A Saul Alinsky primer for the 21st century: The roles of cultural competence and cultural brokerage in fostering mobilization in support of change

IF 3.1 Q2 MANAGEMENT Research in Organizational Behavior Pub Date : 2017-01-01 DOI:10.1016/j.riob.2017.09.002
Simona Giorgi , Jean M. Bartunek , Brayden G. King
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引用次数: 15

Abstract

How can a proponent of change mobilize groups and organizations in support of a common project? Building on an extensive review of social movement theorizing and action, we argue that shared interests, network connections, the availability of resources, and the emergence of political, market and corporate opportunities (the standard topics discussed in extant literature) may be necessary, but are often insufficient for spurring mobilization. Conversely, cultural factors such as frames, identities, or practices are essential. Their presence can facilitate coordinated action even among unlikely allies, and their absence can prevent such action. Inspired by the work of Saul Alinsky (1909–1972), along with contemporary illustrations, we construct a two-step model of the role of culture in mobilizing for change. We bring attention to a change proponent’s cultural competence – skill in appreciating the different cultural meanings and values of those involved in a particular project of change – and cultural brokerage – skill in bridging and negotiating among actors with different cultural repertoires, to reach a temporary truce or covenant. We focus on two types of activities that define cultural brokerage, integration and redefinition, and apply them to the cultural factors of frames, identities, and/or practices. Our paper contributes to contemporary research on social movements, institutional theory, and cultural sociology.

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索尔·阿林斯基的21世纪入门:文化能力和文化中介在促进支持变革的动员中的作用
变革的支持者如何动员团体和组织来支持一个共同的项目?基于对社会运动理论和行动的广泛回顾,我们认为共同利益、网络联系、资源的可用性以及政治、市场和企业机会的出现(现有文献中讨论的标准主题)可能是必要的,但往往不足以刺激动员。相反,文化因素如框架、身份或实践是必不可少的。他们的存在可以促进协调行动,甚至在不太可能的盟友之间,他们的缺席可以阻止这种行动。受索尔·阿林斯基(1909-1972)作品的启发,加上当代插图,我们构建了一个文化在动员变革中的作用的两步模型。我们将关注变革支持者的文化能力-欣赏特定变革项目中涉及的不同文化含义和价值观的技能-以及文化中介-在具有不同文化技能的行动者之间进行沟通和谈判以达成临时休战或契约的技能。我们关注两种定义文化中介的活动,整合和重新定义,并将它们应用于框架、身份和/或实践的文化因素。我们的论文有助于当代社会运动、制度理论和文化社会学的研究。
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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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