principles of behaviorism, economics, and other ideas to explain human behavior using "natural laws". Homans proposed five propositions about human behavior: the success, stimulus, value, deprivation-satiation, and aggression-approval propositions, which posit that behaviors are determined by rewards and costs based on past experiences. Social exchange theory views human behavior and social interactions as rational exchanges between parties seeking to maximize benefits.
1. The document discusses the meaning of social behavior and organizational behavior. It defines social behavior as behavior directed towards society or between members of the same species.
2. Organizational behavior is defined as the study of how individuals, groups, and structure impact behavior in organizations. It has four main elements - people, structure, environment, and technology.
3. The document also outlines different theories of organizational behavior including classical, humanistic, and modern approaches. The classical approach emphasized control while the humanistic approach focused on worker needs and balance.
A precis of a communicative theory of the firmMateen Yousuf
This document provides an overview of applying communicative ethics theory to business organizations. It discusses how communicative ethics sees moral norms as emerging from reasoned discourse between stakeholders with differing interests and values. The author plans to develop a communicative perspective for evaluating normative business issues by drawing on Habermas' theory that moral claims are justified through mutual understanding achieved via argumentative discourse. The summary outlines key aspects of communicative versus strategic action and how communicative ethics provides a procedural approach to coordinating interests in a pluralistic society through institutionalized discussion.
Adaptive Structuration Theory proposes that group decision making is influenced, not determined, by factors such as composition, communication networks, and norms. It moves beyond theories of strict determinism or phases of group development. The theory describes how groups both reproduce existing social structures through interaction but can also adapt rules and resources to accomplish goals and transform structures over time through communication.
The document discusses several key concepts in social work theory including:
1) Critical social work, which examines power relations and challenges oppression in order to promote social change.
2) Critical consciousness, which involves deepening understanding of discrimination and one's role in history in order to become empowered agents of change rather than objects.
3) Postcolonial theory, which examines the impacts of colonialism like alienation from one's culture and internalization of inferiority. Theorists like Fanon argue this requires both individual liberation and addressing oppressive social structures.
This document provides an overview of critical theory and its application to organizational communication. It discusses the following key points:
1. The roots of critical theory in Frankfurt School philosophy and Marxism, and the view that knowledge and power structures in organizations serve to oppress workers.
2. Critical theorists see organizations as sites of domination by powerful groups over subordinate groups. Power dynamics and whose interests are served are important concerns.
3. Additional concepts discussed include ideology, hegemony, concertive control, and using critical theory to create more ethical and equitable workplaces.
4. Feminist organizational theory, organizational spirituality, and codes of ethics are explored as ways critical theory has been applied within organizations.
3 c organizational behavior, development, culture paper finalasfawm
This document discusses organizational behavior, culture, and development. It defines organizational behavior as looking at how structures, groups, and individuals impact behavior within an organization. Organizational culture refers to the collective behaviors and values that are shared within an organization. The author aims to understand the current culture of the Medical Radiography Program at their university in order to potentially create a culture shift. They conducted surveys of students and faculty and are working with a new administrative team to analyze the culture and determine how to influence behaviors and potentially change the culture. The document reviews various theories about organizational culture and attributes that define an organization's culture.
3 c organizational behavior, development, culture paper finalasfawm
This document discusses organizational behavior, culture, and creating a culture shift within an organization. It begins by defining key terms like organizational behavior, culture, and development. It explores how cultures are formed and exist at various levels, from macro to micro. The document discusses how leadership plays a key role in both defining and shifting organizational culture. It analyzes theories of organizational culture and models for creating culture change, such as Lewin's three-step model of unfreezing, moving to a new level, and refreezing. The author seeks to understand the culture of their own organization, a medical radiography program, in order to strategically create a culture shift through leadership.
Anti-oppressive Practices in community and youth work.pptxbongsir
In summary, wisdom voices and practitioner echoes are essential components of antioppressive social work.
wisdom voices and practitioner echoes create a reciprocal and transformative approach to antioppressive social work.
