The radical restructuring of organizations can have momentous effects and not all of them are good. In fact, many are actually bad and may cause serious harm. How management can remedy these ill effects systematically and restore stability to their traumatized organizations is the theme of Dr. Geisler's compelling new book. How do we clean up the mess from poorly conceived, badly implemented, and ultimately unsuccessful restructurings? How can managers, who have been caught up in these changes and who are as disrupted by them as anyone, regain their own equilibrium and help the healing and reconstructive process take hold? Geisler's answers to these questions are essential reading for corporate executives in all types of organizations (public and private both), and for academics and students.

Dr. Geisler lists the problems associated with radical change and describes the futility of total corporate transformations in general. In addition, he develops a staged process by which managers can counteract the side effects of radical change programs. By showing that the beneficial effects of radical corporate change are usually transient, Dr. Geisler's process is a key ingredient in any effort designed for the long-term survival of the firm and the preservation of its strategic goals and methods. Thus, not only does Geisler provide a sound, well-reasoned criticism of corporate restructuring, but he offers something that few if any other books can offer: a workable means to cope constructively with the effects of its many failures.

A comprehensive collection by Professor Cary Cooper and his colleagues in the field of workplace stress and wellbeing, which draws on research in a number of areas including stress-strain relationships, sources of workplace stress and stressful occupations.
Split into two volumes, the chapters present a range of research and theories linked to the field of occupational stress and wellbeing. It charts the flow from concerns about specific occupations to the widening of the concept of stress into the more positive arena of wellbeing. By showing where we came from to where we are now, we hope it will help to develop the field of identifying and helping people who have to cope with the excessive pressures of work in a more insecure and less stable economic climate.
Volume 1:
Theory and Reviews of Stress and Wellbeing
Stress-Strain Relationships
Sources of Workplace Stress
Stressful Occupations
Research Methods in Stress and Wellbeing
Volume 2
Stress Management
Stress and Wellbeing Issues
Work-life Balance
Wellbeing

Scenario planning is the principles, methods, and techniques for looking forward into the future and trying to anticipate and influence what is to come next. This book provides students and line managers in organizations with the means to create better scenarios and to use them to create winning business strategies. The purpose is to shed new light on scenarios and scenario-like thinking in organizations for managers at every level within a company. The book covers scenarios such as: economic outlooks; political environments; acquisitions; downsizing, and more.

Organizational change is still an issue of high importance for organizations, yet many change initiatives fail. These failures are often attributed to a lack of consideration of existing organizational culture. This book explores ways to undertake cultural change within a shorter time span without losing sight of complexity and sustainability.

Provides an updated view of knowledge management strategies of knowledge-intensive business services (KIBS) by focusing on how those firms manage innovation in their value chains and at the territorial level. Offers an original analysis of key processes of KIBS, specializing in design, professional firms and information technology.

Presents research in Employee-Driven Innovation, an emergent field of study that meets the demand for exploiting new innovative potentials in organizations. There is a growing interest in creating new knowledge in innovation, emphasizing human resources and social processes. The authors intend to take the global lead in research on these areas.

This volume presents an alternative perspective on the problem of leadership in organizations. Dr. Charles H. Kime argues that while individuals ultimately take actions we call leadership, structural and non-structural characteristics of the organization influence the ability and inclination of organization members to engage in these actions. Further more, evidence is presented suggesting that these organizational features become assimilated into the normative structure of the organization over time and formal and informal organizational norms shape the ways in which organization members envision their roles, functions and relationships to the organization. Once institutionalized, organizational leadership may be understood as the capacity of the organization to respond to endogenous and exogenous stimuli, which present themselves as challenges, opportunities, and threats to the organization. Drawing upon general systems and complexity and chaos theory, Kime presents organizational leadership as a normative feature of organizations, that can help or hinder their negotiation of a complex, nonlinear environment. Kime tests his formulation on a sample of fire services organizations in the United States. In addition to confirming the viability of organizational leadership as a concept, he explores the empirical relationship of organizational leadership with organizational size, texture, age, labor management process and other variables.

The pandemic has created a crisis that has no equivalent in recent history, leading to a wide range of disruption across various social strata, highlighting and reinforcing inequality, and leading to profound organizational shifts. In this book, organizational communication scholars grapple with the implications of the pandemic for work and organizations, examining the immediate impact on their personal lives in an ethnographic narrative, but also theorising what the long term implications of COVID-19 will be. The book also explores the devastating impact of the virus on healthcare workers, on BIPOC entrepreneurs, and on people in developing economies. A timely, innovative work, this book will appeal to academics studying organizational communication, organizational responses to crisis, ethnographies, and alternative research methods.

