Dealing with the Dark Side of Sectarianism in Northern Irish Organisations:Guiding Principles on Inter-Group Workplace Communication

Aodheen O'Donnell, Owen Hargie

    Research output: Contribution to journalArticle

    Abstract

    While Northern Ireland is still characterised by deep politico-religious divisions that permeate almost every aspect of life, the workplace has long been recognised as a particularly important forum where cross-community contact is facilitated and indeed legislated for. However, the sectarianism that has been endemic in this society for decades has inevitably seeped into the workplace. Based upon a thematic analysis of four studies examining inter-group relations and communication within workplaces, a set of guiding principles for dealing with such sectarianism, in relation to inter-group workplace communication, has been developed. These principles, while derived from the specific context of Northern Ireland, are founded on concepts such as equality and open communication and are thus more widely applicable.
    LanguageEnglish
    Pages21-44
    JournalAustralian Journal of Communication
    Volume38
    Issue number1
    Publication statusPublished - 2011

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    workplace
    communication
    Group
    group relations
    equality
    contact
    community

    Cite this

    @article{313548bba2874451a99ddf0292ea007b,
    title = "Dealing with the Dark Side of Sectarianism in Northern Irish Organisations:Guiding Principles on Inter-Group Workplace Communication",
    abstract = "While Northern Ireland is still characterised by deep politico-religious divisions that permeate almost every aspect of life, the workplace has long been recognised as a particularly important forum where cross-community contact is facilitated and indeed legislated for. However, the sectarianism that has been endemic in this society for decades has inevitably seeped into the workplace. Based upon a thematic analysis of four studies examining inter-group relations and communication within workplaces, a set of guiding principles for dealing with such sectarianism, in relation to inter-group workplace communication, has been developed. These principles, while derived from the specific context of Northern Ireland, are founded on concepts such as equality and open communication and are thus more widely applicable.",
    author = "Aodheen O'Donnell and Owen Hargie",
    note = "Reference text: Ackroyd, S. & Thompson, P. (1999). Organisational Misbehaviour.London: Sage Allport, G.W. (1954). The nature of prejudice. Reading, Massachusetts: Addison-Wesley. Alvesson, M. & Willmott, H. (2002). Producing the appropriate individual: Identity regulation as organisation control. Journal of Management Studies, 39(5), 619-644 Berkowitz, A. (2004). The social norms approach: Theory, research, and annotated Bibliography. http://www.alanberkowitz.com/articles/social_norms.pdf Bloomer, F., & Weinreich, P. (2004). Cross-community relations projects and interdependent identities. In O. Hargie & D. Dickson (Eds.) Researching the troubles: Social science perspectives on the Northern Ireland conflict. Edinburgh: Mainstream Publishing. Brown, G. (2010). Workplace Community Relations (WCR) Strategies in Northern Ireland: An Examination of Three Case Study District