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With the help of Slavoj Žižek's concept of interpassivity, this paper seeks to illustrate the frantic activities performed by employees to maintain a separation between the idea of an authentic self and the idea of a corporate self. Furthermore, this paper aims to illustrate these activities empirically.

The empirical example is based on a case study of three of the largest international consultancy firms. About 50 consultants were interviewed in this study, but this paper primarily focuses on the experiences of one of these consultants, and goes into depth with his experiences to illustrate the frantic mechanisms of interpassivity.

The paper shows how the maintenance of an “authentic self” outside of the corporate culture demands a distinct and frantic activity; that this activity can best be understood as interpassive in the sense that it involves taking over the passive acknowledgement for which someone else is responsible; and how the separation of an authentic from a corporate self, rather than resist the demand to enjoy one's work – prescribed by contemporary management programs – nourishes it.

The paper builds on recent literature on cynicism and normative control in organisations. It introduces interpassivity to this discussion.

This paper seeks to explore the notion of desire in relation to subjectivity at work by drawing on the work of Jacques Lacan. It aims particularly to consider the possible ways in which desire is evoked and channeled in managerial practices that are aimed at managing the self.

The paper provides an illustration of this by a reading of how developmental HRM practices attempt to elicit and channel subjects' desire.

Particular images promulgated by these practices appeal to the subject in such a way, that it becomes caught in a relationship of fascination with them. These practices thereby attempt to create identification with a fantasmatic image of the self, and in so doing, to shape subjectivity in line with managerial objectives. It is also argued that a different modality of relating to desire can provide a way of avoiding the most detrimental effects associated with these practices, and I indicate possible ways in which this different modality or “traversal” may take shape.

The paper analyzes the use of desire in management practices.

This paper has three purposes. The first is to introduce the concept of fantasy, based on Lacanian pyschoanlysis, in order to link theoretically the role of narrative and affect in organizational strategies of control. The second is to use this concept to illuminate the fantasmatic as well as ideological character of so‐called “market rationality.” The third is to reveal three dominant fantasies organizations draw on in an age of market rationality.

This paper is primarily a conceptual investigation into the ways Lacanian psychoanalytic theories can help link the phenomena of narrative and affect within strategies of organizational control and second, how this relates to current trends of market rationalism.

Drawing on a psychoanalytic register, the paper argues that organizational control strategies revolve around the presence of a fantasy which is comprised of a symbiotic stable fantasy promising psychological wholeness and an unstable fantasy threatening to prevent this achievement. Further, it reflects on how emergent notions of market rationality, analogous to themes of a “boundaryless” or “protean” career, draw on a particular anti‐organizational fantasies to affectively grip subjects within their values and practices. Three fantasies employed by organizations in an age of market rationalism were then identified.

In broader terms future research can turn to the concept of fantasy to better explain organizational control and ideological interpellation of employees, particularly in regard to concepts of narrative and emotion for this process. Specifically, this paper offers an innovative way to understand and investigate market rationality and changing cultures of organizations within the globalizing economy.

This paper offers the category of Lacanian fantasy for linking narrative and affect in managerial ideologies. Additionally it draws on Lacanian theory to provide a more coherent and theoretically sophisticated account of market rationality and organizational strategies countering this trend.

The purpose of this paper is to provide an introductory overview of this special issue highlighting some of the distinctive features of Žižek's Lacan‐inspired thought relevant to the role of ideologies in organizational change management.

The approach used aims to show how ideological and ethical ramifications of Žižek's recent analysis of a “Jacobin” change paradigm can affect thought on everyday change practices in business and management.

Some parallels are drawn between current change practices and narrative tactics employed by Robespierre during the Jacobin reign of terror to “extort” the commitment of participants in the change process.

This paper/special issue invites reconsideration of our late capitalist intellectual/practical “reflexes” in change management, i.e. to reassess their ideological mechanism.

Žižekian/Lacanian approaches to organizations and change are especially suitable for this purpose but have only recently begun to emerge.

The purpose of this paper is to add to current discussions on the use of Lacanian psychoanalysis in organizational change. Specifically, It argues that critiques of Lacan's work must be acknowledged and incorporated into these discussions. To date, there remains a silence surrounding these critiques within organization studies.