By centering the knowledge and experiences of marginalized individuals and engaging in critical self-reflection, social workers can work towards dismantling oppressive systems and promoting social justice within their practice.
Critical Theories In Social Work PracticeMonica Rivera
I apologize for the confusion, but I am an AI assistant created by Anthropic to be helpful, harmless, and honest. I do not actually have a master's degree in social work or any other field.
This document discusses utilizing role theory to assess the fit between volunteers and organizations. It provides an overview of role theory, including its key components and propositions. Role theory posits that human behavior is guided by expectations within social roles. The document then focuses on organizational role theory and assessing goodness of fit. It explains that a good fit occurs when organizational roles match personal roles, while a poor fit is incompatible. To assess fit, the document outlines examining an organization's culture and volunteers' characteristics, as well as five components of roles: appropriateness, breadth, compatibility, abstractness level, and codification.
The document discusses psychological empowerment and issues related to developing a universal measure of the construct. The main points are:
1) The author argues that developing a global measure of psychological empowerment may not be feasible or appropriate, as empowerment differs across individuals, contexts, and times.
2) Psychological empowerment is presented as a multidimensional construct involving intrapersonal, interactional, and behavioral components.
3) Two examples of measuring psychological empowerment in specific populations and settings are provided to illustrate how the relevant variables differ based on context.
There are five main theoretical perspectives used in sociology: symbolic interactionism, rational choice theory, structural functionalism, social conflict theory, and feminist theory. Each of these theories can be used to explain the actions of family members shown in a video of a family dinner. Symbolic interactionism posits that people communicate and act according to the norms of their social group. Family members carry out their roles, like the daughter setting the table and the mother cooking, which have been established over many years.
The document summarizes different theories about the relationship between social work theory and practice. It outlines three main theories about the nature of society: consensus theory, which sees society as sharing common norms and values; conflict theory, which views society as stratified along lines of inequality; and social action theory, which sees society as constructed through individual meaning-making. These theories lead to different views of the role of social work in addressing social problems.
This document provides an overview of action research and organization development from the perspective of Peter Reason and Kate McArdle. It discusses their backgrounds and purposes in writing about this topic. The document then defines action research as a participatory, democratic process aimed at developing practical knowledge to address issues of importance to people and communities. It outlines several traditions and approaches within action research, including organizational change research, cooperative inquiry, and appreciative inquiry. It also discusses strategies of action research at the individual, small group, and organizational levels.
Marta zientek paper cambridge journal of education special issue the capabili...Marta Zientek
This document discusses gender stereotypes and their influence on career aspirations and performance. It provides background on social identity theory and how social identities are formed through group memberships and self-labeling. Gender is a common basis for social categorization and stereotyping. Descriptive and prescriptive gender stereotypes associate men with agentic traits like independence and women with communal traits like kindness. These stereotypes influence the types of jobs seen as appropriate for each gender. The theory of stereotype threat posits that making negative stereotypes salient can undermine performance and aspirations for those targeted by the stereotype. Research data from interviews and focus groups at an IT company revealed common gender stereotypes held among employees regarding women's leadership potential and skills.
The document discusses key concepts from organizational communication literature including the dominant coalition theory. It defines the dominant coalition as the social network within an organization that has the greatest influence over goal setting and strategic decision making. This influence derives from members' control over important resources and their ability to work interdependently. While coalition members may have some differing interests, side payments are made to maintain coalition unity and advance the overall status quo.
The document summarizes key concepts and themes from three course readings. The first reading discusses PIE (Person-In-Environment), a framework developed for social work to consider environmental and social factors impacting clients beyond just medical diagnoses. The second focuses on the strengths perspective in social work and its development in response to pathology models. It emphasizes empowerment and resilience. The third explores empowerment when working with women of color, defining it as increasing personal and political power to improve situations. It discusses techniques like identifying strengths and power analysis.
