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Zeit und Zeitkompensation in der Entstehung und Entwicklung von Organisationskultur

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  • Weber, Christiana

Abstract

Das Paper beschäftigt sich mit einer zentralen, bisher oft vernachlässigten Dimension der Organisationskultur, der Zeit. Sie wird deshalb als Faktor herausgegriffen und ihre Bedeutung für die Entstehung und Entwicklung von Organisationskultur beleuchtet. Denn alle Ansätze, die die Rolle der Zeit in der Organisationskultur überhaupt betrachten, erklären explizit oder implizit, dass ihre Entstehung und Entwicklung tendenziell langfristiger Natur ist. Diese in der Literatur weit verbreitete Annahme zur Organisationskulturentstehung wird hier hinsichtlich ihrer zeitlichen Dimension in Frage gestellt. Anhand einer Fallstudie über die Entstehung und Entwicklung der Organisationskultur in der Treuhandanstalt (THA) wird gezeigt, dass die generell in der Theorie zu findende Aussage Kulturentstehung und -entwicklung = Langfristigkeit offensichtlich nicht mehr zutreffend ist und verworfen bzw. überprüft werden muss. Das Beispiel der THA zeigt zum einen, dass sich diese zeitliche Beeinflussbarkeit in klar benennbare Faktoren wie beispielsweise die Personalselektion, die Interaktionsdichte, unterschiedliche Lernmechanismen und den auf die Organisation wirkenden Außendruck auflösen lässt. Zum anderen lässt es erkennen, dass diese Faktoren wiederum für Führungskräfte unterschiedlich stark beeinfluss- und steuerbar sind. Der Beitrag diskutiert die Generalisierbarkeit dieser Fallstudien-Ergebnisse sowie die Übertragbarkeit der Schlussfolgerungen. Es wird deutlich, das sich beide Erkenntnisse teilweise generalisieren und auf spezifische Organisationsformen und -prozesse wie Start-ups, Merger und Reorganisationen übertragen lassen.

Suggested Citation

  • Weber, Christiana, 2003. "Zeit und Zeitkompensation in der Entstehung und Entwicklung von Organisationskultur," Discussion Papers, Research Unit: Innovation and Organization SP III 2003-111, WZB Berlin Social Science Center.
    • Handle: RePEc:zbw:wzbior:spiii2003111
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    1. Dierkes, Meinolf, 1988. "Unternehmenskultur und Unternehmensführung: Konzeptionelle Ansätze und gesicherte Erkenntnisse," Discussion Papers, Research Unit: Organisation and Technology FS II 88-103, WZB Berlin Social Science Center.
    2. Dierkes, Meinolf, 1977. "Die Analyse von Zeitreihen und Longitudinalstudien," EconStor Open Access Articles and Book Chapters, ZBW - Leibniz Information Centre for Economics, pages 111-169.
    3. James G. March, 1991. "Exploration and Exploitation in Organizational Learning," Organization Science, INFORMS, vol. 2(1), pages 71-87, February.
    4. Kathleen Carley, 1992. "Organizational Learning and Personnel Turnover," Organization Science, INFORMS, vol. 3(1), pages 20-46, February.
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    Cited by:

    1. Berthoin Antal, Ariane & Friedman, Victor J., 2004. "Overcoming dangerous learning: the role of critical reflection in cross-cultural interactions," Discussion Papers, Research Unit: Innovation and Organization SP III 2004-106, WZB Berlin Social Science Center.
    2. Straßheim, Holger, 2004. "Power in intercommunal knowledge networks: on the endogenous dynamics of network governance and knowledge creation," Discussion Papers, Research Unit: Innovation and Organization SP III 2004-104, WZB Berlin Social Science Center.

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