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Made available in DSpace on 2016-04-29T13:31:54Z (GMT). No. of bitstreams: 1 Karen Louise Mascarenhas.pdf: 839236 bytes, checksum: 8bdb98b92b8757dd83d528ec7defa66b (MD5) Previous issue date: 2008-06-17 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This qualitative study is focused on the relationship between the executive and the organization. Semi-structured interviews with seven executives which experienced loosing their jobs, were analyzed using the discourse method. The business world context was analyzed considering two cuts: economic-political and social-ideological. The discussion of the relation individual organization, is base on psychosociology appropriate to organizations, focused on imaginary function, organization coercion power and the consequent submission of the executive through the adequation process to the demands for career growth. The impacts of the job contract rupture on the professional identity of the executive are also highlighted, as well as the difficulties in organizing day-to-day routines due to the loss of business routine. Conclusions are that to overcome the dependency link with the organization, executives should be aware of the mechanisms present in the relation and the impacts generated by unbalanced connections and base themselves in developing a more complete identity seeking for realization on what they care for / Trata-se de uma pesquisa de abordagem qualitativa acerca da relação do executivo com a organização. Foram realizadas entrevistas semiestruturadas com sete executivos que passaram pela situação de perda de seu emprego, tendo sido as mesmas submetidas ao método da análise do discurso. O contexto do mundo empresarial é analisado considerando dois recortes: um econômico-político e outro social-ideológico. Discute-se a relação indivíduoorganização, com base nos conceitos da psicossociologia apropriados à organização, com foco na função do imaginário, no poder de coerção da empresa e à conseqüente submissão do executivo, por meio do processo de adequação às exigências do meio para ascender na carreira. Destacam-se, ainda, os impactos da ruptura do vínculo empregatício na identidade profissional do executivo, bem como a dificuldade de organizar seu cotidiano a partir da perda da rotina empresarial. Conclui-se que, para superar o vínculo de dependência com a organização, os executivos devem ter consciência acerca dos mecanismos que conduzem essa relação e os impactos gerados por uma conexão desequilibrada, buscando assim, desenvolver sua identidade de forma mais completa e realizar-se naquilo que apreciam

The post-modern economy has altered the career landscape – career trajectories are now far more fluid and unpredictable, punctuated by multiple occupational changes, increased job mobility and more frequent and increasingly difficult job transitions. Leaders are frequently ill-prepared for the changing world of work that is progressively dominated by self-managed careers. Taking on a new role is fraught with complexity - for the “chosen one” and for organisations. The implications of successful, failed or derailed job transitions can have strategic and other ramifications for organisations and individuals alike. This study explores the career transition experiences of and the usefulness of career transition executive coaching for eleven individual leaders from various South African organisations. It is a descriptive, explanatory and exploratory qualitative study, employing the systems psychodynamic paradigm, chosen because it focuses on depth psychology and is a developmentally oriented, psycho-educational organisational theory. The study adopted an interpretive stance for understanding leaders’ systemic conscious and unconscious behaviour. The ACIBART model helped to interpret the experiences of leaders in transition. These transitions involve the taking and making of a role, implying the loss which attends leaving a previous role, and adjustment to and being authorised in a new, unfamiliar role, including a liminal period of being “in between”. This inevitably produces an inner drama in which internalised past figures, possibly related to the new role, are brought back to life, and perhaps even amplified in the present. These “unconscious echoes” explain the powerful emotions that frequently attend transitions, especially at the so-called mid-life, and which in turn activate various defence mechanisms. The systems psychodynamic approach to career transition coaching was particularly useful in helping the participants identify personal patterns and link these to their past and thereby develop personal awareness and insight. The “coaching space” thus became a containing, “transitional space” where the participants could safely do the work required to make the adjustment to their new roles. Finally, recommendations to various stakeholders regarding the provision of systems psychodynamic coaching for leaders in career transition are made. / Psychology / D. Phil. (Psychology)