This paper examines the relationship between gender performativity and organizational space. Specifically, it focuses on some of the ways in which gender is materialized in and through workspace in accordance with the dominant gender norms shaping organizational life, a theme that has been relatively neglected within organization studies to date. Judith Butler's (

connections, the paper draws on insights from Judith Butler's recent writing on the ethics and politics of assembly in order to re-think how inclusion might be understood and practiced. The paper has three inter-related aims: (i) to emphasize the importance of a critical reconsideration of the ethics and politics of inclusion given, on the one hand, its positioning as an organizational 'good' and on the other, the conditions attached to it; (ii) to develop a critique of inclusion, drawing on insights from recent feminist thinking on relational ethics, and (iii) to connect this theoretical critique of inclusion, re-considered here through the lens of embodied ethics, to assembly as a form of feminist activism. Each of these aims underpins the theoretical and empirical discussion developed in the paper, specifically its focus on the relationship between embodied ethics, the interplay between theory and practice, and a politics of assembly as the basis for a critical reconsideration of inclusion.

This article is based on ethnographic research carried out in sex shops – retail premises selling sex toys, clothing and accessories, as well as sexually explicit books and films – located in London’s Soho. Drawing on the concept of ‘dirty work’, it explores not only the ways in which the various taints associated with dirty work – physical, social and moral – are lived and experienced, but also the allure of this particular type of work for those who perform it, and particularly of Soho as a work place. In doing so, the article extends the study of dirty work by drawing attention to two related themes that emerged from the research – first, the performance of what might be termed ‘abject labour’; that is, work that invokes a simultaneous attraction and repulsion for those who undertake it, and second, the significance of location and place in understanding the lived experience of work and the meanings with which particular types of work are imbued. The discussion concludes by arguing that teasing out the inter-relationship between these two themes – of simultaneity (of repulsion and desire) and setting – enables us to better understand interconnections between the meanings attached to particular types of work, and the specific locations in which they take place.

This paper is based on a series of 'anti-narrative' interviews with self-identifiedLGBT people designed to explore the ways in which lived experiences of age, gender and sexuality are negotiated and narrated within organizations in later life. It draws on Judith Butler's performative ontology of gender, particularly her account of the ways in which the desire for recognition is shaped by heteronormativity, considering its implications for how we study ageing and organizations. In doing so, the paper develops a critique of the impact of heteronormative life course expectations on the negotiation of viable subjectivity within organizational settings. Focusing on the ways in which 'chrononormativity' shapes the lived experiences of ageing within organizations, at the same time as constituting an organizing process in itself, the paper draws on Butler's concept of 'un/doing' in its analysis of the simultaneously affirming and negating organizational experiences of older LGBT people. The paper concludes by emphasizing the theoretical potential of a performative ontology of ageing, gender and sexuality for organization studies, as well as the methodological insights to be derived from an 'anti-narrative' approach to organizational research.

This article explores the methodological possibilities that Judith Butler's theory of performativity opens up for organizational research. Specifically, it draws on insights fromButler's critique of subjective recognition as a process of perpetual 'undoing' through which the complexity of lived experience is compromised in the performance of a seemingly coherent, recognizable subjectivity. Drawing on an interview-based study focusing on workplace experiences of gender, ageing and LGBT sexualities, the article considers what it means to undertake organizational research premised upon a performative ontology grounded in a critique of the normative conditions governing organizational recognition. Specifically, it asks: What form might a Butler-inspired methodology take? What opportunities might it open up or difficulties might it pose for organizational researchers? The article outlines and evaluates a method described here as 'anti-narrative interviewing'. We argue that this method constitutes a valuable methodological resource for organization studies researchers with an interest in studying how and why idealized organizational subjectivities are formed and sustained, as well as a way of empirically advancing the in-roads that Butler's writing has made into the study of human relations at work.

Our discussion here focuses on gender performativity -the evocation of gender through stylized modes of interaction and the recitation of particular cultural norms -in the BBC comedy series The Office. We suggest that The Office can be read as a cultural text that brings sedimented ways of thinking about and enacting gender into relief, a technique that effectively 'queers' management and organization as gendered phenomena. In doing so, we argue that not only does The Office parody the ways in which management is configured according to the terms of what Judith Butler has described as the 'heterosexual matrix', but that it also represents a parodic critique of the gendered ways in which this configuration is enacted in everyday organizational encounters. We also suggest that, in addition to its capacity to be read as a parody of gender performativity, The Office reflects queer theory's concern, particularly as the latter has been articulated in Butler's writing, to reveal something of the pathos inherent in the desire for recognition that underpins the hegemonic performance of gender. In this respect, our reading of The Office emphasizes that, as a popular cultural text, it throws into (comic) relief the extent to which the desire for recognition underpins the organizational performance and management of gender in accordance with the terms of the heterosexual matrix.

This paper examines service work within the contemporary airline industry which has recently been shaped by managerial initiatives aiming to deliver `quality service'. We focus upon the gendered consequences of this. On the basis of original empirical research, three specific arguments are advanced: firstly, recent competitive pressures and accompanying managerial initiatives are intensifying demands upon female employees for the production of emotional labour, subjective commitment to organisational aims and sexual difference within parts of the airline industry; secondly, despite the enormous power of such managerial demands, the `spaces' for female employees to comply, consent and resist remain `open' within the aspects of the industry studied; thirdly, the power of the gendered managerial prescription investigated here is related to the way it is embedded within the structural and inequitable capital-labour relation. The paper is informed by an approach which places the process of gendering inside class relations, and stresses the need to empirically interrogate the historically-specific `lived experience' of gendered power relations in order to adequately analyse and explain such phenomena.

This article attempts to reflect critically on the extent to which the discourses, techniques and imperatives associated with the management of work organizations are increasingly colonizing the everyday sphere of human communication and sense-making. Drawing on critical social theory and particularly Habermas's account of 'the rational organization of everyday life', as well as what has come to be known as critical management studies (CMS), the article begins by locating itself within contemporary debates on management and everyday life. It then proceeds, drawing on recent research involving a critical analysis of post-Excellence management books, to map out the discourse commonly encountered in such texts before going on to explore the presence of a notably similar discourse appearing within contemporary cultural resources such as self-help manuals and, more notably, lifestyle magazines. It is then argued that such texts constitute a material signifier of what is an ongoing managerialist colonization of the everyday life world. This argument is substantiated with reference to a series of (group and individual) semi-structured interviews focusing on the lived experience of management, highlighting the encroachment of management discourse, techniques and imperatives on life outside work organizations. The article concludes by reflecting critically on some of the philosophical and political issues this potentially raises and, in doing so, aims to contribute to a critical discussion of the diffusion of management knowledge and ideology, particularly in relation to the subjective impact of managerialism on human relations.