Despite the sustained scholarly attention that the United Nations and international NGOs have received in the twenty-first century, they still remain under-researched from a management studies perspective. This volume brings together rich analyses of these organizations' functioning, arguing that they are best understood as intermediaries between international decision-making and funding bodies in the developed world and initiatives that take place on the ground, primarily in the Global South. Based on current management research, this follow-up to Rethinking International Organizations (Berghahn, 2002) provides a wealth of both empirical and theoretical insights, along with practical recommendations how these organizations can function more effectively.

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

Written for human resources and training professionals, this book addresses a recurring problem for managers and corporations: how can we efficiently, cost effectively, and humanely motivate employees to work at or near their top potential? Arguing that opportunities to heighten employee motivation are often missed when managers rely on overly simplistic theories of human motivation, Grant develops his own multifaceted Effort-Net Return Model and offers a sampling of over 200 prescriptions for motivating employees that can be derived from the model. The model itself is based upon four basic principles, each grounded in research and each of which has supporting propositions which determine the motivational prescription to be employed. Because the motivational prescriptions indicated can be easily tailored to the recipient's own personal value system, the model is applicable across a broad spectrum of employee groups.

Grant introduces and describes the Effort-Net Return Model in Chapter One, demonstrating its superiority over previous models which rely on the application of restrictive formulas and constructs to determine motivational strategies. The next four chapters address in turn each of the four principles upon which the model is based and their supporting propositions. In these chapters, Grant also provides a representative inventory of the kinds of avenues managers can pursue to enhance employee motivation. Throughout, Grant emphasizes the impact of individual differences on the end results to be expected from a given motivational prescription, cautioning the reader to take these differences into account when beginning to put together a motivational plan. The final chapter presents real-world case problems, together with analyses and suggested prescriptive packages, to enable the reader to move from theory to actual practice. Numerous exercises and application instruments are also included to help the manager apply the Effort-Net Return Model in the workplace.

This book provides practitioners with a basic understanding of strategy and the process of strategic management. Using academic foundations and best practices from business life, the authors present the most important strategy tools and how they interact. The book gives a concise overview over the focal areas and considerations of strategy in practice. It enables managers to analyze and interpret business information with regard to the underlying strategic notions. A hands-on introduction to strategic management by leading marketing authority Philip Kotler, top management consultancy founder Roland Berger, and strategy expert Nils Bickhoff.

Contrary to the common saying: we do want you to judge this new edition of Organizational Behavior by its front cover. Specifically, featured is that this is the 14th edition, it takes an ""Evidence-Based Approach," and similar to the previous edition there are now three Luthans authors. This 14th edition is based on the foundation provided by the first mainline text which has become the classic for the study and understanding of organizational behavior. However, by taking an evidence based approach, this insures that, even though a classic, this new edition adds the most recent and relevant research to the most extensive, up-to-date reference-base of any organizational behavior text. By adding the two closely related authors (professor sons) literally pumps ""new blood"" into the sustainability of this classic text by Fred Luthans. Importantly, Fred has recently been recognized with: 1) Lifetime Achievement Award in Organizational Behavior; 2) Top 1% of Citation Count of all researchers in the world; and 3) the #1 most cited author in Organizational Behavior textbooks. Finally, this new edition recognizes that even though the theoretical framework and coverage largely remains, the context of organizational behavior is rapidly changing. This new edition reflects the ""New Age"" environment, but still holds to the premise that in today's organizations, success and competitive advantage still comes from the understanding, prediction, and effective management of human resources. With this new edition we invite you to continue the never-ending journey guided by the best organizational behavior theory, research, and application.

In this study, Matejko proposes the organization as a social phenomenon. The discrepancy between organizational demands and organization capacity leads to organizational stress. Because of the conflicting demands on available resources, organizations are, in reality, "tension-management" entities. There is the tendency in organizations to resist actions which do not serve their own purposes. This leads to a lack of commitment among organization members, slowing down of the socialization process, and undermining managerial effectiveness.

