Session Information
20 SES 05 B, The European Dimension
Paper Session
Contribution
In the line of the European Unification borders and traditions become increasingly problematic and the necessity of (cultural) translation gains in importance. This is especially true for the demands on managing cultural differences and on coping with different traditional structures and routines in border-regions. Particularly the opening of the Czech-German border in course of the European enlargement, which draws regions and people closer together demonstrates the needs for more mutual acceptance and cross-cultural dialogue. Especially cross-border organizations are challenged by the necessity of different modes of cultural translation. In search of intercultural understanding they are confronted not only with problems in linguistic communication but also with demands of political demarcations, different histories and different cultural practices. Assuming that cross-border organizations (Czech-German border) proceed with these challenges, we exemplarily present a case study by showing that the organization constitutes a specific “border-thinking”. By focussing the organizational practices in a cross-border context, we are targeting to reconstruct the specific organizational culture and identity as result of organizational learning. Hence, for the theoretical framework we refer to the concept of organizational learning combined by translational and performative perspectives, which leads us to the assumption that organizational learning can be described as practical reformation and creative representation of organizational identity. With reference to empirical material the presentation finally focuses the informal organizational practices of managing cultural differences in reproducing strategies of problem solving.
Method
Expected Outcomes
References
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