Organizational Cultures as Holding Environments: A Psychodynamic Look at Organizational Symbolism

The traditional formulation of symbols asbundles of meaning has supported manyfine-grained analyses of organizational culture.However, it tends to obscure deeper psychodynamicelements that are essential to shaping how culture forms,develops, and dies. This paper adapts the idea ofholding environment from Winnicott, Kegan,and others to sketch the potential contribution of such a psychodynamic perspective. An illustrativecase is presented to support the argument.     

Fathers' Stories of Resistance and Hegemony in Organizational Cultures

This article focuses on the practices of resistance and hegemony that oppose change in gender cultures in organizations. It suggests that analysis of the narratives produced by organizational actors is a fruitful method with which to deal with issues of this kind. In particular, the analysis concentrates on how resistance and hegemony practices may affect the implementation of changes promoted at a normative level — as in the case of the Italian law that has extended the right to take parental leave for childcare to men as well, in opposition to the dominant cultural models of gender. The analysis of the experiences reported by men belonging to different organizations, and having in common the use of parental leave to spend time with their children, allows us to reflect upon the fact that the symbolic orders of gender in organizations cannot be challenged at a normative level if the change does not affect the organizational culture, becoming embedded in everyday organizational practices.     

Gendered Rationality? A Genealogical Exploration of the Philosophical and Sociological Conceptions of Rationality,Masculinity and Organization

Although feminist organizational theory frequently refers to the association between rationality and masculinity, this association tends to be stated rather than argued for. This article examines, from a philosophical and sociological perspective, how these two concepts have become genealogically so closely and inseparably intertwined. It proposes that it is the early philosophical and sociological interpretations of reason and rationality that linked masculinity and rationality. To explore the connection between rationality and masculinity that is so fundamental to management and, more broadly, organizational discourse, is the purpose of this article. Commencing with a brief overview of pre‐Cartesian concepts of rationality, the main focus of the article is on modern conceptions of rationality, starting with the philosophy of Descartes. It examines the influence of the ideas of Francis Bacon, Enlightenment interpretations of rationality and the influence of Weberian rationality and subsequent interpretations of this concept of rationality by early organizational theorists. Finally, it demonstrates, via a case study of strategic management, how contemporary organizational discourse continues to reflect many of the assumptions about masculinity and rationality that are deeply embedded in more traditional organizational discourse. The article concludes with a number of suggestions for a way forward for critical gender studies that moves beyond the standard feminist critique of organizational discourse and practice.     

On Being Jewish at a Jesuit University: Reflections on Organizational Cultures

This article provides reflections on the intersection of religion, identity, occupation, and organizational culture as it occurred in my professional life.     

Leaning Out: Exploring Organizational Advocacy Activities From an Open Systems Perspective

This article explores the effect of organizational culture on engagement with advocacy activities, both traditional and electronic. The Competing Values Framework offers a model for understanding how organizations’ culture influences behavior. Using a sample of nonprofit providers from across the country, the author hypothesized that organizations that use electronic advocacy tools are more involved with advocacy activities of all types. A paper and pencil survey was used to collect data on organizational culture, advocacy tools and techniques, perceived effectiveness of the advocacy tools, policy goals, organizational sustainability goals as well as barriers and facilitators of electronic advocacy. The study used path modeling to describe the connections between organizational culture and engagement in advocacy activities. The article examines the barriers and facilitators of electronic advocacy, the penetration of electronic advocacy use in this sample of agencies and the perceptions of effectiveness associated with using these strategies; lastly, the implications of these findings for managers and organizational leaders are discussed.     

Donor-Insemination Motherhood: How Three Types of Mothers Make Sense of Genes and Donors

ABSTRACT

This article analyzes how the variables of partnership type and gestational status that differentiate among partnered women who achieve motherhood through their own (or a partner's) donor insemination are relevant to shaping that experience. The article demonstrates that the three groups of mothers defined by these two variables differ on a variety of attitudes concerning whom the child resembles, the influence of genes, the position of the sperm donor, and reflections on the experience of motherhood. The gestational mothers in heterosexual partnerships experience contradictions in denying the influence of the donor and expressing interest in him. They view the children as resembling themselves more than either the donor or their partners. The gestational mothers in lesbian partnerships both deny the influence of the donor and express disinterest in him. Like the gestational mothers in heterosexual partnerships, they also see the children as resembling themselves more than either the donor or their partners. The nongestational mothers in lesbian partnerships offer an alternative form of mothering within the family in the form of collaborative influence on the child. The data for this study come from an online survey of parents; the survey was distributed through a number of national organizations in the United States.     

