Critical Management Studies

There are more types of borders today than ever before in history. Borders of all kinds define every aspect of social life in the twenty-first century. From the biometric data that divides the smallest aspects of our bodies to the aerial drones that patrol the immense expanse of our domestic and international airspace, we are defined by borders. They can no longer simply be understood as the geographical divisions between nation-states. Today, their form and function has become too complex, too hybrid. What we need now is a theory of the border that can make sense of this hybridity across multiple domains of social life.

Rather than viewing borders as the result or outcome of pre-established social entities like states, Thomas Nail reinterprets social history from the perspective of the continual and constitutive movement of the borders that organize and divide society in the first place. Societies and states are the products of bordering, Nail argues, not the other way around. Applying his original movement-oriented theoretical framework "kinopolitics" to several major historical border regimes (fences, walls, cells, and checkpoints), Theory of the Border pioneers a new methodology of "critical limology," that provides fresh tools for the analysis of contemporary border politics.

Leadership is everywhere: it has a dominant and privileged place in our society; it is constantly in our news, politics, businesses, films, books and magazines. Leadership is part of our social narrative, predominantly as a mythological force of goodness and success.
A key aim of this book is to deconstruct leadership, to challenge over-simplified accounts of leadership that may be desirable and offer us the comfort of ‘messiahs’ who can save us, but that actually distort leadership in unhelpful ways. Another aim is to reconstruct leadership, to offer new accounts of leadership for new times.
The  book identifies four dominant leadership discourses that have developed through socio-political and economic forces. The first 3 are Controller Leadership , Therapist Leadership, Messiah Leadership  reveal how leadership has developed in relation to changing contexts the past century. The final emergent discourse outlined is Eco-Leadership, and this chapter points to the need for new leadership for new times.

Bu kitap; duygusal ve davranışsal bozukluklara sahip öğrenciler hakkında bilgi sahibi olmak isteyen sınıf öğretmenleri, özel eğitim öğretmenleri ve alanda çalışan uzmanlar için hazırlanmış giriş niteliğinde bir uygulama kitabıdır. Her bir bozukluğun nedeni, tanımlanması, güncel araştırmalar ışığında verilmeye çalışılmış ve okul ortamındaki pratik uygulamalarla da anlatım zenginleştirilmiştir. Bunlara ek olarak belirli bir bozukluğun tüm yönlerine ilişkin temel yaklaşımla birlikte bilimsel olarak geliştirilmiş müdahele yöntemleri de verilmeye çalışılmıştır.

Bu kitabın alanda yeni çalışmaya başlayan öğretmenler kadar güncel verilerle desteklenen tanı koyma ve müdahele stratejilrine önem vermesi nedeniyle alanda uzun süredir çalışmakta olan öğretmenlere ve uzmanlara da yararlı olacağını düşünmekteyiz.

Despite affirmative actions such as reserved government employment, incentives and subsidies for employers, tax exemptions, skill development training etc., employment opportunities for persons with disabilities in India continue to be characterized by lower workforce participation, lower wages, lack of or limited career advancement, and discrimination in the workplace. While there has been some research on the presence of persons with disabilities in formal employment, such studies have lacked critical assessment of the underlying conceptions of (dis)ability and its interface with changes in the wider political and economic context. Using a case study approach, this article examines the outcomes of three employment initiatives in India. We contend that work and employment opportunities for persons with disabilities remain trapped in constructs of ableism; while neoliberalism has resulted in complex, often adverse outcomes that have received little attention. The article calls for developing a more critical research agenda and building capacities for wider contestation against ableism and neoliberalism. This article examines the outcomes of recent efforts to employ persons with disabilities in India. It attempts to unmask the underlying ableist assumptions of such efforts and to critique the complex interface between ableism and neoliberalism. We begin with a brief overview of the present employment status of persons with disabilities in India, followed by a brief account of recent efforts to increase their employment opportunities, which highlights the popularity and

Antropocen to nie epoka człowieka, to czas zapłaty. To era, w której ludzkość stawi czoła konsekwencjom swej krótkowzroczności, jako że stają się one empirycznie obserwowalne i odczuwalne, stanowiąc zasadnicze zagrożenie (nie tyle dla gatunku, ile dla jego kultury/kultur).

