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��ࡱ�>�� |~����{��������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� �r��jbjbj�v�v2p�<�<�b ���������hhhhh����\\\8�|\�n4,,,,,``` n n n n n n n$�o�ar:0nh`````0nhh,,4en���`2h,h, n�` n���,����p�����\�j��m[n0�n��r�f�r��&0�rh�kd``�`````0n0nbj```�n````���������������������������������������������������������������������r`````````� : organization science volume 22, issue 2, mar. /apr. 2011 1. title: the cultural category of cooperation: a cultural consensus model analysis for china and the united states authors: joshua keller and jeffrey loewenstein abstract: we provide evidence that cooperation is a cultural category, and that what it means to cooperate is culturally conditioned. we use a cultural consensus model analysis to assess which types of situations people categorize as cooperation and whether these categorizations are consistent within and across china and the united states. the data support revisiting the role of cognition in mediating cooperative behavior and the means by which culture shapes behavior. the data also support broadening research attention to multiple aspects of cooperation within the same theory, generating new research on reciprocity, and rethinking how key behaviors, such as competition and helping, relate to cooperation. 2. title: strategy and powerpoint: an inquiry into the epistemic culture and machinery of strategy making authors: sarah kaplan abstract: powerpoint has come to dominate organizational life in general and strategy making in particular. the technology is lauded by its proponents as a powerful tool for communication and excoriated by its critics as dangerously simplifying. this study takes a deeper look into how powerpoint is mobilized in strategy making through an ethnographic study inside one organization. it treats powerpoint as a technology embedded in the discursive practices of strategic knowledge production and suggests that these practices make up the epistemic or knowledge culture of the organization. conceptualizing culture as composed of practices foregrounds the "machineries" of knowing. results from a genre analysis of powerpoint use suggest that it should not be characterized simply as effective or ineffective, as current powerpoint controversies do. instead, i show how the affordances of powerpoint enabled the difficult task of collaborating to negotiate meaning in an uncertain environment, creating spaces for discussion, making recombinations possible, allowing for adjustments as ideas evolved, and providing access to a wide range of actors. these affordances also facilitated cartographic efforts to draw boundaries around the scope of a strategy by certifying certain ideas and allowing document owners to include or exclude certain slides or participants. these discursive practices�collaboration and cartography�are part of the "epistemic machinery" of strategy culture. this analysis demonstrates that strategy making is not only about analysis of industry structure, competitive positioning, or resources, as assumed in content-based strategy research, but it is also about how the production and use of powerpoint documents that shape these ideas. 3. title: innovation blindness: culture, frames, and cross-boundary problem construction in the development of new technology concepts authors: paul m. leonardi abstract: this paper has three goals. the first is to understand why members of one organizational department are blind to the reasons why members of another department do not share their ideas for a new technology�what i call a "technology concept." the second is to understand what consequences this "innovation blindness" has for the development of technology concepts across organizational and occupational boundaries. the third is to uncover strategies organizations might use to successfully develop a new technological artifact from the technology concept even if innovators never understand the nature of their own blindness. to achieve these goals, i draw on research on organizational cultural toolkits to construct a framework suggesting that technology concepts frame cultural resources, which are then used to construct the very problems the technological artifact will be built to solve. from this perspective, culture does not directly shape technological artifacts. rather, a technology concept activates culture as it draws frames around resources that will guide people's problem construction practices. by acting as a frame through which problems can be constructed, technology concepts play a key role in selecting the set of cultural resources that will be used to develop technological artifacts. i explore this framework through a qualitative study of computer simulation software in a major automotive engineering firm. 4. title: on the narrative construction of multinational corporations: an antenarrative analysis of legitimation and resistance in a cross-border merger authors: eero vaara and janne tienari abstract: although extant research has highlighted the role of discourse in the cultural construction of organizations, there is a need to elucidate the use of narratives as central discursive resources in unfolding organizational change. hence, the objective of this article is to develop a new kind of antenarrative approach for the cultural analysis of organizational change. we use merging multinational corporations (mncs) as a case in point. our empirical analysis focuses on a revelatory case: the financial services group nordea, which was built by combining swedish, finnish, danish, and norwegian corporations. we distinguish three types of antenarrative that provided alternatives for making sense of the merger: globalist, nationalist, and regionalist (nordic) antenarratives. we focus on how these antenarratives were mobilized