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Nafei Wageeh Organizational Cynicism


The importance of organizational cynicism in the Arab environments has not received its due share of interest. Therefore, the current book is trying to determine 1. The Effects of Organizational Cynicism on Job Attitudes: An Empirical Study on Teaching Hospitals in Egypt, 2. The Impact of Organizational Cynicism on Organizational Commitment: An Applied Study on Teaching Hospitals in Egypt, 3. Examining the Relationship between Organizational Cynicism and Organizational Change: A Study from Egyptian Context, 4. Organizational Cynicism and Organizational Citizenship Behavior: An Applied Study on Teaching Hospital in Egypt

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Nafei Wageeh Organizational Learning


Organizational Learning has emerged as one of the most promising constructs in management and organizational literature. Therefore, the current book is structured as follows: 1. Organizational Learning as an Approach to Achieve Outstanding Performance, 2. Organizational Learning and Organizational Performance, 3. The Mediating Effects of Organizational Learning on the Relationship between Knowledge Management and Organizational Performance, 4. Leadership Styles and Organizational Learning, 5. Knowledge Management and Organizational Learning from the Employee Perspective.

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Ansgar Allen The Cynical Educator


Ground down, disenchanted, but committed to education. Unable to quit, yet deploring everything education has become. We suffer a weakened and weakening cynicism. This cynicism exploits the last remaining educational commitments of an otherwise broken workforce, draining that workforce of its final pleasure: Revolt. Our cynicism is reactionary and conditional – exhausting us where it might invigorate, rendering us complicit, giving safe passage to bad temper – but can be reclaimed. This book claims we need more cynicism, not less. With The Cynical Educator a revived, militant Cynicism affronts us. Drawing on a long history of religious denial and philosophical intrigue, it brings our educational bad faith to the surface. It confronts the educated with the fruit of their conceit.

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Sadaf Shamila Impact of Perceived Organizational Support


The purpose of the study was to investigate the impact of perceived organizational support on job satisfaction and organizational commitment. Furthermore, study seeks answer to, perception of nurses' towards perceived organizational support, job satisfaction & organizational commitment, and their relationship with each other. Moreover it aims at examining the difference, in level of organizational commitment and job satisfaction of the nurses working in public and private hospitals. Likert-type questionnaire was developed with 30 statements to determine the strength among perceived organizational support and exploratory variables; job satisfaction and organizational commitment. Autocorrelation was used as an analytical procedure to accomplish the objective of the study.

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April West The Impact of Commitment to Supervisor - on Organizational Justice, Citizenship Behaviors, and Intentions Leave


The impact of employee fairness perceptions on organizational outcomes have been explored by a wide range of research over the last 30 years. Previous studies found relationships between organizational justice and job satisfaction, organizational commitment, organizational citizenship behaviors, and productivity. However, there has been minimal research exploring the relationship of employee commitment to supervisor with organizational justice. This book explores the relationship between commitment to supervisor, organizational justice, organizational citizenship behavior and intentions to leave. Previous studies show that the relationship an employee has with their supervisor impacts job satisfaction, extra-role behavior, and intentions to leave. This book adds to the literature in identifying commitment to supervisor as a mediating variable in the relationship between organizational justice and the dependent variables. The results have important implications for organizations in that the relationship formed between a leader and their employees can have far reaching implications for organizational effectiveness and ultimately organizational profitability.

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Rabia Aslam Investigating the Relationship of Organizational Justice


The purpose of this study is to identify the relationship between organizational justice and employee's various work-related attitudes and behaviours i.e., Organizational citizenship behaviour, organizational commitment and job satisfaction. The relationship of organizational commitment and job satisfaction with turnover intentions is also studied. This study was conducted in the education sector. Multistage sampling technique was used for sampling; questionnaire was used as a data collection instrument. This study provides guidelines and great insight that will help educationist and the authorities of educational institutions to increase organizational citizenship behaviour, organizational commitment, job satisfaction, and reduce turnover of teachers.

