Academic literature on the topic 'Emická perspektiva'

ZusammenfassungWissenschaftliche Communities bemühen sich um Konsensusdefinitionen von Basiskonzepten, die der empirischen Forschung zu Grunde liegen. In der Forschung über Spiritualität und Spiritual Care können etic-Daten (erhoben durch operationalisierte Methoden) und idiosynkratische, stark subjektive emic-Daten unterschieden werden. Interessanterweise können auch empirische Forscher und Spiritualitäts-Experten ihre persönliche emic-Perspektive ausdrücken, die sehr verschieden von der Perspektive ihrer Kollegen sein kann. Diese Studie verwendet die Repertory Grid Technik (RGT), eine empirische Methode zur Erfassung idiosynkratischer psychologischer Charakteristika, um die persönlichen Konstrukte von „Spiritualität“ und „Spiritual Care“ bei Experten in diesen Forschungs- und Praxisfeldern zu untersuchen.

Som det ofte er blevet påpeget, har forklaringer på de nuværende sekteriske konflikter i Mellemøsten været præget af to forskellige tilgange, den instrumentalistiske og den primordialistiske. Det primordialistiske fokus på religion giver emiske forklaringer af sekteriske konflikter baseret på doktrinære og rituelle forskelle, men først og fremmest spørgsmålet om Muhammads legitime efterfølgere. Som konsekvens er slaget ved Kerbela blevet betragtet som den afgørende begivenhed i islamisk historie, der kan forklare de nuværende konflikter. Instrumentalistiske analyser indskrænker deres fokus til kendsgerninger i en ramme af få år, eller få årtier. For at overvinde modsætningen mellem disse to positioner retter denne artikel fokus på et mellemliggende tidsniveau, som indtil videre ikke har været begrebsliggjort og derfor ikke har været et centralt emne i debatten om sekterisme. Udgangspunktet er den franske økonomihistoriker Fernand Braudels opdeling af historiske processer i tre forskellige tidsperioder: longue durée (langvarige udviklinger, som skaber grundlæggende strukurer), conjoncture/moyenne durée (mellemlange udviklinger) og évenements (kortvarige processer, som fører til enkelte begivenheder). Artiklen her fokuserer på moyenne durée som forklaringsramme for de nuværende sekteriske konflikter i Irak, Syrien og Bahrain.

This article discuss self-esteem, one of the Javanese attitude. Dignity or self- esteem for the Javanese is part of the humanist character. Self-esteem is related to humanity (kamanungsan), namely the attitude of the self that prioritizes human behavior in treating others. Anthropologically, the Javanese self-esteem can be seen from the concept of local knowledge, which is a form of local knowl- edge that comes from daily life that is still growing in Java. The Javanese emic concept of self-esteem can be transformed into a value of wisdom and the spiri- tual insight on the present, when there is a stagnation in the application of general knowledge that has been dominated by Western values.

This study aims to compare two ethnographies of organizational culture – one from the discipline of Social Anthropology and one from the discipline of Organizational Studies – considering their purpose, their method, and their concept of culture. Despite big similarities, or perhaps thanks to the similarities, some fundamental differences are made visible. The discipline of Organizational Studies has, compared to that of Social Anthropology, regarding the research method being used, less focus on, and less participation in, the informal social life of the organizational culture of the study. Regarding the concept of culture the Organizational Studies consider culture containing more of unity, stability and clear boundaries, compared to Social Anthropology. Further – the Organizational Studies has more focus on power and structure, while Social Anthropology has more focus on meaning and interpretation. Finally – the research purpose of studies in Organizational Studies is a bit more normative in its characteristic, than that of Social Anthropology. The study is concluded with a discussion of the future of Social Anthropology and its studies of organizational culture. An argumentation is conducted intended to get the two disciplines to learn from each other in the area of organizational culture, and also intended to show the discipline of Social Anthropology a road to relevant studies in the area of organizational culture.

