How do you figure out what to do in a job? How do you get it done? How should you deal with demanding bosses? How can you get the most out of subordinates? What should you do to get along with difficult colleagues and handle powerful interest groups and the media? Just how can you succeed in a world where persuasion rather than direct command is the rule? Using a compass as his operating metaphor--your boss is north of you, your staff is south, colleagues are east and so on--Richard Haass provides clear, practical guidelines for setting goals and translating goals into results. The result is a lively, useful book for the tens of millions of Americans working in complex and unruly organizations of every sort and for students of both public administration and business. The Bureaucratic Entrepreneur is a new and updated edition of Haass's 1994 book, The Power to Persuade.

There is one major factor that explains business actions that has thus far escaped thorough exploration. That factor is clout, or as it is more broadly understood, power. Those with clout in the business organizations make the decisions and influence what the business does. Yet the origins and uses of clout are hidden. Everyone wants to know more about this inner world as clout is still largely unrecognized in studies of corporate culture. With Clout, the first researched-based book on the topic, Bolland fills this void. He systematically analyses the subject and answers the many questions about this aspect of business life, including exploring what organization clout is, how it has evolved, how it is manifested, how it is used and how it relates to other aspects of business organizations. Readers will be able to apply findings to their own career, and students will gain a tested framework for understanding the importance of this subject.

The innovative book will stimulate thinking of corporate managers on key issues of organisations and management. The imaginary dialogues in the book represent the inherent conflict between logical cut-throat competitions rampant in today's world and the inevitable need to retain natural grace of values. It deals with the key issues of mission and objectives of organisations, understanding people and bringing changes in organisational culture. Future development in socio-economic sphere will be greatly influence by values and attitude of people in various organisations. "Mantras for Managers" is a window on the new humanism in organisational and institutional development.

This book provides a thorough review of tested qualitative methods often used in organization studies, and outlines the challenges and essential requirements of designing a qualitative research project. The methods examined include case studies, observation, interviewing and the repertory grid technique. By highlighting certain key 'rules' for carrying out qualitative research and describing issues that should be avoided, this second volume of Qualitative Methodologies in Organization Studies is essential reading for academics and researchers who wish to understand the current state of qualitative data gathering within organization studies. Those exploring organization studies will find this two-volume collection extremely valuable as it contains robust contributions from highly-skilled authors who are actively researching in this field.

The key aim of the volume of original papers on the theory and practice of ODE featured in Organization Design and Engineering is to contribute towards overcoming the academic challenges stated above. A secondary aim is to launch the debate about ODE, including whether or not the debate itself is warranted.

Corporate diversity programs often fail because of resistance in workplace culture. In this book, the author sets out an approach to real change by analyzing the role of organizational cultures in marginalizing women workers. Based on academic research, case studies and interviews, the author presents a new model for changing organizational culture.

In an era of modern psychological operations, methods are developed and executed by strategists, leaving the psychological implications of these strategies almost completely undeveloped. Psychological operations, whether utilized for military or commercial purposes, can be separated into three primary categories: Idea Modification, Emotional Modification, and Behavioral Modification. These three categories define everything we do and everything we are, and when mastered together they provide us with an opportunity to dominate the competition.
The strategies and tactics found in" Psychology and Modern Warfare," originally developed for military application, are applicable to any field of strategic management as well as any field that strategic organizational development. The implications of these strategies and tactics hold the potential to not only supplement traditional operations, but to take organizations further than ever thought possible.

In this book, the chapters are designed to move us towards a complete understanding of what a great place to work is, how to develop such an organization, and how to measure whether your organization is a great place to work. The writing is concise and straightforward, and the book details how to increase the probability of organizational sustainability and how to develop a better awareness of who we are, for not every person wants to create a great place to work. Many organizational decision makers and practitioners talk about developing a great place to work, but few actually move beyond the talk. It is very common for individuals in positions of power to make statements about how great it is to work in the organization, while the rest of the employees know the "real" work situation.

The ability to generate innovation and an entrepreneurial ecosystem is a vital part of any organization's survival and durability. By approaching decisions and projects through the lens of conscious evolution, institutions are able to reach maintainable solutions. Applications of Conscious Innovation in Organizations provides emerging research on the advancement of innovation and collaboration in organizational institutions. Highlighting a range of pertinent topics, such as software design, mobile applications, and web applications, this book is a vital resource for managers, professionals, students, researchers, and academics interested in the current methods and theories of coordination and policy regarding innovation.

