Organizational theory and behaviour Books
Springer International Publishing AG Unlocking the Potential of Diversity in
Book SynopsisThis book seeks to explain the nature of discrimination and exclusion and why these are so prevalent in our societies. The continued failure to overcome these obstacles prevent organisations from taking advantage of the significant benefits and returns that come from being inclusive in the face of diversity. It explores the key drivers of non-inclusive behavior and how they can be countered before providing guidance on how organisations can successfully pursue inclusive culture change. With a mix of applied academic theory, practical examples and real-world experiences, the book examines the topic of D&I from four perspectives: (I) Why diversity and inclusion matters. (II) The forces of exclusion and isolation. (III)The imperative conditions of change. (IV)The organisation of the culture transformation process.In doing so, the book meets the diverse needs of those involved in corporate governance, board members, executives, and even consultants who want to understand the intricacies of cultural diversity and inclusion and why so many programmes fail. For academics in organisational behavior, equity, diversity, and inclusion, trained in the social sciences and anthropology, the book offers a guide to the practical application of theory and the implementation of policies that cannot rely on the assumption of stability and consistency. This book is an invitation to anyone who wants to take on the challenge of making a difference and organisational change a reality. Dr. Doyin Atewologun, psychologist, scientist, practitioner and leading expert in the field of promoting inclusion and excellence in organizations, provided valuable consultancy to the author during the creation of this book.Table of ContentsPart I. Of Diversity and Discrimination.- Chapter 1. The Sins of Our Fathers.- Chapter 2. Times of Change – Where Are We Now?.- Chapter 3. Diversity Rocks – Why Do We Care?.- Part II. Identifying the Scale of the Challenge.- Chapter 4. Birds of a Feather Flock Together – Living Apart Together.- Chapter 5. Breaking the Mould – Why Traditional D&I Programmes Fail.- Part III. Campaigning for Change.- Chapter 6. Culture Change – What It Is and How It Works.- Chapter 7. Office Politics – How Organisational Dynamics Help or Hinder Change.- Chapter 8. Office Politics – Marketing the Change.- Chapter 9. Imperative Conditions of Change – What Are the Critical Success Factors?.- Chapter 10. Inclusive Leadership – the Imperative Inclusive Leadership Traits.- Chapter 11. Clearing the Attic – the Imperative Condition of a Trust Culture.- Chapter 12. Living Dialogue – the Imperative Condition of a Living Conversation.- Chapter 13. Living Dialogue – the Imperative Condition of a Living Conversation.- Part IV. The Governance of D&I – Best Practice Standards.- Chapter 14. Inclusive Governance – Making It Happen.- Chapter 15. Inclusion Metrics – Defining Success of Diversity & Inclusion.- Chapter 16. Be the Change - Corporate Responsibility and Impact Beyond the Firm.- Chapter 17. Best Practice Standards – From Compliance to Culture.- Chapter 18. Conclusion.
£42.74
Springer International Publishing AG The Neurology of Business: Implementing the
Book SynopsisThis book describes the neurology of a business as a new dimension of organization and as a basis for success in a complex world. Comparing organizations with living organisms, it places an organization’s neurology (control and communication) as a third dimension beside its anatomy (structure) and physiology (process). Overlooked by classical organizational theory, this third dimension offsets its typical drawbacks. The Neurology of Business introduces Stafford Beer’s Viable System Model (VSM) and shows how this helps managers to diagnose, discover, and unleash the potential and performance lying dormant in today’s enterprises.The book is based on numerous consulting projects and management seminars conducted in Europe, America, and Asia. It guides the reader through the diagnosis and design process and illustrates application issues with practical examples. In this way, the book provides managers with the language needed to have meaningful conversations about how their organizations are functioning. As such, it will benefit managers in business and nonbusiness organizations, as well as readers interested in general management.Table of ContentsPart I. Necessity and Benefits of the Third Dimension.- Chapter 1. Introduction.- Chapter 2. The Ten Cardinal Mistakes of Organizing.- Part II. The Viable System Model.- Chapter 3. A Model of Steering and Communication.- Chapter 4. Introduction to the Model.- Chapter 5. Russian Dolls.- Chapter 6. Hierarchy and the Redundancy of Potential Command.- Part III. Diagnosis and Design.- Chapter 7. Overview of the Diagnostic Process.- Chapter 8. Diagnosing and Designing the Basic Structure (Step I).- Chapter 9. Mastering Complexity (Excursus).- Chapter 10. Manageable or Not? (Step II).- Chapter 11. Mission-critical Tasks (Step III).- Chapter 12. Centralized or Decentralized (Step IV).- Chapter 13. Diagnosing and Designing the Control Functions (Step V).- Chapter 14. Diagnosing and Designing Communication Channels (Step VI).- Part IV. From Knowledge to Implementation.- Chapter 15. Making the Organization Understandable (Step VII).- Chapter 16. Successful Implementation.- Chapter 17. Quick Diagnoses.- Chapter 18. Balancing Present and Future.
£42.74
Springer International Publishing AG Changing Employee Behavior: How to Drive
Book SynopsisAn important part of every manager's job is changing people's behavior: improving someone’s performance, helping them better manage relationships with colleagues, or sometimes even stopping them doing something. Yet, despite the fact that changing people's behavior is such a fundamental skill for managers, there is little in the way of systematic support for them to go about it.This book changes that, revealing simple but powerful techniques for changing behavior that experts from a range of disciplines have been using for years. Drawing upon proven methods from psychology, psychotherapy, and behavioural economics, it presents a comprehensive toolkit that managers can use to improve the performance of staff and address some of the most common challenges they face. With a new foreword and three new chapters, this revised edition expands on the original by showing how organisations and leaders have used the techniques presented in it, how these methods have become even more relevant in the post-pandemic world, and how it has been applied the broader challenge of workplace culture change. Finally, supplementary videos add detail to this new content, with examples and explanations presented by the authors.Videos via app: download the SN More Media app for free, scan a link with play button and access videos directly on your smartphone or tablet.Table of Contents1 How to Help Change Happen2 Four Ways to Think about Change 3 Intrinsic Motivation: The Science of Commitment 4 Extrinsic Motivation: Using Reward and Punishment 5 Ability 6 Psychological Capital: Believing You Can Succeed 7 Psychological Capital: Willpower and Resilience 8 How to Build, Break, and Change Habits 9 Gamification 10 Nudging 11 Becoming an Architect of Change 12 What We’ve Learnt 13 What We Do Differently 14 Frequently Asked Questions
£26.59
Springer International Publishing AG A Better World, Inc.: Corporate Governance for an
Book SynopsisThe first edition of A Better World, Inc. showed how companies can profit by solving global problems. Increasingly, companies and investors are capitalizing on these opportunities. The three factors necessary for success were revealed to be effective corporate governance, stakeholder engagement, and collaboration. Racial equity and justice, and gender equity, were also themes in the original edition. By drawing on new research and case studies, this updated edition shows that inclusion and sustainability are in fact fundamental prerequisites for prosperity for companies and society. Specifically, racial inequity and injustice, and gender inequity, are systemic problems that impede businesses from achieving their greater potential in the global marketplace; in the meantime, society suffers as well. The second edition of A Better World, Inc. builds on the first by showing that companies have the power and incentives – and their boards of directors have the responsibility and the authority – to drive solutions to social, economic, and environmental challenges. Readers will learn how companies and their boards, together with nonprofits and governments, can drive prosperity by centering equity and sustainability.This edition is organized to address environmental, social, and governance practices, which are priority interests for investors, media, the public, government, and others to assess company practices and profitability. Table of ContentsChapter 1: Introduction.- Chapter 2: Climate and Environment.- Chapter 3: Economic Development.- Chapter 4: Education.- Chapter 5: Health.- Chapter 6: Human Rights.- Chapter 7: Corporate Governance for an Inclusive, Sustainable, and Prosperous Future.
£28.49
Springer International Publishing AG Moments of Leadership: How to become a
Book SynopsisThere are moments in leadership when opportunities open up: Opportunities for better teamwork, opportunities for orientation, for professional conversations, and for personal development and reflection. This book describes over 60 such opportunities, pragmatic, solution-oriented, and tested for many years. Based on concrete examples, it thus provides impulses for effective strategies and new ways of solving problems in all areas of cooperation and leadership. The book is intended to serve as a guide from which not only leaders but also managers and coaches can benefit. Table of ContentsMoments are chances: Introduction.- Part I: Leadership today.- Important dimensions of the CONVERSATION that determine success or failure.- Moments in RELATIONSHIPS.- MOMENTS OF STRESS.- MOMENTS OF TABOO TOPICS.- MOMENTS of CHANGE.- Moments as a Coach.- MOMENTS OF METHODOLOGY.- MOMENTS within the TEAM.- Part II: Leadership tomorrow.- WHEN DOES THE FUTURE ACTUALLY BEGIN?.- What kind of CHALLENGES will you confront as the manager of Millennials?.- Why do you need INSPIRATION to manage Millennials successfully.- What kind of ORGANIZATION and CULTURE do Millennials need?
