Four years after the Sports Club was formed - are the time of Edward VII's Coronation, Thomas Cook was reckoned to be among the `three most competent organisations in the world' the other two being the Roman Catholic Church and the Prussian Army.

Georges Enderle proposes a radically new understanding of corporate responsibility in the global and pluralistic context. This book introduces a framework that integrates the ideas of wealth creation and human rights, which is illustrated by multiple corporate examples, and provides a sharp critique of the maximizing shareholder value ideology. By defining the purpose of business enterprises as creating wealth in a comprehensive sense, encompassing natural, economic, human and social capital while respecting human rights, Enderle draws attention to the fundamental importance of public wealth, without which private wealth cannot be created. This framework further identifies the limitations of the market institution and self-regarding motivations by demonstrating that the creation of public wealth requires collective actors and other-regarding motivations. In line with the UN's Guiding Principles on Business and Human Rights, this book provides clear ethical guidance for businesses around the world and a strong voice against human right violations, especially in repressive and authoritarian regimes and populist and discriminatory environments.

We live in a time of unprecedented speed, connection, and uncertainty. While many organizations are adapting to this new reality by reinventing business models, significantly fewer are examining the implications of these changes for developing effective leadership. In Intentional Leadership, Rose M. Patten draws on her expertise as one of Canada's most influential leaders to shine a spotlight on this emergent and often neglected space. Drawing on learnings and a framework tested with over 900 senior leaders across industries and geographies, Intentional Leadership presents a guide for continuous renewal, focusing on the human side of leading. Patten debunks common myths, emphasizing that leadership capabilities do not just develop over time, but require self-awareness, feedback, intention, adjustment, and practice. Whether you are a CEO of a large corporation, an activist, raising a family, working in government, or leading a not-for-profit organization, Intentional Leadership meets you where you are and provides the necessary tools for self-reflection and growth as a leader.

Georges Enderle proposes a radically new understanding of corporate responsibility in the global and pluralistic context. This book introduces a framework that integrates the ideas of wealth creation and human rights, which is illustrated by multiple corporate examples, and provides a sharp critique of the maximizing shareholder value ideology. By defining the purpose of business enterprises as creating wealth in a comprehensive sense, encompassing natural, economic, human and social capital while respecting human rights, Enderle draws attention to the fundamental importance of public wealth, without which private wealth cannot be created. This framework further identifies the limitations of the market institution and self-regarding motivations by demonstrating that the creation of public wealth requires collective actors and other-regarding motivations. In line with the UN's Guiding Principles on Business and Human Rights, this book provides clear ethical guidance for businesses around the world and a strong voice against human right violations, especially in repressive and authoritarian regimes and populist and discriminatory environments.

Balancing Acts offers consultants and managers a simple, powerful way to think about change, and ascribes a four-phase iterative process for implementing change. Reviewing change initiatives from different types of organizations, Balancing Acts confronts the problems and pitfalls head-on that often arise during workplace transitions. Conklin explains why organizational change can be so difficult, and shows that by balancing a set of competing psychological and systemic challenges, interveners will increase their chance of success. Conklin shows that human groups function as complex systems, and that a change initiative is not a linear progression toward a predefined result. Instead, change is an iterative process that involves a search for feasible and useful solutions. The book's central argument is that while leading or supporting this search, consultants and leaders must balance four critical concerns: confrontation and compassion, participation and observation, assertion and inquiry, and planfulness and emergence.

NOW AN OWL (Outstanding Work of Literature) Leadership Award Winner! Every great leader is a great storyteller. As a manager, CEO, or team leader, how can you innovatively engage your employees so that they understand where your organization came from, where it's going, and how you're going to get there? How can you connect with your customers in a way that makes them believe in your company as passionately as you do? Paul Smith is one of the world's leading experts in business storytelling. He teaches people how to be more effective leaders by communicating their company's important mission, inspiring creativity, and earning the trust of valued stakeholders. The 10 Stories Great Leaders Tell explores the journey behind success, and breaks down not just the importance of your company's story but how to craft compelling ones of your own.

