Competition in Europe, which has been chosen as the title for the Essays in Honour of Henk W. de Jong, contains two key concepts, that characterize his scientific contribution to Industrial Organisation. Professor H.W. de Jong is in the first place an economist who is highly inspired by the dynamics of markets in general and the dynamics and conditions of compe tition in particular. In the second place, H.W. de Jong is a real European economist, not in the sense that his theoretical insights are limited to Europe, but in the sense that his ideas and policy suggestions - especially those concerning competition policy - reflect his sincere involvement in the European inte gration process and the economic conditions and perspectives of a Common Market for the European Community. In his many illustrations of the evolution of markets and the performance of enterprises in different business environments, H.W. de Jong also demonstrates his knowledge of historical and political aspects of different economies in Europe, often in comparison with the United States and Japan."

Women are now part of senior management in higher education (HE) to varying degrees in most countries and actively contribute to the vision and strategic direction of universities. This book attempts to analyse their impact and potential impact on both organisational growth and culture

Hardbound. This is the fifth volume in the series Advances in the Management of Organizational Quality. Like the previous four volumes, it is designed to highlight quality-related issues and to facilitate bringing quality into the mainstream of organizational effectiveness. The current volume spans a broad range of topics from an investigation of how customers make quality-related judgments to quality practices in health care. As with previous volumes, this volume also attempts to broaden the concept of quality.

Building on his previous book, The Customer's Victory, François Dupuy outlines ways to manage a change process. Using practical examples from new case studies and discussion of current theories of organizational change, this book explains how true organizational change can be effected in both private businesses and public organizations. With a strong pedagogical format, case studies and a helpful glossary of terms, this is an invaluable guide both for managers having to deal with change implementation and for students and researchers of change management.

This book presents the current and future issues facing opera houses and opera companies. Problems in different environments need different solutions. In particular, it opposes the American method of managing cultural institutions, preferring a European one where public support and funds plays a major role.

The issue of asymmetric information and public decision-making has been widely explored by economists. Most of the traditional analysis of public sector activities has been reviewed to take account of the different incentive problems arising from an asymmetric distribution of relevant information among the actors of the public decision-making process. A normative approach has been developed, mainly employing the principal agent paradigm to design incentive schemes which tackle adverse selection and moral hazard problems within public organizations. Still, this analysis is under way in many fields of public economics. However, a debate is ongoing on the theoretical limitations of this approach and on its relevance for the actual public sector activities. Public Decision-Making Processes and Asymmetry of Information encompasses different contributions to these issues, on both theoretical and practical areas. The innermost problem in the current discussion arises from the fact that this normative analysis is firmly rooted in the complete contracting framework, with the consequence that, despite the analytical complexities of most models, their results rely on very simplified assumptions. Most complexities of the organization of public sector, and more generally, of writing "contracts," are therefore swept away. Once the need for an incomplete contracting approach is recognized, the question becomes how to relax some of the assumptions characterizing the complete contracting framework, without getting ad hoc results. The Introduction to this book, written by Jean Jacques Laffont, sets the general grid to interpret the position of its papers in this debate. The four papers in Part 1 of thebook are devoted to developing the analysis of some of the theoretical issues mentioned in the Introduction. Part 2 is devoted to discussing the applications of the theory to different public sector activities.

Electricity markets are being deregulated or face new regulatory frameworks. In such changing markets, new pricing strategies will need to consider such factors as cost, value of service and pricing by objective. Pricing in Competitive Electricity Markets introduces a new family of pricing concepts, methodologies, models, tools and databases focused on market-based pricing. This book reviews important theoretical pricing issues as well as practical pricing applications for changing electricity markets.

This book brings together analyses from across the social sciences to develop an interdisciplinary approach to understanding spiritualities and neoliberalism. It traces the lived experience of social actors as they engage with new and alternative spiritualities in neoliberal contexts. An international group of authors in anthropology, sociology, religious studies, political science, critical management studies explore the contemporary flourishing of subjectivities centred on a variety of spiritual practices and imaginaries. The book analyses the social and organisational mechanisms that underlie the generation of 'enterprising' and 'competitive' subjectivities engaged in transforming inner selves and social environments in accordance with prevailing neoliberal economic rationalities. Contributions draw on a wide range of empirical settings around the world to discuss the role of subjectivities in organizations. The purpose of the book is to provide specific insights into how neoliberalism is resisted, contested or reproduced through a transformative ethic of spiritual self-realization. Researchers, academics and Masters level students in a range of social science disciplines, including anthropology, sociology, human geography, and organization studies will find this book relevant reading. Contributors include: I. Abraham, E. Bell, L. Cortois, S. Gog, A.-R. Kaupinnen, J.D. LoRusso, D. Miller, K. Navazhylava, A. Peticca-Harris, G. Shanahan, A. Simionca, S. Taylor, K. Valaskivi, T. Vine, A. Yankellevich

