In our increasingly digital, mobile, and global world, the existing theories of business and economics have lost much of their appeal with the phenomenal rise of Chindia, the reality of Brexit, the turmoil caused by the Covid-19 pandemic, and the seismic shifting of the global center of gravity from west to east. In the area of innovation, the traditional thinking that a developed country, often the US, will come up with the next major innovation, launch at home first, and then take it to other markets does not ring true anymore. Similarly, the world where conglomerates go bargain-hunting for acquisitions in emerging markets has been turned upside-down. This book reveals and illustrates the Global Rule of Three phenomenon, which stipulates that in competitive markets only three companies (which the authors call "generalists") can dominate the market. All other players in the market are specialists. Further, whereas the financial performance of generalists improves as market share increases, specialist companies see a decrease in financial performance as their market share increases, as the latter are margin-driven companies. This theory powerfully captures the evolution of global markets and what executives must do to succeed. It is based on empirical analyses of hundreds of markets and industries in the US and globally. Competitive markets evolve in a predictable fashion across industries and geographies, where every industry goes through a similar lifecycle from beginning to end (or revitalization). From local to regional to national markets, the last stop in the evolution of markets is going global. The pattern is so consistent that it represents a distinct and natural market structure at every level. The authors offer strategies that generalists and specialist should follow to stay competitive as well as twelve expansion strategies for global companies from emerging markets. This book chronicles this global evolution and provides impactful managerial implications for executives and students of marketing and corporate strategy alike.

Interconnecting the concepts of sustainability, innovation and transformation, this book explains how organizations have successfully transformed themselves and wider society to foster a more sustainable future, and identifies the difficulties and challenges along the way. Part of the Principle of Responsible Management Education (PRME) series, the book promotes a strong voice for meeting sustainability challenges for transformative change in a globalized world through business education and practice. A transition to a more sustainable way of doing business can only be attained by combining technology with profound system innovations and lifestyle changes. The chapters in the book, each written by a strong and well-recognized team of researchers in the field, open up the discussion about a new partnership between sustainability, innovation, and transformation that includes the global society (big world), the biosphere (small planet), and also requires a deep mind shift. The book presents cases from business (including Ikea and Eataly) and other service networks including the Base of the Pyramid (BoP), and illustrates how these organizations have transformed themselves for a sustainable future. The research perspectives are macro (policies and legislation), meso (institutional practices) and micro (business practices and individual behavior). This book is where research meets real-world business and societal practice. The chapters are grounded in business research, specifically the interdependencies between sustainability, innovation, and transformation, which makes for a robust basis for describing, explaining, and understanding the complex challenges faced by business and society in the 21st century. The book is intended for graduate- and postgraduate-level students and executive education with implications for practitioners. Furthermore, it contributes to multidisciplinary research in the field of interaction between business and society with a view to extending the firm-centric view to encompass a broader, systemic, and dynamic understanding of business and societal transformation.

AN ELEGANT FRAMEWORK FOR MORE EFFECTIVE LEADERSHIP Bolman and Deal's four-frame model has been transforming business leadership for over 40 years. Using a multidisciplinary approach to management, this deceptively simple model offers a powerful set of tools for navigating complexity and turbulence; as the political and economic climate continues to evolve, this model has never been more relevant than today. The Structural Frame explores the convergence of organizational structure and function, and shows why social architecture must take environment into account. Case studies illustrate successful alignment in diverse organizations, and guidelines provide strategic insight for avoiding common pathologies and achieving the right fit. The Human Resource Frame dissects the complex dynamics at the intersection of people and organizations and charts the leadership and human resource practices that build motivation and high performance. The Political Frame shows how competition, conflict, and the struggle for power and resources can be either a tool for growth or a toxic landmine for an individual or organization. Case studies show how both constructive and destructive practices influence social, political, and economic trends both within and beyond organizational boundaries. The Symbolic Frame defines organizational culture, and delves into the emotional and existential underbelly of social life. It underscores the power of symbolic forms such as heroes, myths, and rituals in providing the glue that bonds social collectives together. The Seventh Edition has been updated with new information on cross-sector collaboration, generational differences, virtual environments, globalization, cross-cultural communication, and more, with an expanded Instructor's Guide that includes summaries, mini-assessments, videos, and extra resources.