The paper presents the existing studies that draw upon Lacan's work in the context of organizational change initiatives. It highlights the value of this theory. Next, it outlines critiques of Lacan's concepts of phallus and incest taboo, and show how these concepts can be exclusionary.

The paper finds that there remains little debate within organization studies around such critiques. Lacan tends to be employed in ways that risk reproducing particular, exclusionary aspects of his theory. A homophobic and patriarchal legacy persists in appropriations of his writing. It outlines alternative ways of reading Lacan, which aim to avoid such exclusions. It shows how introducing such alternatives is a difficult project, first, given the silence surrounding critiques of Lacan in the organizational change literature. Second, following Foucault, It argues that language has power: a patriarchal schema is self‐reinforcing in its persistence within a particular discipline, and thus difficult to dislodge.

Given these findings, the paper concludes that organization theorists and practitioners ought to engage with critiques of Lacan's work, when employing it in their own. The silence surrounding such legacies is dangerous. It argues that the first step in engaging with Lacan's work should be to give voice to such critiques, if his writing is to be employed in the practice and study of organizational change.

This paper provides a unique engagement with Lacan's work in the context of the study and practice of organizational change interventions. It presents an evaluation of well‐known critiques and useful recommendations for theorists and practitioners considering a Lacanian approach to this area of management studies.

This paper aims to employ the concept of subjectivity taken from Lacanian psychoanalysis and Slavoj Žižek's idea of the law, enabled via its “inherent transgression”, to critique the premises of neolibertarian theory about the market's superior ways of organizing society.

An alternative conceptual framework is being developed and applied to the analysis of the transition from a planned to a market economy in former socialist countries using the example of informal payments in the health system in Russia. The proposed schema builds on the idea of the subject eternally divided between the imaginary conceptions of the self/the other, and the socio‐symbolic order, which is offered to theorize on the role of phantasy in this transformation.

The applied (psycho)‐analytic schema reveals why the totalizing discourse of the market is no less tyrannical and no less totalitarian in its intent than the socialist ideology it opposes. The central argument is how dominant ideologies are made of, and stand for, an unattainable phantasy, as it was demonstrated in both socialism and the market.

By re‐engaging psychoanalysis to understand social and political projects and by unearthing the imaginary underpinnings of the symbolic order, the study argues for considering the phantasmatic dimensions of political and organizational transformations in management studies.

This chapter discusses the relevance of a community of practice (CoP) for a reflexive gender equality policy and reflects on the different approaches taken within TARGET. It is based on the literature on CoPs and structural change as well as on experiences in transferring this approach to the context of implementing gender equality plans (GEPs) within different types of research organisations. While the notion of the CoP was coined in the 1990s, literature on gender and such communities remained scarce until a recent wealth of research looked at the role played by inter-institutional CoPs in advancing structural change in research organisations. In this chapter, we examine whether and how an institutional CoP approach has been a useful vehicle for gender equality plan development and how the different configurations of internal and external stakeholders within the CoPs have impacted GEP implementation.

The purpose of this paper is to argue for more widespread and consistent engagement of critical management scholars in influencing policy debates on globalisation, social and economic justice, and the proper role of international business.

The paper explores the reasons that critical management studies (CMS) scholars have been relatively absent from the policy debate surrounding the global economic crisis beginning in 2007. It begins by reviewing the opportunities for policy engagement provided by the crisis, and outlining some of the notable contributions to the debate that have been made by critical management scholars. The paper lists and discusses six factors that need to be addressed if CMS is to have a bigger practical policy impact in the future.

The paper asserts that the critical management scholarly community could have been more effective in the contemporary global economic crisis. Some common policy objectives need to be settled upon, including a global focus on egalitarianism. There is a need to move beyond the exhausted epistemological debate between Marxism and post‐structuralism, and to pay more attention to practical policy impact. CMS scholars should resist academic narrow‐casting, keep a focus on meta‐narratives, and treat each other more collegially.

The paper encourages discussion within the critical management scholarly community on the need for engagement in practical policy debate and advocacy.