Organisationsteori og organisationspsykologi

¿Mehr denn je und agiler denn je müssen sich Unternehmen, ganz gleich welcher Größe, den veränderten Rahmenbedingungen wie der Digitalisierung anpassen und sich verändern, um wettbewerbsfähig zu bleiben. Für solche tiefgreifenden Umstrukturierungsprozesse braucht es eine zentrale Steuerstelle im Unternehmen ¿ das Transformation-Management-Office (kurz: TMO). Mit den erforderlichen Ressourcen und passenden Game-Changern ausgestattet, fungiert das TMO als kompetenter Verfechter des Wandels. Das Transformation-Management-Office richtet alle Initiativen und Projekte auf die Vision, den Auftrag und die Ziele eines Unternehmens aus und stellt sicher, dass echte Geschäftsbedürfnisse erkannt und berücksichtigt werden. Gemeinsam wird ein Transformationsfahrplan entwickelt, der alle Bereiche der Organisation zu einem einheitlichen System für die Umsetzung von Strategien durch Projekte verbindet.Vor jedem Neuanfang muss erst einmal eine Bestandsaufnahme erfolgen: Welches Ziel wollen wir erreichen, was und wen brauchen wir dafür und wie sehen die Rahmenbedingungen aus? Dieses Fachbuch stellt die grundlegende Basis und das notwendige Rüstzeug vor, welche es braucht, um die agile und digitale Transformation strukturiert und etappenweise erfolgreich zu implementieren. Zahlreiche Expertentipps, Best Practice und anschauliche Vorlagen unterstützen Sie dabei ¿ damit Sie sicher und erfolgreich Ihren Transformationsweg gehen können!Das TMOrichtet alle Initiativen und Projekte auf die Vision, den Auftrag und die Ziele eines Unternehmens ausentwickelt gemeinsam mit Führungskräften und PMO einen Transformationsfahrplangewährleistet die volle Verantwortlichkeit und Konformität mit den Prioritäten, Plänen und Strategien der Transformationentlastet die Unternehmensführung effektiv und proaktiv unterstützt die Teams dabei, voneinander zu lernen, unproduktive Redundanzen zu vermeiden und Widerstände zu überwinden

This book showcases various methodological approaches to the analysis of organizational talk and text. Arguing that organizations are discursive constructions that are communicatively constituted, the authors use the analysis of transcripts of audio-recordings of naturally-occurring workplace talk and authentic written texts to demonstrate what applied linguistics has to offer to scholarly research into organizations as well as management practice and training. The authors discuss the theoretical underpinnings of discursive approaches to the role language in the communicative constitution of organization, and then each chapter focuses on one particular analytical approach. The chapters cover conversation analysis; membership categorization analysis, positioning theory; ventriloquism; metaphor analysis; and metadiscourse analysis and computer-mediated discourse analysis. Consequently, this interdisciplinary work presents a number of methods that allow researchers unfamiliar with fine-grained linguistic analyses of naturally-occurring talk and text to explore ways of adding to their repertoire of research skills.

Know yourself, know your team, solve your challenge.When team leaders meet a challenge, they often spend more time dealing with their people than dealing with the challenge. They can't get their team to row in the same direction-or row at all. In Good Team, Bad Team, a ground-breaking primer for leaders, Sarah Thurber and Blair Miller share their decades of experience building, facilitating, and leading thriving teams alongside pioneering research from the fields of cognitive diversity and creative problem-solving. Effective team leadership isn't mind-reading-it's good science.Built on research from their popular FourSight System-used by Disney, Nike, and NASA-Good Team, Bad Team examines over 6 million data points on problem-solving styles that impact collaboration, innovation, and leadership. By integrating these scientific insights with creative strategies, Good Team, Bad Team presents a transformative model that empowers leaders to harness the diverse energies of their teams and generate powerful results.A good team isn't perfect, but its people know their purpose and trust each other. You might think bad teams are led by bad people. Actually, bad teams are often led by good people, who simply don't have what they need to lead. With practical exercises, relatable stories, and contrasting examples, Thurber and Miller clarify the complexities of how good and bad teams approach challenges and why they succeed or struggle to solve them. Good Team, Bad Team is the must-read leadership toolkit to navigate the ever-evolving landscape of collaboration and achieve extraordinary results-together.