Qui est responsable? Odpowiadają tacy analitycy antropocenu jak Jason W. Moore czy Naomi Klein - kapitalizm. Czyli system. Jednak ostensja zmuszająca do działania musi być zarazem: ogólniejsza i precyzyjniejsza. Dają ją ruchy aktywistyczne, jak Fridays For Future (Młodzieżowy Strajk Klimatyczny), Earth Strike (Strajk dla Ziemi) czy Extinction Rebellion, daję ją Greta Thunberg. Odpowiedzialne są polityka i biznes. A raczej: politycy i menedżerowie. J'Accuse…! Chciałoby się zakrzyknąć, gdyby nie to, że ruchy klimatyczne prócz przywołanej diagnozy akcentują, że winny jest… system. Niech zatem polityk i menedżer (ogólni i konkretni) będą rolami, odgrywanymi zgodnie z systemowym scenariuszem (czy też programem, jak chciałby Bruno Latour). System musi upaść, role muszą zostać zmodyfikowane, the show must go on.

Wiele wskazuje, że za późno jest już na konceptualne propozycje zapobieżenia kryzysowi klimatycznemu/klimatyczno-ekologicznemu/klimatyczno-ekologiczno-społecznemu. Jeśli tak jest, niech propozycja autora odnosi się do sposobów porządkowania świata w/po kryzysie.

Jeśli tym, co łączy politykę i biznes jest skrajnie podporządkowanie funkcjonalistycznemu paradygmatowi osiągania celów, jak sądzi autor, czyli postępowanie według zasad dominującego w życiu publicznym nurtu zarządzania ekonomicznego, rozumianego jako zestaw działań skierowanych na zasoby dla sprawnego i skutecznego realizowania celów organizacji/instytucji (podręcznikowa definicja zarządzania), w którym człowiek stanowi tylko kolejny zasób (“najpierw zyski, potem człowiek”), wypada w duchu starego-dobrego-humanizmu postulować upodmiotowienie człowieka, jako celu samego w sobie (Kant), wobec którego organizacje (biznes) / instytucje (polityka) pełnią rolę służebną, mają zapewniać mu szczęście (“najpierw człowiek, potem zyski”). To czyni zarządzanie humanistyczne (humanistic management). W wystąpieniu jednak autor proponuje pójść krok dalej: należy upodmiotowić w życiu organizacyjno-instytucjonalnym nie tylko człowieka, ale także aktorów pozaludzkich, tych wszystkich INNYCH - zasoby, którym przynależeć powinny: sprawczość (empiria antropocenu bezlitośnie ujawnia ją każdego dnia), i godność. Tak szkicować można zarządzanie posthumanistyczne (“osoby, nie zasoby”).

Purpose – The purpose of this paper is to contribute to a critical approach of the identification and rejection strategies in discourses and practices of a “global elite” of business leaders and managers. Design/methodology/approach – A literature review of mainstream and more critical management and sociology literature on global or transnational elites and classes is presented. The identification and rejection discursive strategies of some (French) multinational corporations’ managers and internationalization agents are then empirically and qualitatively observed and analyzed. Findings – The findings are interpreted under the following strategies: constructive strategies, reproductive and legitimizing strategies and exclusion strategies. Some members of the global elite deploy a cosmopolitan and welcoming discourse to not only identify legitimate members of that class but also turn this discourse into one of exclusion, that is, find ways through language, and practice, to exclude ...

*The final version of this paper was published in Departures in Critical Qualitative Research. Accessible here: https://online.ucpress.edu/dcqr/article-abstract/10/4/7/119142/Akua-Ananse-Is-a-She-Transnational?redirectedFrom=fulltext

In this autoethnographic piece, I channel the figure of Kweku Ananse—the trickster in West African tales—also known as the “father of all stories.” Extending upon this figure, I offer “spider stories” to make sense of my transnational identities as a West African and French woman, who is a professor in the U.S. academy. I offer a conversation between Kweku Ananse, my French-speaking grandmother figure Marie, and my professional self. My spider stories offer the following three insights for transnational autoethnographic theory and praxis. Ultimately, I argue that transnational autoethnography aligns well with spider stories due to their circular logic. Second, the stories move beyond first-person narratives to incorporate multiple voices. Third, the spider stories subvert usual categories of knowledge and function as a form of episteme. They borrow from the genre of indigenous folktales, which have historically been dismissed as appropriate knowledge in Western-centered worldviews.

