Series Table of ContentsPART V: EMERGING HRM ISSUES, CHALLENGES AND OPPORTUNITIES. Organizational...

Series Table of Contents:

Advances in Workplace Spirituality: Theory, Research and Application - - - - - - - - - - - - - - - - - - 3

Contemporary Human Resource Management Issues Challenges and Opportunities - - - - - - - - - - - - 3

Contemporary Trends in Organization Development and Change - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 4

Educational Policy and Law - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 4

Emerging Technologies for Evolving Learners - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 5

Ethics in Practice - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 5

The Families in Business Book Series - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 6

Innovative Teaching in Human Resources and Industrial Relations - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 7

International Perspectives on Employment Dispute Resolution - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 7

I.S.C.E Book Series: Managing the Complex - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 7

Issues in Career Development Book Series - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 8

Leadership Horizons - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 8

LMX Leadership: The Series - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 10

Master's Series - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 11

The Proven Solutions Series - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 11

Qualitative Organization Research - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 11

Research in Careers - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 12

Research in Entrepreneurship and Management - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 12

Research in Human Resource Management - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 13

Research in Management - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 14

Research in Management Consulting - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 15

Research in Management Education and Development - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 16

Research in Organizational Science - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 18

Research in Public Management - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 19

Research in Social Issues in Management - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 21

Research on Hispanic and Latino Business - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 22

Research on International Civic Engagement - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 23

Stress and Quality of Working Life- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 23

Series Webpages

Contemporary Human Resource Management Issues Challenges and Opportunitieshttp://www.infoagepub.com/products/series/sims.htmlContemporary Trends in Organization Development and Changehttp://www.infoagepub.com/products/series/yaeger.htmlEmerging Technologies for Evolving Learners http://www.infoagepub.com/products/series/s45f86c1c9c009.php

Ethics in Practice http://www.infoagepub.com/products/series/giacalone.html

I.S.C.E Book Series: Managing the Complex http://www.infoagepub.com/products/series/s0042.php

Issues in Career Development Book Series http://www.infoagepub.com/products/series/thompson.html

Leadership Horizons http://www.infoagepub.com/products/series/lh.html

LMX Leadership: The Series http://www.infoagepub.com/products/series/s0050.php

The Proven Solutions Series http://www.infoagepub.com/products/series/pegels.html

Qualitative Organization Research http://www.infoagepub.com/products/series/wagner.html

Research in Entrepreneurship and Management http://www.infoagepub.com/products/series/butler.html

Research in Human Resource Management http://www.infoagepub.com/products/series/s0070.php

Research in Management http://www.infoagepub.com/products/series/s0071.php

Research in Management Consulting http://www.infoagepub.com/products/series/rmc-cat.html

Research in Management Education and Development http://www.infoagepub.com/products/series/rmed.html

Research in Organizational Science http://www.infoagepub.com/products/series/svyantek.html

Research in Public Management http://www.infoagepub.com/products/series/jones.html

Research in Social Issues in Management http://www.infoagepub.com/products/series/gilliland.html

Research on Hispanic and Latino Business http://www.infoagepub.com/products/series/mulnix.html

Stress and Quality of Working Life

http://www.infoagepub.com/products/books/1-59311-486-9.html

3

Visit our website at www.infoagepub.com for discounts

Book Series

Advances in Workplace Spirituality:

Theory, Research and Application

Series Editor Louis W. Fry,Tarleton State University – Central Texas

As the concept of spirituality in the workplace has gained strengthand interest, U.S. and foreign publishers have begun scramble toaddress the void and serve these expanding markets. The Academy ofManagement created a new special interest group for its members, theManagement, Spirituality, and Religion interest group, in 2000 and ishelping to legitimize the study of spirituality in the workplace. TheJournal of Management Spirituality and Religion was established in2002 (I am a co-editor) to address the specialized theoretical andresearch concerns of academics.

Scholars already suggest that workplace spirituality can be cultivatedto produce increased organizational performance. Some research hasfound that spirituality-based organizational cultures are moreproductive, and through maximizing productivity they reachdominance in the marketplace. In addition, there is emerging evidencethat workplaces that are spiritually healthy perform better. However,to date no generalist textbooks or broad scholarly series (such as theJAI scholarly series) have been introduced in order to address theneeds of students, scholars, and practitioners interested in workplacespirituality. These texts and scholarly series expand upon what thejournals offer. This void reflects a serious impediment to thedevelopment of scientific knowledge. What is needed is a forum forscholars to address targeted, pragmatic, and functional workplacespirituality issues. It is my intention with this series to fill this void, todraw upon the broad wealth of thought from other fields that haverelevance for workplace spirituality and to promote more research,application, and writing on the subject.

As the interest in workplace spirituality grows, more research shouldbe directed to understanding it and its relation to individual andorganizational outcomes.

IAP welcomesnew proposals for journals, handbooks,

book series and monographs, please send them to:

[email protected]

Contemporary Human Resource Management Issues Challenges

and Opportunities

Series Editor Ronald R. Sims, College of William and Mary

Human Resource Management:Contemporary Issues, Challengesand Opportunities

The contributors in this book identify and clearly discusscontemporary and critical issues, challenges and opportunities inHRM. The book attempts to achieve the delicate balance betweenbasic HRM functions, and the new world of HRM. Moreover, in adynamic field like HRM, a complete look at contemporary HRMissues, challenges, and opportunities is a must for today’s andtomorrow’s students and future manages and leaders. After all, it isimportant for any book to undertake a current state of the field whilealso bridging the gap of traditional HRM activities (i.e., issues,challenges and opportunities) and the possible future state of theHRM field.An organizing principle for this book is the need to for an integratedHRM system, comprised of multiple activities, designed to influenceorganizational and employee behaviors. The books contributorsinclude some basic theories and models that simultaneously considerhow HRM activities like recruitment, selection, reward practices, anddevelopment activities among others are being impacted bycontemporary issues, challenges and opportunities for the field ofHRM, particularly HRM functions and professional as they areincreasingly expected to play a role in enabling organizationalmanagers and other employees to achieve desired organizationalresults. Thus, the essence of the book is that the collective chaptersreflect both a functional orientation built on theory and models butalso provide insights into how to translate theory into practice via theestablishment of the increasingly critical role HRM procedures,practices, and processes play in accomplishing the goals andobjectives in contemporary organizations.

CONTENTS: PART I: HUMAN RESOURCE MANAGEMENTAND ITS ENVIRONMENT. Effective Human ResourcesManagement: Yesterday, Today and Tomorrow, Ronald R. Sims.Public Sector HRM: Minor Similarities and Major Differences.Ronald R. Sims and James D. Slack.The Legal Status of AffirmativeAction in Employment, Norma M. Riccucci. Toward SuccessfulInternational Human Resources Management, Ronald R. Sims. PARTII: STAFFING THE ORGANIZATION. Recruiting StrongApplicants: Process, Prospects, Challenges, James D. Lawrence, LaneD. Sauser, and William I. Sauser, Jr. A New Look at Old Tools:Human Resources Management in a New Era of Litigation,Christopher S. Winkelspecht, Katherine A. Jackson, John G. VeresIII. Strategic Staffing: Talent Acquisition in the 21st Century, KennethYusko and Harold Goldstein. Organizational Realities and the Role ofHRM in Maximizing Performance: A View from I/O Psychology,Cary Lichtman. PART III: DEVELOPING HUMANRESOURCES. Fostering an Ethical Culture for Business: The Roleof HR Managers, William I. Sauser, Jr. and Ronald R. Sims.Socializing Employees: Helping Individuals Develop AppropriateExpectations for both Their Work and the Organization, Traci L.Nyberg, M. Ronald Buckley, Michael G. Harvey, Milorad M.Novicevic, Anthony Wheeler. Retaining Intellectual Capital: AManagers Perspective, David A. Buczek. Human ResourceDevelopment: Issues, Challenges and Opportunities, Ronald R. Simsand Serbrenia J. Sims. Systemic Strategic HR Practices as Holistic

4

Send your proposals to [email protected]

Leadership Development Mechanisms, Scott A. Quatro, David A.Waldman and Benjamin M. Galvin. The Issues and Challenges ofCareer Management and Development, Serbrenia J. Sims and RonaldR. Sims. PART IV: COMPENSATION. Compensation: Choosingand Using the Best System for Your Organization, Stephen E.Condrey, Carl L. McCoy, Jason M. Fleury. Traditional Pay in PublicOrganizations: Should We Try Something Else or Try Doing ItRight? James A. Buford, Jr. and Suzette M. Jelinek. EmployeeBenefits: Issues, Challenges and Opportunities, Ronald R. Sims.PART V: EMERGING HRM ISSUES, CHALLENGES ANDOPPORTUNITIES. Organizational Development and Change, AnnGilley and Jerry W Gilley. Rationale for an HRM-ethic and itsInclusion as a Theoretical Foundation, Tim Hatcher. A Look atContemporary Human Resource Management Information Systems,Roger McCullough and Ronald R. Sims. Chronic Health Issues: WhatHR Managers Should Know and Do, James D. Slack. The ChangingMission of HRM in Health Care Organizations: New Opportunitiesand Challenges, Robert J. Solomon.

2006 Paperback ISBN: 978-1-59311-525-8 $39.99 Hardcover ISBN: 978-1-59311-526-5 $73.99

Contemporary Trends in Organization Development

and Change

Series Editors Therese F. Yaeger, Motorola, Inc./Benedictine University and Peter F. Sorensen, Jr.

Benedictine University

Strategic Organization Development:Managing Change for Success

Edited by Therese F. Yaeger, Motorola, Inc./Benedictine University and Peter F. Sorensen, Jr.Benedictine University

This book addresses one of the most complex and important issues formanagement and organization development today -- how to plan forand create an organization capable of not only competing butexcelling in an almost impossibly turbulent and uncertainenvironment.

The book brings together a series of articles by practitioner-scholars.Those authors who have the responsibility for helping theirorganization create the future, and who also have the responsibility ofhelping us conceptually understand the process of strategic OD. Inthis book, you can sense the value of both of these voices – thepractitioner and the scholar. These authors include organizationdevelopment executives from global Fortune 500 organizations,major community service organizations, major academic contributorsto the field, and OD practitioners from major consulting firms. Eachauthor makes a unique contribution by providing strategies forplanning the future, implementing change, and creating organizationalcapabilities for sustained success. New and current models forstrategic organization development and candid discussions of issues,difficulties, and ways of coping with unanticipated events areprovided. This book is dedicated to contributing to a betterunderstanding and sharing of how major corporations, communityservice organizations, and OD consultants are experiencing andworking with one of the most important organizational problems oftoday – how to manage change for success.

In Press 2008 Paperback ISBN: 978-1-59311-831-0 $39.99Hardcover ISBN: 978-1-59311-832-7 $73.99

Also Available:

Global Organization Development:Managing Unprecedented ChangeBy Therese F. Yaeger, Motorola, Inc./BenedictineUniversity Thomas C. Head, Roosevelt University and Peter F. Sorensen, Jr. Benedictine University

2006 Paperback ISBN: 978-1-59311-559-3 $39.99Hardcover ISBN: 978-1-59311-560-9 $73.99

Educational Policy and LawSeries Editors Kevin G. Welner

and Wendy C. Chi, University of Colorado, Boulder

Current Issuesin Educational Policy and the LawEdited by Kevin G. Welner and Wendy C. Chi, University of Colorado at Boulder

Educational policy controversies in the United States invariablyimplicate legal issues. Policy debates about testing and school choice,for example, cannot be disentangled from legal rights and mandates.The same is true for issues such as funding, campus safety, speechand religion rights, as well as the teaching of immigrant students.Written for a general audience, this new twelve-chapter book exploresthese compelling educational policy issues through that legal lens,building an understanding of both law and policy.

The book's editors are Kevin Welner, associate professor ofeducational policy at the University of Colorado at Boulder, andWendy Chi, a doctoral candidate at Boulder. Both Welner and Chi arelawyers as well as educational scholars.

URL:http://www.infoagepub.com/products/content/p46772d427f06f.php




[email protected]

5


Emerging Technologies for Evolving Learners

Series Editors Mark Gura and Kathleen P. King, Fordham University

Podcasting for Teachers:Using a New Technologyto Revolutionize Teaching and Learning

By Kathleen P. King and Mark Gura, Fordham University

Podcasting for Teachers is the first volume of a new series from Dr.Kathy King and Mark Gura- Emerging Technologies for EvolvingLearners and is based on their successful educational technologypodcast of the same name. This book introduces and explains thisimportant new technology from the perspective of educators. It alsoprovides new insights into the ways that technology can providesolutions to instructional needs that have not been sufficientlyaddressed until now. Not only does it provide concrete explanations,examples, models, and details about methods and resources that arenot currently illustrated in other publications, but it reveals a newrationale for the use of technology in education.

This book helps readers apprehend critical issues essential tounderstanding and taking advantage of Podcasting and relatedtechnologies as an educational resource:

• What podcasting is• How “to do” podcasting• How to plan podcasting-based activities for students• How to create podcasts as teaching resources • How to use podcasting for professional development

CONTENTS: Acknowledgments. Preface. PART I. AREVOLUTION IN OUR POCKETS. From the Front Lines:Drafting New Technologies to Revolutionize Education. What’s ThisPodcasting Revolution All About? From Pop Culture to KillerApplication for Education. PART II. PODCASTING “HOW TO”BASICS. The PFT Model of Podcasting. Podcasting Cost/BenefitDecisions. Demystifying Podcast “Tech Talk” Talking to the World:Podcast Format Possibilities. The World is Listening: Finding andKeeping Your Podcast Audience. PART III. BECOMING APODCASTING EDUCATOR. The Educator’s Learning Curve inPodcasting Mastery. How to Create Podcasts as Teaching Resources.How to Set Up the Classroom for Podcasting. Who’s UsingPodcasting Technology in Education? How to Plan Podcasting-BasedActivities for Students. Curricular Connections: Podcasting forTeaching and Learning. Podcasting for Professional Development.Beyond Coursecasting: Using Podcasting to Expand LearningExperiences. References. About the Authors. Index.




[email protected]

Ethics in PracticeSeries Editor Robert A. Giacalone,

Temple University and Carole L. Jurkiewicz, Louisiana State University

Critical Theory Ethics for Businessand Public AdministrationEdited by David M. Boje, New Mexico State University

The purpose of this book is to develop those ethical traditions. Forexample, Horkheimer’s books Eclipse of Reason and Critique ofInstrumental Reason, and his early and now classic essay Materialismand Morality ask for a reformation of Kantian ethics. The reformsought is that categorical imperative in an individualism capitalismserves to worsen the difference between business ethics and moralphilosophy. That is, it is not enough to try to be good or ethical asindividuals when it is the systemic processes that must be dealt with.

The book is organized into several sections. The first section sets thestages, beginning with a challenge to the field of social responsibilityin business and public administration (Jones, Ten bos, & Parker havea new book out that is smashing). Then, we turn to Carr and toZanettic who each have done critical theory work in publicadministration. This is followed by Heather Hopfl, who edited anissue on ethics of goodness, and does the kind of writing that makesdeep connections. The next set of chapters make topic connections:rhizomatics, dialogics of co-experience, story/narrative, andpostmodern. The third set of topics focus on application:technofuturist, international business, economics, university,environment, accounting, spirituality, strategy, and ending with Mills’work on silence of race/ethnicity in business (and publicadministration) ethics writing.

CONTENTS: Series Editors’ Preface. Foreword: Critical Theory,Ethics, and the Critique of Business, Douglas Kellner. PART I:INTRODUCTION TO CT ETHICS IN BUSINESS ANDPUBLIC ADMINISTRATION. Contributions of Critical TheoryEthics for Business and Public Administration, David M. Boje. Ethicsin the World of Management?: Making the Case with Critical Theory,Adrian N. Carr. Practicing Critical Theory in Public Administration,Lisa A. Zanetti. Business Ethics and Its World, Martin Fuglsang andOle Fogh Kirkeby. PART I I: CT ETHICAL ANSWERABILITYAND ACCOUNTABILITY. Story Ethics, David M. Boje. No Alibiin Ethics: Bakhtin’s Philosophy of the Act and the Question ofAnswerability in Business, Olga Belova. The Critical Issue ofAccountability, Harro M. Höpfl. PART I I I: CT ETHICS FORORGANIZATIONAL CONTEXTS. Legal Fictions: Critical TheoryCriticality and the State of Economics and Management, RobinMatthews. Monsters of Accounting: An Ante-Ethics Approach, AlexisA. Downs, Rita A. Durant, and William L. Smith. Strategy and CriticalTheory Ethics, David M. Boje and Usha C. V. Haley. InternationalBusiness and Critical Ethics, George Cairns and Martyna Sliwa.Techno-Futurist Ethics, Stewart Clegg and Nelson Phillips. PARTIV: CT ETHICS FOR SOCIAL ISSUES. Morality in Context:Reflections on Voice and Exclusion, Gabrielle Durepos and Albert J.Mills. Ethics of Recognition: I / you (thou) / they, Hugo Letiche.Good Order: Ethics and Disposition, Heather Höpfl. CriticalSpirituality, Moral Philosophy, and Business Ethics, Michael Whittyand Jerry Biberman. Critical Pedagogy and Ethics: An Epic Four-Quadrant Model, Grace Ann Rosile, Mark Horowitz, StephenDeGiulio, and Janet Marta. Environmental Ethics and Business:Toward a Habermasian Perspective, Robert P. Gephart, Jr. andMichael Kulicki.


6


Advancing Business Ethics EducationEdited by Diane L. Swanson and Dann G. Fisher,Kansas State University

This book features sixteen chapters written by distinguished scholarswho collectively point to a roadmap for advancing business ethicseducation at a critical juncture in the history of corporate America.The editors frame the book with an introductory chapter that details agold standard for delivering ethics in the business school curriculumthat signals to students that ethics matters, provides an adequatecounterbalance to the amoral subtext that dominates much of businesseducation, remedies assessment problems associated with currentaccrediting standards, and prepares students for newly minted andfast-growing careers in ethics compliance, risk management, andcorporate social responsibility.

The chapters that follow lay out some challenges and opportunitiesthat administrators and educators need to address in order to improvebusiness ethics education and business school reputations in a post-Enron climate. Both traditional and experimental perspectives ondelivering ethics in the curriculum are covered in conjunction withresearch that substantiates the potential for improving student ethicscompetencies after exposure to ethics coursework. Methods forincorporating ethics in various subjects, including accounting,corporate governance, environmentalism, global business, managerialdecision making, and human resource management are also given aspart of the roadmap for advancing business ethics education.

CONTENTS: Foreword. Business Ethics Education: If We Don’tKnow Where We’re Going, Any Road Will Take Us There, Diane L.Swanson and Dann G. Fisher. The Business Schools’ MoralDilemma, William C. Frederick. Views on the Importance of Ethicsin Business Education: Survey Results From AACSB Deans, CEOs,and Faculty, Fred J. Evans and Earl J. Weiss. Architectures ofExcellence: Building Business School Reputation by Meeting theEthics Challenge, Deborah Vidaver-Cohen. A Blueprint forDesigning an Ethics Program in an Academic Setting, James Weber,Virginia W. Gerde, and David M. Wasieleski. Using the BusinessIntegrity Capacity Model to Advance Business Ethics Education,Joseph A. Petrick. Considering the Emotional Side of BusinessEthics, Richard O. Mason. Learning to Teach Ethics From the Heart:A Journey of Discovery from the Inside Out, Jerry Calton, StevePayne, and Sandra Waddock. Moral Imagining: Toward UsingCognitive Science in Teaching Business Ethics, Sue Ravenscroft andJesse Dillard. Toward an Ethical Sense of Self for BusinessEducation, Diane L. Swanson and Peter Dahler-Larsen. A DecisionMaking Framework for Business Ethics Education, O.C. Ferrell andLinda Ferrell. Creating Environmental Change Through BusinessEthics and Society Courses, Denis Collins. Educating Managers forGlobal Business Citizenship, Donna J. Wood and Jeanne M.Logsdon. Educating Students in Corporate Governance and Ethics,Archie Carroll and Ann Buchholtz. Beyond Agency Theory: CommonValues for Accounting Ethics Education, Michael K. Shaub and DannG. Fisher. Business Ethics and Social Responsibility in the HumanResource Management Curriculum, Marc Orlitzky.


Also Available:

Human Resource Management Ethics2006 Paperback ISBN: 978-1-59311-527-2 $39.99 Hardcover ISBN: 978-1-59311-528-9 $73.99

Positive Psychology in Business Ethicsand Corporate Responsibility2005 Paperback ISBN: 1-59311-322-6 $39.99 Hardcover ISBN: 1-59311-323-4-0 $73.99

****Future Books to be Published in the Series ****

Doing Well and GoodIn Press 2009 Paperback ISBN: 978-1-59311-787-0 $39.99

Hardcover ISBN: 978-1-59311-788-7 $73.99

Multinational Corporations and Basic Health ServicesIn Press 2009 Paperback ISBN: 978-1-59311-789-4 $39.99

Hardcover ISBN: 978-1-59311-790-0 $73.99

The Families in Business Book Series

Series Editor Mark Green, Oregon State University

Mission Statement: Research in Family Enterprise Management andEntrepreneurship is a book series to foster the advancement ofunderstanding of family enterprises. In spite of the undisputeddominance of family enterprises globally and the contribution that thesector makes to the economic and social fabric of all nations, it is notwell understood. Family enterprise is the most complex businessgenre as family, ownership and management interact. The book seriesexplores the dynamics of these relationships using previously testedas well as more recently developed theoretical frameworks. Thiscollection of books aims to disseminate quality research to a varietyof audiences and importantly provide the increasing number ofresearchers from all disciplines an additional much needed outlet fortheir work. It is envisaged that the series will be distilled into twomain streams: theory building and theory testing. The theory buildingstream will push the boundaries of the extant family enterpriseliterature. The theory testing stream will act as an adjunct to thetheory building series as well as test established theory in the familyenterprise context. The combined streams will provide the sector withthe increased theoretical rigor that will further position familyenterprise as a recognized management discipline.

The goal of this project is to develop a series of short family businessbooks on topics of keen interest to individuals in family businessesand their advisors. The series will utilize the tradition of the parableas a way to convey complex issues in a simple format. Existingexamples are: “Whose Cheese is it Any Way”, and “The FiveTemptations of a CEO”.


7


Innovative Teaching in Human Resources

and Industrial Relations

Series Editor James C. Hayton, Bocconi University - IOSI


International Perspectives on Employment Dispute Resolution

Series Editor Marick Masters, University of Pittsburgh

New Developments and Best Practicesin Employment Dispute ResolutionEdited by Marick Masters, University of Pittsburgh


IAP welcomesposition announcements to its free website:

http://jobs.infoagepub.com/

I.S.C.E. Book Series: Managing the Complex

Series Editors Kurt Richardson and Michael Lissack, ISCE Research

Making Healthcare CareManaging via Simple Guiding PrinciplesBy Hugo Letiche, University of Humanist Studies, The Netherlands

With a contribution by Joanna Latimer

In this volume, Hugo Letiche tackles the all-important question, isthere “care” in health care? If, as Klaus Krippendorff (2006) argues,“meaning is a structured space, a network of expected senses, a set ofpossibilities …[that] emerges in the use of language,” then within thehealth care systems of today, the meaning of “care” has been definedto be the eradication of a problem. We must recognize that patients donot wish to regarded merely as a problem requiring eradication.

Letiche is opposed to the very idea that complexity reduction canaddress the humanity of each individual health care situation. Heargues that, through narratives and through complexity based socialtheory, the complexity of each individual situation must betranscended through mindful listening and engaged dialogue. Letichesuggests that in the absence of such mindfulness, the lack of time fortrue listening, and the inability of providers and systems to allow forpatients and family to engage in dialogue lies both the roots of theproblem and the potential for its solution. If complexity theory has arole in the analysis understanding and betterment of social systems,then approaches such as the one Letiche undertakes herein willbecome essential tools of the trade.

CONTENTS: Preface: Complexity and Healthcare: A Radical Viewof Letiche by Michael Lissack and Jeffrey Goldstein. Series Editors’Introduction. Care and Healthcare: “Self” and “Other” as “Being-two”. The Practitioner’s Perspective: The Possibility Space ofHealthcare. The Nurses’ Story by Joanna Latimer. Complexity andEmergence: More than Difference and Repetition by Hugo Letiche.The Manager’s Perspective: Dialogue and Complexity. Managing theContent with Dialogue. Healthcare: Simple Guiding Principles.Distillations: The Complexity Change Strategy for Healthcare.Conclusion. References.


Also Available:

Organizations as Complex Systems: Social Cybernetics and Knowledge in Theory and Practice2005 Paperback Not Available Hardcover ISBN: 978-1-59311-433-6 $105.95

Managing Organizational Complexity: Philosophy, Theory and Application2005 Paperback ISBN: 1-59311-318-8 $39.99

Hardcover ISBN: 1-59311-319-6 $73.99

8


Issues in Career Development Book Series

Series Editors John Patrick and Grafton Eliason,California University of Pennsylvania

Career Development in the SchoolsEdited by Grafton T. Eliason and John Patrick, California University of Pennsylvania

Career Development in the Schools describes a dynamic process thatcontinues to evolve in its rationale and practice. In many schools andin a variety of scholarly writings, the status of career development iscontroversial. Some observers assert that career development shouldbe seen as a by-product of all of the knowledge and activities that areincorporated in the educational experience. In this view, careerdevelopment tends to be seen as a random process that happens in anatural, almost magical way, without specific direction or structuredform. However, most career theorists would argue that the careerdevelopment of students should be a major mission of the school—aprocess too important to be only a by-product of scattered learningand activities that are inherently uneven from student to student. Theprevailing contemporary perspective contends that careerdevelopment in the schools should be planned, have its own contentderived from research and theory, be systematically executed, and usemethods that are relevant to the developmental levels of studentsthroughout elementary, middle, and senior high schools. To furthersuch ends, several national models of content and practice have beenformulated by the American School Counselor Association, theNational Career Development Revised Guidance Project, and by otherorganizations to identify the components, competencies, andoutcomes that students of different ages and aspirations need toacquire as they grow in maturity. Several of these models arediscussed at length in the various chapters of this book.

CONTENTS: Foreword, Edwin L. Herr. Introduction. The ASCAModel and the Educational Trust: The Changing Role of CareerCounselors in the Schools, William Rullo, Grafton T. Eliason, andJohn Patrick. The Evolution of Career Counseling in the Schools,Brian Hutchison, Spencer G. Niles, and Jerry Trusty. Outcome-BasedAssessment for Career Development in the Schools, Chris Wood.Legislative Impact: A Holistic Paradigm for Professional SchoolCounselors and Teachers in K–12 Career Development, David L.Olguin and Connie Maple. Career Assessment Portfolios:Documentation and Accountability Empowering TransformedProfessional School Counselors, George T. Williams and Joseph D.Wehrman. Service Learn SCE DI: Developing Service LearningProjects Using Self-Concept Enhancement Through DifferentiatedInstruction, Mark Lepore and Joseph Petrella. New Technology andCareer Development in the Schools, Jeff L. Samide and JakeMcElligott. Solution-Focused Theory Applied to Career Counseling,Nadine E. Garner and James P. Valle. Adolescent VocationalChoice: An Adlerian Perspective, Emily M. Sweitzer. Career FamilyTrees: The Use of Genograms in Career Counseling of Students in K–12 Settings, Donna M. Gibson.