 

Denna studie syftar till att jämföra två etnografier inom organisationskultur - en från disciplinen socialantropologi och en från disciplinen organisationsteori - med fokus på deras respektive syfte, metod och kulturbegrepp. Trots stora likheter, eller kanske tack vare likheterna, syns några grundläggande skillnader. Organisationsteorin har, jämfört med socialantropologin, angående forskningsmetod, mindre fokus på och mindre deltagande i det informella sociala livet i den studerade organisationskulturen. Angående kulturbegreppet så ser organisationsteorin kultur som något enhetligt, stabilt och tydligt avgränsat i större utsträckning än socialantropologin. Vidare har organisationsteorin större fokus på makt och struktur, medan socialantropologin har mer fokus på mening och tolkning. Slutligen är organisationsteorins syfte något mer normativ i sin karaktär än hos socialantropologin. Studien avslutas med en diskussion om socialantropologins framtid på området organisationskultur. En argumentation drivs i syfte att de två disciplinerna ska kunna lära från varandra och i syfte att visa en väg för socialantropologin att bedriva relevanta studier på området organisationskultur.

This paper looks at the issue of homelessness from an emic perspective of a homeless people themselves. The categories under discussion here, and the order of importance in which they are presented arises from the context of the street and has been determined by the research itself. Besides a reference to a typology of homelessness it focuses primarily on the personal - individual strategies of survival, the needs of people on the street, their activities and economic behavior. In addition there is a space for the voice of homeless people's closest associates, charity workers. The paper also applies topics such as exclusion homeless people and outlines some possible solutions. The research methods employed are, semi- structured narrative interviews, participate and non-participate observation.

After the first democratic election that took place in South Africa in 1994, numerous changes occurred within the labour force. The labour force has become increasingly diverse with individuals from different races, genders and ages now fulfilling various positions within organisations. Consequently, organisations have become more focused on managing this diverse workforce and eliminating stereotypes, and consequently discrimination that accompanies this diversity. Stereotypes that are formed within organisations can be based on various criteria and, if not addressed, can lead to various negative consequences for both the individual and the organisation. It therefore seems that stereotypes are an important topic to research, specifically within the unique South African context. The objective of this study was to explore the prevalent stereotypes and the experiences thereof among individuals working in selected South African organisations. Within the social constructivism paradigm using an emic perspective, qualitative research from both a phenomenological and hermeneutic approach was employed to achieve the objectives of this study. Both purposive and convenience sampling was used for the purpose of this study after utilising a multiple case study strategy. Employees of selected South African organisations (N = 336) were involved in this research study. These organisations formed part of the following employment sectors: banking, higher education institutions, mining, municipalities, nursing, police services, primary and secondary schools, and restaurant industry. Data was collected by making use of semi-structured interviews, and data analysis was achieved by means of thematic analysis. The results of this study indicated that individuals working in selected South African organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants have had direct experiences with stereotyped groups, they are well aware that stereotypes are also caused by indirect sources. The results of this study also illustrate that various stereotypes exist within selected South African organisations. It was explored on an out-group and in-group level. It was found that not only do employees stereotype others (out-group), they are also well aware of being stereotyped themselves (in-group). The most prevalent stereotypes were based on race, gender, age, occupation, and other work-related dimensions. Stereotypes based on race, gender and age were based on the internal dimensions of diversity. Stereotypes were also based on the external and organisational dimensions of diversity and included occupation, physical appearance, position, qualification, and duration in organisation. Interesting to note is that with in-group occupational stereotyping, most employees felt they are also stereotyped on their internal dimensional characteristics (race, gender and age). Stereotyped occupations include: academics, administration staff, educators, engineers, finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The findings of this study also showed that when individuals experience in-group stereotypes, they react to these stereotypes on a cognitive, behavioural or emotional level. Results indicated that participants mostly reacted to stereotypes in a cognitive manner and most of these experiences were negative in nature. Recommendations with regard to future research and practice were made. Managers within organisations should eliminate stereotypes from organisational practices and decision-making by not focusing on irrelevant personal differences, but rather on performance-related information. Employees should be trained and educated by the organisation regarding stereotypes and the effects thereof. Employees should also be provided with an opportunity to interact with diverse people within the organisation.
PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014