First published in 1985, this book is about Imperial Chemical Industriesa (TM) response to the changing social, political, business and economic environment over the past twenty years. Using personal interviews and archival material, Andrew Pettigrew examines the evolution of business strategy, organisation structure and culture, technology and union-management relations within this corporate giant over an extended period of time. It is a compelling account, told from the inside, by one of the worlda (TM)s leading management and organisation theorists. The Awakening Giant has made a major practical and theoretical contribution to the study of corporate strategy, organisational analysis and change, and business history. Anyone with an interest in managing change in a large corporation will find this reissue rewarding reading.

Designed to be a practical guide for managers, this book gives the reader a comprehensive overview of the practice, culture, and methods for functioning in a team environment. Most managers are accustomed to the premise that they are to plan, organize, lead, and control. They are now being asked to facilitate their people in teams that plan, organize, control, and often lead. To be prepared for the new workplace realities, managers will need to be familiar with a whole new set of methods for leadership. This book helps engender the necessary knowledge and skills to make the transition to leading teams. It also makes clear the distinction between hierarchical and team environments.

Tools for team-centered planning, work control, meetings, and decision making are presented in detail. Ample examples, academic resources, and specific recommended actions are provided to help the manager understand, utilize, and thrive in the new workplace. Issues that will challenge front line supervisors who are becoming team leaders are addressed, and issues that will impact middle managers who discover that they now manage a collection of teams are also examined. This book is a unique combination of field research, academic studies, case study data, and practices from one of America's best companies.

First published in 1969, British Management Thought is an indispensable text for anyone with a critical interest in the development of British management philosophy, from management teachers, through to informed managers, sociologists and historians. Utilizing detailed documentary evidence, Dr. Child traces and assesses the emergence and development of management thinking in Britain over the last hundred years. He considers the organizational and social problems faced by managers, and how management thinkers have attempted to provide solutions. The book demonstrates how social science research has today brought to light many deficiencies in management thought. By applying the perspectives of the sociology of knowledge, Dr Child examines how and why ideological considerations seriously weakened the practical utility of many management writings. He also discusses the important problems raised for management education by these findings, illustrating this with some of his own research into management teaching.

First published in 1973, this volume concentrates upon contemporary issues of a theoretical and methodological nature in the study of organizations. The contributors are concerned with contemporary ways of explaining the sociological role of modern organizations and work within them. They cover questions of understanding employee behaviour, of careers, of industrial relations, and of the future of management and organizations as we know them with a thorough examination of prevailing assumptions.

Perhaps the best word to describe the past fifteen or so years of the twenty first century is "change." Spurred on by the massive layoffs, and reorganizations that took place during the recessionary period starting in late 2007, to changes in labor demographics, technology, competitiveness, and the very nature of work, business transformations have become the norm. Even the most stodgy and inflexible organizations - universities - are beginning to understand the need for radical change if they hope to be sustainable in the future. From our perspective as researchers in management, we became increasingly interested in new trends and ideas in the field of transforming business and non?profit enterprises. What are the variables associated with success? What determinants may mediate whether or not change efforts actually lead to more sustainable systems? And, how do such change efforts differ from strategic planning, which has obviously been around and used for many years? To begin answering such questions, this volume attempts to bring together a number of scholars who present conceptualizations and preliminary research insights concerning organizational change, and in two of the chapters, explore the relationship between change efforts and strategy formulation/implementation.

This book brings together analyses from across the social sciences to develop an interdisciplinary approach to understanding spiritualities and neoliberalism. It traces the lived experience of social actors as they engage with new and alternative spiritualities in neoliberal contexts. An international group of authors in anthropology, sociology, religious studies, political science, critical management studies explore the contemporary flourishing of subjectivities centred on a variety of spiritual practices and imaginaries. The book analyses the social and organisational mechanisms that underlie the generation of 'enterprising' and 'competitive' subjectivities engaged in transforming inner selves and social environments in accordance with prevailing neoliberal economic rationalities. Contributions draw on a wide range of empirical settings around the world to discuss the role of subjectivities in organizations. The purpose of the book is to provide specific insights into how neoliberalism is resisted, contested or reproduced through a transformative ethic of spiritual self-realization. Researchers, academics and Masters level students in a range of social science disciplines, including anthropology, sociology, human geography, and organization studies will find this book relevant reading. Contributors include: I. Abraham, E. Bell, L. Cortois, S. Gog, A.-R. Kaupinnen, J.D. LoRusso, D. Miller, K. Navazhylava, A. Peticca-Harris, G. Shanahan, A. Simionca, S. Taylor, K. Valaskivi, T. Vine, A. Yankellevich

