It is commonly posited that the future of work in a technologically determined inevitability that people, organizations and nations must respond to if they are to prosper, or even survive. Dismissing such political resignation, Carl Rhodes' research attends to the ethical and democratic dimensions of the future of work, and how this future might be one of shared prosperity. Of special interest is how ethics can come to bear on contemporary business so that organizations, especially corporations, might be held to account by citizens and by civil society. The ethics he advocates is one that seeks to disturb the types of taken for granted cultures and practices that have led to mounting levels of global inequality, employment precarity, and exploitative work practices.
Carl's most recent books are Disturbing Business Ethics: Emmanuel Levinas and The Politics of Organizational Life (Routeldge, 2019), CEO Society: The Corporate Takeover of Everyday Life (Zed, 2018 with Peter Bloom), and The Companion to Ethics and Politics in Organizations (Routledge, 2015 with Alison Pullen). Carl has served as Senior Editor of the journal Organization Studies, Associate Editor of Organization and Gender, Work and Organization, and is an editorial board member of Human Relations, The International Journal of Management Reviews and The Journal of Business Ethics. He is series editor of Routledge Studies in Business Ethics.
Carl is Professor of Organization Studies and Deputy Dean at UTS Business School.
Carl regularly writes for the mainstream and independent press on issues related to ethics, politics and business. Recent articles include:
- Office infiltrating our psyche, The Sydney Morning Herald, 16 August 2019 (with Peter Fleming)
- Rise of corporate social responsibility poses danger, The Sydney Morning Herald, 6 June 2019 (with Peter Fleming)
- For the sake of Australian democracy, resist the ‘Messiah from the Shire', New Matilda, 21 May 2019
- Sole focus on Trump’s flaws risks losing the battle to save US democracy’, The Globe News, 28 April 2019 (with Peter Bloom)
- Post #BankingRC public trust will only “trickle down” from government action, Independent Australia, 3 April 2019
- Act now: We can't wait for gender equality at work, UTS Business School News, 8 March 2019 (with Hannah Bretherton)
- Gillette’s corporate calculation shows just how far the #metoo movement has come, The Conversation, 17 January 2019
- How corporate thinking took over everyday lif’. BOSS Magazine, December 2018, pp. 32-33 (with Peter Bloom)
- New scriptologies of organization studies. Business and Management Ink, 5 November 2018
- CEOs should have been the fall guys; why are they still heroes?’, AEON, 19 October 2018 (with Peter Bloom). Alos published in Raw Story and Alternet.
- Anning and Latham fight for a white male privilege “final solution”, Independent Australia, 17 August 2018
- Converging political and corporate leadership. Zed Books Politics and International Relations Blog, 1 August 2018 (with Peter Bloom)
- CEO pay is more about white male entitlement that value for money, The Conversation, 24 July 2018 (with Peter Fleming)
- Are we the robots taking our jobs?, ANZ Bluenotes, 16 July 2018 (with Sarah Kaine)
- Education, democracy and the future of work, UTS Futures, 7 June 2018.
- (Mis)leading ethics: Towards a bearable lightness of being, LSE Business Review, 6 June 2018 (with Richard Badham).
- The trouble with charitable billionaires, The Guardian, 24 May 2018 (with Peter Bloom)
- The future of work is under threat, but it's not robots we need to fear, ABC News, 22 March 2018
- Volkswagen, #monkeygate and the Sham of Corporate Social Responsibility, Independent Australia, 1 February 2018.
- The Coalition's Banking Royal Commission: Hard at work avoiding the real issues, Independent Australia, 5 December 2017.
- Did Westpac just mansplain gender diversity to its competitors?, The Conversation, 26 October 2017.
- Is business ethics too important to be left in the hands of business: A democratic alternative?, Business and Management Ink, 11 September 2017.
- The market for virtue: why companies like Qantas are campaigning for marriage equality, The Conversation, 28 August 2017. Also published in The New Zealand Herald.
- The #mcmanusstan Debacle Shows Our CEOs Have Run Out of Ideas, And the People Know It!, New Matilda, 30 July 2017.
- Neo-Villeiny: How Firms Use Bogus Self-employment to Exploit Workers, Work in Progress: The Blog of the American Sociological Association, 15 May 2017.
- Dutton’s Marriage Equality Tantrum Reveals a Pretence of Innocence, Independent Australia, 23 March 2017.
- Australia Post Salary Scandal Highlights Our Nation’s Growing Wage Inequality, The Conversation, 10 February 2017.
- Business 'Ethics' in the Trump Era, Independent Australia, 4 January 2017.
- Both Trump and Clinton Would See the US Run Like a Corporation, The Conversation, 3 November 2016.
- Corporate Authoritarianism and the New American Anti-Democracy, Common Dreams, 23 October 2016.
- Apple and Ireland are Betting on ‘Nation Inc’ and a World of Shareholder Citizens, The Conversation, 6 September 2016.
- The Latest Bank Interest Rate Scandal Signals A Crisis Of Australian Democracy, New Matilda, 8 August 2016.
- Volkswagen’s Record Settlement Payout: Treating the Symptom Not the Disease, The Conversation, 4 July 2016.
- Politics Needs An Ideas Boom, Not A Good Old Fashioned Class War, New Matilda, 10 May 2016.
- Royal Commission Into Banking Debate Reveals The Sell-Off of Australian Democracy, The Conversation, 13 April 2016.
- How Business is Devising new Ways to Rip Off Workers, The Conversation, 11 April 2016.
- Command and Control’ Banks Have Got Ethics and Culture All Wrong, The Conversation, 18 March 2016.
- Turnbull, Trump and the rise of the CEO politician: we're all just shareholders in Nation Inc, The Guardian, Feb 2016.
- Australian Open Sponsorship ‘Scandal’ Just Business-as-usual, The Conversation, 22 January 2016.
- 7-Eleven, Volkswagen cases show why we should push back on ‘corporate ethics’, The Conversation, October 2015.
- How to dodge more corporate scandals like 7-Eleven, VW and ExxonMobil, Independent Australia, October 2015.
- Volkswagen outrage shows limits of corporate power, The Conversation, September 2015.
- Coming: The age of Australian Corporatocracy. Independent Australia, July 2015,
- A 'hero' for the twenty-first century: meet the CEO politician, (with Peter Bloom), Open Democracy, May 2015.
- Google tax debate pits corporate ‘thieves’ against state sovereignty, The Conversation, April 2015.
- Freedom In Abbott's Australia: Did Someone Say Racism?, New Matilda, February 2015.
- Breaking Democracy's Promise In Tony Abbott's Team Australia, New Matilda, January 2015.
Can supervise: YES
Business Ethics, Organizational Theory, Leadership, Research Methods
Rhodes, C 2020, Disturbing Business Ethics Emmanuel Levinas and the Politics of Organization, Routledge, New York and London.
Disturbing Business Ethics: Emmanuel Levinas and the Politics of
Organization offers an unconventional and enlightening approach to
ethical thinking and practice in politics and organizations, and will be
of interest to students of business, management, leadership, political science and organizational theory.
Rhodes, C & Bloom, P 2019, Sociedad CEO El control corporativo de la vida cotidiana, Paidos México.
Peter Bloom y Carl Rhodes realizan en Sociedad CEO un análisis detallado y desmitificador acerca de esta figura corporativa que han impuesto las grandes compañías trasnacionales y que se colocan en el imaginario social como una especie ...
피터블룸 2019, CEO사회.
Bloom, P & Rhodes, C 2018, The CEO Society: The Corporate Takeover of Everyday Life, Zed Books, UK.
Corporate Executive Officers (CEOs) have become the cultural icons of the twenty-first century. Figures like Steve Jobs and Mark Zuckerberg are held up as role models who epitomize the modern pursuit of innovation, wealth, and success. We now live in a CEO society—a society where corporate leadership has become the model for transforming not just business, but all spheres of life, where everyone from politicians to jobseekers to even those seeking love are expected to imitate the qualities of the lionized corporate executive.