Performance and digitality constitute an onto-historical apparatus or dispositif reshaping cultures globally, yet our engagement with these performative circuits remains out-of-sync and ineffective, especially at the levels of knowledge and power, thought and action. Within higher education, modern disciplinary methods, arborescent institutional structures, and logocentric literacies inhibit the critico-creative syntheses needed to engage and resist neoliberal modes of performativity. In contemporary societies of control, universities around the world face daunting economic and political pressures to transform and innovate, while tradi- tional forms of academic research and education struggle to contend with young people’s attachments to mobile technologies, social media, and consumer-driven design practices. StudioLab is a critical design pedagogy that seeks to democratize emerging forms and processes of digitality by supplementing seminar-based critical thinking with studio-based design thinking and lab-based tactical media-making. In StudioLab, students roleplay as critical design teams to research and create conceptually-rich projects that address contemporary social challenges through a variety of media forms and events. Critical design teams combine cultural, organizational, and technological performances and learn ways to introduce values of cultural efficacy into structures dominated by organizational efficiency and technological effectiveness, thereby generating creative and potentially transformative micro-transvaluations in themselves and others. This performative matrix of valorizations helps to situate StudioLab’s practices of democratizing digitality and suggests new figurations of thought and action, new experiential architectures.

…We position this chapter as an invitation to whoever is interested in gaining a broad understanding of postcolonialism and associated ideas, how these ideas have developed across business and management, and what constitutes appropriate and inappropriate research methods in this area of study.

Organisationer eksisterer i dag i en art flygtighedens regime, hvor en bestemt forestilling om tid gør sig gaeldende og saetter afgørende praemisser for det at vaere organisation. Forestillingen er, alt forandrer sig -intet er stabilt. Øjeblikket anses hele tiden for det afgørende øjeblik. Alligevel kan intet afgøres, for man er afhaengig af at bevare evnen til i naeste lige så afgørende øjeblik at traeffe et andet valg, at skifte retning og kaste sig over andre muligheder. Interessant nok kan man konstatere, at der parallelt med denne flygtighed er indtruffet en vaerdiramme omkring arbejdslivet, som i stigende grad traekker på forventninger, vi kender fra intimlivet: autenticitet, oprigtighed, spejling af hinandens saeregenhed og derigennem forløsning af personligt potentiale. Mens vi med den ene hånd opløser mere traditionelle, robuste forpligtelsesformer, introducerer vi altså med den anden hånd mere intense, men også mere skrøbelige og tvetydige bånd til hinanden på arbejdet.

Notre propos est de replacer ces « nouvelles dynamiques du travail » dans un contexte historique et conjoncturel, et, de manière encore parcellaire, d’interroger les tensions psychiques qu’elles pourraient générer. Notre démarche vise ainsi à emboîter différents niveaux d’observation. Cette démarche conduit à offrir une vision étendue d’un environnement complexe, en cherchant autant que possible à mettre en lumière des liens, des tendances, pour ouvrir de nouveaux espaces de réflexion. Une grille de lecture typologique de ces nouvelles dynamiques du travail sera aussi proposée. Pour illustrer et donner corps à cette démarche, nous discernerons et étudierons des grands mythes ou archétypes structurants ou sous-jacents de la plupart de ces nouvelles dynamiques (la flexibilité, la transparence, l’autonomie, la liberté, la coopération, la qualité de vie au travail, l’authenticité, l’outil sauveur ou simplificateur…), dans le but, entres autres, d’évaluer si ces nouvelles dynamiques du travail apportent ou non des éléments de réponse probants aux défis de notre temps. Mots clef : nouvelles dynamiques du travail, new ways of working (NWoW), management, digitalisation du travail, uberisation, transparence, coopération, QVT, bonheur au travail, flexibilité, autonomie, changement.

Gérer les hommes et les femmes comme des ressources n'est ni acceptable, ni efficace. Pourtant, dans la plupart des organisations, le management des personnes et du travail demeure ancré dans des modèles de GRH et de comportement organisationnel qui ont été développés au siècle dernier et qui ne prennent pas en compte la transition sociale majeure que nous vivons. Le Management Humain constitue une alternative au modèle instrumental et financiarisé qui domine la gestion des entreprises aujourd'hui.

La métaphore du dark side ou du côté obscur des organisations fait référence aux travaux académiques, qui s'intéressent aux aspects organisationnels problématiques, négatifs ou contreproductifs, du point de vue du management, ou encore aux pratiques organisationnelles éthiquement condamnables, le plus souvent cachées et tues. Ce sont, dans cet ouvrage, les pratiques de communication organisationnelle qui sont passées au crible de l'analyse.
Quelles sont les pratiques problématiques que l'on essaie souvent de passer sous silence ? Comment les analyser et les comprendre ? Que disent-elles des pratiques, normes et idéologies professionnelles ? Manipulation, mensonge, violence, harcèlement, conflit larvé ou incivilité, ambiguïté et dissimulation, c'est à ces différents phénomènes que se sont intéressés les auteurs des textes rassemblés dans ce livre qui fait suite à un colloque organisé par le laboratoire bordelais MICA (Université Bordeaux Montaigne) et le réseau Org&Co de la Société française des Sciences de l'Information et de la Communication.

