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An important aspect of corporate culture is its ability to influence relationship dynamics. This article examines how organizational stories can be used to study often unstated and perhaps unconscious codes for resolving conflicts, approaching decision-making, determining perceptions of positive and negative organizational forces, guiding role behavior, and the like. Stories are also defined, prior research is described, and the advantages and disadvantages in using this technique are discussed. We explain how our methodology can uncover comparative relationship patterns for human resource development professionals and business leaders in Fortune 500 companies.
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Hansen et al. (1993) studied this question.
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