This book explains various key concepts of internal marketing and its relation to human resource management, commitment, service quality, market orientation, etc. Various human resource models are insufficient to define internal marketing. Therefore there is a need to focus on the models and key concepts of human resource management and internal marketing and in what way they contribute to organizational success. It involves motivation, internal market research, internal communication, internal segmentation, employee retention, inter-functional coordination, and internal branding. The current need for human resource management is to link human resource management and marketing practices which are called internal marketing. Internal marketing plays an eminent role in organizational success. This book helps students, practitioners, start-ups, and educationists. This is a research monograph that will assist an organization to decide the future of human resource management as well as organizational development. This book is for marketing as well as human resource discipline, as internal marketing is the integration of marketing and human resource management. Due to new technology, globalization, and liberalization market need and demand are also changing, thus it is necessary to understand new trends in the application of human resources. Therefore, it is necessary to motivate and satisfy internal customers and make them market and skill-oriented.

Power Structure examines the effects on economic performance of several key features of the U.S. electric power industry. Paramount among these are public versus private ownership, vertical integration versus deintegration, and retail competition versus monopoly distribution. Each of these, as well as other structural characteristics of utilities and their markets, are analyzed for their effects on costs and price. These issues are important for a number of reasons. The U.S. electric power industry is presently embarking on a fundamental restructuring in terms of integration and competition. In other countries, privatization of state-owned enterprises is being viewed as the answer to unsatisfactory performance. From a longer perspective, the question of the relative performance of publicly owned versus privately owned utilities in the U.S. has never been resolved. And despite much speculation there is little reliable evidence as to the importance of either vertical integration or competition.

When should organizations think about adopting a flat structure? And what does it take to make it work? Is it even the silver bullet that we've been told it is? Often we have heard about how businesses should organize in non-traditional ways to succeed in today's world: be 'agile', or adopt approaches such as 'holacracy,' 'RenDanHeYi' or 'scrum'. But what do these concepts actually mean? Are they even helping us to custom-tailor flat structures to our needs? Leading expert, Markus Reitzig, provides a no-holds barred account of flat organizational structures, taking the good with the bad and asking the reader to balance the opportunities and challenges that come with less hierarchical structures. He explains that there are many types of flat organizations, and that they may only be better than traditional companies in some instances, and only when the company picks the right structure given its goal and its people. Taking an evidence-based approach to the advantages and disadvantages of decentralizing, this book offers a unique, practical guide for managers. You'll learn how to formulate realistic goals with fewer hierarchical layers, where to decentralize, whom to recruit and how to treat your staff. This is an indispensable guide for anyone who wants to figure out how to work with flat organizational structures, and whether 'flat' may even be right for them.

Current debates about experts are often polarized and based on mistaken assumptions, with expertise either defended or denigrated. Making Sense of Expertise instead proposes a conceptual framework for the study of expertise in order to facilitate a more nuanced understanding of the role of expertise in contemporary society. Too often different meanings of experts and expertise are implied without making them explicit. Grundmann's approach to expertise is based on a synthesis of approaches that exist in various fields of knowledge. The book aims at dispelling much of the confusion by offering a comprehensive and rigorous framework for the study of expertise. A series of in-depth case studies drawn from contemporary issues, including the climate crisis and the COVID-19 pandemic, provide the empirical basis of the author's comprehensive approach. This thought-provoking book will be of great interests to students, instructors and researchers in a range of fields in the humanities, social sciences, and science and technology studies.

