Biological approach to organizational identity

Abstract

For the configuration of this organizational bio-approach, Capra, Etkin and Schvarstein, Bronstein and Habermas, its main theorists, have also assumed the self-organization approach, which allows to highlight that the behavioral changes exhibited by organizations and the couplings they establish with other systems in their environment, do not imply a loss of identity or autonomy. To examine the elements of identity, the logic of closed systems, operational closure and recurrence of organizational relationships are used. Regarding the aspects of invariance and change, it is taken into account with respect to the first term that to explain stable structural configurations, the concept of dialogical relationships is adopted, such as the synchronous coexistence of polar pairs such as order/disorder or permanent/transient among others equally pertinent to the reality of organizational identity. In relation to the variant in the organizational structure, it is addressed from systemic processes such as bifurcations, catastrophes and other systemic phenomena. Invariance is manifested by the predominant and continued rationality in the substantive acts of the organization, in the permanence of certain ways of doing and thinking. In this type of approach, the coexistence of two manifestations of organizational reality is admitted: on the one hand, the idea of ​​a system as an organized whole or totality, and on the other, the individuality of the component parts and their autonomous behavior. This modality of coexistence gives continuity to such a system.