That's what every business wants to be.  And that's why the U.S. Marines excel in every mission American throws at them, no matter how tough the odds.  In Corps Business, journalist David H. Freeman identifies the Marine's simple but devastatingly effective principles for managing people and resources -- and ultimately winning.  Freedman discusses such techniques as "the rule of three," "managing by end state," and the "70% solution," to show how they can be applied to business solutions.

Myths, stories, and folklore are part of the fabric and life of all organizations, enabling us to understand, identify, and communicate the character of the organization - its ambitions, conflicts, and peculiarities. Drawing on extensive fieldwork of storytelling in five organizations, this book argues that stories open valuable windows into the emotional and symbolic lives of organizations. By collecting stoires in different organizations, by listening and comparing different accounts, by investigating how narratives are constructed around specific events, by examining which events in an organization's history generate stories and which ones fail to do so, researchers can gain access to deeper organizational realities, closely linked to their members' experiences. In this way, stories enable researchers to study organizational politics, culture, and change in uniquely illuminating ways, revealing how wider organizational issues are viewed, commented upon and worked upon by their members.

This book critically analyses user-firm technology relationships and socioeconomic structures at the crossroads of community and commerce. It investigates businesses that let users participate in platform development on the internet. An empirical study of the online world Second Life is used as an early illustration of the pivotal role of user participation in design, development and sustainability of digital platforms. Van der Graaf sheds light on aspects of the ongoing platformization of the internet and on new norms and mechanisms for user participation which are linked to values of creativity, community and labour. ComMODify makes clear that robust theoretical and empirical investigation of the integration of user participation into mainstream business models and its implications for platform development is key to understanding contemporary businesses like Facebook, that sustain the internet of today. This book will be of interest to those wanting to learn more about the socio-economic implications of user participation associated with user-generated content, particularly within the 3D software and game industry.

Many managers and organizations still assume that employees who devote long hours to their jobs with no family interference are "ideal workers". However, this assumption has negative consequences for employees, their families and, more interestingly, for their organizations. This book provides a wealth of empirical evidence from around the globe, as well as innovative conceptual frameworks, to help practitioners and researchers alike to go beyond the classic notion of the "ideal worker" and to rethink what companies actually need from their employees. As it demonstrates, doing so will be beneficial for countless men and women, and for society at large.

Innovation involves a set of processes which support the production and transformation of knowledge into new processes, technologies and products, goods and services, and provide an organization with particular strengths and value relative to other firms. In such a view, innovation is a key source of customer benefits and sustainable competitive advantage. Technological, Managerial and Organizational Core Competencies: Dynamic Innovation and Sustainable Development investigates the impact of knowledge management, information systems, finance, organizational networks, internationalization, strategic management, marketing, entrepreneurship, and sustainability on an organization that pursues dynamic innovation and sustainable advantage. This book provides research and practice for graduate and undergraduate programs, as well as business firms with different technological, managerial, and organizational perspectives. Further Description from the Editors: This book represents the culmination of an international project to compile inter-disciplinary research that most contributes to innovation. More specifically, this book is about innovation in firms, industries, nations and society. It speaks to professionals and researchers who want to improve their understanding of dynamic innovation and sustainable development. The Editors goal is to foster cross-pollination among researchers. To this aim, the Editors have selected and assembled 35 chapters that illustrate multidisciplinary theoretical perspectives and empiric results on innovation and the roles of Sustainability, Organizational Networks, Entrepreneurship, Knowledge Management, R&D&T (Research, Development and Technology) Management, Marketing, Finance, Internationalization, and Information Systems in the organization that pursues dynamic innovation and sustainable development. Innovation involves processes, organizational elements (or resources ), and Organizational Abilities (OA) that support the production and transformation of knowledge into new knowledge, processes, structures, technologies and products, goods and services. At the firm and industry levels of analysis, innovation can provide organizations with strengths relative to other firms, clusters, and nations and it is a key source of customer benefits and sustainable development. At the collective and societal levels of analysis, innovation can provide humanity with economic, social and environmental wealth through sustainable development. The uniqueness of this book lies in the participants efforts to identify Organizations' Creative Areas (OCA) that can provide core competencies for the organization in pursuit of dynamic innovation and sustainable development. In this perspective, innovation is a dynamic system and it is contingent upon a set of core competencies that couple to each other. Therefore, changing of even one competence can affect the organization's ability to innovate. The book avoids the term competitive advantage and adopts a more fruitful perspective of sustainable development the process of achieving human development in an inclusive, connected, equitable, prudent, and secure manner . An inclusive perspective sees traditional competitive advantage as occupying one extreme, whereas truly sustainable development occupies the opposite extreme. Sustainable development must benefit not only the organization and its customers, but also the whole society and the future of humanity through sustainability . Most chapters of this book fall between these extremes.