£71.99
Springer International Publishing AG Charting Change: A Visual Toolkit for Making
Book SynopsisExecutives are under escalating pressure to deliver increasing profits every quarter, while technology advances at an increasing rate. In such a pressure-cooker environment, leaders must hard-wire their organizations to be mindful of costs while simultaneously becoming more flexible and faster at planning and executing the change programs required by innovation and the shifting demands of the customer. The companies that successfully innovate and stay at the top of their industries have one thing in common – they learn fast and manage change well.Charting Change provides a set of visual tools that will help you build a coherent approach to change, identifying both the things that will help make the effort successful, and those people and barriers that will try to block the way. Leaders that read and absorb this book will be able to make productive use of the tools to drive buy-in, alignment, and successful change outcomes across the organization, its systems, and its culture.This second edition features new topics such as architecting for change, overcoming resistance to change, and systems thinking, as well as new visual tools such as the Organizational Agility Framework. This book will help leaders and managers visualize, plan, and execute change and transformation in a more accessible, visual, and collaborative way. Once you are done reading Charting Change you will approach any big change with confidence.Table of Contents1. Changing Change2. Architecting for Change (introduce pyramid model and hypothetical business architecture example)· BONUS FEATURE – Guest Expert TBD: Specialized Business Architecture topic3. Planning Change4. Understanding the Current State· BONUS FEATURE – NHS Case Study: Challenging Top-Down Change5. Exploring Readiness for Change and Transitions· BONUS FEATURE – Guest Expert TBD (reaching out to Bill Taylor and Charlene Li): Overcoming Resistance to Change6. Envisioning the Desired State· BONUS FEATURE – Seth Kahan (Guest Expert): Generating Dramatic Surges of Progress7. Picking the Right Target for Your Change Effort8. The Benefits of Change9. The People Side of Change (enhance chapter with information on stakeholder mapping)· BONUS FEATURE – Guest Expert TBD: Our Internal Wiring (neuroplasticity and other topics)10. Building a Continuous Change Culture· BONUS FEATURE – Guest Expert TBD: learning culture or flexible organization topic11. Barriers and Obstacles to Change· BONUS FEATURE – Matthew E. May (Guest Expert): Reverse Engineer Your Strategy by Asking “What Must Be True?”12. Not Everything About Change is Wonderful13. Change Doesn’t Happen in Isolation (Systems Thinking Chapter)· BONUS FEATURE – Guest Expert TBD: Latest in Systems Thinking14. Breaking It Down (enhance chapter with information about agile approach to change backed by the right pacing for change – to avoid change saturation), upgrade mind-sets section on p116 with icons from the infographic – include an introduction of Organizational Agility Framework)15. Now What (The Resource Challenge)· BONUS FEATURE – Beth Montag-Schmaltz (Guest Expert): Bracing for the Next Wave of Change16. Building the Case for Change· BONUS FEATURE – Brett Clay, PhD (Guest Expert): Selling Change17. Communicating Change· BONUS FEATURE – Kate Hammer (Guest Expert): StoryFORMing· BONUS FEATURE – Ty Montague and Rosemarie Ryan (Guest Experts): StoryDoing ® and Organizational Change18. Leading Change (enhance with new content about what it takes to be a good change leader)· BONUS FEATURE—Tanveer Naseer (Guest Expert): How Successful Leaders Champion Change in Today’s Organizations19. Innovation Is All about Change· BONUS FEATURE—Babak Forutanpour (Guest Expert—Case Study): Don’t Dream Alone: Story of Grass-Roots Innovation in a Fortune 500 Company20. Project and Portfolio Management Are about Change (enhance with Visual Project Charter information – including a visual)· BONUS FEATURE—Dion Hinchcliffe (Guest Expert): How Companies Are Discovering New Pathways for Digital Transformation21. Successful Digital and Business Transformations· BONUS FEATURE – Shep Hyken (Guest Expert): Customer Transformation Topic22. The Future of Change· BONUS FEATURE—Rohit Talwar (Guest Expert): Dancing with Disruption: Forces Shaping the Future of Business· BONUS FEATURE—Ayelet Baron (Guest Expert): Change Is Abundant in the Twenty-First Century
£26.99
Palgrave Macmillan Designing Organizations for the Betterment of
Book SynopsisIntroduction.- Chapter 1.- Chapter 2 - Non-Representational Thought, Ethics and Aesthetics.- Chapter 3 Organizational Artefacts.- Chapter 4 The Case for Organization Design as a Non-Unitary Construct.- Chapter 5 - Foundations of Holistic Organization Design.- Chapter 6 - The Hypothesis of Organization Design as Meaning: Sensemaking and Structuration.- Chapter 7 The Hypothesis of Organization Design as Meaning: The Organization Design Gestalt.- Chapter 8 Aestho-Instrumental Coordination and the Ethic-Aesthetic Vision.- Chapter 9 - Organizational Morality through Aesthetic Leadership, Reflective Practice and Responsible Management.- Conclusion.
£33.24
Springer Organisational Behaviour and Design
Book SynopsisPart I: Organizational Behaviour, Leadership, and Culture.- Chapter 1. Corporate Hypocrisy in Focus: a Review of Employee Perceptions.- Chapter 2. Integration of Adult Education Principles Into Strategic Human Resource Management: Implications for Organizational Behaviour and Design.- Chapter 3. Understanding the Academic Personality of Workplace Friendship and Knowledge Management: Insights From Higher Education.- Chapter 4. Unveiling the Power of Female Leadership: a Comprehensive Study on the Viability, Barriers, and Inequalities of Businesswomen in Catalonia.- Chapter 5. How Emotional Intelligence and Leadership Influence Organizational Behaviour?.- Chapter 6. Individual Dimensions of Organizational Change: Unleashing Human Potential for Transformation.- Chapter 7. Aligning Organizational Behaviour and Design: Practical Insights for Managers.- Chapter 8. Theoretical Frameworks for Organizational Design: a Conceptual Model.- Chapter 9. Tightrope-walking Leadership: Flexible and Efficient Leaders.- Chapter 10. Gaps in Organizational Designs! How Internal and External Whistleblowing Occur Within Tourism and Hospitality Organizations?.- Part II: Strategic Management and Organizational Development.- Chapter 11. People Come Bearing Gifts: Generating Cross-cultural Coaching Interventions Through Understanding the Experiences of the International Workforce in Large UK Organizations.- Chapter 12. Decoding Leadership Effectiveness: Implicit and Culturally Endorsed Leadership Theories and Implications for Management.- Chapter 13. EV Charging Stations as a Competitive Advantage and New Business Strategy.- Chapter 14. Contrasting Perspectives on Workplace Discrimination: a Comparative Analysis of Three Countries.- Chapter 15. Managing High Turnover in the Hospitality Industry: Insights on the Psychological Factors and Resource Synergy.- Chapter 16. Resilient and Inclusive Pathways to Sustainable Organizational Design.- Chapter 17. Management Practices in Companies in Poland in the Context of Global Trends.- Chapter 18. Navigating Generational Dynamics: the Potential of Adaptive Leadership in Cultivating Stronger Relationships With the MZ Generation in Korea.- Chapter 19. The Influence of Different Leadership Styles on Hotel Employees' Communication Satisfaction.- Chapter 20. Chameleon Leader Behaviours in Tourism and Hospitality Businesses.
£151.99
De Gruyter New Directions in Organizational and Management
Book SynopsisThis book provides a valuable review of the disciplines of organizational and management history, illuminating the interconnectedness of these disciplines, identifying gaps in the literature, and sketching a model for a unified field of research and study. This co-authored study is a long-awaited theoretical re-evaluation of organizational and management history. The authors explore the disciplinary advantages of a joint approach to these related fields, noting opportunities for future scholarship, from the wider range of industries and case types to the richer theoretical toolbox. Within this framework, the book investigates interdisciplinary methodologies and surveys and analyzes the most promising of the newest theoretical lenses and empirical approaches in the field. The authors address complex issues from a metacritical perspective, from the emergent theorization of time in the context of organizational identity to the conundrum of case selection for empirical studies. Clear and thorough, the volume creates a compelling theoretical framework for future studies. New Directions in Organizational and Management History inaugurates, and sets the stage for, the new series De Gruyter Studies in Organizational and Management History. Table of ContentsIntroduction The introduction provides a rationale for the volume, as the first in this new series, and familiarizes the reader with the criteria and procedures that the two authors used in researching and writing the book. Lastly, this introductory section explains how the book is organized and how each chapter responds to the goals of the volume. Part I: A History of Organizational and Management History Chapters: A Brief History of Organizational History A Brief History of Management History Organizational History vs. Management History Gaps in the Literature The first part traces the origin and evolution of the disciplines of organizational history and management history, adopting a global approach to the literature review. In exploring these fields in relation to one another, the authors envision a more integrated field in which the two disciplines benefit from each other’s methodologies, theoretical frameworks, and research agendas. Within this framework, this part identifies and discusses the gaps in the literature, some of which are expanded upon in parts II and III. Part II: New Directions in Theoretical Framing Chapters: Interdisciplinary Collaborations Multimethod Approaches New Theoretical Lenses (e.g., understanding time) The second part focuses on new directions in theoretical framing for organizational and management history. Relying on the authors’ survey of historical and recent literature, the part explores the advantages and potential pitfalls of interdisciplinary approaches, hybrid methodologies, and relatively new or underexplored theoretical concepts and perspectives. Part III: New Directions in Empirical Approaches Chapters: Making the Case for Historical Case Studies Case Selection: Underexplored Fields and Industries The third and last part focuses on empirical studies, investigating new directions in the field, particularly the surge of interest in historical case studies and in selecting cases from underexplored industries (e.g., creative industries, fashion, gastronomy, etc.). This part builds on the previous one to shed light on how theoretical models can be built or further developed by expanding the scope boundaries and criteria in case selection, both temporally (e.g., learning from cases from the past) and spatioculturally (e.g., creative fields, nontraditional companies, and/or organizational structures). Conclusion The conclusion discusses the chapters in the book and reflects on the future of the field, setting the stage for subsequent books in the series.
