| 1. |
|
|
| 2. |
|
|
| 3. |
- Kärreman, Dan, et al.
(author)
-
Vår tillhörighet i klubben
- 2007
-
In: Organisation: teorier om ordning och oordning.
-
Book chapter (other academic/artistic)
|
|
| 4. |
- Alvehus, Johan, 1973-, et al.
(author)
-
Kunskapsorganisationer och kunskapsarbete
- 2012. - 2
-
In: Organisationer, ledning och processer. - Lund : Studentlitteratur AB. - 9789144075730 ; , s. 471-500
-
Book chapter (other academic/artistic)
|
|
| 5. |
|
|
| 6. |
- Alvesson, Mats, et al.
(author)
-
Att synliggöra organisation eller ”Arne Weise har fan inte sålt nånting”. Löpsedelsmöte på Aftonpressen
- 1995
-
In: Sociologisk forskning. - : Sveriges Sociologförbund. - 0038-0342 .- 2002-066X. ; 32:3, s. 3-42
-
Journal article (peer-reviewed)abstract
- This article aims to illuminate certain cultural aspects of the work of an evening newspaper (working style, ways of thinking, assumptions about the business, its objectives, perceptions of the readership) as well as how communication in group situations contributes to the social construction of organizations in terms of objectives, meaning and style. The paper will also address the issues of play, emotions and pleasure on work. It is argued that a situational focus, when studying organizations and other social phenomena, provides a less constrained understanding of the object than predominant systemic approaches. The situation, as studied and discussed here, is a monthly meeting between managers and news bill editors of an evening newspaper where sales and the content of news bills are evaluated. It is concluded that, while the premise for the meeting (the casual relation between sales and news bill layout) guides the conversation, the meeting primarily operates as an emotional arena where excitement and pleasure are produced under game-like circumstances. This allows the participants to address, in a relaxed and friendly atmosphere, questions such as:Who are we? How do we look upon ourselves? Who are our customers? What ’needs’ shall we satisify? What is important and good? What is central? How do we work? How do we think about certain things?While some answers are provided and reinforced, the main outcome of the meeting is the possibility, however restricted, to pose these questions and play with them. Thus, the participants manage to establish a zone with considerable degrees of freedom; free from committments but not free from remainders of who they are or ought to be.
|
|
| 7. |
|
|
| 8. |
- Alvesson, Mats, et al.
(author)
-
Constructing mystery: Empirical matters in theory development
- 2007
-
In: Academy of Management Review. - 0363-7425. ; 32:4, s. 1265-1281
-
Journal article (peer-reviewed)abstract
- We outline a research methodology developed around two basic elements: the active discovery and/or creation of mysteries and the subsequent solving of the mysteries. A key element is the reflexive opening up of established theory and vocabulary through a systematic search for deviations from what would be expected. given established wisdom, in empirical contexts. "Data" are seen as an inspiration for critical dialogues between theoretical frameworks and empirical work.
|
|
| 9. |
- Alvesson, Mats, et al.
(author)
-
Decolonializing discourse: Critical reflections on organizational discourse analysis
- 2011
-
In: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 64:9, s. 1121-1146
-
Journal article (peer-reviewed)abstract
- Organizational discourse has emerged as a large research field and references to discourse are numerous. As with all dominating approaches problematizations of assumptions are important. This article, partly a follow up of the authors' frequently cited 2000 Human Relations article, provides a critical and perhaps provocative overview of some of the more recent work and tendencies within the field. It is argued that discourse continues to be used in vague and all-embracing ways, where the constitutive effects of discourse are taken for granted rather than problematized and explored. The article identifies three particular problems prevalent in the current organizational discourse literature: reductionism, overpacking, and colonization and suggests three analytical strategies to overcome these problems: counter-balancing concepts - aiming to avoid seeing 'everything' as discourse - relativizing muscularity - being more open about discourse's constitutive effects - and disconnecting discourse and Discourse through much more disciplined use of discourse vocabulary.
|
|
| 10. |
|
|
| 11. |
- Alvesson, Mats, et al.