This volume explores organizational legitimacy in business, featuring examples from a variety of industries around the world. Synthesizing the most current theoretical insights and best practices, the contributing authors examine the ways in which organizational legitimacy can be understood, its perceived influence on the market, and the relationship between organizational legitimacy and overall organizational success. The authors draw from different methodological perspectives to develop a holistic approach to organizational legitimacy that transcends the traditional concepts of corporate reputation, business ethics or corporate social responsibility. Historically, efforts to understand how organizations acquire, manage and use legitimacy have applied insights from institutional theory, resource dependence theory, organizational ecology and stakeholder theory, but the field has remained fragmented, despite the profound implications of achieving legitimacy for ensuring organizational stability, survival and sustainability through access to capital, resources and business opportunities, as well as problem solving, performance measurement and stakeholder support. Presenting case studies of successful initiatives, the book addresses: * How organizational legitimacy is defined and measured * How organizations achieve legitimacy and how they acquire resources * How different stakeholders (e.g., consumers, investors, employees) make legitimacy judgments and resource allocation decisions * Whether audiences in the same socio-cultural context arrive at shared legitimacy judgments with regard to a focal organization

This book showcases a selection of arts-based research methods used in the empirical study of business, organisation and the humanities. Each chapter presents a discursive analysis and a detailed how-to guide for a range of methods including poetry, drawing, photography and social media, film, food, knitting, letter writing and dance. Consideration is given to a variety of steps in the research process, from research design and data collection to analysis and publication. Using Arts-based Research Methods is a unique resource for experienced researchers and students looking to broaden their palette of qualitative research methods.

This book explores technological innovation in family firms, seeking to reconstruct the links between the heterogeneous dimensions of family businesses and their innovative behaviour. Building on and examining the traditional view of family firms as conservative, this book contributes to knowledge surrounding the puzzling role of family firms in technological innovation, with particular focus on the Italian pharmaceutical industry. The authors explore technological advances within the industry in connection with various features of family governance. This thought-provoking study is divided into two parts, the first part providing an overview of current literature on the topic, and the second part analysing the findings of empirical investigation in a specific industry setting. Practitioners and academics of business strategy will find this book extremely useful as it combines both solid theoretical reasoning and robust empirical analysis.

How do people in organizations get the information they need to do their work, and what are the effects of their research --positive and negative--on their organizations? Indeed, says the author of this unique, provocative study, the forces that promote ignorance within organizations often outweigh the drive to obtain knowledge. Johnson explores both sides of the information-seeking dilemma, the reasons why people do and do not look for and get the information they need--and why the multi-billion-dollar technologies that have been developed to facilitate information gathering so often fail. Research-based, with a model to explain how information seeking works in organizations, Dr. Johnson's book will be fascinating, essential reading not only for gatherers of information in all types of organizations, but for the purveyors, their technological support staffs.

The study of information seeking is one of great pragmatic importance for individuals, organizations, and our society. It is also one that is more complex than it might at first appear, presenting many dilemmas for the organization. Chapter 1 provides a basic overview of the importance of information seeking and a definition. Chapter 2 describes the more general communication structure of organizations in which individual information seeking is embedded. While traditional views of structure were based on the need to restrict information access in order to reduce information load, more modern views try to capture how organizations can process ever larger volumes of information. Chapter 3 describes the information fields outside of the organization. Chapter 4 develops a more complete picture of the information carriers that individuals have to select from. Chapter 5 describes the barriers to information seeking which often result from the real benefits of ignorance for both individuals and organizations. Chapter 6 details strategies individuals can use in their search for information. Chapter 7 discusses what management can do to facilitate a seeker's search for information. In summary, Chapter 8 weaves all of the themes of the book together in discussing the importance of the development of a theory of information seeking and the pragmatic implications of information seeking for our society as a whole.

