Reflecting the emergence of new organizational forms and hybrid organizations, this edited collection explores the processes of exchange, collaboration and technological management that have changed organizational structures. By investigating the impact that inter-organizational collaboration can have on the production and implementation of ideas within new firms, this study contributes to the growing field of innovation and responds to the need for a greater understanding of renewed processes. The authors argue that collaborations need to go beyond existing practices to create emerging paths such as bricolage, experimentation, effectuation and learning. Drawing together a diverse body of literature on the internal dynamics that drive organizational change, Learning and Innovation in Hybrid Organizations presents multiple perspectives on combining organizational flexibility with learning and innovation, and provides implications for future practice.

Bundy shows how the evolution of knowledge can take us to unimaginably higher levels of human achievement, and offers a new model for the understanding and implementation of creativity and discovery. He provides guidelines that will vitalize technical thinking, useful insights into the creative process that will benefit all who are concerned with growth and innovation, and shows how "unconventionality when reduced to rationalism offers a pathway to successful innovation." Building upon the work of the physicist Hermann Helmholtz and the concept of consilience proposed by sociobiologist E. W. Wilson, Bundy provides flexible, algorithmic formulas that encourage deviation from conventional thinking and the development of creative intuition. With the global economy expanding so rapidly and with the deplorable rise in the use of technology to create man-made disasters, Bundy shows how essential it is for leaders in industry, government, and politics to understand how innovation occurs, and how to generate and control creativity for the benefit of all of us, that is, for the discovery of new products and services and their successful, responsible commercialization. Written for laymen as well as specialists in fields other than science, Bundy's book is a fascinating, needed look into how things come to be what they are and how to bring about new things that will advance civilization and help the world to prosper. Bundy's book may be seen as a "consilient attempt" to encourage the interaction of diverse disciplines, toward the goal of understanding them better and enhancing the quality and quantity of their outputs. Bundy builds a model for creativity and discovery, one that provides aframework for investigating the depth of human thought and how it leads to great achievement. He examines knowledge gain, preparation, incubation, stimulation, conventional and unconventional thinking, illumination, and commercialization--all of them pathways to discovery. Out of this comes an informal algorithm--a useful beginning, he calls it, but not a final answer. Equally important is intense collaborative research and the interaction with others engaged in the same quest. Even irrational thought can lead to innovation and discovery, and he shows how in fascinating detail. But he is careful to point out that the hidden variables in many discoveries. These irrational paths, become productive only after they are examined and reduced to scientific thought. The result is a readable but no less rigorous look at the process of innovation within organizations and how it can be encouraged to become pervasive.

This proceedings volume provides a fresh perspective on current challenges in cooperation and coopetition in the age of Industry 4.0. Featuring selected papers from the 10th Conference on Management of Organizations' Development (MOD) held in Zamek Gniew, Poland, this volume extends the knowledge of cooperation and coopetition, presents analytic tools used in the research, considers the potential impact of Industry 4.0 on collaboration, and provides recommendations for managerial practice. Interorganizational relations have been a relevant topic in the management sciences in recent years. Globalization, social, cultural, and technological progress are among the factors shaping the environment for collaboration, determining the conditions for development and defining a set of new challenges that managers have to face in today's knowledge-based economy. This book, therefore, explores emerging problems of organizational development in the light of the needs and challenges of Industry 4.0. Combining the latest theory and practice, the volume provides a realistic outlook on the network economy and interdependencies both within and between sectors.

The investigation of the future of an organization has always captivated the attention of academics and business managers. Presently, the aspiration to entrench future-relevant insights into management practices is a must. Companies that have made attempts to use corporate foresight have generally dealt successfully with internal information sharing processes that in most cases have prepared them for the challenges of the future.Corporate Foresights and Strategic Decisions investigates the relationships between corporate foresight and management decision-making processes in organizations. It provides an extensive analysis of extant theories of corporate foresight and strategic management, brings in new notions and insights, and presents an in-depth case study exploration of corporate foresight of a European bank. The understanding of organizational future is influenced by the perceived accountability and integrity of the participating departments as well as by the apparent nature of environmental explosiveness. This book provides clear confirmations showing that the impacts of corporate foresight on strategic decisions are critically affected by the evaluative and analytical verdicts of the decision-makers.

