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xiv case studies and 285 pp. London: Routledge. Recently, Stewart Clegg and Cynthia Hardy argued in their Handbook of organization studies that it is time to acknowledge and move forward with a plurality of representation. They suggest that no representational viewpoint deserves privilege over another because each viewpoint is grounded in its own discourse formation or underlying body of knowledge; any viewpoint, relative to its particular discourse formation could thus be seen as representing âtruthâ. Needless to say, argument indicates that âtruthâ has a plurality. Clegg and Hardyâs argument is not necessarily new, but the challenge that accompanies it is - a challenge that calls for researchers to dismantle the boundaries of the representational viewpoints so that they can engage and move forward in conjunction with alternative viewpoints. Since then, other leading theorists have offered similar arguments, most notably Karl Weick who suggests that it is time to dispense with the paradigm wars of recent times and âmake sense of things the best way that we canâ. Similarly, Ann Langley suggests that it is time to dispense with the inductive versus deductive debate, and Marta Calas and Linda Smircich suggest that it is time to dispense with the
Asia Pacific Journal of Human Resources – Wiley
Published: Sep 1, 2001
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