Councils. Unpublished PhD Thesis, University of Liverpool Brown, K., & MacGinty, R. (2003). Public attitudes toward partisan and neutral symbols in post-Agreement Northern Ireland. Identities: Global Studies in Culture and Politics, 10(1), 83-108 Cairns, E., Wilson, R., Gallagher, T. and Trew, K. (1995).Psychology’s contribution to understanding conflict in Northern Ireland. Peace and Conflict: Journal of Peace Psychology, 1(2), 131-148 Cassidy, C. & Trew, K. (2004). Identity change in Northern Ireland: A longitudinal study of students’ transition to university. Journal of Social Work, 5(2), 173-190 Collins, D. (1998). Organisational Change: Sociological Perspectives. London: Routledge Collinson, D.L. (1988). Engineering humour: Masculinity, joking and conflict in shop floor relations. Organisation Studies, 9(2), 181-199 Collinson, D.L. (1992). Managing the shopfloor: Subjectivity, masculinity and workplace culture. Berlin: William de Gruyter Collinson, D.L. (2002). Managing humour. Journal of Management Studies, 39(3), 269-288 Darby, J. (1986). Intimidation and the control of conflict in Northern Ireland. New York: Syracuse University Press. Dickson, D., Hargie, O., O’Donnell, A. & McMullan, C. (2009) Adapting to Difference: Organisational socialisation in the Northern Ireland workplace. Shared Space, 7, 33-52. Fineman, S. (2003). Understanding Emotion at Work. London: Sage Gabriel, Y. (2005). Beyond happy families: A critical re-evaluation of the control-resistance identity triangle. In A. Pullen & S. Linstead (Eds).Organisation and Identity. London: Routledge Gallagher, A.M. (1989). Social identity and the Northern Ireland conflict. Human Relations, 42(10), 917-935 Goffman, E. (1959). The Presentation of Self in Everyday Life. New York: Doubleday Graham, B. and Nash, C. (2006). A Shared Future: Territoriality, Pluralism and Public Policy in Northern Ireland. Political Geography, 25(3), 253-278. Greer, J.E. (1985). Viewing “the other side” in Northern Ireland: Openness and attitudes to religion among Catholic and Protestant adolescents. Journal for the Scientific Study of Religion, 24, 275-292. Griffin, R.W., & O’Leary-Kelly, A.M. (Eds.) (2004). The dark side of organizational behavior. San Francisco: Jossey-Bass. Hargie, O., & Dickson, D. (2004). Putting it all together: Central themes from researching the troubles. In O. Hargie & D. Dickson (Eds.) Researching the troubles: Social science perspectives on the Northern Ireland conflict. Edinburgh: Mainstream Publishing. Hargie, O., Dickson, D., Mallett, J. & Stringer, M. (2008). Communicating Social Identity: A study of Catholics and Protestants in Northern Ireland. Communication Research, 35(6), 792-821. Hargie, O., & Tourish, D. (Eds.) (2009). Auditing organizational communication: A handbook of research, theory and practice. London: Routledge. Hughes, J., & Donnelly, C. (2003). Community relations in Northern Ireland: a shift in attitudes? Journal of Ethnic and Migration Studies, 29(4), 643-661. Hughes, J., Campbell, A., Hewstone M. & Cairns, E. (2007). Segregation In Northern Ireland. Policy Studies, 28(1), 33-53. Jarman, N. (2004). From war to peace? Changing patterns of violence in Northern Ireland: 1990-2003. Terrorism and Political Violence, 16(3), 420-438. Jenkins, R. (1996) Social Identity. London: Routledge. Knights, D. & Wilmott, H. (1999). Management