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The current business environment requires that individuals, teams,
and organizations are equipped to cope with an unpredictable
marketplace and increasing competition. Organizations are forced to
be kinetic, organic, and without boundaries if they are to remain
successful. Given these environmental and marketplace demands,
scholars must rethink the applicability of existing organizational
theories and frameworks. In March 2001, a conference was held with
the aim of developing and articulating this new model of
organizations. Scholars contributed their expertise in areas, such
as leadership, human resource management, negotiation and conflict,
teams, entrepreneurship, organizational change, power and
influence, and diversity. The contributors focused on their own
area of expertise and considered how existing theories must be
altered to fit a more agile, organizational form. Theoretical and
empirical questions were raised, testable hypotheses were
developed, and emerging themes were uncovered. The end result of
the conference is this volume. It brings together the reflections
of a diverse collection of organizational theorists and researchers
on the implications of this new business model within their own
areas of expertise. The book's goal is to inspire organizational
scholars to develop a new theory and produce sound managerial
advice for how to build and maintain a successful organization in a
dynamic workplace. The chapters include a review of research
literature with the highlights and citations that everybody working
in a field must know, followed by how the research agenda is
affected by the increasingly dynamic marketplace.
The current business environment requires that individuals, teams,
and organizations are equipped to cope with an unpredictable
marketplace and increasing competition. Organizations are forced to
be kinetic, organic, and without boundaries if they are to remain
successful. Given these environmental and marketplace demands,
scholars must rethink the applicability of existing organizational
theories and frameworks.
In March 2001, a conference was held with the aim of developing
and articulating this new model of organizations. Scholars
contributed their expertise in areas, such as leadership, human
resource management, negotiation and conflict, teams,
entrepreneurship, organizational change, power and influence, and
diversity. The contributors focused on their own area of expertise
and considered how existing theories must be altered to fit a more
agile, organizational form. Theoretical and empirical questions
were raised, testable hypotheses were developed, and emerging
themes were uncovered.
The end result of the conference is this volume. It brings
together the reflections of a diverse collection of organizational
theorists and researchers on the implications of this new business
model within their own areas of expertise. The book's goal is to
inspire organizational scholars to develop a new theory and produce
sound managerial advice for how to build and maintain a successful
organization in a dynamic workplace. The chapters include a review
of research literature with the highlights and citations that
everybody working in a field must know, followed by how the
research agenda is affected by the increasingly dynamic
marketplace.
This fifteenth volume reviews the current status of many of the
major themes that this series has explored. In each chapter, we
challenged the authors to provide a succinct review of a particular
area while maintaining the culture of this series by suggesting new
directions and interesting questions to pursue. The authors, many
of whom were thematic editors as young assistant professors,
responded with explorations in the areas of Dynamics within Groups,
Leadership, Micropolitics, Power, Ethics, Conflict, Political
Correctness, Diversity, Group Learning, Technology, Engagement,
Time Pressure, Culture, and Intergroup Processes - all reflecting
the unique take on these topics within the context of groups and
teams.
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Fairness and Groups (Hardcover)
Margaret Ann Neale, Elizabeth A. Mannix, Elizabeth Mullen; Series edited by Margaret Ann Neale
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R3,933
Discovery Miles 39 330
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Ships in 12 - 17 working days
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Concerns about justice and fairness are ubiquitous within and
between communities, social groups, organizations and states.
People are concerned with the fairness of how decisions are made,
how outcomes are allocated between and within groups, and how they
are treated by authorities. This volume introduces cutting-edge
justice theorizing and research at the intersection of justice and
groups. Contributors to this volume explore topics such as: how
group members come to have a shared understanding of the level of
fairness within their group (i.e., justice climate), how social
emotions influence justice judgments, the relationships between
trust, respect, fairness, and group-serving behavior, resource
allocation, reactions to injustice, appropriate ways to restore
justice following transgressions, and perceptions of and remedies
for intergroup inequality. "The Fairness and Groups" volume in the
"Research on Managing Groups and Teams" series will be of interest
to students and scholars in psychology, sociology, law and
organizational behavior.