But why, in the wake of the failings exposed by the 2008 financial crisis, does the corporate ideal continue to exert such a grip on popular attitudes? In this insightful new book, Peter Bloom and Carl Rhodes examine the rise of the CEO society, and how it has started to transform governments, culture, and the economy. This influence, they argue, holds troubling implications for the future of democracy—as evidenced by the disturbing political rise of Donald Trump in the United States—and for our society as a whole.
Pullen, A & Rhodes, C 2015, The Routledge Companion to Ethics, Politics and Organizations, Routledge.
This collection will be a valuable reference source for students and researchers across the disciplines of organizational studies, ethics and politics.
Rhodes, C & Lilley, S 2013, Organizations and Popular Culture Information, Representation and Transformation, Routledge.
This book brings together the journal’s best contributions which specifically address how popular culture represents, informs and potentially transforms organizational practice.
Pullen, A & Rhodes, C 2009, Bits of Organization, Copenhagen Business School Press DK, Copenhagen.
Organization Studies are in Wikipedia ! ! When we went to http://en.wikipedia. org
/wiki/Organization_studies in March 2008 we found a useful and pithy definition: "
the academic study of organizations, examining them using the methods of ...
Rhodes, CH & Westwood, R 2008, Critical Representations of Work and Organizations in Popular Culture, 1, Routledge, London, UK.
This book challenges traditional organizational theory, looking to representations of work and organizations within popular culture and the ways in which these institutions have also been conceptualized and critiqued there. Through a series of essays, Rhodes and Westwood examine popular culture as a compelling and critical arena in which the complex and contradictory relations that people have with the organizations in which they work are played out. By articulating the knowledge in popular culture with that in theory, they provide new avenues for understanding work organizations as the dominant institutions in contemporary society. Rhodes and Westwood provide a critical review of how organizations are represented in various examples of contemporary popular culture. The book demonstrates how popular culture can be read as an embodiment of knowledge about organizations often more compelling than those common to theory and explores the critical potential of such knowledge and the way in which popular culture can reflect on the spirit of resistance, carnivalisation and rebellion.
Westwood, R & Rhodes, C 2007, Humour, Work and Organization, Routledge, London.
Considering the relationship between humour and organization in a nuanced and radical way and this book takes the view that humour and comedy are pervasive and highly meaningful aspects of human experience.
Ethics has become big business but have businesses become ethical? This is a central question for today’s managers.
Chappell, CS, Rhodes, CH, Solomon, N, Tennant, MC & Yates, LS 2003, Reconstructing the lifelong learner: Pedagogy and identity in individual, organisational and social change, 1, Routledge Farmer, London, england.
Garrick, J & Rhodes, C 2002, Research and Knowledge at Work Prospectives, Case-Studies and Innovative Strategies, Routledge.
This fascinating and controversial text makes sense of the complexities of research in the workplace and how 'working' knowledge is constructed.
Rhodes, CH 2001, Writing Organization: (Re)presentation and Control in Narratives at Work, John Benjamins, Amsterdam.
© 2020, Emerald Publishing Limited. Purpose: The purpose of this paper is to explore leadership for diversity informed by intersectionality and radical politics. Surfacing the political character of intersectionality, the authors suggest that a leadership for diversity imbued with a commitment to political action is essential for the progress towards equality. Design/methodology/approach: Drawing lessons from the grassroots, political organizing of the black and Indigenous activist groups Combahee River Collective and Idle No More, the authors explore how these groups relied on feminist alliances to address social justice issues. Learning from their focus on intersectionality, the authors consider the role of politically engaged leadership in advancing diversity and equality in organizations. Findings: The paper finds that leadership for diversity can be developed by shifting towards a more radical and transversal politics that challenges social and political structures that enable intersectionality or interlocking oppressions. This challenge relies on critical alliances negotiated across multiple intellectual, social and political positions and enacted through flexible solidarity to foster a collective ethical responsibility and social change. These forms of alliance-based praxis are important for advancing leadership for diversity. Originality/value: This paper contributes to studies of leadership and critical diversity studies by articulating an alliance-based praxis for leadership underpinned by intersectionality, radical democracy and transversal politics.
© 2020, Springer Nature B.V. In this introductory essay, we outline the relationship between political dissensus and radical democracy, focusing especially on how such a politics might inform the study of business ethics. This politics is located historically in the failure of liberal democracy to live up to its promise, as well as the deleterious response to that from reactionary populism, strong-man authoritarianism, and exploitative capitalism. In the context of these political vicissitudes, we turn to radical democracy as a form of contestation that offers hope in an affirmative, inclusive and sustainable alternative. On this basis we introduce the papers in the special issue as a collective exploration of the ethics and politics of radical democracy as manifesting in dissensus and the subversion of corporate and elite power by alternative democratic practices and realities.
© 2018, The Author(s) 2018. This article uses the concept of partial organization to examine how organizing principles can facilitate the effective operation of networked forms of corruption. We analyze the case study of a corruption network in the South Korean maritime industry in terms of how it operated by selectively appropriating practices normally associated with formal bureaucratic organizations. Our findings show that organizational elements built into the corruption network enabled coordination of corruption activities and served to distort and override practices within member organizations. The network was primarily organized through the hierarchical organization of a bounded and controlled set of members and, to a lesser extent, through processes of monitoring and sanctions. Given its clandestine nature, the network avoided the use of explicit rules to govern behavior, instead relying on habituated routines to ensure consistent and predictable action from members. We find that organizational elements were rescinded when the corruption network was exposed after the sinking of a passenger ferry, the Sewol. By rolling back its hierarchical organization and reverting to core relationships, the corruption network sought to preserve its center. The article illustrates the explanatory value of studying how the activities of corruption networks are enabled and adapt to existential challenges through partial organization.
Andrijasevic, R, Rhodes, C & Yu, K-H 2019, 'Foreign workers: On the other side of gendered, racial, political and ethical borders', ORGANIZATION, vol. 26, no. 3, pp. 313-320.View/Download from: Publisher's site
© 2019, © 2019 Informa UK Limited, trading as Taylor & Francis Group. Today it is common to see news headlines decrying the wildfire spread of the ‘gig economy’. We ask the exact opposite question: why aren’t more jobs now conducted via labour-based digital platforms, the primary method used in the gig economy? Surveys in the United States, United Kingdom and elsewhere indicate that gig work remains a very minor component of the labour market, and certainly isn’t overshadowing either regular employment or the contingent workforce (e.g. on-demand, part-time, contract, seasonal). The size of the gig economy is probably exaggerated because it is conflated with casual work per se (which has indeed grown) and non-labour platforms. Our paper argues that a central reason why labour-based digital platforms produce so few jobs is because it is inspired by a purist version of neoliberal capitalism, reductio ad absurdum, including strict market individualism and anti-unionism. This renders the gig economy unsustainable on its own terms, revealing its basic internal limits. The gig economy is a potent and dangerous pro-market fantasy, yet one whose imagined perfection is unsuitable to the realities of work on a large scale, hence why it has not proliferated more widely, thriving on the fringes instead.
© The Author(s) 2018. This article critically reviews the use of non-conventional writing in organization studies from the 1980s to the present day as it relates to the relationship between freedom, politics and theory. Just as research justifies itself through an elaboration of methodology, it is suggested that we can consider ‘scriptology’ – the reflexively aware articulation of the relationship between writing and knowledge – as a means to liberate knowledge production in organization studies from its self-imposed conservatism. While there are numerous actual examples of non-conventional scriptologies in use, it is argued the most politically radical and emancipatory of them can be found in contemporary feminine and feminist writing. Such writing provides a new textual aesthetic for organization studies that promises a democratic and egalitarian practice where expression seeks to defy the rules that would inhibit it rather than adhere to the ones that would authorize it. Such scriptologies can provide a way that knowledge can try, in its way, to be free.
