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Book part
Publication date: 15 July 2019

Robert E. Quinn and Kim S. Cameron

In this chapter, we assume the following: (1) the root cause of most organizational problems is culture and leadership, (2) executives seldom want to deal with these root causes…

Abstract

In this chapter, we assume the following: (1) the root cause of most organizational problems is culture and leadership, (2) executives seldom want to deal with these root causes, (3) because life is uncertain, organizational change is an emergent process, (4) most change processes unfold by reconstructing social reality, (5) the change process is inherently relational, (6) effective change efforts are enhanced by increasing the virtue of the actors, (7) change is embedded in the learning that flows from high-quality relationships, and (8) change agents may have to transcend conventional, economic exchange norms in order to demonstrate integrity and to build trust and openness. Drawing on the field of positive organizational scholarship, we focus on the change agent. We review the literature on self-change and offer several paths for becoming a positive leader.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78973-554-3

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Abstract

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The Brexit Referendum on Twitter
Type: Book
ISBN: 978-1-80043-294-9

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Article
Publication date: 1 September 1999

Steven H. Appelbaum, Andrea Everard and Loretta T. S. Hung

Aims to review the literature pertaining to downsizing with an emphasis on the organization level, and establish the critical success factors of downsizing, that is, guidelines to…

12547

Abstract

Aims to review the literature pertaining to downsizing with an emphasis on the organization level, and establish the critical success factors of downsizing, that is, guidelines to the successful implementation of downsizing activities. Addresses these objectives by examining first, how downsizing is defined in the literature reviewed, then discusses the different ways in which or measures by which organizations carry out downsizing activities and the reasons that prompt companies to downsize. Addresses the rationale utilized by firms to downsize, the expected outcomes in terms of economic and human consequences, the approaches to downsizing (reorientation and convergence) and specific strategies such as workforce reduction, work redesign and systemic strategy. Also downsizing tactics, human resources as assets vs costs, planning, participation, leadership, communications, and support to victims/survivors are examined. Both laboratory experiments and empirical research concerning survivors’ reactions are explored. The role of trust as well as the human resource professional in the process are included. Conclusions and recommendations complete the article.

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Management Decision, vol. 37 no. 7
Type: Research Article
ISSN: 0025-1747

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Book part
Publication date: 14 May 2013

Kim S. Cameron

The three concepts that denote the focus of POS were deliberately selected and are important in elucidating the uniqueness of POS as a field of study. The “O” (organizational) and…

Abstract

The three concepts that denote the focus of POS were deliberately selected and are important in elucidating the uniqueness of POS as a field of study. The “O” (organizational) and the “S” (scholarship) are relatively noncontroversial concepts. The “P” (positive), however, is more contentious and requires more explanation.

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Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

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Article
Publication date: 15 March 2010

Rebecca Checkley, Nick Hodge, Sue Chantler, Lisa Reidy and Katie Holmes

This paper focuses on accessing the experiences of three boys who are on the autism spectrum to identify what using a voice output communication aid (VOCA), within a classroom…

352

Abstract

This paper focuses on accessing the experiences of three boys who are on the autism spectrum to identify what using a voice output communication aid (VOCA), within a classroom setting, means to them. The methods used to identify the boys' perspectives are described and evaluated. Establishing these through direct methods of engagement proved problematic but working with parents and school staff as ‘expert guides’ provided a rich insight into what using a VOCA appeared to mean to the boys. The findings suggest that using a computer‐based VOCA can be viewed by children with autism as a pleasurable and motivating activity. This technology also seems to offer the potential for a much broader developmental impact for these children than that currently recognised within the research literature.

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Journal of Assistive Technologies, vol. 4 no. 1
Type: Research Article
ISSN: 1754-9450

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Article
Publication date: 1 March 1998

C. Richard Yarbrough, Glen T. Cameron, Lynne M. Sallot and Allison McWilliams

This paper offers a quick overview of Cameron's contingency theory of conflict management in public relations. It then applies the theory to three cases that occurred during the…

380

Abstract

This paper offers a quick overview of Cameron's contingency theory of conflict management in public relations. It then applies the theory to three cases that occurred during the 1996 Summer Olympic Games that were taken from the policy position papers, notes, diaries and tape recordings of C. Richard Yarbrough, Managing Director‐Communications of the Atlanta Committee for the Olympic Games (ACOG). The areas analysed include: the moving of preliminary volleyball matches from one venue to another which was forced by conflict between gay activists and local politicians who passed an anti‐gay resolution — a sustained effort at accommodation that shifted to advocacy; conflict between the ACOG board of directors and the media resulting from the disclosure of ACOG executive salaries — a strong advocacy stance that led to compromise; and conflict threatened between ACOG and a minority minister who was disgruntled about an Olympic sponsor — a case of marginality too insignificant to bother with. The cases not only illustrate and support factors in the contingency theory, but highlight the impracticality and inflexibility of two‐way symmetrical or mixed‐motive public relations as models of choice.

