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Thesis (Ph. D.)--University of Oregon, 2000. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 170-178). Also available for download via the World Wide Web; free to University of Oregon users.

Texte remanié de: Ph.D dissertation--Department of philosophy--University of Chicago, 2005. / Bibliogr. p. 339-344.

Ett stort fokus som växt fram i dagens mångkulturella samhälle är kulturens betydelse inom organisationer samt hur denna kan användas som ett verktyg för styrning av anställda. Efter att det inom organisationer skett ett skifte från byråkratisk och hierarkisk kontroll till en normativ kontroll är det nu styrning av individers föreställningar och värderingar som står i fokus. Detta är en utgångspunkt för studien vars syfte är att undersöka anställdas upplevelse av kulturen inom en organisation i försäkringsbranschen. Ytterligare önskas belysa vilken påverkan kulturen inom organisationen har på de anställdas värderingar och beteenden. En etnografisk ansats har tillämpats på studien, vilket innebär att individers uppfattningar om hur de tänker och handlar i deras omgivning är centrala. Studien har genomförts på försäkringsbolaget If som är verksamt i nio länder och har en ledande marknadsposition i Norden. För att erhålla material om kulturens styrande aspekter har tio semi-strukturerade intervjuer genomförts med anställda från If. Ur resultatet framkom att de anställda har en bild över hur man ska vara för att passa in i kulturen samt på vilket sätt de reglerar sina värderingar och beteenden för att överstämma med organisationskulturen. Vår slutsats är att kulturen inom If har en styrande funktion av de anställdas ”inre” då den formar riktlinjer för hur de anställda ska vara samt får dem att reglera sitt beteende i önskvärd riktning. Kulturen har ett inflytande på olika nivåer då den styr över vilka värderingar, egenskaper och beteenden som anses vara lämpliga respektive olämpliga. Från detta går det att urskilja en komplex bild av kulturens styrande aspekter.

The aim of this study is to examine what current discourses within the expanding popular management culture carry to organizations in terms of worldview, knowledge view, ideologies, norms, and values, and how these discourses shape leader’s roles in modern organizations. A case study is conducted on a conflict management book by a popular management guru, Stephen R. Covey. The three main study questions concern: 1) ontology and epistemology found in the discourses, 2) how the ideas of ‘right’ vs. ‘wrong’ conflict management strategies are constructed by the author, and 3) how the ideas of the ‘good’ and ‘bad’ leader are constructed. The study applies different discourse analytical and poststructuralistic tools combined in a bricolage, to analyze and deconstruct Stephen R. Covey’s (2011) managerial discourses in his book “The 3rd Alternative - solving life’s most difficult problems”. The study result shows that popular managerial discourses such as Covey’s lack solid scientific ground and carry institutional myths, ideology and normative religious beliefs to the learning organizations. The analyzed managerial discourses carry an underlying naive realistic worldview, and belief that there are some universally applicable correct principals concerning conflict resolution, and that there are also some principles and paradigms that are fundamentally wrong. Consequently, leaders who use the ‘right’ conflict management strategy are characterized as good and those who use the ‘wrong’ strategies are characterized as bad leaders. The conclusion of the study is that such non-scientific managerial discourses are given constituating power in organizations, generating a simplistic, ideological and normative view of organizational life, while creating myths about how the organizational reality should be perceived and how a leader should operate in it. It is furthermore argued that even a myth, or an ideal, can sometimes be useful to create a necessary change in an organization and move it in the desired direction.

Syftet med uppsatsen är att undersöka prästens makt i församlingen under 1800-talet i Sverige utifrån Foucaults disciplinteori. Uppsatsen skall svara på hur prästens makt över församlingen gav dem möjlighet att utöva disciplin och hur de kunde disciplinera församlingsmedlemmarna. Som teoretisk utgångspunkt används Foucault tankar med hierarkisk övervakning, normaliserande sanktionens metoder (straff) och examen. Materialet är hämtat från tidigare studier om prästens liv, församlingsmedlemmarnas plikter och husförhör. Uppsatsen visar att prästens makt går att applicera i Foucault tankar om makt med hjälp av disciplin.

No description available.

This paper focuses on the role freedom plays in Michel Foucault’s analyze of liberal and particularely neoliberal governmentalities. From his perspective, neoliberalism operates through the strategic production of entrepreneural subjectivity and distribution of self-governing. Here autonomy is central for governing, which raises questions about what freedom can mean at all in Foucault, and how resistance can be possible. Through Foucault’s thinking on liberal freedom, we can gain a better understanding of his philosophy on subjectivation and resistance.

Michel Foucault is often is taken to represent human beings as products of insidious structures of power that lie beyond control and perception. This is an unfair characterisation since a deeper reading into his work reveals reflections and even insistences on creativity, resistance and freedom as fundamental components of human experience. My aim is to unify these two aspects of Foucault's thought so as to provide a positive account of political resistance to power relations in contemporary neo-liberal society.

The purpose of this research is to explore how people make sense of the word feel in their communication across different social relationships and contexts. Assuming the use of the word feel is linked to the act of emotional expression, a secondary purpose is to examine how the perceived management of the word feel may be linked to well-being. Fifteen individual participants shared their perceptions about how they use the word feel over eight types of interpersonal relationships. Discourse analysis revealed that the function of the word feel was to self-disclose emotions or to inquire about them in others. The word feel emerged as a tool that can be wielded to achieve catharsis, intimacy, or social support while framing several subject positions within a discourse of emotional disclosure. When the word feel was reciprocated with others, participant perceptions showed how social status influenced how it was managed in relationships. In particular, the vulnerable disclosing parties were required to take risks in order to achieve the benefits of disclosure. Ruptures in the discourse occurred when participants who did not have opportunities to self-disclose experienced an unwanted emotional tension, an interest in receiving social support, or a drive to find closeness. These instances led to a use of the word feel outside of its emergent social rules. Finally, the beliefs of participants showed it was not just status that played a role in its management but gender as well. The findings show that although the deployment of feel requires judicious management of the risks inherent in emotional self-disclosure, the use of this can indicate the exchange of social resources known to have positive effects on well-being.