Organizational theory and behaviour Books

Book SynopsisEntrepreneurship across Generations examines dimensions of identity, gender and learning to understand the complex fabric of family business. An interpretation of narratives from two generations in five families constitutes entrepreneurship as an inherently social, rather than individual, phenomenon.This enriching book explains how entrepreneurial capacity is shared between generations, showing how learning is embedded within everyday social practice in the family and the business. It explores patriarchal practice and gendered entrepreneurial identities in family business. The author challenges dominant discourses of entrepreneurship. She argues that entrepreneurial identities are mediated by narrative and subject to constant negotiation within and across generations.With a new perspective on entrepreneurship, this insightful study will be essential and supplementary reading for students and practitioners within the field of entrepreneurship and family business.Contents: 1. Introduction 2. Foundations for Understanding Families in Business 3. Researching Family Business: Towards Narrative 4. Temporality and Narrative Identity 5. Gender Identities Constructed in Narratives of Family Business 6. Entrepreneurial Learning Across the Generations 7. Solace and Suffering: The Entanglement of the Family and the Business References IndexTrade Review'There is so much to praise in this important and timely book. Drawing on unique, fresh and intimate qualitative studies of families and the complex histories of their lives and businesses, the book will invigorate entrepreneurial studies with its intricate, theoretically bold and innovative analysis. The author takes us on a sensitive and fascinating journey with these families, and makes an outstanding contribution conceptually, politically, ethically and methodologically to the field, showing us how us narratives are not simply methodological tools but ontological resources for gender and identify formation. It is an elegant and refreshing book which will be a rewarding scholarly and enlivening read for students and researchers.' --Elaine Swan, University of Technology Sydney, Australia'Thoughtful, perceptive, and meticulously researched, Eleanor Hamilton's Entrepreneurship Across Generations is an important contribution that will help advance the field of family business studies both conceptually and empirically. Based in fascinating field work with families in business and placing ''family'' at the very heart of her study, Hamilton shows, through the stories her subjects tell, just how deeply and complexly family and firm are intertwined. A must-read for all those interested in family firm entrepreneurship.' --Andrew Popp, University of Liverpool Management School, UKTable of ContentsContents: 1. Introduction 2. Foundations for Understanding Families in Business 3. Researching Family Business: Towards Narrative 4. Temporality and Narrative Identity 5. Gender Identities Constructed in Narratives of Family Business 6. Entrepreneurial Learning Across the Generations 7. Solace and Suffering: The Entanglement of the Family and the Business References Index

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Book SynopsisThe chapters in this cutting edge book comprise scholarly work on social capital in family business along with chapters written by family business owners and advisors. As the research in family business evolves, scholars are exploring the issues that are unique to the field. From the start, research has been closely tied to the real world issues faced by business families. The genesis for this book is a conference on family business and social capital in which a wide variety of issues were presented and discussed. Participants included academics, family business owners and business advisors. Topics covered in the book include social capital as it relates to governance, trust, family and business identity, communication, family councils, work-family balance, and the use of advisors and continuing education to build social capital. Novel in its approach of integrating the voices of scholars, business families, and advisors, this book is an invaluable tool not only for business research and classroom use, but also for business families and their advisors. Contributors: C.J. Bruess, J.C. Carr, M.A.T. Cronin, S.M. Danes, K. Eddleston, K.E. Goodpaster, K. Hayes, T. Hubler, T. McEnaney, W. Monson, A.W. Pearson, A. Pritchard, T.J. Rothausen, S. Shepard, T.S. Smith, R.L. Sorenson, K. StaffordTrade ReviewIn view of the fact that family businesses are passing through a difficult phase all over the world, this volume is a very timely publication. The analyses are based on and informed by the experiences and family dynamics of the developed West, particularly the United States. But the recommendations are not culture specific. Thus, the book can provide useful insight to the owners and managers of family businesses in the developing countries as well. --Dwijendra Tripathi, The Journal of EntrepreneurshipTable of ContentsContents: Preface Introduction and Overview 1. Social Capital and Family Business Ritch L. Sorenson PART I: UNDERSTANDING THE ELEMENTS OF FAMILY SOCIAL CAPITAL 2. The Central Role of Trust in Family Firm Social Capital Allison W. Pearson and Jon C. Carr 3. The Trust Paradox of Family Businesses Tom Hubler 4. Building Ethics in Families and Business Ken E. Goodpaster 5. An Early Warning System for Family Conflict Katherine Hayes 6. Summary of Dialogue: Observations About Trust and Ethics in Family Business Trina S. Smith PART II: CO-CONSTRUCTING FAMILY-BUSINESS SOCIAL CAPITAL 7. Family Social Capital as Family Business Resilience Capacity Sharon M. Danes and Kathryn Stafford 8. Building Trust in Advising Family Businesses Margaret A.T. Cronin 9. Family Rituals and Communication: The Construction of Family Identity and Social Capital Carol J. Bruess 10. Creating Family and Business Social Capital: A Co-investigation with a Daughter and Granddaughter Ritch L. Sorenson in collaboration with an anonymous daughter and granddaughter 11. Summary of Dialogue: Using Communication and Family Practices to Develop Social Capital Trina S. Smith PART III: COMPLEMENTING SOCIAL CAPITAL IN FAMILY AND BUSINESS 12. Leveraging Family Member Capacity for the Business and the Family Teresa J. Rothausen and Ritch L. Sorenson 13. Our Family Enterprise Terri McEnaney 14. Putting Family in Family Business: The Role of the Chief Emotional Officer Angela Pritchard 15. The Family as an Internal and External Resource of the Firm: The Importance of Building Family-firm Identity Kimberly Eddleston 16. Reclaiming our Identity as a Business-owning Family Sylvia Shepard 17. Summary of Dialogue: Leveraging the Family-business Identity to Access Family and Business Resources Trina S. Smith PART IV: CONCLUDING MATERIALS 18. Summary and Conclusion: Social Capital in Business Families Ritch L. Sorenson 19. Recommendations for Building Family Social Capital Ritch L. Sorenson, William Monson and Trina S. Smith Appendix A: Conference Participant Biographies Appendix B: The Structured Dialogue Process Ritch L. Sorenson Appendix C: Summary of Comments from Owner, Advisor, Family Member, and Research Breakout Groups Trina S. Smith and Ritch L. Sorenson References Index

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Book SynopsisThis fascinating, close range look at the co-evolution of a Chinese joint venture port operator and the dynamic political and economic environment in which it is embedded demonstrates yet again that in the right hands, theory and practice can and do inform and infuse each other. In the haystack of contemporary China books, this is a precious needle.'- Oded Shenkar, Ohio State University, US'This work is an excellent example of a joint business-academic collaboration on telling the story of how a major business evolved successfully with its environment - an environment in which most businesses have found it difficult to operate and most researchers have found it a challenge to explain. Through meticulous research, the research team explains with solid facts and strong theory how a business influenced its highly complex and ambiguous political environment through developing strategic relationships. This project is a model for conducting relevant research that the management field desperately needs. It is exemplary of engaged scholarship that merges the best of scholarship and practice. Both academics and executives will find this book a treasure of ideas.'- Anne Tsui, Arizona State University, US'The Dynamics of Corporate Co-evolution provides an excellent exploration of co-evolution from the perspective of power relations within a hierarchical system. It is relevant not only to firms working within a political environment, but also useful for people working in think tanks and policy analysis. Its treatment of relationship management has universal implications.'- Huijiong Wang, The State Council, PRCOffering insights of unusual richness, this book examines one of the world's most important business environments to determine the way that organizations can develop through interaction with their environments. It fills a gap in our understanding of the evolution of the Chinese business environment and throws light on the theory of co-evolution in order to inspire management practice.Written on the basis of a collaboration between a leading business manager and renowned university scholars, this groundbreaking book makes a significant contribution both to theory and practice of competitive strategy.Contents: Part I: Introduction, Perspective and Method 1. Introduction 2. The Co-evolutionary Perspective 3. Research Design and Methodology Part II: Environment, Evolution and Managerial Initiative 4. Yantian Port and its Changing Environment 5. The Evolution of a World-Class Port 6. Innovations in Management Practice 7. Relationship Management - Creating a Relational Framework Part III: Co-evolution: Theory and Practice 8. Forms of Co-evolution 9. The Political Dynamics of Corporate Co-evolution 10. Lessons for Managers Operating in a Complex Environment IndexTrade Review‘This work is an excellent example of a joint business–academic collaboration on telling the story of how a major business evolved successfully with its environment – an environment in which most businesses have found it difficult to operate and most researchers have found it a challenge to explain. Through meticulous research, the research team explains with solid facts and strong theory how a business influenced its highly complex and ambiguous political environment through developing strategic relationships. This project is a model for conducting relevant research that the management field desperately needs. It is exemplary of engaged scholarship that merges the best of scholarship and practice. Both academics and executives will find this book a treasure of ideas.’ -- Anne Tsui, Arizona State University, US and President, Academy of Management 2012‘This book gives full due to two areas which were totally under-researched in earlier work, namely how corporate evolution takes place and how it can proceed within a highly politicized as well as institutionalized environment. The Dynamics of Corporate Co-evolution is a remarkable statement of facts, a solid perspective on co-evolution – the way the relationships between YICT and its environments evolved together. It is an invaluable source of data on how a new container terminal became, after an initially difficult period, one of the world top-class ports largely through the initiatives of its management.’ -- Gustaaf De Monie University of Antwerp, Belgium‘There are two reasons for recommending this highly readable book. It offers a careful explanation of how interaction between investors, operating firms, local politicians and central administrators shapes the corporate governance of new Chinese multinationals and their contracts in a highly regulated infrastructure industry such as ports. Based on the outcome of the empirical study of China’s largest container terminal, the book further convincingly argues how the interaction between firms and local politicians or central administrators specifies the missing link in co-evolution theory, namely the mechanism by which firms can convert their demand for a better fitting business environment into corresponding institutional policies. In short the book offers both additional insights into the new business system in China (and suggestions for foreign firms how to better cope with such a system), and the process by which good theory gets refined.’ -- Barbara Krug, Erasmus University, The Netherlands‘The dramatic progress of many societies in recent decades has rested – often without full acknowledgement – on the hybridizing of different business systems, and secondly on the flowing together of the resulting blended organizations with their political social and cultural surroundings. This is nowhere better illustrated than in China’s Pearl River Delta where the long heritage of Hong Kong as a western trading outpost meets the longer heritage of China as a state-dominated society. In this book the co-evolution of the world's largest matrix of transport hubs is analysed in fine detail by another hybrid: that of world class exponents of both organization theory and the practical managing of complexity.’ -- Gordon Redding, INSEAD, France‘This fascinating, close range look at the co-evolution of a Chinese joint venture port operator and the dynamic political and economic environment in which it is embedded demonstrates yet again that in the right hands, theory and practice can and do inform and infuse each other. In the haystack of contemporary China books, this is a precious needle.’ -- Oded Shenkar, Ohio State University, US‘The Dynamics of Corporate Co-evolution provides an excellent exploration of co-evolution from the perspective of power relations within a hierarchical system. It is relevant not only to firms working within a political environment, but also useful for people working in think tanks and policy analysis. Its treatment of relationship management has universal implications.’ -- Huijiong Wang, The State Council, PRC‘This is a fascinating book on the interdependencies between business and government within the context of Yantian International Container Terminals (YICT). . . The book will delight academics and academic minded practitioners with an interest in how ports evolve together with their political environment. . . the level of detail in theory development is a delight and will inspire repeat reads for those that wish to take the work further.’ -- Andrew Grainger, International Journal of Maritime HistoryTable of ContentsContents: Part I: Introduction, Perspective and Method 1. Introduction 2. The Co-evolutionary Perspective 3. Research Design and Methodology Part II: Environment, Evolution and Managerial Initiative 4. Yantian Port and its Changing Environment 5. The Evolution of a World-Class Port 6. Innovations in Management Practice 7. Relationship Management – Creating a Relational Framework Part III: Co-evolution: Theory and Practice 8. Forms of Co-evolution 9. The Political Dynamics of Corporate Co-evolution 10. Lessons for Managers Operating in a Complex Environment Index

