HRM and the beginnings of organizational change.

Francis, Helen (2003) HRM and the beginnings of organizational change. Journal of Organizational Change Management, 16 (3). pp. 309-328. ISSN 0953 4814

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This paper presents a discourse-analytic approach to the study of human resource management (HRM) and organisational change, which is more sensitive than conventional research designs to the dynamic role of language in shaping processes of change. The prevailing positivism within business and management research is noted, in which language is treated as unproblematic; it simply mirrors or represents an objective “reality” that can be measured in some way. In contrast, discourse-based studies accept that language is not simply reflective of reality, but is significant in constituting reality. The paper moves on to examine the potential of discourse-based studies to offer fresh insights into the role of HRM in producing change. Drawing on the work of Ford and Ford, change is treated as a “shift in conversation” and case-study evidence is presented of the surfacing of a change initiative within a large UK manufacturing firm

Item Type: Article
Print ISSN: 0953 4814
Electronic ISSN: 1758-7816
Uncontrolled Keywords: communication; human resource management; organizational change; teamworking;
University Divisions/Research Centres: The Business School > School of Management and Law
Dewey Decimal Subjects: 300 Social sciences > 300 Social sciences, sociology & anthropology > 302 Social interaction
300 Social sciences > 330 Economics > 331 Labor economics
Library of Congress Subjects: H Social Sciences > H Social Sciences (General)
H Social Sciences > HD Industries. Land use. Labor
Item ID: 2067
Depositing User: RAE Import
Date Deposited: 12 Feb 2008 14:27
Last Modified: 13 Jun 2013 14:55

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