Joanne Martin
Biographic Data
| ID | 5449486 |
|---|---|
| NAME | Joanne Martin |
| GIVEN NAMES | Joanne |
| FAMILY NAME | Martin |
| SIGNATURE | MARTIN J |
| AFFILIATIONS | Stanford University |
| VERIFIED | No |
| TOTAL WORKS | 30 |
| TOTAL CITATIONS | 110 |
| AUTHOR COUNT | 30 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1981 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 4 |
Organizational Culture
Three theoretical traditions describe most organizational culture research: an integration perspective that argues cultures are characterized by consistency, organization‐wide consensus, and clarity; a Differentiation perspective that claims organizational “culture” is really a collection of quite distinct subcultures that coexist in harmony, conflict, or mutual independence; and a fragmentation perspective that perceives cultures as pervaded by …
Organizational culture: Mapping the Terrain
Organizational Culture: Mapping the Terrain
Expert author Joanne Martin examines a variety of conflicting ways to study cultures in organizations, including different theoretical orientations, political ideologies (managerial, critical, and apparently neutral); methods (qualitative, quantitative, and hybrid approaches), and styles of writing about culture (ranging from traditional to postmodern and experimental)
The Autism-Spectrum Quotient (AQ): Evidence from Asperger Syndrome/High-Functioning Autism, Males and Females, Scientists and Mathematicians
It’s Darwinism – Survival of the Fittest: How Markets and Reputations Shape the Ways in Which Plaintiffs’ Lawyers Obtain Clients
The survival of a plaintiffs’ lawyer’s practice depends upon the generation of an ongoing flow of clients with injuries that the civil justice system will compensate adequately. If this requirement is not met, lawyers will leave this aspect of the legal market for more promising ones. If they do, legal services for injured people will be diminished as a result. In order to find out how this personal services legal market is defined and developed,…
Women and Power: Conformity, Resistance, and Disorganized Coaction
An Alternative to Bureaucratic Impersonality and Emotional Labor: Bounded Emotionality at The Body Shop
The Organization of Exclusion: Institutionalization of Sex Inequality, Gendered Faculty Jobs and Gendered Knowledge in Organizational Theory and Research
This paper discusses how institutionalized practices and structures contribute to sex inequality in universities, gendered definitions of faculty jobs and gendered limitations to knowledge in the field of organizational studies. This analysis shows why changing the numbers of women in academia (the `add women and stir' solution) is not likely to alter sex inequality in the organizational studies field unless major changes are made to the ways fac…
Bread and roses: Justice and the distribution of financial and socioemotional rewards in organizations
Approaching Organizational Culture versus Cultural Approaches to Organizations: Let's Close the Gap
Ozco: An Integration View
This chapter presents the first of three views of OZCO, summarizes these data in the form of a matrix, and explains the ways this matrix framework can be used to represent and understand the differences among widely disparate ways of under-standing cultures. In the first part of this chapter, OZCO employees talk about the ways the firm encourages egalitarianism, fosters innovation, and expresses concern about employees’ physical and mental well-b…
Cultural Change: Moving Beyond a Single Perspective
The three perspectives view cultural change differently at the organizational, subcultural, and individual levels of analysis. Since they offer distinctive conceptualizations of the roles of leaders and environments, implications for practice differ accordingly. These contrasting elements of the three single-perspective views of cultural change, originally delineated by Meyerson and I, are explained in more detail in Chapters 4, 6, and 8 and are …
Title Pages
The Integration Perspective: Harmony and Homogeneity
Studies written from the Integration perspective describe a cultural unity that has no place for doubt, uncertainty, or collective dissent. Many, but not all, Integration studies portray leaders as culture creators and culture transformers-high-ranking managers who have the capacity to envision and enact a culture that inspires intense loyalty, strong commitment, increased productivity, sometimes even greater profitability. Many managers would li…
Giving Up the Authority Game: A Postmodern Critique of the Three-Perspective Framework
OZCO was selected as a pseudonym in part because Baum’s classic tale, The Wizard of Oz, captures much of the spirit of this multi perspective approach to understanding cultures in organizations. Dorothy’s long journey on the yellow brick road ended at the gates of the Emerald City of Oz, where she hoped to find the Wizard and ask him to send her back to Kansas. The guard at the gate of the city would not let her enter until she had put on some sp…
The Fragmentation Perspective: Multiplicity and Flux
The Fragmentation perspective1 brings ambiguity to the foreground, rather than excluding it or channeling it outside a realm of cultural or subcultural clarity. This perspective abandons the clarity of consistency, as well as the clarity of inconsistency. Instead, the Fragmentation viewpoint explores the complexity of relation-ships between one cultural manifestation and another. Rather than seeing con-sensus within the boundaries of a subculture…
Ozco: A Differentiation View
This chapter presents the second of the three views of OZCO. In this account employees challenge OZCO’s commitment to the values of egalitarianism, innovation, and concern for employee well-being, espoused in the first, Integration view of this firm. In accord with the Differentiation perspective, this account exposes inconsistencies and views organization-wide consensus as a myth. Difference and conflict replace homogeneity and harmony.