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Book SynopsisThe Handbook of Employee Engagement contains cutting edge contributions from a wide array of world-class scholars and consultants on state-of-the-art topics key to the science and the practice of employee engagement. The volume presents comprehensive and global perspectives to help researchers and practitioners identify, understand, evaluate and apply the key theories, models, measures and interventions associated with employee engagement. The Handbook provides many new insights, practical applications and areas for future research. It will serve as an important platform for ongoing research and practice on employee engagement.Combining an excellent balance of academic perspectives and practical applications this Handbook will prove to be invaluable for academic researchers in the field of organizational behaviour, organizational development and organizational psychology. In addition, human resource and organizational development practitioners and consultants should not be without this `state-of-the-art' and informative resource.Trade Review‘. . . an impressive number of international contributions have been collected in the Handbook, from many of the field’s leading researchers, including its founding father, William Kahn. As a developing scholar in this field, I found much in the list of contents to interest me, and I immediately turned to some of the contributions to find out more. It is pleasing to see contributions from both academic and consultancy based engagement practitioners and the overall style of writing is accessible and clear. . . I think that the editor has met his objectives for the volume and has done an excellent job in creating a volume that summarises that state of play of engagement research. . . This volume is a very welcome addition to the field and certainly a work I will find value in revisiting over time.’ -- Natalie Jones, Human Resource Development InternationalTable of ContentsContents: Preface PART I: WHAT IS EMPLOYEE ENGAGEMENT? ISSUES, THEORIES, MODELS AND MEASUREMENT 1. Employee Engagement: 10 Key Questions for Research and Practice Simon L. Albrecht 2. The Essence of Engagement: Lessons from the Field William A. Kahn 3. A Comprehensive Framework for Understanding and Predicting Engagement Steven Fleck and Ilke Inceoglu 4. Job Attitudes and Employee Engagement: Considering the Attitude “A-factor” Daniel A. Newman, Dana L. Joseph and Charles L. Hulin 5. Toward an Evidence-based Model of Engagement: What We Can Learn from Motivation and Commitment Research John P. Meyer, Marylène Gagné and Natalya M. Parfyonova 6. Engagement as a Motivational Construct Ilke Inceoglu and Steven Fleck 7. Measuring Change: Does Engagement Flourish, Fade, or Stay True? Helena D. Cooper-Thomas, Nicola Leighton, Jessica Xu and Neal Knight-Turvey 8. “Engage Me Once Again”: Is Employee Engagement for Real, or is it “Same Lady – Different Dress”? Lior M. Schohat and Eran Vigoda-Gadot PART II: WHAT INFLUENCES EMPLOYEE ENGAGEMENT? KEY DRIVERS, MODELS AND ISSUES 9. Job Demands and Resources as Antecedents of Work Engagement: A Qualitative Review and Directions for Future Research Saija Mauno, Ulla Kinnunen, Anne Mäkikangas and Taru Feldt 10. Using the Demands–Control–Support Model to Understand Manager/Supervisor Engagement Gabriel M. De La Rosa and Steve M. Jex 11. Engaging Middle Managers: Activities and Resources Which Enhance Middle Manager Engagement Karina Nielsen and Eusebio Rial González 12. Leadership and Engagement: A Brief Review of the Literature, a Proposed Model, and Practical Implications Jesse Segers, Peggy De Prins and Sonja Brouwers 13. The Role of Employee Trust in Understanding Employee Engagement Benjamin Schneider, William H. Macey, Karen M. Barbera and Scott A. Young 14. Organizational Conditions Fostering Employee Engagement: The Role of “Voice” Constant D. Beugré 15. Key Driver Analyses: Current Trends, Problems, and Alternative Approaches Charles A. Scherbaum, Dan J. Putka, Loren J. Naidoo and David Youssefnia 16. The Personal Side of Engagement: The Influence of Personality Factors Cristina de Mello e Souza Wildermuth 17. Analyzing the Contribution of Emotional Intelligence and Core Self-evaluations as Personal Resources to Employee Engagement M. Auxiliadora Durán, Natalio Extremera and Lourdes Rey 18. Mindsets and Employee Engagement: Theoretical Linkages and Practical Interventions Peter A. Heslin PART III: THE DYNAMICS AND REGULATION OF EMPLOYEE ENGAGEMENT: FLUCTUATIONS, CYCLES, AFFECT AND FLOW 19. Engagement and “Job Crafting”: Engaged Employees Create their Own Great Place to Work Arnold B. Bakker 20. Affective States and Affect Regulation as Antecedents of Dynamic Work Engagement Carmen Binnewies and Bettina Fetzer 21. More Engagement is Not Necessarily Better: The Benefits of Fluctuating Levels of Engagement Jennifer M. George 22. Passion for Work: Work Engagement versus Workaholism Marjan J. Gorgievski and Arnold B. Bakker 23. Flow in Work as a Function of Trait Intrinsic Motivation, Opportunity for Creativity in the Job, and Work Engagement Giovanni B. Moneta PART IV: MANAGEMENT AND HR SYSTEMS, PRACTICES, AND PROCESSES: LEADERSHIP, TEAMS AND EMPOWERMENT 24. Engaging HR Strategists: Do the Logics Match the Realities? Paul Sparrow and Shashi Balain 25. Organizational Socialization and Newcomer Engagement Alan M. Saks and Jamie A. Gruman 26. Staff Nurse Work Engagement in Canadian Hospital Settings: The Influence of Workplace Empowerment and Six Areas of Worklife Heather K.S. Laschinger 27. Engaged Work Teams Joanne Richardson and Michael A. West 28. Enhanced Employee Engagement through High-Engagement Teams: A Top Management Challenge George B. Graen PART V: GLOBAL PERSPECTIVES ON EMPLOYEE ENGAGEMENT 29. Developing and Validating a Global Model of Employee Engagement Jack W. Wiley, Brenda J. Kowske and Anne E. Herman 30. Work Engagement from a Cultural Perspective Akihito Shimazu, Daisuke Miyanaka and Wilmar B. Schaufeli PART VI: PERFORMANCE, OUTCOMES AND INTERVENTIONS: WHAT ENGAGEMENT INFLUENCES AND HOW TO DEVELOP IT 31. The Nature and Consequences of Employee Engagement: Searching for a Measure that Maximizes the Prediction of Organizational Outcomes Peter H. Langford 32. Feeling Good and Performing Well? Psychological Engagement and Positive Behaviors at Work Uta K. Bindl and Sharon K. Parker 33. How to Improve Work Engagement? Wilmar B. Schaufeli and Marisa Salanova 34. Using Theatre-based Interventions to Increase Employee Self-efficacy and Engagement Richard Carter, Paul Nesbit and Miriam Joy Index

