143 research outputs found
Transcendence through historial practices: responding to paradox in the science sector
Organizations are often required to meet contradictory but interrelated objectives. An important response to such paradoxes is transcendence: the ability to view both poles of the paradox as necessary and complementary. Despite the centrality of transcendence to existing frameworks within the paradox literature, we still know little about its practice. We address this gap by surfacing and analysing rhetorical practices across three science organizations. We outline four rhetorical practices that constitute transcendence (Ordering, Aspiring, Signifying, and Embodying) as well as the underlying features of these practices that explain how they construct a response to paradox. In particular, we show that transcendence entailed balancing the enabling features of focus (paradoxical content/context), time (stability/change) and distance (maintaining/reducing). Finally, we develop a dynamic view of transcendence as a process of oscillation, showing how these practices are bundled together and interrelate to construct moments of transcendence
A rhetoric-in-context approach to building commitment to multiple strategic goals
There are still few explanations of the micro-level practices by which top managers influence employee commitment to multiple strategic goals. This paper argues that, through their language, top managers can construct a context for commitment to multiple strategic goals. We therefore propose a rhetoric-in-context approach to illuminate some of the micro practices through which top managers influence employee commitment. Based upon an empirical study of the rhetorical practices through which top managers influence academic commitment to multiple strategic goals in university contexts, we demonstrate relationships between rhetoric and context. Specifically, we show that rhetorical influences over commitment to multiple goals are associated with the historical context for multiple goals, the degree to which top managers' rhetoric instantiates a change in that context, and the internal consistency of the rhetorical practices used by top managers. Copyright © 2007 SAGE Publications
Análisis de programas de mejora continua. Un estudio longitudinal en una empresa industrial
Las empresas han utilizado diversas herramientas que permiten que los operarios contribuyan al proceso de mejora continua. Entre las herramientas más usadas podemos destacar los sistemas de sugerencias tanto individuales como en grupo. En esta comunicación haremos un repaso de las principales características de ambos sistemas y los modos habituales de implantación. Nuestra ponencia pretende intentar responder a estas preguntas de investigación. ¿Qué resultados se derivan de la implantación de sistemas de sugerencias individuales o en grupo? ¿Cuál de los dos sistemas es más beneficioso para la empresa? ¿Qué problemas surgen durante el funcionamiento de estos programas? Para ello, analizaremos los datos de un caso de empresa industrial donde hemos recogido los datos históricos de 5 años de aplicación de un programa de mejora continua. Ambos programas han demostrado ser provechosos para la empresa, aunque las posibilidades de los sistemas de grupo parecen ser significativamente mayores
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
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Organizational Discourse: Domains, Debates, and Directions
Interest in the analysis of organizational discourse has expanded rapidly over the last two decades. In this article, we reflect critically on organizational discourse analysis as an approach to the study of organizations and management, highlighting both its strengths and areas of challenge. We begin with an explanation of the nature of organizational discourse analysis and outline some of the more significant contributions made to date. We then discuss existing classifications of approaches to the study of organizational discourse and suggest that they fall into two main categories: classifications by level of analysis and classifications by type of method. We argue that both of these approaches are inherently problematic and present an alternative way to understand the varieties of approaches to the analysis of organizational discourse based on within domain and across domain characterizations. We conclude with a discussion of the challenges that remain in the development of organizational discourse as an area of study and point to some of the opportunities for important and unique contributions to our understanding of organizations and management that this family of methods brings. © 2012 Copyright Academy of Management
Sport Club Internacional e a constituição da identidade corporativa de "clube-empresa"
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
Tendencias de la cultura y cambio organizacional: estudio de caso
La imagen corporativa en relación con el medio se evidencia en el informe de Deloitte (2018) sobre tendencias del capital humano, en donde se reportan alrededor de 11.000 cuestionarios aplicados a gerentes de 140 países y 150 líderes de empresas colombianas, el planteamiento realizado sugiere que el capital social cobra tanto importancia como el físico y el financiero. Estos aspectos están relacionados con la identidad corporativa y cómo se relaciona a su vez con la cultura y la gestión del en la organización. La cultura y la gestión del cambio han cobrado mucho interés para las personas que guían las organizaciones, los estudios realizados por Deloitte en 2017 se focalizaron en la relación de la cultura y el compromiso como elementos importantes del empleado; los resultados del estudio dejan en evidencia cómo la habilidad de las organizaciones para afrontar inconvenientes de compromiso y cultura tenían una reducción del 14% con respecto al año anterior, estos datos permiten entender la complejidad del ambiente en el ámbito laboral y dan cuenta de la importancia de desarrollar conocimiento válido que oriente a académicos y empresarios para que puedan abordar
de una manera adecuada estos aspectos.1a edició
Can CCO theory tell us how organizing is distinct from markets, networking, belonging to a community, or supporting a social movement?
McPhee and Zaug (2009) advanced a theory that organizations are constituted by the four communication processes of membership negotiation, organizational self-structuring, activity coordination, and institutional positioning. My argument here is that in order to say what organizational constitution entails, we must consider what is distinctive about an organization as compared with any other collective. Examples of other types of collectives include markets such as car sales, networks such as walking enthusiasts who communicate with each other, communities such as cities, and social movements such as gay rights. A theory of communication as constitutive of organizing (CCO; see Putnam & Nicotera, 2009, the subject of this forum) must, in my view, be able to show how organizations are formed and maintained rather than say markets or networks. I use and extend the same logic as McPhee and Zaug use when they argue how groups of friends are not an organization. My argument is that McPhee and Zaug's model can also apply to these other collective forms and thus that it is insufficiently organizational
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