Providing both undergraduate and postgraduate students with the research and information they need to succeed in their organizational behaviour studies, this text has also been adapted to meet the specific learning needs of students in the Arab region. This text covers key aspects of the discipline in a language, style and methodology readers can engage with, and includes references to well known Arab companies and local case studies so students can better relate to the book's theory

1. Comprehensive coverage on how to create an inclusive workplace and managing workplace diversity; 2. A practical guide with 'road-tested' cases and exercise on how to bridge the gap of cross cultural communication; 3. Addresses the urgent need on how to communicate effectively to an increasingly digital, remote workforce; 4. Focuses on how diversity, ethics, workplace wellbeing and health play a part in interpersonal relationships and communication at work and how to navigate the complexities that inevitably arise

* Illuminates a people-centric way to lead change - the key to change success * Presents insights from change leaders in the non-profit sector via thick, descriptive storytelling * Authored by a Korean American female change leader - a rarity in the change leadership literature

Hardbound. The convergence of telecommunications, mass media and computer technologies has brought spectacular developments of ubiquitous intelligent interconnected systems. In the course of these evolutionary changes, debate and policy has swung again towards privatization, deregulation and increased reliance upon competition. Nevertheless, the underlying and powerful role of new information continues to bring so much restructuring and organizational change, that a reassessment of ideas about competition in this dynamic context, is essential. The aim of this volume is to provide an update of research and policy debates in this important field. An international perspective is provided with contributions from academic, business and governmental communities. The volume will be invaluable to researchers in telecommunications and information activities; decision-makers in industry, government and regulatory fields; consultants; and information service provide

Provides a holistic look at the application of leadership theories in a neurodiverse context and how the workplace can be adapted to accommodate for neurodiverse employees Explores effective recruitment strategies by looking into applicant screening as well as interviewing and selection, adapting internal organizational resources to a neurodiverse workforce, and legal and regulatory environment considerations for autism hiring programs Each chapter provides an overview of existing knowledge on effective workplace inclusion practices across the employment process, specific implications of research to date for a more neurodiversity-inclusive workplace, and what future research is needed to further inform these practices

The concept of followership is not new, to the extent that it has been around since the beginning of time. In the organizational literature, followership (a complementary role to leadership) was ignored until recently, when scholars observed that followers play as much of a role as leaders in their relationship to each other. Followership is a role in which an individual succumbs to the influence of another person, deemed a leader. In Strategic Followership, Dr. Zoogah focuses on the recent phenomenon of strategic followership, where an individual behaves in response to a social problem either adaptively or transcendentally. In this ground-breaking work, he explores this type of followership and illustrates the various ways it can happen.

There is a need for fundamental changes in the ways society views electric energy. Electric energy must be treated as a commodity which can be bought, sold, and traded, taking into account its time-and space-varying values and costs. This book presents a complete framework for the establishment of such an energy marketplace. The framework is based on the use of spot prices. In general terms: o An hourly spot price (in dollars per kilowatt hour) reflects the operating and capital costs of generating, transmitting and distributing electric energy. It varies each hour and from place to place. o The spot price based energy marketplace involves a variety of utility-customer transactions (ranging from hourly varying prices to long-term, multiple-year contracts), all of which are based in a consistent manner on hourly spot prices. These transactions may include customers selling to, as well as buying from, the utility. The basic theory and practical implementation issues associated with a spot price based energy marketplace have been developed and discussed through a number of different reports, theses, and papers. Each addresses only a part of the total picture, and often with a somewhat different notation and terminology (which has evolved in parallel with our growing experience). This book was xvii xviii Preface written to serve as a single, integrated sourcebook on the theory and imple mentation of a spot price based energy marketplace."