Digital networking technologies are empowering organizations to form dynamic networks, generating exceptional or 'smart' results. These Smart Business Networks (SBNs) enable individual organizations to compete more effectively and to respond better to a changing world. This idea attracted a diverse group of academic scholars and business professionals to Beijing from May 19-23, 2008, hosted by Tsinghua University. They discovered new ways to manage network resources, operate business processes across a network, create a business operations platform, understand the importance of network position and the smart mastering of technology. Effective managers, they concluded, must have a firm understanding of these fundamental network concepts in order to orchestrate the networks of the future. This book presents the results of an intense and energizing event which resulted in new theoretical foundations and practical insights.

Modern logistics comprises operative logistics, analytical logistics and management of logistic networks. Central task of operative logistics is the efficient supply of required goods at the right place within the right time. Tasks of analytical logistics are designing optimal networks and systems, developing strategies for planning, scheduling and operation, and organizing efficient order and performance processes. Logistic management plans, implements and operates logistic networks and schedules orders, stocks and resources.

This reference-book offers a unique survey of modern logistics. It contains proven strategies, rules and tools for the solution of a multitude of logistic problems. The analytically derived algorithms and formulas can be used for the computer-based planning of logistic systems and for the dynamic scheduling of orders and resources in supply networks. They enable significant improvements of performance, quality and costs. Their application is demonstrated by several examples from industry, trade and service providers.

Apart from corrections and modifications the second edition contains a new chapter on "maritime logistics." It demonstrates how the methods of this book can be used to solve complex logistic problems of practical relevance for economy, society and environment.

The book is written for professionals, scientists, teachers and graduate students. An extensive index makes it a dictionary of modern logistics.

Drawing on contemporary debates and responding to an analytic lacuna in organization and management studies and calls from organizational practice, Phenomenology of the Embodied Organization explores the fundamental and integral role of the body and embodiment in organizational life-worlds.

Psychological ownership as a phenomenon and construct attracts an increasing number of scholars in a variety of fields. This volume presents a comprehensive and up-to-date review of the psychological ownership literature with particular attention paid to the theory, research evidence, and comments on managerial applications. The authors address key elements that examine an employee's ownership feelings for his or her employing organization. The chapters address, among others, the following themes: the meaning of psychological ownership, the genesis of ownership feelings, the experiences and paths down which people travel that give rise to experiences of ownership, and the consequences (the personal and work outcomes) that stem from the sense of ownership. While the majority of the book is focused on feelings of ownership that exist at the individual-level, the authors introduce the construct of collective psychological ownership as well. This work acknowledges that teamwork has become increasingly commonplace in organizations and that like individuals, teams can come to a collective sense of ownership for a variety of targets within their work environment. The book closes by drawing upon the existing science of psychological ownership to provide a perspective on its applied (managerial) implications. This book will make a noteworthy addition to scholars' libraries: university libraries will also value it among their collections. Students of organizational psychology, management, organizational behavior, sociology and communication and their professors will find much of interest here.

Getting organizations going is one thing. Stopping them is another. This book examines how and why organizations become trapped in disastrous decisions. The focal point is Project Taurus, an IT venture commissioned by the London Stock Exchange and supported by numerous City Institutions. Taurus was intended to transform London's antiquated manual share settlement procedures into a state of the art electronic system that would be the envy of the world. The project collapsed after three year's intensive work and investments totalling almost GBP500 million. This book is an in depth study of escalation in decision making. The author has interviewed a number of people who played a key role and presents a most readable account of what actually happened. At the same time she sets the case in the broader literature of decision making.

Far too many companies have developed outsourcing agreements that were created for a bygone century. Or worse, they are buying strategic services using an overly simplified commodity approach. Today's companies must build deep collaborative relationships with their suppliers that can accelerate the pace of innovation and competitive advantage amidst a new era of continual change and transformational shifts. This requires adopting a new methodology that has the inherent framework to design new levels of collaboration to drive business value. This new methodology is Vested Outsourcing. "The Vested Outsourcing Manual" is the companion guide to the ground-breaking book, "Vested Outsourcing: Five Rules That Will Transform Outsourcing." The break-out book introduced the research study conducted by The University of Tennessee and challenged the conventional approach to how companies outsource. In "The Vested Outsourcing Manual," Kate Vitasek and her co-authors have taken the Five Rules of Vested Outsourcing and developed the roadmap to creating a Vested Agreement through which each party has a vested interest in mutually-defined and desired outcomes. Vested Outsourcing methodology is built on a flexible framework that lays the foundational structure for the parties to come together and create a shared vision, foster an anticipatory lens, share evolving expertise, manage change and drive the required behavior for both parties to drive innovation and mitigate risk. These flexible - vested - agreements will allow the creation of value systems that have the ability to transform every industry and society. Shared vision, desired outcomes, transparency, trust, and win-win are not simply buzz words - they are the principals and values of Vested Outsourcing, being embraced by innovative giants like Microsoft, Intel, and P&G. Now companies and their suppliers have the manual to create a business model for a new century of constant change.