2008 Paperback: 978-1-59311-533-3 $39.99Hardcover: 978-1-59311-534-0 $73.99

Also Available:

Issues in Career Development2005 Paperback ISBN: 1-931576-06-8 $39.99 Hardcover ISBN: 1-931576-07-6 $73.99

Leadership HorizonsSeries Editor Mary Uhl-Bien,University of Nebraska-Lincoln

Founding Editor James R. Meindl,

State University of New York at Buffalo This series is devoted to new developments and fresh perspectives intheory and research on leadership, within the context of continuingand emerging organizational issues. The series embraces a broaddefinition of leadership phenomena; including a focus on people,positions, processes, relationships and situations. The series willadvance an applied scholarship model, wherein sound academic workis connected, either directly or more speculatively, to real-worldproblems and controversies. The series seeks to promote work thataggressively pushes beyond current leadership orthodoxy andcritically examines conventional thinking and practices. The serieswill represent a wide range of organizational, industry, national andglobal leadership issues. The series will feature entire volumeswritten by authors and edited volumes with multiple contributors. Theseries is intended to appeal to academic researchers and professionalanalysts, and to university instructors looking for thought provokingreference material for classroom use.

Complexity Leadership:Part 1: Conceptual FoundationsEdited by Mary Uhl-Bien, University of Nebraska-Lincoln and Russ Marion,Clemson University

This book introduces leadership and organizational scholars to thepotential of complexity science for broadening leadership studybeyond its traditional focus on leaders’ actions and influence, to aconsideration of leadership as a broader, dynamically and interactiveorganizing process. The book offers a primer on complexity scienceand its applications to organization studies, and compares the logicsof complexity science with those underlying traditional leadershipapproaches. It describes methodological approaches for studyingleadership from a complexity perspective, and offers examples ofapplications of complexity science to leadership theory. Chapters arewritten by top scholars in complexity and leadership theory.

CONTENTS: Series Introduction. Acknowledgments. Introduction:Complexity Leadership—A Framework for Leadership in theTwenty-First Century, Mary Uhl-Bien and Russ Marion. ComplexityTheory for Organizations and Organizational Leadership, RussMarion. Conceptual Foundations of Complexity Science:Development and Main Constructs, Jeffrey Goldstein. DynamicalSocial Psychology: On Complexity and Coordination in HumanExperience, Robin R. Vallacher and Andrzej Nowak. Pathways ofOpportunity in Dynamic Organizational Networks, Martin Kilduff,Craig Crossland, and Wenpin Tsai. Individual and CollectiveCoevolution: Leadership as Emergent Social Structuring, David R.Schwandt. Dispelling the Myths About Leadership: From Cyberneticsto Emergence, Donde Ashmos Plowman and Dennis Duchon. BeyondTransactional and Transformational Leadership: Can Leaders StillLead When They Don’t Know What to Do? Robert G. Lord.Complexity Leadership Theory: Shifting Leadership From theIndustrial Age to the Knowledge Era, Mary Uhl-Bien, Russ Marion,and Bill McKelvey. Emergent Strategy Via Complexity Leadership:Using Complexity Science and Adaptive Tension to Build DistributedIntelligence, Bill McKelvey. Research Methods for Studying theDynamics of Leadership, Kevin J. Dooley and Benyamin Lichtenstein.Dynamic Network Leadership: Leading for Learning andAdaptability, Craig Schreiber and Kathleen M. Carley. A ComplexityPerspective on Leadership Development, Ellen Van Velsor.Leadership or Luck? The System Dynamics of Intel’s Shift to

9


Microprocessors in the 1970s and 1980s, James K. Hazy. Patterns ofLeadership: A Case Study of Influence Signaling in anEntrepreneurial Firm, James K. Hazy. About the Authors.


Follower-Centered Perspectives on LeadershipA Tribute to the Memory of James R. MeindlEdited by Boas Shamir, Rajnandini Pillai, Michelle C. Bligh, and Mary Uhl-Bien The majority of leadership theories and studies have tended toemphasize the personal background, personality traits, perceptions,and actions of leaders. From this perspective, the followers have beenviewed as recipients or moderators of the leader's influence, and asvehicles for the actualization of the leader’s vision, mission or goals.

One of the major challengers of this dominant view was the lateJames R. Meindl. As an alternative to the leader-centric perspectiveon leadership, Meindl offered a follower-centric approach that viewsboth leadership and its consequences as largely constructed byfollowers and hence influenced by followers’ cognitive processes andinter-follower social influence processes.

As a tribute to Jim Meindl and his contributions to the field ofleadership studies, Information Age Publishing is releasing a book onfollower-centered approaches to leadership. The book covers a widevariety of perspectives that acknowledge the active roles of followersin the leadership process. These include the psychoanalyticalperspective, leadership categorization theory, social identity theory,the shared leadership approach, attribution of charisma through socialnetworks, the role of the media in constructing images of the leader,the social construction of followership, vision implementation byfollowers and a post modern approach to followership. It is hoped thatthe volume will provoke readers to reflect upon and extend JimMeindl’s seminal work on followership.

CONTENTS: Introduction, Boas Shamir. The Vulnerability ofFollowers to Toxic Leaders, J. Lipman-Blumen. Implicit LeadershipTheories as Dynamic Processing Structures, Megan E. Medvedeff andRobert G. Lord. Extending the Follower-Centered Perspective onLeadership: A Social Identity Analysis of Followers’ Role inLeadership Effectiveness, Daan van Knippenberg, Barbara vanKnippenberg, and Steffen Giessner. Followers Sharing Leadership:Who, What, When, Why and How, Lynn R. Offermann and Noelle F.Scuderi. Leadership Embedded in Networks, Juan Carlos Pastor andMargarita M. Mayo. A Follower-Centric Contingency Model ofCharisma Attribution: The Importance of Follower Emotion, Chao C.Chen, Liuba Y. Belkin, and Terri R. Kurtzberg. Through Thick andThin? Followers’ Changing Perceptions of President Bush’sLeadership Over Time, Rajnandini Pillai, Jeffrey C. Kohles, andMichelle C. Bligh. Visualising the Social Construction of Leadership,Brad Jackson and Eric Guthey. The Romance of Leadership and theSocial Construction of Followership, Mary Uhl-Bien and RajnandiniPillai. Here Today, Gone Tomorrow: Follower Perceptions of aDeparting Leader and a Lingering Vision, Melissa K. Carsten andMichelle C. Bligh. Leadership as a Relational Construction;Reconstructing Leadership as Process, Dian Marie Hosking.Romancing, Following, and Sensemaking: James Meindl’s Legacy,Karl Weick.


Also Available:

Implicit Leadership Theories:Essays and ExplorationsEdited by Birgit Schyns, Tilburg University and James R. Meindl, State University of New York at Buffalo2005 Paperback ISBN: 1-59311-360-9 $39.99 Hardcover ISBN: 1-59311-361-7 $73.99 Teaching Leadership:Innovative Approachesfor the 21st CenturyEdited by Raj Pillai, California State University,San Marcos and Susan Stites-Doe, State Universityof New York at Brockport 2003 Paperback ISBN: 1-931576-72-6 $39.99

Hardcover ISBN: 1-931576-73-4 $73.99 Grounding Leadership Theory and Research: Issues and PerspectivesEdited by Ken Parry, Victoria Universityand James R. Meindl, State University of New Yorkat Buffalo 2002 Paperback ISBN: 1-931576-00-9 $39.99

Hardcover ISBN: 1-931576-01-7 $73.99

****Future Books to be Published in this Series ****

Leadership and Complexity:Vol II: Empirical Evidenceand Practical ApplicationsEdited by Mary Uhl-Bien, University of Nebraska-Lincoln, Russ Marion, Clemson University, and James K. Hazy, Adelphi UniversityRecent advances in complex systems theory and in its application toleadership studies have shown great promise in furthering thepractical and theoretical understanding of leadership processes inorganizations. Today this work has been theoretical and has thus fareluded rigorous empirical study. In this book we challengeresearchers to take complexity leadership theories into the field andgather empirical evidence that will either support or refute thesetheories.

In this book we will use empirical research to address questions suchas: “What is meant by “leadership” in the context of complexsystems? How are complex system dynamics related to creativity,innovation and learning? What are the implications of emergence andadaptive tension for leadership? What is the meaning of hierarchy incomplex systems? How are traditional top-down, leader-led programsand emergent bottom-up processes coordinated in complex adaptivesystems? How do leadership processes unfold in task groups versusinnovation teams over time? How can dynamic leadership processesbe studied? Can scholarship in the leadership arena inform research inthe complexity sciences?

Research will represent qualitative, quantitative and computationalmethods as well as approaches that represent a hybrid of two or moreempirical methods. The volume will also include descriptions ofpractical applications of complex systems leadership theory that builda basis for the field in praxis.


10


LMX Leadership: The SeriesSeries Editor George B. Graen,

University of Louisiana

Knowledge-Driven Corporation:Complex Creative DestructionEdited by George B. Graen, University of Illinois at Urbana-Champaign (Retired) and Joni A. Graen, Graen & Associates Center

This book is about preparing our thinking, feeling, and acting for therapidly expanding “knowledge era.” We discuss the following queriesin the chapters. We begin with a discussion of what an appropriateknowledge driven corporation (KDC) is. Next, we explore a numberof design issues about this transformed charter company and presenttwo examples of new knowledge-driven corporations that aredescribed in strategic and tactical terms. At this point, the questions ofmanagement and leadership selections and development for the KDCare discussed in the next two chapters. These are followed by twochapters discussing the “political side” of human KDC in terms of“fit” or “no fit.” Following this discussion of our frail interpersonalhabits, project teams’ research shows how an orderly process of teamleadership development unfolds over the project life cycles. Finally,the last chapter discusses where we are concerning emergent responseleadership in building real knowledge-driven corporations. This bookis dedicated to survival of the best of the best of our corporations inthe knowledge era through complex creative destruction.

CONTENTS: Foreword. Preface. List of Contributors. What Is aKnowledge-Driven Corporation? George B. Graen. Making theTransformation to the Knowledge-Driven Corporation, George B.Graen. Far-Flung Teams and the Knowledge-Driven Corporation,Arvind Malhotra and Ann Majchrzak. Gome and Suning: The Makingof Retail Business Empires in China, Guo Shaojun, Wang Yaoqiu,and Matthew Waller. Complex Adaptive Leadership: Defining WhatConstitutes Effective Leadership for Complex OrganizationalContexts, Sean T. Hannah, John T. Eggers, and Peter L. Jennings.The Heart of the Servant Leader: Leader’s Motivation-to-Serve andIts Impact on LMX and Subordinates’ Extra-Role Behaviors, Kok-YeeNg, Christine S-K. Koh, and Hock-Chye Goh. The Role of Politicsand Political Behavior in the Development and Performance of LMXRelationships: A Multilevel Approach, Darren C. Treadway, JacobW. Breland, Laura A. Williams, Lei Wang, and Jun Yang. Birds of aFeather Flock Together: The Relationship between Leader–FollowerSelf-Regulation Congruency, LMX, and Outcomes, Ronit Kark andDina Van-Dijk. Examining the Relative Importance of Leader–Member Exchange on Group Performance Over Time, Loren J.Naidoo, Charles A. Scherbaum, and Harold W. Goldstein. WhyKnowledge-Driven Corporations Should Invest in DevelopingEmergent Response Leadership for Both Face-to-Face and Far-FlungTeams, George B. Graen. About the Contributors.


Also Available:

New Multinational Network SharingEdited by George B. Graen, University of Louisiana and Joni A. Graen, Graen & Associates

This book employs a network-centric approach to the new field ofmultinational leadership and network sharing. Networks go beyondteams but may include teams of various types from homogeneousproject teams to multinational strategy teams and every type of team

between. Conventional wisdom was that nothing larger than arelatively small team could be led effectively because the number ofrelationships between people is about one half of the square of thesize of the team. For a team in which every member depends on everyother member, the number of interdependent relationships becomesoverwhelming with relatively small team sizes. Fortunately recenttechnical advances in network analysis and multicultural cooperationhave been developed to rescue us from mind boggling bombardmentsof everyone trying to communicate over all others at once. Merelythinking about such a Kafkaesque situation hurts our heads. Armedwith these two breakthroughs fairly large networks, both national andmultinational, can be led effectively with appropriate selection andtraining. This book furthers our attempts to make functional networksperform their promise of becoming “superteams.”

CONTENTS: Foreword. Preface. New Genotype for EnhancingShared Network Leadership, George B. Graen. Phenotype forEnhancing Multicultural Network Leadership, George B. Graen.Conflict and Harmony in Foreign-Sino Ventures in China, Yi FengChen, Dean Tjosvold, and Chunyan Peng. Making LMX leadershipwork in China, Ziguang Chen and Wing Lam. Attribution Theory andLMX Theory, Wing Lam. Creation of the Wal-Mart Team of Procter& Gamble, Michael R. Graen. Leader-member Exchange in thePeople’s Republic of China: Preliminary Research on the Contentsand Dimensions, Hui Wang, Xuefeng Liu, and Kenneth S. Law.Examining Component Measures of Team Leader-Member Exchange(LMX-SLX) Using Item Response Theory, Charles A. Scherbaum,Loren J. Naidoo, and Jennifer M. Ferreter. The Job CharacteristicsModel and LMX-MMX Leadership, Yitzhak Fried, Ariel S. Levi, andGregory Laurence. Integrating Graen’s LMX Leadership Theory andHackman’s Job Characteristics Model, George B. Graen. EmergingIntegration of Organizational Strategy Operations: Summary andConclusions, George B. Graen. About The Authors.


Also Available:

Sharing Network Leadership2006 Paperback ISBN: 978-1-59311-529-6 $39.99

Hardcover ISBN: 978-1-59311-530-2 $73.99

Global Organizing Designs2005 Paperback ISBN: 1-59311-354-4 $39.99

Hardcover ISBN: 1-59311-355-2 $73.99

New Frontiers of Leadership2004 Paperback ISBN: 1-59311-238-6 $39.99

Hardcover ISBN: 1-59311-239-4 $73.99

Dealing with Diversity2003 Paperback ISBN: 1-930608-48-9 $39.99

Hardcover ISBN: 1-930608-49-7 $73.99



[email protected]

11


Master's SeriesSeries Editor Raymond A. Noe

Ohio State University

Learning and IntellectualCapital Development: Training, Knowledge Management,and Development

Edited by Raymond A. Noe, Ohio State University

In press 2009 Paperback ISBN: 978-1-59311-799-3 $39.99 Hardcover ISBN: 978-1-59311-800-6 $73.99

The Proven Solutions SeriesSeries Editor C. Carl Pegels

University of Buffalo

Proven Solutions for ImprovingSupply Chain Performanceby C. Carl Pegels, University of Buffalo

Proven Solutions for Improving Supply Chain Performance is acollection of about 175 descriptions of scientific management studiesin the management of supply chains. Each one of the descriptions ofthe scientific studies is presented in readable and understandable formfor individuals who probably have not had the statistical and scientificeducation and training to fully understand the underlying studies.

The book is significantly different from the popular managementliterature, which is generally based on “armchair” theories that havelittle basis on fact, and seldom have been scientifically verified.Although the book is targeted for the supply chain manager/administrator, it can also be used as a supplementary reader in suchcourses as Operations Management, Service Systems Management,Manufacturing Management, Purchasing Management, and, ofcourse, in Supply Chain Management courses.

CONTENTS: Preface. Highlights of Research Results. Supply ChainManagement: Strategic Issues. Supply Chain Management:Operational Issues. Supply Chain Management: International Cases.Just-in-Time Management. Demand Forecasting. InventoryManagement and Scheduling. Outsourcing and Purchasing. Buyer–Supplier Relations. Total Quality Management. Marketing and SalesManagement. Manufacturing Management—Domestic.Manufacturing Management—International. Transportation andLogistics Management. Teamwork and Project Management. HumanResource Management. Organizational Issues in Supply Chain. FirmPerformance and Supply Chains. Function-Triggered Performance.

2005 Paperback ISBN: 1-59311-316-1 $39.99 Hardcover ISBN: 1-59311-317-X $73.99Also Available:

Proven Solutions for Improving Health and Lowering Health Care Costsby C. Carl Pegels, University of Buffalo2004 Paperback ISBN: 1-59311-000-6 $39.99 Hardcover ISBN: 1-59311-001-4 $73.99

Qualitative Organization ResearchSeries Editors John A. Wagner III,

Michigan State University, Jean M. Bartunek, Boston College

and Kimberly D. Elsbach, University of California—Davis

Qualitative Organization Research is devoted to the publication ofqualitative research relevant to the interests of organizationalscholars. As used to define the domain of QOR, “qualitative research”encompasses all forms of research performed with qualitative data,that is, data that present themselves in non-numeric form. Suchresearch may be conducted using methods that are qualitative or acombination of qualitative and quantitative, with the aim ofdeveloping a thick description and grounded understanding of thefocus of inquiry. It may concern topics derived from any of theorganization sciences, including but not limited to the areas ofOrganizational Behavior, Organization Theory, StrategicManagement, Human Resource Management, and OrganizationDevelopment. Manuscripts extending beyond the length restrictionsof traditional journals are welcome, with the understanding thatauthors will strive to communicate their ideas as clearly andsuccinctly as possible.

QOR should appeal to organizational researchers interested inpublishing detailed qualitative studies of their own and in learningmore about the methods and methodologies of qualitative research. Atthe same time, purely quantitative organizational researchers shouldfind QOR valuable as a source of grounded insights and testablehypotheses. Publication decisions will be made by the series editor inconsultation with the editors. Such decisions will involve assessmentsof the “value added” of each manuscript in the realms of groundedinsight and conceptual advancement. Authors should anticipate aprocess of developmental revision, in consultation with the editor anda member of the board, following provisional manuscript acceptance.

Qualitative Organizational Research: Volume 2Edited by Kimberly D. Elsbach, University of California—Davis

CONTENTS: Introduction, Kim Elsbach and Beth Bechky. AfterThe Fall: The Re-Invention And Extinction Of Tradition, TinaDacin. Work Team Formation as Social Order Negotiations, CorinneBendersky. Identity-as-Contestation: An Examination of anEmbedded Name-Changing Debate, Tiffany Galvin Green.Negotiations and Lovesongs: A Theory of Nexus Work in Market-Based Cultural Industry Projects, Elizabeth Long Lingo. CareerComplexity as a Lens for Understanding Career ConstructionProcesses. Elizabeth Craig. Beyond Orality and Literacy: Letters andOnline Interactions, Anne-Laure Fayard.

In Press 2008 Paperback ISBN: 978-1-59311-955-3 $39.99 Hardcover ISBN: 978-1-59311-956-0 $73.99

12


Also Available:

Qualitative Organizational Research:Best Papers From The Davis Conference On Qualitative Research

Edited by Kimberly D. Elsbach, University of California—Davis

Over the past five years the Davis Conference on QualitativeResearch has welcomed research projects by the very best qualitative,organizational researchers in the world. This conference has helpedauthors develop and hone theoretical ideas in an environment friendlyto qualitative methods, and more importantly, has begun to build acommunity of qualitative researchers that work on organizational andmanagement issues. The authors winning the “Best PresentationAwards” at the Davis Conference over the past five years havecontributed chapters to this volume. The ideas in these chapters were“born” before the conference, but were nurtured through dialogue atthe conference, and subsequently matured through later interactionsamong the community of qualitative scholars associated with theconference. As such, this volume represents the fruits of ourcollective labor as a qualitative research community. This collectiveand iterative process is a hallmark of qualitative methods, and oftenleads to a counter-intuitive, “ah-had” experience for the researcher.This volume showcases some of the very best of those ah-hahexperiences from the organizational, qualitative research community.

CONTENTS: Introduction: Weird Ideas from Qualitative Research,Kimberly D. Elsbach. The Politics of Knowledge Work in a SoftwareDevelopment Group, Andrew Hargadon and Beth A. Bechky. TheRules and Resources that Generate The Dynamic Capability forSustained Product Innovation, Deborah Dougherty, Helena Barnardand Danielle Dunne. Re-examining The Link Between OrganizationalImage and Member Attraction: On The Positive Uses Of “Negative”Organizational Stories in Recruiting Medical Residents, Jeffrey B.Kaufmann and Michael G. Pratt. Strategies and Struggles: TheGovernance of U.S. Collegiate Athletics, Marvin Washington,Pamela J. Forman, Roy Suddaby and Marc Ventresca. UnderstandingGroup Behavior: How a Police Swat Team Creates, Changes andManages Group Routines, Gerardo A. Okhuysen. How NonprofitsClose: Using Narratives to Study Organizational, Beth M. Duckles,Mark A. Hager and Joseph Galaskiewicz. Information, Prices, andSensemaking in Financial Futures Trading, Peter Levin. Learningfrom Women who Make it Work: A Call For Dynamic Flexibility,Spela Trefalt and Leslie Perlow.

2005 Paperback ISBN: 1-59311-332-3 $39.99 Hardcover ISBN: 1-59311-333-1 $73.99



[email protected]

Research in CareersSeries Editors S. Gayle Baugh,

University of West Florida and Sherry E. Sullivan, Bowling Green State University and The Reed Center for Careers

and Diversity

The need to understand the way that careers unfold in the work placeis greater now than ever before. Over 10 years ago, Hall (1996)proclaimed the demise of the “traditional” career and offered analternative vision of careers as more malleable and adaptive toindividual circumstances. In the decades following, there has been agreat deal of activity with regard to investigating career development,but less success at an integrative theory that acknowledges the manyinfluences and constraints on career development. The purpose of thisseries is to provide such integration.

For example, Volume 1 will examine how individuals enact theircareers and keep their careers vital over the course of their lives.Research and theoretical perspectives emphasizing career growth,renewal and change in the context of complex and oftentimesconstraining external circumstances will be reviewed. Currentscholarship reflecting the dynamics of change over individuals’ liveswill be analyzed. This volume, like the others to follow, will integratea world-view. There will be no separate volume on “global careers.”

The series is designed to facilitate the continued exploration ofcareers by academic researchers. It is also intended to provide usableinformation and direction to practitioners in the careers and humanresources field, and may be appealing to some executives, as well.


Research in Entrepreneurship and Management

Series Editor John E. Butler,University of Hawaii at Manoa

Theoretical Developmentsand Future Research in Family BusinessEdited by Phillip Phan, Rensselaer PolytechnicInstitute and John E. Butler, University of Hawaiiat Manoa

Until recently, research in family business has been confined to a sub-group of entrepreneurship scholars, labor economists, andsociologists. Family business employment is often the only economicoption available to migrants, the first entrepreneurial experience foryoung people, and a source of an economy’s new business creationactivities. These issues are typically framed in terms of thegenerational transfer of wealth, management succession, or theinterplay between the economic system of a family and itssociopolitical system. The phenomenon is clearly widespread but forsome reason continues to be poorly understood.

13


We believe that progress on the empirical front has been hampered bya lack of accepted theoretical frameworks. For example, attempts toemploy agency theory, geographic agglomeration and spill overs,social networks, sense making, bargaining and other frameworks havebeen scattered. In our view, the extant research has not created thetheoretic ballast that can withstand repeated empirical verification.More fundamentally, researchers are beginning to ask, ‘Is familybusiness theoretically distinctive or a convenient phenomenon forexploiting familiar theories with new data?’

We believe the time is ripe for a focused look at the theoreticalhistory and prospects of family business research. Review articlesgrounded in economics, sociology, psychology and political economyand that offer multidisciplinary implications are especially sought.Theory based empirical papers are also welcomed. In sum, the focusof this volume is on showcasing and advancing the latest research infamily business.

CONTENTS: Introduction: Wither the Family Enterprise?Suggestions for Future Research, Phillip H. Phan and John E. Butler.PART I. GENERAL APPROACHES TO CONCEPTUALIZINGTHE FAMILY ENTERPRISE. Analyzing the Dearth in FamilyEnterprise Research, Susan Clark Muntean. No Family is an Island: ASocial Network Approach to Governance in Family Firms, MattiasNordqvist and Sanjay Goel. Heroes and Villains: Ethnic ChineseFamily Business in Southeast Asia, Michael Carney and MarleenDieleman. PART II. DYNAMIC MODELS OF THE FAMILYENTERPRISE. An Experimental Examination of the Fits Family-Business Model: New Insights From a Simulation Study ThroughSystem Dynamics, Francesco Chirico and Gianluca Colombo.Strategic Planning and Organizational Integrity in Family Firms:Drivers for Successful Postintegration Outcomes in M&AProcedures, Rosa Nelly Trevinyo-Rodríguez. Exit Preferences inFamily Businesses, Soo-Hoon Lee, John E. Butler, and Borje O.Saxberg. PART III. SUCCESSION AS A CORE INSTITUTIONIN FAMILY ENTERPRISES. Family Involvement in FamilyFirms: Antecedents and Moderators, Hung-Bin Ding. Make or Buy?The Invisible Hand Behind Hiring Decisions of Family Firms, Hung-Bin Ding and Soo-Hoon Lee. Offspring Intentions to Join the FamilyBusiness: Does Culture Make a Difference? Eleni Stavrou, AnnaMerikas, and George S. Vozikis. Performance Lags and Gaps DuringFamily Business Succession: The Dual Inefficiency of SuccessionDiscontinuity and Lower Initial Postsuccession Performance, ChristosR. Sigalas, George Chondrakis, Anastasios Zaharopoulos, andGeorge S. Vozikis. A Theoretical Framework on the Role of HRMPractices in Family Business Succession, Soo-Hoon Lee. About theContributors.

2008 Paperback ISBN: 978-1-59311-551-7 $39.99 Hardcover ISBN: 978-1-59311-552-4 $73.99Also Available:

Venture Capital in the Changing World of Entrepreneurship2005 Paperback ISBN: 1-59311-434-6 $39.99 Hardcover ISBN: 1-59311-435-4 $73.99

Opportunity Identificationand Entrepreneurial Behavior2004 Paperback ISBN: 1-59311-242-4 $39.99 Hardcover ISBN: 1-59311-243-2 $73.99

New Perspectiveson Women Entrepreneurs2003 Paperback ISBN: 1-931576-78-5 $39.99 Hardcover ISBN: 1-931576-79-3 $73.99

Technology and Entrepreneurship2002 Paperback ISBN 1-930608-80-2 $39.99 Hardcover ISBN 1-930608-81-0 $73.99E-Commerce and Entrepreneurship2001 Paperback ISBN: 1-930608-12-8 $39.99

Hardcover ISBN: 1-930608-13-6 $73.99

Research in Human ResourceManagement

Series Editor Rodger Griffeth,Ohio University

Human Resource Strategies for the High Growth Entrepreneurial FirmBy Robert L. Heneman and Judith Tansky, The Ohio State University

This volume not only illustrates the research that is being done in thearea of human resources in entrepreneurial firms but it raises manyissues that exemplify the complexity of the topic. It is not a case ofsmall versus large firms. There are small established firms, smallstart-up firms and small high growth firms. As pointed out by Alvarezand Molloy these firms differ with established firms dealing with riskwhile high growth firms deal with uncertainty. These firms vary inownership based on family ownership, ownership by founder, orsome type of privately held stock ownership. These firms also varybased on how they handle people issues: structure versus lack ofstructure; the traditional HR functional approach versus the use ofpeople management practices; person-job fit versus person-organization fit; ability and work experience versus integrity andconscientiousness; work processes and bureaucracy versus agility andadaptability; tasks versus roles; in-house professionals versus relianceon third-party vendors; traditional pay versus variable pay; short-termorientation of incentives versus long-term orientation of incentives;and many more.

