From a global overview of governance and why have boards in the first place to the critical leadership skills of the Chairman, this book offers a unique collection of original contributions that are intellectually riveting and distinctly useful for board directors. This is no mean feat, bearing in mind the scandals that have bedeviled corporations and governments. How to Make Boards Work captures latest governance thinking and research whilst simultaneously addressing the theory and practice of board directors relations. The role and contribution of boards is scrutinized within the broader framework of global, social and political complexity. Clearly arguing for the need to reinvent boards, the book's groundbreaking contribution offers latest thinking and global research on the skills, knowledge and qualities necessary for the high performing board and board director. The integration of monitoring through governance codes with the necessary leadership of the directors, capture the nature of the high performing global board. From why have boards, to what to do on boards, this unusual collection is the board directors' guide to sustainable value creation.

This book reflects on organizations through archetypical tales-stories particularly resonant with deep meanings present in culture and the soul. Archetypes are common patterns containing hidden images of human motivations, offering inspiration and awakening imagination. This book is a collection of such tales, connected to twelve organizational archetypes, where each is illustrated by more general theoretical reflections, current management and organization theory literature, as well as practical examples. Monika Kostera proposes an imagery and language for self-management and self-organization for non-corporate use including entrepreneurs and multipurpose NGOs. Stories and examples from and of, contemporary organizations in different contexts will prove insightful to students, academics and researchers of management, business, sociology and economics. Social entrepreneurs and NGO activists will also find plenty of invaluable information in this inspirational study.

Environmental professionals can no longer simply publish research in technical journals. Informing the public is now a critical part of the job. Environmental Communication demonstrates, step by step, how it's done, and is an essential guide for communicating complex information to groups not familiar with scientific material. It addresses the entire communications process, from message planning, audience analysis and media relations to public speaking - skills a good communicator must master for effective public dialogue. Environmental Communication provides all the knowledge and tools you need to reach your target audience in a persuasive and highly professional manner.

"This book will certainly help produce the skills for environmental communications sorely needed for industry, government and non-profit groups as well as an informed public." Sol P. Baltimore, Director, Environmental Communications and Adjunct faculty, Hazardous Waste management program, Department of Chemical Engineering, College of Engineering, Wayne State University, Detroit, Michigan.

"All environmental education professionals agree that the practice of good communications is essential for the success of any program. This book provides practical skills for this concern." Ju Chou, Associate Professor, Graduate Institute of Environmental Education National Taiwan Normal University Taipei, Taiwan

Management theory is vague about the experience of leading. Success, power, achievement are discussed but less focus is given to negative experiences leaders faced such as loneliness or disappointment. This book addresses difficult-to-explore aspects of leadership through well-known works of literature drawing lessons from fictional leaders.

Storytelling is a powerful and effective teaching tool, yet management professors often overlook its use. A good story can illustrate management principles such as decision-making, leadership, group dynamics, power and politics in a way that captures students' attention and enhances memory. This book is designed to provide teachers in Organizational Behavior and management courses, as well as corporate workshops, with a highly effective way to address important issues in modern-days' management and organizational behavior-related issues. As a unique, non-traditional, OB-oriented book geared towards flexible leadership, professors from universities around the world offer a series of thought-provoking, motivating, growth-oriented, stories that will help readers to tap into their internal locus of control.

Organizational Behavior provides the information you want, when you want it. Reflecting the most recent research and events within the field of OB, the 19th Edition continues its hallmark focus on clear writing, cutting-edge content, and intuitive pedagogy. There's a reason why Robbins's textbooks have educated millions of students and have been translated into 20 languages: because of a commitment to provide engaging, cutting-edge material that helps you understand and connect with this important field of study. This print textbook is available for students to rent for their classes. The Pearson print rental program provides students with affordable access to learning materials, so they come to class ready to succeed.