Instead of yet another theory on good governance, this book presents a substantiation of contemporary notions. It builds on the theoretical foundations for taking an overall perspective on social contexts and culminates in a systemic framework that captures social structures based on first principles of viability and sustainability. The framework at hand enables applicants to view social contexts holistically while at the same time envisioning a rich picture of what leverages the implementation of social purposes beyond the boxes of the professional disciplines: social structures can be assessed, strengths and weaknesses identified and measures arrived at. Ultimately, the required structures can be tailor-made to align forces for a joint implementation of purposes. Conventional static hierarchies can be deployed into dynamic social organisms capable of developing and adapting continuously according to the opportunities and challenges faced.

This book investigates the consecutive shifts between three types of intermediary institutions in the European context: Corporatist, Neo-corporatist and Governance institutions. It does so by combining insights from European Political Economy; European Integration and governance studies; and, socio-legal studies in the European context.

This book explores leadership and management in social sector organizations, which include, NGOs, non-profits, social enterprises, social businesses, and cross-sector collaborations focusing on advancing human dignity and social justice. It provides social sector leaders with an overview of current trends, issues, and challenges in the field as well as best practices to foster effective programs, sustain organizations and meet the growing demands of the sector. The enclosed chapters cover topics such as cross-sector organizational design, innovation for client services, gender management dynamics, policy advocacy, and the growing social entrepreneurship movement. The social sector is currently in a vibrant, dynamic, and exciting stage. The sector's role and relevance to advancing human dignity and social justice is greater than ever. The number and types of social sector organizations have increased exponentially around the world and are offering extraordinary and much needed contributions toward an array of social issues. The traditional NGOs and non-profit organizations continue to be an integral part of the global civil society. At the same time, the emerging organizational forms under the social entrepreneurship umbrella are providing new momentum and excitement within and outside of the social sector. The interest in social entrepreneurship is encouraging existing social sector entities to actively embrace and encourage innovation. This interest is also inspiring a new breed of professionals and organizations to contribute to the social sector. This trend falls under the larger social sector dynamic promoting the creation of "hybrid" and emergent organizational forms, which cross and combine the traditional non-profit and for-profit domains. Despite the increased interest, the social sector still faces challenges around the world. CIVICUS - an international group promoting civil society organizations and groups-- recently reported a rise in the restrictions on civil society activities in a number of countries through worsening policy and legal environments. Funding challenges for the social sector are thus becoming more significant. At the same time, the calls for social sector accountability and emphasis on results and impact are growing. This book aims to offer approaches and tools which allow for the bridging of demands between creativity and accountability, between inspiration and results, and between gaining individual commitment and shared ownership of agendas and achievements, all of which are needed to effectively operate in the changing social sector.

The book explores various aspects of cognitive and motivational psychology as they impact entrepreneurial behavior. Building upon the 2009 volume, Understanding the Entrepreneurial Mind, the editors and contributors explore the cognitions, motivations, passions, intentions, perceptions, and emotions associated with entrepreneurial behaviors, in each case preserving their original chapters and enhancing them with thoughtful and targeted updates, reflecting on the most recent developments in theory and practice, telling the story of what has transpired in the last decade in the field of entrepreneurial psychology. The volume addresses such questions as: Why do some people start business and others do not? Is entrepreneurship a natural quality or can it be taught? Do entrepreneurs think differently from others? While there is a great deal of literature exploring the dynamics of new firm creation, policies to promote innovation and technology transfer, and the psychology of creativity; research on entrepreneurial mindset or cognition is relatively new, and draws largely from such related fields as organizational behavior, cognitive and social psychology, career development, and consumer research. In this book, editors Brannback and Carsrud have reassembled the contributors to Understanding the Entrepreneurial Mind to discuss new research paradigms given their vantage point years after the original volume was published. Featuring the most current literature references, Revisiting the Entrepreneurial Mind continues to challenge conventional approaches to entrepreneurship and articulate an agenda for future research.

