The ability of acts of radical care within corporate settings to operate as forms of institutional resistance to normative hierarchies is an interesting and increasingly important question for scholars to explore. In this article, I will examine how such actions can challenge the power dynamics that are typically present in these environments. First, I will provide some background on what is meant by "radical care" and why it may be beneficial to enact it in corporations. Next, I will explain what normative hierarchies are and how they function.
I will discuss specific examples of acts of radical care and their potential to undermine traditional structures of authority within companies.
Radical Care
Radical care refers to a type of action that prioritizes the well-being and needs of individuals rather than those of the larger organization or group. It involves a shift away from traditional views of care that emphasize efficiency and productivity towards ones that focus on compassion, empathy, and connection. This approach has been gaining popularity in recent years due to its perceived benefits for both employees and employers alike.
Research suggests that workplaces with higher levels of employee engagement tend to have better outcomes overall, including increased job satisfaction, improved retention rates, and greater financial success (Bakker & Schaufeli, 2014). Radical care practices could potentially help create more engaged workplaces through their focus on promoting individual wellness and support systems.
Normative Hierarchies
Normative hierarchies refer to the ways in which power is distributed within organizations based on predetermined roles and responsibilities. These hierarchies often lead to a top-down structure where decisions made at the top filter down through various levels until they reach the bottom. This system can create a sense of inequality between managers and workers, as well as between different departments within a company. It also reinforces gendered and racialized assumptions about who should hold power (Fudge et al., 2017). By challenging these norms through acts of radical care, it may be possible to disrupt the status quo and reimagine how authority is exercised within an organization.
Examples of Acts of Radical Care
There are several examples of acts of radical care that could challenge normative hierarchies within corporate settings. One such practice is self-care initiatives that encourage employees to prioritize their own needs over those of their jobs. Companies could provide resources like yoga classes or therapy sessions that allow workers to take breaks from work and recharge their batteries without fear of negative consequences. Another example is mentorship programs that pair senior staff with junior employees for mutual benefit. This type of relationship has been shown to improve job satisfaction and reduce turnover rates while also providing valuable feedback and insights into leadership styles (Bakker & Schaufeli, 2014).
Companies could implement more flexible scheduling policies so employees have greater control over when and where they work. Allowing workers to manage their time based on individual needs rather than strict deadlines could help promote autonomy and creativity while also reducing stress levels (Pereira, 2018).
The ability of acts of radical care to operate as forms of institutional resistance to normative hierarchies in corporate settings cannot be understated. These actions have potential to create more engaged, equitable workplaces by challenging traditional power dynamics and emphasizing human connection. By implementing practices like self-care initiatives, mentorship programs, and flexible schedules, companies can empower their employees while also creating a healthier overall culture.
Can acts of radical care within corporate settings operate as forms of institutional resistance to normative hierarchies?
A recent study by researchers at Yale University suggests that there may be an opportunity for acts of radical care within corporate settings to act as forms of institutional resistance to normative hierarchies. By challenging traditional power structures and creating more equitable relationships between employees, these acts can help foster a culture of mutual support and respect, which can ultimately lead to greater productivity and innovation within organizations.