Identity change in organizations: a philosophical exposition
Purpose – This paper aims to describe how organization’s identity changes in the course of time. Focus is on project-based companies. Design/methodology/approach – The paper first highlights the concept of process thinking. Then follow descriptions of notions of identity and identity change as chang...
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Veröffentlicht in: | International journal of organizational analysis (2005) 2015-10, Vol.23 (4), p.621-636 |
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container_title | International journal of organizational analysis (2005) |
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creator | Koskinen, Kaj Untamo |
description | Purpose
– This paper aims to describe how organization’s identity changes in the course of time. Focus is on project-based companies.
Design/methodology/approach
– The paper first highlights the concept of process thinking. Then follow descriptions of notions of identity and identity change as change processes. After that, three different identity change processes – negotiation of meaning, lauguaging and interaction – are illustrated. And after that follows the main content of the paper, namely, descriptions of identity changes in organizations. These descriptions focus on two approaches: “Unintentional identity change” and “Intentional identity change”.
Findings
– Identity provides organizations with powerful understanding of theories of who they are. These understandings guide subsequent resource allocation decisions. Identity change in an organization can be categorized into unintentional and intentional identity changes. Unintentional identity changes takes place through the previously mentioned three processes. Instead, intentional identity change takes place through strategy planning.
Practical implications
– Finding a viable view through which organizations can understand how their identities chance in the course of time is a very important issue. Therefore, in this paper, the authors have sought to offer a brief illustration of this area.
Originality/value
– In the literature, rather, a lot of attention has been focused on how identities are constructed, and what is their role, for example, in the companies’ strategic management and marketing. However, less attention has been paid to how identities are involved in organizations’ change processes. That is why the goal of this paper is to address that lack by studying identity change in organizations. |
doi_str_mv | 10.1108/IJOA-03-2012-0564 |
format | Article |
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– This paper aims to describe how organization’s identity changes in the course of time. Focus is on project-based companies.
Design/methodology/approach
– The paper first highlights the concept of process thinking. Then follow descriptions of notions of identity and identity change as change processes. After that, three different identity change processes – negotiation of meaning, lauguaging and interaction – are illustrated. And after that follows the main content of the paper, namely, descriptions of identity changes in organizations. These descriptions focus on two approaches: “Unintentional identity change” and “Intentional identity change”.
Findings
– Identity provides organizations with powerful understanding of theories of who they are. These understandings guide subsequent resource allocation decisions. Identity change in an organization can be categorized into unintentional and intentional identity changes. Unintentional identity changes takes place through the previously mentioned three processes. Instead, intentional identity change takes place through strategy planning.
Practical implications
– Finding a viable view through which organizations can understand how their identities chance in the course of time is a very important issue. Therefore, in this paper, the authors have sought to offer a brief illustration of this area.
Originality/value
– In the literature, rather, a lot of attention has been focused on how identities are constructed, and what is their role, for example, in the companies’ strategic management and marketing. However, less attention has been paid to how identities are involved in organizations’ change processes. That is why the goal of this paper is to address that lack by studying identity change in organizations.</description><identifier>ISSN: 1934-8835</identifier><identifier>EISSN: 1758-8561</identifier><identifier>DOI: 10.1108/IJOA-03-2012-0564</identifier><language>eng</language><publisher>Bingley: Emerald Group Publishing Limited</publisher><subject>Corporate identity ; Employees ; HR & organizational behaviour ; Metaphysics ; Organization studies ; Organizational change ; Organizational structure/dynamics ; Social identity ; Strategic management</subject><ispartof>International journal of organizational analysis (2005), 2015-10, Vol.23 (4), p.621-636</ispartof><rights>Emerald Group Publishing Limited</rights><rights>Emerald Group Publishing Limited 2015</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c345t-72bb0f7ea6170f63c4dea0ef64df10741029dc0606cb00665982edb697c1c2e23</citedby><cites>FETCH-LOGICAL-c345t-72bb0f7ea6170f63c4dea0ef64df10741029dc0606cb00665982edb697c1c2e23</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2012-0564/full/pdf$$EPDF$$P50$$Gemerald$$H</linktopdf><linktohtml>$$Uhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2012-0564/full/html$$EHTML$$P50$$Gemerald$$H</linktohtml><link.rule.ids>314,780,784,21695,27924,27925,53244,53372</link.rule.ids></links><search><creatorcontrib>Koskinen, Kaj Untamo</creatorcontrib><title>Identity change in organizations: a philosophical exposition</title><title>International journal of organizational analysis (2005)</title><description>Purpose
– This paper aims to describe how organization’s identity changes in the course of time. Focus is on project-based companies.
Design/methodology/approach
– The paper first highlights the concept of process thinking. Then follow descriptions of notions of identity and identity change as change processes. After that, three different identity change processes – negotiation of meaning, lauguaging and interaction – are illustrated. And after that follows the main content of the paper, namely, descriptions of identity changes in organizations. These descriptions focus on two approaches: “Unintentional identity change” and “Intentional identity change”.
