By M. Kostera
The 1st quantity in a chain of three focuses on fable in daily organizational existence, referring to person actors: heroes and heroines, and the jobs they play in corporations. Attitudes and temperaments, in addition to specialist ethos, are narrated and mythologized to bare an archetypal size of organizing and firms.
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Additional resources for Organizational Olympians: Heroes and Heroines of Organizational Myths
This personal commitment forms the orientation of leadership in relation to the human power of leaders who strive for excellence, growing through their leadership as a person and discovering their humanity. The choices leaders make are both a reflection of their identity and self-image as well as their motivations and virtues. They are what Carlsen (2006, p. 134) calls 'life enrichments' in the search for higher purpose and in the process of improvization and imagination. , 1998). For if we only focus on observable behaviours we will fail to see what lies beneath and what the essence of leadership is: phronesis (practical judgement).
The actions of leaders are not only a matter of choice and the responsibility and accountability entailed. It is also a reflection of what they care about, what they may have a passion for. Beyond desire and passion, action also entails the very personal commitment to a goal. This personal commitment forms the orientation of leadership in relation to the human power of leaders who strive for excellence, growing through their leadership as a person and discovering their humanity. The choices leaders make are both a reflection of their identity and self-image as well as their motivations and virtues.
The origin of mythical creation springs from the human mind's search for interpretation and order in a world of chaos. That is why myths are not irrational stories, and why they are sometimes called 'sacred narratives' (Kalevala, 1999, p. xxxiii) in the sense that they embrace the ontological nature of the world. In organizational study field myths, have been studied for around 20 years and their meaning for work organizations, their narrative construal of reality, their forming of organizational identities as well as their methodological nature are all referred in these approaches (Boje, 1991; Bowles, 1993; Czamiawska, 1997b; Gabriel, 2000).
Organizational Olympians: Heroes and Heroines of Organizational Myths by M. Kostera