Creativity is increasingly being recognized as an important source
of competitive advantage because a single creative idea that is
both novel and useful may take an organization in a profitable new
direction. A long tradition of research has focused on individual
creativity; especially the traits and social situations that make
some people more creative than others. Over time, however, there
has been a major shift in the way work is conducted such that
organizations are becoming increasingly team-based and employees
are spending more time working as a member of a group. In line with
this shift, research on creativity also moved from a focus on the
individual to a focus on groups of people who collaborate to
generate creative ideas. The growing interest in group creativity
reflects an underlying assumption that the exchange of ideas that
occurs in a group setting is more likely to result in a wider range
of ideas that are more creative than any one person could have come
up with alone. Although the evidence to support this assumption is
somewhat mixed, there is a great deal of work yet to be done. Our
goal in this volume is to promote the already burgeoning interest
in group creativity by identifying new questions that will drive
future research in this area.
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Ethics in Groups (Hardcover)
Ann E. Tenbrunsel, R. Wageman; Series edited by Elizabeth A. Mannix, Margaret Ann Neale
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R3,521
Discovery Miles 35 210
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Ships in 12 - 17 working days
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The eighth volume on Managing Groups in Teams focuses on the forces
that perpetuate or mitigate unethical behavior in groups.
Group-based interactions, in comparison to individual interactions,
pose unique challenges: the salient dimensions in the external
environment can be different, within-group processes must be
considered, and decision-making needs to be analyzed within a
group-based context. The authors in this volume reflect on these
forces and their role in unethical behavior.
In the external environment, legal and ethical standards,
sanctioning systems, the strategic fracturing of knowledge within
organizations, and the communication medium used in virtual teams
are identified as important influences on unethical behavior in
group settings.
Within the group, it is argued that certain processes such as
social cohesion, group-level envy, and the intersection of
self-interest and social identity are influential in ethical
dilemmas. And, at the decision-making level, an examination of
ethical decision-making within groups suggests that perspective
taking by individual members, the felt pressure to avoid in-group
favoritism by minorities, and intergenerational decisions must be
taken into account.
Together, these articles underscore the importance of considering
the role that groups play in unethical behavior and are an
essential source of information for those who wish to understand
how unethical decisions are perpetuated within groups and
organizations.
This volume is based on the premise that in an era of rapid
globalization, while there is a great deal of convergence on many
aspects of group processes and interactions across national
cultures, it is the understanding and appreciation of the
divergence among people of different national cultural backgrounds
that make all the difference. Contributors to this volume address
two broad important questions: Do our theories of groups and teams
functioning apply universally? And how do our theories apply, if at
all, in multicultural settings? In addition, this volume highlights
new exciting topics in the cross-cultural area: power, time,
creativity, emotions, networks, and multi-cultural diversity.
Together, the chapters attest to the fact that study of national
culture is flourishing and important. It not only informs but also
modifies and enriches theories and research of group processes and
social behavior. The collective effort in this book should
stimulate further inquiry regarding the role of national culture in
the increasingly globalized human experience. This book features an
international representation. It addresses a variety of group
processes. It investigates group processes in a multi-cultural
environment (i.e., a global company).
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Time in Groups (Hardcover)
Sally Blount; Series edited by Elizabeth A. Mannix, Margaret Ann Neale
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R3,845
Discovery Miles 38 450
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Ships in 12 - 17 working days
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Human experience can only be understood across the landscape of
time. Yet organizational and groups research has traditionally paid
little attention to time as a construct. Over the last 15 years,
several authors have begun to study different aspects of group
temporality, but these contributions have been published in
disparate books and journals. As a result, no integrated set of
readings or unified perspectives has emerged, and little research
impact has been realized. The goal of this volume is to
consolidate, integrate, and build upon existing research to create
a framework for studying group temporality.
The book approaches group temporality through four lenses:
1. The study of how group processes, such as relationship and trust
building, information exchange, consensus building and performance,
evolve over time
2.The study of how group members internally synchronize their
activities over time and align them to meet the temporal demands of
a group's constituents
3. The study of how time pressure affects members' cognitive
functioning, interactions, and task performance
4. The study of how organizational context directs the nature of
group temporality - both enhancing and impeding group flow.
Together, the twelve chapters, authored by 27 leading groups
scholars, lead the way in solidifying current understanding and
highlighting critical new research directions
This fifth volume of "Research on Managing Groups and Teams"
focuses on the relationship between identity issues and individual
and group functioning. Identity issues encompass a wide range of
phenomena involving the individual identities people bring to the
groups they join, individuals' level of identification with
particular groups they join, and the collective identities of
specific groups or organizations. The authors in this volume take
full advantage of the broad scope of identity-related phenomena,
pushing our thinking about the interplay between identity and
groups in new and exciting directions. In doing so, they make
inroads into seemingly intractable practical problems with groups
by understanding how these difficulties are rooted in the
identities people strivve to create and maintian. This book should
be of interest to social scientists from all domains who are
interested in how identity issues influence the performance of
individuals, groups and organizations.
