El modelo mental compartido de los recursos humanos desde la perspectiva de la teoría feminista de la organización

Autores/as

  • Joel Mendoza Gómez UANL

DOI:

https://doi.org/10.29105/rinn9.17-5

Resumen

Abstract. The object of this article is the integration of feminist and team shared mental model theories. Through this integration, we question the implementation of some techniques oriented to reinforce the effectiveness of the human resources of the organization, and why they are not as effective as they were expected to be. The answer to this question is conceptually developed through the revision of the elements of both theories. By this revision,
a feminine shared mental model is identified and some propositions are derived about the tasks and processes of the group and the organization; Thus they are oriented to achieve a better performance of the human resources that form part of the group and the organization.

Keywords: feminist theory, human resources shared mental model, team shared mental model

Resumen: En este trabajo se presenta la integración de la teoría feminista de la
organización con la del modelo mental compartido en el equipo de trabajo. Mediante esta integración se planteó, cuestionar el por qué varias de las técnicas que se han implementado recientemente para mejorar la efectividad de los recursos humanos no funcionan de la manera esperada. La respuesta a ese cuestionamiento se desarrolla conceptualmente, al revisar los elementos de ambas teorías mencionadas e identificar un modelo mental compartido femenino que permite hacer proposiciones para su posterior verificación, sobre la
tarea y los procesos del grupo y la organización en la búsqueda de un mejor desempeño de los integrantes de los mismos.

Palabras clave: modelo mental compartido en el equipo, modelo mental de los recursos humanos, teoría feminista

Descargas

Los datos de descargas todavía no están disponibles.

Métricas

Cargando métricas ...

Citas

Ashcraft, K. L. (1998). I wouldn't say I'am a feminist, but... Organizational micropractice and DOI: https://doi.org/10.1177/0893318998114005

gender identity. Management Communication Quarterly, 11(4), 587-597.

Cannon-Bowers, J. A., Salas, E., & Converse, S. (1993). Shared mental models in expert team decision-making. In N. J. Castellan Jr. (Ed.), Individual and group decisionmaking:

Current issues: 221-246. Hillsdale, NJ: Lawrence Erlbaum.

Carr, A. N. & Lapp, Ch. A., (2007). Vive La Difference in the workplace: Feminism meets liberal theory in Las Vegas Casinos. TAMARA Journal, 6(6.4).

Chou, L., Wang, A., Wang, T., Huang, M., & Cheng, B. (2008). Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness. Human Relations, 61, 1713-1742. DOI: https://doi.org/10.1177/0018726708098083

D´Andrade, R., G. (1984). Cultural meaning systems. En Shweder, Richard; LeVine, Robert. (eds.). Culture Theory: Essays on mind, self, and emotion. Cambridge University Press. Cambridge.

Dávila, A. & Martínez, N. (1999). Un acercamiento crítico al concepto de cultura organizacional: Implicaciones para su estudio en organizaciones latinas. En A.

Dávila & N. Martínez (Eds.), Cultura en organizaciones latinas: Elementos, injerencia y evidencia en los procesos organizacionales. (Cáp. 1), México. Siglo XXI.

Dobson, J. (1999). The Art of Management and the Aesthetic Manager. Wesport, Conneticut: Quorum Books.

Ferguson, K. E. (1984). The Feminist Case against Bureaucracy. Philadelphia: Temple University Press.

Fletcher, J. K. (1998). Relational Practice: A feminist reconstruction of work. Journal of Management Inquiry, 7(1), 163-187. DOI: https://doi.org/10.1177/105649269872012

Fondas, N. (1997). Feminization Unveiled: Management qualities in contemporary writings. The Academy of Management Review, 22(1), 257-282. DOI: https://doi.org/10.5465/amr.1997.9707180266

Ford, J., (2010). Studying Leadership Critically: A Psychosocial Lens on Leadership Identities. Leadership, 6(1): 47–65 DOI: https://doi.org/10.1177/1742715009354235

Hatch, M. J. (1997). Organization Theory. New York: Oxford University Press.

Hearn, J. (2000). On the Complexity of Feminist Intervention in Organizations. Organization, 7, 609-624 DOI: https://doi.org/10.1177/135050840074006

Howell, S. L., Carter, V. K. & Schied, F. M., (2002). Gender and Women’s Experience at Work: A Critical and Feminist Perspective on Human Resource Development. Adult Education Quarterly, 52: (2), 112-127. DOI: https://doi.org/10.1177/0741713602052002003

Karau, S J., Moneim, A., & Elsaid, M. K. (2009). Individual Differences in Beliefs about Groups. Group Dynamics: Theory, Research, and Practice, 13(1), 1–13 DOI: https://doi.org/10.1037/a0013366

Kilduff, M. (1993). Deconstructing Organizations. The Academy of Management Review, 18(1), 13-31. DOI: https://doi.org/10.5465/amr.1993.3997505

Konrad, A. M., Cannings, K. & Goldberg, C. B., (2010). Asymmetrical demography effects on psychological climate for gender composition among Swedish doctors. Human Relations, 63, 1661 –1685. DOI: https://doi.org/10.1177/0018726710369397

Kozlowski, S.W.J., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. Klein & S.W.J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations:

Foundations, extensions and new directions: 3-90. San Francisco: Jossey-Bass.