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CCPS (Center for Chemical Process Safety) Guidelines Managing Safety Risks During Organizational Change


An understanding of organizational change management (OCM) – an often overlooked subject – is essential for successful corporate decision making with little adverse effect on the health and safety of employees or the surrounding community. Addressing the myriad of issues involved, this book helps companies bring their OCM systems to the same degree of maturity as other process safety management systems. Topics include corporate standard for organizational change management, modification of working conditions, personnel turnover, task allocation changes, organizational hierarchy changes, and organizational policy changes.

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Organizational Processes and Received Wisdom


A volume in the Research in Organizational SciencesSeries Editor Daniel J. Svyantek, Auburn UniversityThis Research in Organizational Sciences volume to explore and question the received wisdomof organizational sciences. The chapters in this volume (and the companion volume) seek toestablish boundary conditions for important organizational constructs and processes. Theyillustrate the importance of context for interpreting the received wisdom of organizationalscience by showing when constructs must be adapted to changing circumstances.The volume begins with four chapters looking at the construct of leadership. Each of theseaddresses an important aspect of our understanding of leadership and its practice. The fourchapters on leadership are followed by five chapters dealing with other organizational processesincluding motivation, organizational change, the role of diversity in organizations and organizational citizenship. The last three chaptersdeal with the issue of knowledge in large systems. Two chapters address how information may be transmitted across organizations andgenerations of workers. The final chapter deals with the use of information by organizational decision-makers.The 12 papers in this volume all, in some way question received wisdom and present alternatives which expand our understanding oforganizational behavior. These chapters each strive to present new ways of understanding organizational constructs, and in so doingreveal how received wisdom does not always ...

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Cameron Kim S. Diagnosing and Changing Organizational Culture. Based on the Competing Values Framework


The Third Edition of this key resource provides a means of understanding and changing organizational culture in order to make organizations more effective. It provides validated instruments for diagnosing organizational culture and management competency; a theoretical framework (competing values) for understanding organizational culture; and a systematic strategy and methodology for changing organizational culture and personal behavior. New edition includes online versions of the MSAI and OCAI assessments and new discussions of the implications of national cultural profiles.

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Stephan Dilchert Managing Human Resources for Environmental Sustainability


Managing Human Resources for Environmental Sustainability The Society for Industrial and Organizational Psychology (SIOP) is the premier membership organization for those practicing industrial and organizational psychology. The Societys mission is to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial and organizational (I-O) psychology. I-O psychologists apply research that improves the well-being and performance of people and the organizations that employ them. This involves everything from workforce planning, employee selection, and leader development to studying job attitudes and job motivation, implementing work teams, and facilitating organizational change. SIOP is a nonprofit organization with more than 6,000 members. While an independent organization with its own governance, SIOP is also a division within the American Psychological Association and an organizational affiliate of the Association for Psychological Science.

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Chiku Malunga Understanding Organizational Leadership Through Ubuntu


Understanding Organizational Leadership through Ubuntu offers a creative, innovative and holistic approach to understanding organizational leadership using the principles embodied in the African philosophy of personhood known as ubuntu - or the essence of being human. Using African proverbs, folktales and indigenous concepts, the book discusses the organizational principles of ubuntu and the leadership lessons that modern organizations can learn from these principles. The principles include sharing and collective ownership of opportunities, responsibilities and challenges, the importance of people and relationships over things, participatory leadership and decision making, loyalty, reconciliation, experiential learning and knowledge management By using humorous ways that touch people's heart to communicate organizational and personal management and improvement strategies, the book demystifies organizational language while at the same time enhancing its power. It also contributes to the much-needed cross-cultural dialogue among organizations and societies.

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Organizational Behavior


Using the most unique approach to organizational behavior today, Hellriegel/Slocums ORGANIZATIONAL BEHAVIOR, 13E equips readers to become high performance managers in todays business world. Readers gain a solid foundation in organizational behavior with this competency-based approach. Students assess and maximize their personal skills within the context of todays organizational behavior as they learn to master seven core managerial competencies most important for success -- managing self, ethics, communication, diversity, across cultures, teams, and change. This edition combines classic theory with contemporary research and emerging trends to establish a clear connection between OB theory and contemporary practice. New actual business cases and interactive exercises demonstrate how effective leaders use key competencies to lead. Trust ORGANIZATIONAL BEHAVIOR, 13E for the foundation your students need to become highly effective leaders today and tomorrow.

