Organizational Influence Processes
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📒Organizational Influence Processes ✍ Robert W. Allen
✏Organizational Influence Processes Book Summary : With more than two-thirds fresh material, this new updated edition of Organizational Influence Processes provides an overview of the most important scholarly work on topics related to the exercise of influence by individuals and groups within organizations. In selecting articles for inclusion the editors were guided by the conviction that the most useful and interesting way to view organizational influence is to take a directional approach - that is, to consider the process from the perspective of downward, lateral, and upward influence. They have organized the readings around this framework, preceded by an introductory group of articles dealing more generally with the nature of influence processes and power. The book includes both classic readings and the latest cutting edge research from some of the most respected experts writing in the field. It will be equally useful for any upper level undergraduate or graduate course concerned with organizational behavior, group behavior, leadership or power and politics.
📒Organizational Influence Processes ✍ Lyman W. Porter
✏Organizational Influence Processes Book Summary : Now updated, this book provides an overview of the most important scholarly work related to the exercise of influence by individuals and groups within organizations. It features classic articles in the field as well as the latest cutting-edge research.
📒Managing Knowledge Integration Across Boundaries ✍ Andrew Van de Ven
✏Managing Knowledge Integration Across Boundaries Book Summary : Knowledge integration - the purposeful combination of specialized and complementary knowledge to achieve specific tasks - is becoming increasingly important for organizations facing rapidly changing institutional environments, globalized markets, and fast-paced technological developments. The need for knowledge integration is driven by knowledge specialization and its geographic and organizational distribution in the global economy. The increasing complexity and relevance of the knowledge integration problem is apparent in emerging new fields of research, such as open innovation, or the merging of existing ones, e.g. organizational learning and strategy. In global competition, the successful management of knowledge integration underpins firms' ability to innovate, generate profit, grow and, ultimately, survive. This book provides conceptual contributions as well as empirical studies that examine knowledge integration essentially as a 'boundary' problem. Knowledge integration becomes a problem when boundaries between knowledge fields, and the institutions that preside over those fields, are not clear, or become fluid and contestable. This fluidity, and the competitive pressures this fluidity generates, are persistent and permanent features of the world we live in. This book put forward a consistent set of ideas, methods and tools useful to interpret, analyze and act upon the processes of knowledge integration across boundaries.
📒Organizational Communication Approaches And Processes ✍ Katherine Miller
✏Organizational Communication Approaches and Processes Book Summary : ORGANIZATIONAL COMMUNICATION: APPROACHES AND PROCESSES presents organizational communication from both a communication and managerial perspective. Professor Miller's clear writing style and consistent use of examples and case studies result in a text that you'll find easy to understand. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version.
📒Organizational Psychology ✍ Steve M. Jex
✏Organizational Psychology Book Summary : The foundation of organizational psychology, updated to reflect the changing workplace Organizational Psychology: A Scientist-Practitioner Approach, Third Edition provides students with a thorough overview of both the science and practice of organizational psychology. Reflecting changes in the global workplace, the third edition expands coverage of the effects of technology on processes and personnel, the generalizability of theories across cultures, including organizational climate, and employee health and well-being. The new edition retains the hallmark features of the text and Expanded coverage of the pervasive effects of technology on the social environment of work, including virtual work and the impact of social media. More graphics, including tables and charts, to help students understand and remember various related concepts and theories. Includes a unique full chapter on research methods and the use of statistics in understanding organizations. New chapter on the work/non-work interface, including consideration of both employees' life stages and changes over their careers. Provides Instructors with comprehensive presentation and testing materials. More on ethics, in light of relatively recent scandals in corporations and in politics. Expanded coverage throughout on cross-cultural issues and diversity in organizations. Additional readings facilitate in-depth learning. Industrial and organizational psychologists contribute to the success of an organization by improving the performance, satisfaction, and well-being of employees. By identifying how behaviors and attitudes can be improved through hiring practices, training programs, and feedback and management systems, I/O psychologists also help organizations transition during periods of change and development. Organizational Psychology: A Scientist-Practitioner Approach, Third Edition is a comprehensive guide to the theory and application of behavioral science in the workplace.
