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Organizational Identity and Memory analyzes the relationship
between organizational identity and organizational memory, in
particular history and commemoration. The goal is to further our
understanding of the role of this relationship in processes
critical to today's organizations: the evolution of organizational
identity, the creation and use of organizational memory,
organizational learning and change, and employee identification
with organizations. The literature on organizational memory and
organizational identity has developed independently and at times in
separate disciplines. Scholars have debated whether organizational
identity is mutable or enduring. In this debate, organizational
history, a form of organizational memory, has been a key factor,
but neither side of the debate has pursued indepth the
well-developed literature on collective memory to understand this
relationship and its impact on organizational identity.
Organizational memory defined as commemoration and history has been
connected to different forms of identity, both national and
organizational, but this relationship and its impact on
organizational memory processes has not been explored.
Organizational Identity and Memory takes a multidisciplinary
approach to explore and articulate the dynamic relationship between
organizational identity and memory, drawing on work from
anthropology, history, organizational studies, and sociology. A
multidisciplinary theoretical framework for future research on
organizational identity and memory is presented. Implications for
managers are discussed with engaging insights from organizational
research and practices in creating corporate museums, galleries,
visitor centers, and other displays of this relationship.
Organizational Identity and Memory analyzes the relationship
between organizational identity and organizational memory, in
particular history and commemoration. The goal is to further our
understanding of the role of this relationship in processes
critical to today's organizations: the evolution of organizational
identity, the creation and use of organizational memory,
organizational learning and change, and employee identification
with organizations. The literature on organizational memory and
organizational identity has developed independently and at times in
separate disciplines. Scholars have debated whether organizational
identity is mutable or enduring. In this debate, organizational
history, a form of organizational memory, has been a key factor,
but neither side of the debate has pursued indepth the
well-developed literature on collective memory to understand this
relationship and its impact on organizational identity.
Organizational memory defined as commemoration and history has been
connected to different forms of identity, both national and
organizational, but this relationship and its impact on
organizational memory processes has not been explored.
Organizational Identity and Memory takes a multidisciplinary
approach to explore and articulate the dynamic relationship between
organizational identity and memory, drawing on work from
anthropology, history, organizational studies, and sociology. A
multidisciplinary theoretical framework for future research on
organizational identity and memory is presented. Implications for
managers are discussed with engaging insights from organizational
research and practices in creating corporate museums, galleries,
visitor centers, and other displays of this relationship.
This book provides a valuable review of the disciplines of
organizational and management history, illuminating the
interconnectedness of these disciplines, identifying gaps in the
literature, and sketching a model for a unified field of research
and study. This co-authored study is a long-awaited theoretical
re-evaluation of organizational and management history. The authors
explore the disciplinary advantages of a joint approach to these
related fields, noting opportunities for future scholarship, from
the wider range of industries and case types to the richer
theoretical toolbox. Within this framework, the book investigates
interdisciplinary methodologies and surveys and analyzes the most
promising of the newest theoretical lenses and empirical approaches
in the field. The authors address complex issues from a
metacritical perspective, from the emergent theorization of time in
the context of organizational identity to the conundrum of case
selection for empirical studies. Clear and thorough, the volume
creates a compelling theoretical framework for future studies. New
Directions in Organizational and Management History inaugurates,
and sets the stage for, the new series De Gruyter Studies in
Organizational and Management History.
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