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Humań Resource Management...

mechods gives the knowledge and tools affecting the complex social processes in organizations.

III. Radical structuralism in personnel management

Radical structuralism in human resource management takes the form of a critical analysis of the practice of the discipline and pointing out methods of emancipation of disadvantaged social groups. The theory is influenced by economic and political power. Knowledge in the modern world is no longer a disinterested pursuit of truth, becoming a tool for policy-makers and busi-nesses. This also applies to the management, which at its very inception, was intended to create conditions for increasing the effectiveness of the organiza-tion. Management analyzed in terms of radical structuralism aims primarily at manipulating members of the organization and the created theory takes as objective truth, and the foundations of this doctrine ideological functions im-posed from outside [Chomsky 1993, p. 40].

The theory of scientific management rationalized instrumental and aliena-ting treatment of industrial workers [Clegg 1981, pp. 545—562, Goldman, van Houten 1977, pp. 108-125]. For example, the so-called “modern” methods of management as reengeneering, lean management and job sharing within the meaning of the critical trend have become euphemisms, behind which the exploitation and laying off employees lies. Modern theorists of organization and management sanction the usability and the inevitability of globalization avoiding answering troubling questions in whose interest it is and how those using it support the creation of the theory [Thomas 1979]. Critical analysis se-eking for the possible ideological connections, can perhaps be a valuable source of reflection. Research on the perspectives of disadvantaged groups in specific contexts of management (eg. women or ethnic minorities) can provide valuable knowledge about the mechanisms of social legitimacy based on the pretense of rationality [Alston 2003, Glennon 1983, pp. 260-271]. By studying the deve-lopment of popularity of a specific method or management concepts it can be observed that often they flow from the social aspects [Micklethwait, Wooldrige 2000, pp. 29-31]. In the human resource management a critical analysis methods are used to debunk a situation of inequality and power in organizations and social structures by means of: a discursive analysis, dramaturgical me-taphors, the methodology of radical feminism [Morgan (ed.) 1983]. Among scholars of human behavior in organizations who identify themselves with the current radical structuralism one can point S. Deetz, M. Alvessona, P. Adler, E. Wray-Bliss, and others [Wray-Bliss 2005]. Despite the growing number of applications radical structuralist paradigm in human resource management still suffers from underdevelopment methodology.