On the Dialectics of Charisma in Marina Abramović’s The Artist is Present

While ‘charisma’ can be found in dramatic and theatrical parlance, the term enjoys only minimal critical attention in theatre and performance studies, with scholarly work on presence and actor training methods taking the lead in defining charisma’s supposed ‘undefinable’ quality. Within this context, the article examines the appearance of the term ‘charismatic space’ in relation to Marina Abramovic’s retrospective The Artist is Present at New York’s Museum of Modern Art in 2010. Here Abramovic uses this term to describe the shared space in which performer and spectator connect bodily, psychically, and spiritually through a shared sense of presence and energy in the moment of performance. Yet this is a space arguably constituted through a number of dialectical tensions and contradictions which, in dialogue with existing theatre scholarship on charisma, can be further understood by drawing on insights into charismatic leaders and charismatic authority in leadership studies. By examining the performance and its documentary traces in terms of dialectics we consider the political and ethical implications for how we think about power relations between artist/spectator in a neoliberal, market-driven art context. Here an alternative approach to conceiving of and facilitating a charismatic space is proposed which instead foregrounds what Bracha L. Ettinger calls a ‘matrixial encounter-event’: A relation of coexistence and compassion rather than dominance of self over other; performer over spectator; leader over follower. By illustrating the dialectical tensions in The Artist is Present, we consider the potential of the charismatic space not as generated through the seductive power or charm of an individual whose authority is tied to his/her ‘presence’, but as something co-produced within an ethical and relational space of trans-subjectivity

100 Years of Scientific Evolution of Work and Organizational Psychology: A Bibliometric Network Analysis From 1919 to 2019

In this study, we explore a 100 years of Work and Organizational Psychology (WOP). To do this, we carry out a bibliometric performance and network analysis (BPNA) to understand the evolution structure and the most important themes in the field of study. To perform the BNPA, 8,966 documents published since 1919 were exported from the Web of Science and Scopus databases. The SciMAT software was used to process data and to create the evolution structure, the strategic diagram, and the thematic network structure of the strategic themes of the field of WOP. We identified 29 strategic clusters and discuss the most important themes (motor themes) and their relationship with other clusters. This research presents the complete evolution of the field of study, identifying emerging themes and others with a high degree of development. We hope that this work will support researchers and future research in the field of WOP

Kent miners : stability and change in work and community, 1927-1976

Despite a voluminous literature the social history of the British coalminer is incomplete. Traditional union histories are marred by a partisan approach, neglect of valuable source material and ignorance of social life beyond the committee room. Classic sociological accounts, on the other hand, are rarely placed in context through reference to time or place and tend to over-emphasise the deterministic influence of industrial and class factors upon social relationships and behaviour. A more balanced and sociologically informed history needs to place more emphasis upon the 'rank and file' miner and his attitudes, values and beliefs. Furthermore, the implications of the pattern of labour mobility associated with coal extraction must be fully explored. Coal is ultimately an exhaustable resource and therefore miners must either move from declining collieries and coalfields to those which are expanding or remain and find work elsewhere. What are the implications of this movement for social relationships and behaviour? An answer to this question is sought through an examination of the experiences of a group of miners and their sons associated with one particular colliery (Snowdown) during two contrasting phases in the history of the coalfield. Their (tape recorded) oral accounts, together with other evidence, give insight into the social processes associated with the 'cycle' of coal extraction. In the first period (1927-1939) unemployed miners migrated to Kent from all over Britain. Many of these men were young and impoverished and had left for Kent in desperation. Their move was characterised by a reluctance (to leave home) and a limited objective (to find work). This can help to explain the failure of a high proportion of migrants to settle in Kent and the subsequent delay in the development of stable social relationships. Moreover, these factors were conducive to division and conflict in and beyond the colliery as was evident in the operation of a form of subcontracting (the 'butty system'). The diversity and complexity of this system itself fuelled internal cleavages and encouraged an unstable and divided work and community environment. In the second period (1957-1976) the Kent collieries were threatened by contraction and closure and established work relationships were disrupted by extensive mechanisation and altered payment systems. A considerable number of men left the industry - although not the area - and some of their sons never entered. However, as Snowdown Colliery began to decline the population dependent upon it matured into a stable, homogeneous and close-knit community. In this context values and patterns of behaviour traditionally associated with mining communities persisted and bound miners and non-miners together in an 'occupational community' which included those who were no longer employed at the colliery. The contrast between these two periods of expansion and decline gives some indication of the gaps which remain in the social history of the miner and the mining community; more extensive use of the first hand account may help future investigators to fill them

Organizational-Change and the Corporate Career - the Restructuring of Managers Job Aspirations

For managers in large-scale organizations, careers have traditionally provided a set of organizing principles around which they have been able to structure both their private and professional lives. Through them, they have been able to experience a sense of security, stability, and order. Personal feelings of growth and advancement have been achieved through jobs which provide not only the opportunities for the completion of specific tasks but also a mean whereby longer-term personal goals can be achieved. Indeed, the combined promise of job security and advancement within corporate hierarchies-as linked with incremental increases in authority, status, and pay-have constituted the major rewards of the modern managerial career. It has been largely through these mechanisms that large-scale organizations have been able to obtain the motivation and commitment of their managerial staff. During the 1980s, however, a variety of technological, organizational, and broader social changes have led many observers to suggest that the nature of corporate careers has fundamentally changed. In this paper we explore the attitudes of managers toward their careers in the context of restructuring processes which limit opportunities for hierarchical advancement and which also reduce job security. In particular, we discuss the ways in which those whose career expectations have been frustrated develop coping strategies. These can have important implications for their attitudes and behavior both within and beyond their employing organizations

Career paths in traditional women's jobs: a comparison of secretarial promotion prospects in England, France and Germany

It has been argued that gender segregation within the labour market leads to women being overrepresented in a narrow range of jobs that offer limited promotion prospects. Presents the results of a questionnaire and interview study of women working in one such occupation, secretarial work, in England, France and Germany, and in the sectors of management consultancy and publishing. The results confirmed that secretaries in all three countries experience poor and unsystematic promotion prospects, despite the fact that many secretaries aspire to leave secretarial work. Sectoral differences are not as great as had been anticipated, and barriers to promotion were found to be especially acute in France and Germany. Promotion within secretarial work itself is shown to lack real value, and the implications of this for organizations are discussed

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