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Book SynopsisThis major two volume work includes the leading articles in industrial and organizational psychology published during the last two decades. Cary Cooper - recognized as a leading authority in the field - has, in consultation with a number of other eminent psychologists, selected the most important articles and papers representing the leading conceptual and empirical contributions. They include topics concerned with individual, group and organizational behavior, and subjects which are increasingly very topical such as occupational stress, job design and performance appraisal. This two volume set will be an essential reference point for both academics and practitioners working in the field of industrial and organizational psychology.Table of ContentsPart I: Motivation 1.J.R. Hackman and G.R. Oldman (1976), ‘Motivation through the Design of Work: Test of a Theory’. 2. E.A. Locke (1968), ‘Toward a Theory of Task Motivation and Incentives’. 3. R. Kanfer and P.L. Ackerman (1989), ‘Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition’. Part II: Personnel Selection 4. G.P. Latham, L.M. Saari, E.D. Pursell and M.A. Campion (1980), ‘The Situational Interview’. 5. F.L. Schmidt, J.E. Hunter, R.C. McKenzie and T.W. Muldrow (1979). ‘Impact of Valid Selection Procedures on Work-Force Productivity’. 6. N. Schmitt, R.Z. Gooding, R.A. Noe and M. Kirsch (1984), ‘Metaanalyses of Validity Studies Published Between 1964 and 1982 and the Investigation of Study Characteristics’. 7. R. M. Guion (1961), ‘Criterion Measurement and Personnel Judgments’. 8. H. E. Brogden and E.K. Taylor (1950), ‘The Dollar Criterion – Applying the Cost Accounting Concept to Criterion Construction’. 9. F.L. Schmidt and J.E. Hunter (1977), ‘Development of a General Solution to the Problem of Validity Generalization’. 10. J.F. Binning and G.V. Barrett (1989), ‘Validity of Personnel Decisions: A Conceptual Analysis of the Inferential and Evidential Bases’. 11. P.F. Wernimont and J.P. Campbell (1968), ‘Signs, Samples and Criteria’. 12. F.L. Schmidt and J.E. Hunter (1981), ‘Employment Testing: Old Theories and New Research Findings’. 13. D.W. Bray and D.L. Grant (1966), ‘The Assessment Center in the Measurement of Potential for Business Management’. 14. P.R. Sackett and G.F. Dreher (1982), ‘Constructs and Assessment Center Dimensions: Some Troubling Empirical Findings’. Part III: Leadership and Decision Making 15. M.D. Cohen, J.G. March and J.P. Olsen (1972), ‘A Garbage Can Model of Organizational Choice’. 16. H.P. Drachler and B. Wilpert (1978), ‘Conceptual Dimensions and Boundaries of Participation in Organizations: A Critical Evaluation’. 17. R.J. House (1971), ‘A Path Goal Theory of Leader Effectiveness’. 18. A. Lowin (1968), ‘Participative Decision Making: A Model, Literature Critique and Prescriptions for Research’. 19. H. Mintzberg, D Raisinghani and A Théorêt (1976), ‘The Structure of 'Unstructured' Decision Processes’. 20. E.A. Fleishman and E.F. Harris (1962), ‘Patterns of Leadership Behavior Related to Employee Grievances and Turnover’. 21. B.M. Bass (1962), ‘Further Evidence on the Dynamic Character of Criteria’. Part IV: Attitude and Job Satisfaction 22. T.R. Mitchell (1974), ‘Expectancy Models of Job Satisfaction, Occupational Preference and Effort: A Theoretical, Methodological and Empirical Appraisal’. 23. G.R. Salancik and J. Pfeffer (1978), ‘A Social Information Processing Approach to Job Attitudes and Task Design’. 24. W.H. Mobley, R.W. Griffeth, H.H. Hand and B.M. Meglino (1979), ‘Review and Conceptual Analysis of the Employee Turnover Process’. 25. B.M. Staw and J. Ross (1985), ‘Stability in the Midst of Change: A Dispositional Approach to Job Attitudes’. 26. A.H. Brayfield and W.H. Crockett (1955), ‘Employee Attitudes and Employee Performance. Part V: Learning and Training 27. G.P. Latham and L.M. Saari (1979), ‘Application of Social-Learning Theory to Training Supervisors through Behavioral Modeling’. 28. A. Bandura (1977), ‘Self-efficacy: Toward a Unifying Theory of Behavioral Change’. 29. D. Eden (1985), ‘Team Development: A True Field Experiment at Three Levels of Rigor’. 30. E.A. Fleishman (1972), ‘On the Relation between Abilities, Learning and Human Performance’. 31. P.L. Ackerman (1987), ‘Individual Differences in Skill Learning: An Integration of Psychometric and Information Processing Perspectives’. 32. A. Bandura (1982), ‘Self-Efficacy Mechanism in Human Agency’. 33. R.A. Guzzo, R.D. Jette and R.A. Katzell (1985), ‘The Effects of psychologically Based Intervention Programs on Worker Productivity: A Meta-Analysis’. Volume II Part I: Performance and Performance Appraisal 1. H.H. Meyer, E. Kay and J.R.P. French, Jr. (1965), ‘Split Roles in Performance Appraisal’. 2. B.M. Staw (1975), ‘Attribution on the "Causes" of Performance: A General Alternative Interpretation of Cross-Sectional Research on Organizations’. 3. J.M. Feldman (1981), ‘Beyond Attribution Theory: Cognitive Processes in Performance Appraisal’. 4. E.A. Locke, K. N. Shaw, L.M. Saari and G. P. Latham (1981), ‘Goal Setting and Task Performance: 1969-1980’. 5. F.J. Landy and J. L Farr (1980), ‘Performance Rating’. 6. W. F. Cascio and N.F. Phillips (1979), ‘Performance Testing: A Rose among Thorns ?" Part II: Job Design 7. T.D. Wall and C. W. Clegg (1981), ‘A Longitudinal field study of group work redesign’. 8. M.A. Campion and P.W. Thayer (1985), ‘Development and Field Evaluation of an Interdisciplinary Measure of Job Design’. 9. K.H. Roberts and W. Glick (1981), ‘The Job Characteristics Approach to Task Design: A Critical Review’. 10. E.J. McCormick, P.R. Jeanneret and R.C. Mecham (1972), ‘A Study of Job Charateristics and Job Dimensions as based on the Position Analysis Questionnaire’. 11. Y. Fried and G.R. Ferris (1987), ‘The Validity of the Job Characteristics Model: A Review and Meta-Analysis’. Part III: Occupational Stress 12. C Maslach and S.E. Jackson (1986), ‘The Measurement of Experienced Burnout’. 13. C.L. Cooper and J. Marshall (1976), ‘Occupational sources of stress: a review of the literature relating to coronary heart disease and mental ill health’. 14. T.G. Cummings and C.L. Cooper (1979), ‘A Cybernetic Framework for studying Occupational Stress’. 15. M Frankenhaueser et al (1989), ‘Stress on and off the job as related to sex and occupational status in white-collar workers’. 16. R.A. Karasek Jr. (1979), ‘Job Demands, Job Design Latitude and Mental Strain: Implications for Job Redesign’. 17. M. Frese (1985), ‘Stress at Work and Psychosomatic Complaints: A Causal Interpretation. Part IV: Organizational Culture and Change 18. B.M. Staw, L.E. Sandelands and J.E. Dutton (1981), ‘Threat-Rigidity Effects in Organizational Behavior: A Multilevel Analysis’. 19. D.J. Hickson, C. R. Hinings, C. A. Lee, R. E. Schneck and J. M. Pennings (1971), ‘A Strategic Contingencies' Theory of Intraorganizational Power’. 20. L. Smircich (1983), ‘Concepts of Culture and Organizational Analysis’. 21. T.D. Wall, N. J. Kemp, P. R. Jackson and C. W. Clegg (1986), ‘Outcomes of Autonomous Workgroups: A Long-Term Field Experiment’. Part V: Methodology 22. P.E. Spector (1987), ‘Method Variance as an Artifact in Self-Reported Affect and Perceptions at Work: Myth or Significant Problem ?" 23. F. J. Landy (1986), ‘Stamp Collecting Versus Science: Validation as Hypothesis Testing’. 24. D.T. Campbell and D.W. Fiske (1959), ‘Convergent and Discriminant Validation by the Multitrait Matrix’. 25. J.C. Flanagan (1954), ‘The Critical Incident Technique’. 26. P.C. Smith and L.M. Kendall (1963), ‘Retranslation of Expectations: An Approach to the Construction of Unambiguous Anchors for Rating Scales’. 27. E.E. Ghiselli (1956), ‘Dimensional Problems of Criteria’.

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Book SynopsisIn an age of intense international competition, enterprises, regions and nations depend on their organizational capabilities to gain competitive advantage in global markets.This volume brings together critical scholarly contributions to historical and contemporary debates over the origins and characteristics of organizational capabilities that result in competitive advantage. Included are case studies drawn from textiles, chemicals, automobiles, computers and agriculture that illustrate how organizational capabilities generate sustained competitive success. In a new introduction, the editors, who have themselves been in the forefront of analysing the dynamics of innovation and industrial development, provide a state-of-the-art survey of the subject.Table of ContentsHistorical debates: contemporary debates: the dynamics of success: policy perspectives.

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Book SynopsisA key element in the development and competitiveness of businesses rest on the management and enhancement of 'human resource'. Although it is a subject very much in vogue, the organisation of human resources is too rarely grounded in the relevant historical and comparative contexts which shape their practice. Furthermore, there is a need to counter the over-simplistic 'one best way' views and management exhortation so common to this topic, and historical comparisons offer insight into the nature, scale and long-term impact of trends, whilst uncovering the complex interaction of differing circumstance and 'optimum practice'.This important new two volume set presents key reading in paternalism and industrial welfare; employee relations and the professionalisation of management; Taylorism and flexibility: technological change and the division of labour; industrial training and skills; and labour and politics are covered in a theoretically informed and critical fashion.Trade Review'Both [volumes] will no doubt be of more than marginal interest to both teachers and students of management, even some practising HR managers, a number of whom are possibly readers of this journal. They will be, for example, ready-at-hand for the tutor when assembling reading material for the HRM section of an MBA course.'Table of Contents25 articles, dating from 1910 to 1995 Contents: Volume I: Introduction by the Editors Part I: Paternalism and Industrial Welfare Part II: Employment Relations and the Professionalisation of Management Part III: From Taylorism to Flexibility? • Volume II: Part I: Technological Change and the Division of Labour Part II: Industrial Training and Skills Part III: Labour and Politics

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Book SynopsisThis book examines why conflicts arise and provides strategies for dealing effectively with relationships in the workplace. This is a practical guide with a section on harassment at work and what to do if conflict persists. It focuses on: rules of relationships; aspects of leadership and gender; personality and age differences; the role of our own beliefs and assumptions.Table of Contents1. Causes and consequences of interpersonal conflict. 2. The difficult boss. 3. Difficult colleagues. 4. Difficulties in professional relationships. 5. Harassment at work. 6. When conflicts persist.

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Book SynopsisThis is an excellent text for practising managers and students on management and occupational psychology courses. It deals with all aspects of organisational life from recruitment and selection to motivation, leadership and organizational change. The book provides a comprehensive coverage of all aspects of behaviour at work.Trade Review'I congratulate the authors of this book for their comprehensive coverage of all aspects of behaviour at work. Although primarily written to be a textbook, and written by teachers of organisational psychology, it is by no means dry and academic.' People Management 'I recommend it for use particularly in graduate courses and for advance undergraduate courses. Corporations that provide their own in-house training and development programmes should also give this book serious consideration.' Journal of Occupational and Organisational Psychology.Table of Contents1. Selection, placement and careers. 2. Personality and individual differences at work. 3. Interpersonal perception and interaction. 4. Motivation. 5. Behavioural approaches to motivation. 6. Leadership and management styles. 7. Group dynamics. 8. Identifying organisational problems. 9. Organisational change. 10. Managing your boss. 11. Understanding and coping with change. 12. Empowerment and self-management.

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Book SynopsisStandards and standardization policies increasingly influence innovation and competitiveness. As well as examining how standards are developed and applied, this important new book considers whether technical standards function as effective public policy instruments and components in the processes of industrial globalization.Much of the existing literature in the field makes reference either to information and communication technologies or to the protection and management of the natural environment. In Standards, Innovation and Competitiveness there is a recognition of how closely integrated both sectors have become over questions of process, the role of scientific assessment, and the 'network' effects that accompany standardization. The contributors shift the research and policy focus away from narrowly defined sectoral concerns, towards a more generic view of standards and standards-setting, and their roles as instruments of public policy. With nineteen papers by authors from seven countries, the blend of approaches ranges from formal economic analysis, through political, sociological, and historical analysis, to pragmatic discussions by standards makers themselves. The subjects discussed include issue definition, methodological approaches, political articulation of public and private sector agendas, organizational and decision-making processes, the role of technology users in standardization, and the relationship between standardization and innovation.Trade Review'An interesting book. . .'Table of ContentsContents: Part I: The Public and Private Interest in Standardization Part II: Institutional Practices and Objectives Part III: The Political Economy of Standards, Innovation and Competitiveness Bibliography Index

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Book SynopsisTrust is increasingly recognized as a crucial aspect of successful economic relationships, albeit a difficult one to define, and Mark Casson has been at the forefront of recent research in this area.Mark Casson pioneered the use of transaction cost theory to explain the boundaries of the multinational firm. In The Organization of International Business, he extends the internalization theory of the firm to encompass, on the one hand, inter-firm networking and, on the other, the internal organization and managerial structure of the firm. The key innovation is the distinction between information cost - the cost of gathering information on the assumption that it is true - and transaction cost - the cost of ensuring that the information actually is true. This innovation facilitates a synthesis of transaction cost analysis and organizational behaviour. It also provides new insights into the dynamics of internationalization, and the role of learning in the growth of the firm.The Organization of International Business is a major extension of international business theory which synthesizes transaction cost analysis and organizational behaviour. Although it focuses on international business and multinational enterprises, the analysis can be applied to a wide variety of business units. Together with its companion volume, Entrepreneurship and Business Culture, this topical and wide-ranging book offers a definitive analysis of the importance of trust in economic life as well as the related concepts of networking, consultation and empowerment.Trade Review’. . . this is a very satisfying volume - and one that students of the history of multinational enterprise will read with profit and pleasure.’ -- Mira Wilkins, Business HistoryTable of ContentsContents: Preface Acknowledgement Part I: Business Networks Part II: Organisation of the Firm Part III: Financial Networks in International Business Index

