Often it seems that people place a spotlight on leaders and disregard the probability that the success of the organization lies somewhere in the followers. However, literature on followership is often overlooked and research on it ignored. As organizations rapidly change, it is essential to understand organizational change through simultaneous discussions of both leaders and followers and the roles they play in the ultimate success of the company. Leadership and Followership in an Organizational Change Context is a pivotal reference source that establishes the concept and definitions of leadership and followership in the context of organizational change and discusses the leadership and followership styles that can contribute to organizational effectiveness. While highlighting topics such as leadership style, employee engagement, and succession planning, this book is ideally designed for managers, executives, directors, upper-level management, business professionals, academicians, researchers, industry professionals, and students seeking current research on the types of changes that organizations are facing and how such changes can be managed.

Though the concern regarding the confluence of continuity and change is well accepted, there is hardly any well known framework in the literature that can be used as a benchmark to deal with this paradoxical issue. Keeping in view the significance of the topic and the lack of practical frameworks in managing continuity and change this book is an endeavor to fill the gap. The main proposition of the book is that the strategic management of change could be better leveraged with clear understanding of continuity of the organization and consciously managing the vital and desirable areas of continuity along with change, rather than leaving the continuity to be managed by default. The continuity of any company provides the bedrock along which the flow of change could be channelized. It adopts flowing stream as the principal metaphor for continuity and change to be taken side by side. It can be treated as a stepping stone to inspire a lot of research in this area.

THE NEW AND UPDATED EDITION OF THE CLASSIC WORK ON DISRUPTIVE HR. THE WAY WE WORK IS CHANGING FAST, AND TRADITIONAL HR IS NO LONGER FIT FOR PURPOSE. Equipping our organizations to meet today's demands requires something very different. This book provides HR professionals with: a compelling case for changing HR practical people solutions for a disrupted world strategies to make the changes they need ways to equip HR with the right capabilities and mindset Lucy Adams is a 'recovering HR Director'. Having held Board-level HR roles in major organizations, she is now on a mission to change outdated HR practices for good.

This book offers an in-depth exploration of various New Testament passages with the purpose of identifying lessons, values, and behaviors that can contribute to an understanding of organizational spirituality from a Christian worldview. Covering contemporary concepts such as women in leadership, cross-cultural leadership, transparency, and authenticity, each chapter examines an organizational leadership topic through the lens of specific New Testament principles. This volume with a fresh perspective provides theoretical and practical applications for scholars and practitioners in the field of organizational leadership.

"Multi-level Issues in Social Systems" contains five major essays with commentaries and rebuttals that cover a range of topics, but in the realm of social systems. In particular, the five critical essays offer extensive literature reviews, new model developments, methodological advancements, and some data for the study of human resources management in organizations, continuous learning in organizations, divorce in the family, industry-university dynamics involving intellectual property, and organizational leadership. While each of the major essays, and associated commentaries and rebuttals, is unique in orientation, they show a common bond in raising and addressing multi-level issues or discussing problems and solutions that involve multiple levels of analysis in various types of social systems. This book discusses the complexity of social issues in personal, academic, and business solutions. It reviews empirical data, provides thorough discussion, and multiple levels of analysis.

Explains how all institutions have to turn their relationship with stakeholders into a 'social' one, which involves designing new Trust and Engagement strategies. A specific indication on how to build and measure value out of these strategies is offered by the innovative 'Value for Engagement Model'.

This edited collection examines organizational conflict and how it is handled in seven different countries (and cultures) around the globe: France, Japan, the Netherlands, Norway, South Africa, Spain, and Turkey. Experts on each country discuss how various social, cultural, and economic forces affect conflict management; how managerial styles differ with regard to organizational and interpersonal conflict management; alternative dispute mechanisms available in each country for the resolution of conflict; and how general managerial effectiveness can be improved with respect to organizational conflict.

This volume is based around 14 chapters and two critical analyses which provide new perspectives on important organizational constructs. The first half of the book provides chapters by advanced graduate students who are making their first contributions to understanding organizational behavior. The second half of the book provides chapters illustrating new views of organizational constructs but from the perspectives of more established researchers in the field. All chapters share a common theme of attempting to provide new ways of viewing organizations and organizational behavior. Each chapter is based on the premise that, when presented with problems that seem impossible to solve, often the best results are achieved by finding new perspectives on the basic constructs being studied. These new perspectives provide insights which illuminate the problems for the theory of organizations as well as improving the ability of organizational members to solve practical organizational problems.