Volume 21 of "Research in Organizational Behavior" continues the tradition of innovation and theoretical development with eight diverse papers. Most of these papers present theory and propositions that make linkages between different levels of analysis. The subjects addressed include: a multilevel theory of self-serving behavior; individual, organizational and institutional processes which lead to environmental destruction; the role of collective mindfulness in high reliability organizations; the effect of digital communications technologies on work and organizations; and organizational identification.

* Serves as a design/art direction/writing/creative-collaboration primer for non-designers * Enables development of a common frame of reference for business and creative professionals, to foster better understanding and appreciation of the creative process - and better business results * Includes a chapter on diversity, equity, and inclusion in design

Monetary incentives, as a driving force for human behavior, are the main theme of this book. The primary goals underlying the application of monetary incentive systems in companies are motivating employees to strive for superior productivity in line with the interests of employers, and hiring adequately skilled employees. The first goal refers to incentive effects, the latter to sorting effects. This book introduces important theories and concepts concerning behavior under influence of monetary incentives; it reviews existing economic frameworks and identifies specific contingency variables. Based on an integrative framework of elements influencing incentive and sorting effects, a laboratory experiment is presented including detailed methodological discussion on experimentation and data analysis as well as an extensive presentation of findings and discussion of implications.

This book focuses on understanding the strategic role of the knowledge workers in companies, especially in creating an innovative company. The author presents the 'Sknowinnov method' and a decision-making model for the assessment of the value of strategic knowledge resources in companies. This method and its approach can be used as excellent tools for a quantitative knowledge analysis in an economic viewpoint. The IT tool that is developed for this method offers support in decision making at a strategic level regarding the profitability of any investment in employee qualifications and skills. The tool also connects the selected determinants described in an innovative company with the value of the personnel usefulness function, enabling the assessment of the rationality and effectiveness of knowledge. HR managers and knowledge management consultants for innovative companies would find this book and the IT tools presented specially useful. This book also adds value to researchers dealing with analysis of quantitative and qualitative methods in intellectual capital research.

This book discusses the ontological foundation for organizational analysis and organizational life from a phenomenological perspective. The objective of this book is to provide the reader with an understanding of organizations that adequately takes into account the current philosophical knowledge regarding human nature. A key result of this analysis is that organizations are existentially founded human experiences of emotions, ethics, culture and narrative. This understanding of organizations is furthermore complicated by the existence of concepts of power, relationship, interaction and identity, which all can be perceived as contradicting notions of objectivity, professionalism and rationalism. The question is not whether this is an easy description to navigate nor apply, but rather where we go from here. This book would be of interest to students and scholars working on the philosophy of business, and academics in critical organization studies and alternative philosophy of organization. The book would also be of interest to people in all organization trying to understand everyday of dilemmas and contradictions.

This book focuses on systems engineering, systems thinking, and how that thinking can be learned in practice. It describes a novel analytical framework based on activity theory for understanding how systems thinking evolves and how it can be improved to support multidisciplinary teamwork in the context of system development and systems engineering. This method, developed using data collected over four years from three different small space systems engineering organizations, can be applied in a wide variety of work activities in the context of engineering design and beyond in order to monitor and analyze multidisciplinary interactions in working teams over time. In addition, the book presents a practical strategy called WAVES (Work Activity for a Evolution of Systems engineering and thinking), which fosters the practical learning of systems thinking with the aim of improving process development in different industries. The book offers an excellent resource for researchers and practitioners interested in systems thinking and in solutions to support its evolution. Beyond its contribution to a better understanding of systems engineering, systems thinking and how it can be learned in real-world contexts, it also introduce a suitable analysis framework that helps to bridge the gap between the latest social science research and engineering research.

A global mindset, often referred to as managerial attitudes regarding globalization and aspects of international business, is recognized as an imperative for effective global leadership. Based on extensive literature research, Global Mindset and Leadership Effectiveness describes three field studies in which global mindset is identified and related to outcomes of effective leadership behaviour. The empirical results reveal that effective leadership behaviour depends on a company's global organizational structure and corporate culture. In companies with a strong focus on their native country, managers with global mindsets are perceived by their superiors as ineffective in contrast to their peers with local mindsets. Therefore, a global mindset as such is not enabling managers to be as effective due to the organizational setting in which these managers are working. Based on the empirical results, this book describes the consequences of the relationship between global mindset and leadership effectiveness for organizations and individuals in terms of 'mindset - organization fit', stages in mindset development, and a 'global career paradox'.