£85.50
De Gruyter De Gruyter Handbook of Organizational Conflict
Book SynopsisThe De Gruyter Handbook of Organizational Conflict Management offers insightful contributions covering a myriad of conflict management topics ranging from fundamental issues, such as emotional intelligence and cultural differences, to cutting-edge themes such as political conflicts and mindfulness training. Renowned conflict management scholars and leading practitioners have contributed chapters to this handbook based on their research and their practical experience in the field of confl ict management. Many of the authors have influenced the topic of conflict management as it has become both a fi eld of academic study in universities and a necessary leadership skill. The handbook is organized in four sections. The first section covers interpersonal conflict management and focuses on perceptions, conflict styles, emotional intelligence, psychological safety, and change. The second section includes ethnic and cultural issues in organizational conflict management, such as microaggressions, ethnicity and religion, and political conflicts. The third section offers methods for managing organizational conflicts, including mediation, negotiation, ombudspersons, and conflict coaching. This section also offers guidance on developing an organizational conflict management system and discusses HR’s role in managing conflicts. The fourth section introduces chapters on special topics in conflict management, such as workplace bullying, gender issues, birth order personality, human connections, and forgiveness. This handbook is an essential reference for scholars and practitioners. It offers organizational leaders insights into the causes and solutions to organizational conflict management. In addition, it is an excellent textbook for undergraduate and graduate courses in organizational conflict management. Table of ContentsSection 1 – Interpersonal Conflict Management 1. Understanding Perspectives and Viewpoints in Organizational conflict management (OCM)2. Communication and OCM3. Emotional Intelligence and OCM4. Conflict Styles in OCM5. Mindfulness and Self-Awareness OCM Section 2 – Organizational Conflict Management 6. Employee Engagement and OCM7. Working with Different Generations and OCM8. Change and Conflict in OCM9. Collaborative Practices in OCM10. Designing Conflict Management Systems in OCM Section 3 – Intercultural, International, and Ethnic Conflict Management 11. Intergroup Conflict in OCM12. Stereotypes and Bias in OCM13. Eastern and indigenous perspectives in OCM14. Ethno religious conflicts in OCM15. Political conflicts in OCM Section 4 – Methods for Managing Organizational Conflicts 16. Negotiation in OCM17. Mediation in OCM18. Facilitation in OCM19. Role of Organizational Ombudspersons and OCM20. Coaching in OCM Section 5 – Special Topics 21. Workplace Bullying in OCM22. Forgiveness in OCM23. The Importance of Soft Skills in Managing Conflicts24. Women’s issues in OCM25. LGBTQ issues in OCM
£112.10
Springer International Publishing AG Integrated Maintenance Planning in Manufacturing
Book SynopsisThis book introduces the concept of integrated planning for maintenance and production taken into account quality and safety for high global socio-economic impact. It provides insight into the planning process at a global level starting from the business level and ending with the operational level where the plan is implemented and controlled.Table of ContentsIntroduction.- Maintenance in Manufacturing Environment: An Overview.- Integrated Maintenance Planning.- Health, Safety and Sustainability in Maintenance.- Ethics in Maintenance.- Recent and Future Trends in Maintenance.
£42.74
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Organizations: Social Systems Conducting
Book Synopsisto do to ensure survival, and (2) principles for designing organizational structures in such a way that they can realize the required functions adequately. In the course of their elaboration, we will show that these principles are general – i.e., that they hold for all organizations. 1.5 Conceptual Background To describe organizations as social systems conducting experiments and to present principles for designing an infrastructure supporting the “social experiment,” we use concepts from (organizational) cybernetics, social systems theory, and Aristotle’s ethics. In this book, we hope to show that concepts from these traditions – as introduced by their relevant representatives – can be integrated into a framework supporting our perspective on organizations. To this purpose, we introduce, in each of the following chapters, relevant concepts from an author “belonging” to one of these three traditions and show how these concepts contribute to describing organizations as social experiments (in Part I of the book), to formulating principles for the design of functions and organization structures supporting meaningful survival (Part II), and to formulating principles for the design of organization structures enabling the rich sense of meaningful survival (Part III). Of course, the relevance of cybernetics, social systems theory and Aristotle’s ethics can only be understood in full, after they have been treated in more detail – but based on what we said above, it may already be possible to see why these theories have been chosen as conceptual background.Table of ContentsIntroducing Organizations as Social Systems Conducting Experiments.- Introducing Organizations as Social Systems Conducting Experiments.- The experimental and social arche of organizations.- The Experimental Arche: Ashby’s Cybernetics.- The Experimental Arche Continued: Von Foerster on Observing Systems.- The Social “arche,” Organizations as Social Systems: Luhmann.- Epilogue to Part I: The Two “Archai” Combined.- Designing Organizations as Social Systems Conducting Experiments.- Beer: Functional Design Principles for Viable Infrastructures.- Specific Design Principles: de Sitter’s Organizational Structures.- Epilogue to Part II: functional and specific design principles.- Poor and Rich Survival.- Poor Survival: Disciplining Organizational Behavior.- Towards Rich Survival: Aristotle.- Organizational Structures Supporting Rich Survival.- Epilogue.
£104.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Project Management with Dynamic Scheduling:
Book SynopsisThe topic of this book is known as dynamic scheduling, and is used to refer to three dimensions of project management and scheduling: the construction of a baseline schedule and the analysis of a project schedule’s risk as preparation of the project control phase during project progress. This dynamic scheduling point of view implicitly assumes that the usability of a project’s baseline schedule is rather limited and only acts as a point of reference in the project life cycle. Consequently, a project schedule should especially be considered as nothing more than a predictive model that can be used for resource efficiency calculations, time and cost risk analyses, project tracking and performance measurement, and so on.In this book, the three dimensions of dynamic scheduling are highlighted in detail and are based on and inspired by a combination of academic research studies at Ghent University (www.ugent.be), in-company trainings at Vlerick Business School (www.vlerick.com) and consultancy projects at OR-AS (www.or-as.be). First, the construction of a project baseline schedule is a central theme throughout the various chapters of the book, and is discussed from a complexity point of view with and without the presence of project resources. Second, the creation of an awareness of the weak parts in a baseline schedule is discussed at the end of the two baseline scheduling parts as schedule risk analysis techniques that can be applied on top of the baseline schedule. Third, the baseline schedule and its risk analyses can be used as guidelines during the project control step where actual deviations can be corrected within the margins of the project’s time and cost reserves.The second edition of this book has seen corrections, additions and amendments in detail throughout the book. Moreover Chapter 15 on "Dynamic Scheduling with ProTrack" has been completely rewritten and extended with a section on "ProTrack as a research tool".Trade ReviewFrom the reviews of the second edition:“This book is brought in such a way that it is able to inform a wide audience about the current state-of-the-art principles in dynamic project scheduling. The target audience can consist of undergraduate or MBA students following a project management course, participants of company trainings with a focus on scheduling or software users who search for added value when using software tools. … I recommend this book as a compliment to your project management studies and especially for those already working in this area.” (Inspire and Action blog, inspireandaction.wordpress.com, December, 2013)Table of ContentsPreface.- I Scheduling without resources.- II Scheduling with resources.- III Project control.- IV Scheduling with software.- V Conclusions.- Index.
£149.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Innovation 2.0: Unternehmenserfolg durch
Book SynopsisKlassische hierarchische Organisationskonzepte bieten Innovationen nicht mehr den richtigen Nährboden. Innovationen sind nicht länger nur Angelegenheit einzelner Mitarbeiter oder einzelner Teams - eine erfolgreiche Unternehmensentwicklung kann nur gelingen, wenn sich das gesamte Unternehmen zur Innovationsorganisation wandelt. Manfred Noé plädiert für ein zweites Betriebssystem im Unternehmen, bestehend aus einem neuartigen Innovationsmanagement und diversen Innovationsteams. Mithilfe einer offenen, netzwerkartigen Struktur können Innovationen so gezielt angestoßen und umgesetzt werden. Table of ContentsErfolgsfaktoren.- Das „zweite Betriebssystem“.- Teamorganisation für Innovationsvorhaben.- Die Methode 4xI.- Schützen von Innovationen.- Werkzeuge.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Korruptionsprävention: Klassische und
Book SynopsisIn diesem Werk werden personalwirtschaftliche und organisatorische Instrumente der Korruptionsprävention dargestellt und auf ihre praktische Wirksamkeit hin untersucht. Dabei wird vor allem auf Probleme der Implementation und wirtschaftlichen Umsetzung eingegangen.Die in der Praxis diskutierten Maßnahmen zur Korruptionsprävention wurden bisher nicht hinreichend empirisch überprüft. Da der Aufwand zur Implementation derartiger Maßnahmen für Kommunen und Unternehmen jedoch sehr groß und stellenweise mit dem Einbringen erheblicher Ressourcen verbunden ist, muss es Aufgabe der Organisationssoziologie und Personalwirtschaft sein, diese Lücke zu schließen. Dabei geht es darum, den Bezug einzelner Maßnahmen zu grundlegenden wissenschaftlichen Theorien und Erkenntnissen der jeweiligen Disziplinen herzustellen und die Rahmenbedingungen für eine erfolgreiche Implementation der präventiven Maßnahmen zu klären.Table of ContentsInstrumente der Korruptionsprävention.- Mensch: Integritätstests.- Organisation: Schwachstellenanalyse.- Personal: Risikoanalyse.- Institutionen: Antikorruptionsbeauftragter.- Hinweisgebersysteme: Whistleblowing.- Externe Unterstützung: Ombudsleute.- Lebensweltorientierte Korruptionsprävention.- Compliance.- Organisationale Integrität und Integritätsmanagement.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG 250 Keywords Organisation: Grundwissen für
Book SynopsisVon der Abstimmungskollegialität über die Fayol-Brücke und Make or Buy bis zum Workflow Management: Die Sprache der Organisation zeichnet sich durch unzählige Fachtermini und Anglizismen aus. Einen ersten schnellen Überblick verschafft das vorliegende Nachschlagewerk. Anhand von 250 übersichtlichen Schlüsselbegriffen werden die Grundkonzepte und -theorien der Organisation erläutert. Die Erklärungen sind kompakt und verständlich formuliert und bieten somit Basiswissen für alle, die einen schnellen Einstieg in die Praxis suchen, sich für Organisation interessieren oder ihr vorhandenes Wissen auffrischen möchten.Table of ContentsGrundlagen und Funktionen der Organisation.- Organisationstheorien.- Methoden und Techniken.- Organisatorischer Wandel.