Tweedie, D, Wild, D, Rhodes, C & Martinov-Bennie, N 2019, 'How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique', International Journal of Management Reviews, vol. 21, no. 1, pp. 76-96.View/Download from: Publisher's site
© 2018 British Academy of Management and John Wiley & Sons Ltd. While performance management (PM) is pervasive across contemporary workplaces, extant research into how performance management affects workers is often indirect or scattered across disciplinary silos. This paper reviews and synthesizes this research, identifies key gaps and explores 'recognition theory' as a nascent framework that can further develop this important body of knowledge. The paper develops in three main stages. The first stage reviews 'mainstream' human resource management (HRM) research. While this research analyses workers' reactions to performance management in some depth, its focus on serving organizational goals marginalizes extra-organizational impacts. The second stage reviews more critical HRM research, which interprets performance management as a disciplinary, coercive or inequitable management device. While this literature adds an important focus on organizational power, there is scope to analyse further how PM affects workers' well-being. To develop this strand of PM research, the third stage turns to the emerging field of recognition theory independently developed by Axel Honneth and Christophe Dejours. The authors focus especially on recognition theory's exploration of how (in)adequate acknowledgement of workers' contributions can significantly affect their well-being at the level of self-conception. Although recognition theory is inherently critical, the paper argues that it can advance both mainstream and critical performance management research, and also inform broader inquiry into recognition and identity at work.
Rhodes, C & Badham, R 2018, 'Ethical Irony and the Relational Leader: Grappling with the Infinity of Ethics and the Finitude of Practice', Business Ethics Quarterly, vol. 28, no. 1, pp. 71-98.View/Download from: Publisher's site
Relational leadership invokes an ethics involving a leader’s affective engagement and genuine concern with the interests of others. This ethics faces practical difficulties given it implies a seemingly limitless responsibility to a set of incommensurable ethical demands. This article contributes to addressing the impasse this creates in three ways. First, it clarifies the nature of the tensions involved by theorising relational leadership as caught in an irreconcilable bind between an infinitely demanding ethics and the finite possibilities of a response to those demands. Second, it examines this ethical challenge in acknowledgement of the hierarchical discourses and power dynamics in which leadership relationships are constrained and enacted. Third, it proposes “ethical irony” as a way leaders can respond to the demand for ethics without resulting in either an escape from ethics, or being crushed by its burden. Three dimensions of ethical irony are examined: ironic perspective, ironic performance, and ironic predilection.
Rhodes, C & Carlsen, A 2018, 'The teaching of the other: Ethical vulnerability and generous reciprocity in the research process', HUMAN RELATIONS, vol. 71, no. 10, pp. 1295-1318.View/Download from: Publisher's site
Rhodes, C & Pullen, A 2018, 'Critical Business Ethics: From Corporate Self-interest to the Glorification of the Sovereign Pater', International Journal of Management Reviews, vol. 20, no. 2, pp. 483-499.View/Download from: Publisher's site
Research in critical business ethics has demonstrated how economic self‐interest is the primary reason that businesses adopt nominally ethical practices. After reviewing this body of research, the authors propose that it can be further developed by questioning its conception of self‐interest, by exploring its non‐economic dimensions and by reconsidering the meaning of the ‘self’ that is said to have such interests. Drawing insights from feminist theory and political theology, the paper interrogates corporate business ethics as a public glorification of corporate power based on a patriarchal conception of the corporation. Genealogically rooted in early Christian ceremonial practices used to glorify God the Father, this is a glorification for the sake of glory rather than just for the sake of commercial ends. The authors further argue that corporate business ethics is rendered as the feminized servant of the sovereign corporate patriarch, always at hand to glorify the master. The meaning of corporate business ethics is hence one where the feminine is not absent, but rather is servile to a masculinity conceived in relation to domination, greatness and sovereignty. Collectively, this shows how the power wielded and desired by corporate business ethics far exceeds the pursuit of financial self‐interest; it is also related to modelling the corporation on a male God. The paper concludes by considering how research in critical business ethics can be extended through forms of inquiry that destabilize the ethical glorification of the corporation, and displace its masculinist privilege
Rhodes, C, Wright, C & Pullen, A 2018, 'Changing the World? The Politics of Activism and Impact in the Neoliberal University', ORGANIZATION, vol. 25, no. 1, pp. 139-147.View/Download from: Publisher's site
Harvey, G, Rhodes, CH, Vachhani, SJ & Williams, K 2017, 'Neo-villeiny and the service sector: the case of hyper flexible and precarious work in fitness centres', Work, Employment and Society, vol. 31, no. 1, pp. 19-35.View/Download from: Publisher's site
Pullen, A, Rhodes, C & Thanem, T 2017, 'Affective politics in gendered organizations: Affirmative notes on becoming-woman', ORGANIZATION, vol. 24, no. 1, pp. 105-123.View/Download from: Publisher's site
Rhodes, C 2017, 'Ethical Praxis and the Business Case for LGBT Diversity: Political Insights from Judith Butler and Emmanuel Levinas', Gender, Work and Organization, vol. 24, no. 5, pp. 533-546.View/Download from: Publisher's site
© 2017 John Wiley & Sons Ltd.This paper critically reconsiders debates about the business case for workplace diversity as exemplified in lesbian, gay, bisexual and transgender (LGBT) activism. These debates have long suggested that there is an oppositional distinction between justifying diversity on self-interested business grounds and justifying it on the grounds of ethics, equality and social justice. This has led to an impasse between ethically driven diversity theory and activism, and the dominant business case approach commonly deferred to in managerial practice. As a way of mediating this impasse the contribution of this paper is to demonstrate how 'ethical praxis' can be deployed both despite and because of non-ethically motivated approaches to ethics in business. Drawing on Judith Butler's and Emmanuel Levinas's considerations of the relationship between ethics and the practice of justice, it is argued that critiques of the business case for diversity rely on a pure ethics that does not adequately recognize its connection to lived politics. Conversely, support for the business case evinces a politics that has failed to remember its origin in ethics. The paper positions ethical praxis as a political intervention undertaken in the name of ethics and uses this to suggest that the business case, despite its ethical poverty, holds potential to create real opportunities for justice in organizations.
Rhodes, C 2016, 'Democratic Business Ethics: Volkswagen's Emissions Scandal and the Disruption of Corporate Sovereignty', ORGANIZATION STUDIES, vol. 37, no. 10, pp. 1501-1518.View/Download from: Publisher's site
Rhodes, C 2016, 'Review of: Stephen Edgell, Heidi Gottfried and Edward Granter (eds.), The SAGE Handbook of the Sociology of Work and Employment', Journal of Industrial Relations, vol. 58, no. 5, pp. 697-698.View/Download from: Publisher's site
Rhodes, C & Westwood, R 2016, 'The Limits of Generosity: Lessons on Ethics, Economy, and Reciprocity in Kafka’s The Metamorphosis', Journal of Business Ethics, vol. 133, no. 2, pp. 235-248.View/Download from: Publisher's site
This paper interrogates the relation between reciprocity and ethics as it concerns participation in the world of work and organizations. Tracing discussions of business and organizational ethics that concern themselves, respectively, with the ethics of self-interest, the ethics of reciprocity, and the ethics of generosity, we explore the possibility of ethical relations with those who are seen as radically different, and who are divested of anything worth exchanging. To address this we provide a reading of Franz Kafka’s famous novella The Metamorphosis and relate to it as a means to extend our understanding of business and organizational ethics. This story, we demonstrate, yields insight into the unbearable demands of ethics as they relate to reciprocity and generosity. On this basis, we draw conclusions concerning the mutually constitutive ethical limitations of reciprocity and generosity as ethical touchstones for organizational life while simultaneously accepting the seemingly insurmountable difficulties of exceeding those limits. In such a condition, we argue, ethics is not best served by adopting idealistic or moralizing positions regarding generosity but rather by working in the indissoluble tensions between self and other.