Organizations are increasingly facing continuous and highly complex changes that require more proactive strategies, policies and management practices. Conscious of this reality, this book provides information and debate on principles, strategies, models, techniques, methodologies and applications of organizational management in the field of industry, commerce and services. Organizational Management communicates the latest developments and thinking on the organizational management subject world-wide, and seeks cultural and geographic diversity in studies and uses of organizational management that have a special impact on organizational communications, change processes and work practices. With an emphasis on the way organizations define and develop their management policies and practices in order to acquire more competitive advantages in the global market, this book is crucial to any practitioner or researcher of current organizational management.

This book treats discovery and invention as processes of knowledge transformation. This process of transformation also covers the way in which scientists persuade and inventors create markets. New discoveries and technologies are not simply the result of organizational agendas and market forces; they are created by human beings who transform both nature and society. One of the goals of this book is to take technological and scientific thinking out of the realm of mystery and give a wider audience the tools to begin to comprehend it. An additional goal is to show how ethics can be used to make certain inventions and discoveries transform the world in a beneficial way. New technologies must be environmentally sustainable and socially just. Chapter 1 begins with analysis of several cases of discovery, and attempts to make generalizations from them. Chapter 2 combines psychology, sociology and philosophy of science in an effort to determine whether and how science can be studied. Chapter 3 is about invention and the story of the telephone is at the center, with other cases embellishing the discussion. Chapter 4 brings ethics, discovery and invention together in the case of the atomic bomb, then goes on to treat new ethical technologies like the development of a compostable furniture fabric and the introduction of photovoltaics into developing countries. Chapter 5 considers how to teach ethical discovery and invention, and includes a section on the management of discovery and invention.

This volume demonstrates the dynamism and diversity of entrepreneurship as it is practised by men and women across a variety of contexts, and also the vibrancy and relevance of the entrepreneurship research field as it attempts to understand and communicate this widespread social and economic phenomenon.' - Sara Carter, Strathclyde Business School, UK'This book showcases thought-provoking studies that reflect what European entrepreneurship scholarship has successfully pioneered: penetrating analyses of often taken-for-granted assumptions about the nature of entrepreneurship. These chapters direct readers to where entrepreneurship scholarship will likely go in the future, particularly in using 'gendered' perspectives to realize the heterogeneity of entrepreneurial activity in various contexts.' - William B. Gartner, Copenhagen Business School, Denmark and California Lutheran University, US By combining high-quality and in-depth research in the field, this book provides a state-of-the-art analysis of the current topical issues in European entrepreneurship and small business research. With contributions from international experts, the book provides a particular focus on the behaviour between individuals and groups within different contexts; the personal and structural factors that shape entrepreneurial and small business activity; and a focus on gender in entrepreneurship within different contexts. Students and academics interested in gender and entrepreneurship will benefit from this far-reaching book. The contextual and practical approach will also be of use to national and regional policy makers. Contributors: S. Aaltonen, R. Blackburn, J. Byrne, A. Chepurenko, O. Duygulu, S. Fattoum, C.I. Goegus, M. Guerrero, J. Hermes, U. Hytti, T. Mainela, S. Marlow, J. Mitra, OE. OErge, S. Tegtmeier, D. Urbano, F. Welter

Unlike other books available on the market, this combines rigorous academic theory with practical insights, making it both suitable for students and practitioners at the intersection between digital transformation, marketing and strategy implementation; Provides insights from contributors from GE, Volvo, Adobe, Siemens, DHL, Thales and other companies known for their exceptional abilities to drive profits via digital transformation; Practical steps to drive profits via digital strategy implementation both internally as well as externally (via-a-vis customers).

Against a backdrop of downsizing, restructuring and other devastating changes within today's organizations, how does the executive actually go about getting things done? Not simply through the exercise of raw power, argues Gottlieb. Indeed, power and influence are not the same. Most articles in academic and professional business periodicals concentrate on power and provide scant insight into influencing--its techniques and various behaviors. In this work, Gottlieb, a specialist in management development and training, takes a big step toward correcting this imbalance and the confusion it creates. He explores a variety of approaches to getting work done that are both non-traditional and non-hierarchical in structure. Matrix or systems approaches have become commonplace, staff levels have thinned, and today's managers are increasingly dependent upon the cooperation of others in the organization, people over whom the manager has no direct authority. Managerial success depends, therefore, on an ability to influence others to comply and prioritize productively and efficiently.

