Abstract

Processes of identity-building are said to be mainly defined by cultural settings. However, also organizations as collective actors can exercise a strong influence on individuals and their beliefs and behavior. In this paper I argue that if the identification processes are influenced on a larger scale and communicated messages of innovative kind are internalized and applied collectively, organizations can initiate actual cultural change. For this endeavor, my research focuses on the Hope Development Initiative in Amolatar, an initiative that aims to empower women economically and culturally, resisting the prevailing patriarchy. To contextualize this initiative, basic concepts of culture, identity, organization as well as cultural change and innovation are introduced to facilitate theoretically profound discussion. It is found that by properly conceptualizing the knowledge and trainings provided as well as by implementing the innovations introduced to the members in accordance with their cultural setting organizations can have an actual influence on cultural identity.