Ethno‐cultural minority rights have been regarded as a part of human rights since the last decade of the twentieth century. These rights are often formulated in predominantly culturalist terms. Citing the importance of culture in the lives of members, they are conceptualized as tools for protecting the distinct identity of minority cultures. This paper claims that this way of formulating minority rights is to portray minority communities as if they were not concerned with the pathologies of modern democracies, such as (...) the increasing marginalization of citizens from democratic life, far‐right populism, and the subordination of democracy into the functional requirements of economy. Accordingly, it argues for a theory of minority rights that formulates these rights as tools for protecting democracy against such pathologies. In doing so, it takes its point of departure from Jürgen Habermas’s communicative action theory and his understanding of democracy and public autonomy. (shrink)

In this paper, we examine whether it is possible to improve democracy by encouraging ordinary citizens to participate in political decision-making and if participation in deliberative institutions can make citizens more competent decision-makers. By using qualitative data, we analyze the discussion from the Belgrade citizens? assembly focused on the topic of expanding the pedestrian zone in the city center. The CA was organized in Serbia for the first time, as part of a research project aimed at promoting and advancing innovative (...) democratic practices in the Western Balkans. The goal was to encourage the involvement of citizens in discussions of public interest. Our hypothesis was that, through the process of participation and deliberation in CA, ordinary citizens can make reasonable and informed choices, increase their knowledge of the issue discussed, and become more motivated to participate in political decision-making on the local level. Our qualitative content analysis suggests that deliberation had a positive impact on participants? knowledge of the chosen topic of the assembly. It also shows that citizens used exhaustive explanations rather than brief statements, could differentiate the good arguments from the bad, and more often appealed to general rather than private interests. Participants in the assembly reported a significant increase in interest in political decision-making that affects their lives, as well as a sense of being informed about politics. Finally, we wanted to draw attention to the challenges and open questions that remain, namely those that concern the impact of a deliberative body on political decision-making in the real world. (shrink)

New work is used as a general term to summarize professional developments in contemporary work style, structure and modus of organizations and society—this means collaborative work and flexible working hours on individual levels, and flat hierarchies and participatory decision-making on organizational levels. Contemporary corporations strive to orient toward the concept of new work to keep up with stakeholder demands, for instance in their branding strategies as an employer. However, studies on organizational practices indicate that alongside explicit values and agendas, organizations (...) tend to slyly exert power to secure their interests. Constructive dismissal is one such instance where contractually protected employees are made to resign their positions because the work environment is altered to become increasingly unbearable. This research analyzes two case studies to explicate routine dismissal procedures at the managerial level in two internationally operating German corporations. Both corporations explicitly profile as new work environments and are structured according to democratic principles including flat hierarchies, feature institutionalized diversity management including control committees for equal opportunities, and emphasize values such as workplace dignity, employee agency, and equality. The data contain long-term participatory observation collected over a 6-month period from two managers of 5 and 8 years of experience in managerial duties. The content analysis of data reveals characteristics of everyday processes in these organizations especially in terminating managers. The findings are presented as the ‘model of the silent dismissal,’ containing seven types of managerial termination carried out by implicit power and symbolic conventions that circumvent subject participation and litigation in an effortless manner. After exposing the model’s mechanisms, we turn to discuss its meaning for both terminated and surviving subjects against a critical theoretical framework of neoliberalism, democracy, and power. (shrink)