This article examines the gender inequalities in computing, with a particular emphasis on these inequalities within the library and information profession. This includes, discrimination against women in academia; socialisation processes; issues around women's confidence in computing; the male-dominated environment in the computing industry; female isolation in the computing world; females providing ICT support and training (rather than being the main decision-makers); computer programming and screen design and layout; presenteeism and flexible working and social networking. It also notes, in particular, the fact that the number of females in computing continues to fall. Furthermore, there is a section on gender and ICT in Central and Eastern Europe, the Commonwealth of Independent States and developing countries. Consideration is given to a number of issues here, such as some of the ways in which the new technologies can empower women in these countries, but how women are hampered by a lack of resources, education, poor literacy levels and domestic responsibilities. The author suggests that we should seek to find ways to improve this situation, and that social networking could be beneficial here on a short-term basis, but that to find lasting solutions, we should seek to move beyond capitalism itself.

Culinary tourism is a form of tourism that highlights the authentic dishes and local delicacies of a destination studying its potentiality for culinary tourism and its marketability. This study determined the perception of the respondents towards culinary tourism destination, factors affecting product potential attractiveness, and food image dimension; and tested the significant relationship among variables. It used the descriptive method among the 384 domestic and foreign tourists coming from the 2 cities and 20 municipalities in Bukidnon. Frequency distribution, percentage, weighted mean and ANOVA were used as statistical tools. Based in the results, Majority of the respondents are teenagers aged 22 years old and below (Gen Z), female, single, and domestic tourists with leisure and recreation as the purpose of their travel. There is a high significant relationship between perception of the respondents towards culinary tourism destinations, factors affecting product potential attractiveness and food image dimension. There is also a high significant relationship between factors affecting product potential attractiveness and food image dimension. Further research may be conducted focusing on traditional wines in the province and strategizing its marketing plan.

This article addresses the debate concerning the study of management. Arguing that definitions of management have suffered from conceptual obscurity, it advocates that an understanding of management must address relational, constitutive and political dimensions of its operation. The work of Michel Foucault, particularly the concept of power/knowledge and his ascending analysis of power, offers such an approach. The relevance of Foucault for recasting the study of management is illustrated through an analysis of performance appraisal systems introduced into UK universities.

By speaking up and fighting back, individually and collectively, we affirm and ensure that #MeToo is a strong and diverse movement, not simply a historical moment whose gains can be erased. From boardrooms to the music industry, from classrooms to elevators, we must challenge misogyny whenever it rears its violent head. To those who accuse us of going too far, we say: we will go as far and as long as it takes to demand respect, equality and justice! (Sharoni, 2018, p. 150) Unfortunately, too many centers of power-from legislatures to boardrooms to executive suites and management to academia-lack gender parity and women do not have equal decision-making authority. The struggle for women to break in, to rise up the ranks and to simply be heard and acknowledged in male-dominated workplaces must end; time's up on this impenetrable monopoly.

Although foundational texts in Critical Management Studies (CMS) pointed to the empirical significance of anarchism as an inspiration for alternative ways of organizing , relatively little work of substance has been undertaken within CMS to explore how anarchists organize or how anarchist principles of organization might fare in other contexts. In this paper we examine an empirical case of a voluntary sector, education service provider. From a quite radical background in the 1980s, over three decades the organization became more hierarchical, fitting with the other organizations it was working with. In 2010, after a difficult period under a dominant director, and with a much more competitive funding environment, the organization sought a more radically democratic way of working. Driven by workers and members of the management committee, this change was explicitly informed by anarchist theory and practice.

Along with the increasing needs of beauty and personal care in modern life, cosmetics become more and more necessary for not only women but also men all over the world. Based on the papers with relevant theories and literature included, this study gave an overview of the impact of extrinsic cues related to cosmetic products such as brand, price and country-of-origin (COO) on female consumers, and also the cosmetic industry in Vietnam. The results may help generate a possible model or basis for the future research on consumer behavior.

