Power Dynamics- Group 2 -

Tara ChattersonMinyoung Moon

Hong An Vo

April 7th, 2014

Agenda

1. Introduction

2. Annotate Bibliography

3. Implications for Future Research

4. Interventions for Practitioners

5. Take Away & Conclu-sion

• To provide research on ‘power’ and its impacts on orga-nizations.

• To offer recommendations for both human resource de-velop practitioners and researchers with a hope to ad-dress issues caused by power in an organization as well as to advance research along this line.

Purpose of this Project

Introduction

Annotated Bibliography

Authors & Year Journal Focus Method Findings

Baumgartner &

Schneider (2010)

Journal of Ca-reer Develop-ment

Glass Ceiling Interview Breaking the “glass ceiling”: overcoming stereotypes, balancing work and family have been barriers for women to climb up the corporate ladder.

Brotheridge & Lee (2008)

 

Journal of Man-agerial Psy-chology

Emotion

Management

Archival Data

Emotional intelligence is essential for ev-eryday managerial work. Managers are now expected to not only be rational but also able to manage their own emotions as well as their employees.

Gunduz (2013)

 

Monthly Review Emotional

Labor

Interview &

Data Analy-sis

Examines the emotional toll for migrant care workers and the emotional labors that employers have over these workers. The emotional labors paid by these women are for example: oppression from employer, discrimination, lack of protection from host-ing countries, and resentful children whom had to grow up without their mom.

Gender Bias

Authors & Year

Journal Focus Method Findings

Hakim (2006) British Journal of Guid-ance & Counselling

Gender Inequality

Archival Data & Case Study Analysis

At least three types of career paths exist for women (i.e., truncated, adaptive, or hegemonic) in today’s workforce. The fact that most women are categorically characterized into one of these career paths is a significant sign of gender inequality.

Noonan, Gal-lor, Hensler-McGinnis, Fassinger, Wang, & Goodman (2004)

Journal of Counseling Psychol-ogy

Women’s Career Develop-ment

Interview Examines the career development experiences of highly achieving women with physical and sensory disabilities.  

Torland (2011)

 

Annals of Leisure Research

Emotional Labor

Survey Analy-sis

Examines the potential differences between two types of emotional labor surface acting and deep acting among male and female adventure tour leaders.

Williams, C. L., Muller, C., & Kilanski, K. (2012)

Gender & Society

Gender Inequality/ Power

Interview & Case Study Analysis

Addressing workplace gender inequality is of utmost importance to 21st century organizations. Organizing “grassroot networks”, standardizing career mapping for genders, and increasing salary transparency are all creditable options for organizations seeking to improve gender equality.

Annotated Bibliography

Gender Bias Cont…

Authors & Year

Journal Focus Method Findings

Bunderson & Reagan(2011)

Organization Sci-ence

PowerDynamics

Archival Data

Socialized use of power is a necessary and crit-ical boundary for organizations where power and status differences exist.

Dasborough (2009) 

Leadership Quar-terly

Emotional Contagion

Data Anal-ysis

When leaders show favoritism towards certain employees it leads to a negative emotional perception of that leader. This negative per-ception can obliterate morale of the organiza-tion.

Diefenderoff & Greguras (2009)

Journal of Management

EmotionManage-ment

Survey Explaining how emotional display rules at work depend on various targets (i.e., customers, co-workers, supervisors).

Roberts (2000)

Education, Liter-acy, and Human-ization: Exploring the Work of Paulo Freire

Educa-tional Oppres-sion

Archival Data & Inter-view

Illiteracy is an obvious manifestation of educa-tional oppression by political forces.

Scarduzio (2011)

Management Communication Quarterly

EmotionalDeviance/Power

Observa-tion, Shadowing Employees, Interview

Examines the intersection of power, profes-sional work, organizing, and emotional de-viance at two municipal courthouses in the U.S.