Principled leadership is the art of applying ethical business values, and business diplomacy is the means of doing it. London shows that principled leadership and business diplomacy not only provide direction for management, but they also enhance development of leadership in others. His book offers a solid, well-illustrated, immediately applicable way to design a management and leadership development program, select training managers and executives, and a way to change corporate cultures. Concise and practical, his book is as important for teachers and their college-level students as for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London shows how principled leadership and business diplomacy enhance employee and customer loyalty and commitment, essential to the survival of any organization in today's competitive, global economy. But, can this really be achieved? London defines principled leadership as the art of applying ethical business values, and business diplomacy as the means to do it. By using these techniques, executives and managers can implement change and gain commitment to their initiatives from inside and outside their organizations. Well illustrated with case studies and exercises, this book is essential for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London describes how principled, diplomatic leaders and managers put personal feelings aside, avoid anger, and by doing so are highly successful in resolving conflicts. He identifies and explains different styles of diplomacy, such as the trial balloon, shuttle diplomacy, coalitions, and co-optation, and shows how principled, diplomatic behaviors result when people really listen to each other--and by doing so, develop their own values as a foundation for decision making, conflict resolution, and negotiation. The result is a clear demonstration of how human resource managers, trainers, and organizational development consultants can create a truly productive work environment in their own organizations, and how principled leadership and business diplomacy will benefit them as well their relationships with others.

The disproportionate aging of the population of working age in many nations around the world is a unique occurrence in the history of humankind. In the light of demographic change, it is becoming increasingly important to develop and use the potential of older employees.

This edited volume "Age-differentiated Work Systems" provides a final report on a six-year priority program funded by the German Research Foundation (DFG) and presents selected research findings of 17 interdisciplinary project teams. The idea is that it will serve both as a reference book and overview of the current state of research in ergonomics, occupational psychology and related disciplines. It provides new models, methods, and procedures for analyzing and designing age-differentiated work systems with the aim of supporting subject matter experts from different areas in their decisions on labor and employment policies. Therefore over 40 laboratory experiments involving 2,000 participants and 50 field studies involving over 25,000 employees were conducted.

Further objectives of the edited volume were to provide a pluridisciplinary compilation of the extensive information acquired over the six-year program period, to illustrate the range of the research field, and to convey an integrated understanding of age-differentiated work systems to readers.

The performance of an organization ultimately rests on the quality of its people. How well they work together to develop and implement business strategies determines the organization's success in a global and competitive world. This absolute requirement for the right people, teams and organization is widely recognized by business leaders, but the equation behind it remains unknown for many. Performance Equation distills the leading-edge human resources (HR) and organizational performance concepts and models down to their fundamentals, and shows how each variable fits into a simple and integrated performance equation. It offers team leaders and HR practitioners thought-provoking ideas and the necessary challenges to conventional wisdom and political correctness needed to induce reflection and action on what the right HR program is to solve their organizational performance equation.

Achieving enterprise success necessitates addressing enterprises in ways that match the complexity and dynamics of the modern enterprise environment. However, since the majority of enterprise strategic initiatives appear to fail - among which those regarding information technology - the currently often practiced approaches to strategy development and implementation seem more an obstacle than an enabler for strategic enterprise success.

Two themes underpin the fundamentally different views outlined in this book. First, the competence-based perspective on governance, whereby employees are viewed as the crucial core for effectively addressing the complex, dynamic and uncertain enterprise reality, as well as for successfully defining and operationalizing strategic choices. Second, enterprise engineering as the formal conceptual framework and methodology for arranging a unified and integrated enterprise design, which is a necessary condition for enterprise success.

Jan Hoogervorst's presentation, which is based on both research and his professional background at Sogeti B.V., aims at professionals in management and consulting as well as students in management science and business information systems.

In this distinctive and valuable contribution to understanding organisational change, different levels and types of analysis are drawn on and connected. This is achieved through an exploration of the conditions, processes and outcomes of change in the field of UK financial services.

This is the third volume in a series on myth making in organizing, which looks at mythical narratives as metaphors of an organizational issue to reveal an archetypal dimension of organizing and organizations.The third volume in a series of three that systematizes the current and emerging interest in the research of organizational virtues and vices, and organizational sagas, to reveal an archetypal dimension of organizations.It is a topic of high interest but little publication, with high probability a coming new turn in organization studies. A new approach and new theory is developed, based on recent research and reflection of contributors.The third volume in a trilogy on myth making in organizing focuses on myth in everyday organizational life. The mythical narratives presented in this volume serve as metaphors of an organizational issue that can take inspiration from, or be better understood through, the myth to reveal an archetypal dimension of organizing and organizations.

Aviation networks play a critical role in the success of today's airlines and airports. This book provides insight on all aspects of modern network strategies and structures, ranging from market research to hub design, operations, organization, alliances, benchmarking, and antitrust issues. Considering both the airline and the airport perspectives, the book explains the economics of connectivity or productivity-driven hub structures through basic mathematics, which helps the reader to comprehend the structural strengths and weaknesses of aviation networks. More than 100 charts help clarify the topics at hand.

Managers are increasingly concerned with the typical methods available for organizational performance measurement and control. Research into performance measurement, within the field of innovation management, has been variously approached through frameworks for performance measurement in general (for example, the Balanced Scorecard by Norton and Kaplan), R&D performance management, and surveys on in-use Key Performance Indicators (KPIs). It is striking, however, that

almost no research has focused explicitly on the performance measurement of research activities, or indeed tried to develop a systematic approach to setting KPIs for specific research goals.

