ISLC 2022 – Leadership and the future of humanity

Posted on

Bristol Business School at the ISLC

Several representatives from Bristol Business School at UWE Bristol are attending this years International Studying Leadership Conference (ISLC) in December. We are delighted that this year’s conference will be held in person, the first able to do so since Bristol Business School hosted the ISLC in 2019, where we hosted over 140 delegates from across the globe to discuss “Putting Leadership in its Place “. The conference featured three keynote addresses and five parallel streams (including almost 90 separate papers) exploring Place in leadership theory and practice and led to the publication of special issue of the journal leadership, which can be accessed here.

This year’s conference hosted by the University of Sussex Business School, in the city of Brighton and Hove continues to challenge the status quo of leadership research. Looking to explore ‘’Leadership and the future of humanity’’, the ISLC has put a spotlight on the need to develop better models of leadership more widely, not only within business organisations but also political networks, communities and countries. This conference will examine new ways of theorising about leadership that challenge mainstream approaches by showcasing papers that ask big questions about important issues such as leadership in politics, the issue of climate change, the growth of social inequality and other significant global issues. Further details can be found here.

Bristol Business School has always had a strong presence at the ILSC conference, this year is no different with four papers by academics and research leads from Bristol Leadership and Change Centre that will be discussed at the conference.


Apocalypse then and now: ‘End of the world’ cosmologies and the future of humanity

Jonathan Gosling, Visiting Professor, UWE Bristol

Peter Case, Professor of Organisation Studies, UWE, Bristol

This paper examines the ways in which collapse is understood, the prescriptions that follow, the kinds of organising and leading around these prescriptions. We want to enumerate the cosmologies at play here, and how they influence the ways in which collapse is foreseen and the responses they invoke. Our working hypothesis is that some responses will be characteristic of ‘apocalyptic cosmologies’ that construe time as leading towards an ‘end of days’ in which collapse is a kind of fulfilment – an end in itself, or possibly a gateway to some other-worldly resurrection and salvation.

Developing previous work on climate change and apocalypse (Gosling & Case, 2011; Bendell, 2018) and our interests in premodern thought and practice (Case & Gosling, 2007), we seek to show by way of salient historical comparison how collective patterns of response emerge frequently enough to be seen as typical of European culture when facing existential threat and imminent collapse.

We conclude with a re-examination of contemporary responses to the so-called climate emergency, and some proposals for how we citizens can contribute in constructive ways informed by a more diverse cosmological repertoire. Our paper will contribute an analysis of what might happen to leadership, as well as how leadership might assist a ‘better collapse’. 


Tackling severe and multiple disadvantage through systems change

Richard Bolden, Professor of Leadership and Management, UWE Bristol

This paper presents insights from an eight-year longitudinal evaluation of a collaborative partnership project designed to transform the design and provision of services for people with severe and multiple disadvantage (SMD) in the city of Bristol in the UK. The research was informed by ‘realist evaluation’ principles, whereby we sought to understand the mechanisms through which interventions produce outcomes within particular contexts (Pawson and Tilley, 1997).  As appropriate for evaluating complex interventions (Skivington et al., 2021), we captured multiple perspectives, experiences and outcomes over time through a combination of methodologies underpinned by a theory of change.

Whilst a diverse range of findings, recommendations and conclusions have been reported, within this paper I will focus on insights around how the programme has facilitated systems change – ‘an intentional process designed to alter the status quo by shifting the function or structure of an identified system with purposeful interventions’ (Abercrombie et al., 2015). A review of evaluation insights, alongside learning from the team leading the initiative, has revealed seven key enablers of systems changeor SMD that might be used by people developing or running systems change activities


The post truth games of populist leaders: Insights from Franz Kafka

Leah TomkinsVisiting Professor, UWE Bristol

When we reflect on the conference theme of leadership and the future of humanity, we may find it hard to feel anything but despair. The world feels unstable, and many of its most prominent leaders seem to pander to their constituents’ grievances rather than exercising anything we might call ‘ethical leadership’ (Ciulla, 2020). In such a climate, truth often has less clout than ‘post-truth’, and this is often linked to a dismissal of experts (Foroughi et al., 2019). Amplified by social media spats, post-truth approaches suggest that everyone is entitled to their own preferred version of events. Most notorious in this narrative space is the ‘alternative facts’ discourse of former US President, Donald Trump; but other populist leaders have also relished the fact that their words do not have to be true – indeed, they can often be palpably false – to be effective.

