How do socially engaged staff manage their personal values and emotions within museum organisational cultures?

参与社会的员工如何在博物馆组织文化中管理他们的个人价值观和情感？

• 批准号: 2252157
• 金额: --
• 依托单位: University of Leicester
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2019
• 资助国家: 英国
• 起止时间: 2019 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2252157
• 关键词: How; do; socially; engaged; staff

This research explores how socially engaged museum staff manage their personal values and emotions within their organisational cultures, with a view to identifying avenues for organisational change. Despite largescale sector campaigning for equality, representation, and redistribution of power, it is continuously difficult for traditional museums to enact internal change as bureaucratic and hierarchical institutions. This research questions the concept of the museum as an unchanging monolith and explores how organisational social justice change-making is advanced and impeded in the daily human interactions in the museum as a workplace. By exploring the experience of the individual in constructing and subverting organisational culture, this research aims to emphasise the importance of personal values and emotions to organising, and present pathways to more empathetic, responsive and just museums. As the sector and the society it impacts reaches this moment of urgency in the social justice movement, this research seeks to combat barriers to change and empower socially engaged practitioners to generate solid solutions in constrained conditions.The research question, "How do socially engaged staff manage their personal values and emotions within museum organisational cultures?", explores the professional and emotional experiences of socially engaged museum staff as they balance their personal values with organisational norms and expectations. It includes the strategies they use to implement their values at work and how organisational cultures suppress, absorb and nurture these values. Some sub-questions are:In what ways do museum staff negotiate space for their personal values and emotions within their organisations? How do they feel about this process?What identities do socially engaged staff develop through negotiating their personal values and emotions with the organisation?What traits do socially engaged staff foster in organisational cultures to facilitate social justice and change-making?The project uses a feminist theoretical framework; privileging emotional knowledge, embodied experience and lived reality, deconstructing power structures and social norms, blurring the barrier between public and private spheres, and taking an activist, collectivist and optimistic outlook that is solution-oriented and forward-looking. It seeks to encourage an ethic of care in museum work and management, as well as employing this ethic itself in its approach to research as useful, positive and empowering for participants. Its focus on lived reality is enriched by drawing on the concept of the "peopled museum" and the Theory of Everyday Life, which address the agency of people working within hierarchical systems.The project is divided into two phases: interviews with creative elements with c.20 socially engaged museum education and interpretation staff, and action research sets with a subset of c.10. Semi-structured, one-to-one interviews, stimulated by creative activities, will explore the emotional experiences of socially engaged museum staff. Conclusions drawn from analysis of the interview data will then be shared with the action research group, who will work together to identify and test realistic solutions and disruptions of oppressive organisational cultures. The action research group will meet in a series of workshops over several months to discuss and refine their ideas, ending with the production of a co-authored output, like a manifesto or toolkit, that can be shared with the sector to encourage practical change-making.

本研究探讨了社会参与博物馆工作人员如何管理他们的组织文化中的个人价值观和情感，以确定组织变革的途径。尽管大规模的部门运动的平等，代表性和重新分配的权力，它是持续困难的传统博物馆颁布内部变革作为官僚和等级制度。本研究质疑博物馆作为一个不变的整体的概念，并探讨如何组织社会正义的变革是先进的，并在博物馆作为一个工作场所的日常人类互动阻碍。通过探索个人在构建和颠覆组织文化方面的经验，本研究旨在强调个人价值观和情感对组织的重要性，并提出通往更具同情心，反应灵敏和公正的博物馆的途径。在社会正义运动的紧要关头，博物馆行业及其所影响的社会正面临着挑战，本研究旨在消除变革的障碍，并赋予社会参与型从业者在受限条件下产生坚实解决方案的能力。研究问题是："社会参与型从业人员如何在博物馆组织文化中管理他们的个人价值观和情感？"，探讨博物馆员工在平衡个人价值与组织规范和期望时的专业和情感体验。它包括他们在工作中实施价值观的策略，以及组织文化如何抑制，吸收和培养这些价值观。一些子问题是：博物馆工作人员如何在组织内为他们的个人价值观和情感争取空间？他们对这个过程有何感受？社会参与的员工通过与组织协商他们的个人价值观和情感来发展什么身份？社会参与的员工在组织文化中培养了哪些特质，以促进社会正义和变革？该项目采用女权主义理论框架;将情感知识，具体经验和生活现实，解构权力结构和社会规范，模糊公共和私人领域之间的界限，并采取积极，集体主义和乐观的观点，以解决方案为导向，具有前瞻性。它旨在鼓励博物馆工作和管理中的关怀道德，并在研究方法中运用这种道德本身，使其对参与者有用、积极和赋权。通过借鉴"人的博物馆"的概念和日常生活的理论，丰富了其对生活现实的关注，这些概念和理论解决了在等级制度中工作的人的代理问题。该项目分为两个阶段：与c.20社会参与博物馆教育和解释人员的创意元素访谈，以及与c.10子集的行动研究集。半结构化，一对一的采访，由创造性的活动刺激，将探索社会参与博物馆工作人员的情感体验。从访谈数据的分析得出的结论，然后将与行动研究小组，谁将共同努力，以确定和测试现实的解决方案和压迫性的组织文化的中断共享。行动研究小组将在几个月内举行一系列研讨会，讨论和完善他们的想法，最后制作一份共同撰写的成果，如宣言或工具包，可以与该部门分享，以鼓励实际的变革。