This guide places emphasis on both the individual and highly successful global businesses which have realized that personal and organizational growth depend on the ability to attract, develop and retain competent committed people.

This volume presents multidisciplinary perspectives from leading scholars in the science of teams and intelligent tutoring systems (ITSs) on research needed to advance the state of the art of team ITSs. Our esteemed authors provide lessons learned to guide future research that will produce the technical capabilities needed to support team skills development. The introduction by Drs. Robert Sottilare and Eduardo Salas, who are leaders in the field of ITSs and team science, discusses the challenges and approaches to building ITSs for teams. The volume's first section introduces concepts for understanding team training such as team task analysis, team macrocognition, measurement strategies for dynamic processes, and effective team training methods to provide insights into ITS design. Section two presents recent advances in team assessment and feedback through unobtrusive assessments, modeling dynamic team interactions, neurodynamic scaffolding, and collaborative tutoring strategies. In the Volume's third section authors discuss lessons learned from past research, provide a discourse on the five disciplinary perspectives of engineering, learning sciences, team research, data analysis, and human computer interaction to create a framework for guiding team ITS developers, and examine the team ITS requirements for long term space travel. The final chapter summarizes and integrates lessons learned and provides recommendations for future research and development.

Africa is one of the world's oldest economies, yet little is known about the wisdom that traditionally guided responsible management, with most work in the field employing Western perspectives. Responsible Management in Africa brings African voices to complement existing knowledge and practice by presenting indigenous values and practices that promote responsible business. From the Zunde Rambo philosophy in managing organisations in Zimbabwe and judicious business applications of Ubuntu and Batho Pele principles in South Africa, to lessons from an intergenerational business in Yorubaland, Nigeria; from Akan management styles and gold trade in ancient Ghana to the impact of acculturation on management in Morocco and Tunisia and the system that fortified responsible business in Uganda, and more, this volume brings African worldviews to the fore of humanism and ethics in management. The chapters present academic perspectives and hands-on applications of approaches to managing responsibly, especially regarding integrating ethical practices into business and assuring sustainability through ethical profitability. Responsible Management in Africa delivers a rich reservoir of indigenous value-narratives based on a well-balanced philosophical anthropology, with the aims of enriching global knowledge, in the philosophy of management and in business ethics, and of contributing much-needed insights for leaders around the world to manage enterprise responsibly, be it public or private sector.

During the past two decades, the nature of work has changed dramatically, as more and more organizations downsize, outsource and move toward short-term contracts, part-time working and teleworking. The costs of stress in the workplace in most of the developed and developing world have risen accordingly in terms of increased sickness absence, labour turnover, burnout, premature death and decreased productivity. This book, in one volume, provides all the major theories of organizational stress from the leading researchers and writers in the field. It is a guide to identifying the sources of pressures in jobs and the workplace so that we may be able to intervene to change and manage the growing problem of organizational stress.

The sustainability of agri-food supply chains is particularly relevant for global sustainable development. Many existing food production systems do more harm than good. They compromise the natural rhythms of the Earth, introduce toxins, and therefore sacrifice future capability for current demands - the opposite of sustainable development norms. The existing system is also unbalanced with respect to its capacity to produce, the amount of waste it generates, the number of people who suffer from hunger, and the nutritional value it provides. Most of the current supply chains have been developed within the classic economic paradigm, where scale and leverage drive choices towards more profitable models. As a consequence, finding new ways to produce, distribute and consume food is a morale, financial, and environmental necessity. Sustainable development and triple bottom line perspectives provide the logic for questioning this paradigm. This book presents and discusses nine cases of organizational innovation in food supply chain, covering different phases of food production, facing different challenges, and proposing different solutions to the challenge of sustainable food development.