(author)
-
Intellectual Failure and Ideological Success in Organization Studies : The Case of Transformational Leadership
- 2016
-
In: Journal of Management Inquiry. - : SAGE Publications. - 1056-4926 .- 1552-6542. ; 25:2, s. 139-152
-
Journal article (peer-reviewed)abstract
- This article discusses the current self-confidence and apparent success—at least by market/popularity measures—of leadership studies (LS) in general and transformational leadership (TFL) in particular. An alternative interpretation is offered, suggesting that it is the ideological character of these approaches that account for their “success,” at least in quantitative terms. Their wide appeal needs to be understood against the background of the fragmentation in the field before the entrance of these much more popularly appealing, but theoretically questionable ideas which lack credible empirical support. The article concludes that the currently popular streams are strongly structured by ideology—drawing on hero and religious mythologies—and suggests some ways to reduce the ideological overtone and the resulting tendency to produce tautologies and biased results.
|
|
| 12. |
- Alvesson, Mats, et al.
(author)
-
Interfaces of control. Technocratic and socio-ideological control in a global management consultancy firm
- 2004
-
In: Accounting, Organizations and Society. - 0361-3682. ; 29:3-4, s. 423-444
-
Journal article (peer-reviewed)abstract
- This paper investigates a variety of forms of management control in a large management consultancy company. The very high level of compliance with corporate objectives among employees is highlighted and singled out as a phenomenon worth exploring. The company exhibits a rich variety of various formal control devices focusing on financial issues as well as human resources. The paper shows that these do not fully work according to intention and that their control effects do not comply that well with the bureaucratic- technocratic logic they rest upon. Technocratic control systems are instead identified as non-obvious sources of socio-ideological control. The paper emphasizes the interface between different forms of control and argues for a more symbolic, meaning-focusing view on bureaucratic and output measurement control. (C) 2003 Published by Elsevier Ltd.
|
|
| 13. |
|
|
| 14. |
|
|
| 15. |
|
|
| 16. |
|
|
| 17. |
- Alvesson, Mats, et al.
(author)
-
Organizational discourse analysis - well done or too rare? A reply to our critics
- 2011
-
In: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 64:9, s. 1193-1202
-
Journal article (peer-reviewed)abstract
- In this article we respond to Bargiela-Chiappini, Iedema and Mumby.We notice that there is considerable agreement concerning the state of the art of organizational discourse analysis, while also discussing the disagreements. We expand on some of the ontological issues inherent in our argument, further discuss the character of reductionism in organizational discourse analysis, the trappings of a priori assumptions, and, finally, argue that our critics themselves, perhaps inadvertently, tend to repeat the problematic moves we identified in our original article.
|
|
| 18. |
- Alvesson, Mats, et al.
(author)
-
Professional Service Firms and Identity
- 2015
-
In: The Oxford Handbook of Professional Service Firms. - : Oxford University Press. - 9780199682393
-
Book chapter (peer-reviewed)abstract
- This chapter examines the relationship between individual and organizational identity in PSFs and the significant but tenuous nature of elite identity in this context. The authors identify four main identity-related issues for management control in PSFs: autonomy/conformity tensions, the client conundrum, ambiguity saturation, and intangibility. They explore three main modes of identity-focused control in PSFs: positive image, homogenization of the workforce, and anxiety-regulation. The chapter examines contemporary challenges to elite identities and the increasing critique of concepts of professionalism in this context and highlights key areas for future research on identity in PSFs and among professionals. These include: the need to acknowledge the homogeneity of professional service firms and professional workers; how professionals regulate their identity to respond to identity challenges; the roles that multiple actors play in a professional’s identity construction; and the depth of identity construction with regard to both organizational and professional identity.
|
|
| 19. |
|
|
| 20. |
|
|
| 21. |
|
|
| 22. |
- Alvesson, Mats, et al.
(author)
-
The closing of critique, pluralism and reflexivity: A response to Hardy and Grant and some wider reflections
- 2013
-
In: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 66:10, s. 1353-1371
-
Journal article (peer-reviewed)abstract
- This article is a follow-up of Alvesson and Karreman (2011a), which was in itself a follow-up of Alvesson and Karreman (2000), and a response to a critique of the former by Hardy and Grant (2012). The critique is addressed directly and the logic behind it investigated critically. The article also addresses wider concerns regarding the politics of research and publishing and the conditions of critique at the present time. The pressure and eagerness to get published lead to strong subspecialization and an inclination to build research approaches within which authors are inclined to reproduce shared assumptions and be unwelcome to critical explorations. The article points to the risk of assumption-challenging work being marginalized through the anticipation of critique leading to hostile reactions and specialized, politically motivated reviewers blocking the publication of far-reaching critique.
|
|
| 23. |
|
|
| 24. |
- Alvesson, Mats, et al.