Advanced countries have shown an increasing convergence in their economic performance and technological intensity, with a relative decline of the position of the United States and the emergence of the European and Japanese economies. The Technological Specialization of Advanced Countries moves beyond aggregate patterns and examines the sectoral structure of technological activities, the process of specialization, and the impact on national performance. Indicators of technology and of scientific activity are examined together with other economic and R & D data, providing a wealth of empirical evidence on the activities, and areas of strength and weakness of individual countries. The amount of disaggregated data provided, and the assessment offered on the state of art in science and technology indicators, make The Technological Specialization of Advanced Countries an important reference work. A description of the fields of national effort is provided and a special study is devoted to the fields of greater innovative dynamism where patenting has grown most rapidly. Over time, countries have concentrated their technological efforts in the fields of their greater strength, under the pressure of increasing international competition and the proprietary nature of know how. Conversely, in science there has generally been a decrease in the degree of specialization, with countries entering new fields of research, taking advantage of the open flow of scientific knowledge. For science and technology policy, the findings of The Technological Specialization of Advanced Countries suggest that national efforts should be combined with the growing international integration. The aims of maintaining established areas of strength and of developing new specializations in emerging fields should be balanced, and a more selective policy at the sectoral level is suggested.

Human Resource Management, Innovation and Performance investigates the relationship between HRM, innovation and performance. Taking a multi-level perspective the book reflects critically on contentious themes such as high performance work systems, organizational design options, cross-boundary working, leadership styles and learning at work.

Employee participation programs have many faces, many definitions, many forms--and they change all the time. For some people they are meant to solve every problem in the workplace. For others they are ways to reduce resistance to management and its efforts to bring about organizational change. Still others see them as totally redundant and a hindrance to efficency and the implementation of good management practices. To make sense of it all, Bar-Haim integrates--historically, thematically, analytically--the wide but often incoherent knowledge we have about these programs, and in doing so portrays them in a clear, useful, multidimensional manner. The result is a work of scholarship and practical guidance that students, scholars, researchers, and executives will find important, an action-oriented source of vital information.

Bar-Haim shows that participation programs in work organizations have always attempted to solve three basic human problems, problems stemming from industrial democracy and equality, work alienation, and occupational and managerial effectiveness. To do this he uses a rare multidimensional technique. He describes and analyzes the processes and behavior of participation, participants, and organizational forms using a a variety of conceptual and theoretical frames drawn from the social and management sciences. He enhances our understanding of participation programs on micro and macro levels, and then provides practical guidelines from the real-world experience of other scholars and executives. Among the several ironies he discovers are that the roles of enthusiasts, opponents, and skeptics changed during the course of a jubilee of these programs. By integrating a large body of research and suggesting a formal model to evaluate existing employee programs and projected ones, his book attempts to ease the enigmatic ambivalence we have toward worker participation in general. In fact, he shows that by better understanding the dynamics of participation programs, it is possible for those who desire such programs to create, construct, and maintain better ones.

Leadership in today's corporations is exercised not merely, or even primarily, by those at the very top of the organizational charts, but also by the many employees who find themselves in the middle of the corporation. These managers, directors, and vice presidents practice inner leadership in both senses of the term. They lead from within the organization, rather than from the top. They lead from within themselves, seeking to guide others by the light of their own core values and goals, which may be distinct from, if complementary to, the organization's goals. How they do so, and how they can be more effective inner leaders, is the focus of this book for current and aspiring leaders as well as their academic colleagues.

Fairholm explains that there are four key characteristics that distinguish inner leaders from CEOs. First, inner leaders inhabit a unique corporate culture in which they relate not only to subordinates, but to peers and supervisors as well. Second, inner leaders' authority is often more a function of their personalities and personal charisma than it is of their official positions. Third, inner leaders have the ability to create a subculture within the corporation that facilitates attainment of "their" personal and professional goals and is consistent with "their" personal values. Fourth, inner leaders use different technologies (techniques, methods, and approaches) in the pursuit of their objectives. Current and aspiring leaders as well as their academic colleagues will benefit from this work.