in intentional organizational storytelling to legitimate or resist change: globalist storytelling as a means to legitimate the merger and to create mnc identity, nationalist storytelling to relegitimate national identities and interests, nordic storytelling to create regional identity, and the critical use of the globalist storytelling to challenge the nordic identity. we conclude that organizational storytelling is characterized by polyphonic, stylistic, chronotopic, and architectonic dialogisms and by a dynamic between centering and decentering forces. this paper contributes to discourse-cultural studies of organizations by explaining how narrative constructions of identities and interests are used to legitimate or resist change. furthermore, this analysis elucidates the dialogical dynamics of organizational storytelling and thereby opens up new avenues for the cultural analysis of organizations. 5. title: clean climbing, carabiners, and cultural cultivation: developing an open-systems perspective of culture authors: spencer h. harrison and kevin g. corley abstract: in this inductive study, we explore the dynamics between alpinista (a pseudonym), a company that designs and manufactures rock climbing and skiing gear, and the broader cultures within which the company is embedded. our data pushed us toward the notion of "culture as toolkit," a perspective that focuses on culture as a set of means or resources used to solve problems. by applying this perspective, we realized that alpinista's cultural toolkit and the cultural register of the sports (the sum of the toolkits and cultural resources available for members in the environment) influence one another. to explain these dynamics, we induce a grounded model of cultural cultivation�practices that contribute to the intermingling of organizational and societal cultures�that describes cultural infusions (when the organization imports cultural materials and translates them) and cultural seeding (when the organization exports cultural materials into the environment). we describe which actors (both inside and outside of the organization) can be involved in these processes. the model that emerges from these data provides insight into the cultural dynamics present as organizational culture and broader societal cultures interact, providing insight on issues of organizational authenticity and the paradox of similarity and uniqueness. 6. title: a cultural quest: a study of organizational use of new cultural resources in strategy formation authors: violina rindova, elena dalpiaz, and davide ravasi abstract: our study was motivated by the growing influence in cultural sociology and organizational research of the view of culture as a "toolkit," from which individuals draw resources flexibly to develop strategies of action that address different circumstances. to investigate if and how organizations can also use new and diverse cultural resources, we undertook a historical case study of the incorporation of new cultural resources in the cultural repertoire of the italian manufacturer of household products alessi. through in-depth analysis of four rounds of incorporation of new cultural resources, we develop a robust theoretical model that relates the use of new cultural resources to the development of unconventional strategies and strategic versatility. we find that cultural repertoire enrichment and organizational identity redefinition are two core mechanisms that facilitate this process. the model contributes novel theoretical understanding regarding the use of cultural resources in strategy formation and change. 7. title: creating economic value through social values: introducing a culturally informed resource-based view authors: cara c. maurer, pratima bansal, and mary m. crossan abstract: the resource-based view (rbv) has historically privileged the firm's internal resources and capabilities, often at the exclusion of its institutional context. in this paper, we introduce a culturally informed rbv that explains how cultural elements in the firm's institutional context shape the economic value associated with a firm's strategy. we posit that a firm's institutional context may create or destroy economic value. if the strategy inadvertently becomes associated with a social issue, it poses a risk for the firm. firms that recognize the dynamic interplay between their resources and their institutional context in the face of social issues can engage in important cultural work, and thereby preserve their strategy's economic value. 8. title: legitimating nascent collective identities: coordinating cultural entrepreneurship authors: tyler wry, michael lounsbury, and mary ann glynn abstract: the concept of collective identity has gained prominence within organizational theory as researchers have studied how it consequentially shapes organizational behavior. however, much less attention has been paid to the question of how nascent collective identities become legitimated. although it is conventionally argued that membership expansion leads to collective identity legitimacy, we draw on the notion of cultural entrepreneurship to argue that the relationship is more complex and is culturally mediated by the stories told by group members. we propose a theoretical framework about the conditions under which the collective identity of a nascent entrepreneurial group is more likely to be legitimated. specifically, we posit that legitimacy is more likely to be achieved when members articulate a clear defining collective identity story that identifies the group's orienting purpose and core practices. although membership expansion can undermine legitimation by introducing discrepant actors and practices to a collective identity, this potential downside is mitigated by growth stories, which help to coordinate expansion. finally, we theorize how processes associated with collective identity membership expansion might affect the evolution of defining collective identity stories. 