This paper draws on the fiction of Franz Kafka (1883-1924) to explore the tactics of post-truth leadership. Kafka has extraordinary relevance for leadership, not least because “of all writers, Kafka is the greatest expert on power” (Canetti, 1982, p.62). Kafka has long been heralded for his unique perspective on many of the past century’s most pressing issues – bureaucracy, technology, violence, alienation, and the institutions of work, family, religion and the law. Kafka’s work interweaves, amplifies, undercuts and distorts these themes, revealing their often-terrible relation with power. Recent Kafka scholarship has challenged popular understandings of Kafka as under-dog or victim of the System, arguing instead that both Kafka and his protagonists are agents as much as victims of power (Corngold et al., 2009; Tomkins, 2024). Kafka’s world is one where ‘facts’ are often insignificant in comparison with ‘alternative facts’ in skilful hands, whether these hands belong to the overtly powerful or the apparently powerless.


Using visual methods to understand the translation of inclusive leadership across different language context

Doris Schedlitzki, Professor of Organisational Leadership, London Metropolitan University

Sylwia Ciuk, Senior Lecturer in Organisation Studies, Oxford Brookes University

Gareth Edwards, Professor of Leadership and Community Studies, UWE Bristol

Harriet ShorttAssociate Professor in Organisation Studies, UWE Bristol

In this presentation, we will provide practical examples from our project to illustrate how we have used Participant-led Photography (Shortt and Warren, 2019) to research the social construction and translation of inclusive leadership narratives across three different languages within the work context of a multinational organisation. In particular, we will show how this innovative method, which has not been applied to translation and leadership studies before, has given participants a verbal and non-verbal way of expressing – and reflexively exploring – the intangible aspects of inclusive leadership practice. The inclusion of visual data in our analysis also helps to challenge the use of English as the only ‘valid’ language to carry and share leadership knowledge.

We will further provide examples from our analysis to date to show how this methodological approach enables us to take a rigorous approach to inductive theorising. Data analysis involves identification of themes in both narrative and visual data using a new visual methodological/ analytical approach – Grounded Visual Pattern Analysis (GVPA) (Shortt and Warren 2019). This methodology enables a multi-modal translation and interpretation of leadership, since GVPA provides researchers with the opportunity to systematically analyse the narrative and visual data whilst privileging the meanings the participants ascribe to their photographs. Building on such a comprehensive and detailed analysis of participants’ experiences and practices enables us to understand better how they translate (linguistically and through practice) inclusive forms of leadership.


Home-working during Coronavirus – using the corners of our home for work, rest and play

Posted on

Back in 2017 Dr Harriet Shortt, Associate Professor of Organisation Studies at UWE Bristol Business School, wrote a piece for Work Wise UK about how the commute – be it on a train, a bus or in a car – offers an important space for reflection and escape. She talked about how the commute can be a space ‘in-between’ in which we can momentarily break away from the multitude of identities we seek to maintain in contemporary society, and temporarily find a sense of sanctuary in a working world characterized by change and fluidity. The commute, therefore, offers a ‘liminal space’ in which to momentarily dwell – a liminal space being one that is on the ‘border’, a transitory space somewhere ‘in-between’ where we can suspend social expectations – and just press pause. She also reflected on the liminal spaces of the workplace – like corridors, stairwells, corridors and toilets. Places in which, as her research shows, are usually used to escape the visibility of the office or shared workspace and become important territories for private conversations, quiet reflection, and inspiration and creativity (Shortt, 2015).

