出版社：Associação Nacional de Pós-Graduação e Pesquisa em Administração
摘要：We analyze in this article the organizational paradoxes that characterize the change process of people management in a multinational organization in Brazil. We assume that an organizational paradox is a socially constructed reality, based on the perceptions of the social actors. As individuals try to build meanings for their experiences, they represent the complex social systems in which they are embedded through contradictory perceptions, which influence their decisions and behaviors. Based on a etnometodological research perspective, three subcultures were identified in the organization; each one aggregated individuals with different perceptions of the change process. Each subculture showed different patterns of reactions towards the organization. We suggest that the paradoxes are disturbances in the processes of building collective meanings by the organizational groups, so they influence their attitudes. The final comments indicate the relevance of going further in the discussions of organizational paradoxes as part of our efforts to comprehend the evolution of political and socio-cultural processes in organizations.
