Temporary organization concept has been percolating through

the organization for the past few decades. This concept has been
particularly explained by Lundin and Söderholm in their paper
published during the year 1995. On exploring the theory of
temporary organization, they found that there are four basic
principles which serve as the foundation for other premises or
arguments to rest on. Furthermore, it also explains that action as
a central guiding force for activities performed from the
initiation to end. I will be tying the other two article to the
theory of temporary organization article because the theory of
temporary organization article shows basic framework of what
temporary organization entails and the other article could serve
as comparison to this framework or look at whether in different
situation can we adopt different framework. Firms like to follow
a rigid structure but in times of uncertainty would like to alter its
formal structure and bring in flexibility. Unique task involves a
lot of uncertainty for people involved in that particular group
and they are to depend more on creativity and interpersonal
communication rather than formal structure. (Bechky 2006) in
her study classifies role in temporary organization as two type.
First one is that expectation of role is associated with social
position one holds. (Lundin and Söderholm, 1995) explains that
individual interaction with team is brought about by different
expectation and experience one brings about. Film industry tend
to be more institutionalized and their role enactment are guided
and in this framework members are to act upon the plan and
work according to the initial intention set up and to guard
against any unwanted changes. Bridging is a common
phenomenon among individuals working in film industry. Crew
members are more likely to move from one film production to
another and thus are able to transmit their experience over to the
upcoming project that they work on and most likely to augment
their experience over time. (Bechky 2006) also found that crew
members in their early career tend to change their role more
frequently to experience which role suits them the best and in
the process ends up gaining significant networking relationship
and such cross function allows them to understand future roles
more easily. These cross function roles also help them to be
competent at unique task and are not assigned a repetitive work.
Film sets are a typical example of why guarding is an important
characteristics of temporary organization. During film
production there is hardly any contact between the crew
members and outsiders as they are enclosed in a particular
vicinity and rarely have the scope to meet anyone outside the
physical location. (Lundin and Söderholm, 1995) in their paper
on exploring temporary organization theory has stipulated that
time as an important factor and believe that every project which
is temporary in nature has four phase and have a beginning and
an end. While (Vaagaasar, Hernes and Dille, 2020) have
extended the concept of time frame and have included that an
individual working on a project is influenced by his past and
their future expectation is also shaped and such phenomenon is
called situated temporal view. In recent times scholarly research
has focused on temporal views rather than the time view of the
organizations. There is uncertainty always lingering in the
background and it may not be possible to follow what has been
predetermined in any case such as this it is not possible to stick
to the plan and would require one to search for distant past
which could be further than the project initiation. Thus, moving
beyond the project life cycle to search for experience can bring
change in the way planning isolation has been perceived i.e., a
train which is trying to reach its station without unwanted stop.

It is not always possible to influence a group through rhetoric

and sometimes group may have ingrained believe that is
unlikely to change. Preconceived ideas may bring about conflict
of interest among group members and persuasion by rhetoric
from those belonging to upper echelon will not be fruitful.

It is difficult to understand the structural role theory in article by

(Bechky 2006) which shows that role is circumscribed and roles
are created by expectation of others and an individual does not
influence his/her role and are mainly constrained by norms and
demand set by others of the particular role.

Reference:

Lundin, R., & Söderholm, A. (1995). A Theory of the

Temporary Organization. Scandinavian Journal of Management,
11(4), 437-455.
Bechky, B., A. (2006). Gaffers, Gofer, and Grips: Role-Based
Coordination in Temporary Organizations. Organization
Science, 17(1), 3-21.
Vaagaasar, A. L., Hernes, T., & Dille, T. (2020). The
Challenges of Implementing Temporal Shifts in Temporary
Organizations: Implications of a Situated Temporal View.
Project Management Journal, 51(4), 420-428.