In her guest blog post with Work Wise UK last week, she talks about the loss of these spaces and how we can find them again in our current conditions working from home, which for many of us also includes juggling home-schooling with work.

Since the Covid-19 crisis and the lockdown, for many workers these spaces have vanished. We aren’t commuting, which is great for the environment and for a whole host of other reasons, but I wonder if there are some of you who are missing the space the commute created between work and home – that liminal space for reflection, decompression or planning. And, of course, many of us are not in the office, so those corridor conversations, those watercooler moments, those snatched minutes in a toilet catching up with a colleague are gone. All these informal micro-interactions at work that are so vital in the everyday life of workers have, for the time being, disappeared.

Instead, many of us are working from home. We have set up workspaces almost overnight and our homes have become workplaces and meeting rooms, classrooms and gyms, places of worship and places to rest. These changes in our domestic environment have taken some adjusting. We have had to negotiate with partners and children about how our home spaces are used, for what purpose and when, we’ve had to compromise our sense of privacy and open up our homes as personal backdrops on Zoom calls, and as the earlier blog from Stefanie Reissner and Michal Izak shows, we have had to think carefully about how we establish, manage, and re-adjust our work/ home boundaries.

All this transposing of work life into the home and sudden, rather dramatic mass shift to working from home has made me think more about the organisation of space at home, and in particular, the liminal spaces of the home. In all my research projects in both public and private sector organisations over the past 15 years, the significance of liminal space has always emerged – whether it be the cupboards in which hairdressers find respite from the visible work they do, the toilets where open-plan office workers go to have private conversations or the stairwells that nurses use to catch up with each other away from the wards. But what are the liminal spaces in our homes, how are they being used in the current crisis, and do they have any value? As a researcher of organisational life, I’ve seen and heard various stories over the past 8 weeks from UK workers adjusting to working at home, and I’ve had my own experiences as a mother and knowledge worker juggling full time work and home schooling a 5-year-old, and the corners of our homes do seem to be significant in a number of ways…

Firstly – liminal spaces for new working practices. I have spent a number of years researching the work of hairdressers working in hair salons and over the past 8 weeks or so I have been struck by how innovative some in this industry have been at adapting to working life at home, using social media (mainly Instagram) to do so. What has been notable are the uses of liminal spaces in their homes, that are now appropriated as new workspaces. For example, one celebrity hair stylist in London is seen in a walk-in wardrobe demonstrating an easy up-do (wife as model). Another hair stylist in Wales is pictured in a hallway by the mirror demonstrating how to cut a little boy’s hair (son as model). And another stylist in London is filmed in a toilet demonstrating a guide to toning your hair at home (self as model). These new workspaces are allowing them to still work, still connect with clients, but perhaps help them avoid exposing parts of their homes to others and somehow this protects their privacy. As we’ve seen in recent weeks, the new Twitter account ‘Room Rater @ratemyskyperoom’ has been set up to comment on and rate the backdrops and private homes of the rich and famous as they Skype and Zoom in the media. As such, the privacy of our homes has been comprised by new working from home practices and so we might reflect on how the liminal spaces in our homes might offer an alternative to putting our more dominant spaces – kitchens, bedrooms and living rooms – on display for all to see.