Phillips, M, Pullen, A & Rhodes, C 2014, 'Writing Organization as Gendered Practice: Interrupting the Libidinal Economy', Organization Studies, vol. 35, no. 3, pp. 313-333.View/Download from: Publisher's site
While gender very much holds a place in organization studies, this is primarily in relation to being an object of study. Still largely silent and inexplicit is the gendered nature of what organization studies researchers themselves do when they research and write. Our overarching project in this essai is to render the gendered character of organization studies writing open for discussion, to disturb the taken-for-granted gender neutrality of the ways that organization studies is written, as well as to outline how it might be otherwise. The specific contribution we are led to is the setting out of the possibilities for, following Hélène Cixous, a bisexual writing of organization studies. We suggest that organization studies has been dominated by a participation in what Cixous calls a 'masculine libidinal economy'. This is a system of exchange where science, mastery and rigour are not so much an effort in inqu iry, but more a form of (rough) trade through which to appease the fear of castration; the fear of not-knowing. In looking for alternatives we review recent developments in narrative methodology in organization studies and extend this through the idea of the feminine libidinal economy and towards a consideration of Cixous's practice of bisexual writing - a writing that challenges masculine orthodoxy by confusing it rather than attempting to replace it with another (feminine) orthodoxy. © The Author(s) 2013.
© The Author(s) 2013. This article offers an understanding of organizational ethics as embodied and pre-reflective in origin and socio-political in practice. We explore ethics as being founded in openness and generosity towards the other, and consider the organizational implications of a ‘corporeal ethics’ grounded in the body before the mind. Shifting focus away from how managers might rationally pursue organizational ethics, we elaborate on how corporeal ethics can manifest in practical and political acts that seek to defy the negation of alterity within organizations. This leads us to consider how people’s conduct in organizations might be ethically informed in the context of, and in resistance to, the dominating organizational power relations in which they find themselves. Such an ethics manifests in resisting those forms of organizing that close down difference and enact oppression; a practice we refer to as an ethico-politics of resistance.
Rhodes, CH 2014, 'Ethical Anarchism, Business Ethics and The Politics of Disturbance', Ephemera : Theory and Politics in Organization, vol. 14, no. 4, pp. 725-737.
The article offers information on the views of economist Milton Friedman concerning ethical anarchism, business ethics and politics in organizations. It mentions the book "Totality and Infinity" by Emmanuel Levinas where he specifically addresses issues of labor, work and commerce. It also mentions that the primary responsibility that business takes is to make profits.
Pullen, A & Rhodes, C 2013, 'Parody, subversion and the politics of gender at work: the case of Futurama's "Raging Bender'', ORGANIZATION, vol. 20, no. 4, pp. 512-533.View/Download from: Publisher's site
Rhodes, CH & Bloom, P 2012, 'The Cultural Fantasy of Hierarchy: Sovereignty and The Desire For Spiritual Purity', Research in the Sociology of Organizations, vol. 35, pp. 141-141.View/Download from: Publisher's site
Bureaucratic hierarchy, as the hallmark of the modern organization, has been remarkably resilient in the face of increasingly pervasive attacks on its fundamental value and usefulness. We investigate the reasons for this from a cultural, particularly psychoanalytic, perspective – one that sees hierarchy's perpetuation not in terms of the efficacy of its instrumental potential, but rather in the values that are culturally sedimented within it. We argue that hierarchy reflects longings for a pure heavenly order that can never be attained yet remains appealing as a cultural fantasy psychologically gripping individuals in its beatific vision. To tease out this cultural logic we examine two representations of it in popular culture – the U.S. television comedy The Office (2005–) and comedian Will Farrell's impersonation of George W. Bush (2009). These examples illustrate the strength of bureaucratic hierarchy as an affective cultural ideal that retains its appeal even whilst being continually the subject of derision. We suggest that this cultural ideal is structured through a ‘fantasmatic narrative’ revolving around the desire for a spiritualized sense of sovereignty; a desire that is always undermined yet reinforced by its failures to manifest itself concretely in practice. Our central contribution is in relating hierarchy to sovereignty, suggesting that hierarchy persists because of an unquenched and unquenchable desire for spiritual perfection not only amongst leaders, but also amongst those they lead.
McMurray, R, Pullen, A & Rhodes, C 2011, 'Ethical subjectivity and politics in organizations: A case of health care tendering', ORGANIZATION, vol. 18, no. 4, pp. 541-561.View/Download from: Publisher's site
Rhodes, CH & Price, O 2011, 'The Post-Bureaucratic Parasite: Contrasting Narratives Of Organizational Change In Local Government', Management Learning, vol. 42, no. 3, pp. 241-260.View/Download from: Publisher's site
This article investigates the relationship between learning, bureaucracy and post-bureaucracy as manifest in a local government council in the Australian state of New South Wales. Empirically, we compare the culturally dominant narrative of the necessity
While much contemporary organizational research has highlighted how surveillance and self-surveillance are dominant modes of attempting subjective control in organizations, in this article we consider whether 'being seen' harbours the potential to also e
Rhodes, CH, Pullen, A & Clegg, SR 2010, ''If i should fall from grace...': Stories of Change and Organizational Ethics', Journal of Business Ethics, vol. 91, no. 4, pp. 457-614.View/Download from: Publisher's site
Although studies in organizational storytelling have dealt extensively with the relationship between narrative, power and organizational change, little attention has been paid to the implications of this for ethics within organizations. This article addresses this by presenting an analysis of narrative and ethics as it relates to the practice of organizational downsizing. Drawing on Paul Ricoeurs theories of narrative and ethics, we analyze stories of organizational change reported by employees and managers in an organization that had undergone persistent downsizing. Our analysis maintains that the presence of a dominant story that seeks to legitimate organizational change also serves to normalize it, and that this, in turn, diminishes the capacity for organizations to scrutinize the ethics of their actions. We argue that when organizational change narratives become singularized through dominant forms of emplotment, ethical deliberation and responsibility in organizations are diminished. More generally, we contend that the narrative closure achieved by the presence of a dominant narrative amongst employees undergoing organizational change is antithetical to the openness required for ethical questioning.
Rhodes, CH, Pullen, A, Vickers, MH, Clegg, SR & Pitsis, A 2010, 'Violence and workplace bullying: What are an organization's ethical responsiblities?', Administrative Theory & Praxis, vol. 32, no. 1, pp. 96-115.
Understood as an act of violence intentionally perpetuated by one person over another, bullying is a direct affront to ethics, especially when ethics is seen to be grounded in a primary relationship with and responsibility for other people. Existing research has attended largely to providing individualized rather than organizational explanations of bullying and has not adequately interrogated bullying in relation to ethics. With this paper, we address the question What are organizations ethical responsibilities in responding to the bullying that occurs within them? We argue that although organizations cannot necessarily be held responsible for individual acts of bullying, they can be held responsible for asserting constant vigilance that seeks to address and minimize the presence of such acts. We call for organizations to act, not just to prevent or censure individual acts of bullying, but also to engage in an ongoing and active self-critique of all of their practices insofar as they support the institutionalization and normalization of bullying relationships.
Noting the ever-increasing encroachment of discourses and practices from the private sector on public education providers, this paper argues that such organizations exist within competing sets of differences that seek to define and fix the meaning of 'education' and 'business'. We report on fieldwork conducted in an adult education college in Sydney. In the Australian context these colleges are referred to as community colleges and their history is one based in a strong liberal tradition. Utilising Judith Butler's idea of 'drag' we consider the effects of changing modes of governance in the college with specific reference to the stories told to us about it. Our discussion suggests that the organisation was caught between identifying itself with a masculinised discourse of business and a discourse of community cast as its feminised other. In navigating between these, the college was seen to perform as a 'drag king' an organisation performing the masculine but in so doing, undoing its gendered status. This leads us to suggest that the incorporation of business and market-based discourse into the management of community education is something that is actively resisted and undermined through such forms of gendered transgression. We conclude by proposing that this organization's capacity to perform drag is a contributing factor to its overall success, and particularly in an economic climate where many not-for-profit organisations are floundering.