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Journal of Communication Management, vol. 3 no. 1
Type: Research Article
ISSN: 1363-254X

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Article
Publication date: 10 October 2024

Dana Yagil

In light of the increasing prevalence of non-human services, organizations can benefit by emphasizing distinctively human qualities in their services. This paper suggests that…

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Abstract

Purpose

In light of the increasing prevalence of non-human services, organizations can benefit by emphasizing distinctively human qualities in their services. This paper suggests that cultivating virtues among employees can enhance the value of human-provided services.

Design/methodology/approach

This conceptual paper incorporates ideas from management and service research examining the notion of virtue as well as human qualities that are associated with virtuousness. The paper builds upon service research, which emphasizes the important role of human elements in service interaction, along with extensive research in positive organizational scholarship, which characterizes virtues as the finest attributes of human nature.

Findings

The paper introduces “service virtuousness,” the voluntary and authentic expression of human virtues like compassion and creativity in service delivery, treating customers as individuals beyond their formal roles. A review of the literature reveals how virtuousness appears in services. The study also identifies when it is most beneficial, explores the challenges in its implementation, and suggests future research directions.

Originality/value

The paper offers a novel concept for service research grounded in core human values. Although service virtuousness does not focus on outcomes, it offers numerous benefits to all parties involved in the service setting. The theoretical framework for studying service virtuousness provides new opportunities to identify the conditions in which virtuousness is most beneficial in a service context.

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Journal of Service Management, vol. 35 no. 5
Type: Research Article
ISSN: 1757-5818

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Book part
Publication date: 14 October 2009

Rune Elvik, Alena Høye, Truls Vaa and Michael Sørensen

Abstract

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The Handbook of Road Safety Measures
Type: Book
ISBN: 978-1-84855-250-0

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Article
Publication date: 11 May 2010

Steve McKenna

The purpose of this paper is to explore the use of a dialogical approach, associated with the Russian literary critic and philosopher Bakhtin, in understanding the portrayal of…

1268

Abstract

Purpose

The purpose of this paper is to explore the use of a dialogical approach, associated with the Russian literary critic and philosopher Bakhtin, in understanding the portrayal of managerial identity in management narratives. In particular, it applies these ideas critically to understand how managers' identities are partly shaped by the dominant discourse or idea about what a manager should “be.”

Design/methodology/approach

The paper draws on three written narratives of managers. It applies a dialogical approach to consider how they position themselves interactionally in the narratives in such a way as to highlight a managerial identity based on being “enterprising” and “for change,” while simultaneously voicing alternative identities negatively. The use of the written narratives of managers and the application of a dialogical approach is an important contribution to the literature.

Findings

The findings suggest that managers, when reflecting on organizational events through narrative, assume a managerial identity that reflects current dominant discourse about what a manager should “be.” In doing so they reject other possible discourses that offer alternatives, not only to managerial “being,” but also to what management and organizations might reflect and represent. The paper also, however, recognizes that some managers reject this identity and its implications for organizational activity.

Research limitations/implications

The paper suggests that managerial identity is partly a product of a dominant discursive/ideological formation rather than individual choice. Although managers may reject this interpellation creating an alternative is constrained by the regime of truth that prevails about what management is at any given time. The approach might be considered overly deterministic in its view of managerial identity.

Originality/value

The paper extends the understanding of managerial identity and how it is portrayed through narrative by using a dialogical approach to interpretation.

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Qualitative Research in Organizations and Management: An International Journal, vol. 5 no. 1
Type: Research Article
ISSN: 1746-5648

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Article
Publication date: 1 April 1982

IN announcing the new High Frequency Friction Machine TE77, designed for the rapid assessment of lubricant performance, Cameron‐Plint Tribology Ltd put forward cogent reasons for…

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Abstract

IN announcing the new High Frequency Friction Machine TE77, designed for the rapid assessment of lubricant performance, Cameron‐Plint Tribology Ltd put forward cogent reasons for the development of this equipment.

Details

Industrial Lubrication and Tribology, vol. 34 no. 4
Type: Research Article
ISSN: 0036-8792

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