Performing Organizational Paradoxes takes a constitutive, process approach to organizational paradoxes. It underscores the performative nature of paradox through underlying dialectical tensions, its sociomaterial foundations, and power features that bring paradoxes to life, sustain them, and enable their transformation. The book first situates a constitutive approach in the extant organizational paradox literature, by broadening the constitutive approach and addressing the many debates and inaccuracies around it. For the novice, several early chapters devote themselves to considering how paradoxical tensions present themselves, invite responses, and interrelate through their organizing outcomes. For the advanced, latter chapters consider the ubiquity of power and paradox, how bodies escape the quarantine of their paradox narratives, how inventive category work can resist power-imbued paradoxes, and an agenda for future research that challenges scholars to do more on the process side of paradox. Filling an important gap in the existing literature, this book will be a key resource for scholars and students in the fields of communication, management, educational administration, organizational psychology and any other fields that study organizations.

The notion of paradox dates back to ancient philosophy, yet only recently have scholars started to explore this idea in organizational phenomena. Two decades ago, a handful of provocative theorists urged researchers to take seriously the study of paradox, and thereby deepen our understanding of plurality, tensions, and contradictions in organizational life. Studies of organizational paradox have grown exponentially over the past two decades, canvassing varied phenomena, methods, and levels of analysis. These studies have explored such tensions as today and tomorrow, global integration and local distinctions, collaboration and competition, self and others, mission and markets. Yet even with both the depth and breadth of interest in organizational paradoxes, key issues around definitions and application remain. This Handbook seeks to aid, engage, and fuel the expanding interest in organizational paradox. Contributions to this volume depict how paradox studies inform, and are informed, by other theoretical perspectives, while creating a resource that enables scholars to learn about and apply this lens across varied organizational phenomena. The increasing complexity, volatility, and ambiguity in our world continually surfaces paradoxical dynamics. Thus, this Handbook offers insights to scholars across organizational theory.

Performing Organizational Paradoxes takes a constitutive, process approach to organizational paradoxes. It underscores the performative nature of paradox through underlying dialectical tensions, its sociomaterial foundations, and power features that bring paradoxes to life, sustain them, and enable their transformation. The book first situates a constitutive approach in the extant organizational paradox literature, by broadening the constitutive approach and addressing the many debates and inaccuracies around it. For the novice, several early chapters devote themselves to considering how paradoxical tensions present themselves, invite responses, and interrelate through their organizing outcomes. For the advanced, latter chapters consider the ubiquity of power and paradox, how bodies escape the quarantine of their paradox narratives, how inventive category work can resist power-imbued paradoxes, and an agenda for future research that challenges scholars to do more on the process side of paradox. Filling an important gap in the existing literature, this book will be a key resource for scholars and students in the fields of communication, management, educational administration, organizational psychology and any other fields that study organizations.

Paradoxes, contrary propositions that are not contestable separately but that are inconsistent when conjoined, constitute a pervasive feature of contemporary organizational life. When contradictory elements are constituted as equally important in day-to-day work, organizational actors frequently experience acute tensions in engaging with these contradictions. This Element discusses the presence of paradoxes in the life of organizations, introduces the reader to the notion of paradox in theory and practice, and distinguishes paradox and adjacent conceptualizations such as trade-off, dilemma, dialectics, ambiguity, etc. This Element also covers what triggers paradoxes and how they come into being whereby the Element distinguishes latent and salient paradoxes and how salient paradoxes are managed. This Element discusses key methodological challenges and possibilities of studying, teaching, and applying paradoxes and concludes by considering some future research questions left unexplored in the field.

This captivating book delves into the complex realm of management and organizational dynamics, focusing on the significance of paradoxes. From the intricate interplay between social obligations and business missions to the tension between stability and change, this textbook unveils the essence of these enduring contradictions. As organizations evolve, paradoxes become defining features, and illustrative cases of this are included throughout the textbook. Organizational Paradoxes equips students of organization management, organization change and strategy with an understanding of paradoxes, their philosophical underpinnings and their management in practice. Medhanie Gaim (PhD) is Associate Professor of Management at Umeå School of Business, Economics, and Statistics, Sweden. Stewart Clegg is Professor at the University of Sydney in the School of Project Management and the John Grill Institute for Project Leadership and a Distinguished Emeritus Professor of the University of Technology Sydney. Miguel Pina e Cunha is the Fundação Amélia de Mello chair professor at Nova School of Business and Economics, Nova University Lisbon, Portugal.

Interdisciplinary Dialogues on Organizational Paradox is an innovative two-part volume that enriches our understanding about paradox. Part B continues the exploration of the why, how and where of interdisciplinary research within paradox theory by looking at the realms of social structure and expression.

Why do great companies and other organizations fail, sometimes abruptly? Why do admired leaders fall from their organizational pedestals? Why do young and promising managers derail? Why do organizations create and reinforce rules that manifestly damage both them and those that they employ, serve and sustain? Leadership is a much-discussed but ill-defined idea in business and management circles. Analysing and understanding the skills and behaviours exhibited in leadership practice reveal that leaders exhibit paradoxical activities that challenge our understanding of organizations. In this text, the authors identify leadership behaviours that compete towards business equilibrium: selfish versus selfless, distance versus proximity, consistency versus individuality, enforcing professional standards versus flexibility and control versus autonomy. These paradoxical dilemmas require a reflexive and analytical approach to a subject that is tricky to define. The book explores the paradoxes of power and leadership not as a panacea for solving organizational problems but as a lens through which leadership and power are seen as an exercise in dynamic balance. Read this book as an invitation to the paradoxes of power and leadership that frame organizational life today. Be prepared to find surprises – and some counterintuitive arguments. Providing a thought-provoking guide to the traits and skills that will help readers to understand and navigate paradoxical leadership behaviour, this reflexive book will be a useful reading for students and scholars of business, management and psychology globally.