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Knowledge Management as a popular management movement is about 25
years old and unsurprisingly it has inspired many theories,
practices and methods. So much so, that it is sometimes difficult
to define what it stands for. The Handbook of Research on Knowledge
Management is an interesting and innovative volume that has
appealing features to add to the discussion. It is consistently
interesting, has a very wide diversity of contributing scholars and
practitioners and has several useful and informative chapters on
actual knowledge practices and situations. It also offers
historical reflections as well as its own contingency theory of how
to best go about working with knowledge. All in all this Handbook
is a fine and original contribution to the literature.' - Laurence
Prusak, founder and Executive Director of the Institute for
Knowledge ManagementThis innovative Handbook widens our
understanding of knowledge management, a field that has risen to
prominence in recent decades. It collects contemporary insights
from more than 30 contributors into the rich tapestry of knowledge
management practices across a broad landscape of cultures and
socio-political contexts. The contributors offer authoritative
analyses to inform practical applications of knowledge management,
along with provoking reinterpretations of its developmental
potential to guide future innovation and research in this field.
The starting point for discussion centers around establishing a
common definition for knowledge management, a concept that has
remained nebulous since its inception. Expert contributions examine
the relevance of this common definition within various contexts,
such as Buddhist organizations, law firms, the army and indigenous
organizations. The contributors explore how knowledge management
could be effectively applied in these very diverse contexts. Some
contributors analyze the universality of Ikujiro Nonaka s concept
of knowledge management. Other contributors suggest alternative
definitions of knowledge management. While previous literature has
primarily focused on how knowledge management is practiced
currently, this Handbook sets out alternative visions and
conceptualizations of knowledge management in diverse settings and
is, thus, focused on how knowledge management ideally should be
practiced in various contexts. This Handbook of Research on
Knowledge Management will appeal as a point of reference for
academics and students of business and management, business
administration, sociology and organizational behavior.
Practitioners, managers and business-owners alike will also find
this an invaluable resource. Contributors: C. Abrahamson
Loefstroem, A. Ahmad, E. Antonacopoulou, D.A. Blackman, O. Chang,
D. Coldwell, D.J. Delgado-Hernandez, J.S. Edwards, C. Filstad, A.
Fried, T. Garavan, M. Glisby, P. Gottschalk, S. Harris, N. Holden,
J. Hong, S.-W. Hsu, C. Mak, R. McDermott, D. McDowall, A. Mitra, K.
Moon, E. Murphy, P.S. Myers, G. Neumann, P. Ngulube, F. O'Brien, A.
OErtenblad, X. Ruan, A. Rynne, S.D Sarre, R. Snell, C. Stilwell, S.
Talbot, E. Tandi Lwoga, E. Tome, J. Van Beveren
Is corporate social responsibility (CSR) a universal idea? Is the
same exact definition of CSR relevant for any organization,
regardless of context? Or would such a definition need to be
adapted to fit different types of organizations, in different
cultures, industries and sectors? This book discusses how CSR
should preferably be practiced. The expert authors share their
knowledge on whether a broad definition of CSR can be practiced as
is or if it first has to undergo changes to suit the context. The
leading group of contributors argues that anyone wishing to adopt
the CSR idea in their organization needs to take the context into
account and, thus, find a version of CSR that fits the specific
industry, sector, national culture, religion and so on, in which
the organization exists. The book discusses the universality of CSR
and includes a comparison of the relevance of a broad, general
definition of CSR for organizations in contexts such as Buddhism
and Islam, developing countries and the food processing, shipping
and pharmaceutical industries. Guidelines for conducting studies on
the examination of the relevance of CSR for organizations in any
particular generalized context are also provided. Academics,
students and practitioners involved in the fresh field of CSR will
find this an essential resource. Contributors include: A. Ahmad, T.
Aroni, A. Athanasopoulou, F. Azmat, W.L. Chan, J.E.-T. Cheah, D.K.
Davidson, I. Fafaliou, S. Goerpe, P. Gottschalk, G.M. Hall, J.M.
Hansen, M. Z. Haque, S.-w. Hsu, D. Jamali, C. Karam, M. Lekakou, L.