In our present state of disconnect and loss, Connected Capitalism offers us a deeper and more satisfying approach to both work and life. What should our post-COVID work world look like? In Connected Capitalism, David Weitzner shows us how to draw from the classic teachings of Judaism in order to positively transform our workplaces and our working lives. He outlines a philosophy that will empower the disenchanted to build a stable future in a world of crony capitalism, global pandemics, racial injustice, and social disconnect. Weitzner, a professor of management who chooses to look beyond management and mindfulness, envisions a workplace based on the ancient Jewish practices of mitzvah, creating a space for meaningful moments with other people, and chavrusa, co-creating and working on endeavors together. Combining these spiritual concepts with the voices of today's political strategists, business leaders, and artists, Connected Capitalism inspires us to approach our work with curiosity, engage with those who were once strangers, and tap into a hopeful and meaningful future.

The definitive guide to maximizing workforce value, The Talent Revolution exposes work-life longevity as the most influential driver transforming today's workplace - a competitive edge for organizations smart enough to capitalize on it. This is a first - a book that positions older workers as revolutionaries and reveals how organizations that engage employees across all life stages will outperform their competitors. With clarity and specificity, it describes new models, debunks commonly held myths about older workers, demolishes justifications for traditional structures and attitudes, and builds the case for a reset that will help smart companies profit from their intergenerational workforce. Through case studies, metrics, strategies, and tactics, The Talent Revolution explores the impact of workforce demographics on the future of work and provides new, actionable strategies for turning an aging workforce into a competitive advantage.

Corporate social responsibility (CSR) has emerged as a tool for public and private institutions to promote sustainable development in developing and emerging markets. This work brings together contributors from a variety of fields and international perspectives to assess and improve the effectiveness of CSR by addressing the following questions: what are the linkages between CSR and sustainable development? What does CSR mean for developing or emerging economies and in what ways does this deviate from orthodoxies and universalist approaches? What institutional factors and actors influence the effectiveness of CSR in developing and emerging economies? How can developing and emerging economies promote a flexible, diverse and reconstructed form of CSR that leads to inclusive and sustainable development? This book should be read by anyone interested in understanding what normative factors, theoretical models, policy strategies, and corporate practices best facilitate effective CSR and sustainable development.

A practical guide to the way in which companies should be run. Adrian Cadbury covers the two interrelated themes of corporate governance and chairmanship. The book explains how corporate governance has influenced the structure and management of businesses and other types of organization, and will therefore prove of use and interest to any members of boards and governing bodies both in Britain and abroad.

This book provides practical guidelines for overcoming the problems faced by minute takers and achieving accuracy in the minute-taking process. Aimed at company secretaries and other professionals supporting a board of directors, this book encourages a proactive approach to minute taking, and anyone frequently find themselves called upon to take minutes, with little guidance on how they are expected to produce an accurate record of what took place. Ambiguous agreements, a vague agenda, interruptions, and a poor chairperson are just some of areas that this book can help with. This book charts the logical development of the minute-taking process, starting with an initial discussion of the purpose of minutes, moving on to the process through to the production of a set of minutes in their final form. The book also covers the use of technology in minute-taking and how the development of interpersonal skills can increase a minute-taker's confidence. The book also includes checklists for before, during and after meetings to ensure that essential activities have been undertaken, an extensive FAQ section, and lots of practical exercises to improve note-taking.

Succeed in the Wired World

Whether you're an entrepreneur with a great e-biz idea, a business owner who wants to enter the dot-com domain, or the owner of a popular but currently unprofitable Web site, you need a business plan to get your concept online, attract investors, and reap the benefits of the growing online business boom. How to Write a .Com Business Plan is the only "how-to" book that focuses on the unique needs and requirements of the online arena. Here you'll discover how to address the Internet-related subjects that distinguish online businesses from more conventional entrepreneurial pursuits, from search engines to site security. Using two fictional sites as case studies throughout the book, Silicon Valley journalist Joanne Eglash demystifies the creation and implementation of the business plan, complete with step-by-step checklists and interviews with successful Internet entrepreneurs, venture capitalists, and other e-commerce experts.