Secondly – liminal spaces for privacy and rest. The privacy issue is one that we have not really talked about during this crisis. The big focus, naturally, during isolation has been countering the feelings of being alone or separated, and as Reissner and Izak advised in their blog earlier this week, we need to stay connected. But just as I would argue that overly open, collaborative workspaces sometimes forget the need for private, quiet space in their designs, for those of us as home in lockdown with partners or families, we might think about how important it is to find just a few moments alone for rest, reflection and respite. One Bristol-based entrepreneur I am working with on research project text me a photograph of her on the roof of her house and said:

This is the only place I can get some rest…some peace and quiet. This is where I can just breath for a minute. It’s a beautiful view and a lovely skyline, all the trees and rooftops. I love being up here, I might do this more often’

Another young mother in Bath, who works in the public sector and is working from home with 2 small children said:

‘I find myself just sitting on the stairs to get five minutes peace. If I’m in the kitchen, the kids want snacks. If I’m in the living room I’m working. I just sit on the steps for a few minutes and get a bit of down time’

So, it could be suggested that liminal spaces are helping us, just as they do in the office, to find private quiet moments of respite from family, technology and being on show. The corners of our homes, or, as above, the rooftops and stairs, are being used in the practice of self-care and wellbeing during Covid-19.

And finally – liminal spaces for play. I have seen how liminal spaces are being appropriated for play during our home-based lockdown. My 5-year-old daughter has been at home with my husband and I, like many other children, for the past 8 weeks, and the den-making has been rife! My daughter has made a den on the stairs, under the stairs, under the table in the dining room, in the hallway, on the landing, on the kitchen step. Dens have been built in every nook of our house over the past few weeks and having spoken to a few ‘working-from-home-mum-friends’, it seems I’m not alone in noticing this. One working mother in Oxford told me:

‘Yes, I’ve noticed my kids have been making dens all the time during lockdown! Behind the sofa, under a tree in the garden, all over the place – but never in the actual playroom that’s specifically designed for them and all their stuff!’

This has made me reflect on children’s needs for privacy and ownership over space. They compromise all the time in relation to space, with their bedrooms perhaps being the only haven they might have in a home, and even then for the most part parents place restrictions on these places – no food, no drink, tidy up, make your bed. It is no wonder that children, whilst in lockdown with their parents who are desperately seeking their own spaces and managing boundaries for work/home-life, are claiming snippets of space. This is perhaps a child’s response to seeking solace, rest and privacy, much like the entrepreneur on the roof or the working mother on the stairs discussed above. And of course, this only serves to highlight how liminal spaces, used for privacy and individual territory, are important to everyone, not just grown-ups in the workplace.  

So, working at home during Covid-19 has shed some light on the liminal spaces of our homes and how they are emerging as unexpectedly useful. As a response to the lockdown, we have seen how the territories on the margins of the dominant spaces in our homes (those we have defined uses for, like living rooms or kitchens), are now in regular use in new ways. Spaces like cupboards, hallways and stairways have always been there, in our peripheral vison, used mainly for transitioning through the home, but they now come into full view and full use – for work, for rest and for play. In our post Covid-19 world we might reflect on the potential for these spaces; how might they be used differently? What value do they have and for whom? And how might they feature when we’re working at home?

These are all reflections and food for thought on home-working during the Coronavirus crisis. I invite you to reflect on how you are using the corners of your home; what have you noticed about where you are working? Have the stairs and landings featured in your working day and if so, how? And what value do they have? As Bachelard (1958/1994, p.136) reflected, corners are symbols ‘of solitude for the imagination’ – what spaces in your home offer moments for imagination when you are home-working?

#myUWEBBSview …a new collaborative research project with ISG, Stride Treglown and Bristol Business School, UWE.

Posted on

An exciting new research project is now underway at Bristol Business School and Law School.

We would like all UWE Bristol staff, students, services and visitors to get involved.

Over the next year, we are asking everyone to take photos to show how they are using the building and how they feel about the building.

Participants can then post their pictures on Instagram using #myUWEBBSview and in the comments box, tell us what the picture means to you.

Or, you can email your pictures and comments to myUWEBBSview@uwe.ac.uk

Check out our project website for more details: www.myUWEBBSview.com

The research project is led by Dr Harriet Shortt, Associate Professor in Organisation Studies, in collaboration with ISG, the contractors, and Stride Treglown, the architects of the building.