Lives: Power and Identity in Organisations. London: Sage. Liechty, J. & Clegg, C. (2001). Moving beyond sectarianism: Religion, conflict, and reconciliation in Northern Ireland. Dublin: The Columba Press. Lundy, P. & McGovern, M. (2006). Participation, Truth and Partiality: Participatory Action Research, Community-based Truth-telling and Post-conflict Transition in Northern Ireland. Sociology, 40(1), 71-88. MacGinty, R., Muldoon, O.T. & Ferguson, N. (2007). No war, no peace: Northern Ireland after the agreement. Political Psychology, 28(1), 1-11. McAuley, J. and Tonge, J. (2007). “For God and Crown”: Contemporary political and social attitudes among Orange Order members in Northern Ireland. Political Psychology, 28(1), 33-52. McCormick, J., Rodney, P. & Varcoe, C. (2003). Reinterpretations across studies: An approach to meta-analysis. Qualitative Health Research, 13, 933-944. McVeigh, R. and Rolston, B. (2007). From Good Friday to Good Relations: Sectarianism, racism and the Northern Ireland state. Race and Class, 48(4), 1-23. Mitchell, C. (2006). Religion, Identity and Politics in Northern Ireland: Boundaries of Belonging and Belief. Aldershot: Ashgate. Muldoon, O.T., Trew, K., Todd, J., Rougier, N. & McLaughlin, K. (2007). Religion and nationalist identity after the Belfast Good Friday Agreement. Political Psychology, 28 (1), 89-103. Noon, M. & Blyton, P. (1997). The Realities of Work. Basingstoke: Macmillan. Park, H., & Smith, S. (2007). Distinctiveness and influence of subjective norms, personal descriptive and injunctive norms, and societal descriptive and injunctive norms on behavioural intent: A case of two behaviours critical to organ donation. Human Communication Research, 33, 194-218. Pettigrew, T. F. (1998). Intergroup contact theory. Annual Review of Psychology, 49, 65-85. Radford, K., & Templer, S. (2009). Moments in a life on the margin: Migrant communities in Northern Ireland, Shared Space, 8, 31-48. Rhodes, C., Idema, I. & Scheeres, H. (2007). Identity, surveillance and resistance. In A. Pullen, N. Beech & D. Sims (Eds.). Exploring Identity. Basingstoke: Palgrave Macmillan. Schreiber, R., Crooks, D., & Stern, P. (1997). Qualitative meta-analysis. In J. Morse (Ed.), Completing a qualitative project: Details and dialogue. Thousand Oaks, CA: Sage. Shirlow, P. (2006). Measuring workforce segregation: Religious composition of private sector employees at individual sites in Northern Ireland. Environment and Planning, 38,1545-1559. Sveningsson, S. & Alvesson, M. (2003). Managing managerial identities: Organisational fragmentation,discourse and identity struggle. Human Relations, 56(10), 1163-1193. Terry, D., Hogg, M., & White, K. (1999). The theory of planned behaviour: Self-identity, social identity and group norms. British Journal of Social Psychology, 38, 225-244. Timulak, L. (2009). Meta-analysis of qualitative studies: A tool for reviewing qualitative research findings in psychotherapy. Psychotherapy Research, 19, 591-600. Tourish, D., & Hargie, O. (2004) The communication consequences of downsizing trust, loyalty and commitment. In D. Tourish, & O. Hargie (Eds.) Key issues in organizational communication. London: Routledge. Watson, T. & Harris, J. (1999). In Search of Management. London: Sage.",
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    }

