Stereotype-Based Managerial Identity Work in Multinational Corporations

Alexei Koveshnikov*, Eero Vaara, Mats Ehrnrooth

*Corresponding author for this work

Research output: Contribution to journalArticleScientificpeer-review

22 Citations (Scopus)
135 Downloads (Pure)

Abstract

The paper advances our understanding of managerial identity work in the context of HQ–subsidiary relations. We argue that a key part of this identity work is related to cultural stereotypes. On the basis of an analysis of two Finland-based MNCs operating in Russia, the paper elucidates three forms of stereotype-based identity work with enabling or constraining power implications. The first form, stereotypical talk, refers to identity work whereby managers enact their stereotypical conceptions of ‘the other’ to bolster their self-image and ‘inferiorize’ ‘the other’. The second form, reactive talk, is identity work that emerges as a reaction to stereotypical talk whereby managers aim at renegotiating the proposed social arrangement for their own benefit. Finally, the third form, self-reflexive talk, refers to identity work whereby managers attempt to go beyond the social arrangement produced through stereotypical and reactive talk by distancing themselves in a self-reflexive manner from essentialist cultural conceptions. Overall, the paper offers an initial attempt to elucidate how stereotype-based identity work is used to justify or resist existing power structures and power asymmetries in HQ–subsidiary relations within the MNC.

Original languageEnglish
Pages (from-to)1353-1379
Number of pages27
JournalOrganization Studies
Volume37
Issue number9
DOIs
Publication statusPublished - 1 Sep 2016
MoE publication typeA1 Journal article-refereed

Keywords

  • corporations
  • culture
  • domination
  • identity work
  • multinationals
  • power
  • resistance
  • stereotypes

Fingerprint Dive into the research topics of 'Stereotype-Based Managerial Identity Work in Multinational Corporations'. Together they form a unique fingerprint.

  • Cite this