In this conceptual paper, we analyze how social acceleration as a key phenomenon of modern societies affects the relationship between organizations and places. We identify two dimensions of how organizations relate to places: (a) embeddedness (the degree of material integration in a place) and (b) attachment (the psychic closeness, identification, or affective bonds with a place). Building on Rosa’s (2003; 2013) seminal work on social acceleration, we further propose three processes (the time-space distanciation effect, the situational identity effect, and the managerial myopia effect) through which temporal changes in modern societies can lead to a loosening of ties between organizations and places. As the attachment to a place may also represent a precondition for organizations to develop a ‘field of care,’ the framework presented in this paper can help us develop a better understanding of the factors that influence whether organizations can develop a ‘sense of place’ that fosters responsible social and environmental performance that enhances the well-being of places and communities, respectively.

Organizational socialization research has been criticized for being too focused on socialization as an adaptation process. Furthermore, critics contend that socialization approaches tend to be micro-biased; they lose sight of broader societal implications. This study tackles both critiques by combining an identity-based understanding of socialization with the communicative con cept of the polyphonic organization. It is not only individuals who engage in multiple identity work; business organizations also do so when exposed to contextual voices at the macro-level of society. Qualitative interviews and focus groups with corporate communication professionals, alumni, and students reveal that there are multiple voices shaping organizational socialization. However, one societal reference has proved to be hegemonic, namely the instrumental reasoning of the economic system: newcomers are expected to adapt to the ‘real world’ of ‘budgets.’

Trends in organisation and in organisational activity, which have resulted in increasing dependence on the discretionary efforts, initiatives and judgements of employees, have left management with the problem of how to ensure that such discretion is exercised appropriately in the service of the organisation. The Human Resource Management approach, relying as it does on strategic integration and underpinned by a value-driven approach seemed to be an ideal mechanism, particularly when designed as encouragement to commitment via social identification and a shared sense of meaning.

If culture is the enacted manifestation of organisational identity, management aspiration is that the 'good' employee is one who will learn the cultural reality and enact it appropriately. Expectations of 'good' employees are that they will exhibit not only the appropriate competence, but will also possess the necessary commitment, via identification and emotional engagement, so that they can be trusted to regulate themselves, take decisions that are in the best interests of the organisation and even go that extra mile for the company and the customer. This paper gives attention to such expectations and explores their implications.

Recently scholars have begun to explore the influence of materiality on organizations. For example, Gagliardi (1996) notes that the physical setting cultivates human senses and Gieryn (2002) asserts that buildings are a stabilizing influence in social life and are objects of (re)interpretation, with meanings or stories flexibly interpreting the walls and floors they describe. As a counterpoint to the materiality of organizations represented by places and spaces, the materiality of worker identity is noted in embodiment. While organizational studies address a plethora of individual constructs (e.g., motivation, self-efficacy, personality) the embodied identity of workers is a topic largely absent from the field. As individuals manufacture identities in organizational life, what role does the materiality of the body play? The embodied-self influences cognition and emotion (Varella, Thompson, and Rosch, 1991). This paper explores the influence of embodiment on individual identities, actions, decisions and experiences. Examples from a case study highlight issues of embodied selves at work, illuminating the significance of embodiment in workers' processes of manufacturing identities.

This paper discusses the broad strokes of liberal theory, feminism and universal rights. It covers opposing conservative arguments in which we review individual and social psychodynamics that we believe form the foundation for the tension between Liberalism and feminism and perhaps, more widely, Liberalism and Conservatism. It is within these discussions that we offer practical application of these posits in the form of our summary of precedent setting legal cases originating in Las Vegas and reported from Las Vegas. The cases are all united by the fact that they not only relate to Nevada, but that all, in one form or another, concern the matter of sexual difference. In our view they are also united in the manner in which they represent a perceived tension that arises in Liberalism as it is espoused in the United States and how it seeks to eradicate sexual difference under the law. We strive to unravel issues of identity as they pertain to the synthesis of Liberalism, feminism and the psychodynamic vantage.