9. title: the limits of media effects: field positions and cultural change in a mutual fund market authors: stefan jonsson and helena buhr abstract: our paper examines how field structures moderate the effect of the business press on organizational outcomes. prior research suggests that the business press shapes organizational outcomes, but the question of how these effects depend on organizations' positions in a field has attracted limited attention. we address this theoretical limitation in an analysis of how mutual funds in sweden were affected by periods when the business press increased its negative coverage of mutual fund fees. first, we expect that negative coverage influences the way customers evaluate mutual funds. second, banks have long occupied a dominant position in this market, and we thus expect banks to be less affected by the negative coverage of fees than other mutual fund managers. we find support for our argument in a longitudinal quantitative analysis of financial net flows into mutual funds. the findings indicate the value of contextualizing media effects and considering how field positions moderate the effects of cultural processes. 10. title: hot lights and cold steel: cultural and political toolkits for practice change in surgery authors: katherine c. kellogg abstract: one of the great paradoxes of organizational culture is that even when less powerful members in organizations have access to cultural tools (such as frames, identities, and tactics) that support change, they often do not use these tools to challenge traditional practices that disadvantage them. in this study, i compare data about work practice change from my own field study of an elite teaching hospital (conducted in the early 2000s) to previously reported data from field studies of two similar hospitals (one conducted in the 1970s and one in the 1990s). i demonstrate that although cultural toolkits supporting change may allow less powerful organization members to see traditional practices as running counter to their interests, they may not be able to significantly change traditional practices unless they also have access to what i call political toolkits (including tools such as staffing systems, accountability systems, and evaluation systems) that support change. although cultural tools allow them to reinterpret practices that disadvantage them as unfair, political tools allow them to feel optimistic that others will help them effect change. whereas cultural tools enable them to develop a "we" feeling with other reformers, political tools allow them to coordinate their change efforts. and although cultural tools provide them with a repertoire of contentious tactics, political tools afford them a sense of security that they can battle defenders of the status quo without ruining their careers. these findings contribute to our understanding of both the cultural construction of organizational life and social movement processes. 11. title: organizational aesthetics: caught between identity regulation and culture jamming authors: varda wasserman and michal frenkel abstract: applying insights from lefebvre's spatial theory [lefebvre, h. 1991. the production of space. blackwell, oxford, uk] to an analysis of israel's ministry of foreign affairs�recently relocated to its new award-winning building�the present study seeks to offer a more comprehensive model of the role of organizational aesthetics (oa) in identity regulation and culture jamming. our contribution is threefold. (1) at the empirical/methodological level, this study attempts to simultaneously analyze the three lefebvrian spaces in a single organization, demonstrating negotiations and struggles over interpretations of oa. (2) we analyze aesthetic jamming as a form of intentional and unintentional efforts at collective resistance that not only reveals the aesthetic mechanisms of regulation, but actually uses them as a method of counter-regulation. (3) whereas most studies in this emerging body of literature focus on the regulation of organization-based identities (bureaucratic and professional), we show how the translation of extraorganizational hierarchies of identities (national, ethnic, and gendered) into the organizational control system is also mediated by oa. 12. title: liminality as cultural process for cultural change authors: jennifer howard-grenville, karen golden-biddle, jennifer irwin, and jina mao abstract: this paper offers a revised understanding of intentional cultural change. in contrast to prevailing accounts, we suggest that such change can take place in the absence of initiating jolts, may be infused in everyday organizational life, and led by insiders who need not hold hierarchical power. drawing on data from field studies and in-depth interviews, we develop a model of cultural change in which everyday occurrences such as meetings or workshops are constructed symbolically as "liminal" phenomena, bracketed from yet connected to everyday action in the organization. the construction of these occurrences as liminal illuminates the symbolic realm, creating possibilities for people to experiment with new cultural resources and invite different interpretations that hold potential for altering the cultural order. our analyses contribute to the literature on culture by developing liminality, a process that brings forward the symbolic and invites recombination, as a cultural explanation of cultural change, to complement prevailing political or social structural explanations. we discuss implications and boundary conditions for this type of intentional cultural change.     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