This article introduces the term demotics of management by asking why so much management literature reads like a cliché. Typically this question has been approached by seeing the cliché as strategic. This article instead views the cliché as symptomatic. It marks a growing problem-how can management track labor out of the workplace and into the realm of social reproduction, a realm that is increasingly, with the tendency of immaterial labor, directly productive. This problem has produced not only the explosion of popular management literature, particularly in the United States, in the last 20 years, but also what might be called a demotics of management. This term may be understood as the proliferation of places where labor-power might be found. But the term also names management's growing limits when faced with the dispersion and intensification of what Marx called the social individual. Management cannot adequately measure the labor it finds, and therefore must resort to miraculating what it encounters, to use a concept from the collaboration of Gilles Deleuze and Felix Guattari. The crisis of measurement brought on by the growing dominance of what Marx named the General Intellect is a profound challenge not only to management but specifically to its recording-machine, accounting. With the mounting crisis in recording, the very frenzy of popular management discourse reveals more than ever the threat that social reproductive labor already possesses the sociality to value itself differently and independently. The demotics of management thus marks both the proliferation of management in daily life, but also the prior, or what C.L.R. James might have called the completed, organization of immaterial labor that management encounters. Left to repeat what is already completed management can only utter the cliché, however, manically. At the same time, the cliché in management literature does mark the accomplishment of the circuit of exchange value, as it has since Taylor, even as it hints at the possibility of the separation from capital of a mass intellectuality where socialized labor may come to account for itself.

Ünlü eğitim psikoloğu Robert Slavin'in Eğitim Psikolojisi kitabının onuncu baskısı, kuramı uygulamaya aktarma konusunda önemli bir eksikliği gidermekte ve öğretmenlerin sınıfta ihtiyaç duyabilecekleri alanlarda uygulayabilecekleri bilgileri içermektedir.

Kitap, yansıtıcı ve bilinçli bir öğretmenin uygulayabileceği en yeni araştırmaları sunarak, bilinçli öğretmen üzerine odaklanmaktadır. Slavin'e göre bilinçli öğretmen, uygulamasını devamlı surette yansıtan ve bu uygulamaların öğrencileri nasıl etkilediği hakkında net bir düşünceye dayalı olarak öğretim kararları veren kişidir.

Bu kitapta okuyucular alanda önemli ve yeni ortaya çıkan bazı konular ile karşılaşmaktadır. Bu konulardan bazıları; 21. yüzyıl becerileri, ilk yıllarda dil ve okuma yazmanın gelişimi, iki dilli eğitim, nöroloji alanındaki yeni araştırmalar, iş birliğine dayalı öğrenme konusundaki son araştırmalar, okumada sorun yaşayan okuyucular için özel yardım, küçük gruplarla çalışma ve bilişim alanındaki en yeni araştırmalar, gelişmeler ve uygulamalardır. En ince ayrıntısına kadar güncel olan alıntılar, kitabın en güncel araştırmalar üzerine temellendirildiğinin bir göstergesidir. Bu kitapta, 656 yeni ve güncellenmiş kaynak bulunmaktadır. Bu kaynakların % 55'i 2000 yılı sonrasına aittir.

Robert Slavin, akademik derinliğini sergilerken aynı zamanda sanki ders anlatır gibi okuyucuları ile yüz yüze buluşmayı da amaçlamaktadır. Kitap yeni ve farklı bir yaklaşımla pek çok teorik bilgiyi uygulamalı olarak sunan, teorik bilgilerin kavramsal olarak uygulamaya nasıl dönüştürüleceğini göstererek öğretmeyi amaçlayan ve bunda başarılı olduğu açıkça belli olan iyi bir başvuru ve ders kitabı olarak öğrencilere ve eğiticilere önerilmektedir.

Dans le cadre de l'ouvrage Les grands courants en Gestion des Ressources Humaines, dirigé par Rachel Beaujolin et Ewan Oiry Perspectives critiques en GRH Laurent Taskin La gestion des ressources humaines est une discipline paradoxale. Alors qu'elle est considérée comme théoriquement pauvre-Watson (2007) rappelle qu'il n'y a pas à proprement parler de « théories de la GRH », mais bien que la GRH s'alimente de théories issues du management stratégique, de la psychologie, de la sociologie, de l'économie-elle occupe une place importante au sein d'autres disciplines telles que le management international, interculturel, stratégique ou le comportement organisationnel (Keenoy, 2009). De même, alors que la rhétorique propre à la GRH annonce une performance supérieure de la firme grâce à la mise en oeuvre de certaines pratiques (rassemblées sous le label des HPWS-High Performance Work Systems) alignées avec la stratégie d'entreprise, ce lien entre une fonction RH stratégique source d'avantage concurrentiel et la performance de l'entreprise demeure empiriquement non-établi ou, du moins, incertain (Taskin et Pichault, 2012 ; Truss, 2001). C'est à partir de ces paradoxes-et d'un scepticisme à l'égard des modalités et desseins de la GRH-qu'une critique des discours, pratiques, modèles, finalités et fondements de la gestion des ressources humaines s'est développée et affirmée à partir des années 1990.