Research in Ethical Issues in Organizations (REIO) is a double-blind, peer-reviewed series that publishes rigorous academic research into organizational ethics from a wide variety of disciplinary perspectives. In this volume, Educating for Ethical Survival, a special section focuses on the challenges of teaching ethics to practically minded students, aiming to make the task of teaching applied ethics more tractable and constructive. Further contributions explore a range of aspects of ethical survival. Topics covered include: propensity to moral disengagement ability to survive ethically amid discord finding ethical survival globally ethical survival of students content of social ethics courses why reflection is important in personal learning as a global citizen. Suited for professionals, educators and researchers, this book poses questions about the nature of ethical survival in a rapidly changing world and about the role of ethics in organizations.

The study of multinational companies (MNCs) has been split for many decades into two camps which hardly 'talked' to each other: a) predominantly economic and functionalist oriented International Business Researchers, and b) largely social constructivist and critical management oriented Organization Theorists. This volume intends to build bridges by bringing together leading international scholars from both camps, who provide new insights in the study of MNCs. In addition to the bridge-building exercise, the book aims to develop a more comprehensive organizational theoretical understanding as well as methodological plurality in the study of how MNCs function in the post-millennium era, both internally and externally, and also how they control their international operations across economic, institutional, cultural, linguistic, political and social divides. Key topics addressed in our volume include: historical perspectives on the study of MNCs, the role of increased financialization and marketization on MNCs, the new role of the HQ within contemporary MNC, the role of language in MNCs, discursive studies of MNCs, labour representation in MNCs as well as social movements and corporate social responsibility and MNCs.

Responsible behaviors in the realm of business continue to remain a crucial component of organizational development. By exploring core aspects of contemporary corporate strategies, businesses can create more value in social welfare initiatives. CSR 2.0 and the New Era of Corporate Citizenship is an authoritative reference source for the latest scholarly research on the ways in which corporate entities can implement responsible strategies and create synergistic value for both businesses and society. Featuring extensive coverage across a range of relevant perspectives and topics, such as corporate citizenship, stakeholder engagement, and business ethics, this publication is ideally designed for students, academics and researchers seeking current concise and authoritative research on the business case for corporate social responsibility.

This double volume presents a collection of 23 papers on how institutions matter to socio-economic life. The effort was seeded by the 2015 Alberta Institutions Conference, which brought together 108 participants from 14 countries and 51 different institutions. The resulting papers delve deeply into the practical impact an institutional approach enables, as well as how such research has the potential to influence policies relevant to critical institutional changes unfolding in the world today. In Volume 48A, the focus is on the micro foundations of institutional impacts. In Volume 48B, the focus is on the macro consequences of institutional arrangements. Looking across the two volumes, there are multiple theoretical, conceptual, methodological and practical points of convergence and divergence. Overall, the volumes highlight the many ways in which institutional processes and institutional researchers can contribute to our understanding of the micro foundations and macro consequences of institutions and their impacts on a wide variety of globally pressing issues, while also identifying a variety of fruitful directions for knowledge accumulation and development.

Sims and the contributors to this challenging new volume maintain that public sector organizations must radically reinvent themselves, if they are to survive and succeed in their missions: to provide quality service to their clients at a cost taxpayers can afford (or are willing to pay). They offer a firsthand look at how change occurs at all levels of government, and from this and other experiences they lay out strategies and tools that others in government can use quickly and with good results in their own public organizations. However, Sims and his panel of experts also note that not everything in organizational change will produce positive benefits; some results will be negative, and these too must be understood and dealt with. By compiling the viewpoints, advice, experiences, recommendations of public managers themselves, plus consultants, academics, and citizens who benefit from government (and are often its harshest critics), Sims gives readers a solid, realistic insight into the problems of today's public agencies, and workable advice on how to solve them.

"Accountability and Radical Change in Public Organizations" examines the current government and reinvention initiative occurring in public organizations at the local, county, state, federal and international levels. The book highlights the importance of understanding that change in government will continue to be a way of life for public managers, thus requiring an ongoing analysis of those forces driving change and the need to increase our understanding of why certain change efforts work and others fail miserably in government. The contributors to this volume emphasize that while reinvention, accountability, and change are serious initiatives that public managers must confront they must take caution and learn from each others' experiences.

