Mark Jenkins | Cranfield University (original) (raw)
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Papers by Mark Jenkins
Organizational Research Methods, 2005
The authors describe an adaptation of the laddering method that allows interpretive researchers t... more The authors describe an adaptation of the laddering method that allows interpretive researchers to uncover informants'personal values during the course of a single interview where other subjects are also explored. The authors explain laddering and illustrate its outcomes by means of case examples. The method allows the exploration of personal values to be integrated into a more flexible interview method, providing greater scope for probing salient issues while optimizing the (potentially limited) time available with informants. 410 development of laddering method, allowing it to be undertaken during a single interview. This enables researchers to explore the relationship between organizational actors' value priorities and other phenomena of interest. We describe the theoretical roots of the laddering method and its development and briefly outline its use in consumer and management research before explaining the adapted version used in a recent research project. We detail the process of laddering in the interview setting, illustrate the process with two case examples, and discuss the implications for qualitative research in management.
In this paper we discuss the difficulties inherent in distinguishing the values that organization... more In this paper we discuss the difficulties inherent in distinguishing the values that organizations prioritize from those they merely accept or condone. On the basis of recent theory developments in the structure of value systems, we propose that the values rejected by an organization reveal more precisely the focus of the values it prioritizes. We suggest that such 'rejected values' are more clearly apparent than are prioritized values. To illustrate our argument, we draw on recent research in two large organizations that investigated the value preferences of senior managers, their interpretation of the values of their organization, and the organizations' corporate values statements. In both organizations, we identified a wide range of supported values, but observed that each appeared to reject certain value types. We discuss the implications of our proposal for identifying and comparing organizational values, and suggest how it might contribute to future research.
This paper takes values and organizational identity as a basis for investigating the relationship... more This paper takes values and organizational identity as a basis for investigating the relationship between senior managers' personal values and their interpretation of their organization's corporate values, from which we develop propositions concerning the relationship between individual and corporate values at senior management level. Twenty-two senior managers from two large organizations were interviewed in order to elicit their personal values and explore their interpretations of corporate values.
Organizational Research Methods, 2005
The authors describe an adaptation of the laddering method that allows interpretive researchers t... more The authors describe an adaptation of the laddering method that allows interpretive researchers to uncover informants'personal values during the course of a single interview where other subjects are also explored. The authors explain laddering and illustrate its outcomes by means of case examples. The method allows the exploration of personal values to be integrated into a more flexible interview method, providing greater scope for probing salient issues while optimizing the (potentially limited) time available with informants. 410 development of laddering method, allowing it to be undertaken during a single interview. This enables researchers to explore the relationship between organizational actors' value priorities and other phenomena of interest. We describe the theoretical roots of the laddering method and its development and briefly outline its use in consumer and management research before explaining the adapted version used in a recent research project. We detail the process of laddering in the interview setting, illustrate the process with two case examples, and discuss the implications for qualitative research in management.
In this paper we discuss the difficulties inherent in distinguishing the values that organization... more In this paper we discuss the difficulties inherent in distinguishing the values that organizations prioritize from those they merely accept or condone. On the basis of recent theory developments in the structure of value systems, we propose that the values rejected by an organization reveal more precisely the focus of the values it prioritizes. We suggest that such 'rejected values' are more clearly apparent than are prioritized values. To illustrate our argument, we draw on recent research in two large organizations that investigated the value preferences of senior managers, their interpretation of the values of their organization, and the organizations' corporate values statements. In both organizations, we identified a wide range of supported values, but observed that each appeared to reject certain value types. We discuss the implications of our proposal for identifying and comparing organizational values, and suggest how it might contribute to future research.
This paper takes values and organizational identity as a basis for investigating the relationship... more This paper takes values and organizational identity as a basis for investigating the relationship between senior managers' personal values and their interpretation of their organization's corporate values, from which we develop propositions concerning the relationship between individual and corporate values at senior management level. Twenty-two senior managers from two large organizations were interviewed in order to elicit their personal values and explore their interpretations of corporate values.