Feminist organizational communication scholarship can be framed in four ways. The four frames display how feminisms encourage: (a) questioning gender difference; (b) performing/queering organizing; (c) disrupting online and offline organizations and their alternatives; and (d) challenging macro-Discourses and structures of gender inequality. In discussing discourses and structures, it is important to include how feminist organizational communication scholars generate knowledge(s) within and across particularities and unities, engage contradiction, and unveil neoliberalism, especially meritocracy and ideal worker norms. In discussing feminist organizational communication, the emerging trends in discovery, learning, and engagement focus on: (a) contradiction, (b) context, (c) difference, and (d) resistance through and by human and nonhuman agents.
Colleen E. Arendt and Patrice M. Buzzanell
George Cheney and Debashish Munshi
Alternative organizational culture is an evocative yet ambiguous term. In disciplines like communication, sociology, anthropology, management, economics, and political science, the term leads us not only to consider existing models and cases of organizing differently from the norm but also to imagine paths and possibilities yet to be realized. The ambiguity and referents of the term are important to probe. The term and its associations should be understood historically as well as culturally. Alternative organizational culture also implies certain dialectics, leading to questions about both principles and applications.