Uzmanlar, klinisyenler ve araştırmacılar, yeme bozukluklarının duygusal düzensizliklerden kaynaklandığı vakalarda Diyalektik Davranış Terapisinin etkin olacağı konusunda hemfikirdi. Alanda yapılan pek çok adaptasyon çalışması olmasına rağmen Debra Safer, Christy Telch ve Eunice Chen bunu deneysel bazda yapan ilk kişilerdir. Standart diyalektik davranış terapisinin, tıkanırcasına yeme bozukluğu ve blumia nervoza semptomlarını tedavi etme yollarının yapılandırılmış bir özetini sunan bu kitap ile alandaki ihtiyaca cevap vermişlerdir. Bu alanda çalışan klinik psikologların ve danışmanların mutlaka okuması gereken önemli bir kaynak olmakla birlikte bu alanda okuyan öğrenciler için de farklı bir bakış açısı kazandırmaktadır.
Dokuz bölümden oluşan bu kitapta tedavi kapsamlı olarak ele alınmıştır. Genel çerçevede, olumsuz duygularla başa çıkmanın daha uyumsal yollarını öğreten becerilerin kazanımı ile tıkanırcasına yeme ve boşaltmayı durdurma hedefine ulaşma yolu adım adım çizilmiştir. Blumia nervoza ve tıkanırcasına yeme bozukluğuna sahip insanların karılaştığı sorunlar ve mevcut tedavi yöntemleri ele alınarak okuyucuya genel bir bakış açısı kazandırılır. Standart terapinin detaylı bir şekilde tanıtımından sonra bunun adaptasyonunun neden gerekli olduğu, adapte etmenin mantığı mevcut kanıtlar ile sunulur. Daha sonra, tedavi öncesi ve başlangıç oturumlarından tedaviyi sonlandırmaya kadar olan süreç aşama aşama ele alınır. Nüksetmeyi önleme kısmına değinilir. Son olarak kapsamlı vaka örnekleri ile anlatılanların sağlam temeller üzerine oturması sağlanır.
Amacına uygun şekilde düzenlen bu kitap, diyalektik davranış terapisi adapte edilirken belirli sınırlar çizmek yerine okuyucuya geliştirilebilir bir zemin hazırlar. Bu yönüyle tedaviyi uygulamaya ve geliştirmeye teşvik eder. Açıklayıcı vaka örnekleri ve kanıtlar ile tedaviyi tüm ayrıntılarıyla sunarak farklı alanlardan okuyuculara hitap eden bu titiz çalışma özellikle alandaki uzmanlara klinik psikologlara, danışmanlara ve araştırmacılar için bir rehber niteliğinde olacak niteliktedir.

Why do organizational members derive pleasure from being dishonest? The paper seeks to respond to this question by adopting a psychoanalytically informed approach to the analysis of how individuals perceive their own corruptness. I focus in particular on the Goldman Sachs Abacus deal, a notorious case of corruption concealed behind a facade of legality. Building on the detailed analysis of emails exchanges from within Goldman Sachs, I utilize the Lacanian concept of ‘ideological fantasy’ to discuss how the traders’ narratives bear witness to a certain logic of fantasy that appears to fuel corrupt activities. I also examine the cover-up tactics which were adopted to camouflage the corrupt operations and make them appear licit. Corrupt performances and their cover-up are theorized as forms of self-transgressive jouissance, a simultaneously pleasurable and selfdestructive practice that is needed to sustain and protect the impossible norms of the corporation.

Genelde canlıların, özelde ise insanoğlunun nasıl öğrendiğine dair araştırma sonuçları her geçen gün önümüze heyecan verici bilgiler ve bulgular sunmaktadır. Bu araştırma sonuçları öğrenmede yeni stratejiler geliştirilmesinde öncülük etmektedir. "Öğrenme Psikolojisi" adlı bu kitap, alandaki en temel ve güncel araştırma bulgularını da kapsayarak eğitim, edebiyat ve tıp fakülteleri gibi değişik alanların birçok programında lisans ve lisansüstü düzeyde kullanılabilecek şekilde hazırlanmıştır.
Okuyucu merkezli olarak hazırlanan bu kitap, tüm yaşlardaki öğrenicilerin bilgi ve becerileri nasıl edindiklerini ve öğrenme sürecinde etkili olabilen inanç, motivasyon, tutum ve tavır gibi faktörleri kapsamaktadır.
Öğrenme konusunda bilgi sahibi olmak isteyen okuyucunun, temel bir psikoloji bilgisine sahip olması ön koşulu yoktur. Kitapta öğrenme kuramlarının tarihsel temellerinden başlayarak güncel öğrenme yaklaşımlarına rahatlıkla geçiş yapılabilir. Alandaki bir profesör, öğrenme ile ilgili en son araştırma bulgularına bu kitapta ulaşabilirken; üniversite eğitimine yeni başlamış bir öğrenci de öğrenme ile ilgili en temel konulara rahatlıkla erişebilir.