Seeing Cultures from Different Points of View
What does it mean to say that an organization has a culture or cultures? It is the purpose of this book to give an extended answer to that question. However, it would be useful to get an intuitive sense, at the beginning, of what culture can mean in organizations. It is a rare person who has not had experience with a variety of organizations-schools, clubs, teams, charities, as well as the government bureaucracies and business organizations-that …
Ozco: Gathering the Data
OZCO has been the focus of several major organizational culture studies and has been mentioned frequently in a wide range of other texts. These are, generally, glowing reports that any company would be proud of. The firm is described as being unusually harmonious-a haven of shared values and mutual commitment in an industry (“high” technology) that has been wracked by economic difficulties and a turbulent market. In Chapters 3, 5, and 7, I will p…
The Differentiation Perspective: Separation and Conflict
According to the Differentiation perspective, the apparently seamless unities of the Integration perspective mask a series of overlapping, nested organizational subcultures. These subcultures co-exist, sometimes in harmony, sometimes in conflict, and sometimes in indifference to each other. The Differentiation perspective unveils the workings of power in organizations, acknowledges conflicts of interest between groups, and attends to differences …
Ozco: A Fragmentation View
Studies conducted from a Fragmentation viewpoint focus on ambiguity as the essence of culture. The clear consistencies characteristic of the Integration perspective, and the clear inconsistencies characteristic of the Differentiation perspective, are rare. No stable organization-wide or subcultural consensus is seen. Instead, issues temporarily generate concern, but that concern does not coalesce into shared opinions, either in the form of agreem…
Cultures In Organizations: Three Perspectives
This is essentially a textbook in organizational culture. But, unlike most textbooks authors, Professor Martin is making a contribution to the field in that she focusses on a way of looking at the field that is new. In the past, those who have studied organizational culture have usually done so from one of three perspectives: 1) “Integration” - all members of an organization share a consensus of values and purpose; 2) “Differentiation” - there ar…
Deconstructing Organizational Taboos: The Suppression of Gender Conflict in Organizations
This paper begins with a story told by a corporation president to illustrate what his organization was doing to “help” women employees balance the demands of work and home. The paper deconstructs and reconstructs this story text from a feminist perspective, examining what it says, what it does not say, and what it might have said. This analysis reveals how organizational efforts to “help women” have suppressed gender conflict and reified false di…
Injustice and the legitimation of revolution: Damning the past, excusing the present, and neglecting the future
Les auteurs etudient la facon dont les leaders des revolutions violentes du XX e siecle ont utilise les plaintes concernant l'injustice pour delegitimer les systemes politique et economique anterieurs
The Fruits of Critical Discussion: A Reply to the Commentators
Shaping the Organizational Context for Black American Inclusion
Recent gains in black occupational status, importantly aided by such programs as affirmative action, have created new interracial job situations throughout American society. This paper reviews the problems that arise at the recruitment, entry, and promotional stages for black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of antiblack prejudice in both its traditional and …
Moral outrage and pragmatism: Explanations for collective action
Injustice and the legitimation of revolution: Damning the past, excusing the present, and neglecting the future
Les auteurs etudient la facon dont les leaders des revolutions violentes du XX e siecle ont utilise les plaintes concernant l'injustice pour delegitimer les systemes politique et economique anterieurs
Bread and roses: Justice and the distribution of financial and socioemotional rewards in organizations
It’s Darwinism – Survival of the Fittest: How Markets and Reputations Shape the Ways in Which Plaintiffs’ Lawyers Obtain Clients
The survival of a plaintiffs’ lawyer’s practice depends upon the generation of an ongoing flow of clients with injuries that the civil justice system will compensate adequately. If this requirement is not met, lawyers will leave this aspect of the legal market for more promising ones. If they do, legal services for injured people will be diminished as a result. In order to find out how this personal services legal market is defined and developed,…
A Garbage Can Model of the Psychological Research Process
Journal articles and the more conventional methodological text-books present a rational model of the process of doing psycho-logical research. Consider the headings in a typical journal article: survey of literature, hypotheses, methods, results, and discussion. Many methodological textbooks structure the presentation of the research process in a similar fashion. For example, one text lists chapters on the selection and formulation of a research …
