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"Maile, Stella"
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Britons in Berlin: Imagined Cityscapes, Affective Encounters and the Cultivation of the Self
In contrast to the overwhelming rural and coastal/regional bias in the lifestyle migration literature we are interested in the imaginative pull and attraction of one contemporary global city, Berlin. Since unification Berlin has become a magnet for an increasingly diverse European migrant middle class, fostered — as in other parts of Europe — by intra EU freedom of movement and the creation of a distinctive European migration space (Scott 2006; Verwiebe 2004). In keeping with the broader research on intra EU migration (Recchi 2008), it appears that a significant part of middle-class movement to Berlin is due to the cultural and lifestyle attractions of the city rather than the pull of employment (Verwiebe 2011: 14–15). Lifestyle migration to Berlin is nevertheless relatively unexplored in the literature, despite the increase in overall migrant numbers and the growth in tourism which the city has experienced in recent years.
Book Chapter
Best Value and the politics of pragmatism
English This article frames and highlights critical themes emerging from the contributions to this Best Value section: that Best Value possesses subtle, and not so subtle, political, organisational, strategic and governmental dimensions. Drawing on these themes we develop our own argument that, during Blair's first term, Best Value was presented as a potentially enlightened 'user-friendly' tool for the expression of diverse social and organisational interests. Increasingly, it is emerging as yet another of a long line of retrograde managerial techniques. The pragmatism of Best Value is becoming more overtly bound up with government centralisation, support for neoliberalism and the private finance initiative.
Journal Article
Intermanagerial rivalries, organizational restructuring and the transformation of management masculinities
To talk of transforming masculinities is to raise questions about the nature of work and the occupational identities in which it is immersed. When set patterns of employment undergo radical change, occupational identities have to be renegotiated. This is often a highly complex process which, by its very nature, cannot be divorced from broader political and institutional dynamics. Furthermore, changes in the workplace often accompany changes in the private sphere of the home and family. In relation to this, recent literature has underlined the continuing presence of \"patriarchal\" forms of power both as a distinctive feature and also as necessarily complex in its enmeshment of the private and public spheres (Hearn 1992:82). Yet, in spite of the complex nature of masculinity, being pivoted on an array of economic, social and cultural processes, it is classically represented as uncomplicated, rational and controlled (see for discussion, Seidler 1994). Management discourse has often played a crucial role in shaping \"masculinized\" work cultures, characterized by a denial of \"feelings\" (Swan 1994), or domestic responsibilities and commitments (Yancey Martin 1993). However, even this observation needs to be qualified by reference to the differenttypes of masculinity which are present in managerial discourses (Collinson and Hearn 1994, 1996). It is recognized, then, that masculinities are subject to change over time and according to different organizational contexts.
Book Chapter