AN ELEGANT FRAMEWORK FOR MORE EFFECTIVE LEADERSHIP Bolman and Deal's four-frame model has been transforming business leadership for over 40 years. Using a multidisciplinary approach to management, this deceptively simple model offers a powerful set of tools for navigating complexity and turbulence; as the political and economic climate continues to evolve, this model has never been more relevant than today. The Structural Frame explores the convergence of organizational structure and function, and shows why social architecture must take environment into account. Case studies illustrate successful alignment in diverse organizations, and guidelines provide strategic insight for avoiding common pathologies and achieving the right fit. The Human Resource Frame dissects the complex dynamics at the intersection of people and organizations and charts the leadership and human resource practices that build motivation and high performance. The Political Frame shows how competition, conflict, and the struggle for power and resources can be either a tool for growth or a toxic landmine for an individual or organization. Case studies show how both constructive and destructive practices influence social, political, and economic trends both within and beyond organizational boundaries. The Symbolic Frame defines organizational culture, and delves into the emotional and existential underbelly of social life. It underscores the power of symbolic forms such as heroes, myths, and rituals in providing the glue that bonds social collectives together. The Seventh Edition has been updated with new information on cross-sector collaboration, generational differences, virtual environments, globalization, cross-cultural communication, and more, with an expanded Instructor's Guide that includes summaries, mini-assessments, videos, and extra resources.

The purpose of this ground-breaking book is to inspire the principle of innovation as a permeating program for Europe's societies. After demonstrating early success from the realization of a single market and single currency, the European cooperation process is falling short of delivering much needed results in policy areas which are key for sustainable economic growth and employment, notably innovation policy. Written by authors involved in an independent tripartite High Level Group on EU innovation policy management, Revolutionising EU Innovation Policy analyses the principle causes and offers solutions in order to increase both efficacy and democratic accountability. Presenting the benefits of an overarching innovation policy, the authors draw attention to issues that have been overlooked by research and technology based approaches to innovation, for example culture and education. Importantly, the book examines the interplay between EU innovation policies and the demands of businesses, enterprises, and social and political organizations to fully deploy their innovation potential.

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.

'David Marquet is the kind of leader who comes around only once in a generation... his ideas and lessons are invaluable' - Simon Sinek, author of Start With Why ---------- Leadership lessons from a nuclear submarine captain to help you transform how you work. Captain David Marquet was used to giving orders. In the high-stress environment of the USS Santa Fe, a nuclear-powered submarine, it was crucial his men did their job well. But the ship was dogged by poor morale, poor performance and the worst retention in the fleet. One day, Marquet unknowingly gave an impossible order, and his crew tried to follow it anyway. He realized he was leading in a culture of followers, and they were all in danger unless they fundamentally changed the way they did things. Marquet took matters into his own hands and pushed for leadership at every level. Before long, his crew became fully engaged and the Santa Fe skyrocketed from worst to first in the fleet. No matter your industry or position, by reading Marquet's business classic, you can learn how to create a workplace where everyone takes responsibility for their actions, people are healthier and happier - and everyone is a leader.

This book guides readers through the broad field of generic and industry-specific management system standards, as well as through the arsenal of tools that are needed to effectively implement them. It covers a wide spectrum, from the classic standard ISO 9001 for quality management to standards for environmental safety, information security, energy efficiency, business continuity, laboratory management, etc. A dedicated chapter addresses international management standards for compliance, anti-bribery and social responsibility management. In turn, a major portion of the book focuses on relevant tools that students and practitioners need to be familiar with: 8D reports, acceptance sampling, failure tree analysis, FMEA, control charts, correlation analysis, designing experiments, estimating parameters and confidence intervals, event tree analysis, HAZOP, Ishikawa diagrams, Monte Carlo simulation, regression analysis, reliability theory, data sampling and surveys, testing hypotheses, and much more. An overview of the necessary mathematical concepts is also provided to help readers understand the technicalities of the tools discussed. A down-to-earth yet thorough approach is employed throughout the book to help practitioners and management students alike easily grasp the various topics.

A traves de un proceso de innovacion se puede crear una sociedad en linea orientada a solucionar problemas o buscar oportunidades. El cambio acelerado de nuestra forma de vida requiere que todas las organizaciones desarrollen espacios modernos de convivencia virtual, las generaciones contemporaneas estan acostumbradas a expresarse por medios cada vez mas sofisticados. El choque generacional es evidente, sobre todo en las escuelas, donde maestros tradicionales ensenan a repetir lo que dicen sus libros gratuitos, y sus alumnos con su celular navegan distraidos; cada vez mas desconfiados de que ese tipo de educacion les sirva para algo. En este ensayo damos los destellos de las tecnicas de innovacion para que cualquier organizacion formule las rutinas que le permitan modernizarse, y a traves de los programas de www.innovacionuniversitaria.com desarrolle la concurrencia para que su sociedad virtual evolucione.