We challenge you to pursue this stream of research and to help notonly develop theory and conceptual models and pursue empiricalresearch but to also disseminate your information in a way that willhelp practitioners and owners in all the small and high growth firms.

CONTENTS: Acknowledgments. Introduction, Judith W. Tanskyand Robert Heneman. Why Human Resource Management Differs inEntrepreneurial and Established Firms: Theoretical Foundations,Sharon A. Alvarez and Janice C. Molloy. Toward an Understandingof Strategic Human Resource Management in Entrepreneurial Firms:Opportunities for Research and Action, Roshni M. Goswami, Gary C.McMahan, and Patrick M. Wright. Human Capital ManagementPractices and Performance in Small and Medium Sized Enterprises: AConceptual Framework, James C. Hayton. To Hire or Not to Hire?Implications of Alternative Staffing Models for EmergingOrganizations, Melissa S. Cardon and Paul Tolchinsky. The HiringChallenge: Recruitment in Small Firms, Alison E. Barber.Performance Management in Small and High Growth Companies,Robert L. Cardy and Janice S. Miller. Compensation Strategy in NewVentures, David Balkin and Michele Swift. HR and the High-GrowthSME: The Role of Professional Employer Organizations, BrianKlaas, John McClendon, Tom Gainey, and Hyeuksueng Yang.Minority and Majority Truck-Owner Operators: Entrepreneur orGalvanized Employees, Dale Belman and Ellen Ernst Kossek. HumanResource Management in Small Firms: Evidence From GrowingSmall Firms in Australia, Susan Mayson and Rowena Barrett.

14


Entrepreneurship and Human Resources: Directions for FutureResearch, Brian S. Klaas and Malayka Klimchak. About the Authors.

2006 Paperback ISBN: 1-930608-14-4 $39.99Hardcover ISBN: 1-930608-15-2 $73.99

Also Available:

IT Workers: Human Capital Issuesin a Knowledge Based-EnvironmentEdited by Fred Niederman, Saint Louis University Thomas W. Ferratt, University of Dayton2006 Paperback ISBN: 1-59311-445-1 $39.99

Hardcover ISBN: 1-59311-446-X $73.99

Innovative Theory and Empirical Research on Employee TurnoverEdited by Rodger Griffeth, University of New Orleans and Peter Hom, Arizona State University2002 Paperback ISBN: 1-59311-096-0 $39.99

Hardcover ISBN: 1-59311-097-9 $73.99

Human Resource Managementin Virtual OrganizationsEdited by Robert L. Heneman, The Ohio State University and David B. Greenberger, Ohio StateUniversity2002 Paperback ISBN: 1-930608-16-0 $39.99

Hardcover ISBN: 1-930608-17-9 $73.99


The Nature of Leadershipin Work OrganizationsEdited by Chris Riordan, Texas Christian UniversityIn Press 2009 Paperback ISBN 978-1-59311-801-3 $39.99

Hardcover ISBN 978-1-59311-802-0 $73.99

Health Care ManagementEdited by Ron McKinley, Insert Affiliation

In Press 2009 Paperback ISBN 978-1-59311-803-7 $39.99Hardcover ISBN 978-1-59311-804-4 $73.99



[email protected]

Research in Management(Sponsored by the Southern Management Association)

Series Editors Linda L. Neider and Chester A. Schriesheim,

University of Miami

Affect and Emotion: New Directionsin Management Theory and ResearchEdited by Ronald H. Humphrey, Virginia Commonwealth University

Affect and Emotion includes a variety of chapters by some of the mostprominent scholars in the area of emotions and leadership, as well aschapters by rising stars. These chapters chart the direction of futureresearch in affect and leadership in four main areas. First, several ofthese chapters make a convincing argument that leaders use emotionallabor and other forms of emotional displays to influence followersand team members. Leaders may use emotional labor to managerelational identities, or to create favorable impressions on followersand to create trust. Leaders’ active emotional displays increase vision-related performance and perception of transformational leadership.Second, one chapter reveals how emotions play an important role inleadership at every level, from within-person to organization-wideleadership. Leader’s emotional labor plays an important role inseveral of these levels, with the exact method of performingemotional labor varying by level. A second chapter also examineslevels of leadership, with a particular examination of the effects ofleader emotional labor on close and distant leadership. Third, severalof the chapters examine emotions from the authentic leadership andpositive leadership perspectives, and two of these chapters focus onhow psychological capital and authentic leadership skills help leadersbe resilient and overcome obstacles. Fourth, two of the chapters showthe role of affect and friendship ties to leadership research. One ofthese chapters examines the need to develop psychometrically soundmeasures of affect and friendship, whereas the other develops a modelof how affect influences social network ties and informal leadershipemergence. Taken together, these chapters illustrate four importantresearch trends in emotions and leadership that are likely to grow inimportance in the coming years.

CONTENTS: Introduction to the Research in Management Series,Chester A. Schriesheim and Linda L. Neider. Foreword: To ThineOwn Self Be True: How Great Scholars Become Innovative byExpressing their True Selves, Ronald H. Humphrey. The Right Wayto Lead with Emotional Labor, Ronald H. Humphrey. A Multi-levelView of Leadership and Emotion, Neal M. Ashkanasy and Peter J.Jordan. Leader Emotional Displays from Near and Far: TheImplications of Close versus Distant Leadership for LeaderEmotional Labor and Authenticity, James G. (Jerry) Hunt, WilliamL. Gardner, and Dawn Fischer. Leader Emotions and VisionImplementation: Effects of Activation Potential and Valence, EthanP. Waples and Shane Connelly. A Cognitive Affective ProcessingExplanation of Positive Leadership: Toward TheoreticalUnderstanding of the Role of Psychological Capital, Sean T.Hannah and Fred Luthans. Authentic Leadership and FollowerEmotional Reactions to Major Obstacles at Work, Yongmei Liu,Weichun Zhu, and Pamela L. Perrewé. Development andPreliminary Assessment of Short Scales to Measure Affect andFriendship in Leadership Research, Chester A. Schriesheim andLinda L. Neider. Affective Events: Building Social Network Tiesand Facilitating Informal Leader Emergence, Paul D. Johnson andMarie T. Dasborough.


15


Research in ManagementInternational PerspectivesEdited by Chester A. Schriesheim and Linda L. Neider, University of Miami

Overall, our objective for this volume is to stimulate additionalconceptualizations and research in the very broad area of internationalmanagement. Hopefully, the insightful chapters presented here willshow not only the challenges involved in understanding such acomplex domain, but additionally show that substantial progress isbeing made to untangle the various complexities. As in the past, thereare a number of individuals we wish to thank. First, we thank SusanSterns for her tremendous help in making sure that all of the pieces fittogether so well as we organized this volume.

CONTENTS: Foreword, Linda L. Neider and Chester A.Schriesheim. The Awakening Dragon: An Investigation of Firm Typeand its Relationship to the Work Outcomes and Attitudes of ChineseManagers, Monica L. Forret, Howard S. Tu, and Sherry E. Sullivan.Organizational Culture and Employee Responses in Hong KongSchools: Comparing Dimensional and Configuration Approaches,Anne S. Tsui, Lynda Jiwen Song, and Jing Yu Yang. OrganizationalJustice in Global Strategic Alliances, Yadong Luo. Research Rigor inLarge-Scale Cross-Cultural Research Projects: A Team-BasedApproach, Mary B. Teagarden, Mary Ann Von Glinow, and Ellen A.Drost. Creation, Diffusion, and Transfer of OrganizationalKnowledge in Transnational and Global Organizations: Where DoWe Go from Here?Rabi S. Bhagat, Paula Englis, and Ben L. Kedia.The Politics of Being Fair: Organizational Politics and ProceduralJustice in the United States, Australia, and the Middle East, Terri A.Scandura and Ethlyn A. Williams. Knowledge Flows andInternational Expansion: Examining Local Market KnowledgeTransfer Effects on Strategic Choice, Michael D. Lord, Annette L.Ranft, and Alexa A. Perryman. I Think We Can: Influence of GroupMember Expectations on Group Processes and Performance, ChunHui, Cynthia Lee, Catherine H. Tinsley, and Dongtao Yang. Aboutthe Contributors.

2007 Paperback ISBN 978-1-59311-750-4 $39.99 Hardcover ISBN 978-1-59311-751-1 $73.99

Also Available:

Power and Influence in Organizations: New Empirical and TheoreticalPerspectivesEdited by Linda L. Neider, University of Miamiand Chester A. Schriesheim, University of Miami2006 Paperback ISBN 1-59311-469-9 $39.99

Hardcover ISBN 1-59311-470-2 $73.99

Understanding TeamsEdited by Linda L. Neider, University of Miamiand Chester A. Schriesheim, University of Miami2005 Paperback ISBN 1-59311-264-5 $39.99

Hardcover ISBN 1-59311-265-3 $73.99

New Directions inHuman Resource ManagementEdited by Linda L. Neider, University of Miamiand Chester A. Schriesheim, University of Miami2003 Paperback ISBN 1-59311-098-7 $39.99

Hardcover ISBN 1-59311-099-5 $73.99

LeadershipEdited by Linda L. Neider, University of Miamiand Chester A. Schriesheim, University of Miami2002 Paperback ISBN 1-931576-50-5 $39.99 Hardcover ISBN 1-931576-51-3 $73.99

Equivalence in MeasurementEdited by Linda L. Neider, University of Miamiand Chester A. Schriesheim, University of Miami2001 Paperback ISBN 1-930608-88-8 $39.99

Hardcover ISBN 1-930608-89-6 $73.99

Research in Management Consulting

Series Editor Anthony F. Buono, Bentley College

Mastering Hidden Costsand Socio-Economic Performanceby Henri Savall, University Jean Moulin Lyon 3 and ISEOR and Véronique Zardet, University Jean Moulin Lyon 3 and ISEOR

This volume is a first for the Research in Management Consultingseries. As research and theory building in management consultinghave grown rapidly during the past several years, the series isdedicated to capturing the latest thinking from applied scholars andscholarly practitioners in this field. While the series will continue toseek out and explore emerging trends, innovative perspectives, andnew insights into the world of management consulting, it is alsouseful to look back— especially in different countries and cultures—to recapture and revisit past frameworks, intervention models andcontributions. This volume is a translation and modest updating ofHenri Savall and Véronique Zardet’s original award-winning work onmastering “hidden costs,” initially published in French by Economicain 1987. The book explores how dysfunctions—the differencebetween planned and emergent activities—lead to a series of coststhat are “hidden” from an organization’s formal information systems.As this insightful work underscores, as organizations begin toaccumulate dysfunction upon dysfunction, they inadvertentlyundermine their performance, leading to decreased efficiency andexcessive operation costs, and lower commitment and productivity.The frameworks, tools and ways of thinking about people andorganizations in this volume hold great promise for our attempts tocreate truly integrative approaches to organizational improvementefforts.

CONTENTS: Preface. Acknowledgments. Introduction. PART I:HIDDEN COSTS REDUCTION AND SOCIO-ECONOMICPERFORMANCE. The Origin of Hidden Costs. Evaluating HiddenCosts. The Sustainable Reduction of Hidden Costs. PART I I:SETTING UP SOCIO-ECONOMIC MANAGEMENT. TheHorivert Procedure. The Socio-Economic Diagnostic. The Socio-Economic Innovation Project. Implementation. PART I I I: TWOTOOLS FOR THE CUSTOMIZED MANAGEMENT OF THEENTERPRISE. Socio-Economic Management, Hidden Costs, andthe Periodically Negotiable Activity Contract. The Strategic PilotingIndicator Logbook. PART IV: CONCLUSION. Evaluation of

16


Results. POSTSCRIPT. The Research Work of the Socio-EconomicInstitute of Enterprises and Organizations (ISEOR). Table of StudiedEnterprises. Recommended Reading. About the Authors.


Also Available:

Socio-Economic Interventionin Organizations TheIntervener-Researcher and the SEAM Approach to Organizational Analysis2007 Paperback ISBN 978-1-59311-621-7 $39.99

Hardcover ISBN 978-1-59311-622-4 $73.99

Challenges and Issuesin Knowledge Management 2005 Paperback ISBN 1-59311-419-2 $39.99

Hardcover ISBN 1-59311-420-6 $73.99Creative Consulting: InnovativePerspectives on Management Consulting2004 Paperback ISBN 1-59311-240-8 $39.99

Hardcover ISBN 1-59311-241-6 $73.99

Enhancing Inter-Firm Networks and Interorganizational Strategies2003 Paperback ISBN 1-59311-060-X $39.99

Hardcover ISBN 1-59311-061-8 $73.99

Developing Knowledge and Valuein Management Consulting2002 Paperback ISBN 1-931576-02-5 $39.99

Hardcover ISBN 1-931576-03-3 $73.99

Current Trends in Management Con-sulting2001 Paperback ISBN 1-930608-18-7 $39.99 Hardcover ISBN 1-930608-19-5 $73.99


Board Members and ManagementConsultants: Redefining Boundaries Edited by Pierre-Yves Gomez, E.M. Lyon and Rickie Moore, E.M. Lyon/ISEOR. Forward by Anthony F. Buono, Bentley College In Press 2009 Paperback ISBN: 978-1-59311-805-1 $39.99

Hardcover ISBN: 978-1-59311-806-8 $73.99

The Future of Management Consulting:New Pathways to Success Edited by Anthony F. Buono, Bentley College,Robert Jenefsky, Ecole Hoteliere de Lausanneand Bettina Buchel, IMD In Press 2010 Paperback ISBN: 978-1-59311-807-5 $39.99

Hardcover ISBN: 978-1-59311-808-2 $73.99

Research in Management Education and Development

Series Editors Charles Wankel, St. John’s University and Robert DeFillippi,

Suffolk University

University and Corporate Innovationsin Lifelong LearningEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University

This volume covers cutting edge theory and cases in lifelong learningin both corporate and higher educational contexts. It includes studiesof both prestigious world-class executive education and programs ofregional universities. Analysis of the experience of innovative effortsto provide management education transcending normal degreeprogram structures in both advanced nations and developing ones isprovided. Partnering of corporate universities with traditional ones isdiscussed as a means of helping 21st century firms to developmanagement know-how to fit changing needs and opportunities.Executive education programs are presented as laboratories in whichcurriculum innovations integrating adult learning theory withprofessional development can be nurtured. How executive educationprograms can be designed to create learning communities that fosterlearning mindsets is described.

One frame-breaking approach described is that of arts-basedmanagement learning as an expressive means to generate innovativeand stimulating continuing management education experiences.Another chapter presents and explains best practices in leadershipdevelopment are presented from a study of top firms. How thecapacity for creative lifelong learning can be developed inundergraduates through embedded assessments is reported. A chapterreports on the efforts to support the European Council by constructingEurope-wide lifelong management learning and its provision toparticipants of a toolbox of ideas, concepts, models and methods thatcan be usefully used to promote lifelong learning.

CONTENTS: Editorial Review Board. A Range of University andCorporate Innovations in Lifetime Learning, Robert DeFillippi andCharles Wankel. Lifelong Learning Through Corporate Universitiesin Partnerships With Traditional Universities, Lindsay Ryan. Co-Presence and Group Process in Online Management Education, JudithStevens-Long and Charles McClintock. Developing LearningCommunities in Executive Education: Case Study of a Global SeniorExecutive Program, Schon Beechler, Lyle Yorks, and Rachel Ciporen.Reflexive Critique: An Innovation in Lifelong Management Learning,Elena Antonacopoulou. Challenges of Educating European Managersof Lifelong Learning, Steven J. Armstrong, Denise Thursfield, PaoloLandri and Giuseppe Ponzini. Innovative Assessment Pathway to aLifetime of Management Learning, Maria Avdjieva. What Have WeLearned About Strategic Leadership Development? Robert M. Fulmerand Jared Bleak. Framing Arts-Based Learning as an IntersectionalInnovation in Continuing Management Education: The Intersection ofArts and Business and the Innovation of Arts-Based Learning, NickNissley. Lifelong Learning for Managers—the Business of ExecutiveEducation: A Case Study of a Small University Provider, StevenMaranville and Wil Uecker. Lifelong Learning as the Highway toGlobal Competitiveness for Lithuania: A Bumpy Road, ArunasAugustinaitis, Egle Malinauskiene, and Charles Wankel. About theAuthors.


17


Being and Becoming a Management Education ScholarEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University

This seventh volume in the Research in Management Education andDevelopment (Information Age Publishers) series examines theopportunities, constraints and requirements for achieving academicsuccess in management education and development scholarship. Howdo the teaching and leadership roles in management educationsimultaneously provide opportunities for scholarship and academicpublications? How are institutional forces (accrediting agencies,university tenure and promotion policies, professional societies,research funding sources) impacting the incentives to engage inmanagement education scholarship? How do academics enact asuccessful scholarly career based upon significant scholarship inmanagement education and development? What seem to be criticalrequirements for quality management education scholarship?

These issues are addressed by leading management educationscholars from the perspectives of personal biography, institutionalhistory, and critical reflection. Several chapters describe theinstitutional genesis of our leading academic journals in managementeducation. Other chapters provide biographic accounts of the choicesand challenges that influenced their scholarly careers. Yet otherchapters compare the scholarly orientations of leading journalsdevoted to management education, and one chapter suggests trends inthe evolution of management education and scholarship revealedthrough the creation of a comprehensive Handbook on ManagementEducation. Finally, there is a chapter by this volume’s co-editor onthe journey of becoming a leader in management education within aprofessional academic society. In summary, this volume offers anunparalleled collection of diverse yet complementary perspectives onbeing and becoming a management education scholar. These readingsshould inspire and guide future generations of management educationscholars.

CONTENTS: “I Get by with a Lot of Help from my Friends”:Reflections of an Accidental Management Education Scholar, J. B.(Ben) Arbaugh. Scholarly Outlets and Scholarly Identity: A Narrativeof the Founding of the Academy of Management Learning &Education, Roy J. Lewicki and James R. Bailey. No title…The Role ofthe Management Education Research Institute in FacilitatingManagement Education Scholarship, Regina Bento and RachelEdgington. Shifting Paradigms through ‘Letting Go’: On AllowingOneself to Become a Management Education Scholar, Robert Chia.When Legitimizing Teaching Methods Becomes an Opportunity toDevelop Management Education Scholarship in Negotiation andCollective Decision Processes Pedagogy: “Bringing it into Action”-the Narrative of a French Business School Professor's Experience,Laurence de Carlo. Interpreting the Scholarship of Teaching inManagement Education and Learning: A Critique of the Domain,Gordon E Dehler, Joy E. Beatty and Jennifer Leigh. The Emergenceof the Scholarship of Management Teaching and Learning as a Fieldin Its Own Right: The Development of Scholarship in Learning,Education, and Development, Cynthia V. Fukami and Steven J.Armstrong. Pioneering and Fostering the Scholarship of Teaching andLearning in the Organizational Sciences: The Journal of ManagementEducation, Joan V. Gallos, Susan Herman and Jane Schmidt-Wilk.Management research, management teaching and managementpractice - do they have to be only loosely connected? Clive Holthamand Nigel Courtney. Sharing Expertise about Educational Innovationin Economics and Business: A Case History of the EDiNEB Network,Wim H. Gijselaers and Richard G. Milter. Being and Becoming aManagement Education Academy of Management Chair, CharlesWankel.

In Prep 2008 Paperback ISBN: 978-1-59311-811-2 $39.99 Hardcover ISBN: 978-1-59311-812-9 $73.99

Management Education for Global SustainabilityEdited by Charles Wankel, St. John’s University and Jim Stoner, Fordahm University

In Prep 2009 Paperback ISBN: 978-1-59311-813-6 $39.99 Hardcover ISBN: 978-1-59311-814-3 $73.99

Also Available:

New Visions of GraduateManagement Education2006 Paperback ISBN: 978-1-59311-553-1 $39.99 Hardcover ISBN: 978-1-59311-554-8 $73.99

Educating Managersthrough Real World Projects2005 Paperback ISBN: 1-59311-370-6 $39.99 Hardcover ISBN: 1-59311-371-4 $73.99

The Cutting Edgeof International Management Education2004 Paperback ISBN: 1-59311-204-1 $39.99 Hardcover ISBN: 1-59311-205-X $73.99

Educating ManagersWith Tomorrow's Technologies2003 Paperback ISBN: 1-931576-68-8 $39.99 Hardcover ISBN: 1-931576-69-6 $73.99

Rethinking Management Educationfor the 21st Century2002 Paperback ISBN: 1-930608-20-9 $39.99 Hardcover ISBN: 1-930608-21-7 $73.99

**** Future Books****

Being and Becominga Management Education ScholarIn Prep 2008 Paperback ISBN: 978-1-59311-811-2 $39.99 Hardcover ISBN: 978-1-59311-812-9 $73.99



[email protected]

18


Research inOrganizational ScienceSeries Editor: Daniel J. Svyantek,

Auburn University

International HumanResource ManagementEdited by Philip Benson, New Mexico State University

Topics to include:1) Cross-Border and International Knowledge Workers2) Global Perspectives on Careers3) Diversity Issues in International Perspective4) Strategic IHRM5) The International Aspects of Work/Life Balance6) Current Issues in Expatriation and Repatriation7) Worker Mobility and Issues in Cultural Contact8) Current Developments in Divergence and Convergence9) Language and Location in IHRM


Refining Familiar ConstructsAlternative Views in OB, HR, and I/O

Edited by Daniel J. Svyantek, Auburn Universityand Elizabeth McChrystal, Accent Technologies

This volume is based around 14 chapters and two critical analyseswhich provide new perspectives on important organizationalconstructs. The first half of the book provides chapters by advancedgraduate students who are making their first contributions tounderstanding organizational behavior. The second half of the bookprovides chapters illustrating new views of organizational constructsbut from the perspectives of more established researchers in the field.All chapters share a common theme of attempting to provide newways of viewing organizations and organizational behavior. Eachchapter is based on the premise that, when presented with problemsthat seem impossible to solve, often the best results are achieved byfinding new perspectives on the basic constructs being studied. Thesenew perspectives provide insights which illuminate the problems forthe theory of organizations as well as improving the ability oforganizational members to solve practical organizational problems.

CONTENTS: PART I: THE BEST FROM IO-OB: ANINTRODUCTION TO NEW VOICES IN THE FIELD. EmpiricalStudies Presented at the Industrial/Organizational and OrganizationalBehavior Conference, Elizabeth McChrystal. Hispanic Preferences inOrganizational Recruiting Ads, Viola Y. Fernandez and Barbara A.Fritzsche. An Empirical Test of Gender-Based Differences in E-Mentoring, Kimberly A. Smith-Jentsch, Shannon Amerilda Scielzo,and Melissa A. Weichert. Performance Appraisal Discomfort ofCritical Incidents, Andrew P. Kavulic, Thomas D. Carpenito, andPeter D. Villanova. Green is the Color of this Chameleon: A Study ofPay Rate and Applicant Response Behavior, Mitchell H. Peterson,Shawn Burkevich, Abhishek Gujar, and Richard L. Griffith. MalesVersus Females on Faking Behavior in Personality Testing: AnExamination of Gender Differences, Randolph Socin, Joshua A.Isaacson, and Richard L. Griffith. Cooperation and Competition: TheEffects of Team Entrainment and Reward Structure, Michael

Woodward, Kenneth Randall, Bennett Price, and Andrea Saravia.The Relationship Between Shared Leadership and Team Performanceand Satisfaction: Task Type Mattersm, Paul Pluta, Gregory Hyman,Ingrid Campbell, and Diana Keith. PART II: NEWPERSPECTIVES ON FAMILIAR CONSTRUCTS. NewPerspectives and Research on Familiar Constructs, Brian Perdomo,Kristin Cullen, and Daniel J. Svyantek. “Learning ThroughListening”: Conversation for Change in a Healthcare Provider, DavidCoghlan and Claus Jacobs. The Implementation of Strategy andOrganizational Reward Systems: An Overlooked Area in the StrategicManagement of Human Resources, Philip G. Benson and Terry R.Adler. Task Interdependence as a Moderator of Politics-WorkOutcomes Relationships, Deondra Conner, Darren Treadway,Matrecia James, Jason Stoner, and Wayne Hochwarter.Organizational Citizenship Behaviors: Concept Redefinition,Inclusion, and Reconceptualization, Jason Harkins, Jonathan R.B.Halbesleben, Danielle S. Beu, and M. Ronald Buckley. Self-Concept-job fit: Expanding the Person-job fit Construct and Implications forRetention Management, Wesley A. Scroggins and Philip G. Benson.Person-Organization Fit and Job Satisfaction: An InteractionalApproach, Daniel J. Svyantek, Kristin L. Cullen, Brian L. Perdomo,and Scott A. Goodman. Technological Determinism, SociotechnicalSystems, and Classical Warfare: Social Innovation During a Period ofTechnological Stasis, Daniel J. Svyantek, Kevin T. Mahoney, andKristin L. Cullen. A New Perspective on Leadership: A Review ofResonant Leadership: Renewing Yourself and Connecting WithOthers Through Mindfulness, Hope, and Compassion, RichardBoyatzis,Annie Mckee, and Loren R. Dyck. Leadership in the NewMillennium: A Review of Finding our way: Leadership for anUncertain Time by Margaret Wheatley, David L. Luchauer andWilliam B. Locander. About the Authors.

2007 Paperback ISBN: 978-1-59311-619-4 $39.99 Hardcover ISBN: 978-1-59311-620-0 $73.99Also Available:

A Closer Examination of Applicant Faking BehaviorEdited by Richard L. Griffith and Mitchell H. Peterson, Florida Institute of Technology2006 Paperback ISBN: 1-59311-513-X $39.99 Hardcover ISBN: 1-59311-514-8 $73.99



[email protected]

19


Research in Public ManagementSeries Editors Lawrence R. Jones

and Nancy C. RobertsNaval Postgraduate School

Challenges in Volunteer ManagementEdited by Matthew Liao-Troth, Western Washington University

Volunteer management has many challenges, not the least of which ishow we study it and view it. Academics examine it from a variety ofdisciplines and practitioners experience it in a variety of contexts.However both approaches have limitations. In academia we go topublic administration schools to learn about public and nonprofitmanagement, to business schools to apply the principles of privateenterprise to nonprofit management, to sociology departments tostudy the phenomena of volunteerism, to psychology departments tounderstand the motives of volunteers, and economics departments toexamine the value or economic worth of volunteerism. The liability ofthe academic approach is the segmentation of study and research intodepartmental areas. The study of volunteers and volunteerism needsto cross all of these organizational and discipline boundaries to befully appreciated and understood as a field of interest. Occasionally,academics speak across disciplines (for example during meetings ofthe Association for Research on Nonprofit Organizations andVoluntary Action), but most of the time we do not. Someinterdisciplinary exceptions are graduate program in Public ServiceManagement at DePaul University, the Nonprofit Managementdegree at the New School, and the Master of Nonprofit Organizationsprogram at the University of San Francisco, but these are not thenorm.