£14.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Instrumente systemischen Handelns: Eine
Book SynopsisDas Zusammenwachsen der Welt und der rasche Wandel fordern uns alle heraus, als Einzelne, aber auch als Organisationen, Unternehmen und menschliche Gemeinschaften. Was systemisches Handeln bei diesen schwierigen Anpassungsprozessen leisten kann, zeigt dieses Buch anhand einer inspirierenden Einführung in die Welt des systemischen Denkens und einer Auswahl praktischer Instrumente. Die Themen sind: Großgruppenarbeit, Umfeldanalyse, Strategieentwicklung,Steuerung, Kompetenzentwicklung, Evaluation und viele mehr. „Instrumente systemischen Handelns“ ist Handbuch, Lese- und Lernbuch zugleich. Es wendet sich an Führungskräfte in Organisationen und Verwaltungen, Lehrer/innen, Trainer/innen und Coaches, Politiker/innen und politisch Aktive, die erkannt haben, dass es darum geht, im eigenen Verantwortungsbereich schöpferisch tätig zu sein und neue Antworten auf bestehende, vorausgeahnte und – ja, unvorhersehbare Probleme zu geben.Trade Review„Dieses Buch ist aus großer Erfahrung gespeist und von praxisrelevanter Systemtheorie durchdrungen. Ich kenne kein vergleichbares Buch – unbedingt empfehlenswert.“Prof. Dr. Christoph Mandl, Institut für Betriebswirtschaftslehre, Universität Wien, Direktor von Mandl, Lüthi & Partner, WienTable of ContentsSystemisch denken, systemisch handeln.- Komplexe Systeme steuern.- Praktische Hinweise.- Sprechen.- Visualisieren.- Inszenieren.- Situation analysieren.- Umfeld analysieren.- Strategie entwickeln.- Planen.- Steuern.- Managen.- Verhandeln.- Kompetenz entwickeln.- Wissen.- Evaluieren.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Leistung und Leichtigkeit: Das wahre Potenzial
Book SynopsisLeistung gepaart mit Leichtigkeit, das ist es. Erst diese Kombination stellt das wahre Potenzial von Menschen, Teams und Organisationen dar. Wenn die Menschen ihre Möglichkeiten ausschöpfen und ganze Organisationen wie gut eingespielte Mannschaften agieren, dann ist ein Unternehmen nicht nur wirtschaftlich erfolgreich, sondern alle ziehen an einem Strang und alle identifizieren sich mit der gemeinsamen Leistung. Wie es gelingt, in den Zustand dieser organisatorischen Top-Liga zu kommen, zeigt dieses inspirierende Buch auf. Es beweist, dass Leistung und Leichtigkeit gleichzeitig gelingen können, aber nur gemeinsam, als Mannschaft.Table of ContentsDie kühne Idee.- Organisationen: Ein Schatten ihrer selbst.- Traditionelle Ansätze haben Grenzen.- Coaching: Mehr davon!.- Non-Profit: Motivation pur.- Sport: Das Team und der Einzelne.- Die Organisation als Mischpult.
£28.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Methodische Probleme in der empirischen
Book SynopsisDas Buch diskutiert zentrale Methoden und methodische Probleme der empirischen Organisationsforschung. In modernen Gesellschaften sind in nahezu allen Lebensbereichen Organisationen – wie z.B. Betriebe und Unternehmen, Verwaltungen, Schulen und Hochschulen, Krankenhäuser oder Vereine – von entscheidender Bedeutung. Organisationsbezogene Fragestellungen besitzen damit sowohl in der soziologischen als auch in der ökonomischen Forschung einen großen Stellenwert. Daraus resultiert nicht nur ein vermehrter Bedarf an Organisationsdaten, sondern es ergeben sich zugleich auch spezifische Fragen des methodischen Vorgehens im Rahmen von empirischen Organisationsstudien. Der vorliegende Band widmet sich diesen Fragen und dokumentiert Beiträge zum interdisziplinären Workshop an der Universität Bielefeld.Table of ContentsGrundsätzliche Fragen zur Methodologie der Organisationsforschung.- Spezifische methodische Herausforderungen der empirischen Organisationsforschung.- Mixed Method Designs.- Quantitative und qualitative Forschungsdesigns in der Organisationsforschung.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Carsharing und die Gesellschaft von Morgen: Ein
Book SynopsisAnhand einer quantitativen Befragung von ca. 1500 Jugendlichen und jungen Erwachsenen aus Baden-Württemberg weist Sarah Witzke eine zurückhaltende Tendenz hinsichtlich der Intention, zukünftig Carsharing-Fahrzeuge anstelle eines eigenen Autos nutzen zu wollen, nach. Sie zeigt, dass der Besitz eines eigenen Wagens für diese Gruppe demnach von großer Bedeutung ist. Durch eine lineare Regressionsrechnung konnten zudem zentrale Einflussfaktoren hinsichtlich der Carsharing-Intention identifiziert werden. Insbesondere der Einfluss bedeutsamer Dritter, die wahrgenommene Carsharingverfügbarkeit sowie das Bewusstsein um die umweltbelastende Wirkung des motorisierten Individualverkehrs sind demnach maßgebend.Table of ContentsProblemaufriss: Nachhaltigere Mobilität als Herausforderung der Zukunft.-Carsharing – ein klassisches Beispiel des gemeinschaftlichen Konsums.-Die Jugend und das Konzept Carsharing.-Theoretische Erklärungsmodelle zur Verkehrsmittelwahl.-Quantitative Hauptstudie: Carsharing als Alternative zum eigenen Pkw?
£44.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Interkulturelle Führung in Organisationen:
Book SynopsisIn diesem Essential wird auf Grundlage neuester Forschungsbefunde ein Modell zur Führung von Mitarbeitern vorgestellt und herausgearbeitet, das insbesondere im interkulturellen Kontext von Bedeutung ist. Des Weiteren werden konkrete Maßnahmen zur Förderung von Führungskompetenzen vermittelt. Dabei wird darauf eingegangen, was es bei der Gestaltung von Auswahlverfahren und Führungskräfteentwicklungsprogrammen zu beachten gilt, um Personen mit interkulturellen Führungskompetenzen zu identifizieren und systematisch zu fördern. Trade Review Table of Contents
£11.77
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Grundlagen der Organisation: Basiswissen für
Book SynopsisDas Lehrbuch bietet eine kurz gefasste Einführung in die Grundfragen des Themenfeldes der Organisation. Es behandelt dabei neben der formalen Seite des Organisierens auch die in den letzten Jahren immer wichtigeren informalen Prozesse, so dass ein vollständiges Bild organisatorischer Wirkfaktoren vermittelt wird. Ausgangspunkt sind jeweils praktische Probleme des Organisierens in Verbindung mit theoretischen Lösungsansätzen, wie zum Beispiel: technologische Reaktionsfähigkeit, Motivationsaufbau, Wandelbarrieren usw. Ziel ist es, den Leser zu befähigen, die Probleme des Organisierens und ihre Querverbindungen zu verstehen und sich die Grundlagen praktischer Organisationsarbeit anzueignen. Das Buch ist direkt für die Verwendung in einer Lehrveranstaltung zugeschnitten. Es ist in 13 Kapitel gegliedert und orientiert sich am typischen Verlauf eines integrierten Lehrmoduls, das Vorlesungs- und Übungselemente beinhaltet.Table of ContentsTeil I: Formale StrukturgestaltungKapitel 1: Grundlagen des OrganisierensKapitel 2: Organisatorische DifferenzierungKapitel 3: Organisatorische IntegrationTeil II: Bestimmungsfaktoren der OrganisationsgestaltungKapitel 4: Umwelt und OrganisationKapitel 5: Technologie und OrganisationKapitel 6: Strategie und OrganisationKapitel 7: Motivation und OrganisationTeil III: Informale OrganisationKapitel 8: Verschiedene Handlungsmuster in OrganisationenKapitel 9: Politische Prozesse in OrganisationenKapitel 10: OrganisationskulturTeil IV: Übergreifende OrganisationsfragenKapitel 11: Ethisches Handeln in OrganisationenKapitel 12: Interorganisationale BeziehungenKapitel 13: Organisatorischer Wandel und Innovation
£26.59
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Wirtschaftsdidaktische Lerndiagnostik und
Book SynopsisTill Sender stellt das Verfahren einer komplexitätswissenschaftlichen, wirtschaftsdidaktischen Lerndiagnostik zum Monitoring ökonomischer Lernprozesse vor. Mit dem Verfahren zeigt der Autor einen Weg auf, wie die Lokalisierung besonders prekärer und zugleich emergenter Lernphasen (sog. liminale Unsicherheitsphasen) während des ökonomischen Lerngeschehens gelingen kann. Dazu werden die Befunde zweier Welten – der qualitativen Schwellenkonzeptliteratur und der quantitativen Komplexitätswissenschaften – zu einem einheitlichen Modell zusammengeführt. Zwei empirische Diagnostikstudien zeigen auf, wie das Verfahren in die lerndiagnostische Praxis eingebracht werden kann. Table of ContentsKomplexitätswissenschaftliche, wirtschaftsdidaktische Lerndiagnostik in liminalen Unsicherheitsphasen.- Diagnostikstudien (Langfristperspektive und Kurzfristperspektive)für die lerndiagnostische Forschung und Praxis.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Finanzkommunikation und Vertrauen im
Book SynopsisMarc Hansmann verbindet Erkenntnisse aus BWL, Psychologie und Soziologie, um Vertrauen in Kreditprozessen - aber auch darüber hinaus in allen Prinzipal-Agenten-Beziehungen - zu untersuchen: Vertrauen ist demnach ein zusätzlicher Lösungsmechanismus für Agentur-Probleme im Kreditprozess. Mit der Erweiterung um den Faktor „Vertrauen“ erklärt er darüber hinaus ein weiteres Phänomen, dessen Existenz zwar nachgewiesen, aber schwer begründbar scheint: die freiwillige Finanzkommunikation. Für die Praxis generiert der Autor konkret anwendbare Handlungsempfehlungen, um eine zielgerichtete Kommunikation mit dem Kapitalgeber zu ermöglichen.Table of ContentsRaum für Vertrauen und die Rolle von Finanzkommunikation im Kreditprozess.- Theoretische Überlegungen zur Integration von Vertrauen in eine Modellierung des Kreditprozesses.- Entwicklung eines integrierten Modells zur Erklärung von Aufbau und Wirkung von Vertrauen im Kreditprozess.- Empirische Untersuchung zum Aufbau von Vertrauen.
