The Oxford Handbook of Organizational Identity by Michael G. Pratt (English) Pap

Publisher Description

The topic of organizational identity has been fast growing in management and organization studies in the last 20 years. Identity studies focus on how organizations define themselves and what they stand for in relation to both internal and external stakeholders. Organizational identity (OI) scholars study both how such self-definitions emerge and develop, as well as their implications for OI, leadership and change, among others.We believe thereare at least four inter-related reasons for the growing importance of OI. OI addresses essential questions of social existence by asking: Who are we and who are we becoming as a collective? It is arelational construct connecting concepts and ideas that are often viewed as oppositional, such as "us" and "them" or "similar" and "differen". OI is also nexus concept serving to gather multiple central constructs, also represented in this Handbook. Finally, OI is inherently useful, as knowing who you are is the foundation for being able to state what you stand for and what you are promising to others, no matter their relation with the organization.The Handbook provides aroad-map to the OI field organized in over 25 chapters across seven sections. Each chapter not only offers a broad overview of its particular topic, each also advances new knowledge and discusses thefuture of research in its area of focus.

Table of Contents

Michael G.Pratt, Majken Schultz, Blake Ashforth, and Davide Ravasi: Organizational Identity: Mapping Where We Have Been, Where We Are, and Where We Might GoSection 1: Mapping the organizational identity (OI) field1: Peter Foreman and David Whetten: Great debates in organizational identity study2: Dennis A. Gioia and Aimee L. Hamilton: Measuring organizational identity: Taking Stock and Looking Forward3: Davide Ravasi: Organizational Identity, Culture and Image4: Blake Ashforth: Cross-Level OI5: Majken Schultz: Identity Change & Temporality6: Michael G. Pratt: Multiple OI & HybridsSection 2: Critical Perspectives on OI7: Tony J Watson: Organizational Identity and Organizational Identity Work as Valuable Analytical Resources8: Kate Kenney, Andrea Whittle, and Hugh Willmott: Organizational Identity: The Significance of Power and Politics9: Mats Alvesson and Maxine Robertson: Organizational Identity: A CritiqueSection 3: Integrative Models of OI10: Ezra Zuckerman: Optimal Distinctiveness Revisited: An Integrative Framework for Understanding the Balance between Differentiation and Conformity in Individual and Organizational Identities11: Joep Cornelissen, Mirjam Werner, and Alex Haslam,: Bridging & Integrating Theories on Organizational Identity: A Social Interactionist Model of Organizational Identity Formation and ChangeSection 4: How Individuals Relate to OI12: Beth Schinoff, Kristie Rogers, and Kevin G. Corley: How Do We Communicate Who We Are? Examining How Organizational Identity Is Conveyed to Members13: Jennifer Petriglieri and Devine: Mobilizing Organizational Action Against Identity Threats: The Role of Organizational Members' Perceptions and Responses14: Kimberly Elsbach and Janet Dukerich: Organizational Identity and the Undesired SelfSection 5: Sources and processes of OI15: Glen E. Kreiner and Chad Murphy: Organizational Identity Work16: Roy Suddaby, William Foster, and Quinn Trank: ReMembering: Rhetorical History as Identity-Work17: Lee Watkiss and Mary Ann Glynn: Materiality and Identity: How Organizational Products, Artifacts, and Practices Instantiate Organizational Identity18: Daan Van Knippenberg: Making Sense of Who We Are: Leadership and Organizational IdentitySection 6: OI and the Environment19: Nelson Philips, Mattew Kraatz, Paul Tracey: Organizational Identity and Institutions20: Rich Dejordy and W. E. Douglas Creed: Institutional Pluralism, Inhabitants, and the Construction of Organizational and Personal Identities21: Marya L. Besharov and Shelley L. Brickson: Organizational Identity and Institutional Forces: Toward an Integrative FrameworkSection 7: Implications of OI22: Callen Anthony and Mary Tripsas: Organizational Identity and Innovation23: Mamta Bhatt, Cees B. M. van Riel, and Marijke Baumann: Planned Organizational Identity Change: Insights from Practice24: Janne Tienari and Eero Vaara: Identity Construction in Mergers and Acquisitions: A Discursive Sensemaking Perspective25: Caroline Bartel, Cindi Baldi, and Janet Dukerich: Fostering Stakeholder Identification Through Expressed Organizational Identities26: Michael G. Pratt, Majken Schultz, Blake Ashforth, and Davide Ravasi: On the Identity of Organizational Identity: Looking Backwards Towards the Future

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Offers an introduction to organizational identity with a broad range of the most important theories and methods.

Long Description

The topic of organizational identity has been fast growing in management and organization studies in the last 20 years. Identity studies focus on how organizations define themselves and what they stand for in relation to both internal and external stakeholders. Organizational identity (OI) scholars study both how such self-definitions emerge and develop, as well as their implications for OI, leadership and change, among others.We believe there are at least four inter-related reasons for the growing importance of OI. OI addresses essential questions of social existence by asking: Who are we and who are we becoming as a collective? It is a relational construct connecting concepts and ideas that are often viewed as oppositional, such as "us" and "them" or "similar" and "differen". OI is also nexus concept serving to gather multiple central constructs, also represented in this Handbook. Finally, OI is inherently useful,as knowing who you are is the foundation for being able to state what you stand for and what you are promising to others, no matter their relation with the organization.The Handbook provides a road-map to the OI field organized in over 25 chapters across seven sections. Each chapter not only offers a broad overview of its particular topic, each also advances new knowledge and discusses the future of research in its area of focus.

Feature

Provides the first broad introduction to theories and methods of organizational identityShows how the concept of organizational identity has relevance for other key concepts in the social sciences, such as change, leadership and socializationProvides multiple examples of how organizational identity can be studied in different types of organizationsContributions from leading scholars in the field

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