A Garbage Can Model of the Psychological Research Process
Journal articles and the more conventional methodological text-books present a rational model of the process of doing psycho-logical research. Consider the headings in a typical journal article: survey of literature, hypotheses, methods, results, and discussion. Many methodological textbooks structure the presentation of the research process in a similar fashion. For example, one text lists chapters on the selection and formulation of a research …
Some Quasi-Rules for Making Judgment Calls in Research
Organizational culture and counterculture: An uneasy symbiosis
Moral outrage and pragmatism: Explanations for collective action
The Fruits of Critical Discussion: A Reply to the Commentators
Shaping the Organizational Context for Black American Inclusion
Recent gains in black occupational status, importantly aided by such programs as affirmative action, have created new interracial job situations throughout American society. This paper reviews the problems that arise at the recruitment, entry, and promotional stages for black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of antiblack prejudice in both its traditional and …
Deconstructing Organizational Taboos: The Suppression of Gender Conflict in Organizations
This paper begins with a story told by a corporation president to illustrate what his organization was doing to “help” women employees balance the demands of work and home. The paper deconstructs and reconstructs this story text from a feminist perspective, examining what it says, what it does not say, and what it might have said. This analysis reveals how organizational efforts to “help women” have suppressed gender conflict and reified false di…
Injustice and the legitimation of revolution: Damning the past, excusing the present, and neglecting the future
Les auteurs etudient la facon dont les leaders des revolutions violentes du XX e siecle ont utilise les plaintes concernant l'injustice pour delegitimer les systemes politique et economique anterieurs
Ozco: An Integration View
This chapter presents the first of three views of OZCO, summarizes these data in the form of a matrix, and explains the ways this matrix framework can be used to represent and understand the differences among widely disparate ways of under-standing cultures. In the first part of this chapter, OZCO employees talk about the ways the firm encourages egalitarianism, fosters innovation, and expresses concern about employees’ physical and mental well-b…
Cultural Change: Moving Beyond a Single Perspective
The three perspectives view cultural change differently at the organizational, subcultural, and individual levels of analysis. Since they offer distinctive conceptualizations of the roles of leaders and environments, implications for practice differ accordingly. These contrasting elements of the three single-perspective views of cultural change, originally delineated by Meyerson and I, are explained in more detail in Chapters 4, 6, and 8 and are …
Title Pages
The Integration Perspective: Harmony and Homogeneity
Studies written from the Integration perspective describe a cultural unity that has no place for doubt, uncertainty, or collective dissent. Many, but not all, Integration studies portray leaders as culture creators and culture transformers-high-ranking managers who have the capacity to envision and enact a culture that inspires intense loyalty, strong commitment, increased productivity, sometimes even greater profitability. Many managers would li…
Giving Up the Authority Game: A Postmodern Critique of the Three-Perspective Framework
OZCO was selected as a pseudonym in part because Baum’s classic tale, The Wizard of Oz, captures much of the spirit of this multi perspective approach to understanding cultures in organizations. Dorothy’s long journey on the yellow brick road ended at the gates of the Emerald City of Oz, where she hoped to find the Wizard and ask him to send her back to Kansas. The guard at the gate of the city would not let her enter until she had put on some sp…
The Fragmentation Perspective: Multiplicity and Flux
The Fragmentation perspective1 brings ambiguity to the foreground, rather than excluding it or channeling it outside a realm of cultural or subcultural clarity. This perspective abandons the clarity of consistency, as well as the clarity of inconsistency. Instead, the Fragmentation viewpoint explores the complexity of relation-ships between one cultural manifestation and another. Rather than seeing con-sensus within the boundaries of a subculture…
Ozco: A Differentiation View
This chapter presents the second of the three views of OZCO. In this account employees challenge OZCO’s commitment to the values of egalitarianism, innovation, and concern for employee well-being, espoused in the first, Integration view of this firm. In accord with the Differentiation perspective, this account exposes inconsistencies and views organization-wide consensus as a myth. Difference and conflict replace homogeneity and harmony.