The target audience for this volume is anyone who managesvolunteers. The goal of the volume is to offer chapters thatdemonstrate the breadth of thought on volunteer management, bothacross disciplines and a wide range of settings in which volunteerswork.

CONTENTS: Foreword, Matthew Liao-Troth. Introduction:Challenges in Volunteer Management, Matthew Liao-Troth.SECTION I: ORGANIZATIONAL CHALLENGES INVOLUNTEER MANAGEMENT. Management Capacity andRetention of Volunteers, Mark Hager and Jeffrey L. Brudney. No“One Best” Volunteer Management and Organizing: TwoFundamentally Different Approaches, Lucas C. P. M. Meijs and EsterM Ten Hoorn. A Typology of Short-Term and Long-TermVolunteers, Linda Hartenian. Streamlining Volunteer ManagementThrough Information Communication, Valentina Mele. VolunteerManagement in Community Currency Systems: An Examination ofTime Banks, Bruce Clary. SECTION II: THE CONTEXT OFVOLUNTEER MANAGEMENT. Introduction: The Context ofVolunteer Management, Matthew Liao-Troth. Organizational Modelsfor Emerging Volunteers in State Government, Sarah Hane Rehnborgand Thomas McVey. Challenges of Volunteer Management inKazakhstan, Tamara G. Nezhina, Jeffrey L. Brudney, and Aigerim R.Ibrayeva. Volunteer Management in Polish NGOs: Challenges ofFormalization, Angela L. Bies and Stephanie A. Curs. Fine Lines:Design and Implementation Challenges in Employee VolunteerPrograms, Mary Tschirhart and Lyndia St. Claire. FraternalInvolvement in Volunteering: The Membership Impact of Join HandsDay, Robert Christensen and James L. Perry. Conclusion: So What?And What’s Next? Victor Murray. References. About the Authors.


Budgeting, Financial Management,and Acquisition Reform in the U.S. Department of DefenseBy L. R. Jones and Jerry L. McCaffery, Naval Postgraduate School

In this book we introduce the basics of the federal budget process,provide an historical background on the foundation and developmentof the budget process, indicate how defense spending may bemeasured and how it impacts the economy, describe and analyze howPlanning, Programming, Budgeting, and Execution System (PPBES)operates and should function to produce the annual defense budgetproposal to Congress, analyze the role of Congress in debating anddeciding on defense appropriations and the politics of the budgetaryprocess including the use of supplemental appropriations to fundnational defense, analyze budget execution dynamics, identify theprincipal participants in the defense budget process in the Pentagonand military commands, assess federal and Department of Defense(DoD) financial management and business process challenges andissues, and describe the processes used to resource acquisition ofdefense war fighting assets, including reforms in acquisition andlinkages between PPBES and the defense acquisition process.

CONTENTS: Acknowledgments. List of Tables, Figures, andExhibits. Budgeting in the Federal Government. History andDevelopment of Federal Government Budgeting: Executive andLegislative Branch Competition. Budgeting for National Defense.National Defense Spending and the Economy. The Planning,Programming, Budgeting, Execution System. Congress and theDefense Budget: From the Cold War to the War on Terrorism.Supplemental Appropriations for National Defense. Defense BudgetExecution. Budget Process Participants: The Pentagon. BudgetProcess Participants: The Commands. Financial Management andDefense Business Processes. Budgeting and Managing WeaponsAcquisition. Improving Linkages between Resource Management andAcquisition Systems. Budgeting and Acquisition Business ProcessReform. Epilogue. Appendix A: Definition of Acronyms. AppendixB: Reducing Shipbuilding Costs. Bibliography. About the Authors.


Communicable CrisesPrevention, Response, and Recoveryin the Global Arena

Edited by Deborah E. Gibbons, Naval Postgraduate School

This volume makes a significant contribution to the crisismanagement literature. It also adds to our inchoate understanding ofnetwork governance: temporary teams and task forces, communitiesof practice, alliances, and virtual organizations. It hints that thedistinction between networks and organizations may be somewhatspurious, a matter of degree rather than kind. Indeed, it seems that thisdistinction may derive more from mental models in which weconsistently reify organizations than anything else. Finally, thevolume emphasizes the functional importance of leadership innetwork governance and puzzles over its provision in the absence ofhierarchy. As such, it adds to the contributions made by MarcGranovetter (1973), John Seeley Brown and Paul Duguid (1991), BartNooteboom (2000), Paul J. DiMaggio (2001), John Arquilla andDavid Ronfeldt (2001), Laurence O’Toole and Ken Meier (2004), andothers, as well as Nancy Roberts’ seminal work on wicked problemsand hastily formed teams. The result is a product the editor and the

20


contributors can be proud of. Overall, it is one that will edify,surprise, and delight its readers.

CONTENTS: Foreword, Fred Thompson. Preface, Deborah E.Gibbons. Against Desperate Peril: High Performance in EmergencyPreparation and Response, Herman B. “Dutch” Leonard and ArnoldM. Howitt. Anticipating Rude Surprises: Reflections on “CrisisManagement” Without End, Todd R. La Porte. TechnologicalTransformation of Logistics in Support of Crisis Management,Richard A. Braunbeck III and Michael F. Mastria. ImprovingDisaster Management Through Structured Flexibility AmongFrontline Responders, Claudia Seifert. Asymmetric InformationProcesses in Extreme Events: The December 26, 2004 SumatranEarthquake and Tsunami, Louise K. Comfort. EmergentInstitutionalism: The United Kingdom’s Response to the BSEEpidemic, Chris Ansell and Jane Gingrich. Maximizing the Impact ofDisaster Response by Nonprofit Organizations and Volunteers,Deborah E. Gibbons. How Governments Can Help BusinessesWeather a Cataclysmic Disaster, Roxanne Zolin and Fredric Kropp.Globalization and International Communicable Crises: A Case Studyof SARS, Teri Jane Bryant, Ilan Vertinsky, and Carolyne Smart.Constraints on the U.S. Response to the 9/11 Attacks, AlasdairRoberts. Support for Crisis Management in Asia-Pacific: LessonsFrom ADB in the Past Decade, Clay Wescott. SynthesizingPerspectives on Management of Communicable Crises, Deborah E.Gibbons. About the Authors.

2007 Paperback ISBN 978-1-59311-607-1 $39.99Hardcover ISBN 978-1-59311-608-8 $73.99

From Bureaucracy to Hyperarchyin Netcentric and Quick LearningOrganizations: Exploring FuturePublic Management Practice

By Lawrence R. Jones, Naval Postgraduate Schooland Fred Thompson, Willamette University

This book focuses on the inherent contradiction between bureaucracy,hierarchy, and the vision inspired by the architecture of moderninformation technology of a more egalitarian culture in publicorganizations. We agree with Evans and Wurster and others who haveargued that, in the future, knowledge-based productive relationshipswill be designed around fluid, team-based collaborative communities,either within organizations (i.e., deconstructed value chains), or incollaborative alliances such as those with “amorphous and permeablecorporate boundaries characteristic of companies in the SiliconValley” that is, deconstructed supply chains. In such relationshipseveryone can communicate richly with everyone else on the basis ofshared standards and, like the Internet itself, these relationships willeliminate the need to channel information, thereby eliminating thetrade-off between information bandwidth and connectivity. “Thepossibility (or the threat) of random access and informationsymmetry,” they conclude, “will destroy all hierarchies, whether oflogic or power”

CONTENTS: Preface and Acknowledgments. Understanding PublicManagement as an International Academic Field. The Evolution ofPublic Management Reform Practice. Assessing Public ManagementReform in an International Context: Performance Measurement,Managing for Results and Fiscal Devolution. Phases ofOrganizational Transformation and Restructuring. ChangingProcesses: What Works, What Does Not and Why? Implementing theContinuous Learning Cycle to Improve Strategic Planning andOrganizational Productivity. Matching Institutional Structure toStrategic Planning and Positioning. Creating the Quick LearningOrganization in Government. Moving From Bureaucracy toHyperarchy and Netcentricity: Enabling the Quick LearningOrganization Using IT and Modern Technology. References. Index.

2007 Paperback ISBN 978-1-59311-605-7 $39.99 Hardcover ISBN 978-1-59311-606-4 $73.99

Also Available:

The Legacy of June Pallot Public Sector FinancialManagement ReformEdited by Susan Newberry, University of Sydney2006 Paperback ISBN 978-1-59311-535-7 $39.99 Hardcover ISBN 978-1-59311-536-4 $73.99

How People Harness Their Collective Wisdom to Create the Future by Alexander N. Christakis, with Kenneth C. Bausch2006 Paperback ISBN: 1-59311-481-8 $39.99 Hardcover ISBN: 1-59311-482-6 $73.99

International Public Financial Management Reform: Progress, Contradictions And ChallengesEdited by James Guthrie, The University of Sydney,Christopher Humphrey, The University of Manchester,L. R. Jones, Naval Postgraduate School,and Olov Olson, Göteborg University2005 Paperback ISBN: 1-59311-344-7 $39.99 Hardcover ISBN: 1-59311-345-5 $73.99

Managing the Electronic GovernmentFrom Vision to PracticeBy Kuno Schedler, Lukas Summermatterand Bernhard Schmidt, University of St. Gallen2004 Paperback ISBN: 1-59311-244-0 $39.99 Hardcover ISBN: 1-59311-245-9 $73.99

Budgeting and Financial Management for National DefenseBy Jerry L. McCaffery and Lawrence R. Jones, Naval Postgraduate School2004 Paperback ISBN: 1-59311-104-5 $39.99

Hardcover ISBN: 1-59311-105-3 $73.99

Budgeting and Financial Management in the Federal GovernmentBy Jerry L. McCaffery and Lawrence R. Jones,Naval Postgraduate School2001 Paperback ISBN: 1-931576-12-2 $39.99 Hardcover ISBN: 1-931576-13-0 $73.99


Budgeting and Financial Management for National Defense (second edition)By Jerry L. McCaffery and Lawrence R. Jones, Naval Postgraduate SchoolIn Press 2009 Paperback ISBN: 978-1-59311-817-4 $39.99 Hardcover ISBN: 978-1-59311-818-1 $73.99

21


Reform of Budgeting and Acquisition for National DefenseBy Jerry L. McCaffery and Lawrence R. Jones, Naval Postgraduate SchoolIn Press 2008 Paperback ISBN: 978-1-59311-819-8 $39.99 Hardcover ISBN: 978-1-59311-820-4 $73.99

Managing Performancein Asian GovernmentsEdited by Clay Wescott In Press 2009 Paperback ISBN: 978-1-59311-821-1 $39.99 Hardcover ISBN: 978-1-59311-822-8 $73.99

Research in Social Issuesin Management

Series Editors Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner,

Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University

of British Columbia

Justice, Morality, and Social ResponsibilityEdited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia

This volume of Research in Social Issues in Management criticallyexamines theoretical underpinnings of organizational justice andcorporate social responsibility by identifying motives underlyingdesires for justice and by considering responses to injustice. The firstset of chapters explores issues of morality, emotions, and socialexchange relationships. These can be seen as engines that drivereactions to organizational justice. The second set of chaptersaddresses injustice and recovery, the social systems surroundingjustice, and the application of justice principles to organizations’environmental and sustainability practices. A commentary chapterhighlights ten themes that cross this interesting collection of paper onJustice, Morality, and Social Responsibility.

CONTENTS: Preface, Daniel P. Skarlicki, Dirk D. Steiner, andStephen W. Gilliland. Is Morality Always an Organizational Good?:A Review of Current Conceptions of Morality in Organizational andSocial Justice Theory and Research, Linda J. Skitka and ChristopherW. Bauman. The Evolutionary Bases of Deontic Justice, RobertFolger and Daniel P. Skarlicki. Social Exchange Theory andOrganizational Justice: Job Performance, Citizenship Behaviors,Multiple Foci, and a Historical Integration of Two Literatures, RussellCropanzano and Deborah E. Rupp. Justice, Trustworthiness, andTrust: A Narrative Review of Their Connections, Jason A. Colquittand Jessica B. Mueller. The Robin Hood Effect: Antecedents andConsequences of Managers Using Invisible Remedies to CorrectWorkplace Injustice, Thierry Nadisic. Shifting Perspectives: HelpingVictims Recover from Organizational Justice Violations, Laurie J.Barclay and Daniel P. Skarlicki. Examining Justice from a SocialNetwork Perspective, Debra L. Shapiro, Dan Brass, and Joe

Labianca. “Rude,” “Uncivil,” or “Disrespectful” Treatment in theWorkplace: What’s in a Name? Debra L. Shapiro,Michelle K.Duffy,Tae-Yeol Kim,Emily R. Lean, and Anne O’Leary-Kelly.Organizational Environmental Justice with a Navajo (Diné) NationCase Example, Keith James, David Hall, Margaret Hiza Redsteer,and Robert Doppelt. Peeling the Justice Onion: Ten EssentialQuestions, Stephen Gilliland. About the Contributors.


Managing Social and Ethical Issuesin OrganizationsEdited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia

This volume provides up-to-date reviews of the research on a numberof social and ethical issues of increasing concern confronting today’smanagers and organizations. The authors, who are recognizedinternational experts on the topics they treat, provide new theories andinnovative perspectives on these issues. Further, they use a researchbase to identify ways for managers and human resourcesprofessionals to address these issues in their organizations. Given itsbreadth of coverage, practitioners faced with these issues, as well asresearchers and graduate students in management and organizationalpsychology, should find this volume of interest.

This collection of ten chapters provides the cutting edge on a numberof the most pressing challenges in management today. Readers of thevolume will discover new models, innovative theoretical approaches,comprehensive reviews, theoretical and methodological critiques, andspecific and insightful suggestions for research on these differentsocial and ethical issues facing organizations. Perhaps moreimportantly, the practical suggestions that come from the researchprovide a useful bridge between what we know and what we can do toaddress these challenges, and thus contribute, even in a small way, toworkplaces that respect ethics and individuals in all their diversity.

CONTENTS: Preface, Dirk D. Steiner, Daniel P. Skarlicki, andStephen W. Gilliland. Flexible Working Arrangements: SocietalForces and Implementation, Simcha Ronen, Shlomit Friedman, andHalo (Hilla) Ben-Asher. Work versus the Family: Keeping theBalance, Barbara A. Gutek and Cindi Gilliland. Aging at Work:Managing Perceived and Real Changes in Aging Workers, FreddaBlanchard-Fields and Jennifer Tehan Stanley. Cinderella and Salieriin the Workplace: The Envied and the Envier, Robert P. Vecchio.Work Engagement: An Emerging Psychological Concept and ItsImplications for Organizations, Wilmar Schaufeli and MarisaSalanova. Ethical Work Climate: A Weather Report and Forecast,Anke Arnaud and Marshall Schminke. Formal and InformalDiscrimination Against Women at Work: The Role of GenderStereotypes, Brian Welle and Madeline E. Heilman. Understandingand Managing Organizational Deviance: A Causal ReasoningPerspective, Mark J. Martinko, Scott C. Douglas, Paul Harvey, andMichael J. Gundlach. Stopping Organizational Wrongdoing: WhatPrice Do Whistle-Blowers Pay?, Marcia P. Miceli and Janet P. Near.Current Perspectives on Privacy in Organizations, Eugene F. Stone-Romero and Dianna L. Stone. About the Contributors.


22


Also Available:

What Motivates FairnessIn Organizations?Edited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia and Kees van den Bos, Utrecht University, the Netherlands2005 Paperback ISBN: 1-59311-438-9 $39.99 Hardcover ISBN: 1-59311-439-7 $73.99

Emerging Perspectives on Valuesin OrganizationsEdited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antip-olis and Daniel P. Skarlicki, The University of British Columbia2003 Paperback ISBN: 1-59311-064-2 $39.99

Hardcover ISBN: 1-59311-065-0 $73.99

Emerging Perspectiveson Managing Organizational JusticeEdited by Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner, Université de Nice-SophiaAntipolis and Daniel P. Skarlicki, The University of British Columbia2002 Paperback ISBN: 1-931576-36-X $39.99

Hardcover ISBN: 1-931576-37-8 $73.99

Theoretical and Cultural Perspectiveson Organizational JusticeEdited by Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner, Université de Nice-SophiaAntipolis and Daniel P. Skarlicki, The University of British Columbia2001 Paperback ISBN: 1-930608-09-8 $39.99

Hardcover ISBN: 1-930608-08-X $73.99



[email protected]

Research on Hispanic and Latino Business

Series Editors Michael William Mulnix and Esther Elena López-Mulnix University of the Incarnate Word

Mission Statement: The mission of the series is to provide anintegrated view of current knowledge within the various areas ofHispanic and Latino Studies as it relates to postsecondary and adulteducation. This series will present a scholarly but accessible review ofeducational research and theory related to a variety of topics pertinentto Hispanic and Latino Studies. Topics to be covered in this volumewill include, but not be limited to, culture, literature, leadership,curriculum, career preparation, diversity in hiring, access toeducation, access to the professoriate, access to other professions andother aspects of Hispanic and Latino studies which are relevant tocurrent research and theory

Decentralization for Satisfying Basic Needs: An Economic Guidefor PolicymakersBy J. Michael McGuire,University of the Incarnate Word

“Decentralization as a Means of Satisfying Basic Needs: AnEconomic Guide for Policymakers” by J. Michael McGuire Thechallenge addressed in this book is designing the degree ofdecentralization that is most effective in satisfying the basic needs ofthe poor. Case studies of decentralization at work in the real world arepresented and analyzed. The aim of this book is to help the readerwho wishes to use decentralization to help implement a basic needsapproach to development. The aim of this book is to help readers usethe decentralization of government functions to implement a basicneeds approach to development. The aim is not to “give the answer,”but rather to provide insight into decentralization as a process and tohelp practitioners develop skills in designing their owndecentralization programs.

CONTENTS: List of Tables, Figures, and Boxes. Preface. List ofAbbreviations. PART I: INCLUSIVE DEVELOPMENT. Povertyand Inequality in Latin America. Inclusive Development throughSatisfying Basic Needs. PART II: MODEL OFDECENTRALIZATION. Effective Service Delivery.Decentralization for Satisfying Basic Needs. PART III: CASESTUDIES. Transfer-Led Decentralization in Mexico.OPORTUNIDADES for Education, Health and Nutrition.Community Government in Tlaxcala. Decentralizing Foreign Aid ofthe United States. Works Cited. Index. About the Author.

2005 Paperback ISBN: 1-59311-428-1 $39.99Hardcover ISBN: 1-59311-429-X $73.99

23


Research on International Civic Engagement

Series Editors Erik Bergrud,Park University and Kaifeng Yang,

Florida State University

The Pew Charitable Trusts defines civic engagement as “Individualand collective actions designed to identify and address issues ofpublic concern. Civic engagement can take many forms, fromindividual volunteerism to organizational involvement to electoralparticipation. It can include efforts to directly address an issue, workwith others in a community to solve a problem or interact with theinstitutions of representative democracy. Civic engagementencompasses a range of activities such as working in a soup kitchen,serving on a neighborhood association, writing a letter to an electedofficial or voting.”

While publications on civic engagement have increased in recentyears, there are some limitations or unfilled needs: (1) There is a lackof international perspectives; (2) There is a lack of managementfocus; (3) There are increasing demands on publications regardingonline civic engagement; (4) They tend to be fragmented in individualdisciplines such as Nonprofit management, political science, publicadministration, and sociology. We need a cross-disciplinary approach.

Each book will focus on one cutting-edge topic that has not beencarefully addressed in the literature. Emphasizing the integration ofresearch and practice, each book will provide both advanced researchstudies and innovative best practices. Addressing both offline andonline civic engagement. A management focus so that books willprovide practitioners insights on how to improve their managerialpractices that relate to civic engagement.

Civic Engagement in a Network SocietyEdited by Kaifeng Yang, Florida State Universityand Erik Bergrud, Park University

The Pew Charitable Trusts defines civic engagement as “Individualand collective actions designed to identify and address issues ofpublic concern. Civic engagement can take many forms, fromindividual volunteerism to organizational involvement to electoralparticipation. It can include efforts to directly address an issue, workwith others in a community to solve a problem or interact with theinstitutions of representative democracy. Civic engagementencompasses a range of activities such as working in a soup kitchen,serving on a neighborhood association, writing a letter to an electedofficial or voting.”

While publications on civic engagement have increased in recentyears, there are some limitations or unfilled needs: (1) There is a lackof international perspectives; (2) There is a lack of managementfocus; (3) There are increasing demands on publications regardingonline civic engagement; (4) They tend to be fragmented in individualdisciplines such as Nonprofit management, political science, publicadministration, and sociology. We need a cross-disciplinary approach.

Significant features: (1) Each book will have an international focuswith contributions from around the world. It stimulates the sharing ofexperiences across countries. (2) Each book will focus on one cutting-edge topic that has not been carefully addressed in the literature. (3)Emphasizing the integration of research and practice, each book willprovide both advanced research studies and innovative best practices.(4) Addressing both offline and online civic engagement. (5) Amanagement focus so that books will provide practitioners insights onhow to improve their managerial practices that relate to civicengagement.

CONTENTS: Civic Engagement in a Network Society: AnIntroduction, Kaifeng Yang and Erik Bergrud. PART I:NETWORKS, PUBLIC MANAGEMENT, AND CIVICENGAGEMENT. It Takes Two to Tango: When Public and PrivateActors Interact, Annika Agger, Eva Sørensen, and Jacob Torfing.Collaboration Management in Public Administration: A Theoreticaland Empirical Exploration of Mutual Challenges for Governance,Citizens, and Businesses in Modern Network Societies, Eran Vigoda-Gadot. New Ways of Working: Civic Engagement ThroughNetworks, Myrna Mandell. Conductive Public Organizations inNetworks: Collaborative Management and Civic Engagement, RobertAgranoff. PART II: CASE-BASED PERSPECTIVES ON CIVICENGAGEMENT AND NETWORK SOCIETY. Civic Engagementas Collaborative Complex Adaptive Networks, David Booher.Opening Up What May Yet Come: Performing Civic Engagement ina Complex World, Jean Hillier and Joris Van Wezemae. AComparative Study of Citizen Engagement in Infrastructure Planningin Japan and the United States: A Look at Legal Frameworks andTwo Successful Cases, Shunsaku Komatsuzaki and Hindy LauerSchachter. Citizensourcing: Citizen Participation in a NetworkedNation, Carolyn J. Lukensmeyer and Lars Hasselblad Torres. PARTIII: THE INTERNET AND CIVIC ENGAGEMENT. DoesInternet Use Really Facilitate Civic Engagement? Empirical EvidenceFrom the American National Election Studies, Hun Myoung Park andJames L. Perry. Something Rich and Strange: Participation,Engagement, and the Tempest of Online Politics, Jason MacDonaldand Caroline Tolbert. Opportunities for Civic Engagement: AnOnline Assessment of Worldwide Municipal Web Sites, Marc Holzerand Aroon Manoharan. About the Authors.


Stress and Qualityof Working Life

Series Editors Ana Maria Rossi, International Stress Management Association in Brazil,

James Campbell (Jim) Quick, The University ofTexas at Arlington and Pamela L. Perrewe,

Florida State University

Stress and Quality of Working Life:The Positive and The NegativeEdited by Ana Maria Rossi, International Stress Management Association in Brazil, James Campbell (Jim) Quick, The University of Texas at Arlington and Pamela L. Perrewé, Florida State UniversityThis volume offers thirteen chapters organized into three majorsections that address occupational stress and quality of working live.The authors are an internationally renowned team of scholar-research-practitioners who are grounded in applied science and clinicalpractice. Section 1 includes five chapters that address theorganizational and individual costs of occupational stress. The costsare humanitarian and economic; both human suffering and financialburdens are important. Section 2 includes four chapters that focus onways to mitigate the negative effects of occupational stress. We musthelp those who are suffering but we must do more by preventingdistress where we can and building on positive, strength factors wherepossible. Section 3 includes four chapters that examine and expandour understanding of work life quality. Work life quality is so

24


important because of the effects it has on workers and leaders, toinclude the spillover impact into families and communities.

These thirteen chapters, organized into three sections, highlight bothcore knowledge and new developments within the rapidly growingfield of research on stress and the quality of working life. We believethis information can help to raise awareness of the causes and costs ofoccupational stress and poor quality of working life. Further, thisshould provide a challenge, some incentive, and renewed insight fororganizations in Brazil and elsewhere to begin thinking about andacting in ways that lead to a less stressful environment for theirworkforce.

CONTENTS: SECTION 1: THE ORGANIZATIONAL ANDINDIVIDUAL COSTS OF OCCUPATIONAL STRESS. Burnoutand Workplace Injuries: A Longitudinal Analysis, Michael P. Leiter& Christina Maslach. The Impact of International Business Trips onthe travelers and Their Spouses, Mina Westman, Dalia Etzion, &Shoshi Chen. Occupational Stress and Workplace Sleepiness, SarahDeArmond & Peter Chen. The Experiences of Work-Related StressAcross Occupations, Sheena Johnson, Cary Cooper, Sue Cartwright,Ian Donald, Paul Taylor, & Claire Millet. Work-related MentalIllness: A Brazilian Perspective from a Psychiatric and OccupationalMedicine Point of View, Duilio Antero de Camargo. SECTION 2:MITIGATING THE NEGATIVE EFFECTS OFOCCUPATIONAL STRESS. Leadership from a Positive HealthPerspective: A Qualitative Study, Marilyn Macik-Frey, JamesCampbell Quick, Phillip Shinoda, David A. Mack, David A. Gray,Nathan Keller, & Cary L. Cooper. The Role of Political Skill inNeutralizing the Dysfunctional Impact of Negative Affectivity onPsychological and Physiological Strains, Kelly Zellars, Pamela L.Perrewé, Ana Maria Rossi, Charles Kacmar, Wayne Hochwarter, &Gerald R. Ferris. Worker age and job stress: What do we know?Jessica M. Keel, Steven L. Sauter & Dennis Hanseman. Meditation inHealth: Definition, Operationalization and Practice, Roberto Cardoso,Eduardo de Souza, & Luiz Camano. SECTION 3:UNDERSTANDING AND EXAMINING WORK LIFEQUALITY. Biobehavioral Mediators of Stress and Quality of Life inOccupational Settings, Robert J. Gatchel & Andrew Baum.Qualitative and Quantitative Methods in Occupational-StressResearch, Irvin Sam Schonfeld & Edwin Farrell. Management ofQuality of Work Life in Healthcare Organizations, Káthia deCarvalho Cunha. Quality of Work Life and Health Promotion, AnaCristina Limongi-Franca.


Also Available:

Stress and Quality of Working Life Current Perspectives in Occupational Health

Edited by Ana Maria Rossi, International Stress Management Association in Brazil Pamela L. Perrewé, Florida State Uni-versity, and Steven L. Sauter, National Institute for Occupa-tional Safety and Health

This book was developed for the 2005 International StressManagement Association Conference in Brazil. The original bookwas recently published in Portuguese, but because of the popularity ofthe topics and the world-renowned stress scholars who contributedchapters, we are very pleased to have the opportunity to publish thiswork in English.