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Book SynopsisThe concept of institutions has become increasingly important in the analysis of both social cohesion and economic change. Institutions and Economic Change reflects the shift of perspective from the allocation of scarce resources to the creation, distribution and use of new resources, especially knowledge. It presents theories of the relationship between institutions and economic change as well as their application in fields such as innovation, the firm, technical change, markets and economic systems. The overall theme of the book focuses on the relationship between institutions and change within the economy, specifically, the roles of learning, knowledge, trust and norms. These issues are addressed from institutional and evolutionary perspectives by an internationally acclaimed group of scholars, including Benjamin Coriat, Giovanni Dosi, Geoffrey Hodgson, Jan Kregel, and Bart Nooteboom. The first section expands these themes, and outlines prospects for future theoretical developments. The second and third parts examine innovation and firms, theoretical and empirical studies of technological change and perspectives on the firm and the relations between firms. In the final part, the authors discuss the economic role of moral norms, a challenge to the idea of optimal allocation of resources in economic equilibrium and evaluate the variety of capitalist economic systems.This innovative book will appeal to economic scholars and students interested in the theory of the firm, economic change, innovation and evolutionary and institutional economics.Trade Review'This volume gives us an excellent overview of key elements in evolutionary and institutional theory. Many contributions are also inspiring examples of applications of key-tools within these theoretical traditions. . . . a nice collection of further convincing arguments pointing in the same direction.' -- Hans Sjogren, Business HistoryTable of ContentsContents: Introduction Part I: Prospects for Evolutionary and Institutional Theory Part II: Innovation and Technological Development Part III: The Theory of the Firm and Relations between Firms Part IV: Markets, Economic Systems and the Role of Moral Norms Index

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Book SynopsisThis authoritative and in-depth collection presents seminal papers from leading academics in the field of organisation and bureaucracy. It encompasses sections on organisational boundaries, neo-Schumpeterian theories, hierarchy and international organisation, organisational culture and behaviour, power politics and authority, as well as organisational institutions and practices. Professor Jackson has chosen works which have shaped the views of how the economics of organisation and bureaucracy are viewed today and has included papers from conflicting ends of the spectrum to illustrate the fluid and evolving nature of the subject. This indispensable volume, with an original introduction by the editor, will be of immense value to students, scholars and practitioners interested in this topical and relevant field. Table of ContentsContents: Volume I Acknowledgements Introduction Peter M. Jackson PART I CLASSICAL FOUNDATIONS 1. Adam Smith ([1776] 1976), ‘Of the Division of Labour’ and ‘Of the Principle Which Gives Occasion to the Division of Labour’ 2. Philip Selznick (1948), ‘Foundations of the Theory of Organization’ 3. Luther Gulick (1937), ‘Notes on the Theory of Organization’ 4. Ronald Coase (1937), ‘The Nature of the Firm’ 5. Herbert A. Simon (1951), ‘A Formal Theory of the Employment Relationship’ 6. Robert Gibbons (2005), ‘Four Formal(izable) Theories of the Firm?’ PART II ORGANISATIONAL BOUNDARIES 7. Sanford J. Grossman and Oliver D. Hart (1986), ‘The Costs and Benefits of Ownership: A Theory of Vertical and Lateral Integration’ 8. Oliver Hart and John Moore (1990), ‘Property Rights and the Nature of the Firm’ 9. Oliver E. Williamson (1979), ‘Transaction-Cost Economics: The Governance of Contractual Relations’ 10. Bengt Holmström and John Roberts (1998), ‘The Boundaries of the Firm Revisited’ 11. Benjamin Klein (2007), ‘The Economic Lessons of Fisher Body – General Motors’ 12. Herbert A. Simon (1991), ‘Organizations and Markets’ 13. Filipe M. Santos and Kathleen M. Eisenhardt (2005), ‘Organizational Boundaries and Theories of Organization’ PART III PRINCIPALS AND AGENTS 14. Armen A. Alchian and Harold Demsetz (1972), ‘Production, Information Costs, and Economic Organization’ 15. Michael C. Jensen and William H. Meckling (1976), ‘Theory of the Firm: Managerial Behavior, Agency Costs and Ownership Structure’ 16. Eugene F. Fama (1980), ‘Agency Problems and the Theory of the Firm’ 17. Stephen A. Ross (1973), ‘The Economic Theory of Agency: The Principal’s Problem’ 18. James A. Mirrlees (1976), ‘The Optimal Structure of Incentives and Authority within an Organization’ 19. Bengt Holmström (1979), ‘Moral Hazard and Observability’ PART IV AGENCY AND PERFORMANCE 20. Bengt Holmström (1982), ‘Moral Hazard in Teams’ 21. Robert Gibbons (2005), ‘Incentives Between Firms (and Within)’ 22. George P. Baker (1992), ‘Incentive Contracts and Performance Measurement’ 23. Hideshi Itoh (1991), ‘Incentives to Help in Multi-Agent Situations’ 24. W. Bentley MacLeod (1997), ‘Reputations, Relationships, and Contract Enforcement’ 25. Margaret A. Meyer and John Vickers (1997), ‘Performance Comparisons and Dynamic Incentives’ PART V NEO-SCHUMPETERIAN THEORIES 26. Sidney G. Winter (2006), ‘Toward a Neo-Schumpeterian Theory of the Firm’ 27. F.A. von Hayek (1937), ‘Economics and Knowledge’ 28. Nicolai J. Foss (2002), ‘”Coase vs Hayek”: Economic Organization and the Knowledge Economy’ 29. Kenneth J. Arrow (1975), ‘Vertical Integration and Communication’ 30. Richard P. Rumelt (1984), ‘Towards a Strategic Theory of the Firm’ 31. D. Teece and G. Pisano (1994), ‘The Dynamic Capabilities of Firms: An Introduction’ 32. Anna Grandori (2001), ‘Neither Hierarchy nor Identity: Knowledge-Governance Mechanisms and the Theory of the Firm’ Volume II Acknowledgements An introduction by the editor to all three volumes appears in Volume I PART I MANAGEMENT AND GOVERNANCE 1. Oliver E. Williamson (2005), ‘The Economics of Governance’ 2. Jean Tirole (2001), ‘Corporate Governance’ 3. Marianne Bertrand and Antoinette Schoar (2003), ‘Managing with Style: The Effect of Managers on Firm Policies’ 4. Raaj K. Sah and Joseph E. Stiglitz (1991), ‘The Quality of Managers in Centralized Versus Decentralized Organizations’ PART II CO-ORDINATION MECHANISMS 5. Jacques Crémer (1995), ‘Arm’s Length Relationships’ 6. Claude Ménard (2004), ‘The Economics of Hybrid Organizations’ 7. Walter W. Powell (1990), ‘Neither Market Nor Hierarchy: Network Forms of Organization’ 8. George P. Baker, Robert Gibbons and Kevin J. Murphy (2008), ‘Strategic Alliances: Bridges Between “Islands of Conscious Power”’ PART III HIERARCHY AND INTERNAL ORGANISATION 9. Joseph E. Stiglitz (1975), ‘Incentives, Risk, and Information: Notes Towards a Theory of Hierarchy’ 10. Jean Geanakoplos and Paul Milgrom (1991), ‘A Theory of Hierarchies Based on Limited Managerial Attention’ 11. Roy Radner (1992), ‘Hierarchy: The Economics of Managing’ 12. Mark Casson (1994), ‘Why Are Firms Hierarchical?’ 13. Oliver Hart and John Moore (2005), ‘On the Design of Hierarchies: Coordination versus Specialization’ 14. Dilip Mookherjee (2006), ‘Decentralization, Hierarchies, and Incentives: A Mechanism Design Perspective’ 15. Yingyi Qian, Gérard Roland and Chenggang Xu (2006), ‘Coordination and Experimentation in M-Form and U-Form Organizations’ PART IV ORGANISATIONAL DESIGN 16. Alfred D. Chandler, Jr. (1962), ‘Introduction- Strategy and Structure’ 17. Henry Ogden Armour and David J. Teece (1978), ‘Organizational Structure and Economic Performance: A Test of the Multidivisional Hypothesis’ 18. Neil Fligstein (1985), ‘The Spread of the Multidivisional Form Among Large Firms, 1919–1979’ 19. David Thesmar and Mathias Thoenig (2000), ‘Creative Destruction and Firm Organization Choice’ 20. Masahiko Aoki (1990), ‘Toward an Economic Model of the Japanese Firm’ 21. Raaj Kumar Sah and Joseph E. Stiglitz (1986), ‘The Architecture of Economic Systems: Hierarchies and Polyarchies’ PART V POWER POLITICS AND AUTHORITY 22. James G. March (1962), ‘The Business Firm as a Political Coalition’ 23. Philippe Aghion and Jean Tirole (1997), ‘Formal and Real Authority in Organizations’ 24. George Baker, Robert Gibbons and Kevin J. Murphy (1999), ‘Informal Authority in Organizations’ 25. Raghuram G. Rajan and Luigi Zingales (1998), ‘Power in a Theory of the Firm’ 26. Wouter Dessein (2002), ‘Authority and Communication in Organizations’ Volume III Acknowledgements An introduction by the editor to all three volumes appears in Volume I PART I CULTURE AND LEADERSHIP 1. Jacques Crémer (1993), ‘Corporate Culture and Shared Knowledge’ 2. Julio J. Rotemberg and Garth Saloner (1993), ‘Leadership Style and Incentives’ 3. Benjamin E. Hermalin (1998), ‘Toward an Economic Theory of Leadership: Leading by Example’ 4. Eric Van den Steen (2005), ‘Organizational Beliefs and Managerial Vision’ PART II ORGANISATIONAL INSTITUTIONS AND PRACTICES 5. James N. Baron (1988), ‘The Employment Relation as a Social Relation’ 6. Donald W. Griesinger (1990), ‘The Human Side of Economic Organization’ 7. Edward P. Lazear (1991), ‘Labor Economics and the Psychology of Organizations’ 8. Julio J. Rotemberg (1994), ‘Human Relations in the Workplace’ 9. Paul Osterman (1994), ‘Supervision, Discretion, and Work Organization’ 10. George Baker, Michael Gibbs and Bengt Holmström (1994), ‘The Internal Economics of the Firm: Evidence from Personnel Data’ 11. Casey Ichniowski, Kathryn Shaw and Giovanna Prennushi (1997), ‘The Effects of Human Resource Management Practices on Productivity: A Study of Steel Fishing Lines’ 12. Canice J. Prendergast (1996), ‘A Theory of Responsibility in Organizations’ 13. Mathias Dewatripont and Jean Tirole (1999), ‘Advocates’ PART III CRITICAL PERSPECTIVES 14. Edwin G. Dolan (1971), ‘Alienation, Freedom, and Economic Organization’ 15. Samuel Bowles (1985), ‘The Production Process in a Competitive Economy: Walrasian, Neo-Hobbesian, and Marxian Models’ 16. Charles Perrow (1986), ‘Economic Theories of Organization’ 17. William Lazonick (1991), ‘Business Organization and Economic Theory’ PART IV ECONOMICS OF BUREAUCRACY 18. William A. Niskanen (2001), ‘'Bureaucracy’ 19. Julius Margolis (1975), ‘Comment’ 20. Albert Breton and Ronald Wintrobe (1975), ‘The Equilibrium Size of a Budget–maximizing Bureau: A Note on Niskanen’s Theory of Bureaucracy’ 21. Thomas McGuire, Michael Coiner and Larry Spancake (1979), ‘Budget-Maximizing Agencies and Efficiency in Government’ 22. William A. Niskanen, Jr. (1994), ‘A Reassessment’ 23. Brian Levy (1987), ‘A Theory of Public Enterprise Behavior’ PART V COMPLEXITY AND ORGANIZATION 24. Ilya Prigogine (1987), ‘Exploring Complexity’ 25. Philip Anderson (1999), ‘Complexity Theory and Organization Science’ 26. Peter Howitt and Robert Clower (2000), ‘The Emergence of Economic Organization’ 27. Haridimos Tsoukas (1998), ‘Introduction: Chaos, Complexity and Organizational Theory’ 28. Bill McKelvey (1997), ‘Quasi-natural Organization Science’ 29. Daniel A. Levinthal (1997), ‘Adaptation on Rugged Landscapes’