(author)
-
Unpacking the client(s): Constructions, positions and client-consultant dynamics
- 2009
-
In: Scandinavian Journal of Management. - : Elsevier BV. - 0956-5221. ; 25:3, s. 253-263
-
Journal article (peer-reviewed)abstract
- Research on management consultancy usually emphasizes the rote and perspective of the consultants. Whilst important, consultants are only one element in a dynamic relationship involving both consultants and their clients. In much of the literature, the client is neglected, or is assumed to represent a distinct, immutable entity. In this paper, we argue that the client organisation is not uniform but is instead (like organisations generally) a more or less heterogeneous assemblage of actors, interests and inclinations involved in multiple and varied ways in consultancy projects. This paper draws upon three empirical cases and emphasizes three key aspects of clients in the context of consultancy projects: (a) client diversity, including, but not limited to diversity arising solely from (pre-)structured contact relations and interests; (b) processes of constructing 'the client' (including negotiation, conflict, and reconstruction) and the client identities which are thereby produced; and (c) the dynamics of client-consultant relations and how these influence the construction of multiple and perhaps contested client positions and identities. (C) 2009 Elsevier Ltd. All rights reserved.
|
|
| 25. |
- Alvesson, Mats, et al.
(author)
-
Unraveling HRM: Identity, ceremony, and control in a management consulting firm
- 2007
-
In: Organization Science. - : Institute for Operations Research and the Management Sciences (INFORMS). - 1047-7039 .- 1526-5455. ; 18:4, s. 711-723
-
Journal article (peer-reviewed)abstract
- This paper addresses human resources management (HRM) systems and practices in a large multinational management consultancy firm. The firm invests considerable resources in HRM, and is frequently praised by employees for its accomplishments in hiring, developing, and promotion. However, this general faith in HRM does not align particularly well with employees' experiences and perceptions of the specific HRM practices in the firm. The paper critically interprets the meaning and the functions of the HRM system and the beliefs supporting it. The paper suggests a reinterpretation of HRM systems and practices based on a cultural-symbolic perspective. It introduces the concepts of excess ceremonialism, identity projects, and aspirational control to highlight and interpret the significance of organizational symbolism in accounting for the role of HRM systems and practices, and the various effects of HRM systems and practices on employee identity and compliance.
|
|
| 26. |
|
|
| 27. |
- Barinaga, Ester, et al.
(author)
-
Culture and Identity in Organization Studies
- 2013
-
In: Management: An advanced introduction. - 9789144093284 ; , s. 231-256
-
Book chapter (peer-reviewed)abstract
- This chapter deals with culture and identity in management studies. An interest in culture and identity can be understood as an interest in the symbolic side of the organization that deals with meaning, interpretation, symbols and action (rather than behavior). The symbolic side of enterprise has always been present in organization studies; since the early 1980s, however, this has predominantly been understood and explored through the concepts of culture and identity. Here we will follow the chronology of how the two concepts became prominent in organization studies. That is, we are going to start with an account of the emergence of culture in organizational analysis, proceed with an account of the emergence of identity, and conclude with a summary of what we think are the main contributions of culture and identity in organization studies.
|
|
| 28. |
|
|
| 29. |
- Bergström, Ola, 1968, et al.
(author)
-
Organizing disciplinary power in a knowledge organization
- 2009
-
In: Scandinavian Journal of Management. - : Elsevier BV. - 0956-5221 .- 1873-3387. ; 25:2, s. 178-190
-
Journal article (peer-reviewed)abstract
- This article provides a systematic attempt to analyze the effects of performance appraisals, here conceptualized as tools for executing disciplinary power, and how the agency of employees is shaped. The article demonstrates how agency is enrolled by a broad set of disciplinary technologies aimed at behavior as well as the self, orchestrated in way that effectively short-circuits resistance. Drawing upon data collected from a Swedish subsidiary of a large American consultancy firm, the article provides a detailed account for the use of disciplinary technologies in knowledge-intensive work and other types of high-commitment work settings. Furthermore, the article pays specific attention to how punishments, rewards and human agency interact in this context.
|
|
| 30. |
|
|
| 31. |
|
|
| 32. |
- Christensen, Lars Thøger, et al.