A book on the subject is intended to be an additional tool containinginformation on stress and ways of dealing with pressures anddemands, because we know that the level of stress will continue toincrease. We believe that only through information—and here youwill be able to find the experience and opinion of some of the greatest

and best professionals of the world in this field—people will manageto live better and more balanced lives. This is what ISMA-BR wishesand hopes for. Have a good reading. This volume provides a series ofcomprehensive summaries of what is now a fast-growing literatureaimed at understanding the causes, effects, and prevention of stress inthe workplace. It begins with three chapters on different sources ofstress at work, ranging from organizational factors to attributes ofworkers themselves.

CONTENTS: Preface: International Stress Management AssociationIn Brazil, Ana Maria Rossi. Foreward, Ana Maria Rossi, Pamela L.Perrewé, Steven L. Sauter, and Steve M. Jex. Introduction: Reducethis Burden, Lennart Levi. The Changing Nature of Work: The NewPsychological Contract and Associated Stressors, Cary L. Cooper.Occupational Stressors and Gender Differences, Ana Maria Rossi.Type A Coronary Prone Behavior, Job Stress and Heart Disease, PaulJ. Rosch. Understanding Job Burnout, Christina Maslach. Stress andthe Work-Family Interface, Jonathon R. B. Halbesleben and Kelly L.Zellars. Negative and Positive Crossover in the Family and AmongTeam Members, Mina Westman. Consequences of Depressed Moodat Work: The Importance of Supportive Superiors, Jason Stoner andPamela L. Perrewé. Stress and Employee Effectiveness, Steve M. Jex,Christopher J. L. Cunningham, Gabriel De La Rosa, and AlisonBroadfoot. Eustress and Hope at Work: Accentuating the Positive,Debra L. Nelson and Bret L. Simmons. Healthy Leaders, HealthyOrganizations: Primary Prevention and the Positive Effects ofEmotional Competence, James Campbell Quick, Marilyn Macik-Frey,David A. Mack, Nathan Keller, David A. Gray, and Cary L. Cooper.The Consequences of Organizational Politics Perceptions as aWorkplace Stressor, Gerald R. Ferris, Robyn L. Brouer, Mary DanaLaird, and Wayne A. Hochwarter. The European Commission’sGuidance on Work-Related Stress and Related Initiatives: FromWords to Action, Lennart Levi. Approaches to Prevention of JobStress in the United States, Steven L. Sauter and Lawrence R.Murphy. About the Authors.




[email protected]

25


MonographsA Cultural Perspectiveof Organizational Justiceby Constant D. Beugré, Delaware State University

This book analyzes the impact of culture on employee justicejudgments and reactions to perceptions of fairness and unfairness. Istart this book with the following two questions. Why is a book onculture and organizational justice needed? What does such a book addto the extant literature on organizational justice, especially, after thepublication of the landmark work of Colquitt and Greenberg (2005),Handbook of Organizational Justice? Although there are no easyanswers to these questions, in the following lines, I explain thereasons why a book on culture and justice is not only needed but alsotimely.

There are at least three reasons for which a book on culture andorganizational justice is needed. First, a book on culture andorganizational justice is needed because “there are indications thatculture exerts very important and wide-ranging effects on justicebehavior including even generally shaping the likelihood thatindividuals will experience feelings of injustice” (James, 1993, p. 22).Second, globalization has led to the interrelatedness of worldeconomies. Thus, most organizations not only operate in severalcountries, but they also employ people from different nationalitiesand cultural backgrounds. The resulting challenge is to find new waysof managing a culturally diverse workforce. Third, justice is inherentto any organized social group. As examples of social systems,organizations are arenas of justice concerns because their memberscompete for limited resources. The resources for which they competeinclude tangibles, such as money but also intangibles, such as status,power, and prestige (e.g., Tajfel & Turner, 1979; Turner, 1985). Inthe following lines, I elaborate on the three reasons why a book onculture and organizational justice is needed and timely.

CONTENTS: List of Tables and Figures. Acknowledgments.Preface. Foreword. Introduction. Chpater 1. Foundations ofOrganizational Justice. Chapter 2. Theories of Organizational Justice.Chapter 3. Models of Culture. Chapter 4. Culture and EmployeeReactions to Justice. Chapter 5. Culture and Employee Reactions toInjustice. Chapter 6. Managing Justice Across Cultures. Chpater 7.Conclusion. References. Author Index. Subject Index.


Adult Education in Academia:Recruiting and Retaining Extraordinary Facilitators of Learning(Revised 2nd Edition)

By Bahaudin G. Mujtaba and Robert C. Preziosi, Nova Southeastern University

Adult Education in Academia offers roadmaps and tools forresponding effectively to the changing needs of learners, educators,trainers, and administrators.

The material discussed in various chapters is useful for all diverseteachers and trainers who want to effectively facilitate information totheir learners while keeping them engaged in the learning process.The contents are written with a cross-cultural flavor and diversitysince today’s educators are able to teach global audiences. The bookaims to introduce the reader to a comprehensive recruitment processfor potential educators, development of faculty, retention practices ofextraordinary faculty members, effective facilitation skills, adult

learning, online education, peer review process, and assessment oflearning to deliver a quality program to all students regardless ofgeographic location or teaching modality. The material is designed tobe useful to employees, faculty members, associate deans andprogram directors both in public and private education arenas.

The book is also written for faculty development and training as wellas for use by higher education administrators. Colleges anduniversities wishing to adopt this material for their facultydevelopment programs may contact the authors or the publisher.Schools, trainers and educators adopting this book or any of itschapters may contact the publisher or an author for receiving theavailable supplementary facilitator’s materials such as sample facultytraining manuals, exercises, activities, and PowerPoint slides forpresentation. This book discusses that extraordinary educators knowwhat to teach, how to teach, as well as how to continuously assess andimprove. These extraordinary educators excel at creating excitinglearning opportunities since they connect well with learners who learnthe skills to reach their full potential.

This book offers practical techniques, tips and guidelines for thecreation of an extraordinary learning environment. It discusseslearning theories, needs assessment, twenty first century facilitationtools, essentials of cyberspace education, diversity management,outcomes assessment, mentoring of new educators, and retention ofextraordinary human resources. Ralph Waldo Emerson said that “theperson who can make hard things easy is the educator,” and AdultEducation in Academia provides educators with simple to implementtools to make learning more fruitful for students while assessing andenhancing the process for documentation and accreditation. Each ofthese real world practical facilitation techniques offers opportunitiesfor becoming and being an extraordinary educator.

CONTENTS: Foreword. Preface. PA R T I: Recruiting andRetaining Extraordinary Facilitators. Chapter 1. Adult Learningand Higher Education. Chapter 2. Faculty Development in DistanceEducation. Chapter 3. Faculty Development. Chapter 4. Becoming aWorld-class Facilitator. Chapter 5. Suggestions for EffectiveTeaching. Chapter 6. Online and Cyberspace Essentials. PA R T I I:Integrating Cyberspace Technology to Facilitate Learning.Chapter 7. Quality Assurance in Doctoral Programs. Chapter 8.Ethics and Diversity Issues in Higher Education. Chapter 9.Understanding Various Generations of Learners and Employees.Chapter 10. Comparison of Learning Outcomes across DifferentLocations. Chapter 11. Assessment of Hybrid Education. PART III:Chapter Appendix—Course Description and LearningObjectives. Chpater 12. A Study of Instructional Methods. Chapter13. Progressing Forward. Bibliography. Appendies. Index. About theAuthors.




26


Advances in the Psychologyof Justice and AffectEdited by David De Cremer, Tilburg University

Advances in the Psychology of justice and affect presents a collectionof chapters written by leading scholars attempting to illuminate thedeveloping trends in explaining and understanding the role that affectplays in justice and vice versa. The book comes at a particular fittingtime as it is recognized that justice is in the eye of the beholder, but,unfortunately clear theoretical perspectives have not been clearlyoutlined yet. This book addresses this need by presenting a variety ofperspectives advocating the further integration between both fieldsand how this may be achieved. Moreover, the book also provides adiscussion of what we know as yet and where this integrative fieldshould be going. The book is divided in three parts discussing thenature of justice and affect, justice, morality and affect, and justiceand affect at work

CONTENTS: Part I: Introduction. Justice and Affect: When TwoFriends Meet, David De Cremer. Part II: The Nature of Justice andAffect. Justice Violations, Emotional Reactions, and Justice-SeekingResponses, Alicia F. Bembenek, Denise R. Beike, and David A.Schroeder. Do the Emotions of Others Shape Justice Effects? AnInterpersonal Approach, David De Cremer, Gerben A. van Kleef, andMaarten J. J. Wubben. Hot Cognition and Social Justice Judgments:The Combined Influence of Cognitive and Affective Factors on theJustice Judgment Process, Kees van den Bos. The Role of Emotions inCross-Cultural Justice Research, Seger Breugelmans and David DeCremer. Part III: Justice, Morality and Affect. EmotionalResponses Uncover the Contextual Meaning of Acting (Un)Fairly,Celia Gonzalez and Tom R. Tyler. Justice, Fairness, and StrategicEmotional Commitments, Timothy Ketelaar and Bryan Koenig.Passions for Justice, Elizabeth J. Horberg and Dacher Keltner. PartIV: Justice and Affect at Work. Scholarly Biases in StudyingJustice and Emotion: If We Don’t Ask, We Don’t See, Thomas M.Tripp and Robert J. Bies. The Interplay between Justice and Affect inGroups, Barbara van Knippenberg, Daan van Knippenberg, andDavid De Cremer. A Cognitive-Emotional Theory of CustomerInjustice and Emotional Labor: Implications for Customer Service,Fairness Theory, and the Multifoci Perspective, Deborah E. Rupp, A.Silke Holbu, and Alicia A. Grandey. Consequences of Interactional(In)justice: A Look at Leader Behaviors and Follower Perceptions,Nicole E. Kohari and Robert G. Lord. Part V: Conclusion. Justiceand Affect: Where Do We Stand?, Jerald Greenberg and Deshani B.Ganegoda.

The market for this book is students, researchers in social psychology,organizational behavior and management, behavioral economics,philosophy, and other related social sciences fields. Graduate studentsand upper level undergraduates can make use of the book as asupplementary text.


An Administrator’s GuideTo Online EducationBy Kaye Shelton, Dallas Baptist Universityand George Saltsman, Abilene Christian University

An Administrator’s Guide to Online Education is an essentialresource for the higher education administrator. Unlike most booksregarding online education, this book is not about teaching; it is abouteffectively administrating an online education program. Grounded inexisting distance education theory, and drawing from best practices,current research, and an extensive review of current literature, AnAdministrator’s Guide to Online Education systematically identifiesand discusses seven key issues that affect the practice of online

education today: leadership and strategic planning, policy andoperation, faculty, online student services, online student success,technology and the courseware management system, and finallymarketing. Throughout the text, the authors provide case studies,examples, policies, and resources from actual institutions, whichfurther enhance the value of this text. An Administrator’s Guide toOnline Education, encompasses the issues and provides informationon how to accomplish one specific task: successful online educationadministration.

CONTENTS: Preface. Chapter I – Introduction to OnlineEducation. Chapter II – Leadership And Strategic Planning.Chapter III – Policy and Operational issues. Chapter IV – FacultyIssues. Chapter V – Online Student Services. Chapter VI – OnlineStudent Success. Chapter VII – Technology and the CoursewareManagement System. Chapter VIII – Marketing the OnlineProgram. Chapter IX – Conclusion. References.


Attribution Theory in theOrganizational Sciences: Theoretical and Empirical ContributionsEdited by Mark J. Martinko, Florida State University

This book is the product of the 2nd Florida State InternationalSymposium on Attribution Theory held in February 2004. The firstsymposium was held 10 years earlier in 1994 and receivedconsiderable attention from the academic community. The book fromthat conference, Attribution Theory: An Organizational Perspective,was cited by Shafritz and Ott’s Classics of Organization Theory(2000) as one of the two most significant contributions toorganization theory in 1995. We are obviously hopeful that this bookwill have a similar impact. The purpose of the second symposium aswell as that of this book is to provide an in-depth forum for thediscussion, integration, dissemination and development of bothresearch and theory describing the nature, role, and contribution ofattribution theories to understanding the dynamics of organizationalbehaviors.

CONTENTS: Foreword. Attribution Theory and OrganizationalPsychology An Introduction and Overview, Bernard Weiner. SocialMotivation and Moral Emotions: An Attribution Perspective, BernardWeiner. Attributions and the Action Cycle of Work, Terence R.Mitchell, Thomas W. Lee, Dong-Yeol Lee and Wendy Harman.Positive and Negative Affect and Explanatory Style as Predicators ofWork Attitudes, William L. Gardner, Elizabeth J. Rozell and Fred O.Walumbwa. Attribution and Burnout: Explicating the Influence ofIndividual Factors in the Consequences of Work Exhaustion.Jonathon R. B. Halbesleben and M. Ronald Buckley. Core Self-Evaluations, Aspirations, Success, and Persistence: An AttributionalModel, Timothy A. Judge and John D. Kammeyer-Mueller. AnExploratory Study of Workplace Aggression, Mark J. Martinko andSherry E. Moss. A Preliminary Examination of the Role ofAttributions and Emotions in the Transactional Stress Model, Kelly L.Zellars, Pamela L. Perrewé, Gerald R. Ferris and Wayne A.Hochwarter. Social Attributional Style: A Conceptual and EmpiracleExtension of Attributional Style, Neal F. Thomson and Mark J.Martinko. Follower Attributions of Leader Manipulative and SincereIntentionality: A Laboratory Test of Determinants and AffectiveCovariates, Marie T. Dasborough and Neal M. Ashkanasy. ConflictManagement: An Attributional Perspective, Charles Joseph and ScottDouglas. An Attributional-Empathy Approach to Conflict andNegotiation in Multicultural Settings, Hector Betancourt.Antecedents to Dissatisfaction with an International Joint VenturePartner: The Role of Equity Theory and Attribution Theory, DanielLaufer and Byung Hee Lee. A Theorectical Frame for Post-Crisis

27


Communication: Situational Crisis Communication Theory, W.Timothy Coombs. Parting Thoughts: Current Issues and FutureDirections, Mark J. Martinko. Index.


Behavior Modeling Training For Developing Supervisory Skills Instructor ManualBy William M. Fox

Behavior modeling has been a highly successful training method forcenturies. However, refinements based upon extensive research aboutits components began only recently. This manual presents the fruits ofthis research, and provides hands-on, proven, detailed instructions forproductive implementation.

It is designed to be used in conjunction with Bj MODELINGTRAINING FOR DEVELOPING SUPERVISORY SKILLS:TRAINEE MANUAL by the same author, which contains multiplecopies of various forms that the trainee will use.


Building a Customer Service CultureThe Seven Service Elementsof Customer SuccessBy Mario Martinez, University of Nevadaand Bob Hobbi, President of ServiceElements

The tenets of excellent customer service are central to anyorganization that creates or delivers products or services In fact,excellent customer service is a bigger differentiat or today than it wastwenty years ago. Customers are hungry for good service; they arehungry to establish long-term relationships with those who providenot only a one-time solution but serve as a long-term resource.

There is a problem, however. Organizations and the people who workwithin them have difficulty implementing the principles of customerservice. The vast majority of books and training materials oncustomer service teach the concepts, but do not provide the tools toimplement them. In The Seven ServiceElements of Customer Success,we take you on an enjoyable journey where you will learn about thefoundational principles of customer service and acquire the tools toimplement those principles. These application tools will help makeyou more successful in your job and simultaneously contribute to anenhanced service culture in your organization. In the pages thatfollow, we blend classic knowledge with new information to createvaluable insights about how to make customer service a sustainablecompetitive advantage in your job and for your organization.

CONTENTS: Preface. Acknowledgments. Defining CustomerService. Profiling the External Customer. From the Inside Out:Internal Customers. Moving Beyond Samenes. Make Time Count,Don’t Count Time. Cycle of Services Thinking. Beyond CustomerExpectations. Putting it all Together. About the Authors.


Business Strategy Formulation: Theory, Process and the Intellectual RevolutionEdited by Anthony W. Ulwick

Reviews: “Ulwick introduces a strategy formulation theory andprocess that allows firms to create strategies that consistently producebreakthrough results.” ~ Creative Magazine.

“Presents a wealth of top-notch thinking. Highly recommended.” ~Stern's Management Review/Stern's Sourcefinder.

As the dominant paradigm of economic activity is shifting to a focuson creating customer value, it is becoming increasingly clear thatcompanies must be able to formulate business strategies, product andservice strategies and internal operating strategies that accelerate thecreation and delivery of customer value. The ability to create valuehas become the primary source of sustainable competitive strength.With this book, Ulwick introduces a strategy formulation theory andprocess that allows firms to create strategies that consistently producebreakthrough results. The application of advanced modeling andpattern detection techniques commonly reserved for physics and thebehavioral sciences is used in both the design of the theory and in theprocess it initiates; its application can result in strategies and solutionsthat delivery up to ten times more value than those created withtraditional methods. It is a process that can be broadly applied acrossan organization and a wide range of subjects or missions.

Ulwick describes Outcome-Based Logic, which can transformorganizational dynamics and the way an organization approaches theprocess of strategy formulation, and proposes a Universal StrategyFormulation Model which defines the four essential elements ofstrategy creation: desired outcomes, constraints, the desiredcompetitive position, and solutions. Using this model, it becomespossible for an organization to first choose its desired competitiveposition and then work to uncover the strategy or solution that willenable it to occupy that position. The book also introduces a processcalled the Customer-Driven Mission Achievement Process (CD-MAP), now successfully used by many large companies to formulateand assess strategies at every organizational level of theirorganizations. This book, steeped in modern business theory andbacked by years of practical experience, will help practitioners in anycompany improve their operations and their competitive position.

CONTENTS: Introduction. Preface. The Intellectual Revolution.Transforming the Thinking Process. Structuring the Process ofStrategy Formulation. Desired Outcomes: Redefining the Concept of“Requirements”. Defining the Desired Competitive Position.Integrating Structure and Information into a Process for StrategyFormulation. Engaging in the Intellectual Revolution. Case Studiesand Evaluations. Executing Concepts of Strategy. Appendix A:Capturing and Prioritizing Desired Outcomes. Appendix B:Prioritizing Predictive Metrics. Appendix C: Using PredictiveMetrics. Glossary of Terms. Selected Bibliography.

Paperback ISBN: 1-59311-276-9 $39.99



[email protected]

28


Did I Ever Tell You about the Whale?or Measuring Technology Maturityby William L. Nolte

Foreword by: James W. Bilbro

Technology maturity: What is it, and why is it important?

For more than ten years, the Government Accountability Office(GAO) has criticized federal agencies for a history of cost andschedule overruns on a significant portion of their procurementprograms. GAO has repeatedly reported that the use of immaturetechnologies in programs is a primary cause for these overruns. Inspite of these repeated reports, the problems in governmentprocurement have not improved. In fact, recent reports indicate thatthe problems are getting worse.

One cause of this worsening situation might be that, while GAOidentified lack of technology maturity as a problem, they did not tellhow to measure technology maturity, or conversely, its lack.

This groundbreaking work attempts to fill this gap by examining thecurrent state of technology maturity measurement, pointing outstrengths and weaknesses of available measures, and proposing acomplete technology maturity assessment as a potential solution. Thebook also includes a discussion of risk during technologydevelopment.

CONTENTS: Preface.Table of Contents.Foreword.Prologue.Did IEver Tell You About the Whale? Chapter 1,Introduction toTechnology Maturity. Table of Contents. Purpose.Chapter Overview.

Why Is Technology Maturity Important to You? Technology. ProductTechnology Maturity. Product Maturity. Maturity Characteristics.Neutrality. Context Dependency. Dimensionality. Conclusion.Chapter 2, The Technology Life Cycle. Table of Contents. ChapterOverview. Biological Metaphor. Let Me Tell You About the Whale(Whale Chart. Alternative Life Cycles. DOD Acquisition LifeCycleGAO Knowledge Points. Exceptions. Conclusion. Chapter 3,The Product Life Cycle. Table of Contents. Chapter Overview.Moore's Technology Adoption Life Cycle. Did I Ever Tell You aboutthe Whale? Technology Life Cycle and Moore Together. Product LifeCycle. Development. Introduction. Growth. Maturity. Decline. Did IEver Tell You about the Whale? The Product Life Cycle. Did I EverTell You about the Whale? Product and Moore Together. Did I EverTell You about the Whale? Product and Technology Life CyclesTogether. Conclusion. Chapter 4, Technology Readiness Levels.Table of Contents. Chapter Overview. Introducing TRLs. TRLHistory. TRL Definitions. TRL Definitions, Descriptions andComments. Did I Ever Tell You About the Whale? TRLs. Calculatingthe Technology Readiness Level. What Are TRLs Good For? WhatAre TRLs Not Good For. Conclusion. Chapter 5, SoftwareTechnology Readiness Levels. Table of Contents. Chapter Overview.But Software Is Different. Historical Background. DoD InformationTechnology Working Group. Introduction to TRL Table for Software.Conclusion. Chapter 6, Readiness Level Proliferation. Table ofContents. Chapter Overview. What Is Readiness Level Proliferation?Why Does Readiness Level Proliferation Happen? Is Readiness LevelProliferation a Problem? Other Readiness Levels vs. Readiness LevelCorollaries. Other Readiness Levels. Programmatic Readiness Levels.Manufacturing Readiness Levels. Sustainment / Supportability /Logistics Readiness Levels. Integration Readiness Levels. ReadinessLevel Corollaries. Bio-Medical Technology Readiness Levels.Learning Systems Technology Readiness Levels. Practice BasedTechnologies. Modeling and Simulation Technologies. Conclusion.Chapter 7, Risk and Variation. Table of Contents. Chapter Overview.Risk and Variation in Technology Development. Statistical ProcessControl. Estimating Risk from a Sample of Size One. Did I Ever TellYou about the Whale? Risk and the Technology Life Cycle. Warning:Not All Risk Comes from Variation! Conclusion. Chapter 8, HowHard Can It Be? Table of Contents. Chapter Overview. Research and

Development Degree of Difficult. Technical Performance MeasureRisk Index. Technical Performance Risk Index. Advancement Degreeof Difficulty. Conclusion. Chapter 9, Technology MaturityAssessment. Table of Contents. Chapter Overview. Work BreakdownStructure. Critical Technology Element. Stage Gate. TechnologyPerformance Maturity Model. Department of Defense TechnologyReadiness Assessment. NASA Technology Readiness Assessment. AComplete Technology Maturity Assessment. Conclusion. Epilogue.Appendix A, Acronyms and Abbreviations. Appendix B,Recommended Reading by Chapter. Appendix C, Variation and Riskin Science and Technology. Appendix D, Assessing the Impacts ofTechnological Advancement and Insertion, Jim Bilbro. Appendix E,TRL Calculator Installation Instructions. Index


Distance Education: Definition and Glossary of Terms(Second Edition)

By Lee Ayers Schlosser, Southern Oregon University and Michael Simonson, Nova Southeastern University

Distance Education has become a major topic of interest in the fieldof educational communications and technology. In response to thisinterest, the Association for Educational Communications andTechnology (AECT) published the first edition of DistanceEducation: Definition and Glossary of Terms in 2002.

The second edition of this monograph was begun in 2005. While thedefinition of distance education was changed only slightly, theglossary of terms was updated significantly under the supervision ofJoann Flick and members of AECT’s Division of Distance Learning.The definition of distance education and much of the supportingnarrative offered in this edition of Distance Education: Definition andGlossary of Terms is based on Teaching and Learning at a Distance:Foundations of Distance Education, 3rd. edition (2006). Thisinformation is used with permission.

CONTENTS: Acknowledgments. Preface. Defining DistanceEducation. Emerging Definitions. A Brief History of DistanceEducation. Theory and Distance Education. Summary. Glossary ofTerms. References. Additional Readings.


E-Business Essentials: Special Issue of the Quarterly Journal of Electronic CommerceEdited by Nick Bontis, McMaster University

This special issue of QJEC marks the final installment of the journal.The QJEC has had a long-standing history of international scholarshipfocused on the emerging field of electronic commerce with a broad,interdisciplinary approach. It has established the field’s intellectualfoundation with state-of-the-art research from business, computerscience, engineering, law, psychology, and sociology. This particularissue focuses on an eclectic group of papers that are international inscope with authors from Canada, Australia, France, Germany, SouthAfrica and Italy. The papers range in topics from valuing dot comcompanies, to mobile health and portals, to supply chainmanagement.

29


CONTENTS: Dot-Bomb Post-Mortem: Web-Based Metrics andInternet Stock Prices, Nick Bontis and Jason Mill. The Determinantsof Risk Premium in Electronic Commerce Equity, K. B. Oh and S.Bose. M-Health: Exploring the Impact of Wireless Technology onHealth Care Providers, Constantinos Coursaris. A Model of UserAdoption of Mobile Portals, Alexander Serenko and Nick Bontis. AreAutomotive Suppliers Ready for e-business? Some Findings of anInternational Survey, Christian Navarre, Jens K. Martin, LihsinHwang, Richard Calvi, Marie-Laure Gavard-Perret and KarineGoneau. Quantifying Bullwhip Effect in the Supply Chain, BhaswarChoudhury and D. K. Bandyopadhyay. A Comparative Study ofSupply Chain Performance Management in Manufacturing andService, Pius Nwachukwu Oba and Mpho Nkhumeleni. Toward aConceptual Model for Managing Customer Knowledge in aDestination Marketing System, Hind Benbya, Giuseppina Passianteand Nassim Belbaly.


Executive Ethics:Ethical Dilemmas and Challengesfor the C-SuiteEdited by Scott A. Quatro, Covenant Collegeand Ronald R. Sims, The College of William and Mary

Foreword by Dennis W. Bakke best sellingauthor of “Joy at Work”

Afterword by C. William Pollard best sellingauthor of “The Soul of the Firm”

Scott Quatro and Ronald Sims have put together an impressive groupof experts that delve into the essential elements of C-suite leadership;especially, ethics-driven leadership. The book reminds us that the“bottom line” is more complicated now. Profits are only part of theequation. The post Sarbanes–Oxley era requires more than ethics-related compliance. It calls for the creation of an ethics-driven ethosas well. This book begins the dialogue toward such an ethos. Thistimely volume is unified in its collective voice, but uniquely diversein its independent voices, as it draws on the wisdom and experiencesof twenty-nine different contributors from both industry and theacademy.

This book will also help you understand how organizations canmaximize the fun, effectiveness, and experienced meaningfulness ofthe people who work there. The fundamentals are simple and easy tounderstand. Unfortunately, few C-suite leaders can bring themselvesto lead consistently following these fundamentals. An ethicalorganizational leader must continuously remind the organization whythe organization exists, and why what it does is important. People willnot work with energy, engagement, and consistency without apurpose they intensely believe is worthwhile. Leaders mustcontinually find ways to articulate the importance of individualpeoples’ efforts toward that end.

