Lecture 3 - Corporate Environment & Psychological Safety

4 stages of psychological safety

• Inclusion safety

• Learner safety

• Contributor safety

• Challenger safety

Typologies of organisational cultures

• Pathological

• Bureaucratic

• Generative

Pathological

Low cooperation, messengers are shot, responsibilities shirked, bridging is discouraged, failure leads to scapegoating, and novelty is crushed.

Bureaucratic

Modest cooperation, messengers are neglected, narrow responsibilities, bridging is tolerated, failure leads to justice, and novelty leads to problems.

Generative

High cooperation, messengers are trained, risks shared, bridging encouraged, failure leads to inquiry, and novelty is implemented.

Emotional labour

The experience of managing or suppressing emotions as part of a paid job for organisational benefit.

Faking in bad faith

When employees feel required to perform emotions that they do not agree they should have to perform.

Faking in good faith

When employees believe that the emotional performance is useful and important.

Co-cultural theory

Maintains the assumption that certain groups experience privilege based on race, class, gender, etc., whereas other groups experience marginalisation such as people of colour, working-class, women, etc.

Standpoint theory

The assumption that certain groups live life in the centre, whiles other live on the margins.

Muted group theory

Works under the same critical lens but specifically focuses on gender dynamics at work. It says that, in predominantly or historically male working environments, women may become silenced or their viewpoints will not hold as much power.