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Book SynopsisOliver Williamson is one of the most important industrial economists of our time. He has made a major contribution to economic scholarship and remains at the forefront of research into transaction costs and the theory of the firm. In this volume he has provided a very careful selection of what he considers to be the most important articles and papers in industrial organization. Featuring 23 articles, dating from 1937 to 1987, this collection includes papers by Kenneth J. Arrow, Ronald H. Coase, Franco Modigliani, Michael Rothschild, Herbert A. Simon, George J. Stigler and Joseph Stiglitz.The first part presents classic articles which supplied the foundations upon which the field of industrial economics was built. The second and third parts present papers on the new economics of organization and a revitalized theory of strategic behaviour and competition. Professor Williamson submits that a new science of organisation is taking shape to which industrial economics has been both a principle contributor and beneficiary. Now available in paperback, this important volume will be indispensable to all teachers, researchers and students concerned with modern industrial economics and the theory of the firm.Table of ContentsCONTENTS INTRODUCTION PART I: Antecedents R. Coase (1937), ‘The Nature of the Firm’ A. Alchian (1950), ‘Uncertainty, Evolution and Economic Theory’ L. McKenzie (1951), ‘Ideal Output and the Interdependence of Firms’ F. Modigliani (1958), ‘New Developments on the Oligopoly Front’ G. Stigler (1964), ‘A Theory of Oligopoly’ K. Arrow (1963), ‘Uncertainty and the Welfare Economics of Medical Care’ H. Simon (1962), ‘The Architecture of Complexity’ PART II: The New Economics of Organization M. Rothschild and J. Stiglitz (1976), ‘Equilibrium in Competitive Insurance Markets: An Essay on the Economics of Imperfect Information’ B. Holmstrom (1982), ‘Moral Hazard in Teams’ J. Tirole (1986), ‘Hierarchies and Bureaucracies: On the Role of Collusion in Organizations’ G. Akerlof (1983), ‘Loyalty Filters’ O. Williamson (1979), ‘Transaction-cost Economics: The Governance of Contractural Relations’ S. Grossman and O. Hart (1986), ‘The Costs and Benefits of Ownership: A Theory of Vertical and lateral Integration’ P. Joskow (1985), ‘Vertical Integration and Long-term Contracts: The Case of Coal-burning Electric Generating Plants’ B. Klein and K. Leffler (1981), ‘The Role of Market Forces in Assuring Contractural Performance’ PART III: Strategic Behaviour and Competition H. Demsetz (1974), ‘Two Systems if Belief about Monopoly’ A. Dixit (1980), ‘The Role of Investment in Entry-deterrence’ P. Aghion and P. Bolton (1987), ‘Contracts as a Barrier to Entry’ P. Milgrom and J. Roberts (1980), ‘Limit Pricing and Entry Under Incomplete Information: An Equilibrium Analysis’ D. Kreps and R. Wilson (1982), ‘Reputation and Imperfect Information’ D. Fudenberg and J. Tirole (1984), ‘The Fat-Cat Effect, The Puppy-Dog Ploy and the Lean and Hungry Look’ W. Baumol, J. Panzar and R. Willig (1986), ‘On the Theory of Perfectly-contestable Markets’ S. Salop (1979), ‘Monoplistic Competition with Outside Goods’

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Book SynopsisThe nature of Japanese firms has come under intense scrutiny because of their international success and their distinct structure, employee relations and working practices. This book sheds light on the reasons for promotion within firms, the distribution of power within companies, business management methods and the relationship between shareholders, executives and employees.The authors use empirical data from comprehensive surveys to support their research on the nature of Japanese business. They survey 1,816 white-collar employees in several large corporate enterprises, and 2,246 shareholder appointed board members in listed corporations. The authors' primary concern is to explain the prerequisites for promotion to middle management and executive positions. Many criteria are analysed, including the extent of desire for promotion, working style, lifestyle, the effect of university education including the name of the university, the level of education attained, the effect of university education including the name of the university and the degree subject, the economic incentive behind severe competition for promotion and the role of trade unions. The book also deals with issues of corporate governance and the role of the incentive system and examines the popularity of labour managed firms in Japan. This detailed work will be of great interest to economists, businessmen and students wanting to learn more about Japanese business.Trade Review'I believe this book is excellent not only because it is a reliable book about economics of internal promotion in Japanese firms, but also because it presents subjects that need to be studied further. I hope that this book will be extensively read by researchers on labour economics, economics of organisation and the Japanese economy in English-speaking areas.'Table of ContentsContents: Introduction 1. Road to the Top and Executive Management Goals 2. Determinants of Top Executives’ Promotion and Remuneration 3. Do Positions and Tenure of Top Executives Affect their Attitude? 4. Path to Becoming a Manager 5. Effort Incentives 6. Work Incentives for White-collar Workers 7. White-collar Careers in a Large Electronics Company 8. Does the Name of the University Matter? 9. Careers and Work Attitudes of Engineers 10. White-collar Careers and Trade Unions 11. Conclusions

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Book SynopsisThis is the first of two books in honour of Brian Loasby which simultaneously pay tribute to the contributions he has made to economics and extend the realm of Loasby-inspired economics.The book includes new contributions from an internationally acclaimed group of authors including Israel Kirzner, Peter Swann, Giovanni Dosi, Peter Groenewegen, Richard Langlois and Don Lamberton. Together, they draw on and extend Brian Loasby's work in developing and applying theories of organization and knowledge. The book opens with an introduction to Brian Loasby's career, influences and research. This is followed by an examination of issues raised by the analysis of markets and entrepreneurial behaviour, focusing on Marshallian and Austrian approaches. In the middle of the volume the human action theme is maintained but the focus is shifted onto the dynamics of consumer demand. The final group of chapters apply a history of economic thought perspective to problems of information and knowledge, and aspects of scale and internal organization.Economic Organization and Economic Knowledge will be welcomed by those economists working in the areas of microeconomics particularly markets, innovation, the theory of the firm, consumption, information and knowledge and competition.Trade Review'Both of these volumes would be particularly useful to readers who are interested in heterodox approaches to the theory of the firm, consumer behaviour and business strategy, as well as to those interested in Austrian, behavioural and post-Marshallian economics and methodology. A striking feature of both volumes is the level of originality of the contributions. Some of them are at the cutting-edge of their research fields and this is indicative of Loasby's legacy of prompting original and insightful research into simple, yet seldom-asked questions.' -- Kyle Bruce, Review of Political EconomyTable of ContentsContents: Introduction 1. Rationality, Entrepreneurship and Economic ‘Imperialism’ 2. Austrians and Marshallians on Markets: Historical Origins and Compatible Views 3. Making Markets 4. Conventions and Learning: A Perspective on the Market Process 5. Austrian and Evolutionary Perspectives on Consumer Demand and Firm Strategy 6. Marshall’s Consumer as an Innovator 7. Design and Efficiency: New Capabilities Embedded in New Products 8. Cognitive Processes, Social Adaptation and Innovation in Consumption Patterns: From Stylized Facts to Demand Theory 9. Knowledge as a Connecting Principle: John Rae and the Austrian School 10. Knowledge and Information in Classical Economics 11. Information: Pieces, Batches or Flows? 12. Perfect Competition, Equilibrium and Economic Progress: That Wretched Division of Labour and Increasing Returns 13. Scale, Scope, and the Reuse of Knowledge 14. Alfred Marshall and Scientific Management 15. Brian Loasby and Stirling: Speeches and Reflections Index

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Book SynopsisThe structures of the world's national and international, political and economic institutions have largely resulted from intuitive and ad hoc organization with reforms taking place on a costly trial-and-error basis. This book offers a comprehensive evaluation of the tools which can be used for a more rational and formal approach to institutional design.As new institutions and, indeed, new national governments are being formed and developed all the time, there is a considerable need for formal models that can facilitate their design. This book offers conceptual approaches and theories that shed new light on how various social and political institutions can emerge as the outcome of goal-directed rational behaviour. The author provides tools for evaluating existing institutions and for setting up new ones, demonstrating the applicability of decision and game theoretic tools, social choice theory and mechanism design to the construction of political and economic institutions. Using these approaches he particularly discusses the practical implications for the design of institutions in the European Union.This important book will be welcomed by students and scholars interested in government and political science, rational choice theory, methodology in the social sciences, and the microeconomics of rational behaviour.Trade Review'. . . the comprehensive book should not be missing in any library that deals with individual and collective decisions taken in institutions - be it in the department of political science or that of economics.' -- S. Napel, Journal of Economics/Zeitschrift fur Nationalokonomie'Nurmi's book on rational behaviour and its implications for the design of institutions is a valuable contribution to the analysis of collective decision-making. Though written by a political scientist the book shall be of use not only for students and scholars in political science, but also in political economy or rational choice theory.' -- Matthias Sutter, Kyklos'One of the characteristics of a good teacher and clear thinker is making complex issues seem simple. In this indispensable book Hannu Nurmi teaches the lessons for institutional design to be learned from social choice and game theory. He provides the essential grounding for the education of "great men" and the propogation of wise laws based on institutional rational choice theories.' -- Keith Dowding, London School of Economics and Political Science, UKTable of ContentsContents: 1. Introduction 2. Rational Decisions 3. Games 4. Constitutions 5. Social Choice 6. Strategic Behaviour and Institutional Design 7. Designing the Institutions of the European Union 8. Conclusion