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Laurie Lewis Organizational Change. Creating Change Through Strategic Communication


Organizational Change integrates major empirical, theoretical and conceptual approaches to implementing communication in organizational settings. Laurie Lewis ties together the disparate literatures in management, education, organizational sociology, and communication to explore how the practices and processes of communication work in real-world cases of change implementation. Gives a bold and comprehensive overview of communication research and ideas on change and those who bring it about Fills in an important piece of the applied communication puzzle as it relates to organizations Illustrated with student friendly, real life case studies from organizations, including organizational mergers, governmental or nonprofit policy or procedural implementation, or technological innovation Winner of the 2011 Organizational Communication NCA Division Book of the Year

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Refining Familiar Constructs. Alternative Views in OB, HR, and I/O (PB)


This volume is based around 14 chapters and two critical analyses which provide new perspectives onimportant organizational constructs. The first half of the book provides chapters by advanced graduatestudents who are making their first contributions to understanding organizational behavior. The secondhalf of the book provides chapters illustrating new views of organizational constructs but from the perspectivesof more established researchers in the field. All chapters share a common theme of attemptingto provide new ways of viewing organizations and organizational behavior. Each chapter is based on thepremise that, when presented with problems that seem impossible to solve, often the best results areachieved by finding new perspectives on the basic constructs being studied. These new perspectives provideinsights which illuminate the problems for the theory of organizations as well as improving the abilityof organizational members to solve practical organizational problems.

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Haiyan Zhang Organizational Fairness. A Cross-Cultural Perspective


Fairness in the workplace or organizational justice has received considerable research attention over the past three decades. However, most previous studies have been conducted in western countries. The amount of available research from non-western countries is limited. By investigating empowerment, psychological contract fulfillment, and communication as antecedents to organizational justice (distributive, procedural, and interactional), and organizational citizenship behaviour and turnover intention as outcomes in Chinese organizations, the book provides insight into the relationships surrounding organizational justice in non-western cultural contexts and suggests guidelines for international companies on how to promote perceptions of organizational justice and improve employees' performance in their organizations.

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Research in Organizational Behavior, Volume 24 (Research Behavior)


Book DescriptionVolume 24 of Research in Organizational Behavior (ROB) contains a broad and eclectic set of offerings. The chapters address a variety of recent and important concerns in organizational theory, ranging from the evolution of organizations and cross-cultural analyses of managerial behavior to the micro-sociology of knowledge brokering within organizations and the etiology of organizational messes. The opening chapter, by Glenn Carroll, Stanislav Dobrev, and Anand Swaminathan, examines resource partitioning theory, an important theoretical perspective in population ecology. The next three chapters, broadly construed, address issues of organizational innovation, learning, and adaptation in complex environments. The next contribution, by John Carroll, Jenny Rudolph, and Sachi Hatakenaka examines how high-hazard organizations learn from experience. As with all organizations, high-hazard organizations such as nuclear power plants and chemi

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Margret Stix How Control Fosters Learning


Doctoral Thesis / Dissertation from the year 2010 in the subject Business economics - Business Management, Corporate Governance, grade: 2, Vienna University of Economics and Business (Institute for Strategic Management), course: Strategic Management, language: English, abstract: This dissertation brings together research on organizational control systems and research on organizational learning and organizational capabilities. In doing so, the question how control mechanisms and firm capabilities are associated with each other is examined. I acknowledge that organizational control mechanisms are organizational routines that can modify or leverage strategic capabilities of firms through the fostering of organizational learning. Analyzing the association of specific control strategies with specific organizational capabilities I argue that alternate configurations of organizational control systems differ in terms of their complementarity or fit to certain organizational capabilities and that competitive advantage can be gained when organizations achieve an appropriate match of both. My hypotheses are tested using data from a survey of 238 manufacturing firms in Austria and Germany.Diese Dissertation verknüpft die bestehende Literatur zu den Themen Steuerungsmechanismen, Organisationales Lernen und Kompetenzen von Unternehmen. Insbesondere wird die Fragen untersucht, wie Steuerungssysteme und organisationale Fähigkeiten zusammenhängen. Im Rahmen der Arbeit wird die These aufges...

