Partnering in construction has been presented as a potentially important way of improving construction project performance through the direct benefits it can bring to both clients and contractors. However, there is still considerable debate about the nature and merits of a partnering approach. This paper attempts to contribute towards this debate by exploring the presumed link between partnering and cultural change within the industry, at both organizational and interorganizational levels of analysis. To do so, it draws upon theory and research from the social sciences (especially organizational theory) to explore some of the issues, problems and dilemmas which emerge when full and proper account is taken of the complexities of organizations, as well as some of the subtleties and intricacies of the concept of organizational culture. The paper concludes that it is only by fully appreciating the effects of such complexity that a more realistic and practical approach to the development and implementation of partnering will emerge.Partnering, Alliancing, Culture,

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The use of incentives in partnering and alliancing has been seen as an important way of reinforcing collaboration in the short term and helping to build trust between clients and contractors in the long term. Yet only rarely has the impact of incentives on such relationships been discussed, let alone subjected to systematic investigation. This is despite a wealth of theory and research which brings into question the use of incentives and reinforcers as ways of generating motivation and commitment. Drawing upon this theoretical knowledge base and using evidence from a number of case studies of partnerships and alliances, this paper demonstrates how a number of important cognitive and social dimensions affect the use and impact of incentives, sometimes in ways contrary to those intended. The conclusion drawn is that there are important limitations to the use of incentives as means of reinforcing collaboration and developing commitment and trust, and that this raises questions more generally about the assumptions that underlie many of the practical ‘tools and techniques’ commonly associated with partnering and alliancing

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Despite major contributions to theories of organizational knowledge from socially situated, practice-based approaches, there remains a blind-spot in this literature concerning power and politics. This paper makes some initial attempts to address this absence by thinking about how far alternative theories of power/knowledge can strengthen and extend practice-based approaches to knowledge. The need for a detailed analytic of the multiple techniques, strategies, and expressions of power/knowledge in concrete social situations and the different ways in which they come together through specific episodes of enactment is highlighted. To illustrate this, we draw on an ethnographic study of an inter-organizational collaboration in the telecommunications sector. This illustration focuses on struggles over meaning during a problem-solving encounter during the later stages of a project for developing and implementing new software for telephone exchanges. 1 We are grateful for the challenging and thoughtprovoking comments provided by Haridimos Tsoukas and two anonymous referees. We would also like to thank colleagues at the Universities of Brighton and Sussex for their insightful guidance and acknowledge the invaluable contribution of all those people who participated in the research.