Alternative Forms of Organization and Organizing

Abstract

The concepts of alternative forms of organization and organizing are germane to organizational studies writ large and to the subfield of organizational communication. Here we interrogate the ambiguity of the terms themselves while also considering the family resemblances of organizational forms under this rubric. The discussion proceeds with an explanation of values, principles, and models of alternative organizations and organizing. A variety of research exemplars are cited. Issues for further research are identified throughout.

Unemployment as a liminoid phenomenon: Identity trajectories in times of crisis

“…Crucially, we will argue, the unemployed do not only try to adapt to transition as an almost permanent or recurrent condition and imagine 'possible identities' (Markus and Nurius, 1986) but in some cases, they also develop what we will refer to as liminoid identity positions. When in these positions, instead of chasing elusive work futures, the unemployed construct 'anti-structural' spaces (adapted from Turner, 1974b) where they adopt a more active and reflexive state of being and enact what in the organization studies literature has been described as 'alternatives' or 'alternative forms of organizing' (Cheney, 2014;Land and King, 2014;Parker et al, 2014). More specifically, the study demonstrates that during unemployment, experiences of liminality trigger not only images of (prior) coherent work identities but also possible (sometimes undetermined) identities and alternative work futures.…”

How digital fantasy work induces organizational ideal reversal? Long-term conditioning and enactment of digital transformation fantasies at a large alternative bank (1963–2019)

“…Fantasy occurs through utopian strivings for an ideal future in which more just organizational and societal relations will supplant present problems (Dey et al, 2016; Dey and Mason, 2018). It is no wonder then that the fantasmic association of digitalization with utopian ethical affordances (Cheney, 2014; Ossewaarde and Reijers, 2017) is particularly attractive to leaders of alternative organizations. The term alternative organization emerged during the 1960s to denote organizations that champion progressive, alternative ideals, such as democratic, egalitarian and autonomous methods of work and ownership (Case and Taylor, 1979; Parker et al, 2014; Swidler, 1979).…”

“…The term alternative organization emerged during the 1960s to denote organizations that champion progressive, alternative ideals, such as democratic, egalitarian and autonomous methods of work and ownership (Case and Taylor, 1979; Parker et al, 2014; Swidler, 1979). ‘Alternative’ may be used as an undifferentiated rallying cry – ‘business as usual’ – or be posed against a specific category (Cheney, 2014): mutual ownership and an information commons against for-profit ownership and user data exploitation (Esper et al, 2017; Meyer and Hudon, 2017), democratic participation versus hierarchy (Reedy and Learmonth, 2009; Rothschild and Whitt, 1989), community values versus market efficiency (De Angelis and Harvie, 2014) or other mainstream versus alternative organization oppositions (Parker et al, 2014).…”

Disentangling Antifeminist Paradoxes: Alternative Organizing in Antifeminist Online Spaces

“…Communication theorizing on alternative organizing (Cheney, 2014; Parker et al, 2014) has examined how organizations are defined in opposition to the conventional hegemonic, bureaucratic, and hierarchical arrangements of traditional organizations. Alternative organizing is shaped by concerns of culture (Cruz, 2017), transparency (Jensen & Meisenbach, 2015), and equality (Webb & Cheney, 2014).…”