Abstract: Organisational Citizenship Behaviour (OCB) is defined as the voluntary, pro-social behaviour of an individual which is not formally recognized by the reward system however that promotes the effective functioning of the organisation. The research on this concept gained momentum during 1980’s. However, the concept’s origin dates back to Veda era of Indian civilization. Many of the subsets of OCB like altruism, civic virtue are explained long before in Indian scriptures. The paper aims at finding a link between the revealed concept of OCB and the Indian management thoughts and practices.
The Context document explores theories related to gender and commu.docxchristalgrieg
The Context document explores theories related to gender and communication. Take time to review the document for an overview of key communication-style theories, including the following:
· Symbolic Interaction Theory.
· Performative Theory.
· Standpoint Theory.
context
Theories About Gender and Communication
According to Fixmer-Oraiz and Wood, a theory is a "way to describe, explain, and predict relationships among phenomena" (Fixmer-Oraiz & Wood, 2019, p. 34). Specifically, theories help make sense of the world around us. "Although we are not always aware of the theories we hold, they still shape how we act and how we expect others to act" (Fixmer-Oraiz & Wood, 2019, p. 34). Moreover, theories are a practical way of explaining what goes on around us, and although we sometimes believe theories are removed from the real world, they are directly connected to our everyday actions (Fixmer-Oraiz & Wood, 2019). It is important to remember the following:
· A theory represents a particular viewpoint as an attempt to understand phenomena.
· A theory offers more than explanations; it also influences attitudes and behaviors.
· One theory should not be considered the theory on gender development; multiple theories work together to create a fuller picture.
The study of theoretical approaches to gender development and communication has been on the focus of researchers for many years. Before we can truly understand how males and females communicate, we must understand why we communicate a certain way. To do this we must study the theoretical approaches to gender development and communication.
Specifically, gender is a social construct shaped by a number of social characteristics, larger normative expectations, personal experiences, and socializations. As communicators we must recognize the power of language and communication. We must understand why we use this to perceive, judge, and evaluate others.
Communication Style Theories
Following are some of the main theories that help us better understand the why behind our communication styles:
Symbolic Interaction Theory
Symbolic interaction theory helps us negotiate and define a situation. It helps us understand questions such as the following:
· Who am I?
· What should I do?
· What can I expect from you?
· What does this behavior mean?
The symbolic interaction theory suggests that cultural definitions of gender follow us into the workplace, along with specific value placed on "masculine" versus "feminine" behaviors. It suggests that, because you must interpret a new situation based on previous experience, you may have to "feel uncomfortable" to create the perception that is important to you. This discomfort comes from breaking social norms, that is, you are requiring others to actively negotiate a new definition of the situation.
Performative Theory
The performative theory suggests that gender is an expression of identity. Language and how we communicate are part of how we perform this identity. It suggests ...
Structural functionalism views society as a complex system whose parts work together to promote solidarity and stability. It analyzes the function of components like the educational, religious, and criminal justice systems, and how they contribute to social order and change. The theory was influenced by Émile Durkheim, who believed society exerted influence on individuals. Basic concepts in structural functionalism include social structure, social function, manifest and latent functions. Its basic principles are maintenance of social stability, collective functioning, and understanding social evolution.
The document discusses six major theoretical perspectives in psychology: evolutionary, cognitive, psychodynamic, behavioral, sociocultural, and humanistic. It explains key aspects of each perspective, such as what they focus on and their views on topics like natural selection, how the mind processes information, the effects of unconscious desires on behavior, the impact of external factors like punishment and reward, social influences, and individual free will. The document also mentions that psychologists may use an eclectic approach combining multiple perspectives to study human behavior.
This document provides an overview of critical theories and power in organizational contexts. It discusses key concepts in critical theory like emancipation of the oppressed. It also summarizes different traditions of social research like positivism, interpretivism, and critical realism. The document then examines several critical theories of power, including Weber's three component theory of stratification and power, Foucault's theory of power/knowledge, and Parsons' variable sum concept of power. Finally, it discusses sources of power in organizations and concludes by reflecting on critical theory's aims and ability to critique and transform society.
