Whenever a group of individuals comes together and interact in order to reach a common goal, differing individual preferences can lead to conflict. This book focuses on the management of these internal conflicts within business organizations. Peter-J. Jost and Utz Weitzel analyze organizational conflicts and illustrate how the parties involved utilize strategic actions to achieve a desired outcome in conflict. The authors use numerous examples of internal conflicts that are well-known to both practitioners and academics to define and explain the basic concepts of game theory. They then focus on the management of conflict, highlighting how the strategic behavior of conflicting parties can be influenced by direct governance or by changing organizational framework parameters. In contrast to much of the existing literature in this field, the focus is not on formal definitions or mathematical proofs, but solely on the application of game theory to strategic conflict management. This book represents a valuable tool in the assessment of organizational conflicts from a fresh, strategic perspective underpinned by game theory. It will therefore prove fascinating reading for scholars and practitioners with an interest in a broad range of fields encompassing business and management, strategic management, organizational studies, human resource management and game theory.

Whenever a group of individuals comes together and interact in order to reach a common goal, differing individual preferences can lead to conflict. This book focuses on the management of these internal conflicts within business organizations. Peter-J. Jost and Utz Weitzel analyze organizational conflicts and illustrate how the parties involved utilize strategic actions to achieve a desired outcome in conflict. The authors use numerous examples of internal conflicts that are well-known to both practitioners and academics to define and explain the basic concepts of game theory. They then focus on the management of conflict, highlighting how the strategic behavior of conflicting parties can be influenced by direct governance or by changing organizational framework parameters. In contrast to much of the existing literature in this field, the focus is not on formal definitions or mathematical proofs, but solely on the application of game theory to strategic conflict management. This book represents a valuable tool in the assessment of organizational conflicts from a fresh, strategic perspective underpinned by game theory. It will therefore prove fascinating reading for scholars and practitioners with an interest in a broad range of fields encompassing business and management, strategic management, organizational studies, human resource management and game theory.

This book provides a comprehensive economic approach for the analysis of organizational structure. It considers the parallels of coordination within firms, coordination between firms and market coordination and offers an economic analysis of the advantages and disadvantages of various instruments of coordination. Looking at examples in the practical world, it provides individual concepts and insights on an economic approach to organization. The book first presents an overall framework of economic organization and its architecture. It then analyzes non-hierarchical coordination mechanisms, and the structure of hierarchical coordination before addressing the choice of a suitable organizational structure. The book will be useful for students of economic and social sciences, with an emphasis on organization and personnel, as well as practitioners in organization and management. Contents: Preface Part I: Organizations and the Role of Coordination 1. Economic Organizations and their Architecture 2. The Analysis of the Coordination Problem Part II: Coordinating Economic Activities: From Markets to Hierarchies 3. The Efficiency of Markets 4. The Analysis of Transactions Part III: Hierarchies as a Coordination Mechanism 5. Basic Forms of Hierarchical Coordination 6. Organizational Structures Bibliography Index

In this unique book, Peter-J. Jost provides a comprehensive economic-psychological approach for successfully managing employees. Based on the analysis of the employee?s individual work behavior, he illustrates that instead of treating employees as input elements of production, and managing and controlling their work, organizations need to motivate their employees to act in the interest of the firm and in accordance with its goals. The author considers the employee as the ?building block? holding economic organizations together, and outlines how their personal circumstances, behavior and working conditions affect motivation. The influence of individual decision-making processes and psychological factors on behavior in the workplace is also discussed. Theoretical insights are underpinned by a range of case studies, and the impact of inadequate leadership on firms is highlighted. Motivation problems within organizations are evaluated and potential solutions prescribed. This book will prove an insightful and fascinating read for researchers, students and practitioners wishing to develop a deeper understanding of the myriad factors that affect the motivation of employees within an organization.