The book identifies the strategies available to those who want to develop or hone their influencing skills. It helps executives adapt their current influencing style to the new demands and requirements for leadership in today's unstable organizations, for example by building effective alliances and strong bases inside and outside of the organization for the exercise of one's influence. The book also helps managers construct dynamic organizational action plans for empowering and motivating others, and for providing bosses, peers, and subordinates with incentives to achieve goals. Gottlieb covers techniques to enhance persuasive and related selling techniques, examines several motivation issues for subordinates, and presents managers with approaches to using influence in the dual role of coach and counselor for staff and peers. Well illustrated with case studies, scenarios, and dialogues, the book will be essential for decision makers throughout the public and private sectors, and for all who aspire to decision-making positions in all types of organizations.

Discover the value and importance of diversity for individuals and organizations today with the research-driven approach found in Bell/Leopold's DIVERSITY IN ORGANIZATIONS, 4E. This comprehensive resource blends the latest findings, new developments and recent legislation with practical examples and compelling interviews. You explore the many aspects of diversity, from a historic background to the details of how and why individuals and organizations should pursue diversity among applicants, employees, coworkers or customers. This edition guides you through differences in age, disability status, national origin, race, sex, weight and appearance as well as sexual orientation and gender identity. You examine groups that are often devalued and learn how dominant and non-dominant group members can work toward diversity and inclusion. Recent interviews and new profiles introduce diversity-focused careers and prepare you to prioritize diversity, no matter what your professional position.

Providing an alternative to short term, bottom line thinking this book enters into a deeper dialogue about the role of personal values in strategy formulation and implementation.Personal values are at the core of people's personality. They influence the choices we make, the people we trust, the appeals we respond to, and the way we invest our time and energy. In turbulent times, values give a sense of direction amid conflicting views and demands. This book summarises current research in this area and introduces a new model around what personal values guided strategy is, how it's linked to strategic choice and organizational goals and how it impacts upon organizational performance. Once personal value systems are recognized, personal value systems and their alignment to strategies, goals and missions provide powerful insight into how resistance to strategies is caused. With implications for leadership development, corporate governance and strategic HRM, this book extends research in this area and is essential reading for anyone involved in strategy implementation.

Despite a shared interest in the analysis of complex organizations operating in complex environments, macro-organization theory and research on the multinational corporation have developed quite independently of each other. This book, the product of a collaborative endeavour by scholars from both fields, represents the first systematic effort to build a broad bridge between these two areas of research. 'An excellent collection of essays which provides both the general and specialist reader with a fascinating insight into the latest advances in organisational theory.' John H. Dunning, Universities at Reading and Rutgers.

The design process for organizational structures sometimes resembles a random walk, especially when it is embedded in an arena of competing personal interests and power games. Many organizations still lack clear guidance and are therefore seeking a rigorous, nuanced, and impartial methodology for the design and development of their organizational structures, processes and behavioral repertoire. The Viable System Model (VSM) can help: by identifying the essential design principles and parameters that need to be considered, and which can be used to enhance an organization's effectiveness, adaptability, cohesion and overall viability. This book, the third volume in a set of three, connects the VSM to the world of the standard organizational chart. It offers readers a new perspective on corporate functions and their contributions to the organization as a whole. Further, it shows them how the VSM can be used to develop viable organizational structures, following a detailed step-by-step approach. Lastly, it explains the vital processes, behaviors, and attitudes that need to be developed in order to make organizations truly viable. Readers will find solutions to, and guidelines on, many critical organizational design issues, e.g. designing job profiles; correctly mapping synergistically ("centrally") operating units in the organizational chart; outsourcing processes; and handling matrix situations; as well as designing and implementing organizational change processes. "This compendium is a most welcome contribution to Organizational Cybernetics. Lassl provides a detailed analytical and insightful perspective on the currently most powerful organization theory, which is a key to mastering complexity: the Viable System Model. The author also finds new, creative ways of showing the practitioner how to make the model work. If you apply it properly, you can reap huge benefits: the viability of your organization and a prosperous future."Prof. em. Dr. Markus Schwaninger, University of St. Gallen "There is nothing more practical than a good theory" (K. Lewin). This is exactly what Lassl's books exemplify and prove. By advancing the VSM-based organizational theory and providing ample application-related examples, these books allow the readers to look at their organizations and management from a new perspective, and provides them with the knowledge to trigger and implement practical organizational changes.I have been able to draw upon many cutting-edge examples from Lassl's books for my lectures on the VSM, which have repeatedly convinced students of its value and enabled them to gain an in-depth understanding of the VSM. Particularly Lassl's elaborations on variety management and on the axiom of requisite vertical eigen-variety are cornerstones for every organizational design project, for value-oriented management, and for the overall viability of the organization. I highly recommend the book to all managers looking for ideas for future-oriented design of organizations and of value creation."Prof. Dr. Matthias Muller-Wiegand, Vice President Department Business and Law, Rheinische Fachhochschule Koeln/University of Applied Sciences

As the business world becomes increasingly global, so increases the need to understand differences and similarities in work behaviour. This volume offers frameworks for analysis which will be needed to understand the dynamics of organizational behaviour in the international arena.