CONTENTS: Foreword, Dennis W. Bakke. Acknowledgments.Introduction. Crafting a Culture of Character: The Role of theExecutive Suite, William I. Sauser, Jr. Ethical Mandates forCorporate Success: Critical Lessons for C-Suite Executives, Frank A.Brock. Purpose Matters, Dennis W. Bakke. The Inescapability ofWorldview for Business Ethics: The Root of C-Suite Beliefs, Values,and Affections, Niel B. Nielson. Humility in Leadership: Abandoningthe Pursuit of Unattainable Perfection, Erik Hoekstra, Antony Bell,and Scott R. Peterson. The Value of Values in the C-Suite, TimHatcher. A C-Suite Challenge: Preventing Ethical Breaches, RonaldR. Sims. Profit Matters: Christian Religiosity as Support for MiltonFriedman’s Provocative Claim, Scott A. Quatro. Global Stakes:Globalization’s Challenges and Opportunities for Stakeholder Theory,Lance R. Wescher. Environmental Ethics: Achieving Corporate

Sustainability to Save the Planet, Robert Johnson. Ethics andCorruption from the Perspective of the CFO, William T. Geary.Human Resources Management as a Champion for Corporate Ethics:Moving Towards Ethical Integration and Acculturation in the HRFunction and Profession, Jerry W. Gilley, Sharon K. Anderson, andAnn Gilley. Ethics and the Chief Human Resource Officer (CHRO):Challenges in the Post-Sarbanes–Oxley Act Era, Monica Evans,Milorad M. Novicevic, M. Ronald Buckley, and Kathleen M. Buckley.Immigrants as Non-Traditional Expatriates: A Corporate EthicalImperative for Improved Adjustment and Integration, Gerhard Finkand Charles M. Vance. Ethics in Diversity Management Leadership,Amy E. Kahn and Douglas J. Maxwell. Job Design and Affect:Ethical Implications for the C-Suite, Thomas H. Hawver, Jeffrey M.Pollack, and Ronald H. Humphrey. Rational Nonconformity withEthical Standards in Fundraising by Nonprofit Managers, HerringtonJ. Bryce. Afterword, C. William Pollard. About the Contributors.


Fundamentals of Economicsfor Environmental ManagersEdited by William F. Barron, Robert D. Perlack and John J. Boland

The major elements of environmental economics are clearly describedand illustrated for the noneconomist in this timely work. Businesspractitioners, environmental scientists, planners and engineers, andstudents will gain a broad understanding of what economics maycontribute to environmental assessment and decision making. Thepresentation is largely non mathematical.

Emphasizing critical assumptions and intuitive logic, this overview ofthe theoretical foundations allows readers from a variety ofbackgrounds to develop and apply tools needed to function effectivelyin the increasingly important field of environmental management. Inaddition, this book is appropriate for one- and two-semester coursesand professional development programs.

CONTENTS: Preface. An Economics Perspective on EnvironmentalManagement. Basic Concepts in Supply and Demand. AssessingEconomic Efficiency: Comparing Values at the Margin. Externalitiesand Property Rights. Overuse of Common Property Resources.Benefit-Cost Analysis for Environmental Management. MonetaryValuation Techniques: Potentials and Limitations. Time-DependentValuation. Dealing with Risk and Uncertainty. Policy Instruments forEnvironmental Management. Applications of EnvironmentalEconomics: Illustrative Examples. Bibliography. Index.

Paperback ISBN: 1-59311-272-6 $39.99

Human Resource Development Today and TomorrowBy Ronald R. Sims, College of William and Mary

This book is written with the belief that HRD professionals willcontinue to learn, change and find ways to reinvent themselves andthe profession individually and collectively as we move further intothe 21st century. A major point of this book is that HRD will continueto become more and more important to organizational success. And,that in as calls for accountability and bottom line impact continue torise, HRD professionals will be proactive in demonstrating their valueto the organization.

The primary audience for this book is practicing HRM and HRDprofessionals, and other organizational leaders. The book providestested and proven ideas important to demonstrating the value of HRD.

30


From a practical viewpoint, it is based on actual experience, a strongresearch base, and accepted practices presented in an easy to readform.

A second target audience is students of HRD and HRM who arepreparing for careers in this important field. This book will help themdevelop a solid foundation to the study of HRD practices that are keyto HRD success regardless of the type of organization.

A third target audience is managers or leaders at all levels of anorganization who are increasingly expected to take on HRDresponsibilities while also partnering with HRD professionals. Itoffers these individuals a firsthand look at what they should expect oftheir HRD functions or areas and how they can encourage HRDprofessionals in their organizations to be accountable’ strategicpartners in helping the organization achieve its success by getting themost out of its human capital.

CONTENTS: Preface. Introduction to HRD. Maximizing LearningOutcomes in Human Resource Development: The Role of Learningand Learning Styles. Assessing HRD Needs. Designing EffectiveHRD Initiatives. Training Methods: Implementing HRD Initiatives.Evaluating HRD Initiatives. Employee Socialization and Orientation.HRD and Career Management and Development. ManagementDevelopment. HRD, Organizational Change and Development. HRD:Bridging Today and Tomorrow. References.


Innovative Approachesto Reducing Global PovertyEdited by James A.F. Stoner, Fordham University and Charles Wankle, St. Johns University

This book presents many innovative approaches to reducing povertythrough business commitment involvement, and leadership. Some ofthese approaches may look promising now at their current level ofsuccess but will turn out to be limited in their scalability or in theirability to sustain themselves and endure over time. However, all ofthem offer fruitful grounds for inquiry and learning. It is our intentionthat sharing the learning from these projects and initiatives fromaround the world will be useful to others committed to assisting thepoor in escaping from poverty — especially by bringing the poor intoproductive business activities. It is also our intention that theseexperiences stimulate ideas for new directions that build upon and gobeyond the rich variety of projects and successes described by theauthors in this book.

The book supports C K. Prahalad’s work made available in a numberof ways including his very influential book The Fortune at the Bottomofthe Pyramid: Eradicating Poverty through Profits (Wharton, 2004).Prahalad’s work has called attention to creative ways to think aboutthe question ofpoverty and how it might be reduced and eventuallyeliminated. He suggests ways. ofthinking and acting that break manyofthe traditional rigidities that occur in how we think about marketsand business practices. Although one theme ofPrahalad’s work relatesto the benefits of marketing to the poor by supplying products betterfitting the needs of low income individuals and groups, his work alsoemphasizes ways in which the poor can produce innovatively con-ceived and designed products for themselves and for others. Thisemphasis on enabling the poor to become productive is also presentedforcefhuly in Craig and Peter Wilson’ s, Make Poverty Business:IncreaSe Profits and Reduce Risks by Engaging with the Poor Green-leaf 2OQ6. Like Drucker, they see the real challenge to be helping thepoor find work that is productive and sustainable. One of their contri

butions is their emphasis on the importance of creating access to creditand insurance as an important part of enabling people to achieve pro-ductive livelihoods.2007 Paperback ISBN: 978-1-59311-752-8 $39.99

Hardcover ISBN: 978-1-59311-753-5 $73.99

Instructor Competencies:Standards for Face-to-Face, Online, and Blended Settings

(Revised 3rd Edition)

By James D. Klein, Arizona State University, J. Michael Spector, Florida State University, Barbara Grabowski, Pennsylvania State University, and Ileana de la Teja, LICEF Research Center, Tele-universite

This edition is not just a rehash of old, albeit classic and stillimportant, stuff. Instead, it provides a fresh perspective on a topic ofperennial interest for those working in the field that has beenvariously called training and development, human resourcedevelopment, performance technology, and workplace learning andperformance. The fresh perspective takes into consideration twoadditional instructor settings to the traditional face-to-faceenvironments that most instructors and trainers know -- that is, onlineand blended settings. These settings are, of course, becoming morecritical as instruction moves beyond classroom settings to includevirtual and combinations of classroom and other media deliverymethods.

The ibstpi instructor competencies match up well to Mapping theFuture (Bernthal, Colteryahn, Davis, Naughton, Rothwell, & Wellins2004), the current ASTD competency study of the field now knownas Workplace Learning and Performance (WLP) and previouslyknown as Training and Development (T&D). WLP is more than anew name for an old subject and represents a fundamental paradigmshift in what it means to be a professional in the field formerly knownas training. WLP is all about getting improved performance -- andtherefore improved results -- in organizational settings throughplanned and unplanned learning interventions. Instruction is thus ameans to an end and not an end in itself. The ibstpi instructorcompetencies dovetail well with that philosophy.

CONTENTS: Dedication. The ibstpi Board. Acknowledgements.Author Biographical Sketches. Foreword. Preface. Chapter 1: AnIntroduction to Instructor Competencies Overview. The Evolution ofInstructor Competence. Traditional Conceptualizations of Instruction.New Learning Paradigms. New Educational Technologies. NewRoles and Settings for Instructors. Face-to Face Settings. OnlineSettings. Blended Settings. Conclusion. Chapter 2: The ibstpiCompetency Development Model. Overview. What is aCompetency?. The Competency Development Model. Applying theModel to Instructor Competencies. Conclusion. Chapter 3: Theibstpi Instructor Competencies. Chapter 4: Instructor Competencies:Discussion and Rationale. Overview. Professional Foundations.Planning and Preparation, Instructional Methods and Strategies,Assessment and Evaluation, Management. Conclusion. Chapter 5:The Uses of the ibstpi Instructor Competencies. Overview. IndividualUses. Organizational Uses. Instructor Competencies and Certification.Conclusion. Chapter 6: Competency Validation Study. Overview.Foundation of the ibstpi Instructor Competencies. WorldwideValidation Study. Conclusion. Epilogue. References. Appendices. A.The 1993 ibstpi Instructor Competencies and PerformanceStatements. B. The ibstpi Code of Ethics for Instructors. C.Additional Resources for Instructors. D. Glossary of Terms. Index.

2004 Paperback ISBN: 1-59311-236-X $39.99 Hardcover ISBN: 1-59311-237-8 $73.99

31


Joint VenturesBy Paul W. Beamish, The University of Western Ontario

This short, reader-friendly book is about best practice in jointventures: the factors and processes which lead to success.

Every year, corporations establish thousands of joint ventures (JVs),investing hundreds of billions of dollars. In fact, between 25% and40% of all foreign investments take place via equity JVs. The use ofJVs and strategic alliances has been rapidly growing.

I've worked as a joint venture facilitator for Fortune 500 and othercorporations for many years. The senior executives in theseorganizations often noted that the decision-making format I used withthem would make a great book. This is it.

The key purpose of the book is to demonstrate that joint ventures canwork. They require however an open mind, and the willingness towork through a series of questions I provide. These relate to: testingthe strategic logic; partnership and fit; shape and design; andoperating the JV.

Contrary to the perceptions of some, JVs can be just as profitable andsurvive just as long as wholly owned subsidiaries. They can in fact beeffectively managed, and they are not going to cause a firm to lose itsproprietary technology. Partnerships can work extremely well, andoften, placing less emphasis on “control” is the way to go. If one iswilling to acknowledge and respect that someone else (here a partner)has much to contribute, a stronger enterprise can result. True JVs canresult in more stable and sustainable business, benefiting all partners,in whatever country they are located.

The format of the book is intentionally conversational. It uses theSocratic method (question, answer, question, answer) which works soeffectively in a case study classroom. Here the “classroom” is severalbusiness class seats on an international flight.

This book is written for practicing managers and executives. Thosecontemplating the formation of a JV and those currently engaged inJVs will see improvement in the duration and performance of theircollaborative ventures by following the recommended actions.

A second audience is business schools and academics. The book isideal for MBA, executive MBA and non-degree executive educationcourses or modules focused on JVs, alliances, cooperative strategies,etc.


Leading with Character:Stories of Valor and Virtue and the Principles They Teach

By John J. Sosik, Pennsylvania State University

Executive SummaryWhat kind of character strengths must leaders develop in themselvesand others to create and sustain extraordinary organizational growthand performance? The author, John J. Sosik, answers this question byreviewing what is known about the connection between authentictransformational leadership and positive psychology. He summarizesa wealth of leadership knowledge in a unique collection of captivatingstories about 25 famous leaders from business, history and popculture: Condoleezza Rice, John F. Kennedy, Maya Angelou, BillGates, Brian Wilson, Rosa Parks, Martin Luther King, Jr., JoeNamath, Pat Tillman, Mother Teresa, Lady Diana, Pope John Paul II,Shirley Chisholm, Governor James Hunt, Andy Griffith, Margaret

Thatcher, Oprah Winfrey, Nelson Mandela, Warren Buffet, AndyGrove, Eleanor Roosevelt, Herb Kelleher, Anita Roddick, JohnnyCash, and Fred Rogers.

What do these leaders have in common? Each possesses virtues ofwisdom, courage, humanity, justice, temperance, and transcendenceand their associated character strengths that form the foundation oftheir outstanding leadership. Besides generating astonishing resultsfor their organizations, these leaders reaped numerous physical,mental, social and spiritual benefits from their strong character. Theirstories teach readers leadership principles that they too can apply toachieve sustainable growth and excellence. The author includesdozens of interesting examples, vivid anecdotes, and clear guidelinesto offer readers an in-depth look at how character and virtue forms themoral fiber of authentic transformational leadership. Individualscurrently in leadership positions as well as aspiring leaders will findthe book’s conversational style, fascinating stories, and practicalguidelines both useful and inspiring.

CONTENTS: Foreword. Preface. Making the Case for AuthenticTransformational Leadership. Authentic TransformationalLeadership. Virtues and Character Strengths. Wisdom andKnowledge: Strengths for Stimulating Vision and Ideas. Courage:Strengths for Weaving Moral Fiber. Humanity: Strengths forDeveloping Others. Justice: Strengths for Role Modeling.Temperance: Strengths for Keeping the Ego in Check.Transcendence: Strengths for Inspiring Greatness. Reaching a HigherLevel of Leadership and Prosperity. Leaders of Character among Us.


Managing in a Team EnvironmentEdited by John Robert Dew

Designed to be a practical guide for managers, this book gives thereader a comprehensive overview of the practice, culture, andmethods for functioning in a team environment. Most managers areaccustomed to the premise that they are to plan, organize, lead, andcontrol. They are now being asked to facilitate their people in teamsthat plan, organize, control, and often lead. To be prepared for thenew workplace realities, managers will need to be familiar with awhole new set of methods for leadership. This book helps engenderthe necessary knowledge and skills to make the transition to leadingteams. It also makes clear the distinction between hierarchical andteam environments.

Tools for team-centered planning, work control, meetings, anddecision making are presented in detail. Ample examples, academicresources, and specific recommended actions are provided to help themanager understand, utilize, and thrive in the new workplace. Issuesthat will challenge front line supervisors who are becoming teamleaders are addressed, and issues that will impact middle managerswho discover that they now manage a collection of teams are alsoexamined. This book is a unique combination of field research,academic studies, case study data, and practices from one ofAmerica's best companies.

CONTENTS: Introduction. Team Culture and Mission. Ownership,Goal Setting, and Planning. Team Performance Indicators.Interdependence of Teams. Decision Making and Team Dynamics.Understanding and Being Understood Within a Team Culture.Resolving Conflicts Within Teams and Between Teams. RunningEffective Team Meetings. Maintaining the Teams. ProcessImprovement and Teams. In Search of the Root Cause. Cross-Functional Teams. Continuous Learning in a Team Environment.Creating Team Leaders. Strategic Planning in a Team Environment.Managing Compliance Issues with Teams. Creativity and Teams.Evaluating Team Effectiveness. Bibliography. Index.

Paperback ISBN: 1-59311-270-X $39.99

32


Managing Complexity in Organizations:A View in Many DirectionsEdited by Michael R. Lissack and Hugh P. Gunz

Reviews: “A collection of 18 insightful, conceptual papers written byleading practitioners from the science of complexity and itsapplications to management, offering a new framework forunderstanding organization....Absorbing and highly informative,Highly recommended.” ~ Stern's Management Review/Stern'sSourcefinder.

Description: Lissack and Gunz have gathered many of the leadingpractitioners from the science of complexity and its emergingapplications to management--to give us an up-to-date, comprehensiveunderstanding of this important new field and how it can change theway we think about the organizations. Complex systems, whichconsist of many interacting entities and exhibit properties such asself-organization, evolution, and constant novelty, exist in all domainsof our world. The metaphors and models derived from complexity,say Lissack and Gunz, can be used to make sense of these systemsand help managers shape them.

The three chapters in Part I introduce the topic of complexity scienceand how it relates to modern management practice, providing acontext for the section on strategy, creativity, communications, andapplications that follow. Part II examines strategy from a complexityperspective and complexity from a strategy perspective. In Part III theauthors look at the intersection of complexity, creativity, andcommunication. Part IV on applications, examines how complexity-influenced theories of management actually affect routinemanagement practice. Throughout, the book makes clear that whatworked in a simpler, clearer world will not work today. State of theart yet basic enough to remain timely well into the future, this bookwill prove indispensable for organization decision makers everywhereand their academic colleagues.

CONTENTS: Introduction by Michael R. Lissack and Hugh P.Gunz. Overview Complexity: The Science, Its Vocabulary, and ItsRelation to Organizations by Michael R. Lissack. Complexity: Morethan a Fad? by Tom Petzinger. Complexity, Computational Ability,and the Corporation of the Future by Arnold J. Wytenburg. StrategyStrategy as Design: A Fitness Landscape Framework by SteveMaguire Markets in Phase Transition by Ken Baskin. The Future ofStrategy: The Role of the New Sciences by Robin Wood. Creativityand Communication Images or Reality? Metaphors, Memes, andManagement by If Price Chaos, Communication, and CulturalChange: Beyond the Management of Organization by Pekka Aula.The Architecture of Strategic Thought: A Neuronal NetworkApproach by Harold E. Klein. Strategic Management SystemEnhancement and the Concept of Strong Influence Strings by Adam J.Koch. Applications Chaos Theory and Project Management: APerspective on Managing the Complex Project by Janet Bardyn andDonna Fitzgerald. Complexity, It, and the Enterprise by Mark W.McElroy. Adaptive Corporations by Mark White. Complexity in theDynamics of Organizational Founding and Failure by Joel A. C.Baum and Brian S. Silverman. Evaluating Performance in a ComplexAdaptive System by Glenda H. Eoyang and Thomas H. Berkas.Complexity Metaphors and the Process of Small BusinessForesighting by Ted Fuller. Gorbachev as CEO Roadkill Lessons forthe Modern Corporation from the Soviet Foreign PolicyEstablishment's Failure to Manage Complexity by Robert M. CutlerThe Emergence of Technological Fields by Raghu Garud, PeterKarnoe, and E. Andres Garcia. Concluding Remarks by Michael R.Lissack and Hugh P. Gunz

Paperback ISBN: 1-59311-267-X $39.99

Managing in a Five DimensionEconomy: Ven Matrix Architecturesfor New OrganizationsEdited by G. D. Venerable

Reviews: “...presents a highly unique conceptualization of today'seconomy and the architecture of organizations required for dealingwith its uncertainty and change....Excellent.” ~ Stern's ManagementReview/Stern's Sourcefinder.

Description: This volume offers a unique approach to understandingand managing today's organizations as they are governed bymathematical and scientific systems that underlie evolutionarybiology. This opens the prospect of managing by an organizationalmodel that incorporates those same systems and principles, and givesus a powerful new way to view both the organization and the marketit serves. The Ven Matrix Architecture is the newest systemsapproach to “seeing the terrain of a system” and its marketplace. Allthis is in a “five dimension economy, a digital internet worked, trans-planetary system of competing markets that mimics the behavior of aglobally extended bacterial colony.” Were it not for the author'simpeccable credentials one might raise an eyebrow at all this, butVenerable has the academic background and practical corporateexperience to make us take what he says seriously. The result is afascinating work for executives throughout the organization and fortheir academic colleagues.

The essence of Venerable's argument is that the “evolution” of a fivedimension economy--the sort of economy we have now--is driven bya collective group consciousness, made up of the world's producers,consumers, and their governments. Venerable takes a view parallel tothis in looking at organizations. He calls it the Ven Matrix of a systemand describes it as an interactive paradigm for dealing with thechange and uncertainty inherent in any five dimension economy.Moreover, by modeling the organization as a living system, one candramatically improve one's competitive position. Such a model,combined with the Ven Matrix systems approach explained here,enables us to see the entire terrain in which our organizations functionbut with a third dimension, depth added to the others. Among thespecial features of this book is an expression of deeply abstract issuesin a language and style that will be readily accessible to most collegegraduates. Well illustrated with figures, tables, and explanatorydiagrams, the book also provides readers with a Ven Matrixworksheet to copy and use in the course of doing quick assessmentsof the condition and needs of any organization, department, orproject.

CONTENTS: Preface. Abbreviations. Templates for the OptimumSystem. Introduction. A Modest Proposal: Structuring the Whole.Ven Matrix Architecture: Defining the Optimum System. Anatomy ofa Template: Touring the Ven Matrix. A Trinity of Standard Systems:Application of the Ven Matrix. Organizational Economy. TheGenesis of Order: Journey to a Five Dimension Reality. The Genesisof a System: Ven Matrix Blueprint of an Organization-System. TheGenesis of a Five Dimension Economy: Managing the House. TheGenesis of Organizational Economy: Competing in the New WorldOrder. Executive Summary and Conclusions: CompetitiveAdvantage--Seeing the Terrain. Afterword: How the “Ven Matrix”Got Its Name. Bibliography. Index.

Paperback ISBN: 1-59311-275-0 $39.99

33


Managing School System Change:Charting a Course for Renewalby Serbrenia J. Sims and Ronald R. Sims

Contents: Preface. An Introduction to Managing School Change.Challenges to Leading and Managing School and School SystemChange. School System Change: Key Roles and Competencies forAdministrators. Managing School System Change: StakeholderTheory Analysis. Building and Communicating the Case for SchoolSystem Change. School Change: Building Stakeholder Inclusion.Understanding School Culture Change. Continuous Improvement inSchool Systems: Applying the Balanced Scorecard Approach. TheDynamics of School or School System Change. Bibliography.


Managing in the Postmodern World: America’s Revolution AgainstExploitation - 2nd EditionBy David M. Boje and Robert F. Dennehy

With Special Forward by Stewart Clegg

The book suggests that these postmodern times may well pass byAmerica, that it will be stymied by the legacies of a post-industrialismin which a form of power/knowledge was institutionalized incorporate embodiments swollen with the bureaucratized complacencythat defense-related contracting induced in organizations remote fromcompetitive struggle in a consumer market-place. It is now clear thatthe post-industrial society was a knowledge-based society shaped bythe requirements of the Cold War and the warfare state. It was thesewhich materialized the shift in organizational social relations from anindustrial epoch founded on exploitation to one in which value be-came increasingly fused within the unity of power/knowledgecondensed within the global, bureaucratic, corporate frame. Americawon the Cold War but is clearly in danger of losing the aftermath, notto the old adversaries, but to nations which were not even admitted tothe Cold War game as equal players: most noticeably Japan, but alsoGermany, the powerhouse at the center of the European Community,as well as the Newly-Industrializing Countries of East Asia.Statutorily, of course, the first two were not allowed to, play as part ofthe Cold War settlement at Yalta. Exclusion spawned differentstrategies premised on structures which were and had always beeninstitution ally distinct.

What is to be done? Boje and Dennehy are quite clear: first, there hasto be a realization that the recipes of modernism were epoch or eraspecific and may be past their use-by date in some areas oforganizational life. Second, that for as long as the lenses throughwhich we focus on organizational life are made to modernistspecifications, so that they focus on variables such as formalization,standardization, centralization, etc., as the strategic focus for researchand teaching, we will be condemned to doing the ‘time-warp’ overand over again, stuck in the modernist frame while the spectacleoutside turns ever more postmodern. Third, that postmodernism offersan integrative focus which will aid us as teachers, students,researchers and practitioners in overcoming the excessivedifferentiation which has fragmented our intellectual andpraxeological communities. Fourth, that in doing so it will serve to re-vitalize the study of management and organizations by opening it upto the cutting-edge of contemporary social science currents.

If the hypotheses and argument that the authors advance aresubstantially correct, then we stand at one of those moments in

history when the urge to resist and understand the limitations of theold slogans is critical. America’s Revolution Against Exploitation:The Story of Postmodern Management achieves this resistance andthis understanding sufficiently to reconfigure our grasp of the moderncondition in which we have been while pointing us towards what wemay become. One should salute the book as a contribution to one ofthe projects for the future, one which, because of its easy style,deserves to secure postmodernism a good name in management andorganization theory circles.

Paperback ISBN: 1-59311-915-7 $39.99

Managing Tomorrow’s High-Performance UnionsEdited by Thomas A. Hannigan

Reviews: “Surprisingly few books apply concepts from private,public, or nonprofit management to labor unions. Any book thatexamines the internal management of labor organizations in a deepway should therefore be applauded. Thomas A. Hannigan's ManagingTomorrow's High Performance Unions does so, and offers insight intoaspects of union management and administration.” ~ Industrial andLabor Relations Review.

“Mr. Hannigan has broken down this book in a manner that allows anorderly flow of information. A strong background is provided in theearly chapters....These chapters offer excellent discussions on pureunion background and function. Chapters 3 through 6 are really theheart of the book. Through these lessons that the author believes thatunions can reinvent themselves and become viable again. The bookoffers much in the way of a common-sense approach to themanagement of these unique organizations. Students of industriallabor relations would benefit from the use of this book as both abeginning resource and a potential reorganization guide....Unionsmust prepare themselves for a seat at the table in the new modernworkplace, and in doing so, leadership would be well advised to havea copy of managing Tomorrow's High-Performance Unions.” ~Global Focus.

Only by adopting a new style of high-performance union managementcan labor recover and revitalize itself, says Thomas A. Hannigan, a40-year member of the International Brotherhood of ElectricalWorkers. His book offers a practical, common sense understanding ofhow a successful management works and how it can be used in day-to-day union activities. For the first time, he links the nine basic unionfunctions to the four basic management functions. Writtenspecifically for union officers and upcoming leaders, the bookprovides them with a way to translate material customarily directed tobusiness executives into language that labor people can understandand put to immediate use. The book also offers a potent alternative totoday's slice and slash, centralize and downsize union style ofmanagement. In addition, it offers a blueprint for building new unionsand making labor more effective, not only for its own benefit, but alsofor the benefit of American society. An important, readable, uniquetext for people at almost all levels of union administration andindustrial relations. Students will be exposed to an entirely newdimension of the American labor movement.

Hannigan redefines unions to focus attention on the interests ofworkers in the workplace, and on the importance of providing a senseof community between members of unions, between unions and otherunions, and between unions and government. He maintains that astyle of democratic, participative management will breathe new lifeinto unions, and that a better understanding of managementresponsibilities by union leaders is essential for labor's survival as aneffective representative of workers in the new American workplace.High-performance union managers will be able to explore, developand use new technologies, and to build strong, autonomous,democratic, value-based, and mission-driven locals. ManagingTomorrow's High-Performance Unions includes innovative concepts

34


such as the membership and leadership depth of participation models.It also proposes the creation of a new AFL-CIO executive board tolead organized labor into the 21st century, an institute for managinglabor organizations, social research departments, lifetimemembership, expanded membership bases, and the intense use ofwhat Hannigan calls “enabling technologies.” He sees administrativeand support centers as practical alternatives to union mergers.

CONTENTS: Preface. Basic Union Functions. The UnionEnvironment. Management for Union Leaders. High-PerformanceUnions--Attributes of Excellence. Communication--The Essence ofExcellence. High-Performance Union Decision-Makers. High-Performance Union Planners and Organizers. High-PerformanceUnion Directors and Controllers. Glossary. Bibliography. Index.