Introducción Este artículo presenta un marco de referencia que pretende facilitar la comprensión de las culturas organizacionales complejas, pretende también servir como un marco que guíe el diseño e intervención en las culturas organizacionales por parte de los líderes de las empresas, sin distinción de su posición jerárquica en la misma. El marco de referencia presentado se introduce como una estructura cultural doble donde los miembros de las organizaciones desarrollan, por un lado, un encadenamiento vertical que aquí llamamos niveles de cultura y, por otro lado, se desarrolla una estructura denominada dimensión cultural y que representa una formación particular de niveles de cultura que en suma con las demás dimensiones configuran la cultura general. En primer lugar discutiremos cómo las organizaciones y sus culturas atienden a sus problemas y oportunidades fundamentales, luego discutiremos la naturaleza del corazón de la estructura de las culturas organizacionales, es decir, discutiremos los tipos de problemas y oportunidades que dan origen y sentido a las culturas organizacionales. A continuación trataremos los niveles en la estructura de las culturas organizacionales analizando cómo se van estructurando las soluciones a los problemas y oportunidades de la organización (creencias y valores) y cómo se van desarrollando los símbolos que enseñan y refuerzan las culturas organizacionales. Seguidamente definiremos y discutiremos las dimensiones genéricas en la estructura de las culturas organizacionales. Luego de presentar las diferentes dimensiones genéricas pasaremos a presentar algunas consideraciones especiales para el liderazgo cultural de modo que se aprovechen de la mejor forma las ideas y experiencias presentadas en este documento. Finalmente resumiremos las principales conclusiones de este documento y presentaremos la bibliografía. Las organizaciones y sus culturas: atendiendo a problemas y oportunidades. Las organizaciones son grupos de personas que se unen para satisfacer sus intereses, tanto comunes como particulares, a través de la suma de esfuerzos y aportes de cada una. Es en las organizaciones en donde las personas se integran a la comunidad y donde encuentran las principales oportunidades para satisfacer sus necesidades, tanto aquellas necesidades básicas como la alimentación, la seguridad, la vivienda, entre otras, como las necesidades de orden superior tales como la integración social, la realización y la trascendencia (Maslow). De este modo, la importancia de las organizaciones va más allá de lo que oficialmente pretenden ser, su rol no se limita a cumplir con una tarea o misión social explícita. A modo de ejemplo de cómo las organizaciones definen de manera oficial su rol social, podemos tomar la declaración de " The Coca Cola Company ". En esta empresa se asume

The articles in this special issue celebrate the late arrival of Jacques Lacan into organization studies. Each article takes up ideas from Lacan in order to read organization and organizations studies differently, taking on questions as diverse as enjoyment, creativity, stress and identity through to the very nature of the human and the endeavour of organization theory. Our introduction to this special issue aims to un/tangle three key points. First, we aim to provide a basic compass, which might enable those unfamiliar with Lacan's territory to release themselves of any existing fears about language and about consciousness, and prepare themselves for the real shock of an encounter with Lacan. Second, we situate Lacan with organization studies, which will involve asking why organization studies always seems to arrive late to the scene of theoretical crimes and, moreover, asking what it is about organization studies that has delayed the entry of Lacan until now. Third, we introduce the six contributions to the special issue.

This article examines Ivanka Trump's Women Who Work, arguing that it represents the newest permutation of the neoliberal feminist subject. After providing an overview of the recent emergence of neoliberal feminism, I explain why the book should be considered part of the wider cultural landscape in which this variant of feminism has increasingly become commonsensical. I then turn to demonstrate how Women Who Work construes the ideal female subject not only as generic human capital but also incites her to invest in herself constantly, where activities ranging from professional workshops through hobbies to friendships are understood as practices that appreciate the value of the self. The conversion of women into generic rather than gendered human capital remains, however, incomplete, since the ideal of a happy work-family balance continues to serve as a push back to the wholesale erasure of traditional notions of sexual difference. Finally, I highlight that neoliberal feminism is erasing other long-standing divisions and political differences. Not only does the private-public divide collapse, but so, too, does the distinction between one's private self and one's public enterprise as the self itself becomes an enterprise. This dual process of collapse and reconfiguration shapes the newest neoliberal feminist subject, the main protagonist of Trump's Women Who Work.

