Culture and Demography in Organizations

Erscheinungsjahr 2006
ISBN: 978-0-691-12482-7
Verlag: Princeton University Press

Buch, Englisch, 296 Seiten, Format (B × H): 156 mm x 234 mm, Gewicht: 498 g

How do corporations and other organizations maintain and transmit their cultures over time? Culture and Demography in Organizations offers the most reliable and comprehensive answer to this complex question to date. The first book on the subject to ground its analysis in mathematical tools and computer simulation, it goes beyond standard approaches, which focus on socialization within organizations, by explicitly considering the effects of demographic processes of entry, exit, and organizational growth. J. Richard Harrison and Glenn R. Carroll base their analysis on a formal model with three components: hiring, socialization, and employee turnover. In exploring the model's implications through computer simulation methods, the authors cover topics such as organizational growth and decline, top management teams, organizational influence networks, terrorist organizations, cultural integration following mergers, and organizational failure. For each topic, they identify the conditions influencing cultural transmission. In general, they find that demographic processes play a central role in influencing organizational culture and that studying these processes leads to some surprising insights unavailable when considering socialization alone. This book, which also serves as an ideal introduction to the increasingly popular use of computer simulation, will be an indispensable resource for scholars and students of organization theory and behavior, cultural studies, strategic management, sociology, economics, and social simulation.

Autoren/Hrsg.

Harrison, J. Richard

Carroll, Glenn R.

Fachgebiete

• Wirtschaftswissenschaften Volkswirtschaftslehre Volkswirtschaftslehre Allgemein Wirtschaftsstatistik, Demographie
• Sozialwissenschaften Soziologie | Soziale Arbeit Soziologie Allgemein Demographie, Demoskopie
• Wirtschaftswissenschaften Betriebswirtschaft Management Unternehmensorganisation & Entwicklungsstrategien
• Wirtschaftswissenschaften Betriebswirtschaft Organisationstheorie, Organisationssoziologie, Organisationspsychologie
• Sozialwissenschaften Soziologie | Soziale Arbeit Spezielle Soziologie Kultursoziologie

Inhaltsverzeichnis

List of Figures xi

List of Tables xiii

Preface xv

Acknowledgments xix

Part I: Cultural Analysis 1

CHAPTER 1: Culture in Organizations 3

1.1 Introduction 3

1.2 Culture in Social Science 4

1.3 Culture in Organization Theory 5

1.4 The Content Approach to Culture 7

1.5 The Distributive Approach to Culture 16

1.6 A Limited Synthetic Approach to Organizational

Culture 21

1.7 Reader?s Guide 25

CHAPTER 2: Modeling Culture with Simulation 27

2.1 Introduction 27

2.2 Forms of Scientific Inquiry 28

2.3 What Is a Computer Simulation? 30

2.4 Why Use Simulation? 35

2.5 Simulation Modeling 38

2.6 Challenges of Simulation 41

Part II Model of Cultural Transmission 47

CHAPTER 3: Representing Culture 49

3.1 Introduction 49

3.2 Enculturation 50

3.3 Content Dimensions of Culture 56

3.4 Enculturation and Cultural Dimensions 58

3.5 Summary 68

CHAPTER 4: Cultural Transmission 69

4.1 Introduction 69

4.2 Modeling Framework 70

4.3 Model Specification 71

4.4 Summary 82

CHAPTER 5: Organizational Types 84

5.1 Introduction 84

5.2 Stylized Organizational Types 85

5.3 Simulation Methods 90

5.4 Findings by Type 92

5.5 Conclusion 101

CHAPTER 6: Growth and Decline 102

6.1 Introduction 102

6.2 Cultural Management and Growth 104

6.3 Organizational Decline 110

6.4 Decomposing Transmission 111

6.5 Managerial Implications 118

6.6 Conclusion 119

Part III: Applications and Extensions

of the Model 121

CHAPTER 7: Heterogeneity in Tenure 123

7.1 Introduction 123

7.2 LOS Distributions in Organizations 124

7.3 The Implicit Link 126

7.4 Modeling Top Management Teams 130

7.5 Design of Experiments 132

7.6 Findings 134

7.7 Decomposing LOS Heterogeneity 137

7.8 Summary 143

CHAPTER 8: Cultural Influence Networks 147

8.1 Introduction 147

8.2 Networks of Influence 149

8.3 Modeling Framework 149

8.4 Dynamic Influence 151

8.5 Demography and Network Structure 155

8.6 Design of Experiments 159

8.7 Findings 159

8.8 Discussion 166

CHAPTER 9: Terrorist Networks 169

9.1 Introduction 169

9.2 Background on Terrorist Organizations 170

9.3 Underground Network-Based Organizations 171

9.4 Adapting the Network Model 175

9.5 Effects of Counterterrorism Strategies 176

9.6 Simulation Design 178

9.7 Findings 179

9.8 Conclusion 182

CHAPTER 10: Merging Cultures 185

10.1 Introduction 185

10.2 Post-Merger Cultural Integration 187

10.3 Modeling Framework 191

10.4 Experimental Design 192

10.5 System Dynamics 196

10.6 Findings 198

10.7 Discussion 206

CHAPTER 11: Culture, Aging, and Failure 208

11.1 Introduction 208

11.2 Macro Model Framework 209

11.3 Demography of the System 214

11.4 The Cultural System 215

11.5 Design of Experiments 216

11.6 Findings 218

11.7 Implications 220

CHAPTER 12: Concluding Remarks 221

12.1 Introduction 221

12.2 Model Overview 221

12.3 Review of Findings 223

12.4 Implications 229

12.5 Extensions of the Model 233

12.6 Conclusion 234

Appendix A Notation 237

Appendix B Simulation Parameter Settings 241

References 251

Index 265

Über Autor(innen)

J. Richard Harrison Associate Professor of Organizations, Strategy, and International Management at the University of Texas, Dallas. Glenn R. Carroll is Laurence W. Lane Professor of Organizations at the Graduate School of Business, and (by courtesy) Professor of Sociology at Stanford University. He is also Professor in the Management Division of the Graduate School of Business, and (by courtesy) Professor of Sociology at Columbia University. He is coauthor of "The Demography of Corporations and Industries" (Princeton).