MANAGERS INNOVATIONS AND THE STRUCTURATION OF ORGANIZATIONS

Drawing on interview data from managers in three organizations a theor etical framework based on structuration theory is offered for understa nding the social construction of innovation in a way that overcomes th e duality of individual and structural perspectives that fragments the literature on innovation and other related domains. Three case studie s, one from each organization, illustrate and help link the elements o f an argument that focuses first on how an organization's openness to its external environment allows for conflicting interpretations of nec essary action. Individual agents exploit the ambiguity, making choices which help sustain or develop their self-identities, drawing on exper ience to shape innovations that promise to reconcile the constraints o f the personal and organizational domains. Their capacity to transform circumstances in the desired direction depends on the extent to which they can deploy personal and organizational resources to negotiate ap propriate meanings through social and political relationships with rel evant others. The socio-political process and the substance of the inn ovation have reciprocal effects, yielding the possibility of agreement on a 'working innovation' which, once institutionalized, modifies the existing system and structures in ways that constrain, in new modes, the behaviours of all of those involved.