Monographs in Organizational Behavior & Industrial Relations

Moving away from the common/traditional focus on studying organizations from a distance, this highly engaging book introduces the idea of studying them from the inside. Inside Organizations: Exploring Organizational Experiences guides placement students, and any student undertaking part-time work in an organization, through 'insider inquiry', helping them to develop key reflexive and critical thinking skills for their future careers. It encourages you to pay attention to what goes on in organizations, to question what you experience and ultimately to make sense of how organizations function, helping you to develop key reflexive and critical thinking skills for your future careers. This book is ideal for students on programmes with a placement or internship element such as business and management, nursing and health, and education and is especially useful to those doing reflective journals and essays.

Readers are introduced to basic terms and principles used in the study of organizations as an invitation to further learning. The approach blends classical writing on organizations with current research and examples illustrating key elements of positions, patterns, and persons. A discussion of role analysis shows how these elements enter into the actual behavior of participants. Discussions of such topics as interaction and bureaucracy and a unique chapter on paperwork and record-keeping are presented.

An organisation's most important asset is its people. And critical to an organisation's success is the extent to which its people interact effectively - both with each other as team members and with the wider organisation. This is why managing teams has become a key area for a growing number of organisations around the world. While many organisations are world-class at managing their materials and machinery, they fall short in managing the human side of their activities.This book outlines the challenges faced by both team leaders and team members in 21st-century workplaces. It proposes 13 key performance or "team health" indicators for highly effective teams based on research data collected from a large range of industry sectors, team sizes and organisations in the UK. It contributes to the understanding of the nature and functioning of team cohesiveness by describing teamwork as a multi-component variable and identifying the factors that impact on teams and the implications of teamwork for organisations.The book sets out to aid organisations by introducing a Team Performance Diagnostic (TPD) tool. The TPD enables organisations to gain an accurate and detailed insight into the real-time performance of their teams, helps team managers to understand the underlying 'people' issues within the team and how to reach higher levels of team performance quickly. The TPD has been widely used in major multinationals and the UK public sector to pinpoint hard-to-find opportunities to achieve rapid improvements.The research suggests that the use of TPD contributes to more free-flowing feedback both within the team and in the organisation as a whole, and that successful teams are indicative of a healthy organisational culture.This book is an essential guide for senior managers and policy-makers dealing with team effectiveness, and will be highly useful for students of business and management.

First published in 2007. Routledge is an imprint of Taylor & Francis, an informa company.

The electric utility industry and its stakeholders in the. United States appear to be at a critical juncture in time. Powerful forces of global proportions are propelling the industry instinctively and in a secular fashion towards restructuring. That the industry will change is a fait accomplii. The nature and timing of the change is still a matter of intense debate, however. Because of the evolution of the industry into its present-day form, i.e. regulated local monopolies in their designated franchise service territories, the relative roles and expectations of various institutions would have to change to conform to the new state in the future. In either encouraging, or allowing this change to happen, society is essentially saying that future societal welfare would be better served by the changed structure contemplated. What that assumption translates into in more direct terms is that creation of future wealth would be better accomplished through redistribution of wealth today. Thoughtful individuals recognize the enormous responsibility placed upon the various entities empowered with jurisdiction over the timing and nature of the structural change. They are trying hard to bring analytical rigor to bear on the debate. One very critical element of this debate on restructuring is the issue of the treatment of transmission. The issue has been variously labeled transmission access, or pricing. Volumes have been written and spoken on this topic.

In this book about deception and self-deception in and beyond the workplace, Stein portrays a psychological, ethical, cultural, and spiritual crisis that cannot be reduced to a business crisis. He shows how the language of economics shrouds loss, dread, rage, despair, and brutality in the guise of rational business necessity. For example, the act of ridding a workplace of thousands of people has become magically, "euphemistically" transformed into an impersonal, bottom line based exercise in downsizing and outsourcing. As Stein explores the role of euphemism in the official doctrines and public claims of business, he also portrays how people experience the trauma of repeated mass layoffs, and the constant turmoil over shifting workroles and uncertain job security. Stein shows how the inner experience of downsizing, reengineering, and corporate medicine becomes part of a person's very essence and structure, not some unfortunate epiphenomenon.

Three extensive case studies--one of downsizing (and related social engineering concepts), one of managed care, and another of the U.S. prairie's adaptation to life afterthe Oklahoma City bombing--provide the evidence for his interpretation. Stein supplements these with telling analyses of the concept of spin, the popularity of Scott Adams' "Dilbert" cartoons, George Orwell's trenchant use of euphemism in his novels, and the web of words on which the Nazis' extermination program was spun. He shows how our priorities have created long-term massive social casualty for the sake of short-term gain. Further, he shows how a widespread cultural ethos of scarcity and callousness transcends the boundaries of workplace and business. He calls for an ethical awakening from our self-deceptions and the social harm we have done in the name of good business, and for direct, honest language that expresses our feelings and intentions.

