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How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index