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This chapter focuses on the circumstances under which active clients in universities construct external management consultants as actors. Much research focuses on how consultants legitimize decisions and trends in business organizations, but we know little about how consultants become legitimized as actors in other organizational fields. In the academic field, clients are embedded in a variety of organizational settings embedded in different institutional logics, which determine their sense making. By analyzing how consultants are legitimized, the authors contribute to a better understanding of the organizational preconditions that support the construction of an external expert as an actor. By focusing on IT and strategy consulting in academia, further, the authors discuss the role of competing institutional logics in legitimization processes and the importance of intra-organizational communities.

Computer-mediated knowledge transfer has been at the forefront of consultancy research. The underlying idea is that individual knowledge can be externalized into disembodied symbols and codes, which can then be disseminated and accessed electronically within and across organizations. Although the process of externalization and transfer of knowledge has been investigated from various theoretical perspectives (positivism, social constructionism, pluralism), little research has addressed the role of cognition in computer-mediated knowledge transfer. Based on a case study within an international technical consulting firm, we argue that the success or failure of computer-mediated knowledge transfer is influenced to a large degree by embodied mental frames, social networks, and individuals’ creative and explanatory use of artifacts in real-world situations.

Due to impressive market growth over several decades, consulting can today be regarded as an influential industry. In spite of this success, consulting is confronted with prejudices, which, to some extent, can be linked to difficulties in the evaluation of consulting services. By guaranteeing certain qualification levels, professionalism is generally considered useful for reducing this kind of uncertainty. In this chapter, using a German case as an example, we analyze professionalization efforts among consultants. We argue that these efforts will never be successful if the classical concept of professionalism is applied. However, seen from the perspective of the “new professionalism” that concentrates on work behaviour, consultants qualify as highly professional.

In Finland the use of public relations (PR) agencies and consultants in political decision making has increased in the last two decades. The development of the Finnish political realm has been similar to that of other Nordic countries where the PR industry has built a strong linkage to the political sphere. The present study analyses how Finnish PR consultants with a political background use and attempt to influence the news media as part of lobbying processes to advance their clients' causes. The chapter is based on 11 interviews with PR consultants that were conducted during November 2018. The main findings indicate that Finnish PR consultants consider the news media and journalists as an important part of lobbying. The media and journalists are considered supportive or alternative forums for advocacy and political debate. PR consultants use the media strategically to establish relationships and networks with journalists, and to advocate long-term political decision making and agendas. Overall, the study indicates that Finnish PR consultants want to be active political interpreters, who together with their clients engage in shaping the political agenda and discourses. This is done by taking advantage of previous political experience and networks, constructing the political agenda for media communication, organising a network of media representatives to influence and finally by framing political messages to the media.

In consultant–client relationships, relationship longevity can create significant cost advantages and operational efficiencies for both client and consultant. At the same time, each party may also be motivated to look for new perspectives and opportunities by switching to new relationships. However, the benefits of replacing one consulting relationship with another are mitigated by switching costs: the costs associated with the act of changing the relationship itself.

This chapter explores the concept of switching costs by examining various types of costs, the ways these costs have been conceptualized in the literature, and how these costs may impact the nature and continuity of consultant–client relationships. The chapter will end with a series of hypotheses and suggestions for a research agenda to further develop our understanding of this important phenomenon.

For over thirty years, one of the most overt forms of employer opposition to unionization has been anti-union campaigns conducted by union avoidance consultants. As a result, both union and employer associations have attempted to influence the provisions of the LMRDA that cover consultant activities. This article provides the first comprehensive historical analysis of the LMRDA's reporting and disclosure requirements covering employers and consultants. The first section examines consultant reporting policy from the late 1950s to the late 1970s, a period when unions filed relatively few complaints and the DOL initiated few investigations, but the consultant industry expanded significantly. Section two examines developments in the 1980s – the period of greatest congressional and judicial activity on consultant reporting since the 1950s. The final section looks at post-1980s events and examines why organized labor has persisted with its campaign to reform government policy on consultant reporting, despite its inability to make progress on the issue over the past four decades.

The purpose of this chapter is to examine an evolving role in the translational science team: that of the consultant. The role of the consultant has long been a key feature of complex organizations in business and government. The consultant provides flexibility to an organization's employee base while providing specific expert knowledge and skills in a timely manner. The role of the consultant in Translational Science is innovative largely because they are attached or assigned to particular research teams, for varying lengths of tenure, to provide both basic and applied/evaluative skills to the increasingly central and defining team concept.

Purpose – This chapter traces the creation of a market for strategy by management consulting firms during the second half of the twentieth century in order to demonstrate their impact in shaping debates in the subject and demand for their services by corporate executives.

Design/methodology/approach – Using historical analysis, the chapter draws on institutional theory, including institutional isomorphism. It uses both primary and secondary data from the leading consulting firms to describe how consultants shifted from offering advice on organizational structure to corporate strategy and eventually to corporate legitimacy as a result of the changing economic and regulatory environment of the time.

Findings/originality/value – This study provides a historical context for the emergence of corporate and competitive strategy as an institutional practice in both the United States and around the world, and provides insights into how important this history can be in understanding the debates among consultants and academics during strategy's emergence as an academic subject and practical application.