THE DEFINITIVE GUIDE TO CALLING OUT UNCONSCIOUS BIAS IN THE WORKPLACEWhat if you could call out career-stifling unconscious bias in the moment and recondition the perpetrator without being seen as: Hostile, A nonteam player, Bigoted, Having a chip on your shoulder, orProjecting your own bias?How can you address career-stifling and conflict-generating bias that comes from your boss, staff, or colleagues without losing your composure?Leading workplace-bias expert Buki Mosaku shows how unidirectional strategies for tackling unconscious bias are creating a diversity and EXCLUSION nightmare in the corporate world! He offers a proven, practical toolkit for navigating all forms of workplace bias-whether related to race/ethnicity, sexual orientation, gender identity, disability, age, sex, and so on-through his groundbreaking IDU Methodology. Its tools empower minorities, marginalized groups, and the majority to effortlessly dismantle bias whenever they sense it, without inciting unwanted results.Discover the only practical guide to navigating multidirectional unconscious bias in the workplace that empowers the victim, whoever they may be, to respond quickly and effectively-removing related disengagement, underrepresentation, lawsuits, attrition, and reputational damage once and for all.

The SAGE Handbook of Qualitative Research in Organizational Communication is the essential guide for scholars, researchers, and practitioners seeking to explore the latest methods and emerging trends in this dynamic field, written by a global team of experts.

Dieses Buch zeigt, dass wirksames Kulturmanagement vor allem darauf abzielt, bereits vorhandene positive Muster der Unternehmenskultur zu identifizieren und diese im Sinne des heutigen und zukünftigen Erfolgs gezielt zu stärken. Es geht folglich darum, das Beste aus dem zu machen, was bereits da ist: Man arbeitet somit nicht an der Kultur, sondern vielmehr mit der Kultur.Die Autoren zeigen, wie Unternehmen durch nachhaltiges Kulturmanagement ihre Unternehmenskultur erfolgreich entwickeln und vorhandene Potentiale entfalten können. Basierend auf zahlreichen Projekten in Organisationen und mehr als 30 Jahren Berufserfahrung vermitteln Thomas Ginter und Alex Romppel einen pragmatischen und innovativen Management-Ansatz. Dabei gehen die Autoren von der Prämisse aus, dass Kulturmanagement ein kollektiver Prozess ist. Denn Kultur wächst beständig Tag für Tag aus allem, was die Akteure einer Organisation tun, oder eben auch nicht tun.Zunächst erklären die Autoren den Begriff Kultur und beschreiben aus welchen fünf zentralen Fragmenten sich diese zusammensetzt. Anschließend stellen sie ihren vielfach in der Praxis erprobten Prozess vor, der Kultur sichtbar, verständlich und damit für alle Mitarbeitenden im Unternehmen nutzbar macht. Ein Buch von Praktikern für Praktiker mit Tipps und anwendungsnahen Methoden für die direkte Umsetzung.