The issue of gender in organizations has attracted much attention and debate over a number of years. The focus of examination is inequality of opportunity between the genders and the impact this has on organizations, individual men and women, and society as a whole. It is undoubtedly the case that progress has been made with women participating in organizational life in greater numbers and at more senior levels than has been historically the case, challenging notions that senior and/or influential organizational and political roles remain a masculine domain. The Oxford Handbook of Gender in Organizations is a comprehensive analysis of thinking and research on gender in organizations with original contributions from key international scholars in the field. The Handbook comprises four sections. The first looks at the theoretical roots and potential for theoretical development in respect of the topic of gender in organizations. The second section focuses on leadership and management and the gender issues arising in this field; contributors review the extensive literature and reflect on progress made as well as commenting on hurdles yet to be overcome. The third section considers the gendered nature of careers. Here the focus is on querying traditional approaches to career, surfacing embedded assumptions within traditional approaches, and assessing potential for alternative patterns to evolve, taking into account the nature of women's lives and the changing nature of organizations. In its final section the Handbook examines masculinity in organizations to assess the diversity of masculinities evident within organizations and the challenges posed to those outside the norm. In bringing together a broad range of research and thinking on gender in organizations across a number of disciplines, sub-disciplines, and conceptual perspectives, the Handbook provides a comprehensive view of both contemporary thinking and future research directions.

Whilst the topic is gathering significant interest, this is the first book to present a guide to coaching and playfulness. It has the ‘why didn’t I think of this’ factor: once said, it seems obvious but, until then, few people had thought of it. Written by two coaching practitioners, the book provides a practical and cohesive manual for coaches to incorporate playfulness into their praxes. Fully researched, and evidence provided to support the practice throughout.

This book focuses on the effect of leadership on organizational outcomes and summarizes the current research findings in the field. It addresses the need for inclusive and interpretive studies in the field in order to interpret leadership literature and suggest new pathways for further studies. Appropriately, a meta-analysis approach is used by the contributors to show the big picture to the researchers by analyzing and combining the findings from different independent studies. In particular, the editors compile various studies examining the relationship between the leadership and thirteen organizational outcomes separately. The philosophy behind this book is to direct future research and practices rather than addressing the limits of current studies.

Most contemporary organizations use management teams to manage and coordinate their businesses at all levels of the organizational hierarchy. Management teams typically set overall goals, strategies, and priorities, making vital organizational decisions. They discuss issues, solve problems, offer advice, and ensure various processes and units are aligned and interact efficiently. Although management teams are vital for overall organizational performance, research indicates that they are largely underused and less effective than their potential would suggest for value creation. This book provides a research-based and practical model of the characteristics of effective management teams. It looks in depth at each factor of the model, discusses the supporting research, provides examples of how the factors influence the work and effectiveness of management teams, and shares tips and tools for successfully working with management team development. It provides researchers, academics, and students of organizational behavior with an overview of the variables that empirical research has found to be robustly related to management team effectiveness and will enable leaders and management consultants to develop more effective management teams.

Edwin Hartman offers an account of his intellectual journey from Aristotle to organization theory to business ethics to an Aristotelian approach to business ethics. Aristotle's work in metaphysics and psychology offers some insights into the explanation of behavior. Central to this sort of explanation is characteristically human rationality. Central to successful organizations is characteristically human sociability. That human beings are by nature rational and sociable is the basis of Aristotle's ethics. Though a modern organization is not a polis in Aristotle's sense, it has good reason to treat people as rational and sociable on the whole, and thereby to preserve the organization as a commons of people linked by something much like Aristotle's account of strong friendship. Organizations that are successful in this respect, particularly those that deal with a nationally diverse workforce, may offer a far-reaching and attractive model.