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The Effects of Organizational Cynicism on Job Attitudes an ...

The present study examines the effects of organizational cynicism on two dimensions of job attitudes (organizational commitment and job satisfaction).

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The Effects of Job Embeddedness on Organizational Cynicism ...

Purpose: Using a new construct, Job Embeddedness (JE), from the business management literature, this study examines the effects of JE on Organizational Cynicism (OC) and Employee Performance (EP) at Sadat City University. Research Design/Methodology: Using Mitchell et al., 2001 of JE, the study deve...

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The importance of organizational cynicism in the Arab environments has not received its due share of interest. Therefore, the current book is trying to determine 1.

The Impact of Organizational Cynicism on Organizational ...

The present study provides a number of recommendations for managers and practitioners to consider. Finally, the implications of this study are discussed. Keywords: Organizational cynicism, organizational commitment, Egypt, hospitals, management.

Organizational Cynicism: Nafei Wageeh: 9783659322402 ...

The importance of organizational cynicism in the Arab environments has not received its due share of interest. Therefore, the current book is trying to determine 1.

Wageeh Nafei | University of Sadat City, Cairo | Business ...

Wageeh Nafei of University of Sadat City, Cairo | Read 26 publications, and contact Wageeh Nafei on ResearchGate, the professional network for scientists.

Wageeh A. Nafei - Google Scholar Citations

Wageeh A. Nafei Professor of Human Resource Management, Chairman of Business Administration Dep.,University of Sadat Verified email at com.usc.edu.eg - Homepage

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Aspects of Organization: Wageeh Nafei: 9783659671746 ...

Aspects of Organization [Wageeh Nafei] on Amazon.com. *FREE* shipping on qualifying offers. 1. Organizational DNA and Organizational Performance, 2. Organizational Cynicism and Organizational Citizenship Behavior

Kudzanai Sibiya Establishing the Effects of Organizational Learning on Company Performance in Road Haulage Business Zimbabwe


Master's Thesis from the year 2015 in the subject Business economics - Business Management, Corporate Governance, grade: 70.0, , course: Dissertation, language: English, abstract: This study was carried out to examine the nature of the relationship that exists between organizational learning and organizational performance of Zimbabwe's road haulage businesses. Literature on organizational learning and organizational performance was reviewed and a conceptual framework for the purpose of the study formulated. Information acquisition, information interpretation, information sharing, information quality and behaviour and cognitive changes were used to measure organizational learning. To measure organizational performance the researcher used financial, employee and market dimensions of company performance. Quantitative research methodology was used where data was gathered using a questionnaire. The questionnaire was carefully designed to collect the right data about organizational learning and organizational performance in the haulage business sector for analysis. A total of 120 questionnaires was administered where 105 were completed and returned. Out of the 105 questionnaires that were returned 2 had missing responses and these were discarded from data analysis. Thus, the study response rate was 85.8%.Statistical Package for the Social Sciences was used to analyse data. Descriptive statistics i.e. arithmetic means and standard deviations were used to describe how organiz...

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Saleem Muhammad, Shakil Ahmed Muhammad Organizational Climate and Its Impact on the Performance of Job


This study investigated the organizational climate and its impact on the performance of the Job. This research investigated 150 banking employees including top level management to bottom level management of 23 different banks and their branches in Gilgit. This research is basically conducted on banking employees only and measures their organizational climate and its impact on their financial performance, organizational climate and its influence to the organizational commitment and staff satisfaction and its turnover to employees' financial performance. The independent variable staff satisfaction is insignificant with financial performance so that's why we cannot interpret this variable. In another side the variable organizational commitment is significant for 1% significant level. The coefficient valve .45 of organizational commitment indicates the there is positive relationship between variables. . According to the regression results when organizational commitment increases by 1% it results 45% increment in the financial performance.

