Consistency in Organizations – Functions and Dysfunctions

Abstract

Modern Organizations employ various means in order to secure the commitment of their employees. In contrast to contemporary approaches in organizational theory that deal with this issue mostly in the context of organizational culture theory, I draw on the classical theoretical distinction of formal and informal organizational structures. Those can be seen as either congruous or conflicting. Both types of structure harbor different concepts of identity for the employees to relate to. In light of these theoretical landmarks I will present an empirical case study of an organization that plans a formation of a subsidiary but fails at this task.