    Dealing with the Dark Side of Sectarianism in Northern Irish Organisations:Guiding Principles on Inter-Group Workplace Communication. / O'Donnell, Aodheen; Hargie, Owen.

    Vol. 38, No. 1, 2011, p. 21-44.

    Research output: Contribution to journalArticle

    TY - JOUR

    T1 - Dealing with the Dark Side of Sectarianism in Northern Irish Organisations:Guiding Principles on Inter-Group Workplace Communication

    AU - O'Donnell, Aodheen

    AU - Hargie, Owen

    N1 - Reference text: Ackroyd, S. & Thompson, P. (1999). Organisational Misbehaviour.London: Sage Allport, G.W. (1954). The nature of prejudice. Reading, Massachusetts: Addison-Wesley. Alvesson, M. & Willmott, H. (2002). Producing the appropriate individual: Identity regulation as organisation control. Journal of Management Studies, 39(5), 619-644 Berkowitz, A. (2004). The social norms approach: Theory, research, and annotated Bibliography. http://www.alanberkowitz.com/articles/social_norms.pdf Bloomer, F., & Weinreich, P. (2004). Cross-community relations projects and interdependent identities. In O. Hargie & D. Dickson (Eds.) Researching the troubles: Social science perspectives on the Northern Ireland conflict. Edinburgh: Mainstream Publishing. Brown, G. (2010). Workplace Community Relations (WCR) Strategies in Northern Ireland: An Examination of Three Case Study District Councils. Unpublished PhD Thesis, University of Liverpool Brown, K., & MacGinty, R. (2003). Public attitudes toward partisan and neutral symbols in post-Agreement Northern Ireland. Identities: Global Studies in Culture and Politics, 10(1), 83-108 Cairns, E., Wilson, R., Gallagher, T. and Trew, K. (1995).Psychology’s contribution to understanding conflict in Northern Ireland. Peace and Conflict: Journal of Peace Psychology, 1(2), 131-148 Cassidy, C. & Trew, K. (2004). Identity change in Northern Ireland: A longitudinal study of students’ transition to university. Journal of Social Work, 5(2), 173-190 Collins, D. (1998). Organisational Change: Sociological Perspectives. London: Routledge Collinson, D.L. (1988). Engineering humour: Masculinity, joking and conflict in shop floor relations. Organisation Studies, 9(2), 181-199 Collinson, D.L. (1992). Managing the shopfloor: Subjectivity, masculinity and workplace culture. Berlin: William de Gruyter Collinson, D.L. (2002). Managing humour. Journal of Management Studies, 39(3), 269-288 Darby, J. (1986). Intimidation and the control of conflict in Northern Ireland. New York: Syracuse University Press. Dickson, D., Hargie, O., O’Donnell, A. & McMullan, C. (2009) Adapting to Difference: Organisational socialisation in the Northern Ireland workplace. Shared Space, 7, 33-52. Fineman, S. (2003). Understanding Emotion at Work. London: Sage Gabriel, Y. (2005). Beyond happy families: A critical re-evaluation of the control-resistance identity triangle. In A. Pullen & S. Linstead (Eds).Organisation and Identity. London: Routledge Gallagher, A.M. (1989). Social identity and the Northern Ireland conflict. Human Relations, 42(10), 917-935 Goffman, E. (1959). The Presentation of Self in Everyday Life. New York: Doubleday Graham, B. and Nash, C. (2006). A Shared Future: Territoriality, Pluralism and Public Policy in Northern Ireland. Political Geography, 25(3), 253-278. Greer, J.E. (1985). Viewing “the other side” in Northern Ireland: Openness and attitudes to religion among Catholic and Protestant adolescents. Journal for the Scientific Study of Religion, 24, 275-292. Griffin, R.W., & O’Leary-Kelly, A.M. (Eds.) (2004). The dark side of organizational behavior. San Francisco: Jossey-Bass. Hargie, O., & Dickson, D. (2004). Putting it all together: Central themes from researching the troubles. In O. Hargie & D. Dickson (Eds.) Researching the troubles: Social science perspectives on the Northern Ireland conflict. Edinburgh: Mainstream Publishing. Hargie, O., Dickson, D., Mallett, J. & Stringer, M. (2008). Communicating Social Identity: A study of Catholics and Protestants in Northern Ireland. Communication Research, 35(6), 792-821. Hargie, O., & Tourish, D. (Eds.) (2009). Auditing organizational communication: A handbook of research, theory and practice. London: Routledge. Hughes, J., & Donnelly, C. (2003). Community relations in Northern Ireland: a shift in attitudes? Journal of Ethnic and Migration Studies, 29(4), 643-661. Hughes, J., Campbell, A., Hewstone M. & Cairns, E. (2007). Segregation In Northern Ireland. Policy Studies, 28(1), 33-53. Jarman, N. (2004). From war to peace? Changing patterns of violence in Northern Ireland: 1990-2003. Terrorism and Political Violence, 16(3), 420-438. Jenkins, R. (1996) Social Identity. London: Routledge. Knights, D. & Wilmott, H. (1999). Management Lives: Power and Identity in Organisations. London: Sage. Liechty, J. & Clegg, C. (2001). Moving beyond sectarianism: Religion, conflict, and