There is a moral to this book, a bit of Confucian wisdom often ignored in social network analysis: "Worry not that no one knows you, seek to be worth knowing."
This advice is contrary to the usual social network emphasis on securing relations with well-connected people. Neighbor Networks examines the cases of analysts, bankers, and managers, and finds that rewards, in fact, do go to people with well-connected colleagues. Look around your organization. The individuals doing well tend to be affiliated with well-connected colleagues.
However, the advantage obvious to the naked eye is misleading. It disappears when an individual's own characteristics are held constant. Well-connected people do not have to affiliate with people who have nothing to offer. This book shows that affiliation with well-connected people adds stability but no advantage to a person's own connections. Advantage is concentrated in people who are themselves well connected.
This book is a trail of argument and evidence that leads to the conclusion that individuals make a lot of their own network advantage. The social psychology of networks moves to center stage and personal responsibility emerges as a key theme. In the end, the social is affirmed, but with an emphasis on individual agency and the social psychology of networks. The research gives new emphasis to Coleman's initial image of social capital as a forcing function for human capital.
This book is for academics and researchers of organizational and network studies interested in a new angle on familiar data, and as a supplemental reading in graduate courses on social networks, stratification, or organizations. A variety of research settings are studied, and diverse theoretical perspectives are taken. The book's argument and evidence are supported by ample appendices for readers interested in background details.

There's more to work and the life of the organization than just numbers. In his new book on how people function in work settings, Allcorn calls it the human spirit. It too contributes to the life and performance of organizations, but like life itself it can die--or be killed. Allcorn argues that changes in how organizations are managed--downsizing, rightsizing, reengineering, and other catastrophic means--can have an unintended but devastating result. These factors can cause spiritual death--the end of that quality in people that keeps them alive, growing, and productive. Allcorn shows that management and the methods it uses to cope with organizational change must be adjusted to take into account a special kind of workplace spirituality and to nurture it, not destroy it. Indeed, he maintains that by appreciating the importance of the human spirit, and liberating the quality of spirituality into the workplace, benefits to the organization can be profoundly rewarding. Allcorn explains the practical, measurable results of this liberation, documenting his assertions in heartbreaking detail. Even the most tough-minded executive will soon come to consider this book as essential as a spreadsheet.

Allcorn asserts that while spirituality inevitably has religious connotations, in his use of the word, it is fundamentally secular and powerfully humanistic. Besides the rationality of numbers and the irrationalities common to a defensive workplace, there is something else that permits members of organizations to rise above workplace adversities. This creates organizational success. As employees are downsized out or just furloughed, the effect on the organization and those who remain is clearly destructive. The author concludes that the way for an organization to achieve success is certainly not by killing its people's spirit by firing them. Other means exist to preserve the organization, and Allcorn explores them in careful, useful detail.

This book provides a consistent and holistic managerial approach to product management and presents a practical and comprehensive methodology (roles, processes, tasks, and deliverables) that covers all aspects of product management. It helps students of product management, product management practitioners, product management organizations, and corporations understand the value, theory, and implementation of product management. It outlines a practical approach to clarify role definitions, identify responsibilities, define processes and deliverables, and improve the ability to communicate with stakeholders. The book details the fundamentals of the Blackblot Product Manager's Toolkit (R) (PMTK) product management methodology, a globally adopted best practice.

Peter Drucker's lively and thoughtful memoirs are now available in paperback with a new introduction by the author. He writes with wit and spirit about people he has encountered in a long and varied life, including Sigmund Freud, Henry Luce, Alfred Sloan, John L. Lewis, and Marshall McLuhan. After beginning with his childhood in Vienna during and after World War I, Drucker moves on to Europe in the 1920s and early 1930s, describing the imminent doom posed by Hitler and the Nazis. He then goes on to describe London during the 1930s, America during the New Deal era, the World War II years, and beyond. According to John Brooks of The New York Times Book Review, "Peter Drucker is at a corner cafe, delightfully regaling anyone who will listen with tales of what must be one of the more varied-and for a practitioner of such a narrow skill as that of management counseling, astonishing-of contemporary professional lives." Dorothy Rabinowitz of the Washington Post writes, "The famous are here as well as the infamous.... All are the beneficiaries, for better or for worse, of Drucker's unerring eye for psychological detail, his remorseless curiosity, and his imaginative sympathy.... Drucker's book appears in a stroke to have restored the art of the memoir and of the essay." Adventures of a Bystander reflects Drucker's vitality, infinite curiosity, and interest in people, ideas, and the forces behind them. His book is a personal and informal account of the rich life of an independent man of letters, a life that spans eight decades and two continents. It will be of interest to scholars and professionals in the business world, historians, sociologists, and admirers of Peter Drucker.