Sickness absenteeism is a widely researched workplace health problem that has long been seen as a cost to employers. However, recent literature indicates that the counterpart of absenteeism - termed as 'presenteeism' which refers to the practice of coming to work despite health complications, such as illness, injury or anxiety - often results in reduced productivity. Although presenteeism is much more costly compared to absenteeism, it is not yet common practice in organizations to measure the costs and use it as one of the Key Performance Indicators (KPIs).
The author presents the important issues related to the nature and extent of presenteeism and cites examples from different studies. The book discusses in depth why employees come to work despite being sick, strategies to manage presenteeism behavior and who should be taking the lead in managing such employee behavior. In addition, the author also includes three studies conducted in Singapore on the different aspects of presenteeism. The book offers a chapter on how to measure the cost of presenteeism to aid readers in measuring the cost of presenteeism in their own respective organizations.

Today's consumers are more knowledgeable, networked, and vocal. For them consumption is not merely an act of buying products and services, but an expression of their creative potential. Consequently, they are demanding a say and a voice in how companies conceive, develop, and deliver value to them. It is not surprising, therefore, to hear that a large number of companies are transforming how they innovate-not only in terms of developing new products and services, but in how they are created, delivered, and supported to customers. Open Innovation thinking, where companies collaborate with suppliers, distributors, and customers to co-create unique value, is fast replacing traditional thinking that viewed innovation as a proprietary activity and marketing as a static, one-way broadcast. However, while there is significant advocacy and buy-in for collaborating with customers, there is little guidance for companies on how to undertake the journey from applause and appreciation to execution. Only reading about others' success stories - Nike, Hallmark, P&G, Mozilla, etc. - is not sufficient for helping a company develop a blueprint for themselves. In Customer Driven Innovation, strategy and branding consultant Gaurav Bhalla presents a concrete framework to help companies systematically and effectively design and implement collaborative innovation programs with their customers that can be applied in both business-to-business and business-to-consumer contexts. The authors describe how today's technologies allow companies to create dynamic dialogues with their customers through shared networks, virtual marketing techniques, and blogs to develop deeper relationships that reinforce brand loyalty and ultimately drive growth. They challenge traditional approaches to market research that measure "customer satisfaction" from a rear-window perspective, and help companies and their customers look forward instead.P>

The Development of Managerial Culture examines the differences in underlying values and cultural distinctions in managerial cultures in Australia and Canada. It offers commentary on differences in attitudes to managerial culture and industrial relations through a comparison of national character development to provide context and insight for readers

If you're thinking of cutting your midlevel managers in the new world of work, think again. "Middle manager." The term evokes a bygone industrial era in which managers functioned like cogs in a vast machine and bureaucracy ruled. In recent decades, midlevel managers became a favorite target for the chopping block-underappreciated, often considered a superfluous layer of the organization. This view is so widespread that it has seeped into the identity of the managers themselves. Not only does this outdated perspective need to change, the future demands it. In Power to the Middle, McKinsey thought leaders Bill Schaninger, Bryan Hancock, and Emily Field call for a profound reimagining of what middle managers can and must be able to do. They explain how middle managers are uniquely positioned close to the ground but with a crucial connection to company strategy-enabling them to guide organizations through the current period of rapid and complex change, as well as help to shape the new world of work. The authors compellingly articulate this profound shift in the workplace, showing how: As the war for talent escalates, managers are an organization's first line of defense, requiring strong people skills to attract and retain the best talent. Middle managers possess the granular knowledge and perspective necessary to lead the realignments resulting from digital disruption. Managers must shift from merely enforcing rules to challenging them, serving as the critical stopgap for rules that are ineffective or obsolete. Crucially, good managers must not be promoted out of their jobs; instead, their title and compensation should reflect their high value and allow them to advance within their roles. With rich stories and cutting-edge research, Power to the Middle offers a new model for companies to radically alter the way they hire, train, and reward their most valuable asset: managers, the true center of the organization.

Human and organizational factors have a substantial impact on the performance of planning and scheduling processes. Despite widespread and advanced decision support systems, human decision makers are still crucial to improve the operational performance in manufacturing industries. In this text, the state of the art in this area is discussed by experts from a wide variety of engineering and social science disciplines. Moreover, recent results from collaborative studies and a number of field cases are presented. The text is targeted at researchers and graduate students, but is also particularly useful for managers, consultants, and system developers to better understand how human performance can be advanced.