reconciliation in Northern Ireland. Dublin: The Columba Press. Lundy, P. & McGovern, M. (2006). Participation, Truth and Partiality: Participatory Action Research, Community-based Truth-telling and Post-conflict Transition in Northern Ireland. Sociology, 40(1), 71-88. MacGinty, R., Muldoon, O.T. & Ferguson, N. (2007). No war, no peace: Northern Ireland after the agreement. Political Psychology, 28(1), 1-11. McAuley, J. and Tonge, J. (2007). “For God and Crown”: Contemporary political and social attitudes among Orange Order members in Northern Ireland. Political Psychology, 28(1), 33-52. McCormick, J., Rodney, P. & Varcoe, C. (2003). Reinterpretations across studies: An approach to meta-analysis. Qualitative Health Research, 13, 933-944. McVeigh, R. and Rolston, B. (2007). From Good Friday to Good Relations: Sectarianism, racism and the Northern Ireland state. Race and Class, 48(4), 1-23. Mitchell, C. (2006). Religion, Identity and Politics in Northern Ireland: Boundaries of Belonging and Belief. Aldershot: Ashgate. Muldoon, O.T., Trew, K., Todd, J., Rougier, N. & McLaughlin, K. (2007). Religion and nationalist identity after the Belfast Good Friday Agreement. Political Psychology, 28 (1), 89-103. Noon, M. & Blyton, P. (1997). The Realities of Work. Basingstoke: Macmillan. Park, H., & Smith, S. (2007). Distinctiveness and influence of subjective norms, personal descriptive and injunctive norms, and societal descriptive and injunctive norms on behavioural intent: A case of two behaviours critical to organ donation. Human Communication Research, 33, 194-218. Pettigrew, T. F. (1998). Intergroup contact theory. Annual Review of Psychology, 49, 65-85. Radford, K., & Templer, S. (2009). Moments in a life on the margin: Migrant communities in Northern Ireland, Shared Space, 8, 31-48. Rhodes, C., Idema, I. & Scheeres, H. (2007). Identity, surveillance and resistance. In A. Pullen, N. Beech & D. Sims (Eds.). Exploring Identity. Basingstoke: Palgrave Macmillan. Schreiber, R., Crooks, D., & Stern, P. (1997). Qualitative meta-analysis. In J. Morse (Ed.), Completing a qualitative project: Details and dialogue. Thousand Oaks, CA: Sage. Shirlow, P. (2006). Measuring workforce segregation: Religious composition of private sector employees at individual sites in Northern Ireland. Environment and Planning, 38,1545-1559. Sveningsson, S. & Alvesson, M. (2003). Managing managerial identities: Organisational fragmentation,discourse and identity struggle. Human Relations, 56(10), 1163-1193. Terry, D., Hogg, M., & White, K. (1999). The theory of planned behaviour: Self-identity, social identity and group norms. British Journal of Social Psychology, 38, 225-244. Timulak, L. (2009). Meta-analysis of qualitative studies: A tool for reviewing qualitative research findings in psychotherapy. Psychotherapy Research, 19, 591-600. Tourish, D., & Hargie, O. (2004) The communication consequences of downsizing trust, loyalty and commitment. In D. Tourish, & O. Hargie (Eds.) Key issues in organizational communication. London: Routledge. Watson, T. & Harris, J. (1999). In Search of Management. London: Sage.

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    N2 - While Northern Ireland is still characterised by deep politico-religious divisions that permeate almost every aspect of life, the workplace has long been recognised as a particularly important forum where cross-community contact is facilitated and indeed legislated for. However, the sectarianism that has been endemic in this society for decades has inevitably seeped into the workplace. Based upon a thematic analysis of four studies examining inter-group relations and communication within workplaces, a set of guiding principles for dealing with such sectarianism, in relation to inter-group workplace communication, has been developed. These principles, while derived from the specific context of Northern Ireland, are founded on concepts such as equality and open communication and are thus more widely applicable.

    AB - While Northern Ireland is still characterised by deep politico-religious divisions that permeate almost every aspect of life, the workplace has long been recognised as a particularly important forum where cross-community contact is facilitated and indeed legislated for. However, the sectarianism that has been endemic in this society for decades has inevitably seeped into the workplace. Based upon a thematic analysis of four studies examining inter-group relations and communication within workplaces, a set of guiding principles for dealing with such sectarianism, in relation to inter-group workplace communication, has been developed. These principles, while derived from the specific context of Northern Ireland, are founded on concepts such as equality and open communication and are thus more widely applicable.

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