Montanheiro, B. OEksuz, A. OErtenblad, P. Perry, P. Reinmoeller,
J.W. Selsky, E. Stefanidaki, I. Theotokas, W. Visser, J. Weikert
This anthology debates the idea of giving all people - no matter
which profession or position they have (and whether they have a job
or not) - the same pay. Some contributors argue against equal pay
for all, some for increased pay equality but not for total pay
equality, and some argue for equal pay for all. There is no common
conclusion in the book; instead, the book aims to encourage
reflection as well as further debate on something that is often
taken for granted, namely differentiated pay, by offering a set of
various standpoints in the debate, backed-up with various kinds of
arguments. Among bases for arguments that are put forward in the
book, economy, practicability and ethics belong to the most
frequently occurring ones. This book is the first one to be
published in the book series Palgrave Debates in Business and
Management.
This book presents a lively debate surrounding the
professionalization of leadership. With contributions from both
sides of the argument, it considers the historical overview of
leadership and management as a profession, questions what
constitutes a profession, and critically addresses the practicality
of professionalizing leadership. With a range of perspectives
including political philosophy, behavioral professionalism and
management history, the book intends to facilitate further
discussion on the issues at stake. With a number of education
programs beginning to focus on the art and practice of leading
people, this debate is particularly timely.
This book explores whether there is reason to be against
entrepreneurship. Just like literature on the darker sides of
entrepreneurs and entrepreneurship, the book is an answer to the
one-sided, overly positive and uncritical image of
entrepreneurship. The "twist" in this book, in comparison with
literature on dark sides of entrepreneurship, is to explore being
against entrepreneurship. From various perspectives such as lexical
semantics, Marxism, philosophy of science and psychology, the
contributors contemplate on why there may be reason to be against
entrepreneurship discourse as well as entrepreneurship practice.
Some chapters are based on first-hand empirical data, others are
conceptual. The main overall conclusion is that there are some
strong arguments for being against entrepreneurship discourse, as
well as for being against certain aspects of entrepreneurship
practice. Before it is reasonable to be against entrepreneurship
practice in total, a convincing and practicable alternative needs
to be developed. This book will be valuable reading for
entrepreneurship scholars, as well as academics working in the
fields of business ethics, (critical) management, and international
business.
"This stimulating collection tackles the question that is uppermost
in most of humanity's minds and hearts right now. The novel
debating approach that is taken generates a rich understanding of
the range of ways in which bad leadership is created, manifested
and most importantly, remedied." - Professor Brad Jackson, Waikato
Management School, The University of Waikato, New Zealand "In the
midst of a world full of incompetent and incoherent leaders this
book is exactly what we need: a veritable cornucopia of critical
leadership studies." - Keith Grint, Professor Emeritus, Warwick
Business School, UK "While we like to have leaders who guide,
looking at the present state of the world, there are far too many
leaders who misguide. It makes this anthology on bad leadership
more than timely. The various contributors, taking many different
perspectives, highlight the ways leaders can go astray. In these
very difficult times, this book will be a must read for anybody
interested in this subject." - Manfred F. R. Kets de Vries,
Clinical Professor of Leadership "Debating Bad Leadership, edited
by Anders OErtenblad, is a book for this time! The rise of populism
and the emergence of so-called 'strong' leaders in many countries
have created a social, political, and economic climate that begs
for closer examination of the origins, characteristics, and forms
of, especially, bad leadership. Taking as its starting-point the
question of why there are so many bad leaders in the corporate
world, the impressive collection of chapters compiled in Debating
Bad Leadership canvasses a comprehensive array of issues ranging
from toxic, psychopathic, leadership and ethical failure to issues
of poor selection, ill-considered recruitment, leader
(in)competence, conflicted or weak followership, to the very
concept of leadership itself. In debating these fundamental issues,
this book illuminates and educates, and offers some remedies, both
theoretically and practically. Debating Bad Leadership challenges
scholars, students and practitioners of leadership to continue this
fundamental discussion, for the benefit of us all." - Gabriele
Lakomski Professor Emeritus, Melbourne Centre for the Study of
Higher Education, University of Melbourne, Australia. In this book,
leadership experts explore why there are so many bad leaders, and
suggest remedies for how the current situation could be improved.
Some of the experts suggest that reasons for why bad leaders are so
common are searched for in people: more specifically
leaders-to-become, acting leaders or followers. Others suggest that
reasons are to be found in the leadership role (or expectations on
those having such role), in the lack of support for leaders, or in
beliefs about leadership. On the backdrop of their suggested
explanations as to why there are so many bad leaders, the experts
suggest remedies that could be taken to decrease the number of bad
leaders as well as their negative impact. The very presumption that
this book rests upon also gets its fair share of critique, by some
of the experts. Anders OErtenblad is Professor of Working Life
Science at the University of Agder, Norway. He is the editing
founder of the book series Palgrave Debates in Business and
Management.