Dieses Buch bietet unverzichtbares Know-how zu Theorie und Praxis des Vertriebs, dem wichtigsten Umsatz- und Werttreiber eines jeden Unternehmens. Im Vertrieb als ¿Frontlinie¿ werden wichtige Geschäftserfolge vorbereitet und umgesetzt. Vertriebsleiter und Vertriebsmitarbeiter, aber auch Fachleute aus Produktion, Technik und Marketing profitieren von der prägnanten Darstellung der relevanten Themen in diesem Buch. Nach der Lektüre sollten Sie die wichtigsten Phasen des Verkaufsprozesses bei der Neukundengewinnung und beim Verkauf an Bestandskunden bis zum Geschäftsabschluss verstehen und mit den hier beschriebenen typischen Problemen der Verkaufsleistung vertraut sein. Um ein starkes Vertriebsumfeld zu schaffen, wissen Sie außerdem, welche Qualitäten sowohl die Vertriebsleiter als auch die idealen Verkäufer benötigen und wie Sie ein erfolgreiches Vertriebsteam und eine hochwertige Vertriebsorganisation aufbauen können. Schließlich werden Sie durch die Anwendung der Prinzipien der vertriebsorientierten Unternehmensführung in die Lage versetzt, sofortige und dauerhafte Verkaufserfolge zu erzielen.

This edited book on South Asia is part of the book series "e;Managing the Post-colony."e; This series is co-edited by Nimruji Jammulamadaka and Gavin Jack and is focused on managing and organising within the historical and contemporary structures of colonization and imperialism within and across nation-states and social domains especially the economic and the cultural domain. This edited book on South Asia is committed to a presentation of indigenous understandings and knowledge around the organizing, religion, language and cultural production through the lens of anti, post and de-colonial thought. This book forces the reader to consider not just what we know but how and where we know and can be instrumental in identifying and challenging dominant modes of management knowledge production. The decolonial movement is closely associated with scholars like Walter Mignolo, Anibal Quijano and others who expose how Western rationality and science, emanating from the enlightenment project, are being used by colonial powers to consolidate their imperial projects. The authors in this book argue that a potent form of colonization is epistemic in nature. This book series seeks to present cutting-edge, critical, interdisciplinary, and geographically and culturally diverse perspectives on the contemporary nature, experience and theorization of managing and organizing in post-colonial location under conditions of coloniality. These conditions subsume ongoing and new forms of colonisation/imperialism, and complex resistances to them, and lives lived outside them, and may be drawn out and investigated in regard to a multiplicity of different business- and management-related topics.The power of domination is its ability to silence other ways of knowing, being and doing. Focus on South Asia: Ways of Managing, Organising and Living delivers a profound critique of Western management theory and its universalistic claims. But, it goes much further to advance other managements and ways of organising from the peoples and communities of South Asia.                                      Stella M. Nkomo, University of Pretoria, South Africa  I like very much the orientation and the composition of the volumeyou have a) the meaning of management in the West changed after the Industrial revolution and by 1900 became a political issue domestically in the US and before that colonial, as you show in the colonial context of South Asia; b) so the constitution of the settler management as you show with McCaulay, destituted all existing local form of organizing their praxis of living; c) the task now is the reconstitution of the destituted, the pluriversal human (and animals too) self-organization subjected to Western regulations to their own benefit, while materializing their rhetoric of racial destitution (incapable of organizing like us, impossible for them to be like, us we have to teach them civilization, etc.). Walter Mignolo,  William H. Wannamaker Professor of Literature and Romance Studies at Duke University, USA Very Impressive and Much NeededPushkala Prasad, Zankel Chair Professor, Skidmore College.

Highlighting how both leader and follower stress and well-being can serve as antecedents and consequences of strategic actions and initiatives, or even be a core concern of strategic plans, this volume spotlights the importance of stress and well-being for organizations, their leaders, and the individuals who are impacted by their decisions.

This book shows C-suite and senior leaders how to leverage their unique personalities as an essential resource to help guide their organizations.