£53.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Verhandelte Verrechnungspreise: Determinanten und
Book SynopsisFlorian Tellge geht der Frage nach, welche Anreizwirkungen von Determinanten verhandelter Verrechnungspreise ausgehen. Ausgangspunkte bilden theoretische bzw. forschungshistorische Grundlagen sowie themenrelevante Aspekte der Organisations-, Personal- und Verhandlungsforschung. Auf dieser Basis werden Determinanten verhandelter Verrechnungspreise systematisch aufgearbeitet und ausgewählte Determinanten im Rahmen einer Vignettenstudie empirisch überprüft. Die Ergebnisse der empirischen Untersuchung liefern Hinweise auf die Anreizwirkungen von Verhandlungsgeschick sowie auf die anreizbezogenen Wirkungen eines Eingriffes Dritter in Verrechnungspreisverhandlungen. Table of ContentsBegriffliche und theoretische Grundlagen von verhandelten Verrechnungspreisen.- Themenrelevante Aspekte der Organisations-, Personal- und Verhandlungsforschung.- Systematisierung und Analyse von Determinanten verhandelter Verrechnungspreise.- Empirische Studie zu den Anreizwirkungen verhandelter Verrechnungspreise.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Verhaltensökonomie und Verhaltensfinanzökonomie:
Book SynopsisDieses Buch untersucht menschliche Entscheidungsfindung und erklärt wie die Verhaltenswissenschaft Menschen helfen kann, rationalere Entscheidungen zu treffen. Moderne ökonomische Erkenntnisse werden realitätsnah auf politische Themen angewandt, um verhaltensorientiert dem Gemeinwohl zu nutzen.Die Autorin beginnt mit einer Beschreibung der aktuellen Literatur über menschliche Entscheidungsfehler in Europa und Nordamerika. Eine breite Palette von behavioralen Möglichkeiten wird vorgestellt, die eingesetzt wird, um menschliche Fehlbarkeit zu vermeiden. Es wird erörtert, wie mentale Heuristiken und Anstubser im Finanzbereich und an Wirtschaftsmärkten anhand von einfachen Kommunikationsstrategien genutzt werden können. Schließlich schlägt die Autorin klare Richtlinien für Führungskräfte sowie deren Mitarbeiter*innen vor, um verhaltensorientierte Hilfen im Zuge der Digitalisierung unter ethischen Gesichtspunkten zu verbessern. Dieses Buch richtet sich an Wissenschaftler*innen und politische Entscheidungsträger*innen, die an rationalen Entscheidungen und dem Einsatz von Verhaltensökonomie im digitalen Zeitalter interessiert sind. Table of Contents
£42.74
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Resilienz durch Organisationsentwicklung:
Book SynopsisDieses Open-Access-Fachbuch beleuchtet empirische und theoretische Aspekte einer Organisationsentwicklung, die auf Resilienz als strategischem Leitprinzip abhebt. Vor dem Hintergrund der gegenwärtigen weltweiten Coronakrise ist besonders deutlich geworden, wie wichtig zukunftsfähige und krisenresistente Strukturen und Prozesse für erfolgreiche Organisationen und Unternehmen sind. Resilienz als Fähigkeit zu kontinuierlichem Wandel spielt dabei neben Beständigkeit, dynamischem Wachstum und Innovation eine wichtige Rolle. Vor diesem Hintergrund beschäftigen sich die Beiträge dieses Herausgeberbandes u.a. mit den Möglichkeiten und Grenzen des Einsatzes agiler Methoden in Unternehmen, den Konsequenzen agiler Strukturen für das HRM von Unternehmen sowie den zukünftig benötigten Skills von Mitarbeitenden, um digitale Transformationsprozesse erfolgreich mitgestalten zu können.Alle Beiträge basieren auf empirischen Analysen und wurden durch bewährte Autorenteams aus Lehrenden und Forschenden sowie Unternehmenspraktikern mit akademischem Background erarbeitet. Table of ContentsResilienz und Organisationsentwicklung.- Resilienz durch Unternehmenskultur.- Businessmodell Coworking.- Mögliche Rollen der Energieversorger bei der E-Mobilität.- Resilienz durch soziale Innovation: Erfolgsfaktoren und Barrieren von sozialen Innovationen in der Stadtregion Bern.- Resilience through Innovation.- Mit agilem Mindset zur Resilienz.- Resilienz durch kontinuierliche Prozessoptimierung.- Kann ein Growth Mindset die Agilität im Unternehmen erhöhen?.- Führen in agilen Organisationsstrukturen.- Agiles Human Resource Management.- Flexible Arbeitsmodelle zur steigenden Mitarbeitendenbindung.- Too Big to Fail Applied to Non-Financial Companies.
£33.24
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Generationen-Management: Konzepte, Instrumente, Good-Practice-Ansätze
Book SynopsisDas Buch vermittelt Konzepte, Instrumente und Good Practices-Ansätze, die Orientierung bei der pragmatischen Umsetzung von Generationen-Management am Arbeitsplatz bieten. Expertinnen und Experten zeigen aus einer Vielzahl von (personalwirtschaftlichen) Perspektiven auf, wie Arbeitgeber die Fähigkeit zum Management einer Mehr-Generationen-Belegschaft gezielt entwickeln und sich dadurch einen handfesten Wettbewerbsvorteil erarbeiten können.Der demografische Wandel führt in den 2020er Jahren zu einem massiven Rückgang der Erwerbsbevölkerung, parallel kommt es zu neuen Ansprüchen und Vorstellungen der Beschäftigten im Arbeitsleben. Dessen ungeachtet setzen Arbeitgeber ihre Prioritäten beim Demografie-Management noch oftmals in den Bereichen Gesundheitsförderung und Nachwuchsgewinnung. Für die Zukunftsfähigkeit von Unternehmen kommt es neben der Arbeitsfähigkeit jedoch vor allem auf die Kooperationsbereitschaft und das Engagement der Mitarbeitenden jeden Alters an.Generationen-Management steigert die Arbeitgeberattraktivität und nutzt das Potenzial altersgemischter Belegschaften nachhaltig zum Vorteil von Beschäftigten und Unternehmen. Hierbei sind drei Handlungsfelder wesentlich: die organisationalen und arbeitspolitischen Rahmenbedingungen gestalten, die lebenslange Leistungsfähigkeit fördern und die intergenerative Wertschätzung und Zusammenarbeit stärken. Für die dritte Auflage wurden die Beiträge erneut überarbeitet und aktualisiert. Table of ContentsErfolgsfaktor Generationen-Management.- Baby Boomer und Generation X.- Millennials und Generation Z.- Arbeits- und Beschäftigungsfähigkeit.- Mitarbeiterengagement.- Gesundheitsmanagement.- Generationen-sensible Personal- und Karriereentwicklung.- Arbeitszeiten flexibel gestalten.- New Work.- Herausforderung Führung.
£999.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Holacracy: Funktionen und Folgen eines
Book SynopsisAngesichts der vielfältigen Herausforderungen, mit denen sich Organisationen heute konfrontiert sehen, werden Lösungen häufig in Management-Konzepten vermutet. In diesem Fachbuch untersuchen die Autoren die faktische Ausprägung des Management-Konzepts „Holacracy“ in verschiedenen Organisationen. Sie analysieren, wie das Managementkonzept funktioniert und welche Folgen sich aus dieser spezifischen Funktionsweise ergeben. Beruhend auf den Erkenntnissen, die die Autoren aus der empirischen Analyse ausgewählter holakratischer Organisationen gewinnen, erarbeiten sie generalisierbare Thesen und tragen dazu bei, die Forschungslücke hinsichtlich der empirischen Forschung zur Holacracy zu verkleinern. Zentrale Themen wie die Rolle des Purpose, die Zurechnung von Verantwortung oder die Bedeutung von Regelwerken erscheinen so in einem neuen Licht.Table of ContentsKreise, Komplexität und Krisen – Holacracy auf dem organisationswissenschaftlichen Prüfstand.- Führen ohne Weisungshierarchie. Über die informale Kompensation hierarchischer Kontrolle in holakratischen Organisationen.- Purpose und Selbstorganisation. Über Funktionen und Folgen von Zwecken in holakratischen Organisationen.- Das Holacracy-Paradox. Wie durch präzise Regeln diffuse Regellosigkeit entsteht.- Agilität durch Autonomie? Entscheidungshemmnisse im Konzept der Holacracy.- Schattenorganisationen. Zur Ausbildung informaler Strukturen in holakratischen Unternehmen.- Tauschgeschäfte. Das Verhältnis von Formalität und Informalität in der holakratischen Organisation.
£28.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Organisationsberatung: Gestaltungshinweise zur
Book SynopsisKlienten und Berater haben unterschiedliche Bilder und Vorstellungen über Beratungsprozesse. Diese unausgesprochenen Bilder sind handlungsleitend und damit von zentraler Bedeutung für die Arbeitsbeziehung und die Erfolgschancen in der Beratung. Aufgrund ihrer empirischen Forschung ermitteln die Autoren drei typische Bilder und die damit verbundenen Spiele in der Beratungspraxis und geben konkrete Empfehlungen, wie Praktiker ihre eigenen Bilder erkunden und damit ihre Beratungspraxis überprüfen und neu ausrichten können.Table of ContentsGrundlagen und Perspektiven.- Zugang zur Beratungswelt.- Beratung zwischen Dienstleistung, Politik und Emanzipation.- Produktive Beratungswelten gestalten.
£49.49
Springer Gabler Unternehmensorganisation
Book SynopsisUnternehmen als Organisation.- Strukturelle Ausgestaltung der Unternehmensorganisation.- Prozessuale Ausgestaltung der Unternehmensorganisation.- Ausgestaltung des organisatorischen Wandels.- Konzepte posttraditionaler Organisation.