Stride Treglown have also featured the project on their website.

Watch this space over the next year for more details!

Cake in the Office – health hazard or edible symbols of collegiality and teamwork?

Posted on

By Dr Harriet Shortt

A longer than average blog post, but it’s about cake, so it’s important…!

I am sure many of us are familiar with cake in the office – cakes to celebrate a colleague’s birthday, cake sales for fundraisers in the office canteen, exotic sweet treats brought back by co-workers returning from holiday, and office bake-offs between competitive teams.

The BBC reported last year that this ‘office cake culture was a danger to health’ and the Royal College of Surgeons argue ‘workplace cake culture’ is impacting the health of workers in the UK, citing obesity and dental problems as key issues caused by such activities. The latest report from the Royal Society for Public Health (published in August 2016) discusses the impact of rush hour commuting on our health and well-being and notes that unhealthy food and drinks that are made available by outlets in train stations during our commute is potentially adding ‘an average of 767 calories’ to our diets each week. And only in January of this year, The Telegraph reported that civil servants had been warned that ‘office cake culture could be a public health hazard’ by a blog post written by a member of the Treasury’s ‘Wellbeing Workstream’.

Whilst I am not disputing the issues raised in these reports – they highlight important timely and relevant concerns around the health of the UK workforce – I would like to raise some further questions and thoughts about what other role cake plays in our offices today. Office cake culture isn’t just about health concerns – my argument here is that food plays a vital social, cultural and political role in office life and organisations should be considerate of the relationships and interactions that are centred around food.

I have been doing some research in a large public sector organisation about the food and drink consumed in their office – or more specifically, their new open-plan office. I am exploring the interconnectedness of food, work, people and space and considering how the ‘foodscape’ (where and how people encounter food in the built environment) of the workplace influences food consumption and social interactions at work. I have been asking: In what ways does space influence where we eat, what we eat and with whom? What is the role of food in our organisational environment and how does it impact everyday spatial practices? How might formal and informal eating practices alter our everyday experiences of space at work?

To help address some of these questions, I asked the staff I worked with to take photographs of their daily interactions with food in the office. They took photographs of food in the canteen, home-made cakes on desks, tins of biscuits on locker tops, and where they made tea and coffee. They talked to me about what meanings these held and why they were important in their everyday lives.

Some of the findings show how formal, designated spaces for eating and drinking, such as the canteen and tea stations, are popular with many workers. Eating lunch in the canteen with groups of friends is a daily ritual and provides opportunities to talk about personal lives, gossip, and a time and space to share hobbies and interests. The tea stations, designed by management and the architects to provide a space in which workers could meet whilst making a hot drink, are identified as ‘nice chatting areas’. However, although the tea stations provide a space to share a few words with colleagues and allow for chance meetings with others, due to their central public location in the open-plan office conversations here are brief and inhibited by the visible and audible nature of the space. Participants noted these drinking spaces were neither suitable for private or work related discussions.

During our discussions, workers reflected on their new open-plan, hot-desking environment and told me they felt this workplace design impacted negatively on teams and working practices: ‘…we just don’t get the banter around the office…not social banter, but I mean sort of asking for advice on what we’re doing…now we’re hot-desking it can be isolating…and there are too many people around’. In amongst these feelings of isolation, what these workers really appeared to value was the informal, ad-hoc sharing of food at desks and on locker tops in walkways and corridors. It is the ability to share food across this new office space that workers identify as key to bringing people back together and reconnecting conversations. Sharing food in this way is an important catalyst in promoting work based discussions and internal networking; ‘…people come and see us when we have food! It gets people talking…’ and ‘…cake, it’s really important…it breaks up the day, gives us a treat…it impacts on morale in a big way’.