The relatedness of individuals to their work organizations has changed radically in the past couple of decades, the result of a changing global environment in which uncertainty and technological advances have become paradoxical partners. Information and communication technologies appear to promise more certainty in the control of business operations, organizational knowledge and employee performance. Yet, despite this, people s experience of working life is of greater uncertainty and a feeling of having less control over their futures. This book contends that a corporate merger, on the scale of a global order is a catastrophic change and depends on killing off parts of the former organizations for its success. The act of annihilating parts of the former organizations is experienced as disengaged and murderous by organizational members. This thesis is based on case study research conducted on the topic of emotional connectedness in a network organization over a three year period. Fieldwork began at the time when the participating firm had just formed from a global merger of two large global enterprises. While this book brings forward dysfunctional aspects of the case study firm, it also offers something of practical significance to those who work in or with organizations, whether in the capacity of management or as a consultant. It offers a perspective that being alert to staff members felt experiences and their emotional connectedness, as a normal part of business, provides leading data on the health of the enterprise. Managers who are more wholly informed about organizational realities can work more realistically on resolving problems, assessing risks, or making strategic business decisions."

This book provides a powerful insight into strategic portfolio management and its central role in the delivery of organisational strategy, maximisation of value creation, and efficient allocation of resources and capabilities to achieve organisational strategic objectives. The book makes a valuable contribution to the development of thinking on the translation of strategy into actionable work. Whether you are a senior manager building a high-performing strategic portfolio for your organisation or an academic searching for new perspectives on strategy execution through portfolio management, you will find great significance in this book. Twenty-eight chapters in four sections provide multiple perspectives on the topic, with in-depth guidance on organisational design for strategic portfolio management and covering all process, capability, and leadership aspects of strategic portfolio management. The book includes several detailed case studies for the effective deployment of strategic portfolios, bringing together theory and practice for strategic portfolio management. This book is particularly valuable for advanced undergraduate and postgraduate students of project and portfolio management, strategic management, and leadership who are looking to expand their knowledge within the multi-project environment. Highly practical and logical in its structure, it also shows project management professionals how to effectively manage their business portfolios and align this with their business strategy.

Based upon a major research project and a high level of access to relevant individuals this is the first book that opens the door on the closed and guarded world of Japanese banking. The book discusses in first-hand terms the nature of the bank's relationships to its client firms, to members of its 'group' and to 'outsiders'; placing these relationships within a competitive strategy which the book sets forth in an original framework, the Relational Access Paradigm.

Generation Z (GenZ) is the young generation born between the mid-1990s and 2010s. They are now entering the market and starting their first jobs. Therefore, managers must shape the company workplace environment to encourage young employees to work efficiently and connect their future with the company. Only then both managers and employees will share mutual satisfaction from collaboration and aim at the common target, which should be the prosperity of the company. This book presents research results and techniques for analyzing the working expectations and needs of GenZ. The analyses were made in various countries in Europe: The Czech Republic, Latvia, Poland, and Portugal. The book contains chapters that present the analysis results and technical chapters that outline modern methods of analysis of management data, including tutorial chapters on Machine Learning, which currently make a strong appearance in research in various disciplines. This volume will be of interest to researchers, academics, practitioners, and students in the fields of management studies, research methods, and human resource management.

When Postmaster General Creswell penned his concern about the impact 2 of electronic diversion on his postal organization, the year was 1872. General Creswell, it turned out, fretted unnecessarily. Facsimile did not achieve commercial viability until roughly a century after his tenure as Postmaster General and today that technology is fading rapidly from the communication scene. Moreover, it never appears to have significantly affected physical letter volumes. However, if General Creswell were leading a major postal organization today, he likely would feel threatened by the potential of Internet communication to cause electronic diversion of physical mail. Should recent technology developments cause the oft-predicted (but so far incorrect) inflection point that would mark the beginning of declining mail volumes. the implications from a management standpoint will be profound. The relatively fixed nature of postal costs suggest that volume declines must be offset though improved productivity, reduced cost of inputs, revenue from new products that share common costs, or reduced level of universal service.

Are humans fair by nature? Why do we often willingly trust strangers or cooperate with them even if those actions leave us vulnerable to exploitation? Does this natural inclination towards fairness or trust have implications in the market-place? Traditional economic theory would perhaps think not, perceiving human interaction as self-interested at heart. There is increasing evidence however that social norms and norm-driven behaviour such as a preference for fairness, generosity or trust have serious implications for economics. This book provides an easily accessible overview of economic experiments, specifically those that explore the role of fairness, generosity, trust and reciprocity in economic transactions.