Globally recognized process improvement expert Phillip C. Reinke has assembled a toolset that has differentiated him and his company toward success in a world where many have attempted and failed.The founder of The Continuous Improvement Institute, he helps businesses and organizations improve their performance based on the proven Six Sigma concepts, which increase efficiency and are enhanced with the psychological needs of individuals and organizations.Endorsement by M. Jayson Meyer, Synergy Billing, founder & CEO:"I started my career as a teenage entrepreneur in 1996, just at the advent of the dot com Internet bubble. Like most entrepreneurs, I had big ideas but lacked the skills necessary to convert my dreams into practical reality. "Like many creative people, I was frustrated that I couldn't execute on my ideas. I spent the next decade looking for a management system that would help me to go from creative imagination to execution. I read a book by Jack Welch (former CEO of General Electric) that turned me on to something called Six Sigma. I became obsessed with learning everything I could."I went on a search to identify the foremost expert in Six Sigma and continuous improvement. My journey led me to Phil Reinke and The Continuous Improvement Institute. After studying with Phil, and applying his philosophy and methods to my business, I've experienced transformational results. "Phil Reinke is a true master in his field and his methods can be universally applied, regardless of industry ... If you desire success in your personal and professional life, I strongly encourage you to read, study, and practice the critical concepts contained within."About the Author: A professor of philosophy and psychology, Phillip C. Reinke lives in Southern Florida.

This book addresses empirical, theoretical, and policy perspectives in its examination of the development of sustainability management of African firms. Documenting cases of sustainable activities across Africa and accelerating knowledge about the opportunities and challenges facing firms operating in Africa, the chapters examine various aspects of sustainability and sustainable entrepreneurship/innovations in the African context. The authors seek to understand how African nations can be positioned to meet the 2030 Sustainable Development Goals as well as the innovative strategies necessary to improve sustainability practices of African firms for greater success. With guidance for scholars and policymakers, this book will serve as a valuable resource, providing readers with an up-to-date and contextual understanding of sustainability practices, drivers, and challenges in Africa.

This book aims to increase the level of consciousness, communications, and authenticity in the business world. It advocates mindfulness, self-awareness, creativity, improvisation, and a cooperative nature for workers at all levels of the organization to facilitate greater leadership and enhanced organizational performance.Part One presents an observation of the business world, describing the concept that integrating nonlinear (right-brain) practices with predominant linear (left-brain) practices will improve both personal and business success. Part Two presents wide-ranging topics of awareness, including self-understanding, mindfulness, various styles of meditation, psychological modalities, and the application of these practices into daily life.Part Three delves into the art form of improvisation, discussing its principles, benefits, and applications, including exercises for both personal and business use.About the Authors: Bill Prinzivalli is an entrepreneur, executive coach, organizational consultant, author, improviser, speaker, and improvisational workshop facilitator. After working in corporate America for over 40 years, and starting four companies, he is now the CEO of his own consulting company. In addition to his business expertise, he has vast experience in the areas of mindfulness, communications, and improvisation; and he judiciously integrates these practices in designing customized solutions for his clients.Gerard Farias, an associate professor of management, earned a Ph.D. in organization studies from Texas Tech University. He joined the Silberman College of Business at Fairleigh Dickinson University, where he teaches at graduate and undergraduate levels. His research focuses on sustainability, exploring the role of business in society, the tensions in the context of sustainability, and the importance of embedding sustainability into business school curriculum. As a Fulbright scholar in 2011, he studied the social entrepreneurship movement in India.

As Generation Z transitions into adulthood, communication, technology, commerce, education, politics, health, travel, and work have become increasingly globalized. But, most studies about Generation Z have been conducted independently by researchers in various countries regarding their specific populations. While this is useful from a national perspective, these studies typically employ different methodologies, survey questions, and even timing, making it challenging to compare data across geographic and cultural boundaries. More so, it becomes challenging to gain an understanding of the global Generation Z cohort.Gen Z Around the World, however, incorporates research from eighty-one countries to provide a holistic view of Generation Z. The researchers present chapters on everything ranging from communication, happiness, and learning styles to emotional wellbeing, career values, and social change.Learning about Generation Z from a worldwide perspective can expand our understanding to better work with, engage with, supervise, and educate young people in every corner of the globe.