Learn how a well-developed dot-com business plan can help you: * Secure financing, wow prospective investors, and lure top employees* Lay out a roadmap for your future, both for you and your colleagues, for tomorrow--and the next five years* Evaluate how you can most effectively manage your business and market your product or service--and create a blueprint for implementation* Develop descriptions of your company, your financial projections, and ways you can beat the competition

... and much more, including an invaluable Dot-Com Directory to help you locate information about a range of relevant topics. From mission statements and financial management to choosing and registering that all-important make-or-break domain name to thereality of the long hours your newbiz-dot-com will require, this much-needed, easy-to-use guide will set you on a solid path to e-success today.

The definitive book on leadership in the digital era: why digital technologies call for leadership that emphasizes creativity, collaboration, and inclusivity. Certain ideas about business leadership are held to be timeless, and certain characteristics of leaders-often including a square jaw, a deep voice, and extroversion-are said to be universal. In Leading in the Digital World, Amit Mukherjee argues that since digital technologies are changing everything else, how could they not change leadership ideologies and styles? As more people worldwide participate equally in business, those assumptions of a leader's ideal profile have become irrelevant. Offering a radical rethinking of leadership, Mukherjee shows why digital technologies call for a new kind of leader-one who emphasizes creativity, collaboration, and inclusivity. Drawing on a global survey of 700 mid-tier to senior executives and interviews with C-level executives from around the world, Mukherjee explains how digital technologies are already reshaping organizations and work and what this means for leaders. For example, globally dispersed businesses can't reserve key leadership roles for people from exclusive groups; leadership must become inclusive, or fail. Leaders must learn to collaborate in a multipolar world of networked organizations, working with co-located and non-co-located colleagues. Leaders must lead for creativity rather than productivity. Focusing on practice, Mukherjee outlines goals and strategies, warns against unthinking assumptions, and explains how leaders can identify the mindsets, behaviors, and actions they need to pursue. With Leading in the Digital World, Mukherjee offers the definitive book on leadership for the digital era.

Written by leading subject expert Christine Mallin, Corporate Governance combines clear, accessible discussion of theory with a wealth of contemporary, global examples to introduce students to both the essential principles of the subject and how they apply in practice. In addition, broad coverage of international attitudes and approaches to governance allow students to develop a wider understanding of business issues in an increasingly globalized world. The complexities of socially responsible investment in Myanmar, the collapse of Carillion, L'Oreal's celebrated sustainability programme, and the leadership problems at South Korea's Samsung are just some of the new and updated case studies for the sixth edition, ensuring examples are not just relevant but topical too. In addition, Financial Times articles reporting on issues and events as diverse as the gender pay gap, shareholder rebellions, and legal action on climate change accompany chapters, providing further real-life examples of theory in practice. This book is accompanied by a range of online resources: For students: Fill-in-the-blank questions Flashcard glossary Corporate Governance Blog Web links For registered adopters: PowerPoint slides Additional case studies

In the new knowledge economy, traditional modes of thinking are no longer effective. Compartmentalizing problems and solutions and assuming everything can be solved with the right formula can no longer keep pace with the radical changes occurring daily in the modern business world. It's Not Complicated offers a paradigm shift for business professionals looking for simplified solutions to complex problems. In his straightforward and highly engaging style, Rick Nason introduces the principles of "complexity thinking" which empower managers to understand, correlate, and explain a diverse range of business phenomena. For example, why some new products go viral while others remain unnoticed, how office cliques develop despite collaborative work policies and spaces, how economic bubbles form, and how an unknown retiree foiled one of the most carefully planned product launches ever with a single letter to the editor of his local newspaper. Rather than consider complicated and complex as interchangeable terms, Rick Nason explains what complexity is, how it arises, and the errors in solving complex situations with complicated thinking. It's Not Complicated provides managers with fresh, counterintuitive, and actionable models for dealing with challenging business problems.