Since the height of the privatization debate in the 1990s, changes in government policy have resulted in significant transformation in the public sector. Some organizations have made the transition from government bureaucracy to business venture successfully; others have struggled to relinquish their traditional bureaucratic culture. In this book, Pillay and Bilney explore the cultural changes occurring within the public sector and the effects that government mandated change initiatives have actually had. The culmination of this book was due to the subject expertise and guidance of Professor Robert Jones at Swinburne University of Technology, Melbourne, Australia. It provides perspectives on the efficacy of cultural change in the Australian public sector, and explores the practical implications for society and government as it seeks to entrench the culture of the citizen as customer. It is particularly useful for researchers and organizations searching for ways to improve service delivery within the confines of particular market positions.

This new work offers a substantive political theory approach to organizational theory. It differs significantly from most organizational perspectives in that it applies political theory to four prevalent organizational models found in administration today. Most such models fall within the province of government or corporate management and fail to deal with the democratic and public dimensions of organization. In this study, Davis examines various organizational theories' prospects to generate authentic public organization. He also suggests alternative considerations by which to facilitate more genuine public organization. An important contribution to the literature in organizational theory and public administration, this work will be of interest to scholars and students in these and related fields.

The purpose of this book is to address one of the most rapidly growing and important areas in the field of organization development. Despite its importance, relatively little is known about international and global organization development. This book is designed to summarize and apply the existing knowledge in international and global organization development in such a fashion as to provide insight, knowledge, and application in a way that is most helpful to the organization development professional who is interested in, or working in, the field. The book incorporates models of cultural differences, which are identified and expanded in terms of the implications for the practice of organization development. (1) It explores cultural values in terms of differences in resistance to change, the nature of leadership roles, organizational structure and the application of such organization development techniques as team building, survey feedback, job redesign, and large group methods. (2) It explore successes in both developed and developing countries. (3) It provides a list of competencies both for basic knowledge and skills and their extension to international work. It explores the match between organization development interventions and national cultural values. (4) It explores the role of economic development and legal and political structures for global organization development practitioners. It deals with the issue of culture specific versus universal organization development techniques. (5) It incorporates stories from pioneers in the field as well as more recent members of the organization development community. (6) It uses illustrations from award-winning international projects. (7) It draws on a substantial amount of work undertaken by the authors including over one hundred interviews with leading organization development professionals, surveys of organization development professionals, articles and books on international/global organization development and the authors' own international research including an awardwinning international case.

This book provides a knowledge-based view to the dynamic capabilities in an organization. The author integrates two existing views on gaining competitive advantage: the Knowledge View which suggests that the capability of organizations to learn faster than competitors is the only source of competitiveness; and the Dynamic Capability View which speculates that a firm's competitive advantage rests on dynamic capabilities which enable a firm to constantly renew the stock of ordinary organizational capabilities in accordance with the changes in the business environment. Using the IT sector in India as a case study, this book provides and tests a new framework--Knowledge-Based Dynamic Capabilities-in the prediction of competitive advantage in organizations.

This book focuses on strategic and operational human resources, giving the reader the core curriculum of subjects usually presented in an MBA program specialized in organizational behaviour and human resource management. The topics covered can be applied to a variety of real world business situations. This book aims to contribute to the growth and development of individuals in a competitive and global economy, by covering the latest developments in the field of human resources management. Innovative practices and theories as well as the current policies and practices of HRM are described in this book.