This book covers the main issues on the study of competencies and talent management in modern and competitive organizations. The chapters show how organizations around the world are facing (global) talent management challenges and give the reader information on the latest research activity related to that. Innovative theories and strategies are reported in this book, which provides an interdisciplinary exchange of information, ideas and opinions about the workplace challenges.

Can you imagine how rewarding it would be, each day, to truly enjoy going to work? Most people spend the better part of their waking hours in jobs they do not enjoy. The happiest, most productive employees are those who have either found a job they truly enjoy, or found ways to make their current jobs more enjoyable. If we can get more pleasure and satisfaction from our work time, it would immeasurably improve the quality ofour lives. For more than 30 years, authors Joan Goldsmith and Kenneth Cloke have worked with teams and employers to create positive work environments in which communication between all levels is respectful, creativity is encouraged and people are acknowledged and supported. Thank God It's Monday provides real-world examples and exercises to stimulate employees and employers into creating better work lives. Thank God It's Monday identifies 14 core values that will make any work more stimulating and satisfying, including: Inclusion of everyone; Celebration of diversity; Open and honest communication; Risk taking; Opportunities for personal growth; Thank God It's Monday will be valuable to employees seeking to increase satisfaction in their current jobs, displaced employees searching for the work situations that are best for them, and employers and organizational leaders looking to keep their best employees by creating energetic and vibrant workplaces. Thank God It's Monday provides scores of ready-to-use activities, worksheets and exercises that will help transform the workplace into a second home that everyone wants to return to each day.

This edited volume highlights the use and practice of values in Organization Development (OD). It addresses how those values have changed over time, how they are expressed in OD's approach to consulting, the process of making value-based decisions, and how to deal with value dilemmas and value conflicts. OD scholars and practitioners will learn about the balance of values in practice, particularly as the business outcomes may overtake positive humanistic concerns given intense pressures to enhance organizational productivity year over year.

Advances in computing technology and internet-worked environments have driven profound realignments not only in the dynamics of technologically mediated interpersonal interactions but also in the way organizations engage with consumers, producers, and other businesses. Connectivity and Knowledge Management in Virtual Organizations: Networking and Developing Interactive Communications provides managers and academicians with a comprehensive review of innovations and trends in virtual organizations. Covering topics such as knowledge creation and management, virtual customer networks, e-commerce, and virtual communities this reference book offers incisive analysis of the full spectrum of technologies, applications, practices, and outcomes within this growing field.

"Lessons Learned" is a knowledge management approach for organizational learning and improved performance and productivity. However beneficial this approach is, few organizations have been able to implement the processes necessary for organizational success Utilizing Evidence-Based Lessons Learned for Enhanced Organizational Innovation and Change links the theoretical foundation of the "lessons learned" approach with current tools and evidence-based research in support of organizational development. Outlining best practices and emerging research in organizational learning, this publication is ideal for project managers, academicians, researchers, and upper-level students looking to implement these processes into their project management cycle, particularly in the risk management and quality control processes.

Take an innovative approach to a climate of change within your workplace or organization with this guidebook on diversity and inclusion.

Author Maura G. Robinson, an authority on diversity and inclusion, has been helping companies create systemic process of change for more than twenty years. In "the Inclusion Revolution Is Now," she explores as you can

create an environment of inclusion where all employees are accountable for their behaviors, and able to work together to accomplish the organizational goals.

recognize that civil diversity impedes systemic processes of change to occur. So diversity is viewed as an initiative or a program with no sustainability at the organizational level.

ensure employees willingly practice inclusion regardless of personal beliefs.

While there is still racism, prejudice, sexism, and other exclusionist attitudes among people in the workplace, organizational leaders have the power and responsibility to mandate a climate of inclusion. Supporting diversity and inclusion is also a prerequisite for capitalizing on the ideas that diverse people can bring to your organization.

Most diversity practices used by organizations do not actually promote inclusion, and exclusion continues to exist. There's a better way to achieve inclusion, and it starts with "the Inclusion Revolution is Now."

Addressing the urgency of radical decarbonization as a mitigative response to climate risk, this book explores how business can respond to the challenges of climate risk, through various transformational processes. Those processes involve cognitive transformations, organizational changes, climate risk integration into risk management practices, shifts in corporate reporting and disclosure as well as futuristic scenario-based planning beyond normal business planning cycles. Though much has already been written on corporate sustainability efforts, there is a greater need now for building mitigative capacity at the firm level, in alignment with shifting policy and regulatory regimes. Theoretical and empirical work on these areas is addressed in the novel thought experiment approach of this book. A research agenda for future work is provided.