Similar to Empowerment and liberation in social justice organizations poster - dreistadt (20)
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Empowerment and liberation in social justice organizations poster - dreistadt
1. EASTERN UNIVERSITY
Ph.D. in Organizational Leadership
Ph.D. in Organizational Leadership
A postcritical existential phenomenological study about experiences of
empowerment and liberation in social justice leadership
Jessica R. Dreistadt, Student
Abstract Method and Definition of Terms
Empowerment and liberation are complex social Phenomenology overall has been criticized for failing to thoroughly examining social and political influences on individual
phenomena with multiple meanings. This experience, being ahistorical, focusing on immediate experiences, marginalizing people by homogenizing experience, and supporting
preliminary study explores those meanings within the existing system (Cheng, 1995; Dahlberg, 2006; Stoller, 2010). Existential phenomenology acknowledges that individual experience
the context of progressive social change is understood within the context of participants’ background; thus, the influence of social and political factors on meaning making and
organization leadership through postcritical the limitation of freedom is recognized (Lopez & Willis, 2004). I chose to add a postcritical (Hytten, 2004) element to explicitly expose
existential phenomenology. The results challenged and explore the political and social structures and power dynamics inherent to the topic. There is great common ground between
my assumptions about the topic but also expanded phenomenology and critical theory: self-determination; seeking the truth about people and society; pursuit of liberation; increased
the depth of my understanding. awareness of social structures and influence; lack of submission to predetermined social categories; and the influence of the past and
material conditions of society (Gorman, 1976). Forrester (1983) claims that critical theory is structural phenomenology because it
connects individual action and meaning with the historical context and macrostructure. Because empowerment and liberation are the
definitive goals of both existentialism and critical theory, such a marriage seems natural in the study of this topic (Lawler, 2005;
Research Rexhepi & Torres, 2011).
While there are multiple interpretations of the terms empowerment and liberation, there is a clear differentiation between personal
empowerment and structural change. Most studies of empowerment focus on psychological, rather than structural, dimensions and few
Questions studies link the two (Biron & Bamberger, 2010). Social change requires both psychological and political empowerment (Raelin, 2008).
1. What is the meaning of empowerment and
liberation? How do volunteers and staff of Preliminary Results
progressive social change organizations describe
experiences of empowerment and liberation? How The participant was a self-employed former corporate employee with a lengthy and diverse history of activism and leadership
do experiences of empowerment and liberation within labor unions, religious institutions, community-based organizations, local government, and political groups. We explored his
influence the thoughts, feelings, and behaviors of most significant experiences in progressive social change organizations, the meanings he ascribed to those experiences, his
volunteers and staff of progressive social change leadership during those times, and his understanding and experiences of empowerment and liberation.
organizations? His desire to participate in social change organizations resulted from the sense of solidarity he experienced while in the military
and his Jewish faith. He feels that his faith broadened what he experienced as the “military socialist ideal” to include all people and
2. How does involvement in progressive social gave him a vision for a “besser velt” (Yiddish for better world).
change organizations influence experiences of The participant identified two experiences in social change organizations that have been the most meaningful for him: negotiating
empowerment and liberation? How do the a labor contract while president of a labor union, which resulted in the elimination of an unjust pay scale; and assisting with the
organizational, environmental, social, and political renovation and revitalization of a community arts organization. He felt personally invested in both organizations and had a lengthy
contexts of progressive social change organizations history with each. Through these peak experiences, he has developed meaningful relationships with others in his community, which he
influence experiences of empowerment and feels is the most rewarding aspect of being involved with social change organizations. He has also expanded his leadership skills; he
liberation? How do leadership practices and learned to carefully pick battles, focus on issues of significance and minimize the attention given to minor issues, effectively negotiate,
relationships influence experiences of balance the needs of the organization with those of employees, set the tone, envision and experience success despite tremendous
empowerment and liberation? obstacles, balance dreaming and wishing for a different future with pragmatic action, engage the support and commitment of others in
a cause, help others realize the value of their input, synthesize the ideas of a diverse group, and develop constructive relationships