As the size and complexity of a company change in the course of its evolution it experiences predictable stages of growth. During these stages, a company discovers that what worked in the past no longer works. At such times, managers have to juggle the three variables of organizational evolution--the firM's purpose, its business and management processes, and its human resource issues--and keep them in balance as they reinvent new ways of structuring the firm. Typically, tension develops as one variable is stressed at the expense of the others. Managers need to know how to delegate decision making without abdicating overall control of the organization. The model developed here derives from the authors' understanding of how successful firms have managed these tensions.

Fletcher and Taplin deal with teamwork, leadership, and the nature of dynamic change while successfully avoiding the cliches to which many experts in those areas are prone. They discuss teamwork in the context of wider performance and process issues. They address leadership not by talking about personality traits but by examining the tensions within authority structures as senior managers attempt to reconcile organizational logics (history and past practices that have sustained the firm) and their own definition of the challenges that face the firm. The authors argue that such contradictions follow a predictable pattern. Managers can either ignore the underlying instability or confront it in ways that will ease the transition and sustain the organization's dynamic growth.

A revised and updated edition of the acclaimed Wall Street Journal bestseller that explores why some leaders drain capability and intelligence from their teams while others amplify it to produce better results.

We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them. When these leaders walk into a room, light bulbs go off over people’s heads; ideas flow and problems get solved. These are the leaders who inspire employees to stretch themselves to deliver results that surpass expectations. These are the Multipliers. And the world needs more of them, especially now when leaders are expected to do more with less.

In this engaging and highly practical book, leadership expert Liz Wiseman explores these two leadership styles, persuasively showing how Multipliers can have a resoundingly positive and profitable effect on organizations—getting more done with fewer resources, developing and attracting talent, and cultivating new ideas and energy to drive organizational change and innovation.

In analyzing data from more than 150 leaders, Wiseman has identified five disciplines that distinguish Multipliers from Diminishers. These five disciplines are not based on innate talent; indeed, they are skills and practices that everyone can learn to use—even lifelong and recalcitrant Diminishers. Lively, real-world case studies and practical tips and techniques bring to life each of these principles, showing you how to become a Multiplier too, whether you are a new or an experienced manager. This revered classic has been updated with new examples of Multipliers, as well as two new chapters one on accidental Diminishers, and one on how to deal with Diminishers.

Just imagine what you could accomplish if you could harness all the energy and intelligence around you. Multipliers will show you how.

Riahi-Belkaoui's research shows that U.S. firms, and possibly firms elsewhere, resort to the underutilization of their resources, a phenomenon known as organizational and budgetary slack. In this, the first exhaustive study of slack, the author identifies and explains the phenomenon and its causes, explicates the characteristics of organizations afflicted by it, and suggests ways to remedy it. In doing so, he also analyzes the role of the multidivisional structure and the performance plan in the creation of slack, and the distortion of information that accompanies it. A challenging study for organizational behavior theorists and for organization planners and top management in the private and public sectors.

This book examines cooperation among rival partners in a Northeastern US corporate law firm. Members are portrayed as interdependent entrepreneurs who build social niches in their firm, and both cultivate and mitigate status competition among themselves. This behaviour generates informal social mechanisms that help a flat organization to govern itself. The resulting theory of the collegial organization generalizes its results to partnerships, larger multinational professional services firms, and collegial pockets in flattening bureaucracies.

Join the latest debate on the issues surrounding employment compensation. In Compensation and Organizations, a number of leading I/O psychologists and researchers explore the tremendous impact that recent changes in market conditions have had on today's compensation practices and outcomes. They delve into the effects that compensation has on employee performance, satisfaction, and attraction and retention, and examine the roles of pay strategy, pay risk, and the changing employment contract on pay packages and pay outcomes. They also offer nine general principles for constructing effective incentive systems. It's a broad-ranging work that summarizes the most important trends and conclusions in this important field and highlights areas in need of further research.