Kathy--Interpretivism

refers to approaches emphasizing the meaningful nature of people's participation in social and cultural life. The methods of natural science are seen as inappropriate for such investigation. Researchers working within this tradition analyse the meanings people confer upon their own and others' actions. Found on [|http://people.brunel.ac.uk/~hsstcfs/glos]  Found on [|http://en.wikipedia.org/wiki/Interpretiv]  Joanne Martin discussed the problems that could be encountered with functionalist studies of culture strictly as a variable that can be manipulated to improve the “bottom line” (p. 393). Yet, she also spends time defining culture and making a case for reviewing how culture is operationalized by managers. Schein emphatically states that //if the group’s survival is threatened because elements of its culture have become maladapted, it is ultimately the function of leadership to recognize and do something about the situation. It is in this sense that leadership and culture are conceptually intertwined” (p. 361). // //Visiting //[] provides the future educational leader with some useful tools for exploring culture in a school or district. Although aimed more specifically at business situations and definitely offering consulting services for hire, this site offers many tools and ideas that can be accessed without charge. Some examples: Checklist: Culture Initiative Planning Did you:  § Identifying whether your organization's culture support its mission § Identify the root cause of performance problems § Maximize the ability to achieve strategic goals § <span style="font-family: 'Arial','sans-serif';">Reduce employee turnover and enhance employee loyalty <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">Reduce recruitment and training costs <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">Retain corporate knowledge <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">Enable satisfied and loyal employees to generate a body of satisfied and loyal customers <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">Reduce stress among employees, employers and customers
 * <span style="font-size: 10pt; color: #555555; font-family: 'Arial','sans-serif';">Interpretivism **<span style="font-size: 10pt; color: #555555; font-family: 'Arial','sans-serif';">
 * <span style="font-family: 'Arial','sans-serif'; mso-ansi-language: EN;">Interpretivism **<span style="font-family: 'Arial','sans-serif'; mso-ansi-language: EN;"> may refer to:
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-ansi-language: EN;">Interpretivism - in [|Cultural Anthropology], the view that cultures can be understood by studying what people think about, their ideas, and the meanings that are important to them. [|Franz Boas] is the founder of this particular school of anthropological thought.
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-ansi-language: EN;">Interpretivism - in [|Ontology], the view that all knowledge is a matter of interpretation.
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-ansi-language: EN;">Intepretivism - a sociological tradition, also known as [|interactionism].
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-ansi-language: EN;">[|Legal interpretivism] - school of thought in contemporary [|jurisprudence] and the [|philosophy of law], in which law is not considered to be a set of given data, [|conventions] or physical facts, but what [|lawyers] aim to construct or obtain in their practice.
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Create your business case? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Identify specific and measurable objectives and goals for the project? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Identify and inform key stakeholders? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Define strategies for buy-in? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Make links to organizational initiatives? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Make links to organizational metrics? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Create your roll out plan? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> Determine your survey population? ||
 * <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';"> || <span style="font-size: 10pt; font-family: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman';">Arrange for training and development, if necessary? ||
 * <span style="font-family: 'Arial','sans-serif';">The December 2004 issue of American Society for Training and Development (ASTD)'s InfoLine titled //Culture Audits: Supporting Organizational Success//, lists several benefits of undertaking a change initiative:

You can access a copy of ASTD's InfoLine article at [|http://www.astd.org]. || <span style="font-family: 'Arial','sans-serif';"> TIPS FOR ORGANIZATIONAL CULTURE SURVEYS: The right open-ended questions can add a lot to a survey. When formulating your questions, keep your end objective in mind. Ask yourself: <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">What do I hope to understand from asking this question? <span style="font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msolist: Ignore;">§ <span style="font-family: 'Arial','sans-serif';">What will I do the results?

Keep the following tips in mind:

These questions will not give you the depth and breadth of response that you typically want from on open-ended question. If you truly want a yes or no or a one word answer, choose a drop-down question instead. <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Example: **<span style="font-family: 'Arial','sans-serif';"> Are there areas of weakness in the organization that are hindering your job performance? // <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Revision: **<span style="font-family: 'Arial','sans-serif';"> In your view, what are your organization’s two greatest weaknesses/areas for improvement that are currently hindering your effectiveness in your job? // <span style="font-family: 'Arial','sans-serif';"> <span style="font-family: 'Arial','sans-serif';">Avoid complicated questions where the participant may not know what or how to answer. <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Example: **<span style="font-family: 'Arial','sans-serif';"> Imagine that your supervisor is away. You notice that defective parts are being manufactured on the line, and you just heard that a new, big name client has ordered a significant number of these parts in order to make their production schedule. You know that if your organization loses this client it will be a major blow both to your organization's reputation and to its financial performance and stability. Do you feel empowered enough to be able to stop the line and make the necessary repairs? // <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Revised: **<span style="font-family: 'Arial','sans-serif';"> What gets in the way of your feeling fully informed and empowered to succeed in your job? // <span style="font-family: 'Arial','sans-serif';"> If there is a possibility that a question can be misinterpreted or misconstrued, it will be. Make sure your questions are clear and that the tone is appropriate. <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Example: **<span style="font-family: 'Arial','sans-serif';"> Why do you continue to work for this organization? // <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Revision: **<span style="font-family: 'Arial','sans-serif';"> How do you feel about working for this organization? // <span style="font-family: 'Arial','sans-serif';"> A leading question is one in which you are pointing a respondent to an answer. Asking questions this way will not yield honest responses from your raters and will be counter productive in your organizational culture change effort <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Example: **<span style="font-family: 'Arial','sans-serif';"> Our company is a great place to work. Explain why you agree with this statement. // <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Revision: **<span style="font-family: 'Arial','sans-serif';"> What do you feel are our organizations three greatest strengths. Please explain your answers. // <span style="font-family: 'Arial','sans-serif';">Every organization has their "hot button" issues. It's important to ask questions around these issues but make sure your wording is appropriate so that people don't get defensive. <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Example: **<span style="font-family: 'Arial','sans-serif';"> Morale: What's yours and who's responsible for it? // <span style="font-style: normal; font-family: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-bidi-font-style: italic; msofareastfontfamily: Wingdings; msobidifontfamily: Wingdings; msobidifontstyle: italic; msolist: Ignore;">§ //**<span style="font-family: 'Arial','sans-serif';">Revision: **<span style="font-family: 'Arial','sans-serif';"> How would you describe the employee morale at work? Please list three suggestions as to how to improve it. // <span style="font-family: 'Arial','sans-serif';"> Moving from business to law…visiting =<span style="font-size: 10pt; color: #0070c0; font-family: 'Arial','sans-serif';">[] <span style="font-size: 10pt; color: windowtext; font-family: 'Arial','sans-serif';">reflects some of the potential pitfalls inherent in application of a theory that calls for interpreting and assigning meaning to artifacts, actions, //intentions// and observations. Some exerpts: = =<span style="font-size: 10pt; font-family: 'Arial','sans-serif';"> INTERPRETIVISM = <span style="font-family: 'Arial','sans-serif';">The contemporary phase of the national soul-searching about judicial review can be traced to a period of JUDICIAL ACTIVISM that began with the Supreme Court's 1954 decision in BROWN V. BOARD OF EDUCATION, holding that racial SEGREGATION in public schools is a violation of the EQUAL PROTECTION clause of the FOURTEENTH AMENDMENT. Starting with //Brown,// the Supreme Court, under the leadership of EARL WARREN, tackled a broad range of controversial social issues in the name of the Constitution. Much legislation was struck down, and Warren himself and the WARREN COURT became familiar targets in political debate in 1950s and 1960s. Despite the controversy, the Court did not really approach center stage of the nation's politics until 1973, when, under the leadership of WARREN E. BURGER, it held in ROE V. WADE that a woman's interest in decisions about ABORTION was constitutionally protected from most state criminal laws and many forms of state regulation. //Brown// had led the way to a rough social consensus in opposition to racial segregation, but //Roe's// resolution of the abortion issue proved much less prescient. Abortion became the most divisive public issue in the [|United States] in the late twentieth century, and the Supreme Court found itself the object of a great deal of attention in the ensuing political controversy. Before //Roe,// opponents of the Court's activism had not found much common theoretical ground for their concern. //Roe,// like //Brown,// was decided under the Fourteenth Amendment, but the abortion issue, unlike the racial segregation issue in //Brown,// was rather remote from the problems that had originally inspired the amendment. This fact helped stimulate an academic literature questioning the Court's activism on the ground of its disregard of the ORIGINAL INTENT behind constitutional provisions. These critics urged that constitutional language and original intentions were the preeminent sources on which courts were permitted to draw for guidance in CONSTITUTIONAL INTERPRETATION. This general approach was dubbed "interpretivism," and the neologism stuck, as did the even uglier NONINTERPRETIVISM to mean an insistence that the courts could legitimately be guided in constitutional decisions by values of the culture not fairly traceable to constitutional language or to original intentions. It is interesting that the summing and historical problems have caused so little anguish. We have not seemed disabled by the lack of a summing algorithm or by the lack of historical evidence. This is probably so because we appreciate intuitively that all those states of mind were important as inputs to the real product of the constitutional process, the language of the document itself, about which there is no doubt at all. Intentions, in contrast, are suggestive guides to interpretation, helpful because language does not apply itself, because the views of those involved in the process are likely to provide useful perspectives, and because we have come to learn that the views of some—Madison and ALEXANDER HAMILTON in particular—contain special insight and special wisdom about the American constitutional system. The usefulness of what can be learned about original intentions is surely not unrelated to their historic association with the enactment of the Constitution, but their usefulness is not logically bound up with that association. And we need neither summing formulas nor definitive evidence to make use of the ideas those intentions provide.
 * Avoid questions that can be answered with a one word response.**
 * <span style="font-style: normal; font-family: 'Arial','sans-serif'; mso-bidi-font-style: italic;"> Keep your questions simple and focused. **
 * Keep your tone clear and unbiased.**
 * Avoid leading questions**
 * <span style="font-style: normal; font-family: 'Arial','sans-serif'; mso-bidi-font-style: italic;"> Be sensitive to hot button issues **

Other critics of interpretivism have emphasized the ambiguity of what in an individual's mental framework is meant by his "intentions." Ronald Dworkin, for example, has pointed out that there may be a distinction between the hopes and the expectations of a constitutional draftsman. And these two may be different from what the draftsman fears his language may come to mean. A further difficulty of this sort is in specifying the level of generality at which the authoritative intentions are taken to be held. Lawmakers, for instance, will typically have had exemplary instances in mind of things that would be fostered or forbidden by the law. The language they enact, however, will usually be expressed generally rather than as a list of specific goals or specific evils. The framers of the Fourteenth Amendment, for instance, clearly assumed that specific discriminatory statutes of the southern states, known collectively as the BLACK CODES, would be forbidden by the amendment, while the constitutional language they chose is exceedingly general. When the language is that general, it would be strange indeed to confine the reach of the amendment to the exemplary instances, or even to matters closely analogous to those exemplary instances. Nor would it likely be faithful to any probable reconstruction of original intentions. The generality of the language suggests that many of those involved must have had more general norms in mind in addition to the exemplary instances. Thus, even if the historical evidence is plentiful and the summing problem somehow overcome, the interpreter must at a minimum mediate between levels of generality at which intentions almost surely were simultaneously held.

Interpretivism