It is worth reflecting here that, as a number of researchers have noted, open-plan offices are often designed with collaboration and teamwork in mind, yet here we see the word ‘isolating’ being used to describe how this new open-plan space is experienced by its users. It is somewhat ironic that workers feel isolated with ‘…too many people around’. Nonetheless, it seems it’s the combination of both open-plan space with food that produces a collaborative working environment for these workers. Indeed, one employee describes the placement of food on locker tops as how people ‘…display their wares and encourage people to talk more’ and how this ‘…encourages passers-by to stop, talk a bit of shop, eat and move on’.

Paradoxically, despite all the talk of talk, social interactions and connecting over cake, workers also identify the inability to eat alone as problematic. The very sociality of eating poses privacy issues for some and the open-plan, hot-desking environment presents particular challenges. Some identify the canteen as a space where the ‘pressure to talk’ is unwelcome. The canteen has been designed and is used by many as a social space where bench seating and long tables promote conversation and create a setting where meals are eaten together. Yet, for example, one worker told me ‘…I just want go and sit and eat my lunch and get back to work’ and is frustrated there is no opportunity, or rather no space, in which he might dine alone. The spatial and social expectations in the canteen are such that talking over lunch is a prerequisite. Indeed, a number of workers deliberately choose to eat lunch at alternative times of the day in order to avoid eating with others.

Consequently, alternative spaces for private dining are frequently sought out. Almost half the workers I spoke to took photographs outside the office, at various locations in the nearby city centre that captured where they liked to eat, including cafes, parks, and benches by the river: ‘…I can…sit on the green and have a bit of peace and quiet and eat my sandwich’. Others talked about finding alternative meeting and eating spots in cafes so they could ‘…talk about sensitive materials…’ over lunch or ‘…have a bit of a gossip…’ As we heard, the tea stations offer a nice chatting area, but as one worker said ‘…you’ve got to be careful because obviously now we are open plan, everyone near that area can hear what you’re saying!’ It seems only certain sorts of conversations can be had over food in the office and if privacy is required, alternative eating spots are pursued.

So far, my research has unearthed a complex picture of the foodscape of work – it throws new light on the appropriation of space in the office, re-defined by workers as informal eating locations and spaces for informal munching and chatting, vital for their morale, team communications and internal networking. It has also emphasised that the boundaries of a workplace foodscape are fluid and that we don’t just eat in the office and we don’t always want to eat with others. Sometimes solace is sought and eating a sandwich alone offers workers rare moments of contemplation and reflection in an otherwise impermanent, visible, and public working world.

In this current climate of health and well-being programmes and the drive for a healthy workforce, organisations might wish to take heed of the complex meanings of food across the landscape of work before implementing such programmes or raising alarm bells that cake in the office is a public health hazard. Indeed, other discourses around health and eating at work promote messages that food should only be consumed in designated eating spaces, and not at ones desk. This comes from other health and safety perspectives where workers are encouraged to take ‘proper breaks’ and avoid working through lunch breaks as well as organisations who demand a clean and tidy office, with clear rules ‘not to eat at your desk’.

However, if organisations are serious about understanding the eating habits of their employees, they should understand that food matters at work, but not just in the canteen and not just in relation to health. If organisations wish to remove food from parts of the office, they should be mindful that they are potentially removing the very catalyst that promotes sociality at work and confiscating edible symbols of collegiately.

In addition, organisations must be wary of their disciplinary approach to eating in the office and how, perhaps, this undermines the needs of some workers and marginalises others’ food choices and behaviour. We might reflect on the lack of space in which workers are able to eat privately and consider that eating at ones desk is perhaps less about working through a lunch hour, and actually more about simply creating a personal space in which to eat alone and enjoy a moment of peace and quiet.

I hope that some of the questions I raise here, and in my research, may provide a starting point for other, future research into food, eating and the workplace – we might want to consider; what do the foodscapes of homeworkers look like and how are they experienced? How are foodscapes experienced and constructed by workers on the move or flexible workers without desks or offices? To what extent should we be concerned with ‘office cake culture’ given its social, cultural and political importance for workers? It is with these questions in mind that I end this blog and ponder over the future of food in the workplace, over a sandwich and coffee at my desk.