Presenting a holistic view of decoloniality, its genetic makeup, and its complexities, this book examines how colonialism has become embedded in power, language, culture, institutions, and social structures across the globe, as well as what it might take to relinquish postcolonial thinking in search of a decolonized future.

Nurturing Equanimity: Building A Caring Culture provides a much-needed blueprint for organizations looking to create a calm, balanced, and focused environment inviting people to thrive in both their personal and professional lives.This blueprint of nurturing equanimity to build a culture that cares is a necessity for any organization concerned about identifying, recruiting, and retaining the human capital required to create a sustainable future in today's post-COVID marketplace. Securing the right people for any organization is difficult in most markets; doing so as the economy emerges from the pandemic induced global recession challenges even the most satisfied workplace cultures. The pandemic's disruption and residue created an unstable and imbalanced culture across organizations of all sizes and in each industry that exposed numerous negative workplace characteristics many either knew, or never stopped to consider.Examples included low wages, long and unnecessary commutes, bad management, and unfulfilling work. These characteristics were symbolic of organizational cultures outdated, toxic, and imbalanced created by incompetence, inertia, and ineptitude. The pandemic allowed employees to pause, consider their life situation, and realize their lives had been imbalanced for far too long.Required reading for individuals from small-to-medium sized businesses, large corporations, non-profit organizations, and government offices, Nurturing Equanimity: Building A Culture That Cares offers employers and employees alike a valuable resource to use as they chart a course forward in a post-pandemic marketplace.

"What is the nonprofit sector and why does it exist? Some of the most creative minds in the field of nonprofit studies from around the world provide answers to these questions, and critique and expand both existing sector theory and new sector theories"--

Leaderly acts and practices from unexpected places are often overlooked and yet have remarkable power. These spontaneous acts are in sharp contrast to those of formal leaders in governments and leading corporations. Global events like the Covid-19 pandemic and the climate crisis light up these differences. This book delves deeper, exploring these leaderly acts and practices more fully and beyond extraordinary events. The authors describe these as "unleadership", a term defined in this book as a set of acts and practices that are undertaken in a spirit of spontaneity and generosity for social good. Four dimensions of unleadership are identified in this book: paying it forward; living with the unknown; catching the wave; and confident connecting and collaborating. Unleadership exposes the potential that is unleashed when members of the community discover their own power to act and reclaim what they have delegated to their leaders. Based on extensive research, the authors highlight the flourishing of alternative forms of leading that encourage rethinking ideas of leadership and followership. They provide practical guidance to organisations and practitioners for enriching their leaderly capacity and cultivating unleadership practices to co-exist with and complement leadership practices. Unleadership is an invaluable resource for leaders and managers in public and private organisations as well students of leadership and organisational development.

This issue of Developing Leaders Quarterly explores 'Ecosystem Leadership'. As the context leaders have to operate within becomes ever more complex and the boundaries of their influence ever fuzzier, the skills and mindsets of leaders needs to adapt and change. In a series of five articles we examine ecosystem leadership through a number of lenses: three world-renowned thought leaders from London Business School and Boston Consulting Group bring their insights on 'Winning the Ecosystem Game'; ecosystem researcher and academic Roland Deiser explores 'The Art of Business Ecosystem Leadership' while three senior Siemens executives, (their head of leadership, Chief Technology and Strategy Officer, and the CEO of Siemens Avanta) share their experiences. We also have Greg Barnarda, formerly of the World Economic Forum, on his ecosystem research and the need for a different kind of mindset, and Professor Willy Donaldson on the centrality of systems-thinking to successful leadership in ecosystems.This issue also covers other topics: the need for leaders to be connectors not constrainers, from Dr Mark McKergow; Leading Below the Surface from diversity consultant and coach LaTonya Wilkins; Why Biology Matters by Emma Russell; Leadership and Empathy by Martin Best and an exploration of how individual transformation is a prerequisite for organizational reinvention.As well as our usual book reviews and research summaries.

