The Interpretation of Organizational Ontologies

What does it mean for an organization “to exist”? Building upon the philosophical notion of ontologies as theories of existence, I outline a theory of organizational ontology supported by the premise that organizations contain implicit existential conventions that provide their members with an understanding of what their joint existence is. This study aims to answer two questions. First, what constitutes an organizational ontology? Second, how can this be accessed and represented? Using a methodology informed by cultural interpretation, I ground this study empirically in ethnographic fieldwork at a not-for-profit organization devoted to teaching math to “left behind” children.

Into the realm of organizational folly: A poem, a review, and a typology of organizational stupidity

This ‘Provocation essay’ is aimed at triggering reflection and fostering renewed research into organizational stupidity and its intersections with management learning. It opens with a critical poem evoking diverse aspects of our daily encounters with the idiocy, nonsense, and absurdity that pervades organizations. It continues with a more comprehensive review of the still diffuse research literature to reveal a typology of three approaches to studying organizational stupidity (systemic-mechanistic, critical-sociological and cultural-functionalist). It closes with a discussion of how stupidity detracts from reflexivity but can also play useful roles in organizations, which ultimately invites more management learning research on the topic.

Smashing, Shaming, or Polite Fun and Joy? How Workplace Humor Influences Positive Well-Being in South Korean Workplaces

Humor is contextual, ambiguous, and varies within cultures but is widely associated with positive outcomes such as well-being and happiness. While humor is universal and enhances interpersonal relationships which can benefit psychological well-being, we argue that humor can also be diminish psychological well-being in Confucian-based, South Korean workplaces. Our research questions asks: how do hierarchical workplace relationships influence shared humor and positive well-being in Korean workplace contexts? Our contextual, ethnographic research includes in-depth field observations and semi structured interviews in three Korean organizations. Traditional Confucian-based cultures value face-saving, trust, and harmony while emphasizing formality and hierarchy. Korean honorifics maintain harmony, hierarchy, and politeness which creates benefits for group processes and influences the sharing of humor. Humor is enacted in accordance with workers' hierarchical status which has a significant impact upon the types of humor shared and the responses available to subordinate employees. Investigating these dimensions in Korean workplaces we argue that honorifics and hierarchy influence humor interactions in complex ways that have implications for psychological well-being.