Paperback ISBN: 1-59311-271-8 $39.99

Merit Pay:Linking Pay to Performance in a Changing World

(Second Edition)

By Robert L. Heneman, The Ohio State Universityand Jon M. Werner, University of Wisconsin-Whitewater

This book was written to bring together a summary of the currentknowledge on merit pay and to further advance understanding of thistype of incentive pay plan. When the writing of the first edition wasbegun in 1989, there were no books devoted exclusively to the subjectof merit pay. Thus, this book was written to fill a void in thecompensation literature. Since then, surveys have shown that meritpay remains a frequently used method of incentive compensation, andresearch into the merit pay process continues to grow. However, otherforms of incentive pay, such as gainsharing, continue to receive themost attention, as evidenced by the number of books and articles onthis topic in the popular press. In response to the frequent use of meritpay in organizations and the growing body of research, a book-lengthtreatment of merit pay was needed. What we hope to do with thissecond edition, beyond updating, is to link merit pay with the manychanges going on in total compensation or “reward management” (R.Heneman, 2001a, 2002). We also will argue that, even among all thechallenges and changes that organizations currently face, there is still“merit” in appropriately conceived and implemented merit pay plans(Bates, 2003c).

CONTENTS: Preface. Introduction and Overview. P A R T I:Assessment of the Desirability and Feasibility of Merit Pay. Payfor Performance. Diagnosing Situational Characteristics. P A R T I I:Development and Administration of a Merit Pay Plan. MeasuringPerformance. Establishing Pay Increases. Merit Pay Administration.P A R T I I I: Evaluation of Relevant Outcomes. Evaluating MeritPay Outcomes. References. Index.


New Knowledge CreationThrough ICT Dynamic Capability:Creating Knowledge Communities Using BroadbandBy Mitsuru Kodama

The progress of broadband ICT is having a big impact on individuallifestyles and corporate activities. For corporate strategy, broadbanduse goes beyond improving management efficiency to contributing toenhancing customer services and developing new markets. Inaddition, the shape of corporate organizations and their behaviour ischanging along with recent changes in the business environment anddevelopment of broadband networks. It will become increasinglyimportant for future business strategies to go beyond resourceslimited by business units within conventional corporate organizationsto take positive initiatives with knowledge and competences outsidethe company as well as with the dynamic use of ICT, through suchmeans as external strategic alliances, virtual corporations, mergersand acquisitions, and outsourcing.

This book describes that the full utilization of ICT based on fixed andmobile wireless broadband communication platforms supportsmanagerial speed and excellence, while making it possible toformulate new business models.

Chapter 1 describes business process innovations and new e-businessthat activates the concepts and technology of video-based informationnetworks (VIN) based on the leading broadband and wirelesstechnologies of multimedia communication networks. Dynamicactivities with VIN as a future network strategy support tool willenable business innovation through strengthening corporatecompetitiveness and enhancing customer services.

Chapter 2 considers theoretical frameworks related to “ICT dynamiccapability” for companies that have employed ICT. “ICT dynamiccapability” comprises the three elements of context architecture,boundaries consolidation, and ICT application capabilities, and isdiscussed from the viewpoint of the new knowledge creation process.The interaction among actors' dynamic use of VIN tools and thecommunity knowledge creating cycle simultaneously enhancesknowledge effectiveness and creativity. Chapter 3 goes on to considerthe decision-making process that introduced and activated VIN toolswithin the company, aimed at the acquisition of ICT dynamiccapability, from the perspective of a strategy-making process.

Chapter 4 demonstrates community management frameworksexploiting VIN in the company through in-depth case study. The top-down approach through the innovative leadership of communityleaders who comprehensively manage the business community spreadwithin and outside the company will enable the dynamic use of ICTby community members. In Chapter 5, looking at the creation ofbusiness linking industry and academia, the author considers cases ofVIN development through a bottom-up approach involving membersin the strategic community, and shows analysis from the viewpoint ofICT dynamic capability created from dynamic interaction of contextand knowledge with customers who have crossed the organizationalboundaries among industries.

In Chapter 6, through emergent strategies for small and medium-sizedcompanies, the book justifies new knowledge in-house after itscreation from a trial-and-error process using a bottom-up approach,and the author looks at the feelings and behavior of actorsundertaking to improve in-house productivity and customer servicesas a strategy for the entire company. In Chapter 7, the author takes upa case study of Sony, and looks at an example of VIN tools adoptionby means of Sony’s deliberate strategy using a top-down approach.Moreover, learning from Sony’s trial & error method, the authorconsiders the process of a successful VIN adoption from a bottom-upapproach through emergent strategies centered on worksiteorganization.

35


In Chapter 8 the author considers successful case studies of VINadoption by large companies. The author considers the processes thatproductively resolve internally generated friction and conflict andtransform corporate culture through the use of both top-down andbottom-up approaches. Finally, in Chapter 9, the book provides newinsights derived from the case studies and theoretical and managerialimplications related to new knowledge creation by ICT dynamiccapability.

Bridging theory and practice and providing international scope, thisbook will be invaluable to academics and students with an interest inbusiness, management, ICT, and to managers in high-tech industries.


Operations Research: Methods, Models, and ApplicationsEdited by Jay E. Aronson and Stanley Zionts,Under the Auspices of Carnegie Mellon UniversityGraduate School of Industrial Administration The volume is divided into four parts: the first part reviews the careerand significance of Thompson, the second concentrates on linear andnonlinear optimization, the third looks at network and integerprogramming, and the fourth provides examples of applications-oriented research in manufacturing.

This volume will be an invaluable resource for all scholars andresearchers involved in theory and methodology in operationsresearch and management science.

CONTENTS: Preface. Introduction. Gerald L. Thompson. G. L.Thompson: An Appreciation by William W. Cooper. Linear andNonlinear Optimization: Some Aspects of Linear Programming byStanley Zionts. Multiple Working Bases for Generalized and VariableUpper Bounding Linear Programs by Amorosu B. Agbadudu andBala V. Balachandran. Principles of Model Development withApplication to Slacks in DEA by Robert M. Thrall. Primal and DualOptimality in Computer Codes Using Two-Stage Solution Proceduresin DEA by Victor Arnold, Indranil Bardhan, and William W. Cooper.A Strict Paired Comparison Linear Programming Approach toNonmetric Conjoint Analysis by V. Srinivasan. ComputationalExperience with Logarithmic Barrier Methods for Linear andNonlinear Complementarity Problems by David F. Shanno. Networkand Integer Programming. A Pivot and Probe Algorithm (PAPA) forNetwork Optimization by Moonsig Kang and Jay E. Aronson Multi-Item, Multibidder, Second-Bid Auctions by Timothy L. Shaftel. APrimal-Dual Algorithm for Multihour Multicommodity Network Sy.thesis by George G. Polak. Innovation in an Industry Network:Budding, Cross-Fertilization, and Creative Destruction by StenThore. On the Generalized Inverse of Network Matrices and ItsApplications to Accounting Networks by Yuji Ijiri. Using Reductionin a Parallel Algorithm for the 0-1 Knapsack Problem by W. Lootsand Thenis H. C. Smith. Manufacturing Optimal Strategies forGeneral Price-Quality Decision Models of New Products withLearning Production Costs by Jinn-Tsair (James) Teng and Gerald L.Thompson. The Price-Production Problem: An Operations andMarketing Interface by Cheryl Gaimon. Asymptotic Optimality ofHierarchical Controls in Stochastic Manufacturing Systems: AReview by Suresh P. Sethi and Qing Zhang. Analysis of a CapacitatedParallel Multiprocessor Scheduling Problem by Farid Harche.Application of Parallel Computing to Resource Pricing andScheduling in Flexible Manufacturing Systems by Alok Gupta, DaleO. Stahl, and Andrew B. Whinston. Models for Tool Management inFlexible Manufacturing Systems by Bharat K. Kaku, Arjang A.Assad, and Chuan Wang

Paperback ISBN: 1-59311-266-1 $39.99

Personal Balanced ScorecardThe Way to Individual Happiness,Personal Integrity, and Organizational Effectivenessby Hubert Rampersad, TPS International

Executive SummaryThe Personal Balanced Scorecard (PBSC) is a journey into the innerself, where values, hopes, dreams and aspirations lie quietly waitingto be discovered. Taking the journey as an individual allows you toview your life objectively and authentically as a whole person andprovides a roadmap of your dreams and aspirations translated intomanageable and measurable milestones. As a part of the TotalPerformance Scorecard (TPS) process which I introduced in 2003 inTotal Performance Scorecard: Redefining Management to AchievePerformance with Integrity, and which has been translated into morethan 20 languages, the Personal Balanced Scorecard can also be aneffective way for managers to coach others to achieve integrity andalignment between work and life. The benefit comes from changingindividual behavior in order to drive organizational effectiveness,enhance performance, and increase self-awareness, personalresponsibility and motivation. PBSC is an integral part of this organicand holistic Total Performance Scorecard process, which is anorganizational and cultural change tool and a method for ongoingeffectiveness. Its uniqueness lies in aligning and a combination ofPersonal and Organizational goals to result in Individual PerformancePlans for each employee. The focus of this book is the PBSC portion,which comprises a search for self-knowledge, self-discovery and self-mastery.

CONTENTS: Preface. Introduction. PART I: PBSC as anInstrument for Individual Development, Personal Effectivenessand Growth in Life. The Personal Balanced Scorecard.Implementing the Personal Balanced Scorecard. Aligning PersonalAmbition with Personal Behavior, Personal Integrity. PART II:PBSC as an Instrument for Enjoyment and Effective TalentDevelopment at Work. Aligning Personal Ambition with SharedAmbition. Aligning Personal and Shared Ambition with BusinessEthics, Shared Integrity. Rolling Out the Balanced Scorecards.Effective Talent Management. The PBSC Cycle. Epilogue. AppendixI: TPS Soft. Appendix II: TPS Life Cycle Scan. Author’s Profile.References and Recommended Reading. Index.


The Perspective of Women’sEntrepreneurship in the Ageof GlobalizationEdited by Mirjana Radovi Markovi, Akamai University

This book, “The perspective of women’s entrepreneurship in theAge of Globalization” addresses the issue of female entrepreneurshipdevelopment in the context of globalization. The authors take theposition that entrepreneurship serves as a catalyst of economicdevelopment and globalization process has progressively reducedbarriers to entrepreneurship and increased competition in the globalmarket. Namely, important settings of inter-country cooperation inour times are the emergence of the phenomenon of globalization. Likean on-coming vehicle globalization cannot be stopped. However, wecan influence its direction and we can prepare to use it as aninstrument for improving the conditions of the greater majority ofpeople all over the world. The recognition of the capacity of women

36


entrepreneurs in our global community is no longer a matter fordebate. It is our reality that Female Entrepreneurship has been themajor factor contributing to the development of many countries.

This book brings together a large amount of information on variouswomen entrepreneurship opportunities from different points of viewand from different countries and regions. The special value of thisvolume is the networking of researchers - scientists and otherprofessionals and experts all over the world and their participationwith the articles based on research undertaken specifically for thebook.

The purpose of this book is to explore the following: * How small businesses can be an opportunity for women to add a new professional dimension to their traditional role in the family and society * Concepts and models for combining career and family * The role of women in the development of the private sector in the 21st century * The support required for women to undertake a business activity (e.g. availability of structures supporting women entrepreneurs such as professional female networks) * Suitable financial arrangements, which can support female entrepreneurship (e.g. Proximity of financing programs from traditional banks, micro-credits organizations, etc.) * New educational opportunities for women determination of educational level and degree of entrepreneurial skills/ distance education opportunities * The specific country needs: transition economies, developed and developing economies * How to provide realistic incentives for women to take their businesses global2007 Paperback ISBN: 978-1-59311-769-6 $39.99 Hardcover ISBN: 978-1-59311-770-2 $73.99

Planning, Common Sense, and Superior PerformanceBy Erwin Rausch

This book is intended to help you enhance your common sense (yourintuitive decision making skills) as well as your critical thinkingskills (your rational planning and decision-making skills). A bigclaim, to be certain, but undoubtedly a valid one. As you are aware,your common sense, and with it your ability to make many decisionsalmost intuitively with minimum thought, is vastly better today than itwas when you were a teenager. Experience and learning thattranslated itself into better judgment and reasoning ability, accountsfor this change. More precisely, new knowledge led to thought habitsthat became so solid that you spend hardly a moment on decisions towhich they apply. That is how common sense and judgment mature.

Practicing the relatively simple formula that this book offers, anddeveloping the habit to apply it regularly, will help you take anotherquantum step toward a higher level of common sense and intuitivereasoning when you develop plans and make decisions. At the sametime, the book will provide you with tools that will sharpen yourability to think about work and personal decisions you are facing froma more comprehensive perspective than you are probably doing now.

In addition to helping with plans and decisions, the book will showyou how to be an more effective leader.

If you manage anything, with or without staff, are preparing formanagerial responsibilities as a college student, or if you seek to takea managerial career track, this book can be of significant use to you. Itdoes not matter whether your career is in business, non-profit

organization, or government, in health care, retail, engineering, ortransportation, just to name a few. The concept presented hereaddresses decisions on matters which, directly or indirectly, involvepeople. If you are, or expect to be a manager with a small or a largestaff, this book will not only help you make better managerialdecisions, it will also help you become a better leader. However,even if you are on a professional track where you manage afunction, but do not, or will not have anyone reporting to you,your work still has impact on people. In these professional positionsthe leadership aspects of your managerial responsibilities may just beof smaller impact, overall, on your plans and decisions. You will,nevertheless bring better results if you consider many of the thoughtsand concepts discussed here.

Moreover, most professionals are frequently in positions on teams orprojects where they are likely to assume leadership responsibilities. Inthese situations, the concepts discussed in this book can be mostuseful.

Even where your leadership and management responsibilities, anddecisions, involve family affairs, most of the sections of this book canbe valuable. They address key issues for decision-making andinterpersonal relations, and they do it from a unique andcomprehensive perspective.


Postmodern Management: The Emerging Partnership Between Employees and StockholdersEdited by William McDonald Wallace

Reviews:”The study ranges across economic history and theory,assimilating such contemporary business practices as teamwork andtotal quality management. While fairly general, it offers a summaryreview of some current ideas about business management. Suitablefor comprehensive business collections serving general readers andundergraduate students.” ~ Choice.

Postmodern management, according to Wallace, moves beyond theshortcomings of the bureaucratic management style pervasive inAmerican business today. Bureaucracy, the standard model oforganizations, is too inflexible, cost-rigid and job defensive to survivein a postmodern world. Bureaucracies rely on paying workers rigidrates to do specific jobs. According to a postmodern managementmodel, a partnership between employees and stockholders would leadto more productive work by relating pay to corporate performanceand by encouraging more flexible and cooperative teamwork. Wallaceprovides a workable guideline to ease the transition from thebureaucratic form of structure to postmodern partnership. Hisargument, that dependence on hired labor for permanent staff is at theroot of dysfunctional bureaucracy, will provoke discussion andinterest among corporate executives, teachers and students ofmanagement and organizational behavior, and others interested intoday's workplace.

Wallace begins with a history of how bureaucracy first arose as anatural response to coercive work. He explains why the mechanisticmodel of business bureaucracy took root in Britain and America, andthen looks at the major problems of bureaucracies, such as jobdefensiveness, over-staffing, over-regulation, and other excessesendemic to most bureaucracies. Exploring the consequences of thebureaucratic model on the economy, Wallace shows how the rigidlabor costs played a role in causing the Great Depression. Wallacethen turns to corporate partnership--its employment policies and whythey dissolve the incentives to over-staff, over-layer, and over-regulate, and why partners will strive to downsize. Using examplesfrom the past and present, he examines the difficult issues oftransition from bureaucracy to partnership.

37


CONTENTS: Preface. Introduction. Bureaucracy. Origins ofBureaucracy. Modern Bureaucracy. The Autopoiesis of Job Defense.Management Science and FPCC. Our Most Important Resource. TheWage, Rate Ratchet. The Great Depression. Partnership. CorporatePartnership. The Transition to Partnership. The PostmodernEconomy. Partnership and Postmodern Science. SelectedBibliography. Index.

Paperback ISBN: 1-59311-269-6 $39.99

Shocking Velocity!Rapidly Achieve More With LessBy Srikanth Srinivas

Srikanth Srinivas has helped companies like Del Monte, Disney,Dole, FritoLay, Microsoft and Target Rapidly Achieve More WithLess - More Revenues, Margins and Cash Flow, With Less Costs,Assets and Inventory. In “Shocking Velocity!” he will show you howyou can create similar results for your organization. It is like havingthe best consultants from McKinsey, Accenture and IBM guiding youtowards success – at a fraction of the cost, and with your own peoplelearning and applying the best methodologies for success.

The central theme of the book is “Focused Changes to CriticalVariables Create Superior Value”. Small, focused changes to criticalvariables result in a big impact on bottom line results. The bookdescribes what those critical variables are, and how to make focusedchanges to realize benefits systematically with minimum risk. It takesyou step-by-step through everything you need to understand, changeand strike the right balance between the critical variables: Variety,Velocity, Visibility and Variability; and how making focused changesto these variables will result in superior Value.

It doesn’t stop there. It makes it all actionable by describing in detailan approach that maximizes benefits while minimizing risk: Diagnose& Baseline, Divide & Prioritize, Design & Align, Deliver & Learn.Making these focused changes will help you rapidly achieve morewith less – more revenues, margins and cash flow with less costs,inventory and assets.

It is filled with illustrations that distill the essence of complex ideas,and makes them actionable in your unique context. There are stories,quotes, case studies and examples - all meant to keep your attention,drive home the point and inspire you to take actions.

“Shocking Velocity!” is a practical book that explains breakthroughconcepts, gives examples of how these innovative concepts can beapplied, what performance measures can be used to monitor progress,and how to create a culture of continuous improvement.

It is written for these tough economic times. It doesn’t stop atexplaining concepts. It brings them to life and helps you apply theideas in your unique context; applying these ideas can make all thedifference between struggling for survival and growing strongerthrough the tough times by creating superior value. The chart to theleft illustrates the kind of benefits you can create for yourorganization by applying the ideas in the book. It is no “get-rich-quick” scheme, but there are ingenious ideas in the book to get youresults fast; and more importantly, each little step will be alignedtowards helping you create significant results over time. This willresult in a culture of continuous improvement that will help yousustain operational excellence, and stay competitive and agile.


Strategic Reward Management: Design, Implementation and Evaluation

By Robert L. Heneman, The Ohio State University

The contents of this book center around the management of strategicreward systems. In particular, the book focuses in on the followingelements of managing a reward system: design, implementation, andevaluation. It is my belief that too much time is spent on theadministration of strategic reward systems at the expense of theseother activities that add more value than does administration to theorganization.

The collection of articles presented throughout the book is veryconcerned with the fit of strategic reward management with thebusiness environment, business strategy, and compensation strategy.Research has clearly documented the importance of this “fit” toorganizational effectiveness (Gomez-Mejia & Balkin, 1992). Apractical illustration makes the point as well. Taco Bell was foundguilty in a class action suit by current and former employees. In orderto keep the number of labor hours low in a productivity formula usedto grant bonuses to managers, employee time sheets failed to accountfor overtime hours by employees. Failure to pay attention to the legalcontext in designing, implementing, and evaluating a strategic rewardprogram cost Taco Bell millions of dollars (Gatewood, 2001).

Although all of the readings in the book focus in on the managementof strategic rewards in the larger business context, the readings areorganized by topical area. The selection of topics is simply based onmy writing interests and do not reflect the entire domain of importanttopics in strategic reward management.

CONTENTS: Preface. PART I: INTRODUCTION. PART II:PAY AND THE CHANGING BUSINESS CONTEXT.Compensation Systems in the Global Context, R.L. Heneman, C.H.Fay and Z.M. Wang. The Changing Nature of Work and its Effects onCompensation Design and Delivery, R.L. Heneman, G.E. Ledford,and M.T. Gresham. Performance-Based Pay Plans, R.L. Heneman andM.T. Gresham. PART III: PAY IN NEW BUSINESSENVIRONMENTS. Hybrid Reward Systems for VirtualOrganizations: A Review and Recommendations, R.L. Heneman.,J.W. Tansky and E.C. Tomlinson. Alternative Rewards in UnionizedEnvironments, R.L. Heneman, C. von Hippel, D.E. Eskew, and D.B.Greenberger. Alternative Rewards in Union Settings, G.L. Dalton, J.Stevens and R.L. Heneman. Competency Pay for Professionals andManagers in Business: A Review and Implications for Teachers, R.L.Heneman and G.E. Ledford. PART IV: STRATEGIC PAYISSUES. Corporate Business Strategies and Compensation Strategies,R.L. Heneman. Contextual Determinants of Variable Pay PlanDesign: A Proposed Research Framework, M.P. Miceli and R.L.Heneman. Reward System Alignment, R.L. Heneman and K.E. Dixon.How to Find, Select, and Evaluate Pay Surveys to Meet YourOrganization’s Needs, R.L. Heneman and K. Dixon. Compensation: ATroublesome Lead System in Organizational Change, G.E. Ledfordand R. L. Heneman. PART V: FROM JOB EVALUATION TOWORK EVALUATION. Job and Work Evaluation: A LiteratureReview, R.L. Heneman. Work Evaluation: Current State of the Artand Future Prospects, R.L. Heneman. PART VI: TEAM PAY.Balancing Group and Individual Rewards: Rewarding IndividualContributions to the Team, R.L. Heneman and C. von Hippel. TeamPay for Novice, Intermediate, and Advanced Teams, R.L. Heneman,K.E. Dixon and M.T. Gresham. PART VII: MERIT PAYREVISITED. The Assessment of Job Performance: FocusingAttention on Context, Process and Group Issues, R.L. Heneman andC. von Hippel. Merit Pay, R.L. Heneman. A Survey of Merit Pay PlanEffectiveness: End of the Line for Merit Pay or Hope forImprovement?, D. Eskew and R.L. Heneman. PART VIII:COMPETENCY PAY. Pay for Skills, Knowledge, andCompetencies. G.E. Ledford and R.L. Heneman. The Limited Inc.:Using Strategic Performance Management to Drive BrandLeadership, R.L. Heneman and A.L. Thomas. Ability and Effort

38


Weights in Pay Level and Pay Increase Decisions, D.J. Cohen andR.L. Heneman. PART IX: PAY SYSTEM EVALUATION. PayIncrease Satisfaction: A Reconceptualization of Pay RaiseSatisfaction Based on Changes in Work and Pay Practices, R.L.Heneman, D.B. Greenberger and J.A. Fox. Modeling the RelationshipBetween Pay Level and Pay Satisfaction, R.L. Heneman, G. Porter,D.B. Greenberger and S. Strasser. Using Employee Attitude Surveysto Evaluate a New Incentive Pay Program, R.L. Heneman, D.E.Eskew and J.A. Fox. PART X: CONCLUSIONS, R.L. Heneman.PART XI: INDEX. PART XII: ABOUT THE AUTHOR.


The Dream Weavers:Strategy-Focused Leadership in Technology-Driven Organizations

By John J. Sosik, Pennsylvania State University, Don I. Jung, San Diego State University,Yair Berson, Polytechnic University, Shelley D. Dionne, SUNY- Binghamton and Kimberly S. Jaussi, SUNY- Binghamton

Executive SummaryThe main question that guided the thinking behind this book can bestated as follows: “What kind of leadership behavior must executivesof technology-driven organizations display to spur performanceexcellence?” To address this question the authors conductedvideotaped interviews of executives from 65 organizations– includingGeneral Electric, Qualcomm, The Vanguard Group, and BarclaysGlobal Investors – to identify common behaviors and traits that leadto organizational success. In addition to the interviews, they surveyedthe executives’ followers to evaluate the leadership andorganizational culture to examine successful executive leadershipfrom multiple reference points. The authors found that displayingoutstanding executive leadership doesn't necessarily require acommanding presence, a genius-level IQ, expertise, or even a strongcommand and control system. At the heart of outstanding strategicleadership was an ability to envision a strategy for taking the rawinputs provided by their environments (e.g., people, technology,ideas, opportunities) and then to weave them into an integratedpattern or system of social, technical and intellectual resources thatultimately produce dramatically higher levels of organizationalsuccess factors. The book includes dozens of stories and narrativesfrom the executive leaders to offer readers an in-depth look at whatconstitutes effective strategy-focused leadership in technology-drivenorganizations.

CONTENTS: Foreword, Bernard M. Bass. Preface. PART I:STRATEGY-FOCUSED LEADERSHIP IN TECHNOLOGY-DRIVEN ENVIRONMENTS. Strategy-focused Leadership:Focusing on and Weaving the Dream. Competing in a Technology-Driven World. PART II: DREAMING ABOUT SUCCESS. WhereDreams Begin: Recognizing and Initiating Trends. Focusing on theCore Message and Strategy. PART III: ADJUSTING THE RIGHTPATTERN. Selecting and Developing People in Line with Strategy.Integrating the Right People and Technology. PART IV:WEAVING THE FABRIC OF SUCCESS. Creating Ownership andTrust. Supporting Learning and Innovation. PART V: REALIZINGTHE DREAM. Reinforcing the Core Message and Strategy. Re-focusing the Shape of Future Success. Appendix. Research BaseNotes. About the Authors.

2004 Paperback ISBN: 1-59311-110-X $39.99Hardcover ISBN: 1-59311-111-8 $73.99

The Practice of Facilitation: Managing Group Process and Solving ProblemsEdited by Harry Webne-Behrman

Description: A practical guide for those who facilitate groupinteractions within any public or private organization, this book givesspecific strategies for conducting effective meetings, resolvingconflicts within a group, and building consensus among groupmembers and managing the work of groups over time. Webne-Behrman unique combination of practical advice and conceptualanalysis. With examples from his extensive consulting experience andcase studies from other sources, this book will be of value not only toexperienced facilitators, mediators, and consultants, but also toexecutives and managers who need to become familiar with groupfacilitation.

Webne-Behrman points out that a facilitator is actually a manager of agroup within an organization--an important and diversified role. Notonly do facilitators lead work teams in solving complex businessproblems, but in the public sector, they help resolve problems thatmay have rendered communities inoperative. They also manageinterpersonal disputes to improve working relationships, and helpbuild consensus on contentious social and political issues so as to helplegislators create sound public policy. Webne-Behrman explains,“The book will serve as a companion to the practitioner at times ofgreatest urgency.” Included are outlines of the stages of effectivemeetings, strategies for managing conflict, ways to build consensus,and other specific advice on how to approach and solve problems.

CONTENTS: Preface. Introduction: Definitions and Challenges.Communication Skills. The Facilitated Meeting Process. ProblemSolving in Facilitated Groups. Facilitation and Conflict Resolution.Facilitating Consensus. Facilitating Team Development. Stages ofGroup Development: Impacts Upon the Facilitator. Facilitation andIts Philosophical Traditions: Personal Reflections. Appendices.Glossary of Terms. Bibliography. Index.

Paperback ISBN: 1-59311-273-4 $39.99

The Practice of WorkplaceParticipation: Management-Employee Relations at Three Participatory FirmsEdited by S. Lance Denning

Through an examination of workplace participation, theoreticalliterature, and three case studies of participatory firms, Denningclarifies the difficult relationships between management and workersas both grapple with the transition toward greater employee decision-making power. Because different employees bring different attitudesand expectations for participation that affect how they interpretworkplace changes, the implementation of greater worker inputpolicies must carefully navigate these variables in order to develop asuccessful participatory workplace. This book questions the principalassumptions of participatory theory and offers an improvedunderstanding of how to develop and practice employee participation.This book will be of interest to those in business and management aswell as those in the field of democratic theory who seek to understandthe increasingly important issue of constructive workplaceparticipation.