This book aims to provide a deeper understanding of the concept and negative outcomes of employee loyalty, considering employees in organizations and OB theory, and comparing employee experiences across both European and East Asian cultures. Through an international analysis of employee loyalty within the service industry, the author highlights the importance of this highly relevant but often overlooked topic to addressing practical issues such as conflict solution, employee retention, service mentality, and work effort. Building on a clear definition and evaluation of the concept of employee loyalty, this book explores meaningful theoretical and practical implications of employee views of the organization, working group, and supervisor.

Focusing on safety and environmental protection issues, this book provides incisive, cutting-edge theoretical analysis that evaluates the impact of new automotive technologies, and the associated public policies, on social welfare.

Seize the competitive edge, increase innovation, and do right by people through building equity and diversity into your organizational DNA Studies continuously prove that companies with more diversity in their ranks are more innovative, serve expanded marketplaces, and perform better financially; however, most companies have yet to develop and implement effective diversity, equity, and inclusion initiatives-and pressure to succeed is rapidly increasing. All Are Welcome takes you beyond the mere practice of hiring a diversity of staff to make inclusion part of the equation, too. The author argues that a strong practice of inclusion is necessary to keep employee retention up, make diversity efforts stick, and cultivate an organization that outperforms its peers. All Are Welcome covers: Why Diversity, Equity and Inclusion Matters Understanding the Problem: Hiring - Retention = Zero Progress Focusing on Inclusion and Equity A Framework for Change Increasing Workforce Diversity: Hiring and Development Building an Inclusive Workplace: Culture and Accessibility Serving a Diverse Marketplace's Needs: Product, Customers and Marketing Supporting our Communities: Social Impact and Legislative Advocacy Conditions for Success: Courage, Accountability, Respect, and Empowerment The Future of Work and the Role of DEI Pressure to make equity, diversity, and inclusion an organizational priority-on par with the pursuit of profits and growth-is greater today than ever. All Are Welcome provides the knowledge, insights, and tools you need to make diversity, equity, and inclusion an integral part of your organizational strategy.

In Humanistic Perspectives on International Business and Management, the authors provide space to global perspectives on how we can rethink and reposition international business and management practice to be a part of the solution to our global problems. These contributions provide impetus for further research, practice and pedagogy development.

Presenting 17 tools developed through rigorous design science research, this book bridges the relevance gap within network management. In so doing, it proposes a novel system-framework and establishes a path towards a networks-as-practice view on inter-organizational relationships. The systems-framework builds on three institutionalized business practices: Networks-as-coordinated social systems, Networks-as-knowledge-creating platforms, and Networks-as-value-generating entities. Through these tools, Towards Relational Business Practices intends to propose a new managerial praxis and provoke new and improved frameworks and models for network management.

Belief and Organization examines the alternative belief systems which contemporary organizational actors live by and through which they seek to find meaning within the dominant (neo)capitalist social order. The widespread search for personal meaning reflects what Charles Taylor refers to as the'massive subjective turn of modern culture' and a corresponding drive to locate subjective 'sources of significance. Such subjectivist strategies enable people to disregard, resist or subvert the globalizing capitalist imperatives that would otherwise have them become worshippers of the new human gods. Alternative belief systems take a variety of forms and contributors to this volume represent a range of positions - some religious or spiritual, others secular -, which are presently being adopted and acted on in European and US workplaces. The authors of this work have deliberately courted an international framing of the issues in order to better reflect trends in organizational conduct in the Western hemisphere. By this heterodox approach, they intentionally seek to spread the net to embrace a wider set of religious and non-religious beliefs and affiliations.

Management -the pursuit of objectives through the organization and co-ordination of people - has been and is a core feature, and function, of modern society. Some 'classic' forms of corporate and bureaucratic management may come to be seen as a prevalent form of organization and organizing in the 20th century, and in the post-Fordist, global, knowledge driven contemporary world we are seeing different patterns, principles, and styles of management as old models are questioned. The functions, ideologies, practices, and theories of management have changed over time, as recorded by many scholars; and may vary according to different models of organization; and between different cultures and societies. Whilst the administrative, corporate, or factory manager may be a figure on the wane, management as an ethos, organizing principle, culture, and field of academic teaching and research has increased dramatically in the last half century, and spread throughout the world. The purpose of this Handbook is to analyse and explore the evolution of management; the core functions and how they may have changed; its position in the culture/zeitgeist of modern society; the institutions and ideologies that support it; and likely challenges and changes in the future. This book looks at what management is, and how this may change over time. It provides an overview of management - its history, development, context, changing function in organization and society, key elements and functions, and contemporary and future challenges.