This timely Handbook establishes the 'contextualization' of the
learning organization idea as a research field.In contrast to much
of the previous literature, which has approached the learning
organization as a panacea that every organization could and should
adopt, this major new Handbook puts the learning organization into
context. It examines the relevance of the learning organization
idea to organizations in various specific contexts, employing
examples from a wide variety of cultures including China and
Islamic nations, and from industries as diverse as the police
force, care services for the elderly and family firms. Scholars and
students with an interest in organizational learning will find this
important Handbook enriching. Human resource practitioners will
also find plenty of invaluable information in this resource.
Contributors: C. Abrahamson Loefstroem, A. Ahmad, M. Babur, Y.
Baruch, N. Birdthistle, D.A. Blackman, C. Blantern, P. Bogolyubov,
T. Boydell, H.T.M. Bui, J. Burgoyne, X. Cong, D.J.
Delgado-Hernandez, M. Drobnjak, M. Easterby-Smith, Z. Fan, C.
Filstad, T.N. Garavan, P. Gottschalk, J.F.L. Hong, S.-w. Hsu, D.
Jamali, B. Li, Z. Li, M. Lin, C. Lloyd, D. McDowall, A. OErtenblad,
C. Peng, Y. Sidani, R.S. Snell, C. Stothard, S. Talbot, M.
Torokoff-Engelbrecht, K.E. Watkins, D. Weir, J. Zhou
This book focuses on how the Northern futures are transformed
through regional cooperation in the Barents eduscape: a study of
the social, cultural and political aspects of higher education and
the exchanges of learning and people in the Euro-Arctic Barents
region, especially between Norway and Russia. Cultural exchange
through higher education involving actors such as students and
institutions is an integral part both of the Bologna process and of
the policies currently changing higher education. It is also a
process of social and cultural change of which we have limited
knowledge. Cultural exchange is learned, implemented and performed
by the actors who are involved, from the highest political level to
the grassroots and the students themselves. Available knowledge of
these macro- and micro-processes of cultural exchange is largely
fragmented and distinctly framed in national and/or disciplinary
(i.e. pedagogical) contexts. In order to understand the
transformative potentials of higher education and cultural
exchange, this book focuses on the social, cultural and political
aspects of the transformations of the futures in the North. This
book shows that educational cooperation between Norway and Russia
is possible, but also that the existing practices are extremely
vulnerable to changes seen through micro theoretical perspectives.
By developing new theories which bind major theories, international
political decisions, methodological procedures and contextual
descriptions together, this book is a first step in the direction
of institutionalizing educational cooperation between the various
and different academic societies, cultures and political systems.
Management research has traditionally assumed that leaders play an
essential role in both public and private organizations and are
required for a business to run smoothly. However, more recently, a
vein of critical research has claimed that leaders can do more harm
than good, creating confusion and putting their reputation before
production and employee wellbeing. This book asks the question -
what would happen if there were no leaders? Would employees be
better off without formal (or informal) leaders? And even if such a
utopia were desirable, would it be realizable in practice?
Despite its complexity, innovation is often depicted within
academic literature as a phenomenon that is innately good and
always necessary. This thought-provoking volume presents a more
nuanced view - through a number of paired chapters for and against,
as well as more general critiques of innovation and several
suggested new lines of inquiry, the book will be of interest to all
with a broader interest in innovation.
Knowledge Management as a popular management movement is about 25
years old and unsurprisingly it has inspired many theories,
practices and methods. So much so, that it is sometimes difficult
to define what it stands for. The Handbook of Research on Knowledge
Management is an interesting and innovative volume that has
appealing features to add to the discussion. It is consistently
interesting, has a very wide diversity of contributing scholars and
practitioners and has several useful and informative chapters on
actual knowledge practices and situations. It also offers
historical reflections as well as its own contingency theory of how
to best go about working with knowledge. All in all this Handbook
is a fine and original contribution to the literature.' - Laurence
Prusak, founder and Executive Director of the Institute for
Knowledge ManagementThis innovative Handbook widens our
understanding of knowledge management, a field that has risen to
prominence in recent decades. It collects contemporary insights
from more than 30 contributors into the rich tapestry of knowledge
management practices across a broad landscape of cultures and
socio-political contexts. The contributors offer authoritative
analyses to inform practical applications of knowledge management,
along with provoking reinterpretations of its developmental
potential to guide future innovation and research in this field.
