Most people don’t like change, They think it’s quite strange, Overall it’s not bad, Even though sometimes it makes you mad.’ Another poem contained a selection of colour coded paper cut-outs with words representing the participant’s and of the organisation. For example, comment ‘likes’ ‘dislikes’ was made of the organisational culture as being work, work”, “work, “demanding”, “blame culture”, being and white”, security”. Another comment seemed “hierarchical”, “black “job to contrast (positive impression). For example, better life balance” compared “social”, “work to other laws firms, One comment mentioned that the organisation had the “benefits”, “CSR”. most female partners in law firms in the UK, (this being a figure of 26%). The respondent summed up: company is perceived as a great place to work for, and pride themselves in being ‘My friendly, approachable, fair, and a great place to work. I mostly enjoy working for my organisation, but their claims are misconstrued. From the outside (of the poem house) it’s sunny and welcoming, on the inside it’s cloudy (but not stormy) overall I like my – organisation, but there are things that can be improved.’ Another self-box was less elaborately decorated. However, some of the words on the outside appeared to convey anxiety from the respondent, for example, help”, do it”, and “please “just going on”. This was explained as follows: “what’s 1 represents the Department of Learning and Development, within which I am a ‘Side member. We have a high performing team with clear boundaries and expectations. We have open dialogue in which to share ideas and can professionally challenge each other. Side 2 represents my customer and the hospital within which I work with a new senior management team and changing middle management. The teams are micro-managed and are unable to make decisions which were within their remit; the scene depicts oppression. Sides 3 and 4 is a view of the ward staff in the hospital The feedback is that the staff that do not know the strategy. It is very difficult to lead learning and when motivation is so low.’ One self-box had the words care”, first”, As “compassion”, “collaborative “patients “care”. the respondent explained:
Most people don’t like change, They think it’s quite strange, Overall it’s not bad, Even though sometimes it makes you mad.’ Another poem contained a selection of colour coded paper cut-outs with words representing the participant’s ‘likes’ and ‘dislikes’ of the organisation. For example, comment was made of the organisational culture as being “work, work, work”, “demanding”, “blame culture”, “hierarchical”, being “black and white”, “job security”. Another comment seemed to contrast (positive impression). For example, “social”, better “work life balance” compared to other laws firms, “benefits”, “CSR”. One comment mentioned that the organisation had the most female partners in law firms in the UK, (this being a figure of 26%). The respondent summed up: ‘My company is perceived as a great place to work for, and pride themselves in being friendly, approachable, fair, and a great place to work. I mostly enjoy working for my organisation, but their claims are misconstrued. From the outside (of the poem house) it’s sunny and welcoming, on the inside it’s cloudy (but not stormy) – overall I like my organisation, but there are things that can be improved.’ Another self-box was less elaborately decorated. However, some of the words on the outside appeared to convey anxiety from the respondent, for example, “please help”, “just do it”, and “what’s going on”. This was explained as follows: ‘Side 1 represents the Department of Learning and Development, within which I am a member. We have a high performing team with clear boundaries and expectations. We have open dialogue in which to share ideas and can professionally challenge each other. Side 2 represents my customer and the hospital within which I work with a new senior management team and changing middle management. The teams are micro-managed and are unable to make decisions which were within their remit; the scene depicts oppression. Sides 3 and 4 is a view of the ward staff in the hospital The feedback is that the staff that do not know the strategy. It is very difficult to lead learning and when motivation is so low.’ One self-box had the words “compassion”, “collaborative care”, “patients first”, “care”. As the respondent explained:
Developing-an-Arts-Based-Curriculum-for-HRD-Practice.docx