Knowledge has only recently been widely recognized as an organizational asset, the effective management of which can afford a firm competitive advantage. This book takes an interdisciplinary approach to knowledge management relating it to business strategy, dynamic capabilities and firm performance. Some of the most eminent scholars in management have contributed to this timely book, including John Seely Brown, Chris Argyris, Georg von Krogh, Soumitra Dutta, Howard Thomas and John McGee, Arie Lewin and Silvia Massini. The book offers practitioners and students alike state of the art research in the field of organizational knowledge and management.

This book offers a fresh and comprehensive approach to the essentials that constitute the discipline of organizational behaviour with a strong emphasis on the application of organizational behaviour and performance management in practice.

It concentrates on the development of effective patterns of behaviour, values and attitudes, and relates these issues to effective organization performance in times of organizational and environmental change and turbulence. The book is divided into four parts, providing a clear structure for the study of the subject:

• Part One: The context of organizational behaviour
• Part Two: The disciplines of organizational behaviour
• Part Three: Organizational behaviour in practice
• Part Four: Organizational behaviour ? expertise and application

Organizational Behaviour is packed with references to current topics, practical examples and case studies from large corporations from around the world, including Ryanair, The Body Shop and RBS. This book covers examples of both good and bad practice, making it an interesting and unique introduction to the study of organizational behaviour.

When economists claim that rules are coordinating devices, they do not explain how those rules operate in the reality of organizational life. Rules do not indicate behavior, since their most important characteristic is their remoteness from the solution. Thus, rules are merely frameworks for action requiring constant interpretation. This book is grounded in Wittgenstein's understanding of rules as having significance only in the course of their application. It focuses on the disindexation process and on the consequences of a team productivity bonus in an electronic workshop in the Paris Metro.

The rapidly increasing rate of world change demands not just incremental change that organizations have used in the past, but fast, radical alterations of their strategy, culture, structure, and processes. Nothing less than transformation will do, says Dr. Oden--a complex, continuing effort that may be closer to revolution than evolution. Oden lays it out in his customarily clear, programmatic way. He covers actions that must precede the initiation of a transformation; guidance on how to perform the technical, social, and behavioral tasks, and the actions required to wrap up and integrate everything into a complete, workably transformed organization. His book provides a clear goal for the transformation, an excellent description of transformational leadership, and a simple, powerful model of the process. The result is essential reading for upper management in private and public sector organizations and for their colleagues in the academic community.

Part I covers the preparatory actions that organizations should take before initiating a transformation, without which the effort is doomed to failure, says Dr. Oden. In Part II he covers the technical or engineering aspects of the transformation. First he develops a process map of the organization as the basis for process improvement; then he diagnoses the existing and future organization to determine how processes should be improved. In Part III he looks at the various organizational change methods that are available, conducts a broad design of the total organization, and then designs the human resource support processes for the transformed organization. Finally, in Part IV, Dr. Oden shows how to incorporate the redesigned processes into the existing system--the most difficult part of the transformation--and ends by showing how better integration can be achieved to provide better overall transformational results.

Aims to help leaders become the best versions of themselves, achieve extraordinary results and help their team accomplish the same Introduces an ALIGHT model that guides leaders through six fundamental resources that can alight their own and their team's motivation, and transform their performance to an extraordinary level Further breaks down the six resources into 18 core components, the book expands on what constitutes the six resources to make them tangible and accessible

Managing Change in the Postal and Delivery Industries brings together practitioners, postal administrators, the express industry, regulators, economists and lawyers to examine the important policy and regulatory issues facing the postal and delivery industries. This volume reviews such topics as international postal policy, the universal service obligation, regulation and competition, entry and the role of scale and scope economics, cost analysis in postal services, and service standards. This book provides a unique perspective on the problems facing postal and delivery networks.

