Documents organization behaviour 19 results

"This work explores three key topics in social psychology: the manner in which labour unions shape organizational behaviour, a relationship which has been effectively ignored in the literature; the organization of the union itself, a fascinating test case for the organizational psychologist; and the way in which theories and methods of organizational psychology may assist labor organizations in achieving their goals. Since the union maintains unique characteristics of democracy, conflict, and voluntary participation within a larger organization, the authors offer a detailed study of a union's dynamics, including demographic and personality predictors of membership, voting behaviour, union commitment and loyalty, the nature of participation, leadership styles, collective bargaining, among other topics. This is the first book to be published in the new Industrial and Organizational Psychology Series. It will be of interest to not only industrial and organizational psychologists in industry, academica, and private and public organizations, but to graduate students in psychology departments and business schools, and to academics and professionals in business and management studying industrial relations."

"Given their positions of public trust, regulated professions are legally required to uphold ethical standards, and ensure that professional practice protects the public. Nonetheless, there is ample evidence that professionals do not always behave ethically. One proposed solution is greater organizational surveillance; however, research from a neo-Weberian perspective encourages scepticism about such arguments. Organizations may not only fail to stop professionals from violating ethical codes, but rationalizing organizations might actively encourage such violations in the name of efficiency. This article explores the impact of organizations and rationalization on professional misconduct through a mixed-methods study of professional engineers in Ontario, Canada. Findings suggest engineers are impacted by rationalization, and that those with less decision-making authority experience pressures discouraging practice in the public interest."

"Traditional approaches in the wide field of employment relations focused on a small and clearly delineated set of actors, such as trade unions and employers' organizations, operating within the constraints given by formal, nationally confined institutions. It is becoming increasingly clear that traditional approaches are insufficiently able to account for employment relations processes and outcomes in a world wherein formal institutions are being rapidly transformed and partially dissolved, national boundaries become porous, and the sheer number of actors involved is increasing substantially. A shift in perspective is necessary, past the nationally bounded actor-institution dichotomy, towards an understanding of employment relations as fundamentally mediated by complex and emergent networks that connect a multitude of actors within and between countries.
This volume provides a seminal starting point for such a paradigm shift by applying theories and methodologies from social network analysis to the study of employment relations. It develops a theoretical toolkit of mechanisms that operate within networks and shape employment relations processes and outcomes, such as wages, labour market policies and labour conflicts. It brings together insights from various projects that investigate the structure, functioning and impact of networks in employment relations through quantitative and qualitative methods. It will be of particular interest to students and scholars of employment relations across business and management, economics, political science, and sociology disciplines, as well as those interested in social networks. Managers, trade unions, employers' organizations and state authorities at national and international levels will find it helpful in understanding how networks shape their world."

"Comment la « novlangue managériale » empêche-t-elle d'exprimer le mal être, les désirs, les aspirations du sujet ? Cet ouvrage explore la source langagière de ces entraves et les voies possibles pour s'en dégager. Nourri d'une recherche socio-anthropologique, cet ouvrage présente une analyse du langage utilisé dans le management en articulant les registres de la pensée, de l'éprouvé et de l'action. Avec des illustrations saisissantes et des références théoriques diversifiées, l'auteur analyse les dévastations qu'occasionne le management moderne en toute tranquillité, en toute impunité. En effet, il ne fait pas que provoquer le mal-être au travail. Par l'utilisation de sa novlangue (en référence à George Orwel), il participe aussi et surtout au corsetage des imaginaires, au façonnage des univers symbolique, au formatage des émotions, à l'écrasement des intelligences individuelles et collectives. Démontant le processus d'intériorisation du discours dominant, l'auteur donne des outils pour faire face à la violence plus ou moins ordinaire à l'œuvre dans les organisations."

"Nearly all workers have a supervisor or “boss.” Yet little is known about how bosses influence the quality of employees' lives. This study offers new evidence. First, the authors find that a boss's technical competence is the single strongest predictor of a worker's job satisfaction. Second, they demonstrate using longitudinal data, after controlling for fixed-effects, that even if a worker stays in the same job and workplace, a rise in the competence of a supervisor is associated with an improvement in the worker's well-being. Third, the authors report a variety of robustness checks, including tentative instrumental variable results. These findings, which draw on U.S. and British data, contribute to an emerging literature on the role of “expert leaders” in organizations."