£28.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Arbeits- und Organisationspsychologie
Book SynopsisDieses erfolgreiche Lehrbuch, jetzt in überarbeiteter 4. Auflage, bietet eine systematische und fundierte Einführung in die Arbeits- und Organisationspsychologie: Wovon hängt es ab, ob jemand zufrieden mit seiner Arbeit ist? Welche Prozesse finden bei Fusionen und Unternehmensübernahmen statt? Wie funktioniert Personalentwicklung? Und was ist »organisationale Sozialisation«? – Ob für die Prüfung oder für die Praxis – hier werden alle Fragen verständlich und ausführlich beantwortet …Table of ContentsI Grundlagen1 Selbstverständnis, Gegenstände und Aufgaben der Arbeits- und Organisationspsychologie2 Geschichte3 MethodenII Organisation4 Organisationstheorien5 Interaktion und Kommunikation6 Gravitation und organisationale Sozialisation7 Führung von Mitarbeitern8 Teamarbeit9 Konflikte in Organisationen10 Organisationsdiagnose11 Organisationsklima und Organisationskultur12 Organisationsentwicklung13 Mergers & Acquisitions: Fusionen und UnternehmensübernahmenIII Personal14 Berufswahl und berufliche Entwicklung15 Anforderungsanalyse16 Personalmarketing17 Personalauswahl18 Leistungsbeurteilung19 PersonalentwicklungIV Arbeit20 Theoretische Modelle des Arbeitshandelns21 Arbeitsanalyse und -bewertung22 Arbeitsgestaltung in Produktion und Verwaltung23 Gruppenarbeit in der Produktion24 Arbeitsmotivation und Arbeitszufriedenheit25 Formen des Arbeitsverhaltens26 Aus- und Weiterbildung: Konzepte der Trainingsforschung27 Psychologie der Arbeitssicherheit28 Wirkungen der Arbeit29 Neue Formen der Arbeit: Das Beispiel TelekooperationV Die Schnittstelle Organisation – Markt: Dienstleistungen30 Dienstleistungstätigkeiten31 Dienstleistungsqualität und Kundenzufriedenheit32 Steuerung der Dienstleistungsqualität
£44.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Führung in der Digitalisierung – Mit Sinn und Selbststeuerung: Führung wird nicht überflüssig, aber die ändert sich gravierend
Book SynopsisZahlreiche Unternehmen setzen auf agile Organisation. In der Umsetzung stellt sich immer wieder die Frage des „wie weiter“, um wirklich auf ein neues Level zu kommen. Wichtig ist der Fokus auf eine konsistente Ausrichtung und Umsetzung von Agilität in der Gesamtführung. Hier setzt das Buch an. Es geht auf die oft zunächst operative Umsetzung von agilen Arbeitsweisen ein und spannt den Bogen zu einer strategisch, strukturell und normativ durchdachten Gesamtkonzeption. In einfachen Geschichten und Bildern wird gezeigt, was Digitalisierung und agile Arbeitsweisen für die Führung in Organisationen bedeutet. Es wird ein leicht verständliches Gesamtbild von zukunftsweisender Führung entworfen. Seine Bestandteile werden entlang von Beispielen aus Sport, Startup-Welt und traditionellen Organisationen erklärt, und es werden konkrete Möglichkeiten geboten, die Umsetzung anzugehen.Table of ContentsEinleitung.- Ausgangspunkt Digitalisierung – Technisierung und Agilität.- Sinn, Selbststeuerung und Leitplanken – normativer Fokus von Führung.- Konkrete Vorgehensweisen für die Umsetzung digitaler Führung.- Schluss.
£11.77
Deutscher Universitatsverlag Management kulturübergreifender
Book Synopsis
£49.49
Uniwersytet Jagiellonski, Wydawnictwo Dynamic Capability–Based Approach to Value
Book Synopsis?Extant management literature provides a quite comprehensive picture of the dynamic nature of value creation, whereas value appropriation has received much less scholarly attention. The number of research works devoted to the complex issues of value receiving, protecting, and retaining is at the moment relatively modest, concerning both theoretical and empirical dimensions. There is a paucity of coherent theoretical frameworks providing insights into the dynamic nature of value appropriation. This book addresses the gap in the body of strategic management literature by providing a dynamic capability-based framework of value appropriation, discussed on a theoretical level and deployed in an empirical investigation.Trade Review[Marta Najda-Janoszka] combines the analysis of the firm's response to strategic discontinuities with the logic of value appropriation, and all this from the perspective of activity clusters of dynamic capabilities. However, the chosen path is different from the typical approach to disaggregation of dynamic capabilities presented in the literature. The monograph stands out by a perfectly conducted theoretical reflection, recognition of the roots of mental concepts, development trends in the literature, and the ability to capture that significant complexity in appealing schemes, which are the key points of the book. -- Wojciech Czakon
£32.30
Springer Verlag, Singapore A Guide to Systems Research: Philosophy, Processes and Practice
Book SynopsisThis guide is designed for systems researchers – emerging and seasoned – searching for holistic approaches of inquiry into complexity, which the Systems Sciences provide. The authors share insight into the foundations of research that are not only systematic in terms of rigor, but systemic in perspective, analysis, design, development, implementation, reporting, and evaluation. This guide also explores researcher competencies necessary to conduct sound systems research. Researchers using this guide will gain understanding of what distinguishes systems research from other types of research and why it is important in research today.Trade Review Table of Contents
£116.99
Springer Verlag, Singapore Corporate Governance Mechanisms and Firm
Book SynopsisThis book begins by analysing the various corporate governance mechanisms explored in the extant literature and determining their effectiveness in enhancing the firm value using multivariate analysis. The findings are of global relevance as the corporate governance regulations of most countries focus on independent directors as the mainstay of good governance. The empirical evidence from the first objective of this study corroborates the claim that independent directors do not strengthen the firms’ governance quality. The book is one of the few works to have analysed the possible reasons behind the ineffectiveness of the independent directors. Also, in view of the famous concept of the bundle of governance mechanisms, it might be possible that the independent directors strengthen the firms’ governance quality indirectly by strengthening other governance mechanisms. This aspect too has little precedence. This study adopts a novel moderation and mediation approach to analyse the monitoring behaviour of independent directors in relation to other governance mechanisms. The work is a must read for corporate players as well as researchers and scholars studying this discipline.Table of ContentsChapter 1: Introduction.- Chapter 2: Evolution of Corporate Governance in India.- Chapter 3: Research Methodology.- Chapter 4: Corporate Governance Mechanisms and Firm Performance.- Chapter 5: Performance Enhancement Effect of Board Independence.- Chapter 6: Constraints Diluting the Effectiveness of Board Independence.- Chapter 7: Concluding Observations.
£104.49
Springer Verlag, Singapore Managing the Post-Colony South Asia Focus: Ways
Book SynopsisThis edited book on South Asia is part of the book series “Managing the Post-colony.” This series is co-edited by Nimruji Jammulamadaka and Gavin Jack and is focused on managing and organising within the historical and contemporary structures of colonization and imperialism within and across nation-states and social domains especially the economic and the cultural domain. This edited book on South Asia is committed to a presentation of indigenous understandings and knowledge around the organizing, religion, language and cultural production through the lens of anti, post and de-colonial thought. This book forces the reader to consider not just what we know but how and where we know and can be instrumental in identifying and challenging dominant modes of management knowledge production. The decolonial movement is closely associated with scholars like Walter Mignolo, Anibal Quijano and others who expose how Western rationality and science, emanating from the enlightenment project, are being used by colonial powers to consolidate their imperial projects. The authors in this book argue that a potent form of colonization is epistemic in nature. This book series seeks to present cutting-edge, critical, interdisciplinary, and geographically and culturally diverse perspectives on the contemporary nature, experience and theorization of managing and organizing in post-colonial location under conditions of coloniality. These conditions subsume ongoing and new forms of colonisation/imperialism, and complex resistances to them, and lives lived outside them, and may be drawn out and investigated in regard to a multiplicity of different business- and management-related topics.The power of domination is its ability to silence other ways of knowing, being and doing. Focus on South Asia: Ways of Managing, Organising and Living delivers a profound critique of Western management theory and its universalistic claims. But, it goes much further to advance other managements and ways of organising from the peoples and communities of South Asia. Stella M. Nkomo, University of Pretoria, South Africa I like very much the orientation and the composition of the volume…you have a) the meaning of management in the West changed after the Industrial revolution and by 1900 became a political issue domestically in the US and before that colonial, as you show in the colonial context of South Asia; b) so the constitution of the settler management as you show with McCaulay, destituted all existing local form of organizing their praxis of living; c) the task now is the reconstitution of the destituted, the pluriversal human (and animals too) self-organization subjected to Western regulations to their own benefit, while materializing their rhetoric of racial destitution (incapable of organizing like us, impossible for them to be like, us we have to teach them civilization, etc.). Walter Mignolo, William H. Wannamaker Professor of Literature and Romance Studies at Duke University, USA Very Impressive and Much Needed Pushkala Prasad, Zankel Chair Professor, Skidmore College.Table of ContentsPart I: Chapter 1.Introduction to the volume.- Chapter 2. Post-colonial Sri Lanka: Literacy rate and economic disparity.- Chapter 3. Multilingualism and management studies in South Asia.- Chapter 4. Permission to narrate: Colonialism, anti-colonialism, postcolonialism and organizational nostalgia.- Chapter 5. Critical realism, reflexivity and the missing voice of the subaltern: The case of postcolonial Sri Lanka.- Part II: Resistance and Re-existence through Communities as Organising.- Chapter 6. Decoloniality as a dialectic between the joint-ness in the familial and commercial spheres of an indigenous business community.- Chapter 7. Bazaar as microcosm of political society.- Chapter 8.Capitalism’s universalizing project and forms of organizing in microfinance industry: Evidence from South Asia.- Part III: Indigenous Ethics of Managing and Organising. Chapter 9. The role of indigenous knowledge in managing the post-colony: Revisiting contemporary Sri Lankan managerial values.- Chapter 10. Islamic ethics and business in the post-colonial World.- Chapter11. Professionalism and the neoliberal workplace: Competing discourses in South Asia.- Part IV: Resistance and Re-existence in Institutionalised Education and Knowledge.- Chapter 12. Dance as a strategy of resistance and resurgence: Kalavanthulu community.- Chapter13. Language, knowledge and retaining sovereignty, resisting commodification: Case of Men Tsee.
£132.99
Information Age Publishing Managerial Practice Issues in Strategy and
Book SynopsisThe field of strategy science has grown in both the diversity of issues it addresses and the increasingly interdisciplinary approaches it adopts in understanding the nature and significance of problems that are continuously emerging in the world of human endeavor. These newer kinds of challenges and opportunities arise in all forms of organizations, encompassing private and public enterprises, and with strategies that experiment with breaking the traditional molds and contours. The field of strategy science is also, perhaps inevitably, being impacted by the proliferation of hybrid organizations such as strategic alliances, the upsurge of approaches that go beyond the customary emphasis on competitiveness and profit making, and the intermixing of time-honored categories of activities such as business, industry, commerce, trade, government, the professions, and so on. The blurring of the boundaries between various areas and types of human activities points to a need for academic research to address the consequential developments in strategic issues. Hence, research and thinking about the nature of issues to be tackled by strategy science should also cultivate requisite variety in issues recognized for research inquiry, including the conceptual foundations of strategy and strategy making, and the examination of the critical roles of strategy makers, strategic thinking, time and temporalities, business and other goal choices, diversity in organizing modes for strategy implementation, and the complexities of managing strategy, to name a few. This book series on Research in Strategy Science aims to provide an outlet for ideas and issues that publications in the field do not provide, either expressly or adequately, especially as regards the comprehensive coverage deserved by certain emerging areas of interest. The topics of the volumes in the series will keep in view this objective to expand the research areas and theoretical approaches routinely found in strategy science, the better to permit expanded and expansive treatments of promising issues that may not sufficiently align with the usual research coverage of publications in the field.Managerial Practice Issues in Strategy and Organization contains contributions by leading scholars on significant issues relating to managerial practices in the field of strategy science research. The 11 chapters in this volume cover the topics of Big Science collaborations, open innovations in pharmaceutical companies, complementary roles and relative optimism of company CEOs, CFOs, and Board Chairs, business modelling, management of uncertainty, meta-management practices, proximity in innovation networks, institutional logics in alliances, and using technology in teaching. The chapters collectively present a wide-ranging review of the noteworthy research perspectives on the managerial practice issues in strategy and organization.
