Organisationsteori og organisationspsykologi

This research monograph indicates how factors of smart organizations in local administration lead to sustainable and resilient development processes.

Drawing back on the ever-evolving stakeholder management theory, this book responds to calls for more empirical research into the managerial sense making of the stakeholder concept. The book explores how managers make sense of stakeholder management, especially in complex and challenging business contexts.

The central idea of this book is that entrepreneurial development and small business development are connected. Entrepreneurship is lauded as an engine of growth (economic development and job creation), with small businesses often contributing to new job creation.

The central idea of this book is that entrepreneurial development and small business development are connected. Entrepreneurship is lauded as an engine of growth (economic development and job creation), with small businesses often contributing to new job creation.

Effective leadership and organizational performance are concepts that continue to receive widespread attention in the business world. This book explores the importance of strategic leadership and the value it adds to organizations.

Many new challenges including competitiveness are emerging for sustainable business during this era of disruption. This book analyses these challenges to sustainable development and growth and addresses the impact of corporate social responsibility on the competitiveness of organisations.

I write the book aim to let any working people learn how to dealt personnel challenges when who need to cooperate with their staffs. I shall use different working environments to suppose what the personnel challenges you will face and I also suggest that you ought adopt what personnel solvable methods and positive attitudes to solve these personnel challenges are the best. I shall indicate different organizations' staffs cooperation challenges and I also suggest my best personnel solvable methods to dealt these challenges, for example, movie making team, baseball team, nuclear factory, business office, university, interior decorating partnership , bank, restaurant etc. different organizations.

This Element synthesizes the current state of research on organizational social networks from its early foundations to contemporary debates. It highlights the characteristics that make the social network perspective distinctive in the organizational research landscape, including its emphasis on structure and outcomes. It covers the main theoretical developments and summarizes the research design questions that organizational researchers face when collecting and analyzing network data. Then, it discusses current debates ranging from agency and structure to network volatility and personality. Finally, the Element envisages future research directions on the role of brokerage for individuals and communities, network cognition, and the importance of past ties. Overall, the Element provides an innovative angle for understanding organizational social networks, engaging in empirical network research, and nurturing further theoretical development on the role of social interactions and connectedness in modern organizations.

Build a business with relationships at the center, and you will seize the competitive edge in today's volatile job/or talent marketPeople are quitting their jobs in droves, then coming back. Employees are demanding flexibility, while some leaders insist they return to the physical office. Remote work is incredibly convenient but complicated. The job market is always in flux, but one thing is for sure: the last few years have presented the greatest challenges the business world has ever faced. Don't freak out. If you accept the new reality and harness the incredible power of healthy, authentic relationships, you can seize the competitive edge in this new world of work.In The Retention Revolution, Keswin makes the case for completely rethinking the nature of work, workers, and workplaces. Rather than view a workforce as a talent pool filled with loyal company employees, you should look at it as a constantly flowing river of dynamic, robust human beings, where people come and go-and often come back. Keswin walks you through this reframing process and replaces seven old ideas that don't serve anyone anymore with powerful new concepts that drive organizational success, including:Old: Stability leads to growth New: Dynamic change is what powers people and organizationsOld: People are only working when you can see them New: Autonomy and flexibility make work workOld: The more technology, the better New: Developing your tech intelligence is paramountOld: Professional development should be job-related New: Companies benefit from well-adjusted employees; personal development is professional developmentThis game-changing playbook is filled with accessible and actionable case studies and research that will prove how transforming these old ideas into new beginnings is good for people, great for business, and just might change the world.With The Retention Revolution, you have everything you need to form deep connections with employees (and even potential employees), starting with the organization's very first contact with the person and extending to throughout the person's entire career.