(author)
-
Bullshit and Organization Studies
- 2019
-
In: Organization Studies. - : SAGE Publications. - 0170-8406 .- 1741-3044. ; 40:10, s. 1587-1600
-
Journal article (peer-reviewed)abstract
- Bullshit is a ubiquitous communication practice that permeates many dimensions of organizational life. This essay outlines different understandings of bullshit and discusses their significance in the context of organization studies. While it is tempting to reject bullshit as corrosive to rational organizational practice, we argue that it is necessary to understand its organizational significance and performative nature more systematically. We outline different social functions of bullshit focusing on two particular types of managerial practices in which bullshit is likely to play a significant role: commanding and strategizing. On this backdrop, we consider bullshit in terms of the messages, senders and receivers involved, focusing especially on the dynamics between these dimensions in the context of organizations. The final part of this essay debates the reasons why bullshit, which is recognized by organizational members, is rarely called and rejected explicitly.
|
|
| 33. |
|
|
| 34. |
- Del Fa, Sophie, et al.
(author)
-
UNCRITICAL CONSTITUTION : CCO, Critique and Neoliberal Capitalism
- 2022
-
In: The Routledge Handbook of the Communicative Constitution of Organization. - New York : Routledge. - 9780367480707 - 9781000582789 ; , s. 165-179
-
Book chapter (peer-reviewed)abstract
- This chapter is an attempt to rectify one of the main shortfalls of the constitutive approach of communication (CCO): the absence of neoliberal capitalism in its conception of both communication and organizations. Any theory of the social must at least consider the current social order at hand, which we refer to as neoliberal capitalism. Building on the theoretical premise that communication is a relational practice by which various beings relate to each other through other beings, we will question the character of this relation by stating that, fundamentally, this relation is formed and informed by capitalism. This chapter aims at theorizing a critical approach to CCO in several ways: first by showing that CCO scholars’ interpretation of pragmatism occludes a critical dimension in their analyses; second, by engaging with critical theorizing and its connection points to CCO; and, third, to show how the lack of a critical understanding of neoliberal capitalism is hampering the critical potentialities of CCO.
|
|
| 35. |
- Erlingsdottir, Gudbjörg, et al.
(author)
-
Förändring i ett skandinaviskt perspektiv
- 2007
-
In: Organisation: teorier om ordning och oordning. ; , s. 31-40
-
Book chapter (other academic/artistic)abstract
- Inom ämnet organisationsteori är studier av planerade förändringar vanliga, dels därför att dagens organisationer är mycket förändringsbenägna, dels för att vi som studerar organisationer tycker att det är viktigt att förstå varför och hur förändringar sker. Syftet med plaerade förändringsprocesser kan vara att utöka eller dra ner på verksamheten, att effektivisera och öka produktivitet och kvalitet. Detta görs ofta genom införande av exempelvis ny teknik och nya management verktyg/modeller. Planerade förändringaprocesser blir avgörande för vår tolkning och förståelse av dem. I det här kapitlet kommer vi att presentera översättning som ett sätt att studera förändring.
|
|
| 36. |
|
|
| 37. |
- Frandsen, Sanne, et al.
(author)
-
Working with pride in the shadow of shame : Emotional dissonance and identity work during a corporate scandal
-
In: Human Relations. - 0018-7267.
-
Journal article (peer-reviewed)abstract
- The relationship between emotions and identity work is well established, yet the dynamic between emotional dissonance and identity work remains under-researched in organizational studies. We explore this relationship in the context of organizational scandal, examining the required and experienced emotions of organizational members when ‘working in the shadow of shame’. Drawing on an in-depth ethnographic study of Danske Bank collected at the peak of its money-laundering scandal, the article makes two contributions to the emerging interest in the intertwined nature of emotions and identity in organizations. First, we challenge the literature on emotional dissonance by demonstrating that employees do not attempt to resolve or reduce their emotional dissonance, but instead sustain it. Second, we advance the literature on identity work by showing how emotional dissonance can be understood as a trigger and resource for strategic and preferred identity work to maintain a positive social identity and self-identity.
|
|
| 38. |
|
|
| 39. |
|
|
| 40. |
- Huzzard, Tony, 1957, et al.