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Book SynopsisThis path-breaking book examines the effects of multinationals on the competitiveness of industry in the UK. The in-depth investigation analyses how these firms gain access to technology and questions whether or not multinationals, in their support of local technologies, improve the potential and competitiveness of local industry.The book discusses the evolution of multinationals in the late twentieth century, the role of the UK in this evolution and the theories of multinationals. It examines what these theories imply for efficiency and welfare, and the policies which affect multinational enterprises (MNEs). The authors consider the strategic positioning of subsidiaries in the UK in relation to the firm's overall global investment strategy. Using detailed empirical surveys, they also look at the role of technology in multinationals and how these firms' strategies are developing in regard to this. The authors examine whether MNEs UK operations are dependent on existing technology or whether they play a more positive role in its local creation and use. Finally the role of decentralized R&D in multinationals, and the status of this in the UK, is considered.Multinationals, Technology and National Competitiveness will be welcomed by those interested in international investment, business strategy, technology and innovation and public policy.Trade Review'Multinationals, Technology and National Competitiveness is one of the first extensive analyses of the R&D activities of MNE subsidiaries in the UK and provides new insights into the role of the UK as an attractive location for advanced corporate scientific research. . . . The authors have marshalled a substantial body of survey data using rigorous analytical techniques and soundly-based economic analysis in producing a well-written and persuasive case accessible to both academics and a broader non-specialist readership.' -- Robert Read, The Business EconomistTable of ContentsContents: 1. Multinationals and Industrialisation 2. Roles of Subsidiaries and MNE Evolution 3. Roles and Markets of Subsidiaries in the UK 4. Technology in Subsidiaries 5. Multinationals’ Research and Development in the UK 6. Roles and Motivations of MNE Laboratories 7. Scientific Collaborations of MNE Research Laboratories in the UK 8. Subsidiaries’ Linkages with UK Input Suppliers 9. Multinationals and National Competitiveness References Index

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Book SynopsisThis book will transform your life for the better.The case for business ethics is both settled and urgent; we are within an era of human history in which the most influential organizations on the planet, businesses, must align their goals with principles of human flourishing, ethics, if humanity is going to experience a more ideal future than what we now know. To accomplish this attainable goal, we must realize that business is composed of individuals who must make the conscious choice to pursue a more ideal future. In this revolutionary approach to business ethics, Wade Chumney utilizes his nearly 20 years of experience in the field to synthesizes the ancient wisdom found in Plato's philosophy, the modern findings of positive psychology, and the powerful insights of systems thinking to create a new paradigm for the field. Centered around the consciousness found within each of us, Conscious Business Ethics provides a practical approach that anyone can apply in order to develop the one quality most desired by humanity in any historical era: wisdom.This book can transform your life for the better. The common threads found within all wisdom traditions are distilled into simple, understandable concepts and diagrams that make practical application accessible to anyone.

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Book SynopsisLearning is fundamental to living and organizing in complex systems. This book provides a guide to co-designing learning environments and relationships. The authors begin by revisiting what learning means in living systems. Their experiences with business organizations and formal education systems have led to the conclusion that learning has been lost from view in many complex systems.The authors briefly trace the history of ideas about learning to give new energy and focus for co-designing learning places. The 12 thematic chapters in this book focus on practical ideas. Each chapter centers on a theme that is explored through a collection of short pieces—presented as ideas, theories, stories, approaches, and methods. This book will benefit a multitude of people and professionals who are interested in new ways to think about learning, both individually and collectively–it was written with a diverse readership in mind.

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Book SynopsisNow, more than ever before, organizations are encouraging work collaboration both in-person and remotely to increase productivity, enhance innovation, and attain the best results. However, leaders and teams often lack the essential knowledge, tools, and techniques required to avoid failure and achieve optimal outcomes.This book offers a refreshing approach that provides unique insights, examples, tools, techniques, checklists, and templates for successful collaborations. It opens with a review of the collaboration decagon of competencies–a self-test to reveal strengths, gaps, and practical tips to apply. Then, collaboration mindfulness is explained and guidelines based on the COIN model explain how to put this crucial mindset into action. Next, practical advice is offered for how to both encourage and manage discussion and disagreement throughout all four phases of the collaboration process.Having a clear focus for the collaboration topic as a problem or an opportunity is reviewed in detail, with tips on how to decide and discuss most efficiently. Guidelines for how to manage conflict and deal with challenging people are offered, based on strategies for each of the four conflict stages. Additionally, whole-brain techniques are explained to help collaboration teams invent the most unique options and solutions for innovation and change. The book concludes with proven strategies for how to overcome eight common obstacles to collaborations with confidence.

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Book SynopsisProjects are a part of everyday life in an organization. Tools and procedures for project management are well understood and applied. However, the management of projects by an organization for substantial transformation is less certain in both practice and study. An awareness of how to manage increasingly complex projects, and collections of projects, to achieve the benefits of organizational transformation becomes ever more crucial in the implementation of new strategies.This book goes beyond a simple review of tools and techniques common in most publications of project management. We illustrate how the traditional practice of project management advances to handle the more complex problems inherent to strategic organizational transformation. The linkages among projects, operations, and the foundations of an organization provide a perspective of how an organization might pursue the difficult changes required of comprehensive transformation. The fashion in which the project world interacts with the executive world through successive layers of project management principles is prelude to operational benefits realization.

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Book SynopsisThis book is perfect for leaders across the enterprise who have a difficult time attracting, retaining, understanding, communicating with, motivating, engaging, and otherwise developing their millennial employees and job candidates.Diving deep into millennial psychology and language using a potent blend of data and anecdotes, stories and history, What Millennials Really Want from Work and Life debunks the many myths around millennials pushed by sensationalist media, showing how millennials want many of the same things as other generations, just more quickly and in a different order and form.Giving helpful context based on his own powerful and unlikely story of continuous struggle and overcoming massive challenges as a millennial, the author weaves a compelling narrative through the historical, psychological, linguistic, and other threads underlying the millennial experience at work and in life. Based on his in-depth analysis of data and trends, Kruman makes specific recommendations for corporate leaders looking to get—and keep and develop—top millennial talent into their ranks, diving deep into specific benefits, communication methods and tools, mission and vision, and other elements of branding relevant to millennial attraction, engagement, and retention. This book is likewise for early and mid-career millennials looking to better under stand themselves and make compelling cases for improvements around the aforementioned in their own companies.

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Book SynopsisLeadership is a universal phenomenon that has preoccupied scholars, politicians and others for centuries. In the management context leadership has been consistently identified as playing a critical role in the success or failure of organizations and some surveys have pegged almost half of an organization’s performance on the quality and effectiveness of its leadership team. Apart from organizational performance, researchers have consistently found a strong correlation between leadership styles and behaviors and the job satisfaction and performance of subordinates.When formal interest in the study of leadership first began in the 19th and early 20th centuries, the so-called “great man” theory, which assumed that certain individual characteristics or traits could be found in leaders but not in non-leaders and that those characteristics could not be developed but must be inherited, was quite popular and many assumed that leaders were simply “born and not made”. As time passed, however, the consensus within the community of leadership scholars and consultants shifted significantly to the current working proposition that while some people do indeed appear to be natural leaders from birth it is nonetheless possible for many others with sufficient desire and willpower to develop into a “leader” by following a continuous process of work, self-study, education, training and experience. Practicing Leadership is intended to serve as a guide to basic principles of leadership and begins with an overview of definitions and conceptions of leadership and then continues with discussions of the roles and activities expected from an effective leader; personality traits and attributes which can be learned and perfected by persons that aspire to leadership positions; styles of leadership, which encompass the strategies used by leaders to engage with their followers and leadership in developing countries.

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Book SynopsisA wide range of definitions and conceptualizations of “management” have been offered and it is often difficult for managers to fully and clearly understand their roles within the organization; however, managers striving for effectiveness and success would do well to invest time and effort into understanding the functions, roles and skills associated with the managerial position. As with definitions of management, researchers and commentators have developed a variety of lists of managerial functions. The consensus seems to be that managers can expect to be involved in planning, organizing, leading and controlling, and that these functions will be needed when working with a range of organizational resources including people, cash, physical assets and information. While the specific day-to-day activities of managers will vary depending on his or her place in the organizational hierarchy, he or she must nonetheless have the ability to understand the behaviors and feelings of the people who report to them, senior officials above them in the organizational hierarchy, other colleagues throughout the organization, and external stakeholders such as customers, supplier and regulators. In addition, managers must be able to maintain self-awareness and monitor their personal capacities for dealing with the stress of their jobs and engaging in activities that will further their career development. In order to be adroit practitioners of their craft, managers must understand certain basic concepts such as the functions, roles and skills associated with the managerial position; the different levels of managerial effectiveness and how they are measured; and the styles available to managers and the factors that determine which style might be preferred in a particular instance.Practicing Management includes guides on a wide array of topic relating to the practice of management including the roles and activities expected from an effective manager; specific skills which can be learned and perfected by persons that aspire to management positions; styles of management; management systems; organizational performance and effectiveness and managing in developing countries.

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Book SynopsisProject portfolio management (PfM) is a critically important discipline, which organizations must embrace in order to extract the maximum value from their project investments. Essentially, PfM can be defined as the translation of strategy and organizational objectives into projects, programs, and operations (portfolio components); the allocation of resources to portfolio components according to organizational priorities; alignment of components to one or more organizational objectives and the management and control of these components in order to achieve organizational objectives and benefits.The interest and contribution to the body of knowledge in project portfolio management has been growing significantly in recent years, however, a particular area of concern is the decision-making, during the management of the portfolio, regarding which portfolio components to accelerate, suspend, or terminate. Failing to determine how the individual and cumulative components of a portfolio contribute to an organization’s strategic objectives leads to poorly informed decisions that negate the positive effect that a sound understanding of project portfolio management could have in an organization. The focus of this book is aimed at providing a mechanism to determine the individual and cumulative contribution of portfolio components to strategic objectives so that the right decisions can be made regarding those components.

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Book SynopsisLeadership is a universal phenomenon that has been consistently identified as playing a critical role in the success or failure of organizations. This book begins with an overview of the history and evolution of leadership studies and traces some of the major “schools” of leadership studies that have attracted the interest of researchers since the 19th century. Also discussed are the various theories and models of leadership that have emerged over that period.The author introduces cross-cultural leadership studies and then discusses cross-cultural competencies of global leaders, which are the practical applications of the information available from the researchers to the day-to-day activities of leaders in business organizations around the world. Finally, the book assesses the research on cross-cultural leadership, culture, and leadership in developing countries.

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Book SynopsisYou can’t understand humanistic business management unless you understand what humanism is. This book provides a short introduction to the philosophy of humanism and discusses how and why it is being applied to business and why it is so effective when you do so. Humanism helps us prioritize human value as important. It supports positive interpersonal relationships and collaborative and respectful decision-making. Since all businesses are in the business of solving problems, good problem solving is essential to good business.Humanism has already transformed many other disciplines including psychology, medicine, nursing, and more. Additionally, humanism is foundational to the practice of human resources, without which businesses cannot operate. It is important for business managers to understand the philosophy fully so they can understand how to not only manage people more effectively, but how to operate their businesses in a way that helps the communities in which they operate. This book will provide the primer they need to create more effective and ethical businesses.

