By William L. White M.A.
During this completely revised, extended, and up to date variation of William L. White's vintage Incest within the Organizational kin, the writer takes a detailed, difficult glance within latest place of work. He deals a super and robust indictment of the debilitating outcomes of business-as-usual, revealing the incestuous dynamic during which organizational contributors, remoted from the skin international, more and more meet their own, expert, social, or even sexual wishes contained in the boundary of the organizational "family." White then deals daring and leading edge ideas designed to revive the healthiness and energy of companies and staff. The Incestuous office works either as an operations consultant for maintaining organizational overall healthiness inside environments which are more and more turbulent and perilous and as a private survival handbook if you locate themselves in harmful paintings environments. "I strongly suggest this article for all directors, managers, and supervisors.... i urge you to learn and enforce the innovations constructed inside this e-book. they're demanding, and they'll paintings for you."Donald J. Mockenhaupt, L.I.C.S.W., A.C.S.W., Director, psychological Health/Chemical Dependency department, Ramsey County Human companies division, St. Paul, Minnesota "This down-to-earth treatise on poisonous paintings environments sounds the alarm to stability the calls for of commercial with the bounds of the human earlier than extra casualties mount."Marilyn R. Peterson, M.S., writer of At own threat: Boundary Violations in Professional-Client Relationships "Bill White is America's most excellent philosopher within the region of incest dynamics present in the office, and in addition the resource of the main artistic ideas to this problem."Gary Schoener, writer and organizational advisor, government Director, Walk-In Counseling middle, Minneapolis, Minnesota
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Additional resources for Incestuous Workplace: Stress and Distress in the Organizational Family
It's about how individual workers, an organization's leaders, and entire organizations can self-destruct in the face of excessive demands for adaptation, and how distressed individuals and organizations can regain their health. I have struggled for three decades to define the laws and principles that govern the rise and fall of organizations and their leaders, and the laws and principles that govern the relationships between people and the environments in which they work. Many of these concepts have revealed themselves slowly, and it seems that they operate predictably in organizations of all sizes, settings, and purposes.
We will explore in the coming pages how organizations are born and how they grow, create new organizations, decay, renew themselves, die, and occasionally rise from the dead to thrive again. We will look at how organizations in these cycles of decay and renewal have the power to do harmto themselves, to their leaders, to those who work in them, and to the public. And we will become familiar with a story of hopea story of organizational and personal resilience, a story of how severely distressed organizations have recaptured their health, and how workers have survived in, escaped from, or helped to transform toxic organizational systems.
1 The Authoritarian-Moral Approach: Professional Distress As Bad Character The authoritarian-moral approach to professional distress reflects what Douglas McGregor called the "theory X" philosophy of management. Theory X is based on the assumption that most people dislike work, lack ambition, are essentially passive, avoid responsibility, resist change, and are self-centered and unconcerned with the needs of the organization. The role of the manager is thus to direct, motivate, manipulate, persuade, control, reward, and punish the worker to effectively respond to the needs of the organization (McGregor 1967, 1973).