The first detailed analysis of the internal working and the external relationships of the boards of Britain's leading companies. Responding to calls for greater scrutiny of boards of directors, this book presents an in-depth examination of directors of UK organizations, drawing on the accounts of directors themselves as to their roles, influence, and the potential and limits to their power, finding boards to be important mechanisms in maintaining the strategic framework of the organization.

The first detailed analysis of the internal working and the external relationships of the boards of Britain's leading companies. Responding to calls for greater scrutiny of boards of directors this book presents an in-depth examination of directors of UK organizations, drawing on the accounts of directors themselves as to their roles, influence, and the potential and limits to their power, finding boards to be important mechanisms in maintaining the strategic framework of the organization.

Game theory has come to dominate industrial organization economics, but business strategists continue to debate its usefulness. So far, empirical work on the application of game theory to business strategy has been too limited to force a consensus. As a (partial) remedy, Games Businesses Play uses detailed case studies of competitive interaction to explore the uses and limits of game theory as a tool for business strategists.Because they are analytical rather than descriptive, the case studies are not typical teaching cases. The cases are paired with customized game-theoretic models that cover a wide range of commitment decisions, from short-run commitments such as price to longer-run commitments such as capacity expansion and reduction, product and process innovation, and battles for market share. A variety of quantitative and qualitative techniques are used to test the models' predictions on case data. In addition the book sheds light on a number of other issues important to strategic management, including the resource-based view of the firm and the emergent theory of dynamic capabilities.

foreword by Lester Thurow Per capita income in Singapore has gone from $500 to more than $20,000 in a little over twenty-five years. Edgar Schein, a social psychologist with a long and celebrated research interest in organizational studies, examines the cultural history of the key intstitution that spawned this economic miracle. Through interviews and full access to Singapore's Economic Development Board (EDB), Schein shows how economic development was successfully promoted. He delves into the individual relationships and the overall structure that contributed to the EDB's effectiveness in propelling Singapore, one of Asia's "little dragons" into the modern era. In his foreword, Lester Thurrow locates Schein's organizational and case-specific account within a larger economic and comparative framework. Over a period of two years, Schein studied how the EDB was created, the kind of leadership it provided, the management structure it used, the human resource policies it pursued, and how it influenced other organizations within the Singapore government. Schein sat in on EDB meetings and extensively interviewed current and former members of the board, Singapore's leaders who created the board, and businesspeople who have dealt with the board. His book intertwines the perspective of the board's members and its investor clients in an analysis that uses both organization and cross-cultural theory. Although there are currently studies of comparable Japanese and Korean organizations, this is the first detailed analysis of the internal structure and functioning of the economic development body of Singapore, a key player in the Asian and world markets.

By viewing the corporation as a communicator, Image Worlds links the histories of labor, business, consumption, engineering, and photography, providing a new perspective on one of the largest and most representative corporations. General Electric was one of the first modern industrial corporations to use photographs and other media resources to create images of itself; and the GE archives, comprising well over a million images, form one of the largest privately held collections in the world. To produce this venturesome book, David Nye has used these vast archives to develop a new approach to corporate ideology through corporate iconography.Image Worlds embraces symbols, intentional signs, and photographs on the one hand and the history of institutional and technological development on the other. It views photography as a developing technology with a history of its own, and presents the corporation as a communicator as well as a producer and employer.Illustrated with nearly 60 photographs from the archives, the book identifies five "image markets" that GE sought to organize and address. Company engineers, workers, and managers received publications designed to appeal to their presumed interests. Some of these grew into public journals with a scientific-educational mission; others were restricted in circulation even within the company. At the same time, illustrated mass-media advertising was created to reach potential consumers of GE products. Advertising that presented an image of GE as a place where "progress was the most important product." While GE was promoting this enlightened image, the company was also using its resources to reach the voting public, hoping to gain their support for private electrification in the national debate over municipal power.David E. Nye is Associate Professor of American History at Odense University in Denmark.