(author)
-
Exploring and experiencing the corporate business school
- 2017
-
In: The Corporatization of the Business School: Minerva Meets the Market. - Abingdon, Oxon ; New York, NY : Routledge, 2017. : Routledge. - 9781315640594 - 9781138191143 - 9781317277484 ; , s. 1-19
-
Book chapter (other academic/artistic)abstract
- This introduction presents an overview of the key concepts discussed in the subsequent chapters of this book. The book addresses the real life consequences of the corporatization of universities in general and business schools in particular, and challenge the dominant paradigm which is forcing universities and business schools to 'speak' as a corporate player in a global market where esteem, student revenue, funding and spin-offs are the goods that are traded. It explores the historical evolution of the branding/competition paradigm for contemporary universities, tracing its origins to the land grant universities in the US and later transmitted into global contexts. The book examines the audit culture which has developed in business schools. It investigates the implications of neo-liberal reforms and New Public Management policies on academic freedom. The book also explores the commodification of the 'student', as articulated in a university advertising campaign.
|
|
| 41. |
- Kärreman, Dan, et al.
(author)
-
Att styra i organisationer
- 2007
-
In: Organisationer: ledning och processer.
-
Book chapter (other academic/artistic)
|
|
| 42. |
|
|
| 43. |
- Kärreman, Dan, et al.
(author)
-
Cages in tandem: Management control, social identity, and identification in a knowledge-intensive firm
- 2004
-
In: Organization. - : SAGE Publications. - 1350-5084 .- 1461-7323. ; 11:1, s. 149-175
-
Journal article (peer-reviewed)abstract
- Developments in organization studies downplay the role of bureaucracy in favour of more flexible arrangements and forms of organizational control, including socio-ideological control. Corporate culture and regulated social identities are assumed to provide means for the integration and orchestration of work. Knowledge-intensive firms, which typically draw heavily upon socio-ideological modes of control, are often singled out as organizational forms that use social identity and the corporatization of the self as a mode for managerial control. In this article we explore and discuss social identity and identification in a large IT/management consultancy firm with a strong presence of socio-ideological or normative control, but also with strong bureaucratic features. Structural forms of control-formal HRM procedures and performance pressures are considered in relation to socio-ideological control. We identify organizational and individual consequences of identification in a context of social, structural, and cultural 'closures' and contradictions, including the tendency to create an 'iron cage of subjectivity'.
|
|
| 44. |
- Kärreman, Dan, et al.
(author)
-
Identity, Image and Brand
- 2020
-
In: The Oxford Handbook of Identities in Organizations. - 9780198827115
-
Book chapter (peer-reviewed)abstract
- This chapter highlights how organizational images and efforts to manage those images through branding influence the identities of individuals within organizations. The authors discuss the ways in which individuals’ identity projects are regulated, challenged, or supported by images and brands. They argue that identity is a particularly important concept for understanding organizing in today’s ‘brand society’, with individuals’ identities intertwined with corporate efforts of branding. Managing distinct and attractive images at both the collective and individual levels means that less prestigious, even stigmatized images may be important identity threats that impact individuals’ processes of identity work. The authors examine how previous literature has theorized the interplay between individual identity, image, and branding, arguing that the implications of branding for individuals’ construction of identity in organizations must be assessed critically.
|
|
| 45. |
|
|
| 46. |
|
|
| 47. |
|
|
| 48. |
- Kärreman, Dan, et al.
(author)
-
Resisting resistance: Counter-resistance, consent and compliance in a consultancy firm
- 2009
-
In: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 62:8, s. 1115-1144
-
Journal article (peer-reviewed)abstract
- Consent, obedience and resistance can be seen as key concerns in management and organization. Why people comply is a crucial issue in the field. We address the theme within a specific area: management consultants in a big firm that places quite a lot of pressure on its personnel to be hardworking and predictable and to subordinate themselves to hierarchy, standards and tight production schedules. By studying how the discourses of Ambition and Autonomy clash and interact in a consultancy firm, we add and develop the concept of counter-resistance to expand our understanding of the dynamics of resistance. The idea is to show how the impulse to resist becomes countered and neutralized. The study offers insights into the deeper mechanisms and dynamics behind consent and shows the multidimensional character of resistance.
|
|
| 49. |
|
|
| 50. |
|
|