If you have ever feared speaking up about your ideas or have done so but are frustrated by your lack of success, this book is for you.You'll learn from the stories of others who have been a "lone voice" or an "independent thinker" and their attempts at change-both successful and unsuccessful. By learning from their experiences, you'll gain insight into effective tactics and pitfalls to avoid. In addition, if you are a leader and afraid you are not hearing the best ideas from your team, you'll learn various tools and tactics to let the best ideas emerge.Along with stories ranging from CEOs to individual contributors, you'll learn insights from studies in psychology and management and what has been found through decades of research. Together the book offers an engaging portrait of when, why, and how to have your voice heard at work and in life.

'Corporate purpose' has become a battleground for stakeholders' competing desires. Some argue that corporations must simply generate profit; others suggest that we must make them create social change. Leading organization studies scholar Timothy Kuhn argues that this 'either/or' thinking dramatically oversimplifies matters: today's corporations must be many things, all at once. Kuhn offers a bold new Communicative Theory of the Firm to highlight the authority that creates corporations' identities and activities. The theory provides a roadmap for navigating that battleground of competing desires to produce more responsive corporations. Drawing on communicative and new materialist theorizing, along with three insightful case studies, this book thoroughly redefines our understandings of what corporations are 'for'.

This book on change management is aimed at top and middle management, change managers, and change leaders - but also anyone who is managing a change project as part of a software implementation or introduction of a digital product. In this book, experts from industry and academia draw attention to pitfalls and best practices in change management from a business perspective, but also place an important focus on the human component. The book does not prioritize theoretical frameworks, but compels the reader towards a reality-check and gain a practical understanding of the topic. The authors also explore why - despite the broad knowledge available - there still is a gap when it comes to what is applied in real life.

The accelerated transformation of businesses poses major challenges to organizations. In its fundamental meaning, leadership is about a systematic way of highlighting the most important goals, combined with continuous execution along the most important principles. This book brings together key themes of Taoism, compiled for international managers who are on their way to becoming trusted leaders. After a brief outline of the guiding concepts, it discusses an application of selected teachings enriched by narratives from appropriate references and relevant verses from the Tao Te Ching (TTC). In this context, each individual yet coherent Taoist principle is applied in terms of its relevance to varying business environments.By providing embedded case studies, this book offers new ideas for managers to incorporate Taoist principles into their leadership strategies.

A Wall Street Journal Bestseller. In a world of unrelenting change and unprecedented challenges, we need organizations that are resilient and daring.Unfortunately, most organizations, overburdened by bureaucracy, are sluggish and timid. In the age of upheaval, top-down power structures and rule-choked management systems are liabilities. They crush creativity and stifle initiative. As leaders, employees, investors, and citizens, we deserve better. We need organizations that are bold, entrepreneurial, and as nimble as change itself.In Humanocracy, Gary Hamel and Michele Zanini make a passionate, data-driven argument for excising bureaucracy and replacing it with something better. In this extensively revised and updated edition, drawing on more than a decade of research and packed with practical examples, Humanocracy lays out a detailed blueprint for creating organizations that are as inspired and ingenious as the human beings within them.Critical building blocks include: Motivation: Rallying colleagues to the challenge of busting bureaucracyModels: Leveraging the experience of organizations that have profitably challenged the bureaucratic status quoMindsets: Escaping the industrial-age thinking that frustrates progressMobilization: Activating a pro-change coalition to hack outmoded management systems and processesMigration: Embedding the principles of humanocracy--ownership, markets, meritocracy, community, openness, experimentation, and paradox--in your organization's DNAWhatever your role or title, Humanocracy will show you how to launch an unstoppable movement to equip and empower everyone in your organization to be their best and to do their best.If you've finally run out of patience with bureaucratic bullshit . . .If you want to build an organization that can outrun change . . .If you're committed to giving every team member the chance to learn, grow, and contribute . . . then this book's for you.