Rhodes, CH 2009, '"All I want to do is get that check and get drunk" Testifying to resistance in Charles Bukowski's Factotum', Journal Of Organizational Change Management, vol. 22, no. 4, pp. 386-401.View/Download from: Publisher's site
Purpose - The purpose of this paper is to examine the themes of resistance to organizations in Charles Bukowski's novel Factotum in relation to contemporary theory in organization studies, and to consider the ways in which the literary depiction of resistance can be used to extend theoretical debates on the subject Design/methodology/approach - Literary fiction, and the novel in particular, is theorized as an undecidable space between experiential reality and creative/fictional experiment that offers a valuable exposition of and experimentation with, the meaning of work in organizations. The theme of resistance to organizations in Factotum is read in terms of how the experiment of the novel can be articulated with discussions of resistance in organization studies. Findings - The paper shows how Bukowski's novel portrays a form of resistance that has elided attention in the organization studies literature - that which is highly individualistic and disorganized yet extreme and overt. This is a resistance that does not just work against the power structures of one organization, but rather rejects all aspects of capitalist work relations other than those necessary for survival. Originality/value - Theoretically, the paper extends theories of resistance in organizations by using Factotum to explore the meaning of extreme individualised organizational resistance. Methodologically the paper exemplifies how the reading of novels can provide insight to the paper of organizations not available through more conventional means by testifying to, and experimenting with, the meaning of organizational experience.
Building on existing considerations of reflexivity in research writing, this essai seeks to reappraise the concept of responsibility in relation to the ethics of post-representational research methodology in organization studies. Jacques Derridas discussions of responsibility and undecidability and Emmanuel Lévinas distinction between the saying and the said are brought to bear on the ethics of the discursive construction of organizational research as a form of representing the Other. The essai argues that responding to reflexivity extends beyond textual practice and self-accounting towards a responsibility for the exercise of academic freedom. This freedom entails a radical openness that is operationalized in an ongoing reinvention that resists the institutionalization of the field of inquiry through a form of transformative knowledge. It is the legacy and promise of reflexivity in organization studies that can invigorate the imagination in research its poiesis as an ongoing project of saying the ethical.
On 16 August 2006 we watched Life of Grime: New York on Australia's Channel 10 television network. The camera followed a group of 'grime professionals' cleaning up the streets of New York. They cleaned rats, dogs and other peoples' dirt. One guy struck us as particularly interesting. His job was cleaning the streets after suicides. His latest assignment was someone who had recently jumped from an apartment block of 17 floors, a woman. He enjoyed scrubbing the railing which caught her flesh as she fell, the blood fresh on the sidewalk. As he hosed down the street with complete detachment from the dirt he was cleaning, the blood just ran, slipping away - life having already slipped away. The debris was fresh and easy to remove. Stale dirt, hardened blood, crusty flesh is harder to brush away and with it better hydraulics are required to sterilize the streets, he told us. Maybe writing is like this. Ignoring the material(ity) of the dirt. Pretending that it didn't come from real people. Forgetting the damaged lives that produce the dirt. Removing the dirt from view. And our dirt is so encrusted, so hard to sanitize despite our massive cleaning efforts.
This article develops and illustrates a gendered theorization of narcissism as it relates to the self-identity of leaders in organizations. While the value of existing theories of leadership and narcissism are acknowledged, it is noted that they treat narcissism in an implicitly masculine fashion. In so doing they limit narcissistic leadership identity to relatively aggressive, self-oriented, and domineering forms. To develop a more thorough and nuanced appreciation of the implications of narcissism for leaders' identity work, the article articulates a gendered perspective on narcissism that accounts for forms of leadership that are self-focused but not necessarily traditionally masculine. Four types of leadership narcissism are identified and illustrated: the bully, the star performer, the servant, and the victim. While each of these forms is narcissistic in that identity is associated with the defence of a grandiose self-image (ego ideal) through the admiration of others and the love of the self, they achieve this in markedly different, and gendered, ways. The article concludes by arguing how a gendered reading of narcissism and leadership provides a richer understanding of the narcissistic behaviours of men and women in contemporary organizations.
Between 1999 and 2004 Playmates Toys Inc. of Costa Mesa, California, released a hugely successful line of plastic fi gurines depicting characters from the animated television series The Simpsons. Under the trademark `The World of Springfi eld, the series featured the cartoon characters in various poses and confi gurations. They were sold as `playsets replete with props and scenery. Playmates Toys is a subsidiary of Playmates Holding Ltd, a company listed on the Hong Kong stock exchange. The toys were manufactured in China and distributed all over the world as part of a global empire of fi gures and collectibles you might even have one in your home. Playmates operated under a license from the 20th Century Fox Film Corporation as just one part of the multi-million dollar merchandising businesses fuelled by the massive popularity of The Simpsons. Indeed, there are many hundreds of organizations licensed to use The Simpsons to market everything from breakfast cereal to board games. You can even purchase Simpsons branded `sugar free chewable omega 3 capsules and various `vitamin products, not to mention the Homer Simpson talking pizza cutter.
Rhodes, CH, Clegg, SR & Anandakumar, A 2008, 'Ethical Vitality: Identity, Responsibility and Change in an Australian Hospital', International Journal of Public Administration, vol. 31, no. 9, pp. 1037-1057.View/Download from: Publisher's site
This article reports and reflects on a narrative ethnographic account of organizational change in a large public hospital in Australia. We describe how the conduct and identity positions of people in the hospital were related to three prevalent discourses; one of authoritarian professionalism, one of collaboration and open disclosure, and one of inspection and retribution. We suggest that the presence of multiple and competing organizational discourses on which to base decisions, highlighted the need for managers to take a personal stake in deciding their own conduct. We propose the notion of ethical vitality as a means of registering the ways that ethical responsibility can only come alive in organizations when people take, and are in a position to take, a reflexive responsibility for their conduct. On this basis, we suggest that the presence of multiple ethical norms and rules in organizations, on a plural model, might actually make people in organizations more rather than less ethically responsible
This paper presents a series of connected reflections that consider the process of representation, mimesis, and poiesis in textuality, with a particular focus on writing about management and organizations. The paper juxtaposes and partially connects stories, narrative fragments, and arguments ranging in source from, inter alia, fictionalizations of ancient Rome, reflections on the magical practices of native South Americans, lyrics of popular songs, considerations of Hindu gurus, and the phenomena of guru management books. This assemblage of different yet interconnected texts intends to suggest a critique of popular fashionable management, as well as a critique of its critique elsewhere. The point we arrive at is that management and its scholarship might eschew a desire for being either fashionable or scientific, and instead try just to be stylish.
This paper articulates a conception of organizational justice based on the promise of a mode of organizing that does not violate the particularity of each and every other person. It argues that the decisive condition for such a form of justice resides in the realities of the cultural practices of an organization as they are apparent in the conduct of people in relation to multiple others. These are practices that can only seek justification in the primary right of each person to be regarded with absolute alterity. It also argues that a degree of violence is unavoidable within any practical ordering of justice and that any consideration of ethics and justice in organizations must account for such violence and seek to negotiate its existence on ethical terms. The organizational justice that is referred to is one sensitive to the exercise of its own power and authority in the context of its unavoidable violation of its basis in ethics. This is a justice that is ethically necessary, but is never sure of itself.
In this article we develop a conceptualization of business ethics as practice. Starting from the view that the ethics that organizations display in practice will have been forged through an ongoing process of debate and contestation over moral choices, we examine ethics in relation to the ambiguous, unpredictable, and subjective contexts of managerial action. Furthermore, we examine how discursively constituted practice relates to managerial subjectivity and the possibilities of managers being moral agents. The article concludes by discussing how the 'ethics as practice' approach that we expound provides theoretical resources for studying the different ways that ethics manifest themselves in organizations as well as providing a practical application of ethics in organizations that goes beyond moralistic and legalistic approaches.