Collective action by firms is a central phenomenon in society, seen for example in standards setting, multi-stakeholder initiatives, and in relation to climate change, environmental and human rights issues. This incisive book reveals how firms set up specific devices, referred to by the authors as FCADs (Firms' Collective Action Devices), of which trade associations and chambers of commerce are the traditional forms, and investigates how firms organize themselves collectively, and their impact on the economy and democracy. Delving deeply into previously under-explored aspects of collective actions by firms, using the concepts of meta-organization and heterarchy, the book combines and expands on insights from history, political science, economics, sociology, management and organization theory. It demonstrates empirically how FCADs function on the basis of compromise and consensus, and analyzes their forms of action, their organizational dynamics and their recent evolution. This rigorous and pluridisciplinary evaluation of how businesses organize collectively will appeal to researchers and PhD students in organization studies and business management, as well as those in other disciplines who are interested in firms' collective action. It will also be a useful resource for business practitioners, public servants and politicians in contact with firms' collective action, and NGO members.

"Too many companies don't know how to walk the walk of diversity, equity, and inclusion. Getting to Diversity shows them how." -Lori George Billingsley, former Global Chief DEI Officer, Coca-Cola Company In an authoritative, data-driven account, two of the world's leading management experts challenge dominant approaches to increasing workplace diversity and provide a comprehensive account of what really works. Every year America becomes more diverse, but change in the makeup of the management ranks has stalled. The problem has become an urgent matter of national debate. How do we fix it? Bestselling books preach moral reformation. Employers, however well intentioned, follow guesswork and whatever their peers happen to be doing. Arguing that it's time to focus on changing systems rather than individuals, two of the world's leading experts on workplace diversity show us a better way in the first comprehensive, data-driven analysis of what succeeds and what fails. The surprising results will change how America works. Frank Dobbin and Alexandra Kalev draw on more than thirty years of data from eight hundred companies as well as in-depth interviews with managers. The research shows just how little companies gain from standard practice: sending managers to diversity training to reveal their biases, then following up with hiring and promotion rules, and sanctions, to shape their behavior. Almost nothing changes. It's time, Dobbin and Kalev argue, to focus on changing the management systems that make it hard for women and people of color to succeed. They show us how the best firms are pioneering new recruitment, mentoring, and skill training systems, and implementing strategies for mixing segregated work groups to increase diversity. They explain what a difference ambitious work-life programs make. And they argue that as firms adopt new systems, the key to making them work is to make them accessible to all-not just the favored few. Powerful, authoritative, and driven by a commitment to change, Getting to Diversity is the book we need now to address constructively one of the most fraught challenges in American life.

With emphasis on actually implementing organizational interventions in a variety of cultures and climates, this nuts-and-bolts guide covers all the bases. It not only provides readers with expert advice on confronting the variables that effect a broad array of organizational interventions, but also offers practical guidance for increasing the probability of success. Chapters are arranged around major content areas, including staffing, performance management, reward systems, and organizational strategy, and focus on the primary steps involved, issues that must be considered, and decisions that must be made. First-hand accounts by the contributors illuminate real-world application.

Under the Americans with Disabilities Act, organizations that fail to provide reasonable accommodations to employees with mental disabilities may be subject to penalties and punitive damages. The Act does not, however, provide useful guidelines to help organizations comply--a gap that Dr. Fielder's book now fills. This manual shows that compliance is not difficult or expensive. In clear, concise language, it acquaints management with mental diagnoses, impairments, disabilities, the myths of mental illness and its affect on job performance, and provides samples of workplace accommodations and compliance plans. Practical and readable, the book is intended for management of organizations with 15 or more employees, their human resource staffs and employee assistance professionals, and legal counsel.

This unique work bridges the gap between theory and practice in organizational behavior. It provides a practical guide to real-life applications of the 35 most significant theories in the field. The author describes each theory, and then analyzes its usefulness and importance to the successful practice of management. His analysis covers key managerial topics such as goal setting, training and development, assessment, job enrichment, influence processes, decision-making, group processes, organizational development, organizational structuring, and effective organizational operation.