This edited volume analyzes how the COVID-19 crisis could be transformed into opportunities for those organizations that correctly interpret the change, adapt their strategies accordingly, and increase their chances of success in a post-pandemic scenario. Through this lens, the female role and contribution to recovery are analyzed and discussed in the economic, financial and social context.Even if many aspects set the COVID-19 crisis apart from the latest global financial crises ¿ such as the unusual shutdown of businesses in specific sectors, social distancing regulations, and general uncertainty sparked by the pandemic ¿ the challenges facing all organizations in the current recovery phase can present an opportunity for extraordinary growth and development in Europe. The focus of the contributions gathered here is not on ¿counting¿ the damages and losses but rather on monitoring the recovery and on emerging instruments to support national and global economic recovery, while payingspecial attention to women¿s role in it.

In diesem Buch wird aus einer systemtheoretischen Perspektive mittels einer empirischen Analyse die Auswirkungen des Schiffes als totale Institution auf dessen Sicherheit untersucht. Der Fokus liegt auf einer Herausarbeitung spezifischer Dynamiken des sozialen Miteinanders zwischen den Besatzungsmitgliedern eines Schiffes und ihrer Folgen für Sicherheit und mögliche Risikopotenziale. Grundlage der Analyse bilden qualitativ erhobene Interviews mit Seefahrenden. Mit den Erzählungen der Seefahrenden über ihr Leben und Arbeiten an Bord wird argumentiert, dass sich informale Verhaltenserwartungen innerhalb der Seemannschaft etablieren, die ein Maß an erfahrungsbasierter Sicherheit gewährleisten, die keine Programmvorschrift erreichen kann. Es wird deutlich gemacht, dass die Verhaltenserwartungen der Seemannschaft notwendig sind, um auf die widersprüchlichen Erwartungen mit denen das Schiff als Organisation konfrontiert ist, reagieren zu können. Die Seemannschaft ¿ aus dem Verständnis derSeefahrenden ¿ wird damit zum Schlüsselbegriff für den Erhalt der Organisation.

This book introduces readers to modern organizational concepts and their consequences for working people in the digital economy. Decentralization, networking, the merging of the physical and virtual worlds, and the ever-increasing interaction of human and artificial intelligence are (re) shaping organization and leadership. Digital technologies are changing the coordination of internal and external organizational processes and require new competencies. The aim of the book is to illustrate these interrelationships in a theoretically sound and practical manner. The book is intended for students of business management and practicing business managers alike.

Studienarbeit aus dem Jahr 2023 im Fachbereich Organisation und Verwaltung - Öffentliche Verwaltung, Note: 1,0, Internationale Hochschule für exekutives Management Berlin, Veranstaltung: Öffentliches Recht und Behördensteuerung, Sprache: Deutsch, Abstract: Wie kann die Veränderungsbereitschaft von Mitarbeitenden in der Kommunalverwaltung evaluiert werden? Was gibt es für Herausforderungen und Handlungsempfehlungen für die erfolgreiche Durchführung von Change-Projekten? Die Studie beantwortet diese Fragen mit Hilfe der Erstellung, Durchführung und Auswertung einer Befragung von Mitarbeitenden einer Kommunalverwaltung. Daraus resultiert eine Empfehlung von verschiedene Maßnahmen zur erfolgreichen Durchführung von Veränderungsprojekten im kommunalen Kontext. Hier liegt das Augenmerk vor allem auf der Beachtung der verschiedenen Interessensgruppen und den zur Verfügung stehenden finanziellen Mitteln.

Not Your Usual Dry Business Change BookDrawing on 30-years of successful change management delivery, this book lays out how to get any business change adopted. Written in an engaging conversational style and brought to life through cartoon character 'Change Cat,' Change Management that Sticks gets to the heart of how to design, develop, and deliver change that works.How to identify what people really want from change-and sell it to themThe difference between how to motivate change leaders and change usersHow to gather the right information to develop great change management stakeholder assessments, change plans, and impact assessments and what to include in themWhat to do when the change effort gets into trouble and how to remain authentic when hard messages must be deliveredA great tool for change managers, team leaders, and senior management author Barb Grant shares the strategies, tools, tips, and templates to ensure the change isn't just done but delivers meaningful and long-lasting results.

