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This third edition of Competing Values Leadership serves as the key
source for understanding and using the Competing Values Framework,
one of the most widely used and highly cited frameworks in the
world for understanding human behavior, leadership, and
organizations. The authors of the framework, who have been at the
foundation of developing, applying, and studying this framework for
more than four decades, explain how it helps foster successful
leadership, innovation, culture change, financial performance,
organizational effectiveness, and value creation. In addition to
explaining why the Competing Values Framework is among the most
important frameworks in the history of business, this edition
addresses some criticisms of the framework and provides empirical
evidence for its validity, reliability, and usefulness. The authors
also provide practical tools and actions that can assist any
organization in improving its performance. This book is widely
applicable to several fields, including financial strategy, culture
change, human resource management, leadership roles, and
organizational change. Both academics and business leaders will
find it to be an illuminating and useful tool and reference. It has
also proven to be a valuable resource in executive education
programs.
This third edition of Competing Values Leadership serves as the key
source for understanding and using the Competing Values Framework,
one of the most widely used and highly cited frameworks in the
world for understanding human behavior, leadership, and
organizations. The authors of the framework, who have been at the
foundation of developing, applying, and studying this framework for
more than four decades, explain how it helps foster successful
leadership, innovation, culture change, financial performance,
organizational effectiveness, and value creation. In addition to
explaining why the Competing Values Framework is among the most
important frameworks in the history of business, this edition
addresses some criticisms of the framework and provides empirical
evidence for its validity, reliability, and usefulness. The authors
also provide practical tools and actions that can assist any
organization in improving its performance. This book is widely
applicable to several fields, including financial strategy, culture
change, human resource management, leadership roles, and
organizational change. Both academics and business leaders will
find it to be an illuminating and useful tool and reference. It has
also proven to be a valuable resource in executive education
programs.
A key source for understanding the Competing Values Framework, one
of the most widely used and highly cited frameworks in the world.
This book serves as the key source for understanding the Competing
Values Framework, one of the most widely used and highly cited
frameworks in the world. The authors, who have been at the
foundation of developing, applying and studying this framework for
over three decades, explain how it helps foster successful
leadership, improve organizational effectiveness and promote value
creation. It would be unusual for a framework as powerful and
predictive as the Competing Values Framework to remain unchallenged
and absent of criticism. In addition to updating the examples and
references, this second edition provides a new chapter motivated by
recent criticisms of the framework. In this chapter, the authors
address these concerns and provide empirical evidence of the
continuing effectiveness of the model. This book is widely
applicable to a number of fields, including financial strategy,
culture change, human resource management, leadership roles, and
organizational change. Both academics and business leaders will
find it to be an illuminating and useful reference.
This comprehensive volume identifies the foundations and scholarly
development of the construct of organizational effectiveness,
charting its emergence and maturing in organizational studies
literature. Kim Cameron, a leading authority figure, has made a
careful selection of papers that explore successive models of
organizational effectiveness from the goal and system resource
models to the multiple constituencies and competing values models.
The final section considers the introduction of alternative
approaches to and definitions of effectiveness that remain vibrant
and relevant. This book is an essential source of reference, and
will be an invaluable resource to scholars and practitioners
concerned with this topical field.
A key source for understanding the Competing Values Framework, one
of the most widely used and highly cited frameworks in the world.
This book serves as the key source for understanding the Competing
Values Framework, one of the most widely used and highly cited
frameworks in the world. The authors, who have been at the
foundation of developing, applying and studying this framework for
over three decades, explain how it helps foster successful
leadership, improve organizational effectiveness and promote value
creation. It would be unusual for a framework as powerful and
predictive as the Competing Values Framework to remain unchallenged
and absent of criticism. In addition to updating the examples and
references, this second edition provides a new chapter motivated by
recent criticisms of the framework. In this chapter, the authors
address these concerns and provide empirical evidence of the
continuing effectiveness of the model. This book is widely
applicable to a number of fields, including financial strategy,
culture change, human resource management, leadership roles, and
organizational change. Both academics and business leaders will
find it to be an illuminating and useful reference.