In this paper we develop a conceptualisation of organizational decision-making as a practice that is, necessarily, ethical. The paper starts with a discussion of the notion of decision-making as it relates to organizational rationality and the relationsh
Clegg, SR, Rhodes, CH & Kornberger, MM 2007, 'Desperately Seeking Legitimacy: Organizational Identity and Emerging Industries', Organization Studies, vol. 28, no. 4, pp. 495-513.View/Download from: Publisher's site
In this article we examine the process of organizational identity formation in emerging industries. We argue that organizational identity is best understood in terms of the relationship between temporal difference (i.e. the performance of a stable identity over time) and spatial difference (i.e. by locating organizational identity in relation to other firms, both similar and different). It is the relationship between these two forms of difference that enables the construction of a legitimate sense of organizational identity. Our discussion is illustrated using empirical material from a study of the emerging industry of business coaching in Australia.
This article explores how the relationship between work and utopia has been articulated in rock music. Rock is a cultural discourse that provides insight into the tension between representations of utopian imagination with the often hard realities of the
Boje, D & Rhodes, CH 2006, 'The leadership of Ronald McDonald double narration and stylistic lines of transformation', The Leadership Quarterly, vol. 17, no. 1, pp. 94-103.View/Download from: Publisher's site
This research note reports a study of Ronald McDonalds leadership. The argument is that rather than just being a spokesperson or marketing device for the McDonalds corporation, Ronald performs an important transformational leadership function. Ronalds re
Over the past decades there have been persistent radical critiques of management. Previously the goal was to apply forms of Marxian analysis to the world of management and organizations, usually seeing it as a sphere of false consciousness distorted and
This paper examines ethics in organizations in relation to the subjectivity of managers. Drawing on the work of Michel Foucault we seek to theorize ethics in terms of the meaning of being a manager who is an active ethical subject. Such a manager is so i
Iedema, RA, Rhodes, CH & Scheeres, HB 2006, 'Surveillance, resistance, observance Exploring the teleo-affective volatility of workplace interaction', Organization Studies, vol. 27, no. 8, pp. 1111-1130.View/Download from: Publisher's site
Central to the critical study of contemporary management practice has been an understanding of the possibilities for worker subjugation framed in terms of the disciplinary practices of surveillance and responses to it in terms of compliance and resistanc
Rhodes, CH 2006, 'For Business Ethics', Organization Studies, vol. 27, no. 2, pp. 303-308.
Rhodes, CH 2006, 'Review of: C. Grey and H. Willmott (2005) Critical Management Studies: A Reader, Oxford: Oxford University Press.', British Journal Of Industrial Relations, vol. 44, no. 3, pp. 590-593.
Rhodes, CH & Scheeres, HB 2006, 'Between cultures: values, training and identity in a manufacturing firm', Journal Of Organizational Change Management, vol. 19, no. 2, pp. 223-236.View/Download from: Publisher's site
Purpose - The purpose of this paper is to critically scrutinize the use of training interventions as a means of implementing corporate culture change and to assess the implications of such programs for employee identity. Design/methodology/approach - The
Boje, D & Rhodes, CH 2005, 'The virtual leader construct: The mass mediatization and simulation of transformational leadership', Leadership, vol. 1, no. 4, pp. 407-428.View/Download from: Publisher's site
In this paper we rethink and reframe organizational learning in terms of organizational becoming. We see these concepts as two mutually implicating ways of exploring and simultaneously constituting the phenomena of organization. Bearing in mind that the
Iedema, RA, Rhodes, CH & Scheeres, HB 2005, 'Presencing identity: organizational change and immaterial labor', Journal of Organizational Change Management, vol. 18, no. 4, pp. 327-337.View/Download from: Publisher's site
Purpose - To examine Hardt and Negri's discussions of immaterial labor in relation to personal identity and sociality at work in a context of the postmodernization of the global economy. Design/methodology/approach - Hardt and Negri's discussions of imma
Rhodes, CH 2005, 'David Grant, Cynthia Hardy, Cliff Oswick and Lunda Putnam (eds): the SAGE Handbook of Ornganizational Discourse', Organization Studies, vol. 26, no. 5, pp. 793-804.
Rhodes, CH 2005, 'The Sage Handbook Of Organizational Discourse', Organization Studies, vol. 26, no. 5, pp. 793-799.
Given the rapid expansion of narrative approaches in management and organization theory in recent years, this paper investigates the contribution of this literature to the understanding of organizations and processes of organizing. The paper tells the story of the development of narrative approaches in organizational theory. Narrative's contribution to substantive areas of organization theory is evaluated. These developments are then reviewed in relation to an ongoing tension between story and science. We conclude by contemplating some of the criticisms, and the future, of narrative research.
In this paper, we reflect on the use of fictional source material and fictional formats in organization studies in order to explore issues of responsibility in the writing of research. We start by examining how research using fictional narrative methods has worked to radically destabilize distinctions between what is real and what is fictional. In relation to this, we ask the question: if a research account can be regarded as fiction, what are the implications of this insight for the responsibilities of authors? Opposing the view that using fiction necessarily leads to an anything goes relativism, we argue that a recognition of the fictionality of research texts implies a heightened sense of researcher-author responsibility. We see our main contribution as extending existing discussions of reflexivity in research into a consideration of issues of ethics and responsibility as it relates to the textuality of research writing. To do so, we draw on Derridas theorization of responsibility and undecidability as a way of problematizing and discussing the ethics of research in relation to its textuality. We argue that the explicit borrowing from fictional genres evinces the essentially written and fictional status of research papers, and highlights the ethical dimensions associated with decisions related to representational strategies and authorial subjectivity.
Byers, D & Rhodes, CH 2004, 'Justice, identity and managing with philosophy', Ephemera: critical dialogues on organisations, vol. 4, no. 2, pp. 152-164.
Clegg, SR, Kornberger, MM & Rhodes, CH 2004, 'Noise, parasites and translation - theory and practice in management consulting', Management Learning, vol. 35, no. 1, pp. 31-44.View/Download from: Publisher's site
Rhodes, CH 2004, 'Books Review: Debating Organization: Point-counterpoint In Organization Studies', Contemporary Sociology-a Journal Of Reviews, vol. 33, no. 4, pp. 443-444.
Rhodes, CH 2004, 'Utopia in popular management writing and the music of Bruce Springsteen: do you believe in the promised land?', Consumption, Markets and Culture, vol. 7, no. 1, pp. 1-20.View/Download from: Publisher's site
Ten Bos, R & Rhodes, CH 2003, 'The game of exemplarity: subjectivity, work and the impossible politics of purity', Scandinavian Journal of Management, vol. 19, pp. 403-423.View/Download from: Publisher's site
Rhodes, CH 2002, 'Coffee and the business of pleasure: the case of Harbucks vs. Mr Tweek', Culture and Organization, vol. 8, no. 4, pp. 293-306.
In this paper, I examine the representation of organizations in the television cartoon series South Park . In particular the South Park episode 'Gnomes' is reviewed - this episode contains a direct parody of the role and conduct of organizations in society as its story revolves around a 'fictitious' coffee chain, Harbucks', attempt at a hostile takeover of a small town coffee shop. Drawing on the episode's roman a clef (or perhaps cartoon a clef ) depiction of the global coffee retailing organization Starbucks, it is argued that this popular culture representation offers opportunities to critique and debate organizational behaviour in a way not available to modes of representation common to Organization Studies. Following Bakhtin's model of the carnival, South Park is read as exemplary of a subversive culture of folk humour that mocks, satirises and undermines official institutions - a culture rich in understandings of contemporary organizations and their relationship with society.
Rhodes, CH 2002, 'Text. Plurality and organisational knowledge/I like to write about organisations', Ephemera, vol. 2, no. 2, pp. 98-118.
