Entrainment--cycles and synergy in organizational behavior

studied stages of child (Brazelton & Whetten, 1974) and adult development (Levinson, 1978),arguing for seasonalities in an individual's life cycle.Time and Organizational BehaviorWith few exceptions (c.f. Gersick, 1988, 1989; McGrath & Kelly, 1986), time has notplayed a significant nor explicit role in organizational behavior research. This is surprising sincethere are numerous references to time in organizations such as windows of opportunity (Tyre &Orlikowski, 1992), time to market (Clark & Fujimoto, 1987), sequence of activities (Wicker &King, 1988) and organizational life cycles (Cameron & Whetten, 1988). In addition, there alsoexist specific time concepts of velocity (Eisenhardt, 1990), clocks (Tushman & Keck, 1991),cycles (Homans, 1950), and coordination within time constraints (Thompson, 1967). It is indeeda paradox that while time plays a key role in identifying many organizational phenomena andconcepts, it has seldom been isolated, explored, or melded into more general organizational theory.Part of the problem is the static nature of organizational research. Researchers tend toisolate and stabilize the system they are investigating, paying attention to the effect of a stimulusonly on conceptually rather passive systems. This is due to the need for simplification of complexsystems in order to understand them, the overt reliance on standardized statistical tests which oftenassume any variations as noise, and the cross sectional methodologies usually employed. Weargue that by incorporating the dynamic nature of systems we would have a better understandingabout them. This would help also to explain why the effect of a stimulus at one time may not havethe same effect at another time.The central position of this paper is that time can enrich our theory. Since time can serve asa moderator variable, a mediator variable, an independent or a dependent variable, it is just notpossible to anticipate all the possible ways that time could be advanced as being important andrelevant to the field of organizational behavior.

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