£54.15
Information Age Publishing Managerial Practice Issues in Strategy and
Book SynopsisThe field of strategy science has grown in both the diversity of issues it addresses and the increasingly interdisciplinary approaches it adopts in understanding the nature and significance of problems that are continuously emerging in the world of human endeavor. These newer kinds of challenges and opportunities arise in all forms of organizations, encompassing private and public enterprises, and with strategies that experiment with breaking the traditional molds and contours. The field of strategy science is also, perhaps inevitably, being impacted by the proliferation of hybrid organizations such as strategic alliances, the upsurge of approaches that go beyond the customary emphasis on competitiveness and profit making, and the intermixing of time-honored categories of activities such as business, industry, commerce, trade, government, the professions, and so on. The blurring of the boundaries between various areas and types of human activities points to a need for academic research to address the consequential developments in strategic issues. Hence, research and thinking about the nature of issues to be tackled by strategy science should also cultivate requisite variety in issues recognized for research inquiry, including the conceptual foundations of strategy and strategy making, and the examination of the critical roles of strategy makers, strategic thinking, time and temporalities, business and other goal choices, diversity in organizing modes for strategy implementation, and the complexities of managing strategy, to name a few. This book series on Research in Strategy Science aims to provide an outlet for ideas and issues that publications in the field do not provide, either expressly or adequately, especially as regards the comprehensive coverage deserved by certain emerging areas of interest. The topics of the volumes in the series will keep in view this objective to expand the research areas and theoretical approaches routinely found in strategy science, the better to permit expanded and expansive treatments of promising issues that may not sufficiently align with the usual research coverage of publications in the field.Managerial Practice Issues in Strategy and Organization contains contributions by leading scholars on significant issues relating to managerial practices in the field of strategy science research. The 11 chapters in this volume cover the topics of Big Science collaborations, open innovations in pharmaceutical companies, complementary roles and relative optimism of company CEOs, CFOs, and Board Chairs, business modelling, management of uncertainty, meta-management practices, proximity in innovation networks, institutional logics in alliances, and using technology in teaching. The chapters collectively present a wide-ranging review of the noteworthy research perspectives on the managerial practice issues in strategy and organization.
£91.80
Information Age Publishing Managing Team Centricity in Modern Organizations
Book SynopsisManagers are increasingly employing teams as a primary work unit in organizations, but they are struggling with how to effectively lead the emerging team structures. Intensifying the challenges that they are facing, work restrictions due to the Covid-19 pandemic hastened the move to remote work, flexible work arrangements, and virtual teams. The current volume of Research in Human Resource Management presents literature reviews, conceptual development, and original research evidence to inform the management of teams and spotlight new directions and approaches for team research in this evolving, complex, and dynamic environment.This ten article volume includes an outstanding roster of established and emerging team scholars who define the future of team management research. The volume is presented in four parts. PART ONE introduces perspectives on the science of team research. Joshua Strauss and James Grand present the systems thinking perspective as an alternative to more traditional IPO and multi-level covariation models. Patrick Rosopa introduces a machine learning approach to inductive team research for complex networks and dynamic variable relationships. PART TWO includes three articles that address team performance. Gabe Dickey and colleagues present a model of performance management, leadership, and engagement. Akvile Mockevic iu te and colleagues systematically review the feedback literature for teams and present a model of performance enhancement. John Austin provides a qualitative study that steers transactive memory research in a new direction for teams accessing external expertise. PART THREE offers two articles on individualized flexible work arrangements among team members and their effect on team outcomes. Miriam Baumga rtner and Martina Hartner-Tiefenthaler offer script development and a reflexivity process to address the negative impact of uncoordinated team member job crafting. Chenwei Liao presents empirical evidence about the team efficacy and performance outcomes from servant leadership in managing the i-deals process for team members. PART FOUR includes two articles that address the rising presence of virtual teams by looking at electronic communication and its implications for diverse team members. Julio Canedo and colleagues review literature regarding diversity and virtual teams to inform the development of a model that links measures of diversity and the intervening experience of diversity, types of electronic communication, virtual team processes, and team outcomes. Bill Bommer and James Schmidtke present an empirical study addressing the question of whether team member behavior is different in virtual meetings than face-to-face and whether there is a gender implication for the change to videoconferencing.The volume is designed primarily for scholars in the fields of human resource management, organizational behavior, and industrial-organizational psychology. It also serves the needs of instructors and students in master's and doctoral courses in industrial-organizational psychology, human resource management, or organizational behavior. Each article is grounded in managerial context that will appeal to practitioners in the field.
£51.30
Information Age Publishing Managing Team Centricity in Modern Organizations
Book SynopsisManagers are increasingly employing teams as a primary work unit in organizations, but they are struggling with how to effectively lead the emerging team structures. Intensifying the challenges that they are facing, work restrictions due to the Covid-19 pandemic hastened the move to remote work, flexible work arrangements, and virtual teams. The current volume of Research in Human Resource Management presents literature reviews, conceptual development, and original research evidence to inform the management of teams and spotlight new directions and approaches for team research in this evolving, complex, and dynamic environment.This ten article volume includes an outstanding roster of established and emerging team scholars who define the future of team management research. The volume is presented in four parts. PART ONE introduces perspectives on the science of team research. Joshua Strauss and James Grand present the systems thinking perspective as an alternative to more traditional IPO and multi-level covariation models. Patrick Rosopa introduces a machine learning approach to inductive team research for complex networks and dynamic variable relationships. PART TWO includes three articles that address team performance. Gabe Dickey and colleagues present a model of performance management, leadership, and engagement. Akvile Mockevic iu te and colleagues systematically review the feedback literature for teams and present a model of performance enhancement. John Austin provides a qualitative study that steers transactive memory research in a new direction for teams accessing external expertise. PART THREE offers two articles on individualized flexible work arrangements among team members and their effect on team outcomes. Miriam Baumga rtner and Martina Hartner-Tiefenthaler offer script development and a reflexivity process to address the negative impact of uncoordinated team member job crafting. Chenwei Liao presents empirical evidence about the team efficacy and performance outcomes from servant leadership in managing the i-deals process for team members. PART FOUR includes two articles that address the rising presence of virtual teams by looking at electronic communication and its implications for diverse team members. Julio Canedo and colleagues review literature regarding diversity and virtual teams to inform the development of a model that links measures of diversity and the intervening experience of diversity, types of electronic communication, virtual team processes, and team outcomes. Bill Bommer and James Schmidtke present an empirical study addressing the question of whether team member behavior is different in virtual meetings than face-to-face and whether there is a gender implication for the change to videoconferencing.The volume is designed primarily for scholars in the fields of human resource management, organizational behavior, and industrial-organizational psychology. It also serves the needs of instructors and students in master's and doctoral courses in industrial-organizational psychology, human resource management, or organizational behavior. Each article is grounded in managerial context that will appeal to practitioners in the field.
£91.80
Information Age Publishing System Evaluation Theory: A Blueprint for
Book SynopsisToo often evaluation findings end up on the shelf! Why? Many interventions have several moving parts working together to achieve something each part cannot do independently. Unfortunately, many of the available evaluation approaches oversimplify this reality. A major reason for this is that evaluators do not have a blueprint to plan, and the associated methods to execute, an evaluation fit for this purpose. As such, they revert to using methods with which they are familiar, but are not suitable, for evaluating complex interventions. Consequently, the evaluation findings do not make sense to decisionmakers, so they are ignored. This book provides evaluators of all skill levels with a simple 3-step framework, System Evaluation Theory, that will lead to more actionable recommendations because the methods better capture the reality in which interventions operate; that is as a system.The book first reviews the limitations of program evaluation approaches that pointed to a need for a different way of thinking, one grounded in systems. After defining a system, the book explains how SET is intentionally aligned to evaluate a system's two essential properties: interdependence and emergence. Individual chapters are dedicated to explaining how to execute each SET step. Throughout, the author draws on real-world examples and those from his own evaluations to help bridge the theory-practice divide. The reader is then shown how to use SET to develop actionable recommendations.
£86.70
Information Age Publishing Innovation and Behavioral Strategy
Book SynopsisBehavioral strategy continues to attract increasing research interest within the broader field of strategic management. Research in behavioral strategy has clear scope for development in tandem with such traditional streams of strategy research that involve economics, markets, resources, and technology. The key roles of psychology, organizational behavior, and behavioral decision making in the theory and practice of strategy have yet to be comprehensively grasped. Given that strategic thinking and strategic decision making are importantly concerned with human cognition, human decisions, and human behavior, it makes eminent sense to bring some balance in the strategy field by complementing the extant emphasis on the "objective" economics-based view with substantive attention to the "subjective" individual-oriented perspective. This calls for more focused inquiries into the role and nature of the individual strategy actors, and their cognitions and behaviors, in the strategy research enterprise. For the purposes of this book series, behavioral strategy would be broadly construed as covering all aspects of the role of the strategy maker in the entire strategy field. The scholarship relating to behavioral strategy is widely believed to be dispersed in diverse literatures. These existing contributions that relate to behavioral strategy within the overall field of strategy has been known and perhaps valued by most scholars all along, but were not adequately appreciated or brought together as a coherent sub-field or as a distinct perspective of strategy. This book series on Research in Behavioral Strategy will cover the essential progress made thus far in this admittedly fragmented literature and elaborate upon fruitful streams of scholarship. More importantly, the book series will focus on providing a robust and comprehensive forum for the growing scholarship in behavioral strategy. In particular, the volumes in the series will cover new views of interdisciplinary theoretical frameworks and models (dealing with all behavioral aspects), significant practical problems of strategy formulation, implementation, and evaluation, and emerging areas of inquiry. The series will also include comprehensive empirical studies of selected segments of business, economic, industrial, government, and non-profit activities with potential for wider application of behavioral strategy. Through the ongoing release of focused topical titles, this book series will seek to disseminate theoretical insights and practical management information that will enable interested professionals to gain a rigorous and comprehensive understanding of the subject of behavioral strategy.Innovation and Behavioral Strategy contains contributions by leading scholars in the field of innovation with an interest in researching behavioral perspectives. The 9 chapters in this volume deal with a number of significant issues relating broadly to the behavioral aspects of innovation, covering topics such as emotional climate for catalyzing innovation, leadership in open innovation, environmental disruptions, collaborative communities, performance of small-scale entrepreneurs, supply chain innovation alliances, new partner selection for innovation, coopetition in networks, and public-private innovation alliances. The chapters include empirical as well as conceptual treatments of the selected topics, and collectively present a wide-ranging review of the noteworthy research perspectives on innovation and behavioral strategy.
