Take a look at our Organizational Theory & Behaviour books. Shulph carries a great selection of Organizational Theory & Behaviour books, and we are always adding more.
John Adair has transformed our understanding of how leadership works with his pioneering book Not Bosses But Leaders. Here he explores the nature of motivation, individual needs and how they relate to the key tasks facing leaders and managers - good, positive motivation can create, maintain and
improve the performance of any team.In Leadership and Motivation John Adair also puts forward his own theory of motivation - the fifty-fifty rule - and then identifies the eight key principles for motivating others.Motivation increases efficiency and productivity - and makes reaching targets more
likely. Leadership and Motivation will stimulate your thoughts and ideas on how to inspire others, and offers you some practical ways to motivate yourself and others to achieve.
This book is a collection of the best papers presented at the Seventh International Conference on the Management of Technology held in Orlando, Florida, February 16th to 20th 1998. All papers were evaluated by at least two referees and both referees needed to agree on the high quality of a paper for
it to be included in these proceedings. The papers cover a vast array of topics and the authors come from the four corners of the globe. This is a strong indication that technology management is a very real preoccupation in many countries. The book is divided into four major sections. The first
section brings together the conceptual papers, papers that deal with the management of technology as a whole, its definition, its evolution, its applications, and some of its specificities. The second section embraces other preoccupations with a very fundamental, recurring issue in the field:
management of research and development, which continues to be a major concern for companies, governments and industries. The third and largest section includes papers on innovation and technology transfer. In a world where regional disparities are great, technology transfer constitutes an important
lever that can be used to narrow the gap between the rich and poor countries. The topic of commercialization, or how to profit from innovation, is dealt with in the last section of the book.
Organizations are under constant pressure to be ambidextrous. They must be able to exploit existing processes, routines and systems at the same time as they must engage in exploration through playfulness, relaxed control and experimentation. We know little about the human costs and challenges of
ambidexterity. In this volume we explore the impact of ambidextrous organizations on individuals' working lives. The authors analyze how employees are required to follow routines at the same time as they are expected to break these routines. They also explore how the individual dilemmas of
ambidexterity play out in the lives of precarious work, online communities, management consultants, workers in the automotive industry, and consumers of pop-management books in the US. The result is a rich and fascinating picture of individuals whose working lives are made up of a continued tension
between the quest to be exploitative and explorative.
This work on networks in and around organizations is part of a series that considers the theoretical, methodological and research issues relevant to organizational sociology. Both micro and macro sociological approaches are emphasized.
The way HR is working isn’t working. A global epidemic of workplace unhappiness, poor engagement and high churn shows that our well-intended HR interventions just aren’t cutting it.So, how can we put the ‘human’ back into Human Resources? Combining her own research with 20
years’ experience of leading OD and cultural change, Kath Howard encourages HR leaders to think big and to think personal. Accessible and compelling, People Not Paperclips is a refreshing blend of practical insights, stories, and tools that will help you create an environment in which
your people can do their best work. It explores how we can attract, recruit, develop and support our people with heart, and why this really matters.People Not Paperclips positions HR professionals at the forefront of cultural change bringing humanity back into the workplace.·
Combines expertise in OD and Psychology with interviews with business and HR leaders· An accessible and practical guide for HR leaders to build a workable OD plan for their businessA practical toolkit for creating people-centred HR services, processes, and practices, with
accompanying online materials
What is the relationship between philosophy and organization theory (OT)? While at first glance there might appear to be little, a closer look reveals a rich pattern of connections. More than any other type of human inquiry, philosophy helps make us self-aware of critical assumptions we tacitly
incorporate in our organizational theorizing; it creates a deeper awareness of the 'unconscious metaphysics' underpinning our efforts to understand organizations. This volume includes papers that explore connections between several streams in philosophy and OT. As the titles of the papers suggest,
most authors write about a particular philosopher or group of philosophers that make up a distinct school of thought, summarize important aspects of his/their work, and tease out the implications for OT. The central question authors explore is: 'what does a particular philosophy contribute to OT?'
Either addressing this question in historical or exploratory terms, or in a combination of both, the end result is similar: particular philosophical issues, properly explained, are discussed in relation to important questions in OT.
Samuel B. Bacharach, Peter A. Bamberger, William J. Sonnenstuhl
£107.49
Book + eBook
This work on labour relations and unions is part of a series that considers the theoretical, methodological and research issues relevant to organizational sociology. Both micro and macro sociological approaches are emphasized.
As we head into the new millennium, we are witnessing a growing and heightened interest among organizational scholars on the topics of conflict and negotiation. New research questions are being identified, while new theory is being applied to "old" questions. The result is exciting research that has
organizational and social relevance. The papers in this volume, which grew out of the eighth biannual Conference on Negotiation in Organizations, are representative of the provocative and "cutting edge" theory and research emerging in the area of conflict and negotiation.
This volume of "Research on Negotiation in Organizations" focuses on three new and emerging areas in the domain of negotiation and conflict within organizations. In the first section, the problem of 'deviance' within organizations is approached from a conflict and justice perspective. Earlier
research attention to these issues tended to treat deviance largely as a problem created by selected individuals who did not adapt to the organization, rather than as a systemic problem created by certain organizational conditions. By seeing deviant behavior in organizations as a possible response
to unfair treatment, and by employing conflict management concepts to explain how individuals respond to organizational constraints and pressures, the papers in this section extend the work on conflict and justice to a new, rich, and largely unexplored domain. The second section of this volume
addresses an increasingly important challenge in our world - the effective management of environmental conflict; the authors demonstrate factors contributing to the intractability of environmental disputes, and the importance of perceptions of fairness in attaining conflict resolution. The third and
final section offers diverse but important papers in the application of conflict and negotiation to the international environment, including an examination of conflict in a Chinese cultural context, and commentary on the role of power differences in conflict management and negotiation.
S.M. Gabbay, Roger Th. A.J. Leenders, Samuel B. Bacharach
£129.99
Book + eBook
An influential concept in the social science literature, the theory of social capital, asserts that social actors gain resources through relationships with other actors. While social capital research has largely focused on individuals as the unit of analysis, this volume looks at social capital of
organizations, or Corporate Social Capital (CSC), exploring how and to what extent social networks facilitate or impede the attainment of organizational goals. This collection of papers posits a distinction between social structure and its outcomes, noting that while positive outcomes yield social
capital, the structure can also prohibit and obstruct action, resulting instead in social liability. The contributing authors pay particular attention to the sets of social conditions that lead to either capital or liability, and succeed in setting a research agenda that looks toward more effective
management of organizational social capital.