Processing paradoxes through chiasmic organising – the contribution of Merleau-Ponty process-oriented philosophy for a post-dualistic approach towards paradoxes in organisations

Purpose This paper aims to critically examine traditional approaches to paradoxes and propose a new approach and perspective that views “chiasmic” organizing as a intertwining combination of structure and processes that facilitate the handling of multiple interrelations for processing paradoxes and harness their creative potential in organizations. Design/methodology/approach Employing a cross-disciplinary approach, a literature review and a critical lens, along with conceptual work (typology), are used to identify problems and deficiencies in existing research on paradoxes. Specifically, it draws on Merleau-Ponty's process-oriented phenomenology and post-Cartesian ontology to gain a comprehensive understanding of post-dualistic forms of chiasmic organizing and its relationship with paradoxical phenomena. Findings The process-oriented phenomenology and post-Cartesian ontology used in this article offer valuable insights and a critical approach to comprehend post-dualistic forms of chiasmic organizing in relation to paradoxes. This understanding can help in tapping into the energizing and creative potential of paradoxes. The paper also highlights the significance of the “in(ter)-between” as a reversible principle in chiasmic organizing and proposes some implications. Research limitations/implications Limitations and implications of this study are identified and discussed. Practical implications The paper offers practical implications for organizations in processing paradoxes. Originality/value This paper contributes to the existing literature by providing a conceptual critique and proposing a novel understanding of chiasmic organizing as an intertwining structure and mediating processes by employing a process-oriented phenomenology and post-Cartesian ontology. It also offers innovative ways to approach paradoxes and tap into their creative potentials, which can bring about change in organizations.