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Okechukwu Dominic Nwankwo Effects of privatization on organizational effectiveness


Scientific Study from the year 2016 in the subject Psychology - Work, Business, Organisational and Economic Psychology, grade: -, , course: PSYCHOLOGY, language: English, abstract: The study tested "Effects of Privatization on Organizational Effectiveness", using 7 null hypotheses at P<.05. Cluster sampling of 372 participants from the Utility industry of 73,526 population were used. Fully privately-owned, commercialized, and fully State-owned organizations were studied, using "Organizational Effectiveness Inventory", and "Organizational Effectiveness Model Inventory" that measured organizational effectiveness, and efficiency of the models of pursuing organizational effectiveness respectively. They attained interval scale on 5-points rating. The "Organizational Effectiveness Inventory" validations were concurrent Cosine Absolute Proximity .96; convergent Rescale Cosine Proximity .63; Image Factoring Extraction 1.137 of Oblimin with Kaiser Normalization Rotation Method .482. The Parallel Model Reliability for Reliability of Scale was .97, and Unbiased Reliability of Scale was .97. The Guttman-Lambda Model Reliability had strongly agree .96, agree .99, may be .97, disagree .98, and strongly disagree .96. The "Organizational Effectiveness Model Inventory" had convergent .89, and discriminant .31 validations; with test-retest .73, alternate-form .94, Cronbach Alpha .96, and split-half .78 reliabilities. There were randomization, quality ...

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Mashell Chapeyama Organisational Democracy in the Agriculture Sector Zimbabwe. Scope, Practicality and Benefits


Research paper from the year 2012 in the subject Business economics - Personnel and Organisation, grade: none, Atlantic International University (School of Social and Human Studies), course: Masters in Human resources Management, language: English, abstract: Orientation: this study is a critical analysis on the role of organizational democracy in the function, effectiveness and productivity of an organization.Research Purpose: the purpose of this study was to investigate the relationship that exists between organizational democracy and productivity as well as to identify the potential of organizational democracy in Zimbabwe.Motivation of the study: A scientific inquiry is vital to assess the role organizational democracy can play in enhancing organizational vitality, productivity and cohesion. From such a study the practicality of organizational democracy can be assessed and a frame work can be proposed through which employees participate in organizational structures and systems.Research Design, approach and Method:A quantitative survey comprising group interviews and questionnaire was carried out. Ninety participants from nine agricultural companies in the Chipinge District of Zimbabwe took part in the research. The response rate for the questionnaire was 84%. .Main Findings: Organizational democracy is positively related to productivity. There is no universal standard of industrial democracy, but its nature depends on the current socioeconomic and political environment in w...

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Dail L. Fields Taking the Measure of Work. A Guide to Validated Scales for Organizational Research and Diagnosis


Organizational researchers and managers have never had a single easy-to-use resource for validated measures, often relying on a selection of journal articles or improvised solutions to meet immediate needs. Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis provides researchers, consultants, managers, and organizational development specialists validated and reliable ways to measure how employees view their work and their organization.

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Received Wisdom, Kernels of Truth, and Boundary Conditions in Organizational Studies


This volume of the Research in Organizational Sciences is entitled "Received Wisdom, Kernels of Truth,and Boundary Conditions in Organizational Studies". Received wisdom is knowledge imparted to peopleby others and is based on authority and tenacity as sources of human knowledge. Authority refers to theacceptance of knowledge as truth because of the position and credibility of the knowledge source. Tenacityrefers to the continued presentation of a particular bit of information by a source until this bit ofinformation is accepted as true by receivers. The problem for organizational studies, however, is that thisreceived wisdom often becomes unquestioned assumptions which guide interpretation of the world and decisions made about the world. Receivedwisdom, therefore, may lead to organizational practices which provide little or no benefit to the organization and, potentially, negative organizationaleffects, because this received wisdom is no longer valid. The 14 papers in this volume all, in some way, strive to question received wisdom and presentalternatives which expand our understanding of organizational behavior in some way. The chapters in this volume each strive to present new ways ofunderstanding organizational constructs, and in so doing reveal how received wisdom has often led to confirmation bias in organizational science. Theknowledge that some perceived truths are actually the products of received wisdom and do not stand up to close scrutiny shakes up things ...

