Qualitative Research in Organizations and Management: An International Journal

Discourses of change: policing, sexuality, and organizational culture : Table of Contents

Andrea P. Lewis — Sat Oct 31 08:00:32 GMT 2009

Abstract:
Purpose – The purpose of this paper is to highlight the need to expand current organizational studies to include positive experiences of non-heterosexual workers while identifying, often covert, heteronormative workplace practices. Included in this is a reflexive analysis of author positionality. Design/methodology/approach – A qualitative study utilizing participant observation, narrative interviews, and autoethnography are employed to begin understanding lesbian work experiences. Findings – Three dominant strategies are used by participants to understand variant sexuality: strategies of discourse, strategies of resistance, and strategies of identity formation. Findings indicate that as awareness about lesbian identities increased so did understandings of difference and, in turn, resistance to heteronormative power structures increased. Research limitations/implications – Future research could include other sexually stigmatized groups. Originality/value – The contributions of this paper include broader understandings of how sexuality organizes work, how researcher positionality impacts organizational climates and research processes, and practical suggestions for organizations expanding diversity efforts and researchers aiming to increase diversity awareness.

Bullying, disability and work: a case study of workplace bullying : Table of Contents

Margaret H. Vickers — Sat Oct 31 08:00:32 GMT 2009

Abstract:
Purpose – The purpose of this paper is to present a case study of a woman diagnosed with multiple sclerosis (MS) who was bullied out of her workplace. Design/methodology/approach – The paper commences with a narrative about our protagonist, Miranda (a pseudonym), before offering some important contextual theoretical information, including: a discussion of employment concerns for people with disability generally, and for those with MS in particular, and of workplace bullying. Miranda's experiences are then shared as an intrinsic and particularistic case study of her experiences of being bullied following her disclosure of MS at her workplace. Findings – Recommendations are made for further research into the potential problems of the workplace experiences of people with disability as a result of learning from the particularities of Miranda's individual case, as well as how this case study has illuminated a potentially much wider and previously unexamined problem of workplace bullying of people with disability. Originality/value – The author is unable to find any other research studies that examine the phenomenon of workplace bullying of people with disability in general, or people with MS in particular.

Looking to the past to understand the present: organizational change in varsity sport : Table of Contents

Daniel Parker, Gina Grandy — Sat Oct 31 08:00:32 GMT 2009

Abstract:
Purpose – This paper aims to explore how varsity football athletes and coaches negotiate meanings when faced with the unmet expectations of a new head coach brought into lead a turnaround process. It also aims to pay particular attention to the role of history in this meaning making process. Design/methodology/approach – This paper draws on semi-structured interviews with players and coaches at two points in time. To preserve the richness of their experiences and illuminate the historical aspects of change, it focuses on the stories of three players and one supporting coach. Findings – Numerous symbols of change emerge that have multiple and contradictory meanings. The meanings around success and failure are renegotiated over time as individuals struggle with the unmet expectations of change. Moreover, individuals are unable to shed the failures of the past and move forward. Practical implications – Change is a complex and messy process of managing multiple meanings. Understanding change entails more than a snapshot picture of an organization. New leaders have no control over the past, yet they need to be aware of how individuals experienced the past in order to increase the likelihood of success in the present. Originality/value – Success and failure are experienced as an ongoing process as athletes and coaches experience, reflect on and interact with others. In illuminating the role of history in how change is experienced in the present, the paper demonstrates that the past can serve as both an immobilizing force, as well as a comparative point enabling individuals to rationalize their emotions.

Managers' motivation to evaluate subordinate performance : Table of Contents

Sylvie St-Onge, Denis Morin, Mario Bellehumeur, Francine Dupuis — Sat Oct 31 08:00:32 GMT 2009

Abstract:
Purpose – This paper aims to focus on one of the most frequently cited problems with respect to the performance management process: the prevalence of performance appraisal distortion. Design/methodology/approach – Through semi-structured interviews with managers, this paper attempts to answer the following question: Which factors influence managers' motivation to distort the performance evaluation ratings of their subordinates? Findings – This paper offers three main contributions or implications. First, from a methodological point of view, using a qualitative research design to investigate the appraisal of subordinates' performance is useful because it allows us to reduce the gap between research and practice. Second, this study shows that researchers must embrace or integrate various theoretical perspectives (rational, affective, political, strategic, cultural, justice, and symbolic), given that managers' motivation to evaluate subordinate performance cannot be analyzed outside of the social context. Third, from a practical point of view, managers' motivation to evaluate subordinate performance is less about the technique used and more about leadership support, execution, and overall performance culture. Originality/value – To date, prior research has focused on improving performance appraisal accuracy through experimental research design by emphasizing rating criteria, rater errors, rater training, and the various rating methods. Despite extensive research, very little progress has been made toward improving rater accuracy.