 

Harriet’s research will be published in a book later this year: Kingma, S., Dale K. & Wasserman, V. (Eds.). Organizational space and beyond: The significance of Henri Lefebvre for organizational studies – an edited collection. London: Routledge. Harriet will be discussing her research at the 12th Organization Studies Summer Workshop ‘Food Organizing Matters: paradoxes, problems and potentialities’ in Crete 18th -20th May 2017. Harriet is also supervising UWE Bristol Business School dissertation student Susannah Robinson, who is exploring the culture of food at work in a multinational organisation in London.

This blog has also been published by the national development organisation Work Wise UK: https://www.workwiseuk.org/blog/2017/3/15/qn3rh8777fnzlmel6y6f90i8b996bd

 

 

 

 

A crafty start to the week!

Posted on

Br Dr Harriet Shortt

This is for anyone interested in crafting, the NHS, midwifery, dignity in care-giving professions, and creative/ arts-based methods…and if you can knit or crochet, please read on, your help is needed!

My friend Jenny Hall, who used to work here at UWE and is now at Bournemouth, has a lovely website and writes a fantastic blog on her academic crafting/ quilting work and midwifery. I thought some of you might be interested in her recent blog on the experience of women during the 1916 Easter Rising in Dublin and the commemorative quilt that has been made to remember these women and ‘celebrate their life-long involvement with struggles for equality, nationalism and social justice’: http://www.midwiferyquilt.co.uk/hidden-voices-the-easter-rising-1916-77-women-commemorative-quilt/

Another amazing project Jenny is involved in is ‘The Knitted Midwife’. There are now a shortage of 3500 midwives in this country! So, to raise awareness about the shortage of staff in this remarkable profession, people are getting together to knit (or crochet, or felt) 3500 mini midwives for The Royal College of Midwives conference that is taking place in October. Please see details here: https://knittedmidwife.wordpress.com/

If you could share details of ‘The Knitted Midwife’ among your connections it would be wonderful, as most of us have had contact with a midwife at some point! The blog link is above and they have a Facebook group: https://www.facebook.com/knittedmidwife/timeline and you can follow the project on Twitter @knittedmidwife #knitamidwife

The project organisers are also kindly asking that any knitted contributions come with a short message from their maker as to why they have got involved; the stories are being gathered for future research work.

Thanks everyone!

Women, dress, leadership and the 1980s

Posted on

Br Dr Harriet Shortt

Hello everyone!

Well, it’s September already and the start of a fresh new term for many of us. I hope you have had a great summer of holidays, rest, writing, teaching, planning, thinking, conference inspiration and everything else in-between!

I thought I’d kick start the new academic year with some good news…and a tiny bit of self-promotion! There’s a great new book out: “Gender, Media, and Organization: Challenging Mis(s)Representations of Women Leaders and Managers”. It is currently available to order at http://www.infoagepub.com/products/Gender-Media-and-Organization, and will be available to order on all major online retailer sites throughout the world within the next 60 days. Please see documents attached (below) for more details…and feel free to share these with your networks.

I’m really proud to say that I have a chapter included in the book: Dress and the Female Professional: A Case Study of Working Woman with my lovely colleagues Ann Rippin, University of Bristol and Samantha Warren, Cardiff University. I’m also pleased to say that the chapter is based on the analysis of the 1980s Working Woman magazine; a set of magazines that my Mum, Lesley Shortt, had kept in her study since the invention of shoulder pads and passed on to me several years ago “just in case they were useful…”. So, thank you Mum, they were…and this is what we did with them…