This comprehensive Handbook sets out the nature and scope of International Human Resource Development (IHRD) to advance our understanding of research and practice in the field. Drawing on expertise from a global team representing some of the field's most distinguished researchers, the Handbook explores a range of contextual, process and people development practice issues impacting IHRD research and practice. Focusing on IHRD as a distinct field of research and practice, the authors offer comprehensive coverage of a number of critical contextual dimensions that shape the IHRD goals that organisations pursue; impact the IHRD systems, policies and practices that are implemented; and influence the types of IHRD research questions that are investigated. The Handbook examines the processes or actions taken by organisations to globalise IHRD practices and discusses important people development practices that come within the scope of IHRD. By bringing together a variety of research strands and engaging in key debates while also acknowledging the emergent, dynamic and constantly evolving nature of the field, the authors of this Handbook have created an invaluable resource for academics, students, professionals and practitioners in IHRD, HRD, HRM, international management, organisational behaviour and leadership. Contributors: M. Alagaraja, H. Alhejji, V. Anderson, A. Ardichvili, E.E. Bennett, A. Bratton, R. Carbery, N. Clarke, N. D'Annuzio Green, T. Garavan, J. Gedro, K. Grant, C. Gubbins, M. Hammond, J. Kim, S. Kim, Y. Lai, A. McCarthy, A. McDonnell, R.R. McWhorter, H. Moon, C.T. Nolan, D. O'Shea, J. Pearson, V. Pereira, O. Pruetipibultham, W.E.A. Ruona, V. Shanahan, M. Sheehan, C. Valentin, J. Winterton

This edited book provides a conceptual framework of managing flexibility in the areas of people, process, technology and business supported by researches/case applications in various types of flexibilities in business. The book is organized into following five parts: (i) Managing Flexibility; (ii) People Flexibility; (iii) Process Flexibility; (iv) Flexibility in Technology and Innovation Management; and (v) Business Flexibility. Managing flexibility at the level of people, process, technology and business encompasses the requirements of both choice and speed. The need for managing flexibility is growing to cope with the developments and challenges in the global business environment. This can be seen from reactive as well as proactive perspectives. Flexibility is a major dimension of business excellence and deals with a paradoxical view point such as stability and dynamism, continuity and change, centralization and decentralization, and so on. It needs to be managed at the levels of people, process, technology and various business functions and it is important to create flexibility at the level of people to create and manage flexibility in processes and technologies in order to support flexible business requirements.

This book asks how modern universities are organized and managed, and questions whether 30 years of university reforms have resulted in stronger managerial structures and leadership control. It further asks whether current organisational and decision-making structures can be explained by public reform policies. The book offers a coherent, empirically grounded and theoretically driven presentation of data and core ideas behind a large scale comparative study of 26 universities across eight European countries. It focuses on the strength of university managerial structures, the role of academics, and how universities relate to and depend on their environment: to governments and other actors; to funders; to evaluators; and to external stakeholders. It further explores how higher education policies are shaped by and affect universities. Written by a cross-disciplinary team of European scholars, this book is unique both in its wide coverage and the depth of its analyses. It will be of great interest to scholars, graduate students and advanced undergraduates in the fields of organisation theory and sociology, policy studies, comparative public policy and administration, and higher education studies. It will also be of interest to higher education policy makers and administrators.

Leading authors within organization studies and also from broader social science disciplines present the state of the art in the rapidly developing field of psychosocial approaches to organization studies and critical management studies.

This book's main message is to advocate for a collaborative, affective, visualised and future-oriented research agenda. The book finds its inspiration in "the chasm [that separates] philosophising about being shattered and thinking that is shattered" (Heidegger 1946, Letter on Humanism). To explore this chasm, the book journeys through a range of psychological and posthuman perspectives on affect and becoming. The aim of this journey is to reconcile shattered thinking-feeling with Spinoza's ethics according to which 'our capacity to be affected determines our capacity to act'. The book elaborates this capacity to become in terms of our uniquely human propensity to experiment with counter-intuitive inversions: in this case, to call to account that which is affected, rather than that which affects. The book will appeal to students and academics working in the fields of alternative research methods, the social sciences, and organisation studies.

This book argues that by integrating effective knowledge management (KM) with project management (PM), the overall project success rate can be improved significantly. It brings together the latest ideas and research on shared approaches to improve performance based on the research and experience of academics and practitioners. The structured collection of articles presents novel theoretical approaches and clear empirical evidence of the value of integrating the two distinct fields. It enables readers to better understand the need to merge KM with PM and appreciate the benefits. It also offers researchers an idea of what lies ahead and how to get there, and helps practitioners develop more suitable KM solutions for successful project outcomes.