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James Triplett Organizational Design. A holistic view


Many elements of an organization's structure are clearly visible, such as organizational charts, categorizations such as a partnership or corporation, job descriptions, and various legal documents yet these still fall short of illustrating how an organization is designed, interacts with its environment, learns, and evolves. The analogy of the blind men feeling various parts of an elephant and coming up with different perspectives is a real phenomenon with organizational structure as well given that various stakeholders will interact with the organizational structure and come away with very distinct views of how the organization is structured. A single or few perspectives of organizational structure then are insufficient to describe a given organization. Systems and the view of structure as recurring activities are the underlying themes of this book.

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Lyles Marjorie A. Handbook of Organizational Learning and Knowledge Management


The fully revised and updated version of this successful Handbook is welcomed by management scholars world-wide. By bringing together the latest approaches from the leading experts in organizational learning & knowledge management the volume provides a unique and valuable overview of current thinking about how organizations accumulate knowledge and learn from experience. Key areas of update in the new edition are: Resource based view of the firm Capability management Global management Organizational culture Mergers & acquisitions Strategic management Leadership

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Eduardo Salas The Wiley Blackwell Handbook of the Psychology Team Working and Collaborative Processes


A state-of-the-art psychological perspective on team working and collaborative organizational processes… This handbook makes a unique contribution to organizational psychology and HRM by providing comprehensive international coverage of the contemporary field of team working and collaborative organizational processes. It provides critical reviews of key topics related to teams including design, diversity, leadership, trust processes and performance measurement, drawing on the work of leading thinkers including Linda Argote, Neal Ashkanasy, Robert Kraut, Floor Rink and Daan van Knippenberg.

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Vriti Vasudevan Do Organizational Stress really matters in Career Satisfaction.


Organizational Role Stress is connected with a multitude of negative effects, where stress and coping with stress are phenomena closely tangled with human life such that the effects of stress are directly related to coping. This book seeks to explore whether there is any relation between Organizational Role Stress and Career Satisfaction on IT professionals and to assess the levels among two variables which can be used to design some interventional strategies in the field of career counselling.

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Webster Douglas W. Chasing Change. Building Organizational Capacity in a Turbulent Environment


Robust organizational capacity is a company s potential to apply its skills and resources to accomplish goals and exceed stakeholders expectations. This book provides readers with the ability to diagnose both the drivers of change in their organization and the type of change response needed. In addition to the traditional tangible dimension of change, it presents a framework to leverage the cultural and personal dimensions of change to sustain successful change initiatives. As well, it presents an organizational capability self-assessment process to derive the maximum return on change efforts and investments. CEOs and executives will benefit from the ability to link demands for change to organizational capabilities in strategic initiatives.

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Manfred F. R. Kets de Vries Reflections on Groups and Organizations. On the Couch With


Reflections on Groups and Organizations is the third and final book in the On the Couch with Manfred Kets de Vries series. Broadening the Kets De Vries canvas, this book examines concepts of organizational health, performance, and change. Material ranges from studies of high performance teams – based on time the author spent with the pygmies of central Africa – to the study of organizational stars, to the use of coaching interventions to improve personal and organizational functioning. Kets de Vries looks at the interpersonal and group processes that determine how organizations work within specific contexts, including family firms. He studies dysfunctional leader-follower relationships, downsizing, and organizational transformation. Kets de Vries also introduces his concept of the «authentizotic» organization – a pleasant, healthy, well-functioning workplace.