Ananish Chaudhuri approaches a variety of economic issues and problems including:

• Pricing by firms
• Writing labour contracts between parties
• Marking voluntary contributions to charity,
• Addressing issues of environmental pollution,
• Providing micro-credit to small entrepreneurs,
• Resolving problems of coordination failure in organizations.

The book discusses how norm-driven behaviour can often lead to significantly different outcomes than those predicted by economic theories and these findings should in turn cause us to re-think how we approach economic analysis and policy.

Assuming no prior knowledge of economics and containing a variety of examples, this reader friendly volume will be perfect reading for people from a wide range of backgrounds including students and policy-makers. The book should appeal to economics undergraduates studying experimental economics, microeconomics or game theory as well as students in social psychology, organizational behaviour, management and other business related disciplines.

While organisations become more and more global, they also become more and more dispersed and virtual. This challenges the sense of a shared organisational identity and the ability of employees to communicate personally held knowledge. To address these challenges this book offers an innovative multidisciplinary approach to knowledge communication in global organisations. The book develops a multidisciplinary analytical lens through which to understand employee identity formations and knowledge communication practises. Using detailed analyses of interviews from a real organisation, the book builds an understanding of how 21st century employees make sense of a virtual organisational reality characterised by multiple simultaneous projects and virtual, dispersed teams. These analyses are conducted using a new discourse analysis method for analysing research interviews, Discursive Sensemaking Analysis. Using these methods and findings, researchers, project managers and HR professionals will be able to analyse their own organisations to discover how employees make sense of the complexity of 21st century global organisations.

Designing Stress Resistant Organizations demonstrates, in a persuasive way, how computational organization theory can be applied to advance the field of management with its successful integration of theory and practice.
At the theoretical level, the book contains a comprehensive computational framework called DYCORP, which simulates dynamic and interactive organizational behaviors by incorporating multiple factors such as organizational design, task environment, and stress, and which generates consistent and insightful propositions on organizational performance.
The book utilizes an organization science based approach to computational modeling. This approach recognizes the limit of human cognition as it was outlined by Herbert A. Simon in 1947. The model strives to focus on the essence of the reality that is most relevant to the research issue. This approach has been proven to be more beneficial for us to understand the underlying dynamics of the phenomenon.

This book explores how companies engage in CSR activities, how their corporate identity determines the way in which they perceive the stakeholders and, as a result, engage in dialogue-based relations with them.

This book tells how two successful financial services companies, Century Companies of America and CUNA Mutual Insurance, met the challenges of a changing marketplace by tranforming themselves through joining forces. Cowritten by Century Companies' CEO, the book describes how the boards and executives of the two companies reached the conclusion that affiliation with another company was the best strategy, how they selected each other as partners, how they accomplished the integration of the two organizations, the challenges they faced in doing so, and the lessons learned in the process. Human issues, not technical ones, were the most important in determining the success of organizational transformation, as were the early identification of cultural differences and the development of strategies to integrate those differences.

The tumultuous changes that took place in the financial services industry in the early 1980s caused both companies to realize that they needed to undertake substantially different strategies than they had previously utilized. Cowritten by Century Companies' CEO, the book describes how the boards and executives of the two companies reached the conclusion that affiliation with another company was the best strategy, how they selected each other as partners, how they accomplished the integration of the two organizations, the challenges they faced in doing so, and the lessons learned in the process.

The health of American manufacturing has been a cause of real concern during the 1980s. Foreign competition, hostile takeovers, new technologies and a host of other factors have caused dramatic changes in this key sector of the American economy. Many ob servers of this process of change are singing the "rust belt blues," consigning U.S. manufacturing greatness to the history books. In April 1986, the Center for the Study of American Business at Washington University issued a study by its director, Dr. Murray L. Weidenbaum, which challenged this perception of American manu facturing's future. The report, entitled Learning to Compete, pointed to a variety of positive developments resulting from the ad versity faced by American firms in the first half of the decade: pro ducers had improved quality and productivity, reduced costs, and in creased emphasis on R&D. In November 1988, as a logical extension of this research, the Center held a conference on American Manufacturing in the 1990s. Focusing on American responses to the changing global competitive environment, this conference brought together the practical experi ence of business professionals and the more detached views of aca demic and media experts. In a day and a half of meetings, encompassing six separate ses sions, a luncheon address and an after-dinner debate, conference participants assembled an extensive profile on the state of U.S."