Abstract:Research on induction of newcomers is primarily focused on individual processes, such as acquisition of knowledge and socialization in order to create a smooth and frictionless entry period. The interest of our research, however, is the processes that happen on the organizational level. We claim that induction potentially triggers both individual and organizational learning and by drawing on practice-based theory we discuss how the interplay between individual and the organization, what we call a generative da… Show more
“…When rethinking induction, metaphors can be useful, as with the rhythm metaphor. Another metaphorical way of seeing induction, is as a generative dance (Sprogoe and Rohde, 2009). Building on the understanding proposed by Cook and Brown a generative dance within the doing of work "[.…”
Section: Rethinking Inductionmentioning
confidence: 99%
“…When rethinking induction, metaphors can be useful, as with the rhythm metaphor. Another metaphorical way of seeing induction, is as a generative dance (Sprogoe and Rohde, 2009). Building on the understanding proposed by Cook and Brown a generative dance within the doing of work “[…] constitutes the ability to generate new knowledge and new ways of using knowledge – which knowledge alone cannot do” (Cook and Brown, 1999, p. 394).…”
Purpose-Induction is the process of newcomers entering and becoming part of an organization. In one sense newcomers represent an opportunity for organizations to learn and change, but in another sense newcomers are instigated into an existing institutional order. The purpose of this paper is to explore how induction of newcomers can be understood as both organizational renewal and the maintenance of status quo, and to develop ways of describing this in terms of learning. Design/methodology/approach-The paper is designed as a qualitative study of induction practices in two branches of a Danish retail bank and a Danish management consulting company. The data are based on 30 semi-structured interviews and on some observations in the case companies. The data have subsequently been analyzed phenomenologically and thematically in light of a pragmatist understanding of learning. Findings-The paper provides two main findings. The duality of induction, in terms of organizational renewal and the maintenance of status quo can be conceptualized and meaningfully discussed through the metaphors of organizational rhythm and generative dance. And if this ambiguous dimension of induction is recognized, organizational idiosyncrasies, ways of doing and taken-for-granted aspects can be thrown up for discussion and thus potentially change or stabilize organizational practice based on persons and institutional order. Research limitations/implications-The paper adds to the growing academic debate of the complex nature of practice in general, and induction in particular. In addition, the paper has implications for practitioners involved in induction, as the paper highlights the need to rethink induction as both an opportunity to create organizational renewal and a way of maintaining status quo. Originality/value-Seeing the duality of induction and exploring it through the metaphors of organizational rhythm and generative dancing is original and potentially enriching for researchers and practitioners.
“…When rethinking induction, metaphors can be useful, as with the rhythm metaphor. Another metaphorical way of seeing induction, is as a generative dance (Sprogoe and Rohde, 2009). Building on the understanding proposed by Cook and Brown a generative dance within the doing of work "[.…”
Section: Rethinking Inductionmentioning
confidence: 99%
“…When rethinking induction, metaphors can be useful, as with the rhythm metaphor. Another metaphorical way of seeing induction, is as a generative dance (Sprogoe and Rohde, 2009). Building on the understanding proposed by Cook and Brown a generative dance within the doing of work “[…] constitutes the ability to generate new knowledge and new ways of using knowledge – which knowledge alone cannot do” (Cook and Brown, 1999, p. 394).…”
Purpose-Induction is the process of newcomers entering and becoming part of an organization. In one sense newcomers represent an opportunity for organizations to learn and change, but in another sense newcomers are instigated into an existing institutional order. The purpose of this paper is to explore how induction of newcomers can be understood as both organizational renewal and the maintenance of status quo, and to develop ways of describing this in terms of learning. Design/methodology/approach-The paper is designed as a qualitative study of induction practices in two branches of a Danish retail bank and a Danish management consulting company. The data are based on 30 semi-structured interviews and on some observations in the case companies. The data have subsequently been analyzed phenomenologically and thematically in light of a pragmatist understanding of learning. Findings-The paper provides two main findings. The duality of induction, in terms of organizational renewal and the maintenance of status quo can be conceptualized and meaningfully discussed through the metaphors of organizational rhythm and generative dance. And if this ambiguous dimension of induction is recognized, organizational idiosyncrasies, ways of doing and taken-for-granted aspects can be thrown up for discussion and thus potentially change or stabilize organizational practice based on persons and institutional order. Research limitations/implications-The paper adds to the growing academic debate of the complex nature of practice in general, and induction in particular. In addition, the paper has implications for practitioners involved in induction, as the paper highlights the need to rethink induction as both an opportunity to create organizational renewal and a way of maintaining status quo. Originality/value-Seeing the duality of induction and exploring it through the metaphors of organizational rhythm and generative dancing is original and potentially enriching for researchers and practitioners.
Scopo del lavoro è discutere quali processi generativi si possano attivare nella relazione tra senior e junior nei contesti di lavoro, durante il momento critico della socializzazione organizzativa dei più giovani. Il framework teorico utilizzato rimanda al costrutto di generatività, così come definito da Bradley e Marcia (1998) e da Cigoli e Scabini (2006). Viene presentato uno studio qualitativo condotto mediante interviste narrative a 24 professionisti senior e 24 junior. Le narrazioni raccolte mostrano differenti tipologie di relazione tra senior e junior, riconducibili a diverse forme di generatività. Tali risultati consentono di discutere il rapporto tra generatività e socializzazione organizzativa, e di riflettere su quale contributo possano dare i lavoratori senior alla socializzazione organizzativa dei più giovani.
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