Abstract: Women and their clothes have always been a serious matter (Hollander, 1993). Using a visual social semiotic approach (van Leeuwen, 2005), in this chapter we undertake a “rich viewing” of 1980s cultural texts to explore the performative heritage of gender through the adoption of clothes, make-up, and accessories. This is a timely investigation because today’s 40-something women leaders and managers were socialized into their understandings of being “professional” women as a result of the proliferation of print, TV, and film images in the 1980s (see for example, Baby Boom, 1987; Working Girl, 1988). Through these images, women were instructed in the arts of tackling men’s dominance in the workplace through the adoption of shoulder pads, “big hair,” and sharp suits. They are now playing out these roles as managers in an increasingly surveillance-oriented world due to the growth of the internet, social media, and readily available digital image technologies. These media enable a (damaging) hyper-visible and obsessive focus on women professionals’ appearance; for example, politicians in the press are assessed on their fashion sense before their ministerial skills and abilities (Greenslade, 2014). At the same time, self-help texts for female professionals continue to be full of advice stressing how women should look the part if they want to succeed (Kenny and Bell, 2011).

So, anyone interested in clothes, women, leadership and 1980s fashion…enjoy!

 

WomanandLeadershipcombo4Gender, Media and Organization

 

 

 

New Academic Year – New Bristol Leadership Centre website!

Posted on

Hi everyone!

We hope you are well. We haven’t posted for a while – the summer months have been busy here at UWE with conferences, developing new programmes in the Business School and developing our BRAND NEW Bristol Leadership Centre website!

The Bristol Leadership Centre (BLC) exists to support the development of responsible and effective leadership practice and to advance knowledge in the field of leadership studies. It aims to be recognised as one of the leading university-based leadership centres in the UK, with a particular reputation for high quality business engagement and research.

Check out the new site here: http://www1.uwe.ac.uk/bl/research/bristolleadershipcentre.aspx

…where you’ll find lots of information about what we do and our partnerships…as well as our exciting up-coming seminar series!

Here’s to a new academic year…and lots of news, views and posts to come!

Best wishes, Harriet Shortt

Sounds of the Salon – new paper out on ‘sound’ at work!

Posted on

By Dr Harriet Shortt

The International Journal of Work Organisation and Emotion has a lovely new special issue out: Sensually Exploring Culture and Affect at Work. The papers in this issue aim to provoke thought regarding culture, the senses and affect. Included, are articles on smell, touch, sensory experiences…and my paper on sound!…Sounds of the Salon: the auditory routines of hairdressers at work…..

…..Abstract: This article broadens the landscape of sensual ways of knowing and understanding and takes account of what we hear at work. In particular, I examine what role sounds play in the everyday lives of employees and why sounds are notable in organisational research. Central to this exploration are data gathered from a study of hairdressers working in hair salons. The findings presented here demonstrate that employees use sounds to sensually and creatively ‘tune out’ the emotional labour encountered as part of their work. It is argued that these auditory routines are used as a way of escaping work that is different to other strategies of escape; it is less about resistance or dis-identification, and more about respite and ways of relocating the ‘self’ elsewhere……

 I have attached my paper here: FINAL 2013 IJWOE050402 SHORTT and you can find out more about all the other papers…and the editorial introduction via this link: http://inderscience.metapress.com/content/h52631515180/?sortorder=asc

Best wishes and enjoy! Harriet

Free HEA Workshop on Decision Making, April 2014

Posted on

By Dr Harriet Shortt.

Hi all!

I’ve just been sent an email that I thought some of you might be interested in:

The Higher Education Academy (HEA) is running a workshop as
part of the HEA’s 2013-2014 Social Science seminar series. The topic of the
workshop is on decision making in business and management education. The workshop will be held on 23rd April 2014 at Plymouth University. More details about the workshop venue will be available nearer the workshop date. Attendance to the workshop is free and the booking is now open through the HEA’s website:
http://www.heacademy.ac.uk/events/detail/2014/Seminars/Social_Sciences/Gen827_plymouth

Best wishes to you all! Harriet

Back to top