Leadership is motivation and motivation is leadership, say the authors of this important and unique study. The two elements are inseparable, but until now no one has actually conceptualized motivation in a useful way to demonstrate and analyze the connection between it and leadership. The key for leaders is dealing with the emotions that underlie and activate motivation. Maddock and Fulton provide a highly successful, proven, and replicable approach not only to motivate people, but also to train them to lead others. The authors develop an 11 level structure of human motivation that defines and describes motivation in simple, graphic, all-inclusive language. They then show how leaders can use this motivational hierarchy to solve complex problems in the workplace. The result is a blueprint to help executives in all types of organizations manage more effectively, and as they do so, to motivate and truly lead the people who depend on them for guidance and direction.

Maddock and Fulton offer several scenarios to show how their ideas work in practice. In the vertical fix they demonstrate how motives that get out of synch with each other can be re-aligned, eliminating the chaos that would otherwise occur. In the lateral fix they show how a person who may be functioning at the extreme edge of motivation can be moved back toward the center, a place where the person's effect on others is most and best felt. Well documented throughout, their book will be important reading for training and development professionals, specialists in organizational behavior, and executives at all levels in public and private sectors.

Despite our national preoccupation with achievement, little attention seems to be paid to the pursuit of excellence on an individual basis. For while it's easy to talk about the collective excellence of an organization, Seth Allcorn argues, no one really wants to be threatened by the superior individual performance of another. In this work, Allcorn examines the paradox of human nature that places individuals of distinction in the position of being rejected and ostracized by their peers. He explores the psychological underpinnings of this phenomenon and suggests ways of revising organizational culture to foster individual excellence.

Focusing on the psychological aspects of people and the workplace, Allcorn divides his study into three sections. The first offers an introduction to the search for excellence and discusses the identification of workplace superstars. Also examined are the organizational trends that inhibit individual achievement, the interaction between the superstars and others, and the psychology of office behavior. Section two details the different types of superstars found in organizations and their approaches to achieving excellence. Finally, section three explores some possibilities for adapting current organizational structures to allow and encourage greater pursuit of personal excellence. With its basis in the author's practical experience in middle management, this volume will be a valuable resource for students and professionals in human resource management as well as the management and business fields.

This book includes 23 papers dealing with the impact of modern information and communication technologies that support a wide variety of communities: local communities, virtual communities, and communities of practice, such as knowledge communities and scientific communities. The volume is the result of the second multidisciplinary "Communities and Technologies Conference," a major event in this emerging research field. The various chapters discuss how communities are affected by technologies, and how understanding of the way that communities function can be used in improving information systems design. This state of the art overview will be of interest to computer and information scientists, social scientists and practitioners alike.

The impact of Chinese culture can be felt in all areas of business and management in China, from Chinese firms to Western companies. This edited volume integrates contributions from multiple disciplines and countries, including China, Hong Kong, Taiwan, France, Australia, New Zealand, Canada, the United Kingdom, and the United States. More than merely a compendium of how-to-do-business-in-China tips, this book examines the influence of culture--specifically, Confucian values and Chinese traditions--on foreign direct investment, joint ventures, management styles and theories, and organizational behavior.

Alon and his contributors demonstrate that significant differences still exist between Chinese and Western cultures, and that these differences require an adaptation on both sides. Chinese firms will need to adapt to the way Western organizations do busines, as well as to currents in Western management theory; meanwhile, Western firms will need to take Chinese cultural influences into account when formulating strategy. Both sides can benefit from the insights contained in this volume, which is relevant for scholars of international business, cross-cultural management, and organizational behavior.

Institutions Incorporated draws together aspects of human and organizational corporeality and links them to institutions. Throughout European anthropology and culture the body has been conceptualized as the 'dark side' to soul and reason. This book explores the 'dark side' of institutions, their materiality and the bodily involvement of their users, in an environment where perfection is measured in intangible entities, notably reason and will. This innovative collection takes a closer look at the interplay of the symbolic and the material, and the triad of institutions, bodies and corporations. This exciting research examines what the tangible, 'dark side' of institutions means both for those who live in them, and those who study them.