The starting point for discussion centers around establishing a
common definition for knowledge management, a concept that has
remained nebulous since its inception. Expert contributions examine
the relevance of this common definition within various contexts,
such as Buddhist organizations, law firms, the army and indigenous
organizations. The contributors explore how knowledge management
could be effectively applied in these very diverse contexts. Some
contributors analyze the universality of Ikujiro Nonaka s concept
of knowledge management. Other contributors suggest alternative
definitions of knowledge management. While previous literature has
primarily focused on how knowledge management is practiced
currently, this Handbook sets out alternative visions and
conceptualizations of knowledge management in diverse settings and
is, thus, focused on how knowledge management ideally should be
practiced in various contexts. This Handbook of Research on
Knowledge Management will appeal as a point of reference for
academics and students of business and management, business
administration, sociology and organizational behavior.
Practitioners, managers and business-owners alike will also find
this an invaluable resource. Contributors: C. Abrahamson
Loefstroem, A. Ahmad, E. Antonacopoulou, D.A. Blackman, O. Chang,
D. Coldwell, D.J. Delgado-Hernandez, J.S. Edwards, C. Filstad, A.
Fried, T. Garavan, M. Glisby, P. Gottschalk, S. Harris, N. Holden,
J. Hong, S.-W. Hsu, C. Mak, R. McDermott, D. McDowall, A. Mitra, K.
Moon, E. Murphy, P.S. Myers, G. Neumann, P. Ngulube, F. O'Brien, A.
OErtenblad, X. Ruan, A. Rynne, S.D Sarre, R. Snell, C. Stilwell, S.
Talbot, E. Tandi Lwoga, E. Tome, J. Van Beveren
This book channels the debate on the relevance, value, and future
of business schools. Could the Business School be like the Titanic,
thought to be unsinkable, but ultimately doomed? And if it sinks,
what of it? Or is it a ship which can adapt to the changing waters
it sails in? In this book, authors from around the world debate the
current and future legitimacy of the Business School from different
contexts and perspectives. While some see very little or no hope at
all to the future of the Business School as a legitimate centre for
research and education, others remain critical, but see a way
forward to rectify today's concerns, such as around sustainability
and inclusivity. This book highlights to readers thought-provoking
complexities on the Business School playground and its legitimacy.
This timely Handbook establishes the 'contextualization' of the
learning organization idea as a research field.In contrast to much
of the previous literature, which has approached the learning
organization as a panacea that every organization could and should
adopt, this major new Handbook puts the learning organization into
context. It examines the relevance of the learning organization
idea to organizations in various specific contexts, employing
examples from a wide variety of cultures including China and
Islamic nations, and from industries as diverse as the police
force, care services for the elderly and family firms. Scholars and
students with an interest in organizational learning will find this
important Handbook enriching. Human resource practitioners will
also find plenty of invaluable information in this resource.
Contributors: C. Abrahamson Loefstroem, A. Ahmad, M. Babur, Y.
Baruch, N. Birdthistle, D.A. Blackman, C. Blantern, P. Bogolyubov,
T. Boydell, H.T.M. Bui, J. Burgoyne, X. Cong, D.J.
Delgado-Hernandez, M. Drobnjak, M. Easterby-Smith, Z. Fan, C.
Filstad, T.N. Garavan, P. Gottschalk, J.F.L. Hong, S.-w. Hsu, D.
Jamali, B. Li, Z. Li, M. Lin, C. Lloyd, D. McDowall, A. OErtenblad,
C. Peng, Y. Sidani, R.S. Snell, C. Stothard, S. Talbot, M.
Torokoff-Engelbrecht, K.E. Watkins, D. Weir, J. Zhou
What makes this book a unique innovative source full of surprising
insights is that management panaceas are examined by most competent
scholars. In highly readable chapters it is pointed out what it
takes to successfully adapt panaceas to different contexts.
Adaptation is necessary since management panaceas are all but
'all-healing' and without contextualization they lose their
persuasive power which is a crucial ingredient for their healing
power.' - Alfred Kieser, Mannheim University and Research Zeppelin
University, GermanyOver time management ideas and panaceas have
been presented alternately as quick fix cures for all corporate
ills and the emperor's new clothes, beset by flaws and problems.