This fascinating book shows how an understanding of the psychodynamics of the extended family, from parental relations to sibling rivalries, can provide insight into many of the key issues faced by organizations today. Covering topics such as change management, creativity, autonomous groups, leadership and democracy, it shows how deep-rooted family dynamics unconsciously frame the way we relate to each other in the workplace, and how they can have a profound influence on the broader trajectory of organizations. This book features: Examples on how to use the extended family as a framework for understanding organizational behaviour. A look beyond parental relationships to discuss sibling relationships as well. Examples to illustrate key topics of practical relevance to consultants and managers. Family Psychodynamics in Organizational Contexts is an important read for students and scholars of organizational psychology, organizational studies and psychodynamics, as well as consultants and coaches working in organizational contexts.

Styles of effective leadership in the much-admired research arm of Japanese organizations are examined for the first time in this scientifically validated study of research and development units. Creative R & D Leadership provides new data about how and why certain types of leaders are more successful than others and offers insightful social and cultural explanations for that success. Bess shows that it is the unique blending of personalities among leaders and subordinates that results in creative and innovative teams -- hallmarks not only for good R & D performance, but organizational effectiveness as well. Bess' findings and interpretations will have significant implications for policymakers throughout the world, including the United States, as new ways for American management to restructure organizational techniques and strategies to enhance competitiveness worldwide are revealed. A major contribution to the literature on organizational behavior and development, leadership studies, R & D management, and cross-cultural understanding.

This book provides human resource managers with the information necessary to cope with the ethical, legal, and financial issues surrounding AIDS--a disease that will eventually affect almost every workplace in the world. Masi offers a comprehensive Program Integration Model approach to managing the disease and shows how to develop effective policies, implement educational programs, and adapt existing Employee Assistance Programs to provide the most cost-effective and comprehensive service to employees dealing with AIDS. Unlike other books on the subject, AIDS Issues in the Workplace addresses the particular concerns of all populations affected by the disease including health-care workers, police and fire workers, persons in the arts, restaurant and hotel employees, and employees overseas. Women and minorities, substance-abusers, and the families of those afflicted with AIDS are addressed specifically. The author provides current legal information to help the employer avoid costly litigation and reviews actual policies employed by major corporations in both the public and private sectors. The result is the most comprehensive presentation of the issues related to AIDS in the workplace yet available in book form.

Masi begins by examining the latest medical information on AIDS and its transmission as well as the legal issues involved. She then turns to a discussion of company policy development, demonstrating both why a clearly stated policy is important and what it should cover. Subsequent chapters point to the critical importance of continuous education in the workplace, discuss why EAPs have so far failed to be substantially involved in AIDS, and suggest roles that EAPs could serve. Three chapters address the needs and concerns of special populations and how employers can best serve these needs without appearing discriminatory. A separate chapter includes interviews with individuals who have experienced a range of AIDS-related issues in the workplace. The volume concludes with a list of resources and an appendix containing original documents from such sources as the Centers for Disease Control's Universal Precautions, their Recommendations for Health Care Settings, and handicapped legislation. Anyone confronted with the challenge of developing appropriate human resource strategies to deal with AIDS will find this book an indispensable resource.

"Issues of visibility and invisibility are becoming increasingly apparent in gender research in organizations. This book will not only further develop current theoretical ideas around being seen and unseen within organizations, but will also provide us with the opportunity to problematize the concepts of visibility and invisibility"--

David Gabel and David F. Weiman The chapters in this volwne address the related problems of regulating and pricing access in network industries. Interconnection between network suppliers raises the important policy questions of how to sustain competition and realize economic efficiency. To foster rivalry in any industry, suppliers must have access to customers. But unlike in other sectors, the very organization of network industries creates major impediments to potential entrants trying to carve out a niche in the market. In traditional sectors such as gas, electric, rail, and telephone services, these barriers take the form of the large private and social costs necessary to duplicate the physical infrastructure of pipelines, wires, or tracks. Few firms can afford to finance such an undertaking, because the level of sunk costs and the very large scale economies make it extremely risky. In other newer sectors, entrants face less tangible but no less pressing constraints. In the microcomputer industry, for example, high switching costs can prevent users from experimenting with alternative, but perhaps more efficient hardware platforms or operating systems. Although gateway technologies can reduce these barriers, the installed base of an incumbent can create powerful bandwagon effects that reinforce its advantage (such as the greater availability of compatible peripherals and software applications). In the era of electronic banking, entrants into the automated teller machine. (A TM) and credit card markets face a similar problem of establishing a ubiquitous presence."