"As many companies have lost confidence in the traditional ways of running a business, design thinking has entered the mix. Design Thinking for Strategic Innovation presents a framework for design thinking that is relevant to business management, marketing, and design strategies and also provides a toolkit to apply concepts for immediate use in everyday work. It explains how design thinking can bring about creative solutions to solve complex business problems. Organized into five sections, this book provides an introduction to the values and applications of design thinking, explains design thinking approaches for eight key challenges that most businesses face, and offers an application framework for these business challenges through exercises, activities, and resources.

An essential guide for any business seeking to use design thinking as a problem–solving tool as well as a business method to transform companies and cultures
The framework is based on work developed by the author for an executive program in Design Thinking taught in Harvard Graduate School of Design
Author Idris Mootee is a management guru and a leading expert on applied design thinking
Revolutionize your approach to solving your business?s greatest challenges through the power of Design Thinking for Strategic Innovation."

"Attitudes towards surveillance in the workplace play an important role in determining whether surveillance systems and practices have a positive or negative impact on work behaviour. A survey study of employed Australians (n = 406) was used to test a model in which attitudes towards workplace surveillance were hypothesised to mediate the relationship between perceived level of surveillance at work and counterproductive work behaviours (CWBs). In accordance with expectations, higher levels of perceived surveillance were associated with more CWB, and this relationship was mediated by attitudes towards surveillance. We also theorised that work empowerment may act as a potential buffer against the impact of unfavourable surveillance attitudes on CWBs. Support was also found for this hypothesis as unfavourable surveillance attitudes were not associated with adverse work behaviour among employees who reported higher levels of work empowerment. We discuss how work design and leadership practices can be utilised to build a sense of empowerment in relation to employees' work with the aim of attenuating some of the potentially negative effects of high levels of surveillance."

"Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire."

"Work establishments are critical for the creation and maintenance of gender inequality. Organizational practices, most notably those that formalize personnel systems or target gender inequality, are often assumed to have uniform effects on inequality across the wage hierarchy. This assumption has eluded careful empirical scrutiny. The authors estimate unconditional quantile regressions with a unique German linked employer-employee data set to assess whether formalized human resource practices, female-friendly diversity measures, and the availability of workplace child care facilities affect wage inequality differently across the wage distribution. While these policies reduce gender inequality in general, they do so more strongly near the bottom of the earnings distribution. Policies that formalize personnel systems and explicitly promote female employees are particularly advantageous to women in low-wage jobs. These results suggest that gender policies have a more subtle effect on earnings inequality than previously recognized, requiring scholars and practitioners to investigate their unique effects at various points of the earnings distribution."

"This paper focuses on the changing governance of economic development in a globalizing era in relation to the dynamics of global value chains and global production networks. Based on recent development in such East Asian economies as South Korea, Taiwan and Singapore, I examine how, since the 1990s, the embedded relation between one variant of state institutions, known as the developmental state, and national firms, well integrated into global chains and networks spanning different territories and regions, has evolved. Because of the deepening strategic coupling of these national firms with lead firms in global industries, the developmental state's attempt to govern the market and to steer industrial transformation through direct policy interventions has become increasingly difficult and problematic. Through this process of strategic coupling, national firms have been gradually disembedded fromstate apparatuses and re-embedded in different global production networks that are governed by competitive inter-firm dynamics. While the state in these East Asian economies has actively repositioned its role in this changing governance, it can no longer be conceived as the dominant actor in steering domestic firms and industrial transformation. The developmental trajectory of these national economies becomes equally, if not more, dependent on the successful articulation of their domestic firms in global production networks spearheaded by lead firms. In short, inter-firm dynamics in global production networks tend to trump state-led initiatives as one of the most critical conditions for economic development. This paper theorizes further this significant role of global value chains and global production networks in the changing international political economy of development. "