This book provides a comprehensive economic approach for the analysis of organizational structure. It considers the parallels of coordination within firms, coordination between firms and market coordination and offers an economic analysis of the advantages and disadvantages of various instruments of coordination. Looking at examples in the practical world, it provides individual concepts and insights on an economic approach to organization. The book first presents an overall framework of economic organization and its architecture. It then analyzes non-hierarchical coordination mechanisms, and the structure of hierarchical coordination before addressing the choice of a suitable organizational structure. The book will be useful for students of economic and social sciences, with an emphasis on organization and personnel, as well as practitioners in organization and management. Contents: Preface Part I: Organizations and the Role of Coordination 1. Economic Organizations and their Architecture 2. The Analysis of the Coordination Problem Part II: Coordinating Economic Activities: From Markets to Hierarchies 3. The Efficiency of Markets 4. The Analysis of Transactions Part III: Hierarchies as a Coordination Mechanism 5. Basic Forms of Hierarchical Coordination 6. Organizational Structures Bibliography Index

Claus van der Velden analyses various strategic aspects of mergers by applying microeconomic models of patent contests. He draws attention to the effects of mergers on the willingness to invest in R&D and on innovation profitability and shows that the organization of the R&D activities after a merger has a significant impact on the transaction's profitability. The study also considers the consequences of knowledge spillovers in innovation processes for R&D costs and thus for a merger's outcome.

In this unique book, Peter-J. Jost provides a comprehensive economic-psychological approach for successfully managing employees. Based on the analysis of the employee?s individual work behavior, he illustrates that instead of treating employees as input elements of production, and managing and controlling their work, organizations need to motivate their employees to act in the interest of the firm and in accordance with its goals. The author considers the employee as the ?building block? holding economic organizations together, and outlines how their personal circumstances, behavior and working conditions affect motivation. The influence of individual decision-making processes and psychological factors on behavior in the workplace is also discussed. Theoretical insights are underpinned by a range of case studies, and the impact of inadequate leadership on firms is highlighted. Motivation problems within organizations are evaluated and potential solutions prescribed. This book will prove an insightful and fascinating read for researchers, students and practitioners wishing to develop a deeper understanding of the myriad factors that affect the motivation of employees within an organization.

Ziel dieses Lehrbuches ist es, einen okonomisch-psychologischen Ansatz fur das erfolgreiche Management von Mitarbeitern zu entwickeln. Aufbauend auf der Untersuchung des individuellen Arbeitsverhaltens werden die Anforderungen an Vorgesetzte hinsichtlich der Mitarbeiterfuhrung aufgezeigt und anhand zahlreicher Fallbeispiele verschiedene Motivationsinstrumente vorgestellt.

Andreas Hack untersucht, mit welchem Risikokapitalgeber ein junges Unternehmen eine langfristige Beteiligungsbeziehung eingehen sollte und welcher Mehrwert und welche Risiken damit verbunden sind. Er vergleicht die drei wichtigsten Risikokapitalgebergruppen - Venture Capitalists, Corporate Venture Capitalists und Business Angel - und zeigt ihren Einfluss auf den Erfolg von Startups auf.

Die Autoren dieses Special Issue beschreiben den Einsatz von Open Source Software sowie die effiziente Vergutung von Arbeitnehmererfindungen aufgrund des entsprechenden Gesetzes. Im Mittelpunkt stehen hierbei Vergutungen, die Arbeitgeber an Mitarbeiter zu zahlen haben, wenn sie dessen Erfindung verwirklichen. Ausserdem wird untersucht, wie Absatzmarktbedingungen und Principal-Agent-Probleme zwischen Unternehmenseigentumern und Managern im Hinblick auf die Anreize zur Kostensenkung zusammenwirken.

Ziel des Buches ist es, in den okonomischen Ansatz zur Analyse der Organisation einzufuhren. Anhand von Fallbeispielen werden die Grundlagen einer solchen okonomischen Organisationstheorie vorgestellt und ein allgemeiner Rahmen fur eine okonomische Analyse der Organisationsgestaltung abgeleitet.

Der Band stellt unterschiedliche Themenbereiche vor: die Gestaltung von Anreizvertragen, das Wissens- und Personalmanagement, Information und Wettbewerb, Governance-Strukturen und Unternehmensnetzwerke. Methodisch werden neben spiel- und vertragstheoretischen Beitragen auch experimentelle und empirische Studien prasentiert. Schwerpunkte bilden Organisation und Motivation."

Ziel dieses Lehrbuches ist es, einfache Prinzipien zu entwickeln, aus denen sich das Handeln der Konfliktparteien erklaren lassen kann. Nach einer allgemeinen Diskussion von Organisationskonflikten gibt Peter-J. Jost eine Einfuhrung in die spieltheoretische Denkweise. Darauf basierend entwickelt er eine Theorie des strategischen Konfliktverhaltens und Konfliktmanagements. Zur Veranschaulichung dienen typische Organisationskonflikte.