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Sabir M. Suleman, Anwar Noman, Hameed Raja Mazhar Leadership and Organizational Commitment


This study investigates the association of leadership styles (transformational and transactional) with the organizational commitment in UK electronic manufacturing sector. Data collection is made through research instrument (questionnaire) and applied statistical tools (Pearson correlation one tail test) through the SPSS on the collected data. Overall finding shows that leadership styles have positive relationship toward high the level of attachment or organizational commitment. Electronics manufacturing sector adopting transformational leadership style at divisional level and also play role at functional level while transactional leadership has play more role at operational level while also play little bit role at functional level. This research study adds knowledge in the body of literature regarding leadership style role in developing organizational commitment in electronic services manufacturing sector.

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Mohamed Asad Social Media and Organizational Culture


Seminar paper from the year 2013 in the subject Communications - Public Relations, Advertising, Marketing, Social Media, grade: 1,0, University of Duisburg-Essen (Wirtschaftswissenschaften), language: English, abstract: For many organizations the alignment between social media and organizational culture is a massive challenge because these two concepts do not match in general. The integration of social media in organizations demands preliminary change-oriented cultures which, however, often have inflexible structures that prevent changes. In this thesis, there will be an investigation on the effect of social media integration on the organizational culture by use of literature review, with a special focus on the internal communication within organizations. This thesis first defines the term of social media which are very up-to-date but which are used in many cases so that a differentiated point of view has to be taken. In almost the same manner, the term organizational culture is described. This concept, however, is underestimated because the majority of people do not think of an organizational culture when looking at an organization, but they are rather profit-oriented. Thus, it is crucial to consider this social aspect of an organization. The thesis investigates this concept critically. One of the concerned elements in consequence of the combination between social media and organizational culture is the communication within an organization. An integration of social media tec...

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Rozhko Mikhail, Kibalnikov Oleg New Scientific View on Organizational Scheme of Aviation Enterprises


The book analyzes the typology of corporate cultures and management applied in enterprises and organizations of Russia, Europe, America and Asia, revealed characteristic differences between linear functional and divisional types of organizational structures. Proposed for evaluating the effectiveness of airlines use optimality criterion of managerial decisions, developed at the St. Petersburg State University of Civil Aviation.. Based on a comparative analysis of types of organizational structures and some leading indicators of industrial enterprises in Russia, Germany, the U.S. and China to develop indicators of organizational effectiveness in the management of airline, which also can be applied to companies in other industries, but with regard to their specificity. Analyzes recommended by the International Civil Aviation Organization (ICAO), the overall organizational structure of the commercialized airport. The novelty of the book is developed by the authors universal model of block-functional organizational structure airlines and the airport, in which the emphasis placed on the division into two main functional units (technical and technological, humanitarian and economic).

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Chiku Malunga Organization Paremiology. A New Approach to Organizational Performance Improvement


Organization Paremiology: A New Approach to Organizational Improvement announces the future of organizational improvement efforts in Africa and the world by introducing a new field of study and practice called Organization Paremiology. It discusses what Organization Paremiology is, what it is constituted of, its key principles and its practice. It also discusses why Organization Paremiology is needed to form a new narrative in development and business talk in Africa and in the World. This book introduces and establishes an authentic and definitive Afrocentric contribution to organizational performance improvement at the global level.

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Qualitative Organizational Research Best Papers From the Davis Conference on Research, Volume 3


A volume in Qualitative Organizational Research Series Editors: Jean M. Bartunek, Kimberly D. Elsbach, and John A. Wagner. The Davis Conference on Organizational Research, held for the last 15 years, is the world's leading conference for qualitative researchers in organizational studies. Scholars receiving the "Best presentation awards" at the Davis Conference for the past 6 years have contributed chapters to this volume.These papers explore social relationships in organizations and work, and cover a diverse set of topics ranging from boundary spanning in collaboration and teamwork to embodied competence at work and beliefs about availability among professionals. Yet all the papers are similar in that they benefited from the community of over 150 scholars developed through the Davis Conference, and represent qualitative research at its very best.

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