In Six Memos for the Next Millennium, Italo Calvino elaborated on six concepts or memos to offer insights on the 'shapes of things to come', which were lightness, rapidity, exactness, visibility, multiplicity and consistency.
Leading authors within organization studies and also from broader social science disciplines present the state of the art in the rapidly developing field of psychosocial approaches to organization studies and critical management studies.
In 1989, the prominent organisational culture scholar, Stephen Ott, lamented what he saw as the failure of the organisational culture perspective to have the kind of lasting influence - whether empirical, or in terms of its contribution to practice - that had been hoped for.
This book investigates how different types of Japanese management systems are able to motivate stakeholders, including employees, top management, stockholders, customers and transaction partners, to participate actively in the organizational behavior that improves business performance.
This book provides critical information on a wide selection of cases and theories that detail reforms and innovations in Japanese companies, in their decade-long struggle to recover from the 1991 bubble burst.
In 1989, the prominent organisational culture scholar, Stephen Ott, lamented what he saw as the failure of the organisational culture perspective to have the kind of lasting influence - whether empirical, or in terms of its contribution to practice - that had been hoped for.
Questions of values, ontologies, ethics, aesthetics, discourse, origins, language, literature, and meaning do not lend themselves readily, or traditionally, to equations, probabilities, and models.
In the modern economic paradigm characterized by a multitude of business management theories aimed at maximizing profits, there is a danger of formalizing management techniques to the extent of dehumanizing individuals or reducing them to humanoids.
Organizational commitment (OC) is typically thought of in mainstream research as a beneficial behaviour, with employers mutually rewarding employees for their labor.
Industrial Relations in Singapore - Practice and Perspective is a comprehensive account of the key developments in industrial relations in Singapore over the last five decades.
This book begins by analysing the various corporate governance mechanisms explored in the extant literature and determining their effectiveness in enhancing the firm value using multivariate analysis.
This book explores and asserts that there are many different types of innovation but in order to bring about fundamental change to society the innovation must be entrepreneurial.
This book reviews dominant crisis communication theories, which according to many scholars are either too narrow or broad for practical application to all types of reputational crises.
This book provides a multi-stakeholder perspective on sustainable HRM for the policymakers, managers and academics, addressing issues, approaches, research studies/frameworks and emerging patterns relating to the subject.
This book explores how the ethically inconsistent behaviour in workplaces can be rooted in moral fibers of the decision-makers, and/or in their varying moral foci depending on the philosophical cornerstones, on which those rest.
This book presents examples of and the latest simulation studies on artificial societies and populations, highlighting innovative implementations of various models of artificial societies and populations using a new, C++-related simulation tool.
This book provides the synthesis and integration of the intellectual and experiential thinking around organisational leadership and development, focusing on three organisations as case studies: Plan International, Mater Foundation, and Oxfam, with the aim of informing For-Purpose, Not-For-Profit organisations about fundraising leadership.
This book describes the cognitive and interpersonal effects of group model building, and presents empirical research on what group model building achieves and how.