This work, in co-operation with ABB Research, Deutsche Telekom AG Laboratories, EMC2 Advanced Technology Solutions, IBM Research, Intel Research, Microsoft Research,

Philips Research, and SAP Research, develops a systematic approach to performance measurement for industrial research organizations in innovation-driven companies.

The following questions are addressed:

(1) Which research goals do research departments have?

(2) Which KPIs do they use to monitor the achievement of these goals?

(3) Is there a systematic best-practice approach to selecting KPIs for performance goals?

The outcome is a complete set of eleven performance clusters, such as the transfer of research results to the development or other organizational departments, and each cluster has its own set of KPIs. The eleven clusters are: Technology Transfer, Future Business Opportunities, Technical Achievements, Intellectual Property, Operational Excellence, Talent Pool, Image, Publications, Presence in Scientific Community, Collaboration with Academia, Collaboration with Partners and Customers.

This work led to the creation of the Institute for Industrial Research Performance Management that provides ongoing research and insights for managers of industrial research organizations.

While it is possible for a company achieve short-term profit, it is much more difficult to sustain corporate success over time. This book is intended for those who run, or want to run, a business whatever its size or activity, with the objective of making it sustainable so that it will be a legacy for future generations. Indeed, the real purpose of corporate strategy is not only to make quick profits, but more importantly to create an organization that will endure. There is much to learn from the experience of established firms that have existed for a hundred years or more. They provide the material for this clear and concise book, which details the main elements of corporate strategy. Recognizing that each firm is unique, the book resists the temptation of quick fixes, instead offering lessons to be pondered and used on a case-by-case basis.

The strategic concepts and tools illustrated in this book provide a framework for devising and implementing strategies favouring longevity of family-controlled business entities. The authors illustrate their arguments with examples drawn from their direct knowledge of representative Italian and European family firms.

From the New York Times bestselling authors of Abundance and Bold comes a practical playbook for technological convergence in our modern era. In their book Abundance, bestselling authors and futurists Peter Diamandis and Steven Kotler tackled grand global challenges, such as poverty, hunger, and energy. Then, in Bold, they chronicled the use of exponential technologies that allowed the emergence of powerful new entrepreneurs. Now the bestselling authors are back with The Future Is Faster Than You Think, a blueprint for how our world will change in response to the next ten years of rapid technological disruption. Technology is accelerating far more quickly than anyone could have imagined. During the next decade, we will experience more upheaval and create more wealth than we have in the past hundred years. In this gripping and insightful roadmap to our near future, Diamandis and Kotler investigate how wave after wave of exponentially accelerating technologies will impact both our daily lives and society as a whole. What happens as AI, robotics, virtual reality, digital biology, and sensors crash into 3D printing, blockchain, and global gigabit networks? How will these convergences transform today's legacy industries? What will happen to the way we raise our kids, govern our nations, and care for our planet? Diamandis, a space-entrepreneur-turned-innovation-pioneer, and Kotler, bestselling author and peak performance expert, probe the science of technological convergence and how it will reinvent every part of our lives-transportation, retail, advertising, education, health, entertainment, food, and finance-taking humanity into uncharted territories and reimagining the world as we know it. As indispensable as it is gripping, The Future Is Faster Than You Think provides a prescient look at our impending future.

An accessible theoretical analysis of the organizational impact of information technologies. This book examines the many ways in which actors, organizations and technologies are represented through these technologies thus bridging the gap between the abstractions of current theories of organization and the somewhat excessively grounded material on information systems.

We now possess the capability to make great business decisions in even the most difficult or ambiguous of situations with the use of today's advanced software capability. The authors, who are experts in cognitive science, software, and practical decision-making, explain the new science of decision-making and offer examples and advice that will enable readers put it to use in their organizations.

Organizational trauma theory endeavors to examine the psychological and physical effects of trauma on individuals and groups within an organization. Individual trauma, the individual mental and emotional disruptions that affect the well-being of self, often contributes to organizational trauma. Or sometimes, the disruptions are external and caused by societal, economic, or political changes. Recent traumatic events such as the COVID-19 pandemic and racial tensions stemming from social injustices present even greater challenges for organizations as leaders seek to facilitate healing, restoration, and renewal. Organizational trauma is currently playing out in our organizations, and organizational scholars, leaders, and managers are looking for ways to mitigate this trauma without having explicit knowledge or understanding of how to deal with it. Despite the increasing need to better understand organizational trauma and how to address it, this body of research has not played a prominent role in mainstream organization and management theory. Role of Leadership in Facilitating Healing and Renewal in Times of Organizational Trauma and Change examines the importance of dealing with trauma in organizations and related topics of interest. The chapters highlight global perspectives and present new and significant information and observations about organizational trauma and offer insights derived from a solidly and sufficiently broad knowledge base of theory, research, and practice. This book will also grant a basis of understanding trauma, its antecedents and outcomes, as well as how it can be mitigated and will provide information and insights regarding organizational trauma and how it interacts with and influences other organizational phenomena. This book is ideally intended for managers, human resources officers, academicians, practitioners, executives, professionals, researchers, and students interested in examining the ways in which organizational trauma is impacting the workplace.