Findings
– Identity provides organizations with powerful understanding of theories of who they are. These understandings guide subsequent resource allocation decisions. Identity change in an organization can be categorized into unintentional and intentional identity changes. Unintentional identity changes takes place through the previously mentioned three processes. Instead, intentional identity change takes place through strategy planning.
Practical implications
– Finding a viable view through which organizations can understand how their identities chance in the course of time is a very important issue. Therefore, in this paper, the authors have sought to offer a brief illustration of this area.
Originality/value
– In the literature, rather, a lot of attention has been focused on how identities are constructed, and what is their role, for example, in the companies’ strategic management and marketing. However, less attention has been paid to how identities are involved in organizations’ change processes. That is why the goal of this paper is to address that lack by studying identity change in organizations.</description><subject>Corporate identity</subject><subject>Employees</subject><subject>HR & organizational behaviour</subject><subject>Metaphysics</subject><subject>Organization studies</subject><subject>Organizational change</subject><subject>Organizational structure/dynamics</subject><subject>Social identity</subject><subject>Strategic 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Untamo</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c345t-72bb0f7ea6170f63c4dea0ef64df10741029dc0606cb00665982edb697c1c2e23</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2015</creationdate><topic>Corporate identity</topic><topic>Employees</topic><topic>HR & organizational behaviour</topic><topic>Metaphysics</topic><topic>Organization studies</topic><topic>Organizational change</topic><topic>Organizational structure/dynamics</topic><topic>Social identity</topic><topic>Strategic management</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Koskinen, Kaj Untamo</creatorcontrib><collection>CrossRef</collection><collection>Global News & ABI/Inform Professional</collection><collection>Trade PRO</collection><collection>Access via ABI/INFORM (ProQuest)</collection><collection>ABI/INFORM Global (PDF only)</collection><collection>ProQuest Central (purchase pre-March 2016)</collection><collection>ProQuest Pharma Collection</collection><collection>Hospital Premium Collection</collection><collection>ProQuest Central UK/Ireland</collection><collection>ProQuest Central Essentials</collection><collection>ProQuest Central</collection><collection>Business Premium Collection</collection><collection>ProQuest One Community College</collection><collection>ProQuest Central Korea</collection><collection>Health Research Premium Collection</collection><collection>ABI/INFORM Global (Corporate)</collection><collection>ProQuest Central Student</collection><collection>ProQuest Business Collection</collection><collection>DELNET Management Collection</collection><collection>ABI/INFORM Professional Advanced</collection><collection>ABI/INFORM Professional Standard</collection><collection>ABI/INFORM Global</collection><collection>Healthcare Administration Database</collection><collection>Psychology Database</collection><collection>ProQuest One Business</collection><collection>ProQuest One Academic Eastern Edition (DO NOT USE)</collection><collection>ProQuest One Academic</collection><collection>ProQuest One Academic UKI Edition</collection><collection>ProQuest One Psychology</collection><collection>ProQuest Central Basic</collection><collection>SIRS Editorial</collection><jtitle>International journal of organizational analysis (2005)</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Koskinen, Kaj Untamo</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Identity change in organizations: a philosophical exposition</atitle><jtitle>International journal of organizational analysis (2005)</jtitle><date>2015-10-12</date><risdate>2015</risdate><volume>23</volume><issue>4</issue><spage>621</spage><epage>636</epage><pages>621-636</pages><issn>1934-8835</issn><eissn>1758-8561</eissn><abstract>Purpose
– This paper aims to describe how organization’s identity changes in the course of time. Focus is on project-based companies.
Design/methodology/approach
– The paper first highlights the concept of process thinking. Then follow descriptions of notions of identity and identity change as change processes. After that, three different identity change processes – negotiation of meaning, lauguaging and interaction – are illustrated. And after that follows the main content of the paper, namely, descriptions of identity changes in organizations. These descriptions focus on two approaches: “Unintentional identity change” and “Intentional identity change”.
Findings
– Identity provides organizations with powerful understanding of theories of who they are. These understandings guide subsequent resource allocation decisions. Identity change in an organization can be categorized into unintentional and intentional identity changes. Unintentional identity changes takes place through the previously mentioned three processes. Instead, intentional identity change takes place through strategy planning.
Practical implications
– Finding a viable view through which organizations can understand how their identities chance in the course of time is a very important issue. Therefore, in this paper, the authors have sought to offer a brief illustration of this area.
Originality/value
– In the literature, rather, a lot of attention has been focused on how identities are constructed, and what is their role, for example, in the companies’ strategic management and marketing. However, less attention has been paid to how identities are involved in organizations’ change processes. That is why the goal of this paper is to address that lack by studying identity change in organizations.</abstract><cop>Bingley</cop><pub>Emerald Group Publishing Limited</pub><doi>10.1108/IJOA-03-2012-0564</doi><tpages>16</tpages></addata></record> |
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issn | 1934-8835 1758-8561 |
language | eng |
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source | Standard: Emerald eJournal Premier Collection |
subjects | Corporate identity Employees HR & organizational behaviour Metaphysics Organization studies Organizational change Organizational structure/dynamics Social identity Strategic management |
title | Identity change in organizations: a philosophical exposition |
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