"Elinizdeki bu kitap, sosyal psikolojinin konularını en geniş kapsamıyla ele almakta, klasikleşmiş deneysel ve saha araştırmalarını en güncel bilimsel çalışmalarla harmanlamaktadır. Bu bakımdan, akademisyen ve öğrencilerin yararlanabileceği eşsiz bir kaynaktır. Kitapta, sosyal psikoloji konuları bölüm bölüm ele alınmıştır; ilgili kavram, terim, kuram ve araştırmalar aktarılırken her bölüm kendi içinde bir bütünlük arz edecek şekilde akıcı bir öyküsel kurguyla ve dille yazılmıştır ayrıca bu kitap; tarihsel olaylarla, edebî ve felsefi metaforlarla zenginleştirilmiştir.
Ayrıca bu kapsamlı çalışma, sadece bilimsel bir disiplinin temel konularını okuyucuya aktarmakla kalmamakta, aynı zamanda savaş, açlık, çevre gibi gerçek dünya sorunlarının sosyal psikolojik boyutlarıyla ilgili çözüm önerileri de getirmektedir. Bu bakımdan elinizdeki kitap yalnızca bir ders kitabı değil, aynı zamanda sosyal psikolojiye ilgi duyan herkesin merakla okuyabileceği bir kitaptır."

Toplumsal etkileşimin olduğu her yerde, anlaşmazlıkların olması doğal ve kaçınılmazdır. Kişiler, gruplar ve toplumlar arası anlaşmazlıklar; doğru bir biçimde yönetildiğinde gelişimin, ilerlemenin, dönüşümün, barışın ve bütünleşmenin hem enerji kaynağı hem de motoru olabilmektir. Ancak, anlaşmazlıklar yanlış ve yıkıcı yaklaşımlarla yönetildiğinde ise; yıkımın, şiddetin, zulmün ve acının kaynağına dönüşmektedir.

Anlaşmazlıkları ortadan kaldırma, farklılığı ortadan kaldırmaktadır. Doğa ve insanlık, farklılığı ve çoklığı kabul etmeyi ve anlamayı gerektirir. Farklılığı ortadan  kaldırmaya çalışmak yerine; onu anlamaya ve nasıl yöneteceğimizi keşfetmeye başladığımızda, yolumuz anlaşmazlıklarımızı nasıl yöneteceğimizden geçmektedir. Anlaşmazlıkları nasıl yöneteceğimiz üzerine odaklandığımızda, karşımıza en temel yaklaşım ve paradigma olan "dönüşümsel arabuluculuk" çıkmaktadır.Dönüşümsel arabuluculuğun alanyazına en önemli katkısı, anlaşmazlık çözüm sürecinin toplumsal değerlerden ve kültürden bağımsız olmadığı,ideolojimizin ve inanç tarzımızın anlaşmazlıklara ilişkin değerlendirmelerimizi, tutumlarımızı ve anlaşmazlıklarımızı ele alış tarzımızı etkilediği düşüncesidir. Yine, dönüşümsel arabuluculuğun en ayırt edici özelliği, anlaşmazlıkları yönetim sürecinin, kişileri dönüştürebileceğine, geliştirebileceğine ve güçlendirebileceğine yönelik yapıcı ve olumlu duruşudur.

Bush ve P. Folger tarafından geliştirilen "dönüşümsel arabuluculuk modeli" ülkemizde, her sene mahkemelere taşınan yüz binlerce anlaşmazlığı, çekişmeyi ve ayrışmayı yüz yüze müzakere ederek yapıcı ve barışçıl olarak çözme kapasitesini güçlendirmek için bir fırsat ve araç olacaktır. Cezalandırıcı adalet anlayışından, onarıcı adalet anlayışına dönme çabalarına ışık tutacaktır.

Bu eser,içerdiği alternatif paradigma çerçevesinde hukuk sistemimize yeni giren arabuluculuk modelinin doğru ve amacına uygun kullanılması için de referans olacak anlamlı ve önemli bir eserdir. Buna ek olarak, anlaşmazlık çözümü üzerine çalışan hukukçulara, psikologlara, psikolojik danışmanlara, eğitimcilere, psikiyatristlere ve sosyal çalışmacılara hem kurumsal anlamda hem de somut anlaşmazlıkların ve çatışmaların yapıcı ve barışcıl yönetimi konusunda yol gösterecek temel bir başvuru kaynağı olacaktır.