By David A. Whetten, Paul Godfrey
This research of the elemental personality of organizational id and id with a company is prepared within the kind of a provocative dialogue among key scholars.
The ebook specializes in 3 diverse paradigmatic perspectives of id: functionalist, interpretive and postmodern. Similarities and differences between those methods of figuring out are explored, and diverse theoretical and useful insights are received. The booklet concludes with a dialogue of the relevance of id as a build in organizational research, and observations on dialog and conception construction.
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Additional info for Identity in Organizations: Building Theory Through Conversations
Mary Jo: I was afraid you were going to say that! Help me out here, Majken. Majken: I think that it might help to think of it as a kind of garbage can full of meanings. That you have a lot of streams of identity that could be formed; it could be fragments of sent meanings, it could be statements, it could be names, it could be logos, and they are very much like garbage can processes. They may condense and vary in moments of time . . Denny: And the paradox is that they are all held together at the same time?
Violina: We have a long list of implications about the properties of identity as that which is enduring. We discussed the property of enduring identity from two perspectives: an adaptation perspective and a more deterministic perspective. From an adaptation perspective within the functionalist approach, we would argue that if organizational identity is a variable, we can then manipulate it for strategic purposes. Therefore, it becomes a strategy implementation variable that is managed and adjusted with changes in an organization's strategy.
Thousand Oaks, CA: Sage. 3 The Identity of Organizations m Parties to the Conversation: Hamid Bouchikhi, C. Marlene Fiol, Dennis A. Gioia (moderator), Karen Golden-Biddle, Mary Jo Hatch, Hayagreeva "Huggy" Rao, Violina Rindova, and Majken Schultz With Shadow Partners and Co-Conspirators 1 Charles J. Fombrun, John R. Kimberly, and James B. Thomas m We begin our conversation within the context of Albert and Whetten's (1985) definition of organizational identity as that which members believe to be central, enduring, and distinctive about their organization.