✏The Influence of Culture on Human Resource Management Processes and Practices Book Summary : It is clear that organizations are becoming more culturally diverse, and a better understanding of multiculturism and its impact on organizations is needed. This book, with contributions from expert academics, is designed to motivate both the further development of models concerned with the influence of cultural diversity on several Human Resource Management processes and practices and the design and conduct of empirical research on the same topic. It primarily focuses on processes and practices that occur at three general phases; the pre-hire phase, the selection phase, and the post-hire phase. An improved understanding of the roles that culture plays in such processes and practices should contribute to both the efficiency and effectiveness of organizations and the performance and well-being of their members. This edited book is appropriate for undergraduate and graduate students in industrial and organizational psychology, human resource management, sociology of work, and cultural diversity within organizations. It can provide a central resource in classes on organizational psychology, strategic human resource management, and global issues in human resource management. Professionals and practitioners who increasingly interact with organizational issues at the global level will find this book essential to their work.
📒Organizational Communication ✍ Katherine Miller
✏Organizational Communication Book Summary : From historical and contemporary perspectives to the processes of organizational communication, this book offers comprehensive coverage - including current material on the field's burgeoning research and new technology. You'll read about stress and burnout, diversity management, and many other critical issues in organizational communication. Author Katherine Miller offers case studies and other tools to help you think critically about what you read and make your own decisions.
📒Organizational Determinants Of Budgetary Influence And Involvement ✍ Noah P. Barsky
✏Organizational Determinants of Budgetary Influence and Involvement Book Summary : Drawing on network theory from the organizational sociology literature, this book examines issues related to which organizational factors determine how employees influence the budgeting process. Data were collected from managers who participate in the budgeting process at a major apparel manufacturer. Social network analysis was employed to measure how the structure of the network of managers affects the budgeting process. The results show that budgetary influence is structurally determined and resides with managers holding central positions in the organizational network. Thus, while formal procedures determine which employees are involved in budgeting activities, only centrally positioned managers actually influence budgetary outcomes. The findings indicate that influence, not involvement, is the key to empowerment in the budgeting process. This research suggests that researchers and practitioners should be aware of an organization's social structure when examining a participative budgeting process. The difference between formal designs and actual influence is indicative of a "rhetoric-reality gap" which can impair the effectiveness of management control systems.
📒Organizational Innovation ✍ Howard B. Kaplan
✏Organizational Innovation Book Summary : This volume is the result of a three-year study that investigated the factors associated with the implementation of program changes in a nonprofit community welfare agency. It addresses factors such as administration behavior and perception, its effect on board members, mobility orientation, job satisfaction, and the prediction of program change and will be of interest to management in both the private and non-profit sector as well as students of organizational sociology and psychology.
📒Understanding College And University Organization ✍ James L. Bess
✏Understanding College and University Organization Book Summary : Now available in paperback, this two-volume work is intended to help readers develop powerful new ways of thinking about organizational principles, and apply them to policy-making and management in colleges and universities. The book is written with two audiences in mind: administrative and faculty leaders in institutions of higher learning, and students (both doctoral and Master's degree) studying to become upper-level administrators, leaders, and policy makers in higher education. It systematically presents a range of theories that can be applied to many of the difficult management situations that college and university leaders encounter. It provides them with the theoretical background to knowledgeably evaluate the many new ideas that emerge in the current literature, and in workshops and conferences. The purpose is to help leaders develop their own effective management style and approaches, and feel confident that their actions are informed by appropriate theory and knowledge of the latest research in the field. Without theory, organizational leaders are forced to treat each problem that they encounter as unique–as if it were a first-time occurrence. While leaders may have some experience with a particular issue, their solutions are usually not informed by the accumulated wisdom of others who have already encountered and resolved similar situations. The authors approach the theory of the organization and administration of colleges and universities from three quite different perspectives, or paradigms, each relying on different assumptions about the “reality” of organizational life in colleges and universities. The positivist paradigm–primarily an omnibus systems theory–integrates the chapters into a comprehensive, yet easily accessible whole. Social constructionism, the second paradigm, is introduced in each chapter to illuminate the difficulty of seeking and finding meaningful consensus on problems and policies, while also addressing important ethical issues that tend to be overlooked in leadership thought and action. The third paradigm, postmodernism, draws attention to difficulties of logic and communication under the constraints of strictly linear thinking that “authorities” at all levels attempt to impose on organizations. This “multiple paradigm” approach enables readers to become more cognizant of their own assumptions, how they may differ from those of others in their organization, and how those differences may both create difficulties in resolving problems and expand the range of alternatives considered in organizational decision making. The book offers readers the tools to balance the real-world needs to succeed in today’s challenging and competitive environment with the social and ethical aspirations of all its stakeholders and society at large. The authors’ aim is to elucidate how administration can be made more efficient and effective through rational decision-making while also respecting humanistic values. This approach highlights a range of phenomena that require attention if the institution is ultimately to be considered successful.