This article is based on a framework for assessing and working with mental models and utilizing the exploration of ‘dominant’ worldviews to increase individual and organizational competency to identify, assess and shift worldviews to foster social change. The author describes her methodology and results during the data collection, data analysis, data feedback, and intervention phases of a consultation with a client. She reviews literature on white privilege, mental models, power, and cultural competency. The author reflects on implications of the engagement for the client, herself and the discourse on the role of OD as a catalyst for social change.

What does consulting and teaching look like from the sociopolitical spaces of privilege, ambivalence and oppression? Giving voice to visible social identities is explored through narrative exploration of teacher and student voices. Who can raise these issues and who cannot? Pedagogically, how can and should we as trainers address these issues? We discuss consulting and teaching about privilege and oppression across race, ethnicity and gender in psychology programs at urban universities in eastern and western United States. The three issues explored include: a) teaching about privilege and oppression from a visibly privileged social identity; b) acknowledging the ambiguities of privilege and oppression of minorities and immigrants from a sociopolitical space of ambivalence; and c) mentoring and modeling on issues of privilege and oppression from a visibly oppressed social identity. Consulting from this postmodernist perspective is different and more effective when members of all level of the organizations embrace readiness, patience and commitment toward organizational change. This approach is more aligned with the current shifts towards globalization and diversification occurring within organizations today.

The first seminar as a PhD student: it was the first impression for me of the way to become a researcher. The roles taken during the research process formed my identity in many ways: sometimes I was like a tourist, sometimes a spy, a missionary or a prisoner. All the roles taken during the research process formed the identity in one way or another. Some roles are of more a social origin, some are more individualistic. In this article it is revealed how the roles can form the identity growth process while conducting a study.

The research question in this article is: how do the different roles taken during the research process reflect on the researcher`s identity growth? The data consists of textual material on the research process. The content analysis is used as an analysis method. This article aims to contribute to the discussion about whether the formation of identity is of a social or of an individual origin.

Discrimination in the work place based on gender has been the subject of various studies; however, these studied have not discussed the possibility of the existence of superimposed psychographic characteristics, which could weaken or strengthen this practice of discrimination. The research presented here, enlightened by the ontological premise of post-modern criticism, seeks to verify whether the discrimination of the female gender in the work place is an isolated social phenomenon or if it is intertwined with other types of discrimination. To this end, a field study took place from March, 2006 to July, 2008, in public and private companies. Thirty-three women and thirty-seven men of various ages, ethnic backgrounds and sexual orientations were interviewed. The reports were transcribed and underwent discourse analysis. The field study revealed that: (a) women are, in fact, submitted to discriminatory practices in the work place, such practices which are not rarely hidden under a mask of humor and informality; (b) in spite of their macho attitudes and comments, the men who commit them don’t perceive them as such; (c) Brazilian national culture prevails over organizational cultures; (d) gender cannot be treated as a fixed category since questions of esthetics, ethnic backgrounds, social class and sexual orientation accentuate the discrimination, and, finally; (e) contrary to what happens with blacks, ugly people, and homosexuals, towards whom discrimination is lighter when they occupy a more favorable social position or hierarchy, the same does not happen with women.

In recent years, entrepreneurship scholars have begun studying entrepreneurship from social, prosaic, narrative, and discursive dimensions. These ―new movement‖ approaches privilege both business and non-business perspectives. Research in this domain of inquiry seeks to account for the everyday and mundane practices of social actors that can be characterized as entrepreneurial; therefore, prosaic approaches can de-center the narrative of entrepreneurship as comprised solely of a group of elite entrepreneurs. While researchers are encouraged to describe entrepreneurship from a life-story perspective, few scholars have used a self-narrative approach to writing about entrepreneurship. In this article, I use autoethnography to provide a personal account of entrepreneurship. I reflexively interrogate the ways in which I have reproduced, disrupted, benefited from, and been hindered by the dominant enterprise discourses in the United States. A prosaic approach using self-narrative, as demonstrated, is already engaged in a process of restorying entrepreneurship scholarship because it takes into account, among other things, the details of everyday entrepreneurial activity and is receptive to heterodox accounts (even stories that end in entrepreneurial failure).

