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2015 | Buch

Emotional Abuse and Neglect in the Workplace

How to Restore Normal Organizational Life

verfasst von: Joost Kampen

Verlag: Palgrave Macmillan UK

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Über dieses Buch

Emotional Abuse and Neglect in the Workplace tackles the big questions: How does emotional neglect of employees affect an organization? How can management effectively manage while restoring an organization’s health? When trust is gone, only reliable behavior by senior managers can help - and this takes time. The author explores striking similarities between the symptoms of ailing organizations and abusive or neglectful families. This book explores not only a new theory of neglected organizations, but also a set of methods enabling OD practitioners to restore employees’ trust. It also provides diagnostic tools and guidelines for change agents who confront organizational neglect head-on and includes case studies and real-life experiences of OD practitioners.

Inhaltsverzeichnis

Frontmatter
1. Parenting: A Source of Inspiration for Leadership
Abstract
This book is based on my PhD dissertation in which I explore the reasons why my interventions as an organizational development (OD) consultant did not always have the desired effect. After searching in vain for an explanation in the change management literature, I happened upon knowledge from a different domain. I discovered that the terminology of developmental psychology described the phenomena I encountered in my consultancy practice. I applied these concepts to organizations. This commercial edition of my PhD research is intended for a wide audience of OD professionals. This chapter summarizes my approach to organizational change and traces the process through which I developed the concept of emotional neglect in organizations (Section 1.1). It also describes my surprise at the ineffectiveness of change interventions at Gemeentevervoerbedrijf (GVB), Amsterdam’s public transport company, and my conclusion that the lack of reciprocity there was the key to why its reorganizations had failed (Section 1.2). Section 1.3 focuses on the use of metaphors to describe organizations, in particular the metaphor of neglectful parenting. Section 1.4 provides an overview of the structure of this book.
Joost Kampen
2. Amsterdam Public Transport: A Tough Nut to Crack
Abstract
The case studies I describe in this chapter are based on a series of organizational development (OD) projects at GVB,1 Amsterdam’s public transport company, where I worked as an external OD consultant for over a decade. Resistance to organizational change at the company was rife during my time there. This is exemplified by two case studies in particular. The first of these concerns an organizational change aimed at improving the efficiency and efficacy of traffic control’s management. The focus was mainly on redesigning work processes within traffic control. I will describe the change strategy I used based on the characteristics of planned–change strategies (Chin and Benne, 1970).
Joost Kampen
3. Emotional Neglect and Child Development
Abstract
In this chapter, we briefly put the domain of organizational development aside and explore developmental psychology, in particular child development. Schuiling and I happened upon this domain during our research and were pleasantly surprised to find that it provided us with an entirely new perspective on issues we had struggled with in our OD practice (Kampen and Schuiling, 2005). The literature on child abuse and neglect helped me define what neglect in an organizational context is and how it can be diagnosed and treated. This chapter will focus specifically on those aspects of child abuse and neglect that are relevant to organization development problems, namely, the hallmarks of neglectful parents/caretakers, children’s responses to neglect, good and bad parenting styles, and effective treatment of neglectful parents and neglected children. For the purposes of this book, I will disregard physical abuse and focus solely on emotional abuse and neglect.
Joost Kampen
4. Neglect in the Workplace: Definition and Diagnosis
Abstract
My next step is to take from the field of child development what I have learned about neglectful parenting and neglected children’s behavior and apply this to organizations. I will start by defining what neglect in the workplace looks like and consists of, further specified in a list of 16 signs of neglect. Then I will describe my method for diagnosing neglect, who to involve in the diagnosis, and how to make a diagnosis.
Joost Kampen
5. Recovering from Neglect
Abstract
This chapter outlines how to address the arrested development of a neglected organization. As the GVB case studies made clear, classic OD approaches often fail or only partially succeed. The OD strategy described below is geared to the organization’s cognitive and psychosocial development level, just like healthy parenting is geared to the cognitive and psychosocial development of children.
Joost Kampen
6. Good and Bad Leadership Styles
Abstract
What harm is done by a lack of leadership? What are the tell–tale signs that leadership is lacking? Starting with the answers to these questions, this chapter will compare parenting styles with leadership styles. Section 6.2 presents a leadership model, based on a thorough understanding of leadership theory. Various leadership styles are described and supplemented with insights from the field of developmental psychology. Section 6.3 explains which leadership styles are conducive to the recovery of neglected organizations, which are not, and how these affect organization development. Section 6.4 compares neglectful or laissez-faire leadership with other types of destructive leadership while Section 6.5 provides a list of interventions necessary to change existing, adverse leadership styles. Finally, Section 6.6 discusses how various leadership styles affect subordinates’s trust in their manager.
Joost Kampen
7. Recovery from Neglect: Coping and Intervening
Abstract
This chapter deals with the practical side of working and intervening in a neglected organization. Section 7.1 deals with interventions at the level of individuals and teams, including coping methods that can help change agents who discover they are unsuspecting observers or participants in a neglected organization. I will describe five professional roles in which these coping methods are applied. Sections 7.2 through 7.5 discuss organization-wide interventions. Based on three case studies from my own OD practice, I will describe and compare diagnostic and restorative interventions. Finally, Section 7.6 will review the GVB case study from Chapter 2 in light of what we have now learned about neglect in the workplace.
Joost Kampen
8. Lessons for OD Practitioners
Abstract
This chapter focuses exclusively on OD practitioners and what message they can take home from my findings in neglected organizations. I will present eight lessons that should be taken into account when trying to redress neglect in the workplace. The first six lessons apply to both internal and external change agents (Sections 8.1 through 8.6). Then I offer some advice for external consultants in particular (Section 8.7). Section 8.8 contains some pointers OD professionals can use to assess whether they are suitable for the job of change agent in a neglected organization. Finally, Section 8.9 discusses the interaction between internal change agent and external consultant. The key to this interaction is the role the OD consultant plays toward the manager leading the recovery. The external consultant acts as a sounding board, encouraging the change agent to maintain a healthy distance and keep things in perspective amid backstabbing, resistance, and subversion.
Joost Kampen
9. In Conclusion: A New OD Concept
Abstract
This book has introduced a new organizational development concept. It is ‘new’ in the sense that it borrows knowledge from the domain of developmental psychology and child development and applies it to OD and change management. The concept is also new in terms of the type of interventions employed and the change agent’s role and competencies. What can the theory of neglect in the workplace contribute to the OD and change management field? If parenting and leadership are so similar, what consequences does this have for OD practice? These questions, and my suggestions for further research, are the focus of this final chapter.
Joost Kampen
Backmatter
Metadaten
Titel
Emotional Abuse and Neglect in the Workplace
verfasst von
Joost Kampen
Copyright-Jahr
2015
Verlag
Palgrave Macmillan UK
Electronic ISBN
978-1-137-53433-0
Print ISBN
978-1-137-53431-6
DOI
https://doi.org/10.1057/9781137534330

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