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Book SynopsisBusiness and fighting are two sides of the same coin. Every businessperson, regardless of job role, engages daily in small acts of negotiation and conflict; understanding what are the characteristics of our conduct, and what are its strengths and weakness, will help us develop more effective relationships.Chief Kickboxing Officer shows how the fighting and business mindsets cross over in this process of discovery and, in particular, what lessons can be learnt from a highly-refined and scientific type of fighting system: the martial arts.By looking at four types of behavioral and leadership styles and mapping each of them onto a martial art, this book allows the readers to learn lessons best suited to their personality.

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Book SynopsisResearch shows that 90 percent of a project manager’s time is spent communicating with various stakeholders. This book offers strategies that enhance communication throughout the project cycle and describes innovative techniques for bridging cultural gaps, increasing understanding, and ensuring project success.

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Book SynopsisThe fundamental goal of any business is to be different—to be better than those with whom it is competing. Every company should be on a journey to be the preferred provider of products or services to its markets by offering a great customer/client experience. A preferred provider is the company that customers and clients preferentially want to do business with, and often can charge a premium for what they provide.The fundamental goal of any individual is to be different—to be better than those with whom they are competing for that next job, whether internally or externally at a new company. Their goal is to demonstrate to the hiring manager that they are the best choice for that position. This book teaches how to be different. It is based on personal experience serving in the trenches as a CEO as well as a director on public, private and nonprofit boards.

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Book SynopsisLevel Up Leadership is the first book with applied leadership development in one comprehensive read.Sharing knowledge gained by the author for over twenty years, this book will change your way of thinking about leadership in a profound and advantageous way. is the first book with applied leadership development in one comprehensive read, gained by the author over twenty-years. This book will change your way of thinking about leadership in a profound and advantageous way. How? The book is designed to train your mind to think and act as an authentic leader. Your professional demeanor will enhance as you master the six factors covered in this book.There are a plethora of leadership competencies that can be mastered. However, this book focuses on six that every leader must master to be successful. In addition to the seven chapters, four complimentary case studies apply your knowledge and leadership competency. Engaging leaders for success begins with your own personal skill development. Aspiring leaders will learn to develop skills that followers are eager to learn. Do not waste another moment, buy this book and watch your skills increase exponentially.The additional resource materials are expansive. Make this day be the day that you begin to earn the credential of executive leader. After reading this book, you will become a certified leader. Read it then contact me. I guarantee it!

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Book SynopsisBehind the Scenes of Health Care presents an extensive review of motivation and commitment among health care workers in support and bedside care roles.The publication includes two research studies: motivation and commitment of support services employees in a health care environment and the correlation between patient experience feedback and nursing motivation and engagement. Additionally, the publication includes two case studies: cultural disruption in a health care system and a service organization review of turnover.Lastly, and most significantly, the publication provides a framework and model, The Tri-Factor Model, to assess and measure workplace dynamics of motivation, commitment, and culture that is also applicable to turnover analyses. Readers of Behind the Scenes of Health Care are provided tools to understand motivation, commitment, and cultural components in the contemporary workplace that may be applied to any organization.

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Book SynopsisChange management efforts often fail. Business case studies are littered with examples of failed change management efforts. Why this is so is a mystery, given the many change management models in existence, the highly paid executives equipped with degrees from top-tier schools, and that millions of dollars spent in pursuit of change.Successful change management need not be a mystery, but perhaps change management success is best learned from failed attempts at change that seemed reasonable at the time according to theory—but proved to be bad ideas in retrospect. This book presents notable examples of attempts by experienced managers to implement bad ideas that lead to failed change so that change managers are better equipped to avoid common pitfalls in managing change.

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Book SynopsisCommunication is vital for project success. Experts know it. Industry-wide research verifies it. Yet projects continue to fail because of poor communication. As a result, stakeholders and organizations don’t realize the benefits of their projects and project teams.This book presents a new way to look at communication within projects. It combines real-world examples and practical tips with theory, research, and professional standards you can apply to any size and type of project. Gain actionable insights into identifying your audience, choosing the right tools, managing change, and handling conflict. Expand your professional toolkit with templates, activities, and resources. Develop your project communications expertise with reflective questions and recommendations.Whether you are a project manager, team member, project sponsor, or stakeholder, this book is for you. For educators, the book is ideal for students studying project management and related fields. Make your project communications a critical factor in your project success!

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Book SynopsisMany books and articles have been written about how firms can achieve and sustain high performance. They typically focus on a particular aspect of the firm such as its culture, resources, leadership, ability to learn, human resources practices, or communications systems. Often the very firms that are used as examples of high performance are no longer high performing even a few years later.In contrast, this book asserts that it is the efficiency and effectiveness of a firm’s entire value creating system that determines its performance over the long term. Systems theory is used as an integrative mechanism to combine the best ideas from industrial organization economics, the resource-based perspective, and stakeholder theory.Based on this theoretical foundation, tools are provided for conducting in-depth, detailed analyses of each part of a firm’s value creation system and its effectiveness in contributing to the total stakeholder value created by the firm. Systems assessment based on this information then leads to the development of strategies, including specific initiatives for overcoming weaknesses in the system and for creating new value for stakeholders. The book also provides guidance for developing detailed plans and a strategic control system to make sure strategies and initiatives are implemented. An underlying theme is that the purpose of a firm is to create value for its stakeholders: customers, employees, shareholders, suppliers, and the communities in which the firm operates. This book provides a concise, yet complete guide for strategic management.

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Book SynopsisThis book explores the nuances of different aspects of agility on a personal level. Agility brings personal value, leadership navigation, managing the tides of knowledge, and putting on the captain’s hat of resilience. As the winds change and the tides swell high, the Personal Agility Lighthouse (PALH) model in this book will guide you to safe shores. Navigating through the seven colors of agility such as education, change, emotional, political, cerebral, learning, and outcomes agilities, the anchor is dropped effortlessly. It is built on these seven competencies, and by using the Individual Personal Agility self-analysis assessment (see Appendix), swaying personal visions leading them up to organizational goals.Taking personal agility as the future competency with an agile mindset is a crucial starting point to transform yourself. Focusing your personal agility journey on outcomes and end-to-end customer experiences ensures value delivery. Especially within the elements of the VUCA environment where revised goals are the norm. Driving changes in the right direction leads you to the stable grounds of your personal vision. It prepares you to tread the long roads of transitions/transformations, which is a vital requisite for changes in any organization.Measuring performance metrics aptly is the rudder of strategy management and stability. Organizational goals and personal development are the strong pillars that will steer you to your organizational agility, getting you ready for opportunities and changes when your company trademark needs it. Agile practices and perspectives cut through impact and quality of personal and group knowledge. Take a journey on a Personal Agility Boat to visualize options, alternatives, and opportunities. Visualization is the way to your shore’s lighthouse.

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Book SynopsisThis book is for anyone on the pointy part of the organizational pyramid, whatever your title is. Every leader and organization is unique. But new CEOs often share many experiences, situations, and decisions. This book shines a light on those and illustrates the fundamental principles that will guide a new CEO through them. The Successful New CEO is organized into four parts: Becoming an Executive: Leaders can only lead out of who they are. How do you become the kind of person who successfully and gracefully inhabits this role? Seven Essential Executive Skills: The skills that earned you the role may not be what you need in that role. What are the critical leadership skills that become even more important as a CEO? Leading Your Leadership Team: CEOs head up leadership teams. How do you lead a confident, capable leader? How do you build a team out of leaders? First Things: Where do you start? How do you quickly build credibility and engagement? What is too fast or too slow? The Successful New CEO will help you quickly gain the confidence of others, successfully address the inevitable issues you will discover, score early wins, and set the course for a fruitful future.

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Book SynopsisDesign: A Business Case challenges you to stimulate innovation in your own organization as an ongoing and integral dialogue between complementary skills–to bridge mind and matter, image and identity. Design thinking is a framework developed to ensure C-suite endorsement of the pursuit of design excellence in all actions undertaken by the organization. Design management is a rigorous and strategically anchored mechanism to capitalize on the investment in design as intellectual capital. And design – as we’ve always known it – is the skills, methods and creative capabilities needed to embody ideas and direction. Design thinking inspires, design management enables, design embodies. This book aims to build the bridges needed to reconcile the three, and to encourage organizational and professional environments in which their combined forces can thrive and reverberate.

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Book SynopsisThe Barn Door Is Open: Frameworks and Tools for Success and Fulfillment in the Workplace is a business book, a playful and humorous read, an intelligent metaphorical and philosophical tale anchored in the tools and techniques of innovative and proven management frameworks. Readers will not only find its teachings entertaining and inspirational, but will benefit from its lessons and tools by applying them to their personal lives. This book integrates the subjects and tools of Lean and Lean Transformation, mindfulness, conflict resolution, Theory of Constraints, project management, Agile, Six Sigma, change management, and corporate culture transformation into one easily digestible reference.

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Book SynopsisTransforming towards Life orients change agents, policy makers, activists, business leaders, ecologists, economists, and thoughtful people everywhere to the values and practices needed to build a world where all can flourish, where ‘all’ includes all humanity and all of life’s beings. It provides an in-depth understanding of what it will take, especially in the wake of the global Covid-19 pandemic and the burgeoning climate emergency, to transform today’s growth-and profit-oriented socio-economic systems to life-affirming ways benefit all rather than just an elite few. Transforming towards Life argues that to move towards a world in which all can flourish, we all need to start telling new, yet very ancient, stories about who we are and why we are here in the world—stories built on relationship or connectedness, responsibility for the whole, reciprocity, and equity. We need to incorporate core ideas about what gives life to systems into all businesses, communities, governments, and other types of organizations—that is, what helps them flourish. Business and other institutions need to create collective value, that is, value for all, and change the mindsets of people engaged with them so that they in turn can generate new performance metrics, practices, and power relationships that enable people everywhere to find their voice and their capacity to participate actively in bringing about a flourishing world. The book concludes with thoughts about how each one of us can do our bit to bring about this necessary transformation.