This article expands the hypothesis proposed by Peter F. Drücker and Dirk Baecker, that is, how the evolution of computer communication manifests and presses ahead the detemporization and poly-contextuality of information and therefore is said to be the driver for an unmanageable complexity within modern organizations. In order to do so, the article uses an illustrative case of Management by Objectives as it appears within the governmental programmes in Denmark associated with New Public Management. This case shows how this technology enables the production of a diversity of antagonistic images of the organization relative to its environment (polycontextuality) and in particular how these effects emerge due to different timebindings within organizations (organized temporality). As such the hypothesis is expanded in three ways: first of all, the hypothesis is expanded as polycontextuality is comprehended within the temporal dimension, that is, as the differences between timebindings. Second of all, the article renders probable these identity-problems of modern organizations but due to another technology which mediates communication: Management by Objectives. Thus, identity problems should be associated with other media of communication too, than the one of the computer communication. Third of all, the implications of identity problems of modern organizations are often associated with the impossibility of management or with a need for more complex ways of managing. The article is an attempt to specify this approach suggesting 2. order management as a matter of observing the observations enabled by management technologies. To these ends the article draws upon Luhmann´s system theory in order to direct attention to these organizational identity problems. This contribution is not conclusive. It is an attempt to expand a strong hypothesis in the need of further investigation

The growing role of the Internet social networking sites (SNS) has served as a flash point for debate about the democratization of information, particularly in light of their perceived roles in the 2008 presidential election. This horizontal sharing of information undoubtedly facilitated the revival of the youth vote and volunteerism in many ways mimicking traditional grassroots approaches. While the role of the Internet SNS in mobilization efforts and information-sharing cannot be overstated, its effectiveness in creating a new ―public sphere,‖ or transforming traditional electoral campaign strategies and communicative practices must be closely examined before generalizations about the democratization of media can be confirmed. In the aftermath of the election, theorists were quick to simplistically identify the use of social networking sites as key to this electoral shift. In this paper we attempt to advance contemporary theorizing of new media and institutional politics by examining specifically how and if ICTs (information communication technologies) and new media platforms are shifting the balance of power in terms of organization and mobilization away from the professional model and toward more democratic and bottom-up efforts. Reconceptualizing some of the basic theories of social movements and collective behavior this paper seeks to address questions such as: how are digitally enabled forms of mobilization affecting who becomes a participant; how do they affect organizational structure and leadership; how do they impact the dynamics of collective action; how do we address the powerful yet ephemeral effect of e-tactics established for short-term gains; can mobilizations succeed without collective identity and/or do we need new categorizations for collective identity; and whether e-tactics serve as a gateway for future participation.

Communicative evaluation is a type of community-engaged scholarship that encourages collaboration between stakeholders and evaluators as they develop an action plan about a social problem. However, extant research has failed to adequately explore issues of power and identity encountered by communication evaluators in the field. Doing so could enrich assessment processes and outcomes to develop more nuanced theory and practice. Thus, we reflexively develop and integrate our personal stories and experiences of conducting communication evaluation research to highlight four dialectic identity tensions: (a) insider/outsider; (b) expert/novice; (c) program sustainer/impeder; and (d) researcher/friend. By displaying these tensions, we reveal potential opportunities for new insights that could offer pragmatic applications more attuned to the people and contexts of evaluation research. These tensions highlight the need for critical reflection in the pursuit of program sustainability and offer points for transformation. We conclude with pragmatic recommendations for engaging reflexivity in communication evaluation research.

While professional identities (like all identities) are largely discursively accomplished, the specific contextualized components which constitute “sounding professional” are often poorly understood, or indeed recognized more often in their absence. This presents an interesting challenge to those tasked with learning these ways of talking in securing a job, for example graduate students in a professionally-oriented MA program in sociolinguistics. This paper considers the linguistic process of presenting a professional identity, with particular focus on the resume as a very carefully constructed storyworld in which every linguistic choice (i.e. referring expression) contributes to positionings that construct and convey identity. Just as with any story, through the choices that we make in highlighting one aspect of a job over another “our identities as social beings emerge as we construct our own individual experiences as a way to position ourselves in relation to social and cultural expectations” (Schiffrin 1996).