Leadership Style in Relation to Organizational Change and Organizational Creativity: Perceptions from Nonprofit Organizational Members

As the environment within which organizations act continues to change and becomes increasingly competitive, maintaining an organizational climate that supports change and encourages creativity is a key objective for organizational leaders. This article examines the relationship between leadership style (transformational, transactional, laissez‐faire) and members' perceptions of the psychological climate for organizational change readiness and psychological climate for organizational creativity. Results indicate that transformational leaders have a direct positive relationship with psychological climate for organizational change readiness and organizational creativity, while laissez‐faire leaders have a negative relationship.     

‘Now,We Have the Same Rights as Men to Keep Our Jobs’: Gendered Perceptions of Opportunity and Obstacles in a Mexican Workplace

Drawing on extensive qualitative data at a Mexican‐owned multinational corporation, this case study investigates professional employees’ perceptions of changes to a prohibitive work policy requiring women to quit working upon marriage and having children. Employees believed the policy change meant working women were valued employees, but how this translated into opportunity highlighted distinct views of the types of positions professional women could occupy at the company, reinforcing sex‐segregated job allocation. Whereas women's narratives pointed to cultural resistance, men's narratives attributed the dearth of women in higher level positions to their lack of professionalism and commitment to work. The work policy change only guaranteed the right for women to work as the company modernized to fit the neoliberal demands of the global marketplace. Now women faced the challenge of turning that right into career advancement in a traditionally masculine‐defined company. I argue that even with the policy change, gendered discourses on women in professional occupations constructed and maintained gender inequities in the workplace. This study contributes to the scholarly discussion on gendered discourses within the context of global restructuring by showing how mechanisms at work maintain gender inequity in the workplace.     

Executive Leadership and Social Innovation in Direct-Service Nonprofits: Shaping the Organizational Culture to Create Social Change

Direct-service nonprofits have taken on increasing responsibility in creating social change (operationalized through the concept of social innovation) within local communities. Qualitative interviews were conducted with executive directors to determine the factors within the intra-organizational environment that support an orientation toward social innovation. Findings show that aspects related to staff engagement and development and direction by the executive leadership team are particularly important. The findings provide a conceptual model of the varying intra-organizational dynamics that support the development of a social innovation-oriented organizational culture. This research offers a focus for social work education programs to equip practitioners with the skills needed in contemporary practice.     

Old Structures,New Relations: How Community Development Credit Unions Define Organizational Boundaries

Studies of organizational dynamics examine the manner in which an organization's immediate environment defines the rules and requirements to which individual organizations must conform in order to receive legitimacy and support (Scott, 1992:132). In this paper we consider the question of how an organization can achieve legitimacy and support without necessarily compromising its organizational forms or practices to isomorphic pressures. We frame the question in terms of the boundaries between organizations and their environments. Where the population ecology studies show the survival value of adopting known organizational forms and practices, and neoinstitutionalism addresses the need to display compliance with accepted forms, our case study demonstrates the possibility of removing an organization or set of organizations from the familiar interaction by naming it as a subfield of the organizational field, sharing the environment, but out of the way of predefined norms and practices.     

Studying the Gendering of Organizational Culture Over Time: Concerns,Issues and Strategies

Beginning with the premise that ‘organizational culture’ is a useful heuristic for the study of gender at work, this article focuses on the problem of studying the culture of organizations over time, setting out to demonstrate how the social construction of corporate history has, until now, lent itself to gendered notions of business practices. Arguing that history itself is but one of a series of discourses about the world, the article outlines a feminist strategy for the study of organizational culture over time that includes: (i) feminist historiography as history written from a feminist point of view; (ii) a commitment to the notion of history as discourse rooted in the present; (iii) a view of women’s rights development as a paradoxical process of progress and regress; (iv) a gender focus approach that studies the impact of discrimination on the social construction of masculinity/femininity and sexual preference; and (v) an approach that is sensitive to the contextualization of gender. British Airways is used as a case study to illustrate some of the problems of historic re/construction and feminist historiography.     

