• Summary
  • Contents
  • Subject index

"Barry and Hansen have gathered an impressive array of contributors to speculate where the management and organization field might be headed. The Handbook offers refreshing and proactive insights that confront our assumptions about organizations and challenge us to expand our thinking and inquiry. It it must reading for anyone who seeks to understand how we look at, live in, and act on organizations."—Thomas G. Cummings, Marshall School of Business, University of Southern CaliforniaTen years ago critical theory and postmodernism were considered new and emerging theories in Business and Management. What will be the next new important theories to shape the field? In one edited volume, David Barry and Hans Hansen have commissioned new chapters that will allow readers to stay one step ahead of the latest thinking. Contributors draw on research and practice to introduce ideas that are considered 'fringe' and controversial today, but may be key theoretical contributions tomorrow. Each chapter sets these ideas in their historical context, lays out the key theoretical positions taken by each new approach and makes it clear why these approaches are different to more mainstream concepts. Throughout contributors refer to existing studies that show how these developing themes will change the Business and Management arena.Researchers, teachers and advanced students who are interested in the future of Business and Management scholarship will want to read this Handbook.

Organizational Identity as an Emerging Perennial Domain
Organizational identity as an emerging perennial domain

Ours is a field full of fads. Little ideas pop up periodically, run through their 15 minutes of academic fame and fade from the scene. While they burn, they burn brightly, but then they burn out quickly, leaving barely a dying ember, even in the form of a footnote 15 years on. Even our good ideas or domains of work seem to have relatively short half-lives. They make an entrance, dominate the conversation for some period of time and then just sort of recede into the background – acknowledged as important, but exhausted (e.g. organizational culture). Others are deemed to be academically dead (motivation theory). Still others, however, seem to be perennials, ...

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