Annotated Bibliography

social bias

Authors & Year Journal Focus Method Findings

Daniels (2011) Journal of Black Studies

Cultural/Power Dynamics

Archival Data

Understanding the differences between Eu-rocentric and Afrocentric organizations is crit-ical to fostering culturally-enhanced em-ployee relationships and preventing misunderstandings due to cul-tural baggage.

Everett & Johnson (2012)

 

Public RelationReview

Employee Percep-tions

Interviews This study explores how cultural knowledge and perception of the organization drives the way employees feel about the place where they work.

Grandey, Rafaeli, Ravid, Wirtz, & Steiner (2010)

Journal of Service Management

Emotion Manage-ment

Survey Explores how emotion display rules are influ-enced by relational, occupational, and cul-tural expectations.

Annotated Bibliography

cultural/eth-nicity

Implications for Future Re-search (Tara)

Recommendations• Power structures resulting in gender, cultural/ethnic-

ity, and social bias can cause severe problems within organizations.

• We offer these recommendations for future research on

power dynamics in organizational settings:

Gender bias - More research on how current policies are reinforc-ing gender bias should be completed in various occupational set-tings to gain a more encompassing understanding of how orga-nizational policies and practices are sustaining the glass ceiling.

Most of the articles we found on the use of critical dialogue were conducted solely from a learning/teaching perspective. However, we strongly feel that

the use of critical dialogue could have tremendously beneficial impacts on professional workplaces, and encourage future researchers to delve deeper into this relatively unknown territory.

While we found plenty of evidence supporting the aspect of the role of power (e.g., abuse, misuse, proper use) of organizations, most work fo-cused more on the goals, roles, and motives of those in power. It would be well- advised for future researchers to consider how power and status differences affect learning and development for those lower in the social hierarchy.

Recommendations Con’t

• Career pathing uses an examination of a woman’s knowledge, skills, and attributes to evaluate possible conduits leading to increased

career options. • Displaying leadership behaviors, setting specific career goals and ambitions, taking risks, and self-promotion are all valuable aspects of career pathing.

Interventions for Practition-ers Career Pathing

Expanding Career Re-sources

• Expanding women’s career resources in organizations is a crucial step to improving CD for women. Some of these re-sources include:

Stretch assignmentsOn-the-job training (OJT) International assignments

Interventions for Practitioners

Critical Dialogue

• Critical dialogue is fre-quently used to break down cultural, social, and political power barriers

by encouraging open, hon-est discussion between conflict-ing parties.

Interventions for Practitioners

Interventions for Practition-ers Fish Bowls and Mirroring

Fishbowls• A subset of the team is selected to sit in

a circle, with the rest of the team sitting around this subgroup. • When the inner group discusses the

matter, the outer circle can take notes and then provide feedback.

Mirroring

• What qualities or attributes best describe me?

• What qualities or attributes best describe you?

• How do I think the others will describe me?

Interventions for Practitioners360 Feedback & Mentoring/Sponsorship

360 Feedback Strong critical honest feedback allow em-ployees togrow

• Starting the conversation• Honest feedback• Actionable items

Mentoring/Sponsorship Supportive relationship builds trust and ex-pand knowledge

• Support network • Knowledge expansion

Take Away & Conclusion

Power dynamic takes place in every organization and at every level. Some organizations have a more evident power structure in place. It is important that research be done in order to affect change in policies and procedures that allow for the power structures to continue to hold sown those that are different from them both physically as well as ideologically. Gender bias is very prevalent in today’s society even though we have been talking about it for decades. Research can open the door to true changes and bring a light to the fact that bias based on power dynamics still exists across all organizations to some level. Researchinggender bias can also be translated to the other abuses that power dynamics bring to light, such as class warfare, racial bias. By identifying the underlying reasons why bias takes place in an organization and the benefits of breaking through biases because of power dynamics, organizations will be able to accomplish so much more than they do today.

Thank you!Well done, everyone !Have a great summer !!