Identity Drift:The Multivocality of Ethical Identity in Islamic Financial Institution

In today’s neo-liberalist world, Islamic financial institutions (IFIs) face many difficulties combining contemporary financial thinking with Islamic, faith-based principles, on which their day-to-day operations ought to be based. Hence, IFI are likely to experience shifts/changes in organizational and ethical identity due to tensions that the combination of these principles invokes. We present an in-depth case study that focuses on these shifts in a major European based IFI across a 14-year period. We conceptualize identity change as drift, highlighting the multivocal nature of identity construction. The ethico-faith principles that were meant to serve as living codes of ethics guiding the IFI’s organizational culture, operational processes, and strategy formation turned out to mainly have been discursively rationalized to respond to regulatory, market and institutional imperatives. The company is aware that it needs to engage in a continuous dialogue with those who set these requirements. Its ethico-faith principles may consequently be adapted quite radically, especially in periods of turmoil and takeover, as we show across the analysed time period. The paper provides valuable insights for faith-inspired organizations to reflect on the extent to which they wish to engage in the discursive justification and legitimization of current market hegemonies, whilst they actively encourage their managers to behave ethically as well

Brand champion behaviour: Its role in corporate branding

yesBrand champions are responsible for encouraging employee commitment to the corporate brand strategy. They strongly believe in and identify with the brand concept—the company’s selected brand meaning, which underpins corporate brand strategy implementation. We conducted research to explore why and how brand champion behaviour operates within companies implementing a new corporate brand strategy. Against a backdrop of growing interest in brand champion behaviour in corporate branding research, we grounded our study in social identity theory and rhetorical theory from change management literature. Our findings show that articulating a compelling brand vision, taking responsibility, and getting the right people involved are the most widely used strategies by brand champions. We uncover how rhetorical strategies within brand champion behaviour generate employee commitment to a new corporate brand strategy. The dimension of brand champion behaviour that is effective depends on the type of brand evolution, involving shifts in the brand concept. We make suggestions for further studies underpinned by social identity theory and rhetorical theory to investigate brand champion behaviour processes within companies introducing a new corporate brand strategy

One Rule to Rule Them All? Organisational Sensemaking of Corporate Responsibility

Corporate responsibility (CR) has often been criticised as a decoupled organisational phenomenon: a publicly espoused rule that is not followed in daily organisational practices. We argue that a crucial reason for this criticism arises from the dominant in-house assumption of CR literature, which mitigates tensions and contradictions in organisational life by claiming that integrated rules result in coupled practices. We aim to provide new insights by problematising this in-house assumption and by examining how members of two organisations discursively make sense of CR, as a daily rule-bound practice, via three strategies: integration, differentiation and fragmentation. We elaborate the contemporary literature on CR as a daily organisational practice by examining the significance of discursive sensemaking for organisational rules for further development and learning regarding CR. We then discuss the significance of our results for understanding CR as a coupled/decoupled phenomenon.peerReviewe

Putting the organization back into computational organization theory: a complex Perrowian model of organizational action

At best, computational models that study organizations incorporate only one perspective of how organizations are known to act within their environments. Such single-perspective models are limited in their generalizability and applicability to the real world and allow for researcher bias. This work develops a multi-agent simulation using eight different well-known organizational perspectives: Strategic choice, contingency theory, behavioral decision theory, enactment, resource dependence, institutional theory, population ecology, and transaction cost economics. A literature review of each field is applied to the construction of algorithms which, when combined with techniques derived from a literature review of computational modeling of organizations, was applied to the construction of a series of algorithms describing a multi-perspective computational model. Computer code was written based on the algorithms and run across different types of environments. Results were statistically analyzed to both validate the model and to generate contingency-oriented hypotheses. Conclusions were made with regard to the expected behavior of organizations and the model’s applicability toward further research