Campus Sex in Context: Organizational Cultures and Women's Engagement in Sexual Relationships on Two American College Campuses

An “inhabited” approach to the study of institutions examines how organizational actors produce locally distinctive meaning in response to similar institutional forces. Adopting inhabited institutionalism to the study of campus sexual life, this study draws on interviews with 54 undergraduate women at two four‐year universities in the United States—Ivy U and State U—to show campus cultures unique to a university inform women's decisions to engage in hookups and/or relationships. For women attending Ivy U, an elite institution where pressure to succeed is palpable, both hookups and long‐distance relationships alike are posited as advantageous for the time‐crunched, preprofessional student. At State U, a public school with a party reputation, women explain their engagement in hookups as part of the “fun” of college life, while women seeking or involved in committed relationships are obligated to negotiate the effects of the party culture in their partnerships. This study challenges the notion of a monolithic sexual culture across university settings by showing how campus cultures cultivated at the local level create unique organizational conditions within which undergraduate women forge and explain their engagement in hookups and relationships alike.     

Measuring quality for human service improvement: How nonprofits meet the quality requirements of public authorities

The growing pressure for service quality has led to an increase in the dissemination of quality models in nonprofit human service organizations. In spite of this, little is known about their implementation. The present study therefore examines how quality management directives imposed by public authorities affect the adoption and use of quality measurement systems under different sets of conditions. Key findings, based on survey data from 536 human service nonprofits in Switzerland, suggest that external quality requirements foster the adoption of measurement systems to the greatest degree, but simultaneously reduce their actual utilization for service improvement. The strength of these effects is contingent on the organizations' resources and the quality of indicators. Managers' commitment to quality measurement shows the strongest effect on the use of quality measurement systems. These findings and the implications for future research and practice will be discussed.     

Military,masculinity and mediated representations: (con)fusing the real and the reel

In this paper I argue that it is time to rethink the military within Management and Organization Theory. The starting point for this discussion is a juxtaposition of the (lack of) study of the military within Management and Organization Theory compared with the recent (and sustained) interest in depicting war, the military and the military subject within popular culture. I argue that the military is a gendered and gendering organization that has wider discursive effects on the lived experience of masculinity. Having laid down these conceptual claims, I then argue for the value of film, and popular culture more broadly, as an important source of ‘knowledge’ about organizational life. To elaborate this claim, I conduct a close reading of four films that represent post‐Cold War conflicts and identify three recurring themes that tell particular ‘truths’ of the experiences of the contemporary military organizational subject. I conclude that there is something meaningful and relevant in the contemporary popular culture of war that can help address the limitations of the exploration of the military within Management and Organization Theory.     

In search of popular management: Sensemaking,sensegiving and storytelling in the excellence project

Critical accounts of popular management have tended to caricature the authors of this literary genre and have, furthermore, made broad claims as to the nature and potential of the organizational storytelling which features in these texts. This paper re-examines such claims and proclivities. It argues that any attempt to explore the nature of popular management or to account for the organizing potential of its storytelling must be located within an account of storytelling practice. To this end, the paper offers a critical analysis of the excellence project that is situated within a review of Tom Peters’ storyworld. Acknowledging the extent to which popular management deploys organizational storytelling in its endeavours, we offer – uniquely – a longitudinal analysis of Tom Peters' storytelling practices. Noting a tension between organizational sensegiving and organizational sensemaking processes, we argue that the storyworld of the excellence project acts to obscure the frictions, stresses and dislocations associated with the pursuit of business excellence. Highlighting the persistence of local sensemaking processes within and between those forms of public speech fostered by popular management, however, we argue that the tales which constitute the excellence project are, when viewed in context, more diverse and yet less productive than previously imagined.