Positive Organizational Scholarship rigorously seeks to understand
what represents the best of the human condition based on scholarly
research and theory. This book invites organizational scholars to
build upon and extend the positive organizational phenomena being
examined. It provides the definitional, theoretical, and empirical
foundations for what will become a cumulative body of enduring
work.
Positive Organizational Scholarship rigorously seeks to understand
what represents the best of the human condition based on scholarly
research and theory. This book invites organizational scholars to
build upon and extend the positive organizational phenomena being
examined. It provides the definitional, theoretical, and empirical
foundations for what will become a cumulative body of enduring
work. This edition is in two volumes. The second volume ISBN is
9781459623033.
This book focuses on a new and emerging, yet as old as recorded
history, organizational concern: virtue. Virtue has recently become
a topic of serious examination among organizational researchers and
progressive companies who are exploring their role in creating new,
more holistic, healthy, and humane work environments. With
interdisciplinary insights by many of the world's leading
management thinkers, the book includes conceptual treatments,
empirical research, and actual cases concerning virtuous behavior
and leadership under conditions of crises, and ordinary and
exemplary times.Until recently, scholarly research paid scant
attention to virtue, especially in organizations. The pursuit of
virtue, as opposed to the bottom line, remained outside the
acceptable domain of practising managers faced with economic
pressures and stakeholder demands. Concepts such as efficiency,
return on investment (ROI), and competitive advantage were
emphasized over more virtuous concerns such as caring, compassion,
integrity and wisdom. The Virtuous Organization fills this void by
presenting paradigm-shifting insights of leading scholars that have
the potential to change the face of management thinking and
practice for both this and future generations.
"Diagnosing and Changing Organizational Culture" provides a
framework, a sense-making tool, a set of systematic steps, and a
methodology for helping managers and their organizations carefully
analyze and alter their fundamental culture. Authors, Cameron and
Quinn focus on the methods and mechanisms that are available to
help managers and change agents transform the most fundamental
elements of their organizations. The authors also provide
instruments to help individuals guide the change process at the
most basic level--culture. "Diagnosing and Changing Organizational
Culture" offers a systematic strategy for internal or external
change agents to facilitate foundational change that in turn makes
it possible to support and supplement other kinds of change
initiatives.
Positive Organizational Scholarship (POS) is an umbrella concept
used to emphasize what elevates and what is inspiring to
individuals and organizations by defining and improving on the
challenging, broken, and needlessly difficult. Just as positive
psychology explores optimal individual psychological states rather
than pathological ones, POS focuses attention on the generative
dynamics in organizations that lead to the development of human
strength, foster resiliency in employees, enable healing and
restoration, and cultivate extraordinary individual and
organizational performance. While POS does not ignore dysfunctional
or typical patterns of behavior, it is most interested in the
motivations and effects associated with remarkably positive
phenomena-how they are facilitated, why they work, how they can be
identified, and how organizations can capitalize on them. This
handbook is the first major resource for scholars and professionals
interested in learning about POS. Across 79 chapters, authors
comprehensively review basic principles, empirical evidence, and
ideas for future research relating to POS. They focus on using a
positive lens to address problems and challenges in organizational
life and they draw on POS to expand the domain of other disciplines
including ethics, economics, peace, spirituality, social movements,
and sustainability. This volume is an ideal resource for
organizational scholars, students, practitioners, human resource
managers, and professional associations, with coverage of the full
spectrum of organizational theories and outcomes that define,
explain, and predict the occurrence, causes, and consequences of
positivity.
Values-based leadership is based upon honesty, respect, trust and
dignity, and it regards every employee within a company as a valued
human being. This book describes the characteristics of leaders who
focus on positivity and virtues to create and sustain highly
successful organizations such as Synovus Financial Corporation,
HomeBanc Mortgage Company, and the United States Marine Corps. It
also addresses leader mistakes and forgiveness, and how
difficulties and challenges can be overcome to achieve spectacular
results. This inspiring book offers practical advice that can be
applied to individual leadership styles and roles. As society tries
to rebound from the recent scandals involving fraud, financial
improprieties, and unethical behavior among its leadership, the
fundamental message of Leading with Values is clear: acting
ethically and virtuously, and treating all stakeholders with
respect and dignity, can create extraordinary outcomes without
sacrificing performance and profits.
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