In the past decade, the concept of recognition appears to have acquired an important theoretical position in the work and organization literature. While in principle recognition denotes a positive and social form of freedom, in current-day organizations recognition may be often negative or instrumental. In order to capture this ambivalence in organizational recognitive conditions, the recent work of the American philosopher Judith Butler appears particularly applicable. The purpose of this paper is to explore theoretically to what extent her views on (...) recognition shed new light on the variety of recognition patterns in current-day organizations. Towards that purpose, this paper first turns to the ‘master-slave’ episode in the work of Hegel and its influential interpretation by Kojève, which are at the heart of Butler’s reading and conception of recognition. As a second step, the ambivalent conception of recognition in the work of Butler is discussed and critically assessed, while in the final section this conception is extended to work and organizations. (shrink)

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My critical engagement with David Ingram’s book ‘World Crisis and Underdevelopment’ is divided into three parts. In the first part I will explore how experiences of misreognition are related to experiences of injustice. In the second part I will ask about the criteria that make experiences of non-recognition or misrecognition unjust. Finally, I will briefly discuss the ‘self-subordination social recognition paradox’.

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