This book examines the inter-firm networks created by interlock coordination through shared directors (inter-board) and managers (inter-department) at various levels: whole aggregate, core vs. peripheral companies, and distribution by country and sector. Presenting an empirical case study on all the limited liability or stock companies of the aerospace industry in the European Union and its interlock partners worldwide, the authors shed new light on these forms of coordination. Moreover, they reveal the relevance of shared managers' coordination and hybrid manager-director interlocks. The book applies advanced statistical and social network analysis alike by combining firms' attributes (e.g. standard economic-financial parameters) and topological indices for firms (e.g. centrality and cluster measures). By conducting the analysis at both the aggregate network level and the cluster or corporate group level, the authors show how extensive and intensive the interlock forms of coordination are, especially when dealing with shared managers. By testing seven hypotheses concerning the research stream on board interlocks and (more broadly) inter-firm networks, the study offers new insights into the role of the financial sector, on the relations between interlock coordination and firms' performance, on the role of geographical, technological and organizational proximity, and on the relations between interlock coordination and firms' size. As such, this book will appeal to scholars of organization studies, business and management studies, industrial and evolutionary economics, and economic sociology, as well as officers and policymakers at anti-trust regulation institutions.

Though the concern regarding the confluence of continuity and change is well accepted, there is hardly any well known framework in the literature that can be used as a benchmark to deal with this paradoxical issue. Keeping in view the significance of the topic and the lack of practical frameworks in managing continuity and change this book is an endeavor to fill the gap. The main proposition of the book is that the strategic management of change could be better leveraged with clear understanding of continuity of the organization and consciously managing the vital and desirable areas of continuity along with change, rather than leaving the continuity to be managed by default. The continuity of any company provides the bedrock along which the flow of change could be channelized. It adopts flowing stream as the principal metaphor for continuity and change to be taken side by side. It can be treated as a stepping stone to inspire a lot of research in this area.

The world continues to develop at an astonishing speed - socially and technologically. Human behavior is continually influenced by this ever-changing environment. Is it possible to predict what those new behaviors will be? And what are their implications for our future societies? Thimon de Jong's Future Human Behavior is a unique and accessible examination of our thrilling, challenging and unpredictable world and how we respond, react and shape it. Using insightful and original examples aligned with pertinent analysis, the author takes the reader on a compelling journey through future behavioral dynamics. He engages with a wide variety of topics, from digitalisation to trust, from ethics to mental health. Future Human Behavior is your inspirational guide to a number of possible futures, and the book you need to be ready for them all.

The issue of organizational legitimacy is increasingly gaining the attention of researchers and managers. While legitimacy can be described in a number of ways, defined by the harder social sciences it has usually been considered a static, one-dimensional characteristic. As a result, previous studies have often failed to explore organization's operational strategies for gaining wide social legitimacy. The goal of Claim, Intent, and Persuasion: Organizational Legitimacy and the Rhetoric of Corporate Mission Statements is to explore how organizations enact strategies to gain legitimacy. The book employs a pluralistic definition of legitimacy that draw its concepts from the fields of organizational theory, sociology, political science and law. The dynamics of the legitimation process are explored through a study of corporate mission statements analyzed from a semiotic perspective. The book argues that various interpretations of the legitimation process can coexist through differing narrative strategies that offer corporations alternate ways to present themselves internally and externally. By setting up a multi-faceted theory of organizational legitimacy, supported by an empirical study of corporation mission statements, this book offers a new, more integrated interpretation of the legitimation process that seeks to advance the dialogue regarding the political and institution views of organizations.

Learning plays a fundamental role in the production planning and growth of all organizations. With the need for more rapid changes in the global economy, the management of organizational change is a key factor in sustaining competitiveness in today's economy. This book has been developed with these learning needs' in mind. Human Learning: From Learning Curves to Learning Organizations covers a broad range of learning models and related topics beginning with learning curves to recent research on learning organizations. The book's focus is to enable researchers and practitioners to forecast any organization's learning needs' using the prediction aspects of an array of learning models. The book includes research and application discussions on topics such as accounting for previous experience; the learning-forgetting-relearning' phenomenon; parameter estimation with no previous experience; DeJong's incompressibility model; predictive learning models requiring only two learning parameters; long learning cycle times; the speed-error relationship; evaluating the cost of learning from the point of view of safety; and an examination of Learning Organizations. Each chapter is developed from published research and worked examples are used throughout.