Work In America discusses the fundamental role of work in the lives of most adults, pointing out that jobs as they are now create problems that can and do have serious effects on our society. Millions of Americans are dissatisfied with the quality of their working lives with dull-repetitive jobs that stifle autonomy and initiative. This year-long study prepared for the Department of Health, Education, and Welfare by the W.E. Upjohn Institute for Employment Research brings together facts about the current nature of work and the workplace that have ominous implications for the social and economic strength of the nation as a whole. The demand for this report has been tremendous; HEW's initial supply was exhausted within a few days after publication. The Boston Globe says that "Work in America... may be one of the most important documents in recent years." The research Institute of America reports in its Recommendations that "There is little doubt the facts in the report are right on target: The blue-collar blues are haunting the white-collar employee too; there's evidence that even many managers show signs of the blahs. A trade-off of money for leisure seems to be the longer-term trend. "Because this study is officially sponsored by the government, and since it's the latest attempt to pull together all the facets of the program, Work in America will have the long-range clout. You'll be hearing about it-pro and con-on TV & in the press. Congress will debate it, bureaucrats will scrap over the details." And the New York Times remarks that "its findings directly challenge President Nixon's repeated assertions that some Americans are abandoning the 'work ethic' for the 'welfare ethic.'" In fact, just the oppose is true. The study provides evidence that satisfying work is a basic human need in that it establishes individual identity and self-respect and lends order to human life. Work in America discusses the fundamental role of work in the lives of most adults, pointing out that jobs as they are now create problems that can and do have serious effects on our society. It shows that work-related problems often result in declining physical and mental health, greater family and community instability, less "balanced": sociopolitical attitudes, and in increase in drug abuse, alcohol addiction, aggression, and delinquency. The report calls for large-scale reforms to alter this situation, beginning with the basic redesign of jobs to allow more individual responsibility and autonomy. It also suggests retraining or "self-renewal" programs for any worker who wants job mobility or a second career, and it advocates government commitment to a "total" rather than to a full employment economy, which leaves approximately 4.5 percent of the citizens without jobs. "The report has already raised hackles within the Nixon Administration.... In fact, says one Labor Department official, the whole program of worker discontent 'would go away if sociologists and reporters would quit writing about it.' But this, the study says, is simply not the case-and it concludes with the particularly apt quotation from Albert Camus: 'Without work all life goes rotten. But when work is soulless, life stifles and dies.'"-Newsweek

Experts offer strategies for managing people in technocentric times. In these technocentric times, it is more important than ever to manage people well. Companies-employees and managers-may feel overwhelmed by the never-ending disruptions caused by new technologies. This volume in the Digital Future of Management series shows why we should step back, take stock, and seize just a bit more control over how our world is evolving. In Why Humans Matter More Than Ever, management experts from both industry and academia offer strategies for managing people in our brave new digital world. The contributors explain how new technologies, even the most sophisticated artificial intelligence agents, depend on human collaboration. Companies need to develop rules, principles, and clear ethical guidelines that structure smart object-human interactions. Moreover, in a world filled with technology distractions, we must learn to how to manage our most valuable personal resource: our attention. Leaders need to step up to prepare their organizations for the evolution of work, showing them how to adapt, be more collaborative, and learn new skills. As virtual collaborations take place across professions, locations, and industries, we must adopt the best practices in virtual communication. Finally, going beyond empathy and curiosity, leaders should be self-aware enough to remind themselves of what they may be missing-even the best managers don't know everything. Contributors Lynne Andersson, Robert D. Austin, Catherine Bailey, Kathryn M. Bartol, Daniel Han Ming Chng, Chris DeBrusk, Arati Deo, Kishore Durg, Lauren Eskreis-Winkler, Mallika Fernandes, Ayelet Fishbach, Fritz Fleischmann, Kristen Getchell, Bhaskar Ghosh, Brad Gilbreath, Rob Gleasure, Sergey Gorbatov, Lynda Gratton, N. Sharon Hill, Beth Humberd, Bala Iyer, Tae-Yeol Kim, Frieda Klotz, Angela Lane, Scott Latham, Thomas W. Malone, Daniel McDuff, Alain Pinsonneault, Yasser Rahrovani, Fabrizio Salvador, Amanda Shantz, Antti Tenhiala, Jan vom Brocke, Eoin Whelan