£51.30
Information Age Publishing Innovation and Behavioral Strategy
Book SynopsisBehavioral strategy continues to attract increasing research interest within the broader field of strategic management. Research in behavioral strategy has clear scope for development in tandem with such traditional streams of strategy research that involve economics, markets, resources, and technology. The key roles of psychology, organizational behavior, and behavioral decision making in the theory and practice of strategy have yet to be comprehensively grasped. Given that strategic thinking and strategic decision making are importantly concerned with human cognition, human decisions, and human behavior, it makes eminent sense to bring some balance in the strategy field by complementing the extant emphasis on the "objective" economics-based view with substantive attention to the "subjective" individual-oriented perspective. This calls for more focused inquiries into the role and nature of the individual strategy actors, and their cognitions and behaviors, in the strategy research enterprise. For the purposes of this book series, behavioral strategy would be broadly construed as covering all aspects of the role of the strategy maker in the entire strategy field. The scholarship relating to behavioral strategy is widely believed to be dispersed in diverse literatures. These existing contributions that relate to behavioral strategy within the overall field of strategy has been known and perhaps valued by most scholars all along, but were not adequately appreciated or brought together as a coherent sub-field or as a distinct perspective of strategy. This book series on Research in Behavioral Strategy will cover the essential progress made thus far in this admittedly fragmented literature and elaborate upon fruitful streams of scholarship. More importantly, the book series will focus on providing a robust and comprehensive forum for the growing scholarship in behavioral strategy. In particular, the volumes in the series will cover new views of interdisciplinary theoretical frameworks and models (dealing with all behavioral aspects), significant practical problems of strategy formulation, implementation, and evaluation, and emerging areas of inquiry. The series will also include comprehensive empirical studies of selected segments of business, economic, industrial, government, and non-profit activities with potential for wider application of behavioral strategy. Through the ongoing release of focused topical titles, this book series will seek to disseminate theoretical insights and practical management information that will enable interested professionals to gain a rigorous and comprehensive understanding of the subject of behavioral strategy.Innovation and Behavioral Strategy contains contributions by leading scholars in the field of innovation with an interest in researching behavioral perspectives. The 9 chapters in this volume deal with a number of significant issues relating broadly to the behavioral aspects of innovation, covering topics such as emotional climate for catalyzing innovation, leadership in open innovation, environmental disruptions, collaborative communities, performance of small-scale entrepreneurs, supply chain innovation alliances, new partner selection for innovation, coopetition in networks, and public-private innovation alliances. The chapters include empirical as well as conceptual treatments of the selected topics, and collectively present a wide-ranging review of the noteworthy research perspectives on innovation and behavioral strategy.
£91.80
Information Age Publishing The Ethically Responsible Organization
Book SynopsisToday's businesses have an obligation to conduct themselves in an ethical and responsible manner at all times. Fortunately, many businesses have historically embraced the idea that they can operate in an ethically & responsible manner. However, there are way too many companies that are willing to cut corners and do whatever it takes to make a profit, thus contributing to the vortex of mistrust, distrust, misinformation, disinformation and less than full disclosures as a result of their unethical misconduct. This book takes the position that 'enough is enough' and argues that all businesses can and must be ethically responsible no matter its size or whether it operates locally or globally. The book describes the features of an ethically responsible (e.g., ethical and socially responsible) organization that is committed to always "doing the right things" which means they are committed to building, institutionalizing and sustaining an ethically oriented organizational culture. Ethical responsibility means maintaining —even improving— your bottom line, while setting a high bar for high ethical standards AND making a positive contribution to society. The book argues that organizations must be attentive to ensuring that the culture has as its core accountability, responsibility, and learning which means it invests in developing and expecting all of its employees to be fully engaged in making ethical decisions and being ethical leaders. The book also discusses what it means to be an ethically responsible global business, leader, middle manager, and lower level employee.The Ethically Responsible Organization provides a detailed look at the importance of organizations doing preventive work to avoid ethical falls or scandals and takes the position that if such a fall or scandal occurs then the company should seize the moment and learn from the experience by becoming a learning organization. The book also takes the position that an ethically responsible organization is already a learning organization where continuous inquiry, diagnosis, reflection, learning and self-correction is the keystone of the way it operates. Finally, the book offers some ideas on how organizations can reinforce and sustain themselves as ethically responsible businesses today and in the future by taking a strategic approach to ethics that includes constant and consistent ethics training and education for all its employees and partners. In the end, the purpose of the book is to continue to increase our understanding of why organizations stray from "doing the right things" and how a focus on being ethically responsible can position companies to avoid or quickly respond to any potential ethical misconduct or find themselves in the list of the years' top ethical scandals. This book is written for all those who also take the stance that 'enough is enough' when it comes to the headlines of another failure because the organization's leaders would not commit to being ethically responsible and find themselves in the throes of an ethical scandal and unable to recover from it – and like "Humpty Dumpty, all the kings horses and all the kings men the company can't recover from what was a preventable ethical fall.
£62.40
Information Age Publishing The Ethically Responsible Organization
Book SynopsisToday's businesses have an obligation to conduct themselves in an ethical and responsible manner at all times. Fortunately, many businesses have historically embraced the idea that they can operate in an ethically & responsible manner. However, there are way too many companies that are willing to cut corners and do whatever it takes to make a profit, thus contributing to the vortex of mistrust, distrust, misinformation, disinformation and less than full disclosures as a result of their unethical misconduct. This book takes the position that 'enough is enough' and argues that all businesses can and must be ethically responsible no matter its size or whether it operates locally or globally. The book describes the features of an ethically responsible (e.g., ethical and socially responsible) organization that is committed to always "doing the right things" which means they are committed to building, institutionalizing and sustaining an ethically oriented organizational culture. Ethical responsibility means maintaining —even improving— your bottom line, while setting a high bar for high ethical standards AND making a positive contribution to society. The book argues that organizations must be attentive to ensuring that the culture has as its core accountability, responsibility, and learning which means it invests in developing and expecting all of its employees to be fully engaged in making ethical decisions and being ethical leaders. The book also discusses what it means to be an ethically responsible global business, leader, middle manager, and lower level employee.The Ethically Responsible Organization provides a detailed look at the importance of organizations doing preventive work to avoid ethical falls or scandals and takes the position that if such a fall or scandal occurs then the company should seize the moment and learn from the experience by becoming a learning organization. The book also takes the position that an ethically responsible organization is already a learning organization where continuous inquiry, diagnosis, reflection, learning and self-correction is the keystone of the way it operates. Finally, the book offers some ideas on how organizations can reinforce and sustain themselves as ethically responsible businesses today and in the future by taking a strategic approach to ethics that includes constant and consistent ethics training and education for all its employees and partners. In the end, the purpose of the book is to continue to increase our understanding of why organizations stray from "doing the right things" and how a focus on being ethically responsible can position companies to avoid or quickly respond to any potential ethical misconduct or find themselves in the list of the years' top ethical scandals. This book is written for all those who also take the stance that 'enough is enough' when it comes to the headlines of another failure because the organization's leaders would not commit to being ethically responsible and find themselves in the throes of an ethical scandal and unable to recover from it – and like "Humpty Dumpty, all the kings horses and all the kings men the company can't recover from what was a preventable ethical fall.
£101.70
Information Age Publishing Co-Creating Talent and Human-Centered
Book SynopsisAs we dive deep into the humanistic paradigm – in society and in business, the models and narrative of business must change. The human-centric dynamic places people at the center of sustainable value creation. Therefore, leaders must shine the light on talent and people. The book Co-Creating Talent and Human-Centered Organizations: Organization Development (OD) Perspectives is an elaboration of the concepts to developing talent masters and build high-value organizations through cultivating enduring human capabilities and tapping into our collective capacities. Based on the OD field's fundamental values, the focus is, therefore, on enhancing the capacity of leaders to build resilient organizations. The book is informed by the realization that most organizational routines and boundaries inhibit and deplete enduring human capabilities and tendencies. Recognizing that organizations are open organizational systems, the book creates space for readers, leaders, managers, and OD professionals to continually reframe their cognitive and emotional frameworks towards high-value organizational cultures that would help co-create sustainable futures.Leveraging on the informal interpretations, impressions, insights and interventions of Organization Development (OD) 'tacit knowledge' and 'deep smarts', this book focuses on concepts targeted at charting the talent journey, identify cultural gaps in the workforce, modernize the learning & development architecture, and enhancing intentional change effort and purposeful enactment across all organizational members. The book leverages on Organization Development (OD) science, theory, practices, and values; and the role of Appreciative Leadership in developing talent in contemporary organizations. Whole System Thinking and co-creation of possibilities are central principles in this book. The book is informed by the increasing need for organizations to holistically prioritize the talent agenda and continuously drive competitiveness and performance through workforce optimization approaches. This is necessitated by the emergence of multi-generational workforce, the pervasive impact of technology, increasing talent mobility, shifts towards increased reliance on virtual teams, and the effects of globalization on the talent landscape.
£45.60