Rhodes, CH & Garrick, J 2002, 'Economic metaphors and working knowledge: enter the 'cogito-economic' subject', Human Resource Development International, vol. 5, no. 1, pp. 87-97.View/Download from: Publisher's site
Rhodes, CH 2001, ''D'Oh: The Simpsons, Popular Culture and the Organisational Carnival', Journal of Management Inquiry, vol. 10, no. 4, pp. 374-383.
Published in a major US journal. The journal is ranked "Recognised internationally 2* in the Aston Business School Data Base
This article reviews the practice of interview-based research through the metaphor of researcher as ghostwriter. What is suggested is that research can be examined as a form of textual practice in which researchers create images of others and also enter those images. In such a practice, research can be understood as a dialogic process where researchers are never neutral in their attempts to write about the lives of other people. This then leads to a need for researchers to account for their textual choices and their role in producing accounts of the experience of others. The article concludes that the ghostwriter metaphor is a way of understanding research that enables researchers to acknowledge their role in the production of textual representations of their research participants. © 2000, Sage Publications. All rights reserved.
garrick, J & Rhodes, CH 1998, 'Deconstructive Organizational Learning: Towards a Postmodern Epistemology of Practice', Studies in the Education of Adults, vol. 30, no. 2, pp. 172-183.
Rhodes, CH 1997, 'Playing With Words: Multiple Representations of Organizational Learning Stories’', Electronic Journal of Radical Organization Theory, vol. 3, no. 1.
Rhodes, CH 1996, 'Postmodernism and the Practice of Human Resource Development in Organizations', Australian and New Zealand Journal of Vocational Education Research,, vol. 4, no. 2, pp. 79-88.
Rhodes, CH 1996, 'Researching Organizational Change and Learning: A Narrative Approach', Researching Organizational Change and Learning: A Narrative Approach, vol. 2, no. 4.
Bloom, P & Rhodes, CH 2017, 'Political Leadership in the 21st Century: Neoliberalism and the Rise of the CEO Politician' in Storey, J, Hartley, J-L, Denis, P, Hart, P & Ulrich, D (eds), The Routledge Companion to Leadership, Routledge, London, pp. 359-372.
On Monday May 4, 2015 former Hewlett-Packard CEO Carly Fiorina launched her campaign as a candidate for the United States presidency. While her candidature was path breaking as the rst female to ever run as a Republican for this position, her campaign had focused rst and foremost on her experience as a business leader. The previous February she declared: “HP requires executive decision-making, and the presidency is all about executive decisionmaking” (Lee, 2015). This echoed the abiding theme that she believed would resonate with voters: the message that “what she did for HP, she can do for America” (Carroll & Neate, 2015). Nevertheless, Fiorina’s record as CEO has been severely criticized. Hers was a tenure “marked by layos, outsourcing, conict, and controversy – so much so that several prominent former HP colleagues recoil at the idea of Fiorina managing any enterprise again, let alone the executive branch” (Corn, 2015). While such criticisms are important, they perhaps miss a more fundamental issue. Does being a CEO, even a successful one, serve as a good and proper background for political leadership? What does it reect about the potentially dangerous change in popular attitudes regarding the relation of leadership to democracy in the twenty-rst century?
Rhodes, CH 2017, 'Academic Freedom in the Corporate University: Squandering Our Inheritance?' in Izak, M, Kostera, M & Zawadzki, M (eds), The Future of University Education, PalgraveMacMillam, Cham, pp. 19-38.View/Download from: Publisher's site
This collected volume of essays offers glimpses of the future of university education.
Rhodes, CH 2016, 'Justice: Re-membering the Other in Organization' in Mir, R, Willmott, H & Greenwood, M (eds), The Routledge Companion to Philosophy in Organization Studies, Routledge, London, pp. 449-458.
Rhodes, CH 2016, 'Permission Taking: The Humanities and Critical Pedagogy in the MBA' in Steyaert, C, Beyes, T & Parker, M (eds), The Routledge Companion to Reinventing Management Education, Routledge, UK, pp. 361-373.View/Download from: Publisher's site
The MBA has been under significant critique in recent years, most saliently in relation to its narrow functional focus, instrumental orientation and lack of attention to the ethical dimensions of business (Mintzberg 2004; Navarro 2008; Muff et al. 2013). Although it is common for responses to these issues to focus on broad-based programmes and curricular change (for example, Moldoveanu and Martin 2008; Datar et al. 2010), with this chapter I want to explore ways in which individual educators can respond and have responded to these issues in the classroom. In so doing I am not dismissing the importance of changes to the structure of education at the level of either policy or practice; clearly what happens at such lofty levels has a significant impact on teachers and students. Commentary on, for example, changes to government funding arrangements, the widespread vocationalization of management education, or universities focusing on using management programmes in a way that puts revenue generation above education is critical to maintaining democratic debate over the future of education. However, for most of us who toil away in the classroom our influence on such matters is for the most part limited, rendering us almost passive in our receipt of changes that eventually trickle down to us. We might engage with them in a similar manner to how we care about national politics, but our position is as citizens (in this case of the university) rather than as politicians. Moreover, if as individual educators we become enthralled solely with general debates at the expense of considering the possibilities of our own professional practice, then we risk avoiding taking action in the very location where we can make a difference. Although it may be the case that changes to the structure and governance regimes of universities have augmented managerial power at the expense of that of individual academics (Parker and Jary 1995), the classroom is a prime site where such encroachments ...
Rhodes, CH 2016, 'Popular Culture and Management: the Provocation of Spongebob Squarepants' in Czarniawska, B (ed), A Research Agenda for Management and Organization Studies, Edward Elgar Publishing, UK, pp. 126-135.
Pullen, A & Rhodes, C 2015, 'Introduction: The inseparability of ethics and politics in organizations' in Pullen, A & Rhodes, C (eds), The Routledge Companion to Ethics, Politics and Organizations, Routledge, London, pp. 1-9.View/Download from: Publisher's site
Pullen, A & Rhodes, CH 2015, 'Is Becoming-woman Possible in Organizations?' in Pullen, A & Rhodes, C (eds), The Routledge Companion to Ethics, Politics and Organizations, Routledge, London, pp. 355-367.
Bjorkeng, K, Carlsen, A & Rhodes, CH 2014, 'Between the Saying and the Said: From Self-reflexivity to Other-vulnerability in The Research Process’' in Cooren, F, Vaara, E & Langley, A (eds), Language and Communication at Work Discourse, Narrativity, and Organizing, Oxford University Press, UK, pp. 325-348.View/Download from: Publisher's site
While process theory has effectively and systematically been employed in the study
of organizations, such considerations have rarely been extended to questioning the
research process itself. This chapter takes a process approach to language use, power
relations and the ethics of response in organizational research We start with a
discussion of reflexivity in research and extend this through a more radical
contestation of the subjectivity-objectivity divide, a contestation that is key to the
process philosophy of pragmatism. To address a potential one-sidedness of researcher
self-reflexivity—with perils of objectification, interpretive monopoly and lack of
receptivity—we turn to the work of Lévinas. We explore the possibilities that are
open to researchers if we approach the research process from a position of othervulnerability.
We use two illustrative examples and discuss implications for research
collaboration, conversations and participation in theorizing.
Rhodes, C 2013, 'Justice and the ethical quality of leadership' in Todnem By, R & Burnes, B (eds), Organizational Change, Leadership and Ethics: Leading Organizations Towards Sustainability, Routledge, Abingdon, Oxon, pp. 55-72.View/Download from: Publisher's site
Rhodes, CH 2012, 'The Moral of the Story: Ethics, Narrative and Organizational Change' in Boje, D, Burnes, B & Hassard, J (eds), The Routledge Companion to Organizational Change, Routledge, London, pp. 506-518.