This book offers practical advice on how to stay alive in a hostile work environment. This book looks at the crucial role that HR professionals play in their companies as "toxin handlers" and the risks they run while handling toxic workplace feelings brought on by challenging organisational decisions like mergers and acquisitions, layoffs, and restructuring.This book outlines the typical difficulties of a toxic workplace and provides a road map for converting toxic workplaces into winning workplaces that bring out the best in both people and companies! If you believe that your workplace is toxic, you must find long-term solutions to make it a healthier place to work before it obliterates you.This book teaches you how to set up appropriate boundaries that will keep you happy and productive and offers great tactics for dealing with coworkers who like to start workplace drama. With the help of this book you'll discover practical, step-by-step methods for handling obnoxious coworkers, and you could even see where and how you've made mistakes in the past.

This book explores a most central phenomenon in our contemporary businesses and organization, the growing complexity in business. Economic growth and growth of complexity always have been inseparable, but the last decennia the growth of complexity appears to outrun our growth of knowledge and understanding. For success and continuity, the modern firm in the developing complexity of its markets and societal contexts must have the capacity to master and exploit a commensurate level of complexity in its internal organization. This book is the first of its kind to help the reader to understand the different types of complexity and the different concepts and tools to deal with each of them in business administration, strategy, and organization. This book offers the reader a fresh perspective on conventional concepts and tools in the field of business administration and bridges these to new concepts as are being used to exploit new complexities. In the process, the reader becomes familiarwith the rich cybernetic concept of information, as a basis for the information-based organization and to master big data. With that complex decision-making is clarified and a fresh understanding of the core function of the organization, coordination, is offered for those who want to solve the issue of self-coordination. The book provides working examples but even more the strongest tool to master and to reduce complexity: a deeper and broader understanding of what is going on beneath the surface of what we experience daily. This book builds on Herbert Simon¿s hypothesis of simplicity: ¿to use the simplicity of process to deal with the complexity of state.¿

This book examines the inter-firm networks created by interlock coordination through shared directors (inter-board) and managers (inter-department) at various levels: whole aggregate, core vs. peripheral companies, and distribution by country and sector. Presenting an empirical case study on all the limited liability or stock companies of the aerospace industry in the European Union and its interlock partners worldwide, the authors shed new light on these forms of coordination. Moreover, they reveal the relevance of shared managers¿ coordination and hybrid manager-director interlocks.The book applies advanced statistical and social network analysis alike by combining firms¿ attributes (e.g. standard economic-financial parameters) and topological indices for firms (e.g. centrality and cluster measures). By conducting the analysis at both the aggregate network level and the cluster or corporate group level, the authors show how extensive and intensive the interlock forms of coordination are, especially when dealing with shared managers. By testing seven hypotheses concerning the research stream on board interlocks and (more broadly) inter-firm networks, the study offers new insights into the role of the financial sector, on the relations between interlock coordination and firms¿ performance, on the role of geographical, technological and organizational proximity, and on the relations between interlock coordination and firms¿ size. As such, this book will appeal to scholars of organization studies, business and management studies, industrial and evolutionary economics, and economic sociology, as well as officers and policymakers at anti-trust regulation institutions.

Actuar para pensar aborda la gerencia de la nueva normalidad. Aquí encontrará guías para la acción en el entorno VICA, el 'cubo del cambio de cultura', el ciclo OODA, las T-shaped skills, el termómetro de la humildad en el liderazgo, las reglas del engagement, la evaluación del sentido de urgencia... ¡y mucho más!