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Negotiation in Groups (Hardcover)
Jennifer Overbeck, Elizabeth A. Mannix, Margaret Ann Neale; Series edited by Elizabeth A. Mannix, Margaret Ann Neale
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R2,950
Discovery Miles 29 500
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Ships in 9 - 15 working days
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Negotiation is a process that permeates our everyday lives. From
international conflicts to corporate mergers, from labor contracts
to distribution agreements, and from one-time job offers to the
day-to-day of relationships, negotiation is one of the most common
ways to reach agreement on disputed issues and resources. Though
negotiation is challenging in the simplest of circumstances, a
group context can make it even more complex: groups negotiating
with other groups may argue among themselves; factions and
coalitions may develop, leading to side deals or the obstruction of
deals in progress; and, the interests and preferences of all
parties become much harder to identify, much less satisfy. In this
fourteenth volume of the "Research on Managing Groups and Teams"
series, nine chapters examine the particular challenges,
opportunities, and dynamics that confront groups engaged in
negotiation. The volume will be of particular interest to readers
and scholars from management, psychology, sociology,
communications, law, political science, and public policy.
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Affect and Groups (Hardcover)
Elizabeth A. Mannix, Margaret Ann Neale, Cameron Anderson, R. Wageman; Series edited by Elizabeth A. Mannix, …
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R5,205
Discovery Miles 52 050
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Ships in 10 - 15 working days
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Affective phenomena permeate group life. When individuals work
together in groups, feelings of pride, fear, hope, anger, and
anxiety constantly emerge and have a profound influence on group
member behavior. The experience and expression of moods and
emotions shape whether group members form close bonds with one
another, how they negotiate roles and status differences, resolve
their conflicts, make decisions, and ultimately whether they
accomplish their collective goals. After a long history of focusing
on cognitive and behavioral processes, group researchers are
beginning to take more seriously the role of affective phenomena.
This tenth volume of Research on Managing Groups and Teams brings
together some of the top researchers studying the interplay of
groups and affect. The works presented examine how groups influence
individual members emotional experiences; in turn, how a groups
success depends on the emotions and emotional capabilities of its
members; how moods and emotions mediate the effects of demographic
diversity in groups, the emergence of intra-group conflict, and the
attachment individuals feel to their groups; and how emotions
foster divisions between groups, organizations, or even societies.
This book is of interest to anyone seeking to better understand
group dynamics, the social nature of moods and emotions, or the
ways in which affective phenomena can be leveraged to increase
human performance and productivity.
Research on Managing Groups and Teams is now available online at
ScienceDirect full-text online of volumes 3 onwards.
*Advances understanding of groups and teams within the
organizational context
*Emphasis is on empirical investigation andtheoretical analysis,
focusing on new perspectives and cutting edge approaches
*A multi-disciplinary work including: social psychology, sociology,
political science, organizational behavior and theory
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Status and Groups (Hardcover)
Melissa C. Thomas-Hunt, R. Wageman; Series edited by Elizabeth A. Mannix, Margaret Ann Neale; Volume editing by Melissa C. Thomas-Hunt
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R4,524
Discovery Miles 45 240
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Ships in 10 - 15 working days
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This seventh volume of "Research on Managing Groups and Teams"
examines the effects of status on individuals and groups. At the
most basic level status describes the rank of individuals or groups
within a specified context. It refers to the prestige hierarchy
which determines, which individuals or groups are afforded honor
and respect and are, consequently, given opportunities to influence
outcomes. The authors in this volume consider both the role of
status within groups and how the status of groups within their
larger context affects members and overall group effectiveness.
Consequently, the works presented here consider the relationship
between the status of individuals and groups, the treatment they
receive, and their participation within their immediate
environment; the link between exhibited behaviors and status
conferral; and the emergence and effects of status rivalries within
and across groups, including challenges to existing status
hierarchies. This book will be of particular interest to
individuals interested in understanding the effects of status on
individuals and the groups and organizations in which they are
embedded.
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R398
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Discovery Miles 3 300
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