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Book SynopsisThis aim of this open access book is to launch an international, cross-disciplinary conversation on fatherhood engagement. By integrating perspective from three sectors—Health, Social Policy, and Work in Organizations—the book offers a novel perspective on the benefits of engaged fatherhood for men, for families, and for gender equality. The chapters are crafted to engaged broad audiences, including policy makers and organizational leaders, healthcare practitioners and fellow scholars, as well as families and their loved ones. Table of Contents

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Book SynopsisIn recent years, decision-makers from all sectors have been using 'resilience' as a keyword for managing societal turbulences. But what is resilience? How can we benefit from integrating digital transformation and resilience? In this book, some of the world's leading experts on resilience explore the issue and discuss possible answers to these questions. The editors of this book believe that resilience is the master key for the future. However, they also remind us that people are at the base of any process of resilience and, only by placing people at the center of transformation, can we aspire to have resilient organizations and a resilient society.Table of Contents1. Introduction.- Part I: Foundations, Concepts and Frameworks.- 2. Systemic Potentials for Resilient Performance.- 3. Resilience and Digital Transformation Challenges in Oil and Gas Integrated Operations.- 4. Relational Capital and Organisational Resilience.- 5. Organisational Resilience in the Digital Age: Management Strategies and Practice.- 6. Framework for the Analysis of Resilient Performance Conditionings in Integrated Operations of the Oil and Gas Industry.- 7. Relating National Intellectual Capital with Resilience, Reliability, Sustainability and Reputation of Countries.- Part II: Applications, Technologies and Digital Tools.- 8. Towards Sustainable Smart City via Resilient Internet of Things.- 9. Digital Ownership Strategies: The Health Care Services Case.- 10. Framework for Analysing Knowledge Critical to Organizational Resilience Capabilities.- 11. How Can Simulation Support Resilience in a Digital Age?.- 12. Cyber Resilience. A Preunderstanding for an Abductive Research Agenda.- 13. How can Digital Learning Tools be used to Promote Resilience in Healthcare?.- 14. Resilience, Digital Tools, and Knowledge Management Systems in the Pandemic era. The IHU Strasbourg Experience.- 15. A Knowledge Graph to Digitalise Functional Resonance Analyses in the Safety Area.- 16. Trapping Paper Checklists into Screens: How to Free the Resilience CapaIntroduction bility of Digital Checklists for Emergency and Abnormal Situations.- 17. The Case of Digitalisation in the Brazilian Development Bank (BNDES): How Brazilian Culture and the Institutional Values Influence the Process.- 18. Resilience Capability and Successful Adoption of Digital Technologies: Two Case Studies.

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Book SynopsisThis volume brings together selected and extended papers representative of work presented at the 8th IPMA Research Conference, which was held online between 9th and 11th September 2020. It explores the topics of project, programme and portfolio management, and self-organizing in and through projects.Offering international and multidisciplinary perspectives, this book answers questions such as: What is the impact of self-organization on organizational structures, processes, cultures and leadership? How can we define the transformative power of self-organization? What is the motivation of individuals to perform activities, to engage with others and organizations in order to get things done? Which kinds of leadership best support self-organizing in projects? What have disciplines like natural science, psychology, philosophy, sociology and management to offer in this respect? What are the cultural limitations and potentials regarding self-organization in projects and how do we deal with them? Research on Project, Programme and Portfolio Management is a valuable resource for all researchers and project management professionals interested in autonomous working and self-organizing.Table of Contents1. Introduction.- 2. A Systematic Approach to Agile Management and Self-Organization for a Sustainable Transformation of Organizations.- 3. Identifying Organizational Issue for Digital Transformation by Analyzing IT Dispute Cases.- 4. Sensemaking by Project Managers; Previous Research, Present Findings, and Future Direction.- 5. Identification of Governance Structures for Private Public Partnership (PPP) Project through Social Network Analysis.- 6. Motivating Self-Organizing Agile Teams in New Technology-Based Firms: An Exploratory Study.- 7. A New Model of Project, Program, and Portfolio Recovery to Tackle Covid-19 in Construction Projects.- 8. Let us Integrate Self-Organisation and Stakeholders into the Development of Infrastructure Projects, Because We Need More Creativity and Satisfying Solutions.- 9. Rapid Literature Review on Danish Megaproject Studies: Taking Stock and Moving Forward.- 10. Evaluation of Managerial Flexibilities in Critical Path Method Based Construction Schedules.- 11. How Construction Projects Can Be Agile.- 12. New Work – Can Increasing Self-Organization Contribute to a New Design of Work?.- 13. Open Innovation in Practice – Challenges and Results in Telecommunication Sector.- 14. Value-Orientated Decision Making in Agile Project Portfolios.- 15. Energy Entropy Structure of a Project-Oriented Organization.- 16. Self-Organizing Project Management with Critical Thinking in Infodemic vs Pandemic COVID 2019.- 17. Revisiting Shenhar and DVIR’S Diamond Model: Do We Need an Upgrade?.- 18. Client Experience on Projects.- 19. Self-Awareness, Assessment and Organization with Personal Agility.- 20. Insights of a Transformation Journey in an Agile Environment.- 21. Invitation to Experiments with Organizational Change.

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Book SynopsisIn a digitized world, organizations and individuals have to deal with several challenges. Both public and private organizations must revise their processes and create new ones to take advantage of new opportunities and respond to emerging threats. At the same time, people need to redesign their personal and professional lives to create situations or conditions conducive to achieving their goals in an ever-expanding digital environment. This book contains a collection of research contributions that address the issues that individuals, organizations, and society face when operating in a digitized world. The plurality of views offered makes this book particularly relevant to academics, businesses, and public sector organizations. It gathers a selection of the best papers (double-blind peer-reviewed) presented at the Annual Conference of the Italian Section of AIS in October 2020 in Pescara, ItalyTable of ContentsIndividual perspectives. Engaging individuals in digital working practices.- Producing knowledge out of the academic box. A service-based view of citizen science.- Sustain the abilities of the future SMEs' empirical study.- How smart is this working? Traces of proactivity in the Italian experience during Covid-19.- Work Digitalization and Job Crafting: The Role of Attitudes toward Technology.- When technology is taken for granted: the paradox of co-working.- Managerial perspectives. Coproducing intangible assets and values in organizations.- Disability management as a corporate social innovation process.- Throw money at ICD? The effect of the Global Financial Crisis on the link between Intellectual Capital Disclosure and (non-)audit fees.- Why more CSR disclosure does not mean more favourable CSR perception? Insights from fast fashion industry of Italy.- Exploring Sustainability discourse in Accounting: a literature analysis.

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Book SynopsisInnovation is occurring at a rapid pace in digital work and demands increasing attention from academic scholars. In line with this demand, this book aims to provide an overview of recent advances in studies of innovation and technology in the digital space. The book addresses the cultural elements influencing the diffusion and adoption of digital technologies, the pervasive role of social media, the organizational challenges of digital transformations, and finally specific emerging technologies such as artificial intelligence and distributed ledger technology. The plurality of views offered makes this book particularly relevant to practitioners, academics, and policymakers, and provides an up-to-date view of the latest developments in Information Systems. It gathers a selection of the best papers (double-blind peer-reviewed) presented at the annual conference of the Italian AIS Chapter in October 2020 in Pescara, Italy.Table of ContentsExploring Innovation in a Digital World: an Introduction.- Digital Trends.- AI-powered curricula selection: a neural network approach suited for small and medium companies.- Adoption of Smart Speakers for Voice Shopping.- To err is (only) human. Reflections on how to move from accuracy to trust for medical AI.- An Emerging Digital Ecosystem: Blockchain Competence Certification Networks.- How Distributed Ledger Technology Can Influence Trust Improving Data Sharing in Collaborative Networks.- Individual culture, language and values.- Cultural proximity and firm innovation: the moderator role of digital technolo-gies.- Crowdfunding as entrepreneurial investment: the role of local knowledge spillover.- It’s not only what you say but “how” you say it: linguistic styles and ICOs success.- Exploring Socioemotional Wealth debate: a bibliometric analysis.- Does self-attribution impact on investor perception about cryptocurrency market efficiency? The mediating role of overconfidence.

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Book SynopsisThis two volume work examines the role of spiritual and religious traditions as a balancing force during times of crisis in organizational settings. Elucidating the varied ways in which spiritual/religious traditions provide new ways of coping in unprecedented times, the chapters provide an integrative review and critical analysis of recent research in the field. Bringing together an extraordinary compendium of religious/ spiritual traditions through a combination of Eastern and Western approaches, this comprehensive work provides a new perspective and highlights alternative mechanisms to deal with current socio-economic dilemmas and workplace crisis facing humanity. Weaving together various strands in a systematic manner, Volume 1 focuses on the faith traditions and practices including Hinduism Sikhism, Quakerism, Catholicism, Presbyterianism, Abraham religions, while Volume 2 focuses on spiritual traditions including Buddhism and Confucianism. Within the chapters of Volume 1, the authors offer critical explorations of a wide range of topics ranging from crisis management, community responses to Covid-19, environmental degradation and inclusive economic growth. Table of ContentsINTRODUCTIONCHAPTER 1: Introduction: Faith traditions in Unprecedented TimesSIKHISMCHAPTER 2: Sikhism and Covid-19: Ethics of community service and activismCHAPTER 3: Sikhism and Sustainability: New approaches to environmental ethicsCHRISTIANITYCHAPTER 4: ‘Work as a calling’ – Mitigating the decline in social capitalQUAKERISMCHAPTER 5: The potential and limitations of Quaker discernmentPRESBYTERIANISMCHAPTER 6: The Presbyterian virtue of thrift in traditional Scottish bankingABRAHAMIC RELIGIONSCHAPTER 7: Morally Responsible Behavior in Unprecedented Times: Relevance of Sacred Texts of Abrahamic Religions to Workplace BehaviorHINDUISMCHAPTER 8: LESSONS FROM ANCIENT INDIAN SCRIPTURES FOR BUSINESS AND SOCIETYBAHAICHAPTER 9: ERADICATING EXTREMES OF POVERTY AND WEALTH: A COLLECTIVE UNDERTAKING AND A DETERMINANT OF JUSTICE

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Book SynopsisThis two volume work examines the role of spiritual and religious traditions as a balancing force during times of crisis in organizational settings. Elucidating the varied ways in which spiritual/religious traditions provide new ways of coping in unprecedented times, the chapters provide an integrative review and critical analysis of recent research in the field. Bringing together an extraordinary compendium of religious/ spiritual traditions through a combination of Eastern and Western approaches, this comprehensive work provides a new perspective and highlights alternative mechanisms to deal with current socio-economic dilemmas and workplace crisis facing humanity. Weaving together various strands in a systematic manner, Volume 1 focuses on the faith traditions and practices including Hinduism Sikhism, Quakerism, Catholicism, Presbyterianism, Abraham religions and the Bahá’í tradition. Volume 2 focuses on spiritual traditions including Buddhism and Confucianism. Within the chapters of Volume 2, the authors offer critical explorations of a wide range of topics ranging from crisis management, community responses to Covid-19, ethics, mindfulness, and approaches to pedagogy and organizational research methodologies.Table of Contents​INTRODUCTIONCHAPTER 1: Introduction: Spiritual traditions and practices in Unprecedented TimesBUDDHISMCHAPTER 2: Buddhist Right Mindfulness in Unprecedented times: Implications for CrisisCHAPTER 3: Buddhist-enacted practices through a critical lens: Implications for coping mechanisms with impermanence and unprecedented timesCONFUCIANISMCHAPTER 4: Harmony in Taiwan’s Covid Response and MacIntyrean GoodsCHAPTER 5: Confucian Ethics and Ritual: Combatting the “Hell of the Same”CHAPTER 6: Humanistic leadership in the Confucian context: Philosophical foundations and empirical implicationsPEDAGOGYCHAPTER 7: Zen koan pedagogy: An alternative approach to management educationMETHODOLOGYCHAPTER 8: Designing and Implementing Ecological Models in Organization Studies: Fuzzy Cognitive Mapping Approach (FCM)

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