By Andrew Chan
Dependent upon principles by means of Foucault, this identify makes an attempt a postmodern appreciation of the historic methodologies linked to postmodern thinking/philosophies to supply a scientific exploration of the ways that the concept that of tradition has been deployed in managerial conception and perform. Andrew Chan seriously re-constitutes the ways that organizational wisdom is produced, and within the method, he increases a few questions about the character and demanding matters pertinent to the worries of students and scholars in association concept and behavior, cultural stories and sociology.
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Extra resources for Critically Constituting Organization (Advances in Organization Studies)
In anthropology, the well-known remarks by Clifford Geertz about culture have been uplifted and massaged to be transformed into a bundle of impressive concepts that are popularly applied in organization theory, with significant implications for both good and bad. In sociology, the structural-functional school of thought becomes the overarching approach used to apprehend culture because the ideological content of that paradigm chimes with that of the managerialist paradigm of performative administrative theories.
Or they may be constituted as subject, that is, tied to a particular concept of subjectivity, so that they come to see themselves, and be seen in a particular way. (T)he general theme of his research has been “how human beings constitute themselves as subjects and how they treat one another as objects” and to “detail the modes of objectification which transform human beings into subjects” (Townley 1994: 12, citing Foucault 1983: 209; italics mine). “Knowing” and “constructing” are crucial components in the generic term “discourse”; and a discourse, following Foucault, produces both subjects and objects (Fairclough 1992: 41).
CULTURE AS DISCOURSE 13 Graves 1986; Lessem 1990; Drennan 1992). The phenomenal enthusiasm in the extolled potency of corporate culture is a consequence of the perception of culture as having assumed the character of a panacea — potentially the answer to many organizational ailments (Payne 1991: 29; Johnson & Gill 1993: 94; Salaman 1997). The business community has no qualms with the seductiveness of cultural management techniques that have infiltrated management circles. : 42, emphases mine). Anthony (1994: 2–3), Bates (1994), and Schein (1985, 1999) have all warned about taking culture for change itself because such a treatment risks confusion and conflation of a signified for its referent.