Rhodes, CH & Lilly, S 2012, 'Studying Organizations Through Popular Culture' in Rhodes, C & Lilly, S (eds), Organizations and Popular Culture: Information, Representation and Transformation, Routledge, London, pp. 1-15.
Boje, D, Pullen, A, Rhodes, CH & Rosile, GA 2011, 'The Virtual Leader' in Bryman, A, Collinson, D, Grint, K, Jackson, B & Uhl-Bien, M (eds), The SAGE Handbook of Leadership, SAGE Publications Ltd, London, pp. 518-530.
INTRODUCTION This chapter provides a critical review and evaluation of the
idea and practices of the 'virtual leader'. Although the issue of virtuality has been
taken up in leadership studies in relation to 'virtual teams' (see Martins, Gilson
© Mollie Painter-Morland and René ten Bos 2011. Goals of this chapter. After studying this chapter you will be able to: Articulate the ways in which management and business ethics researchers have approached and developed the idea of organizational justice; distinguish between the three most commonly defined dimensions of organizational justice: distributive justice, procedural justice, and interactional justice; explain how management and business ethics researchers have understood the relationship between justice and ethics; explain how the concept of justice is understood in the philosophy of Emmanuel Levinas and contrast this with the concept of justice used in the literature on organizational justice; consider the radical implications of Levinas's understanding of justice for organizational justice; understand the meaning of the term pleonexia and its relationship with justice in organizations. Introduction. The idea of justice is philosophically sophisticated, culturally embedded, and practically enacted. Justice has had massive uptake in Western society and culture over some thousands of years. With this longevity ‘justice’ is part of our normal lexicon and is an idea that forms the basis of some of the main national and international institutions that serve to govern our everyday lives. The breadth of juridico-political structures that regulates interactions between people in both national and global settings rests in one way or the other on the idea of justice. Business organizations are also sites where the idea of justice is meaningful, and it has therefore not escaped the attention of those who study, theorize, and practice management and ethics-especially in terms of the just treatment of employees.
Rhodes, CH 2011, 'The Gift of the World: Writing as Openness and Responsibility' in Dutton, J & Carlsen, A (eds), Research Alive: Exploring Generative Moments of Qualitative Research, CBS Press, Copenhagen, pp. 190-193.
Rhodes, CH & Pullen, A 2011, 'Gender, Work and Organizations in Popular Culture' in Jeanes, E, Knights, D & Martin, PY (eds), Handbook of Gender, Work and Organization, John Wiley & Sons, Oxford, pp. 51-64.
After industrialization the stories we tell ourselves about ourselves are a part of
the vast matrix of corporate activity. Gender, race and religion are deeply
entrenched in and influential on popular culture and the mass media (Fiske, 1989
Rhodes, CH & Pullen, A 2010, 'Gender, The Mask and The Face: Towards a Corporeal Ethics' in Simson, R & Lewis, P (eds), Concealing and Revealing Gender, Palgrave, Badingstoke, pp. 233-248.
Rhodes, CH & Kornberger, MM 2009, 'Writing in the crowded margin: Transgression, postmodernism and organization studies' in Pullen, A & Rhodes, C (eds), Bits of Organization, Copenhagen Business School Press, Denmark, pp. 99-118.
Rhodes, CH & Pullen, A 2009, 'Narrative and stories in organizational research: An exploration of gendered politics in research methodology' in Buchanan, DA & Bryman, A (eds), The Sage Handbook of Organizational Research Methods, Sage Publications, London, UK, pp. 583-601.
Rhodes, CH 2008, 'Organization Man' in Clegg, SR & Bailey, JR (eds), International Encyclopedia of Organization Studies, Sage, Thousand Oaks, Ca, pp. 1137-1139.
Rhodes, CH 2008, 'Popular Culture' in Clegg, SR & Bailey, JR (eds), International Encyclopedia of Organization Studies, Sage, Thousand Oaks, Ca, pp. 1257-1260.
Rhodes, CH, Scheeres, HB & Iedema, RA 2008, 'Triple Trouble: Undecidability, Identity and Organisational Change' in Coulthard & Iedema (eds), Identity Trouble, Palgrave Macmillan, Houndmills Basingstoke, UK, pp. 229-249.
Kornberger, MM & Rhodes, CH 2007, 'Business ethics' in Ritzer, G (ed), The Blackwell Encyclopedia of Sociology, Blackwell, Oxford, pp. 1439-1442.
Rhodes, CH 2007, 'Management Discourse' in George Ritzer (ed), The Blackwell Encyclopedia of Sociology, Blackwell, London, pp. 2722-2725.
Rhodes, CH & Pullen, A 2007, 'Representing the d'other: The grotesque body and masculinity at work in The Simpons' in Westwood, R & Rhodes, C (eds), Humour, Work and Organization, Routledge, London, pp. 161-179.
Rhodes, CH & Westwood, R 2007, 'Letting Knowledge Go: Ethics and Representation of the Other in International and Cross-Cultural Management' in Carter, C, Clegg, S, Kornberger, M, Laske, S & Messner, M (eds), Business Ethics as Practice: Representation, Reflexivity and Performance, Edward Elgar, Cheltenham, pp. 68-83.
Rhodes, CH, Iedema, RA & Scheeres, HB 2007, 'Identity, Surveillance and Resistance' in Pullen, A, Beech, N & Sims, D (eds), Exploring Identity: Concepts and Methods, Palgrave Macmillan, Houndmills, pp. 83-99.
ARC Special Projects (ASSA)
Clegg, SR & Rhodes, CH 2006, 'Conclusions: Possible ethics and ethical possibilities' in Clegg, S & Rhodes, C (eds), Management Ethics: Contemporary Contexts, Routledge, Abingdon, OX, UK, pp. 172-176.
ARC Special Projects (ASSA)
Czarniawska, B & Rhodes, CH 2006, 'Strong plots: popular culture in management practice & theory' in Gagliardi, P & Czarniawske, B (eds), Management Education & Humanities, Edward Elgar, Cheltenham, GL, UK, pp. 195-218.
Kornberger, MM, Rhodes, CH & Ten Bos, R 2006, 'The others of hierarchy: rhizomatics of organising' in Fuglsang, M & Sorensen, BM (eds), Deleuze and the Social, Edinburgh University Press, Edinburgh, UK, pp. 58-74.
Rhodes, CH 2002, 'Dialogue, Learning and Management Education' in McNiff, J (ed), Action Research in Organisations, Routledge, London, pp. 261-264.
Introduction In The Fifth Discipline, Peter Senge says: 'The organizations that will
truly excel in the future will be the organizations that discover how to tap people's
commitment and capacity to learn at all levels in an organization' (1990: 4; ...
Rhodes, CH 2002, 'Politics and popular culture: Organizational carnival in the Springfield nuclear power plant' in Clegg, SR (ed), Management and Organization Paradoxes Management and Organization Paradoxes Management and Organization Paradoxes, John Benjamins, Amsterdam, The Netherlands, pp. 119-137.
Czarniawska, B & Rhodes, CH Gothenburg Research Institute 2004, Strong Plots: the relationship between popular culture and management theory & practice, pp. 1-37, Gothenburg, Sweden.
Strong Plots: the relationship between popular culture and management theory & practice
Chappell, CS, Hawke, GA, Rhodes, CH & Solomon, N OVAL Research UTS 2003, Major research program for Older Workers; Stage 1 The Conceptual Framework, pp. 1-76, http://sitesearch.uts.edu.au/oval/publication_result.lasso.
This commissioned Report to ANTA develops a conceptual framework to understand the education and training needs of older workers in order to inform the context and future directions of education and gtraining policy in Australia
Chappell, CS, Hawke, GA, Solomon, N & Rhodes, CH Australian National Training Authority 2003, High Level Review of Training Packages - Phase 1 report - An analysis of the current and future context in which Training Packages will need to operate, pp. 1-47, Brisbane, Australia.
An analysis of the current and future context in which Training Pac kages will need to operate