This groundbreaking interdisciplinary Handbook showcases the latest intuition research, integrated in a framework that reconciles various views on what intuition is and how it works. The internationally renowned group of contributors presents their findings in five areas. Part I explores different facets of the intuiting process and its outcome, the role of consciousness and affect, and alternate ways of capturing intuition. Part II deals with its function in expertise, strategy, entrepreneurship, and ethics. Part III outlines intuitive decision making in critical occupations, legal profession, medicine, film and wine industry, and teaching. Part IV pushes the boundaries of our current understanding by exploring the possibility of non-local intuition, based on the principles of quantum holography. Part V investigates new techniques for developing intuitive skills. This cutting-edge, comprehensive Handbook will prove essential for academics and research students of social sciences, particularly management, psychology, sociology, entrepreneurship, leadership, team dynamics, HR and training. It will be also an invaluable resource for industry professionals searching for soft-core methods to increase productivity and creativity/innovation, to improve leadership and organizational climate, or to adopt new staff training and development methods. Contributors: A. Antonietti, B.T. Bakken, C. Betsch, R.T. Bradley, L.A. Burke, J.-F. Coget, E. Dane, A. Dijksterhuis, W. Duggan, I.D. Ebert, S. Epstein, A. Glockner, B. Graf, L.K. Gundry, J.R. Guzak, T. Haerem, M.B. Hargrove, C. Harteis, G.P. Hodgkinson, P. Iannello, K.-P. Ittner, J.R. Kickul, G. Klein, C. Kugler, C. Kuhnle, J. Langan-Fox, M. Mason, B. Morgenthaler, J.E. Pretz, D. Radin, G. Roth, E. Sadler-Smith, M. Sinclair, M. Strick, D.E. Tomasino, V. Vranic

'This book is an excellent collection of practical and useful cases in cross-cultural management, with some that are very different from what we would call ''traditional'' cases in cross-cultural management. They are excellent teaching material with an introduction and a conclusion that show students and practitioners how meanings are negotiated in diverse and complex cross-cultural situations.' - Marie-Therese Claes, Louvain School of Management, Belgium 'A fascinating book for both the diversity of cultures that are touched upon (from Asia and Africa to Europe and America) and the cultural analyses that are made of various management situations resulting from the transfer of management techniques across countries or the encountering of those embedded in different cultures.' - Philippe d'Iribarne, CNRS, France 'A group of multidisciplinary authors from various countries and cultures bring rich experience to this volume. The focus on real-life situations offers a fresh perspective on culture in organizations and management through in-depth case studies including both academic and pedagogical sides. It addresses multi-level cross-cultural issues of international strategic importance for globalizing workplaces. This insightful book is excellent reading for practitioners as well as scholars and students interested in applications in the field of cross-cultural management.' - Cordula Barzantny, Toulouse Business School, France 'This volume offers an insightful introduction to qualitative field research aiming to understand the dynamics in intercultural business interactions. Based on the findings provided in ten rich cases from Asia, Europe, North Africa, USA and Latin America, the editors also propose strategies for more effective collaboration in challenging multiple-cultures contexts. The authors and editors have succeeded in transforming the field studies into cases that are stimulating and thought provoking readings, both for practitioners and students of cross-cultural management.' - Anne-Marie Soderberg, Copenhagen Business School, Denmark The cases draw on field research revealing challenges and insights from working across nations and cultures. Each case provides recommendations for practitioners that are developed into a framework for effective intercultural interactions as well as offering illustrations and insights on how to handle actual cross-cultural issues. This enriching book covers various topics including international collaborations across and within multinational companies, organizational culture in international joint ventures and knowledge transfer. Based on empirical fieldwork and qualitative analyses, this path-breaking book will appeal to graduate and postgraduate students in international management as well as practitioners. Contributors: G. Azevedo, C.I. Barmeyer, S. Chevrier, L. Clausen, E. Davoine, G. Hollinshead, J. Lemmergaard, J. Mahadevan, S. Michailova, S.L. Muhr, H. Primecz, I. Rittenhofer, L. Romani, S.A. Sackmann, S. Tukiainen, H. Yousfi