Lott, B., (1991). Social Psychology: Humanist Roots and Feminist Future. Psychology of Women Quarterly, 15, 505. DOI: https://doi.org/10.1111/j.1471-6402.1991.tb00426.x

Maier, M. (1997). Confronting the (f)laws of the pyramid: Challenger's legacy for leadership and organizational development. Public Administration Quarterly, 21(3), 258-293.

Mathieu J. E., Heffner, T., Goodwin, G., Salas, E, & Cannon Bowers, J. A. (2000). The influence of shared mental models on team process and performance. Journal of Applied Psychology, 85(2), 273-283. DOI: https://doi.org/10.1037/0021-9010.85.2.273

Mathieu, J., Maynard, M. T., Rapp, T., & Gilson, L. (2008) Team Effectiveness 1997-2007: A Review of Recent Advancements and a Glimpse into the Future, Journal of Management, 34(3), 410-476. DOI: https://doi.org/10.1177/0149206308316061

McGinn, K. & Patterson, P. M., (2005). “A Long Way Toward What?” Sex, Gender, Feminism, and the Study of Public Administration. International Journal of Public Administration, 28, 929–942. Adult Education Quarterly, 56(2), 85-101. DOI: https://doi.org/10.1080/01900690500240954

McSwite, O. C. (2004).Creating Reality Through Administrative Practice: A Psychoanalytic Reading of Camilla Stivers' Bureau Men, Settlement Women. Administration & Society, 36, 406. DOI: https://doi.org/10.1177/0095399704266744

Metcalfe, B. D., (2008). A feminist poststructuralist analysis of HRD: why bodies, power and reflexivity matter. Human Resource Development International. 11:(5), 447–463 DOI: https://doi.org/10.1080/13678860802417569

Mohammed, S. & Dumville, B. C. (2001). Team mental models in a team knowledge framework: Expanding theory and measurement across disciplinary boundaries. DOI: https://doi.org/10.1002/job.86

Journal of Organizational Behavior; 22, 289. Mumby, D. K., & Putnam, L. L. (1992). The Politics of Emotion: A Feminist Reading of

Bounded Rationality. The Academy of Management Review, 17(3), 465-486.

Mumby, D. K., & Stohl, C. (1998,). Commentary: Feminist perspectives on organizational communication. Management Communication Quarterly, 11(4), 622-634. DOI: https://doi.org/10.1177/0893318998114008

Ollilainen, M. & Calasanti, T., (2007). Metaphors at Work: Maintaining the Salience of Gender in Self-Managing Teams. Gender & Society, 21(1), 5-27. DOI: https://doi.org/10.1177/0891243206293378

Stivers, C., (2003). Administration versus Management: A Reading from Beyond the Boundaries. Administration & Society, 35, 210. DOI: https://doi.org/10.1177/0095399703035002005

Thomas, J. E. (1999). "Everything about us is feminist": The significance of ideology in organizational change. Gender & Society, 13, 1-20. DOI: https://doi.org/10.1177/089124399013001006

Tindale, R. S. & Kameda, T. (2000). ‘Social sharedness’ as a unifying theme for information processing in groups. Group Processes & Intergroup Relations, 3(2), 123–140. DOI: https://doi.org/10.1177/1368430200003002002

Wajcman, J. (1991). Feminism Confronts Tecnology. U. Park, Pennsilvania: The Pensilvania State University Press.

Wanca - Thibault, M., & Tompkins, P. K. (1998). Speaking like a man (and a woman) about organizational communication: Feminization and feminism as a recognizable voice. Management Communication Quarterly, 11(4), 606-621. DOI: https://doi.org/10.1177/0893318998114007

Wood, J. T. (2000). Gender, communication and culture. En L. A. Samovar y R. E. Porter (Eds.), 170-179. Intercultural communication: A reader. Belmont, CA. Wadsworth

Publishing Company.

Descargas

Publicado

2017-12-07

Cómo citar

Mendoza Gómez, J. (2017). El modelo mental compartido de los recursos humanos desde la perspectiva de la teoría feminista de la organización. Innovaciones De Negocios, 9(17). https://doi.org/10.29105/rinn9.17-5