Leaders often say they need more accountability in their organizations. The challenge is how to develop accountability at scale while simultaneously addressing the many needs of your workforce - especially in a VUCA world of rollercoaster markets, talent wars, and new norms about where and how people work.  In The Accountability Paradox, workplace culture expert Cheryl Fields Tyler demonstrates that cultivating Deep Trust and High Expectations is the key to sustainably unleash potential, agility, and business results - in a way that is intrinsically motivating and deeply fulfilling for its people. In this must-read book for any CEO, senior leader, people manager, or aspiring leader striving to build, strengthen and sustain a high-performing organization, you will learn:What we mean by the Deep Trust and High Expectations(TM) approach and why it's so important to have both "deep trust" and "high expectations" working togetherWhat it takes to build a Deep Trust and High Expectations culture, including how to:Ensure you have a truly unifying purpose and actionable values for your organizationAssess your current culture and define what you need to changeEnsure your desired culture aims are woven throughout the employee experienceEquip leaders and managers to build an inclusive culture that unleashes the potential of your business and your peopleFilled with practical recommendations and "show-me-how" examples, The Accountability Paradox reveals how to build a Deep Trust and High Expectations culture that will foster authentic accountability and intrinsic motivation at every level of the organization, simultaneously strengthening employee engagement and business performance.

In her ground-breaking new book, The Power of Conscious Connection, esteemed leader and author Talia Fox sets out to change the way we perceive leadership and life. Drawing from her personal journey as a Black female leader, she provides powerful insights and stirring stories that expose the potent impact of leading with conscious connection.It’s more than just a book; it’s a movement that encourages the reader to be more present, more engaged, and more attuned to the intricacies of our interconnected world. Fox crafts a passionate plea for us to reimagine our roles, not just as leaders, but as global citizens, capable of inspiring and influencing change through conscious connection. Harnessing the power of her signature model, the LOVE (Listen, Observe, Value, Engage) system, she illuminates the profound impact of these four habits. Each page of this book will stir you to the core, awaken your senses, and challenge you to commit to a new way of living and leading. It’s about feeling more alive, more connected, more fulfilled. It’s about inspiring you to play your part in co-creating a world that truly matters—a world that we all would love to live in. The Power of Conscious Connection is more than a leadership guide—it’s a blueprint for a more conscious, compassionate, and connected world. This book is a call to action. It’s a call to connect . . . consciously. Join the movement, change the narrative, and let’s create a world that values conscious connection.

This volume offers an important vision of co-operation as an alternative to the neoliberal market, exploring the cooperative model's potential for driving environmental and socio-economic transformation in the post-COVID world

It’s time to revamp your workplace culture! Tuning into the needs of today’s employees and the huge culture shifts of the past few years, Happy at Work gives managers, human resources representatives, and other workplace leaders 100 accessible strategies for creating a supportive, flexible, productive, and happy work environment.

Unfiltered conversations with staff at every level. In their words-walking in their shoes. The Staff. They are called the backbone, right arms, eyes, ears, face, lifeblood, heart, and even the soul of their organizations. If these indispensable people are so vital to the running of companies, why is our modern workplace broken? And most importantly, how can it be fixed and by whom?Staff Matters answers these questions by pulling back the curtain on the hard truths and offering solutions to the workplace's toughest challenges. From communication breakdowns and siloed staff to dysfunctional systems, toxic work environments, and inadequate training, common issues are complicated by the rise of a remote workforce. In the fragmented post-pandemic world, staff do not feel safe to speak their minds about what they are seeing, hearing, and experiencing, and yet, they have front row seats for almost everything that happens. This book shines a light on their stories, offering case studies and real-world examples to make workplace issues come alive, and provides actionable tools for staff on all levels to use in approaching these challenges head-on. With this knowledge, leaders and staff can move forward together to build a respectful workplace that is highly productive, has strong employee satisfaction and retention, and is consistently profitable-a place where people want to work, led by leaders who care about them. Developed through the author's more than fifteen hundred conversations with Executives, HR professionals, Recruiters, Executive Assistants, and leadership experts, there is no other book that provides this unique perspective of firsthand insight into the workplace. The staff is finding their voice-and the stakes have never been higher in a global workplace where no one knows what new crisis may confront us tomorrow. Are you ready for a revolutionary, people-focused approach to fix what's broken?