Seeing Cultures from Different Points of View
What does it mean to say that an organization has a culture or cultures? It is the purpose of this book to give an extended answer to that question. However, it would be useful to get an intuitive sense, at the beginning, of what culture can mean in organizations. It is a rare person who has not had experience with a variety of organizations-schools, clubs, teams, charities, as well as the government bureaucracies and business organizations-that …
Ozco: Gathering the Data
OZCO has been the focus of several major organizational culture studies and has been mentioned frequently in a wide range of other texts. These are, generally, glowing reports that any company would be proud of. The firm is described as being unusually harmonious-a haven of shared values and mutual commitment in an industry (“high” technology) that has been wracked by economic difficulties and a turbulent market. In Chapters 3, 5, and 7, I will p…
The Differentiation Perspective: Separation and Conflict
According to the Differentiation perspective, the apparently seamless unities of the Integration perspective mask a series of overlapping, nested organizational subcultures. These subcultures co-exist, sometimes in harmony, sometimes in conflict, and sometimes in indifference to each other. The Differentiation perspective unveils the workings of power in organizations, acknowledges conflicts of interest between groups, and attends to differences …
Ozco: A Fragmentation View
Studies conducted from a Fragmentation viewpoint focus on ambiguity as the essence of culture. The clear consistencies characteristic of the Integration perspective, and the clear inconsistencies characteristic of the Differentiation perspective, are rare. No stable organization-wide or subcultural consensus is seen. Instead, issues temporarily generate concern, but that concern does not coalesce into shared opinions, either in the form of agreem…
Cultures In Organizations: Three Perspectives
This is essentially a textbook in organizational culture. But, unlike most textbooks authors, Professor Martin is making a contribution to the field in that she focusses on a way of looking at the field that is new. In the past, those who have studied organizational culture have usually done so from one of three perspectives: 1) “Integration” - all members of an organization share a consensus of values and purpose; 2) “Differentiation” - there ar…
Approaching Organizational Culture versus Cultural Approaches to Organizations: Let's Close the Gap
The Organization of Exclusion: Institutionalization of Sex Inequality, Gendered Faculty Jobs and Gendered Knowledge in Organizational Theory and Research
This paper discusses how institutionalized practices and structures contribute to sex inequality in universities, gendered definitions of faculty jobs and gendered limitations to knowledge in the field of organizational studies. This analysis shows why changing the numbers of women in academia (the `add women and stir' solution) is not likely to alter sex inequality in the organizational studies field unless major changes are made to the ways fac…
Bread and roses: Justice and the distribution of financial and socioemotional rewards in organizations
Women and Power: Conformity, Resistance, and Disorganized Coaction
An Alternative to Bureaucratic Impersonality and Emotional Labor: Bounded Emotionality at The Body Shop
Political science (21 works) · Psychology (16 works) · Sociology (16 works) · Social Psychology (14 works) · Computer Science (13 works) · Epistemology (12 works) · Perspective (graphical) (12 works) · Law (11 works) · Public relations (10 works) · Economics (8 works)