First, consider who gets to make the rules. Tenured scholars who, as we’ve noted, are mostly white and male, largely make the rules that determine who else can join the tenured ranks. This involves what sociologists call “boundary work,” or the practice of a group setting rules to determine who is good enough to join. And as such, many of the rules established around tenure over the years work really well for white scholars, but don’t adequately capture the contributions of scholars of color.

third response to manage tensions is to promoteknowledge collaboration by enacting dynamic bound-aries. In social sciences, although boundaries divide anddisintegrate collectives, they also coordinate and inte-grate social action (Bowker and Star 1999, Lamont andMolnár 2002). Fluidity brings the need for flexible andpermeable boundaries, but it is not only the propertiesof the boundaries but also their dynamicity that helpmanage tensions.

Based on our collective research on to date, we haveidentified that as tensions ebb and flow, OCs use (or,more precisely, participants engage in) any of the fourtypes of responses that seem to help the OC be gen-erative. The first generative response is labeledEngen-dering Roles in the Moment. In this response, membersenact specific roles that help turn the potentially negativeconsequences of a tension into positive consequences.The second generative response is labeledChannelingParticipation. In this response, members create a nar-rative that helps keep fluid participants informed ofthe state of the knowledge, with this narrative havinga necessary duality between a front narrative for gen-eral public consumption and a back narrative to airthe differences and emotions created by the tensions.The third generative response is labeledDynamicallyChanging Boundaries. In this response, OCs changetheir boundaries in ways that discourage or encouragecertain resources into and out of the communities at cer-tain times, depending on the nature of the tension. Thefourth generative response is labeledEvolving Technol-ogy Affordances. In this response, OCs iteratively evolvetheir technologies in use in ways that are embedded by,and become embedded into, iteratively enhanced socialnorms. These iterations help the OC to socially and tech-nically automate responses to tensions so that the com-munity does not unravel.

Fluidity recognizes the highly flexible or permeableboundaries of OCs, where it is hard to figure out whois in the community and who is outside (Preece et al.2004) at any point in time, let alone over time. Theyare adaptive in that they change as the attention, actions,and interests of the collective of participants change overtime. Many individuals in an OC are at various stagesof exit and entry that change fluidly over time.

Recently, Brown and Duguid (2001, p. 208) sug-gested that coordination of organizational knowledgeis likely to be more challenging than coordination ofroutine work, principally because the “elements to becoordinated are not just individuals but communitiesand the practices they foster.” As we found in ourinvestigation of coordination at the boundary, signif-icant epistemic differences exist and must be recog-nized. As the dialogic practices enacted in responseto problematic trajectories show, the epistemic dif-ferences reflect different perspectives or prioritiesand cannot be bridged through better knowledge

Boundarywork requires the ability to see perspectives devel-oped by people immersed in a different commu-nity of knowing (Boland and Tenkasi 1995, Star andGriesemer 1989). Often, particular disciplinary focilead to differences in opinion regarding what stepsto take next in treating the patient.

The termdialogic—as opposed to monologic—recognizes dif-ferences and emphasizes the existence of epistemicboundaries, different understandings of events, andthe existence of boundary objects (e.g., the diagnosisor the treatment plan). A dialogic approach to coordi-nation is the recognition that action, communication,and cognition are essentially relational and highlysituated. We use the concept of trajectory (Bourdieu1990, Strauss 1993) to recognize that treatment pro-gressions are not always linear or positive.

In knowledge work, several related factors sug-gest the need to reconceptualize coordination.

These protocols, formal structures, plans, procedures, and schemes can be con-ceived of asmechanismsin the sense that they (1) are objectified in some way(explicitly stated, represented in material form), and (2) are deterministic or at leastgive reasonably predictable results if applied properly. And they aremechanisms ofinteractionin the sense that they reduce the complexity of articulating cooperativework.

In this section of the paper we broach two aspects of this articulation issue, onefocusing on the management of workflow, the other on the construction and manage-ment of what we term a ‘common information space’. The former concept has beenthe subject of discussion for some time, in the guise of such terms as office automa-tion and more recently, workflow automation. The latter concept has, in our view,been somewhat neglected, despite its critical importance for the accomplishmentof many distributed work activities