This Handbook provides a different approach, suggesting that
management ideas and panaceas should not be either adopted or
rejected outright, but gives guidance in the art of assessing and
applying management ideas and panaceas to various situations and
contexts. The contributors discuss the ways in which researchers,
organizational actors and higher educational institutions can more
wisely test the relevance of management ideas and panaceas, and
adapt these to fit organizations in various contexts. They conclude
that, in order to accomplish wiser relevance-testing and
adaptation, there is a need for diversity, critical examination and
transparency. All students, scholars and researchers in management
and organization with an interest in the adaptation and translation
of management ideas and panaceas, will find this book to be of
interest. Reflective practitioners will find the focus on context
illuminating and helpful. Contributors: E. Abrahamson, C.
Abrahamson Loefstroem, N.J. Adler, S.B. Alavi, S. Ansari, P.A.
Bamberger, E. Belogolovsky, A. Berthoin Antal, P. Bhatanacharoen,
S. Bohn, S. Bort, P. Boselie, C. Brewster, T. Clark, D. Collins, A.
Galander, D. Greatbatch, J. Hanham, S.-w. Hsu, P. Lamb, P.
Lillrank, P.Maassen, A. Mamman, C. Mazza, J. McCormick, OE.
Ohlsson, A. OErtenblad, M. Parker, J. Reinecke, P. Reinmoeller, B.
Rombach, C.-C. Ruling, H.P. Saxi, B. Stensaker, J. Strandgaard
Pedersen, P. Thomas, P. Walgenbach, S.R. Whittle, M. Zawadzki
Innovations in management are becoming more numerous and diverse,
and are appearing in organizations providing many different kinds
of products and services. The purpose of this book is to examine
whether some widely-promoted examples of these management
innovations - ranging from techniques such as Kaizen to styles of
leadership and the management of learning - can usefully be applied
to organizations which provide healthcare, and applied in different
kinds of health systems. Management Innovations for Healthcare
Organizations is distinctive in selecting a wide and diverse range
and selection of managerial innovations to examine. No less
distinctively, it makes an adaptive, critical scrutiny of these
innovations. Neither evangelist nor nihilist, the book instead
considers how these innovations might be adapted for the specific
task of providing healthcare. Where evidence on these points is
available, the book outlines that too. Consequently the book takes
an international approach, with contributions from Europe, the
Middle East, Australia and North America. Each contributor is an
expert in the management innovation which they present. This
combination of features makes the book unique.
"This stimulating collection tackles the question that is uppermost
in most of humanity's minds and hearts right now. The novel
debating approach that is taken generates a rich understanding of
the range of ways in which bad leadership is created, manifested
and most importantly, remedied." - Professor Brad Jackson, Waikato
Management School, The University of Waikato, New Zealand "In the
midst of a world full of incompetent and incoherent leaders this
book is exactly what we need: a veritable cornucopia of critical
leadership studies." - Keith Grint, Professor Emeritus, Warwick
Business School, UK "While we like to have leaders who guide,
looking at the present state of the world, there are far too many
leaders who misguide. It makes this anthology on bad leadership
more than timely. The various contributors, taking many different
perspectives, highlight the ways leaders can go astray. In these
very difficult times, this book will be a must read for anybody
interested in this subject." - Manfred F. R. Kets de Vries,
Clinical Professor of Leadership "Debating Bad Leadership, edited
by Anders OErtenblad, is a book for this time! The rise of populism
and the emergence of so-called 'strong' leaders in many countries
have created a social, political, and economic climate that begs
for closer examination of the origins, characteristics, and forms
of, especially, bad leadership. Taking as its starting-point the
question of why there are so many bad leaders in the corporate
world, the impressive collection of chapters compiled in Debating
Bad Leadership canvasses a comprehensive array of issues ranging
from toxic, psychopathic, leadership and ethical failure to issues
of poor selection, ill-considered recruitment, leader
(in)competence, conflicted or weak followership, to the very
concept of leadership itself. In debating these fundamental issues,
this book illuminates and educates, and offers some remedies, both
theoretically and practically. Debating Bad Leadership challenges
scholars, students and practitioners of leadership to continue this
fundamental discussion, for the benefit of us all." - Gabriele
Lakomski Professor Emeritus, Melbourne Centre for the Study of
Higher Education, University of Melbourne, Australia. In this book,
leadership experts explore why there are so many bad leaders, and
suggest remedies for how the current situation could be improved.
Some of the experts suggest that reasons for why bad leaders are so
common are searched for in people: more specifically
leaders-to-become, acting leaders or followers. Others suggest that
reasons are to be found in the leadership role (or expectations on
those having such role), in the lack of support for leaders, or in
beliefs about leadership. On the backdrop of their suggested
explanations as to why there are so many bad leaders, the experts
suggest remedies that could be taken to decrease the number of bad
leaders as well as their negative impact. The very presumption that
this book rests upon also gets its fair share of critique, by some
of the experts. Anders OErtenblad is Professor of Working Life
Science at the University of Agder, Norway. He is the editing
founder of the book series Palgrave Debates in Business and
Management.
