Gestalt Approach to a Hostile Work Environment

Class post. enjoy!

Good Morning R:

To add to this discussion about hostile work environments and what we can do to alleviate hostility is related to managing our own self. What is impressive to me about Cheung-Judge’s (2012) article is the idea on instrumentality. I believe it relates to the discussion at hand.  According to Cheung-Judge (2012), this notion of instrumentality aligns with heightened awareness (heightened consciousness) in a gestalt approach to organization consulting. I would add that it aligns to creating a hostile free workplace as well. Nevis (1998) defined the qualities of “presence” as the effective integration of knowledge and behavior:

Presence is the living embodiment of knowledge: the theories and practices believed to be essential to bring about change in people are manifested, symbolized, or implied in the presence of the consultant. (p. 69).

Although Cheung-Judge (2012) spoke about instrumentality from an OD perspective, it is useful in regards to the workplace environment and it may be useful to the folks within the Murdoch organization, even now. The concepts of instrumentality of presence in gestalt practice see the use of self as our prime asset in achieving the helping relationship. It is not an option but the cornerstone of OD work. The ability to fill a wide range of roles depends upon this use of self (Cheung-Judge, 2012). She goes further to answer the question of how we develop our instrumentality.

Cheung-Judge (2012) stated that the answer lies in two concepts: owning and refining our instrumentality. Each of these ideas and their related practices are based upon a requisite perception of our self as a key asset requiring both proper management and investment (Cheung-Judge, 2012). Owning our instrumentality aligns with  the development of our self-knowledge and expertise as members of an organization or in a specific field (industry). Refining our instrumentality implies regular maintenance work on self (Cheung-Judge, 2012).

In practice, owning the self means devoting time and energy to learning about who we are, and how issues of family history, gender, race, and sexuality affect self- perception. It means also identifying and exploring the values by which we live our lives, as well as developing our intellectual, emotional, physical, and spiritual capacities (Cheung-Judge, 2012). Owning instrumentality can also be understood in terms of Cooperrider’s (2000) concept of identifying the “positive core” within and using it to achieve one’s dreams. “Putting first things first” (Covey, 1995) in order to achieve balance between work and life can also be considered part of owning one’s instrumentality. I believe it may also help employees who work in a hostile work environment, and people who find themselves working in an organization that condones unethical decisions-making practices.

References

Cheung-Judge, M. (2012). The Self as an instrument: A cornerstone for the future of OD. OD

   Practitioner, 44(2), 42-47.

Cooperrider, D. (2000). Positive image, positive action: The affirmative basis of organizing. In  

                Cooperrider, D., Sorensen, P., Whitney, D. & Yaeger, Y. (Eds.), Appreciative Inquiry

                (pp. 29-53). Champaign, IL: Stipes Publishing.

Covey, S. (1995). First things first. New York, NY: Fireside.