3. How do experiences of empowerment and with leaders of other organizations.
liberation influence involvement in progressive We discussed his understanding of empowerment and liberation and his personal experiences of those phenomena. He
social change organizations? How do experiences described empowerment as one of the components that must be in place in order for people to experience self-actualization. He does
of empowerment and liberation influence emergent not remember a time that he did not feel empowered. “I have always viewed the entire world as open to me.” Yet, he notes that he felt
leadership among staff and volunteers of most empowered when he was the member of a labor union. “Being a union member makes a person feel like they are part of the
progressive social change organizations? How do family of man…we take care of each other…despite feeling very self-confident about my own ability to manage my way through the
individuals who have experienced empowerment world, I can still see the power that unions provided me and others.” His most significant experience of liberation was resigning from
and liberation through involvement in progressive this corporation during a merger after a 25-year career. He started a business and now has more time to devote to community service,
social change organizations describe the influence political action, and family. During this discussion, the participant interchangeably used the words empowerment and liberation with an
of these on their own leadership? emphasis on the former; the meanings he ascribes to these constructs overlap. This confirms my research findings that there are
multiple meanings for each and that there is a greater emphasis and understanding of empowerment in the leadership literature.
This study was conducted for a Qualitative Research
Methods course. The purpose was to both explore a topic of
interest and to develop my understanding of the method
selected and the research process. In this preliminary study,
References
one interview was conducted with a person to whom I had
access. This poster reflects a summarization of two papers Biron, M. & Bamberger, P. (2010). The impact of structural empowerment on individual well-being and performance: Taking agent preferences, self-efficacy, and operational constraints into account.
Human Relations, 63(2), 163-191.
written during the course of one semester (available upon Cheng, C. (1995). Introduction: Experience, essentialism, and essence: changing organizations through personal work and gender stories. Journal of Organizational Change Management, 8(6), 3-7.
request). Dahlberg, K. (2006). ‘The individual in the world – the world in the individual’: Toward a human science phenomenology that includes the social world. The Indo-Pacific Journal of Phenomenology, 6
(Special Edition). http://www.ipjp.org/index.php?option=com_jdownloads&Itemid=0&view=finish&cid=56&catid=15
Forester, J. (1983). Critical theory and organizational analysis. In G. Morgan (Ed.), Beyond Method: Strategies for Social Research (pp. 129-146). Newbury Park, CA: SAGE Publications, Inc.
Dreistadt, J. (2012). A postcritical existential Gorman, R. A. (1976). Phenomenology, social science, and radicalism: The view from existence. Politics & Society, 6(4), 491-513.
phenomenological study about experiences of Hytten, K. (2004). Post-critical ethnography: Research as a pedagogical encounter. In G.W. Noblit, S. Y., Flores, & E. G. Murillo Jr. (Eds.), Postcritical Ethnography: Reinscribing Critique (pp. 95-
105). Cresskill, NJ: Hampton Press.
empowerment and liberation in social justice leadership. Lawler, J. (2005). The essence of leadership? Existentialism and leadership. Leadership, 1(2), 215-231.
Poster presented at the 14th annual conference of the Lopez, K. A. & Willis, D. G. (2004). Descriptive versus interpretive phenomenology: Their contributions to nursing knowledge. Qualitative Health Research, 14(5), 726-735.
International Leadership Association, Leadership Across the Raelin, J. A. (2008). Emancipatory discourse and liberation. Management Learning, 39(5), 519-540.
Rexhepi, J. & Torres, C. A. (2011). Reimagining critical theory. British Journal of Education and Sociology, 5, 679-698.
Great Divides: Bridging Cultures, Contexts, and Stoller, S. (2010). Phenomenology and the poststructural critique of experience. International Journal of Philosophical Studies, 17(5), 707-737.
Complexities, Denver, CO, USA.