This anthology debates the idea of giving all people - no matter
which profession or position they have (and whether they have a job
or not) - the same pay. Some contributors argue against equal pay
for all, some for increased pay equality but not for total pay
equality, and some argue for equal pay for all. There is no common
conclusion in the book; instead, the book aims to encourage
reflection as well as further debate on something that is often
taken for granted, namely differentiated pay, by offering a set of
various standpoints in the debate, backed-up with various kinds of
arguments. Among bases for arguments that are put forward in the
book, economy, practicability and ethics belong to the most
frequently occurring ones. This book is the first one to be
published in the book series Palgrave Debates in Business and
Management.
This book explores whether there is reason to be against
entrepreneurship. Just like literature on the darker sides of
entrepreneurs and entrepreneurship, the book is an answer to the
one-sided, overly positive and uncritical image of
entrepreneurship. The "twist" in this book, in comparison with
literature on dark sides of entrepreneurship, is to explore being
against entrepreneurship. From various perspectives such as lexical
semantics, Marxism, philosophy of science and psychology, the
contributors contemplate on why there may be reason to be against
entrepreneurship discourse as well as entrepreneurship practice.
Some chapters are based on first-hand empirical data, others are
conceptual. The main overall conclusion is that there are some
strong arguments for being against entrepreneurship discourse, as
well as for being against certain aspects of entrepreneurship
practice. Before it is reasonable to be against entrepreneurship
practice in total, a convincing and practicable alternative needs
to be developed. This book will be valuable reading for
entrepreneurship scholars, as well as academics working in the
fields of business ethics, (critical) management, and international
business.
This book presents a lively debate surrounding the
professionalization of leadership. With contributions from both
sides of the argument, it considers the historical overview of
leadership and management as a profession, questions what
constitutes a profession, and critically addresses the practicality
of professionalizing leadership. With a range of perspectives
including political philosophy, behavioral professionalism and
management history, the book intends to facilitate further
discussion on the issues at stake. With a number of education
programs beginning to focus on the art and practice of leading
people, this debate is particularly timely.
This book focuses on how the Northern futures are transformed
through regional cooperation in the Barents eduscape: a study of
the social, cultural and political aspects of higher education and
the exchanges of learning and people in the Euro-Arctic Barents
region, especially between Norway and Russia. Cultural exchange
through higher education involving actors such as students and
institutions is an integral part both of the Bologna process and of
the policies currently changing higher education. It is also a
process of social and cultural change of which we have limited
knowledge. Cultural exchange is learned, implemented and performed
by the actors who are involved, from the highest political level to
the grassroots and the students themselves. Available knowledge of
these macro- and micro-processes of cultural exchange is largely
fragmented and distinctly framed in national and/or disciplinary
(i.e. pedagogical) contexts. In order to understand the
transformative potentials of higher education and cultural
exchange, this book focuses on the social, cultural and political
aspects of the transformations of the futures in the North. This
book shows that educational cooperation between Norway and Russia
is possible, but also that the existing practices are extremely
vulnerable to changes seen through micro theoretical perspectives.
By developing new theories which bind major theories, international
political decisions, methodological procedures and contextual
descriptions together, this book is a first step in the direction
of institutionalizing educational cooperation between the various
and different academic societies, cultures and political systems.
Innovations in management are becoming more numerous and diverse,
and are appearing in organizations providing many different kinds
of products and services. The purpose of this book is to examine
whether some widely-promoted examples of these management
innovations - ranging from techniques such as Kaizen to styles of
leadership and the management of learning - can usefully be applied
to organizations which provide healthcare, and applied in different
kinds of health systems. Management Innovations for Healthcare
Organizations is distinctive in selecting a wide and diverse range
and selection of managerial innovations to examine. No less
distinctively, it makes an adaptive, critical scrutiny of these
innovations. Neither evangelist nor nihilist, the book instead
considers how these innovations might be adapted for the specific
task of providing healthcare. Where evidence on these points is
available, the book outlines that too. Consequently the book takes
an international approach, with contributions from Europe, the
Middle East, Australia and North America. Each contributor is an
expert in the management innovation which they present. This
combination of features makes the book unique.
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