CONTENTS: Introduction: The Complexity of Democratic Change.Workplace Participation: The Issues, the Literature and theDemocratic Concern. Definitions and Research Methodology. TheFrustration at Standard Knapp. Employee Participation in the Quad/Graphics Culture. The Zaritsky Brothers: Furthering EmployeeOwnership and Participation at Orange Handling. The Contradictions

39


of Participatory Democratic Theory. The “Rough Mix” of aParticipatory Workplace. Appendix A: Survey and InterviewNumbers. Appendix B: Sample Survey Questionnaire. SelectedBibliography. Index.

Paperback ISBN: 1-59311-274-2 $39.99

The New Schoolhouse:Literacy, Managers, and Belief Edited by Mary-Ellen Boyle

This unique book describes literacy programs that take place incontemporary workplaces and explores their consequences for theemployees (especially the managers), the organizations, and societyas a whole

Paperback ISBN: 1-59311-290-4 $39.99

The Rise and Fall of Abacus Banking in Japan and China Edited by Yuko Arayama and Panos Mourdoukoutas

In this challenging, provocative and readable study, Arayama andMourdoukoutas lay out the issues in accounting vs. risk managementin Japanese banking. It is an essential resource for academicians andpolicymakers in business, government, and international finance andinvestment.

Paperback ISBN: 1-59311-268-8 $39.99

TPS-Lean Six Sigma:Linking Human Capital to Lean Six Sigma A New Blueprint for Creating High Performance Companiesby Hubert Rampersad, and Anwar El-Homsi, TPS-Lean Six Sigma LLC

We have been deploying Lean Six Sigma in various large andmedium size companies for many years and have realized excellentresults in most instances. We found that while Lean Six Sigma does agreat job addressing the primary concerns of manufacturing andservice, we felt that there was something missing in the deploymentof Lean Six Sigma programs at many companies. Something thatcould help foster sustainable breakthroughs; something to realizedurable performance and sustainable quality enhancement based on ahappy and engaged workforce, something to create a real learningorganization in which people are working smarter, are committed andimprove themselves continuously. We found that the results could beenhanced if the importance of Human Capital is considered as anintegral part of the process. We learned that Lean Six Sigma, in itself,does not sufficiently address Human Capital at many companies.While expected results from Lean Six Sigma alone will be good, webelieve that adding the human component to Lean Six Sigma has thepotential to realize sustainable, long-term growth and produce atransformation into a lean, learning, prosperous organization.

That’s why we are launching a revolutionary, holistic concept in thisbook called TPS-Lean Six Sigma. Combining these complimentaryprocesses actively brings human involvement into Lean Six Sigma ina manner that not only stimulates commitment, integrity, work-lifebalance, and passion, enjoyment at work and employee engagementbut also stimulates individual and team learning in order to develop a

happy workforce and sustainable performance improvement andquality enhancement for the organization.

TPS-Lean Six Sigma is a continuous voyage of discovery involvingcontinuous personal and organizational improvement, development,and learning. The starting point in this concept is a journey tounderstand personal goals and ambitions of the workforce. Then wetake the organizations goals and ambitions and marry them with theworkforce, and find the best people for the job. Using our structuredapproach for aligning the personal scorecards with the organization’sscorecard, we are able to create a symbiotic relationship betweenemployees and organizational desires through the establishment ofLean Six Sigma project teams that will enthusiastically drive positiveresults. TPS-Lean Six Sigma is like a ‘turbo-charged’ Lean Six Sigmaprogram. All of the proven, sound methodologies of traditional LeanSix Sigma are charged with highly motivated team members. Theresult is a powerful people driven Lean Six Sigma program calledTPS-Lean Six Sigma that leads to a High Performance Culture andallows employees to realize their full potential and contributecreatively while the organization benefits from increased profitability,market share, and customer satisfaction.

People are happiest when they are given freedom, challenges, andcontrol over their lives. TPS-Lean Six Sigma also offers a systematicand integrated approach to the transformation of people inorganizations, and to impact business strategy, culture, organizationaleffectiveness and the controllability of business processes. It entails alearning process, which transforms people into happy, inwardlyinvolved, and committed employees. This will not only allow them tocontribute exceptionally but will also persuade them to support,defend, and promote their organization. This approach lies at the heartof successful organizational and cultural change. After all, it isdifficult to change the organization, but if we change ourselves, theorganization will change with us. This unique TPS-Lean Six Sigmasystem is based on several new models, guidelines and tools that havebeen proven in practice. It integrates the individual’s aspirations withthe shared ambition of the organization, balancing the personal withthe shared ambition, embedding ethical behavior in the individual’smind and links individual capabilities with an effective talentmanagement process. TPS-Lean Six Sigma and the related new toolsprovide an excellent and innovative framework for creatingsustainable breakthroughs in both the service and manufacturingindustries.

This new book emphasizes the introduction of a new blueprint, calledTPS-Lean Six Sigma, for addressing the primary concerns ofmanufacturing and service in a more sustainable and humanized way.It leads to a High Performance Culture and allows employees torealize their full potential and contribute creatively while theorganization benefits from increased profitability, market share, andcustomer satisfaction. By way of this book, Hubert Rampersad &Anwar El-Homsi are launching a revolutionary, holistic conceptwhich actively has human capital embedded in Lean Six Sigma in amanner that not only stimulates commitment, integrity, work-lifebalance, passion, enjoyment at work and employee engagement butalso stimulates individual and team learning in order to develop amotivated workforce and sustainable performance improvement andquality enhancement for the organization.

This book packs a big punch. Any company interested in improvingtheir quality processes fast needs to incorporate its message.”

- - Paul Bracken, Yale School of Management2007 Paperback ISBN: 978-1-59311-825-9 $39.99

Hardcover ISBN: 978-1-59311-826-6 $73.99

40


Transforming The Characterof Public Organizations: Techniques for Change AgentsEdited by A. Carol Rusaw

From her own experience in various agencies and organizations, Dr.Rusaw knows that to inspire change in any organization andparticularly in the public sector, change agents must understand thatchange is primarily collective, nonrational, and nonlinear. People whoseek to create change cannot stand apart from the problems, issues,and concerns raised by their constituents, but must merge themselvesinto the data-making, analysis, and diagnosis phases of consulting.The agent must, in other words, participate actively in creatingchange--and how the agent must do this, why, and the effects theagent can expect are the subjects of Dr. Rusaw's book. Few booksdiscuss public sector change in the way Dr. Rusaw does here, andnone incorporate the phenomenological perspective that she uses. Herbook will appeal to practicing public administrators who seek real-lifeexamples presented in conversational language. It will also beimportant for teachers and students in public administration,specifically in courses in organizational behavior, leadership,organization theory, human relations, and public personnelmanagement.

Not only can change agents help public employees serve the purposesset out for them more effectively and efficiently, but by service andother efforts they can also help reverse the downward trend that hascharacterized the public sector in recent years. Dr. Rusaw maintainsthat such change is made possible by personal transformation,certainly, but also by interpersonal transformations. By focusing onindividual and group needs as keys to organizational change, changeagents can facilitate what is most needed: not just localized alterationsbut widespread, “holistic transformations.” Her book looks at the roleof healing--particularly, the inherent skills of listening, empathizing,and encouraging--and at the ways in which people can confront andsolve problems in negotiated environments. She also sees that centralto re-education and re-socialization is the quality of the changeagent's inner person: how well the agent is able to understand the roleof self in the change process. Her book provides ways in which agentscan inspire others to change too. In other words, Dr. Rusaw seesorganizational change as a process moving from the inside to theoutside, and it is on this foundation that her unusual, thoughtful, andultimately practical book is based.

CONTENTS: Getting Grounded in Organizational Transformation.Leading Public Sector Organizations from the Inside Out. A HolisticView of Organization Change. Techniques for Collecting andAnalyzing Data. Building Trust and Preparing for Change.Implementation and Evaluation Guidelines. The Art of ChangeAgentry. Using Self as a Change Instrument. Mediation Roles ofPublic Organizational Change Agents. Fostering Perspective Changefor Empowerment: A Skills-Based Approach. When They Don't Wantto Change. Empathy and Encouragement. Confronting Change withCourage and Compassion. Hope as the Imperative forTransformation. Change through Creative Involvement. The Art ofCooperation: A Case of Management Union Joint Problem Solving.Creating Community in Government. Holistic Learning: IntegratingIndividual and Organizational Change. Wholeness in OrganizationalTransformation. Change as the Ethics of Concern. CultivatingIntegrity in Change.

Paperback ISBN: 1-59311-277-7 $39.99



The Virtual World of Work:How to Gain Competitive Advantagethrough the Virtual WorkplaceBy K. J. (Ken) McLennan

The purpose of this book project is to analyze why the workplace ischanging so rapidly, identify the enabling factors and understandwhat we can do to best prepare for the future. The analysis led to foursignificant factors which are all fundamental to the formation of thefuture world of work. They are the incredible enabling technologies,changing attitudes, workforce demographics and globalization. Therapid and irreversible coalescing of these factors is creating what isreferred to in the book as, “The Virtual World of Work or VWOW.”

The book covers the changing workplace from the 1960s through tothe present, and then looks to see what is emerging next and providespredictions for the future workplace. To assist the readers in trackingtheir progress, the book provides a segmentation of this time frameinto four distinct stages. Each stage is identified by the capabilitiesspecific to the majority of the worker force in each stage. As the workforce transitions from one stage to the next, the accumulatedenhancements or changes to who, how, where and when tasks arecompleted is explored.

The book project introduces some original thinking and combines thiswith the knowledge and expertise from the leaders in this new field.The book is organized around five basic questions concerning thevirtual world of work. The questions are:

•What is the Virtual World of Work?•What Factors have Enabled the Virtual World of Work?•Will the Virtual World of Work Continue?•How will the Virtual World Work?•How to Architect the Virtual World of Work?

The book covers why the change is happening and how we can betterplan for the future virtual world of work. Over 25 million workers inthe U.S. work from home at least a few days per month. More andmore workers are joining these virtual workers daily and the amountof time worked out of the traditional office is growing even morerapidly. There are literally millions of people who need theinformation in this book.


Whole Work: Developing Tomorrow's Truly Global LeadersBy Patricia Shafer

In the landmark book Future Shock (1970), renowned futurist AlvinToffler made the case that organizations and their employees wouldbenefit greatly from proactive practices to reach out and humanizedistant tomorrows. Now, with globalization the defining businesstrend of our time, WHOLE WORK: Developing Tomorrow's TrulyGlobal Leaders defines how the path to enlightened organizationaldevelopment must evolve for the 21st century. This book proposesthat, around the world, there is a latent but potent collective imageemerging of the ideal organization of the future, what works inchange management; and effective leadership. Drawing on interviewswith managers in 40-plus countries, WHOLE WORK describes a newintegrated and holistic model of organizations; defines the globalmindset, traits and behaviors required of managers who lead theseorganizations; acknowledges specific organizational barriers; andoutlines approaches that profoundly shift organizational outlook.

41


From core theoretical perspectives on leadership to the realities ofmodern change management, WHOLE WORK provides a frameworkfor the development of more successful global organizations andmanagers. This book will interest and serve executives, as well asprovide practical assessments and implementation tools to HumanResource and Organizational Development practitioners and scholarscharged with supporting and guiding their clients and students.

CONTENTS: Introduction - The Meaning of Whole Work and TrulyGlobal Leaders; SECTION I: Distilling from Centuries of LeadershipLearning, Trends and Fads; 20th Century Breakthroughs - The Dawnof Modern Organizational Development, Re-crafting and Re-framingin the Age of Globalization; SECTION II: The What and Why ofWholeness, Deep Conversations with Managers Around the World, ATheory of E-vergence; SECTION III: Patterns: the Power of TappingCollective Mind; Three Themes - Imagining the Ideal Organization ofthe Future, Great Change and Bad Change, Leaderliness and the NewHybrid Leader; SECTION IV: What if Everybody Wants “It?” -Organizational Barriers that Get in the Way, Engaging People andOvercoming Impediments, Special Cases: from America to Africa,What Countries and Cultures Can Learn About and From Each Other;SECTION V: Calling on Change Agents - Practical and TestedMethods, The Vanguard Role for HR and OD Consultants, Coachesand Facilitators; SECTION VI: Tools - Assessments and Audits;APPENDIX: References, Resources and Research Approaches.About the Author. Glossary. Index.

In Press 2008 Paperback ISBN: 978-1-59311-967-6 $39.99

Working SmartBy Robert Halliday, Quinnipac University

Interdependence is a fact of life—on all levels of human endeavor. Itnot only pervades all human relationships, but the whole ecosystem ofplanet earth. As system analysts like to say, “Everything is related toeverything else.” On the face of it this is a pretty pedestrian andobvious observation. The challenge comes when we try to managethis web of interdependent relationships. Being interdependentinevitably leads to differences and conflicts. Wars, religious andracial conflicts, white collar crime, street crime and violence,domestic violence, divorce rates, road rage and destructiveorganizational politics are evidence that sharing resources, space, andour lives are fraught with conflict trigger points. Change complicatesthe stable state and provides additional trigger points for conflict andchallenges the organization’s ability to adapt. The old chain ofcommand has developed some weak links and authority-basedleadership is no longer seen as effective as it was in less complexenvironments. Increasingly organizations are focusing on learning-as-you-go as a means to stay vital and thrive rather than just survive.


Youth Working Safe: An Evidenced Based TrainingGuide For Managers and EducatorsBy John Lewko, Laurentian Universityand Richard Volpe, University of Toronto

Working for pay is a common experience throughout North Americafor youth, with up to 80 percent of high school students working forat least a short duration of time through the course of a year. Onceadolescents enter the labor market, they usually continue working,though they change jobs frequently through to their early 20’s. Mostworking youth are employed during both the school year and the

summer. Adolescents and young adults are exposed to a variety ofworkplace risks and hazards, including operating dangerous tools,machinery, and vehicles, handling cash in situations prone to robbery,and co-workers and supervisors whose own ‘safe work practices’ aresuspect. Proper orientation and training is sometimes minimal andsupervision can be limited and of questionable quality. Given thatover the past fifty years the proportion of adolescents entering theworkforce has increased six-fold for both males and females, and thatthe proportion of working youth are expected to continue to increasedue to globalization and diffusion of new technologies, there isdefinite cause for concern. Why the large discrepancy between youngpeople and adults when it comes to workplace injury? How Why areour future workers being injured at all? Youth willingly enter worksettings, expecting to be guided and protected, yet many are exposedto work environments and safety cultures leading to quite differentoutcomes. Some answers may lie in better understanding the youngworker experience or in the similarities and differences between theyoung worker and adult worker experience. We only know that asimplistic, rote answer will not suffice, especially when young peoplecontinue to be injured, and some die on the job.

In an effort to begin answering some of these questions, we havedeveloped this two-part book. Part I is designed to provide the readerwith an overview of what we know about young workers and some ofthe factors that may influence their ability to stay safe at work., Theliterature draws attention to areas ranging from The Nature of theWorkplace, to Risk Perception, and ends with Management andSystem Support. Where appropriate, the findings from the YWYSproject is brought in to the existing literature on young worker healthand safety. Part I sets the tone for Part II of the monograph by givingthe reader an idea of what young workers find themselves facingwhen they enter the world of work, from characteristics of theworkplace to unique conditions and relationships of young workers.

To further illuminate the issues and situations youth face in theworkplace, Part II presents a series of vignettes that were drawn fromreal life situations observed through the course of the YWYS project.The vignettes are brief evocative descriptions, accounts, or episodesrepresenting the types of experiences common to young workers.These vignettes are based on the case studies and interviewsconducted during the course of the YWYS project. The circumstancespresented in the vignettes reflect the conditions under which manyyoung workers find themselves. As far-fetched as some of themanager’s and young workers’ behavior may seem in the vignettes,the events are fictionalized versions of real workplace occurrences.Each vignette is followed by one or more “scenario(s)”. Each scenariopresents an open-ended problem, taken from real life, faced by youngworkers. Each scenario ends with a series of questions intended toencourage the reader towards further discussion.


Index of Books

A Closer Examination of Applicant Faking Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18A Cultural Perspective of Organizational Justice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25Adult Education in Academia: Recruiting and Retaining Extraordinary Facilitators of Learning . . . . . . . . . . . . . . . . . . . . . . . . . 25Advances in the Psychology of Justice and Affect . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26Advancing Business Ethics Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Affect and Emotion: New Directions in Management Theory and Research . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14An Administrator’s Guide To Online Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26Attribution Theory in the Organizational Sciences: Theoretical and Empirical Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . . 26Behavior Modeling Training For Developing Supervisory Skills Instructor Manual . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Being and Becoming a Management Education Scholar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Being and Becoming a Management Education Scholar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Board Members and Management Consultants: Redefining Boundaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Budgeting and Financial Management for National Defense (second edition) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Budgeting and Financial Management for National Defense . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Budgeting and Financial Management in the Federal Government . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Budgeting, Financial Management, and Acquisition Reform in the U.S. Department of Defense . . . . . . . . . . . . . . . . . . . . . . . . . 19Building a Customer Service Culture The Seven Service Elements of Customer Success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Business Strategy Formulation: Theory, Process and the Intellectual Revolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Career Development in the Schools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Challenges and Issues in Knowledge Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Challenges in Volunteer Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Civic Engagement in a Network Society . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23Communicable Crises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Complexity Leadership: Part 1: Conceptual Foundations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Creating Knowledge Communities Using Broadband . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34Creative Consulting: Innovative Perspectives on Management Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Critical Theory Ethics for Business and Public Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Current Issues in Educational Policy and the Law . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Current Trends in Management Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Dealing with Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Decentralization for Satisfying Basic Needs: An Economic Guide for Policymakers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Developing Knowledge and Value in Management Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Did I Ever Tell You about the Whale?or Measuring Technology Maturity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28Distance Education: Definition and Glossary of Terms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28Doing Well and Good . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6E-Business Essentials: Special Issue of the Quarterly Journal of Electronic Commerce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28E-Commerce and Entrepreneurship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Educating Managers through Real World Projects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Educating Managers With Tomorrow's Technologies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Emerging Perspectives on Values in Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Emerging Perspectives on Managing Organizational Justice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Enhancing Inter-Firm Networks and Interorganizational Strategies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Equivalence in Measurement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Executive Ethics: Ethical Dilemmas and Challenges for the C-Suite . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Follower-Centered Perspectives on Leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9From Bureaucracy to Hyperarchy in Netcentric and Quick Learning Organizations: Exploring Future Public Management Practice . . 20Fundamentals of Economics for Environmental Managers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Global Organization Development: Managing Unprecedented Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Global Organizing Designs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Grounding Leadership Theory and Research: Issues and Perspectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Health Care Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14How People Harness Their Collective Wisdom to Create the Future . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Human Resource Development Today and Tomorrow . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Human Resource Management Ethics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Human Resource Management: Contemporary Issues, Challenges and Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Human Resource Management in Virtual Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Human Resource Strategies for the High Growth Entrepreneurial Firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Implicit Leadership Theories: Essays and Explorations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Innovative Approaches to Reducing Global Poverty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30Innovative Theory and Empirical Research on Employee Turnover . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Instructor Competencies: Standards for Face-to-Face, Online, and Blended Settings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30International Human Resource Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18International Public Financial Management Reform: Progress, Contradictions And Challenges . . . . . . . . . . . . . . . . . . . . . . . . . 20Issues in Career Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8IT Workers: Human Capital Issues in a Knowledge Based-Environment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Joint Ventures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31Justice, Morality, and Social Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Knowledge-Driven Corporation: Complex Creative Destruction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Leadership and Complexity: Vol II: Empirical Evidence and Practical Applications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Leading with Character: Stories of Valor and Virtue and the Principles They Teach . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31Learning and Intellectual Capital Development: Training, Knowledge Management,and Development . . . . . . . . . . . . . . . . . . . . 11Making Healthcare Care Managing via Simple Guiding Principles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Management Education for Global Sustainability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Managing Complexity in Organizations: A View in Many Directions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32Managing in a Five Dimension Economy: Ven Matrix Architectures for New Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . 32Managing in a Team Environment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31Managing in the Postmodern World: America’s Revolution Against Exploitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33Managing Organizational Complexity: Philosophy, Theory and Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Managing Performance in Asian Governments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Managing School System Change: Charting a Course for Renewal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33Managing Social and Ethical Issues in Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Managing the Electronic Government From Vision to Practice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Managing Tomorrow’s High-Performance Unions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33Mastering Hidden Costs and Socio-Economic Performance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Merit Pay: Linking Pay to Performance in a Changing World . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34Multinational Corporations and Basic Health Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6New Developments and Best Practices in Employment Dispute Resolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7New Directions in Human Resource Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15New Frontiers of Leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

New Knowledge Creation Through ICT Dynamic Capability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34New Multinational Network Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10New Perspectives on Women Entrepreneurs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13New Visions of Graduate Management Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Operations Research: Methods, Models, and Applications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Opportunity Identification and Entrepreneurial Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Organizations as Complex Systems: Social Cybernetics and Knowledge in Theory and Practice . . . . . . . . . . . . . . . . . . . . . . . . . . 7Personal Balanced Scorecard The Way to Individual Happiness, Personal Integrity, and Organizational Effectiveness . . . . . . . 35Planning, Common Sense, and Superior Performance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Podcasting for Teachers: Using a New Technology to Revolutionize Teaching and Learning . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Positive Psychology in Business Ethics and Corporate Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Postmodern Management: The Emerging Partnership Between Employees and Stockholders . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Power and Influence in Organizations: New Empirical and Theoretical Perspectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Proven Solutions for Improving Health and Lowering Health Care Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Proven Solutions for Improving Supply Chain Performance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Qualitative Organizational Research: Volume 2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Qualitative Organizational Research: Best Papers From The Davis Conference On Qualitative Research . . . . . . . . . . . . . . . . . 12Refining Familiar Constructs Alternative Views in OB, HR, and I/O . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Reform of Budgeting and Acquisition for National Defense . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Research in Management International Perspectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Rethinking Management Education for the 21st Century . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Sharing Network Leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Shocking Velocity! Rapidly Achieve More With Less . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Socio-Economic Intervention in Organizations The Intervener-Researcher and the SEAM Approach to Organizational Analysis . . . . . 16Strategic Organization Development: Managing Change for Success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Strategic Reward Management: Design, Implementation and Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Stress and Quality of Working Life Current Perspectives in Occupational Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24Stress and Quality of Working Life: The Positive and The Negative . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23Teaching Leadership: Innovative Approaches for the 21st Century . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Technology and Entrepreneurship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13The Cutting Edge of International Management Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17The Dream Weavers: Strategy-Focused Leadership in Technology-Driven Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38The Future of Management Consulting: New Pathways to Success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16The Legacy of June Pallot Public Sector Financial Management Reform . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20The Nature of Leadership in Work Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14The New Schoolhouse: Literacy, Managers, and Belief . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39The Perspective of Women’s Entrepreneurship in the Age of Globalization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35The Practice of Facilitation: Managing Group Process and Solving Problems . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38The Practice of Workplace Participation: Management-Employee Relations at Three Participatory Firms . . . . . . . . . . . . . . . . 38The Rise and Fall of Abacus Banking in Japan and China . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39The Virtual World of Work: How to Gain Competitive Advantage through the Virtual Workplace . . . . . . . . . . . . . . . . . . . . . . . 40Theoretical and Cultural Perspectives on Organizational Justice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Theoretical Developments and Future Research in Family Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12TPS-Lean Six Sigma: Linking Human Capital to Lean Six Sigma A New Blueprint for Creating High Performance Companies 39Transforming The Character of Public Organizations: Techniques for Change Agents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40Understanding Teams . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

University and Corporate Innovations in Lifelong Learning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Venture Capital in the Changing World of Entrepreneurship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13What Motivates Fairness In Organizations? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Whole Work: Developing Tomorrow's Truly Global Leaders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40Working Smart . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41Youth Working Safe: An Evidenced Based Training Guide For Managers and Educators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Ordering Information: All series may be placed on a standing order basis. Please be sure to indicate this on your order form. Your standing order allowsus to ship each volume immediately upon publication and will be valid until cancelled. All journal subscriptions must be prepaid in U.S. funds and are for the calendar year only.All orders must be paid in U.S. funds and shipping and handling charges must be included in your order. All sales are final. We are a no-returns publisher unless the product arrives damaged or is shipped incorrectly.

Classroom Adoption:Our policy for classroom adoption is that the professor must purchase the first copy at 50% off the list price and when we receivea paid order of ten or more copies for class adoption we will refund the initial order placed by the professor. These orders are notto be returned for any reason.

Domestic Distribution: European Distribution: Far East Distribution:IAP - Information Age Publishing Inc. IAP - Information Age Publishing Taylor and Francis Asia PacificPO Box 79049 3 Henrietta Street 240 MacPherson Road #08-01Charlotte, NC 28271 Covent Garden Pines Industrial BuildingTel: 704-752-9125 London WC2E 8LU Singapore 348574Fax: 704-752-9113 Tel: +44 (0)20 7240 0856 Tel: +65 67415166www.infoagepub.com Fax: +44 (0)20 7379 0609 Fax: +65 67429356e-mail: [email protected] www.eurospan.co.uk email: [email protected]

Canada: Puerto Rico, The Caribbean, South America:

Login Brothers Canada Cranbury International 324 Saulteaux Crescent 7 Clarendon Ave, Suite 2Winnipeg, MB R3J 3T2 Montpelier, VT 05602Canada Tel: (802) 223-6565Tel: 204-837-2987 Fax: (802) 223-6824Fax: 204-837-3116 [email protected]

Australia and New ZealandInbooks a division of James Bennett Pty Limited DA Information ServicesLocked Bag 535 648 Whitehorse RoadFrenchs Forest NSW 1640 Australia Mitcham Victoria 3132 Australia(3 Narabang Way Belrose NSW 2085) Tel: +613-9210-7777Tel: + 61 2 9986 7082 Fax: +613-9210-7788Fax: + 61 2 9986 7090 E-mail: [email protected]://www.bennett.com.au/Primero.htm

Order Form/ Library Recommendation Form:Books/Journals:ISBN/ISSN Title Price

Please place a check on the appropriate line:

___ Visa ___ Mastercard ___ American Express ___ Check Enclosed

Card Number: Exp. Date & Security Code:Name:Signature:Address:City: State: Zip:Phone: Fax: E-mail:

Shipping and Handling for Books:Please include $7.50 for the first book on U.S. orders; $9.00 for the rest of the world.

($2.50 per additional book)Shipping and Handling for Journals:

Outside the U.S. add $30.00 for surface mailPersonal subscription rates are valid only on orders paid for with a personal check or credit card.

Institutional checks will not be honored for personal subscriptions.

IAP - Information Age Publishing Inc.P.O. Box 79049

Charlotte, NC 28271tel: 704-752-9125 fax: 704-752-9113 e-mail: [email protected]

www.infoagepub.com

IAP - Information Age Publishing Inc.P.O. Box 79049Charlotte, NC 28271

Series Table of ContentsPART V: EMERGING HRM ISSUES, CHALLENGES AND OPPORTUNITIES. Organizational...

Documents

Transcript of Series Table of ContentsPART V: EMERGING HRM ISSUES, CHALLENGES AND OPPORTUNITIES. Organizational...