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This is one of the first books to fully value and realise the connection between leadership and learning in SMEs. It provides a real-life narrative, encapsulating the development of business people on a leadership programme for SME managers, whilst explaining the key theories, models and techniques that underpin the leadership methods and approaches deployed at each stage of the delegate's journey. The book follows three owner/managers over a ten-month period. Each chapter splits into two - an aesthetic narrative on the learning journey and a 'theory sandwich', which draws the reader's attention to the theories, models and debates underpinning the learning at each stage of the delegate's journey. Academics as well as students will benefit from the research-based examination of leadership learning in the SME context, as it will allow them to stand in the shoes of owners or managers. Policy makers and practitioners will also find the narrative both revealing and informative.
OVER 60 WEEKS ON THE "NEW YORK TIMES "BESTSELLER LIST
Despite how much we know about emotion, Social Functions of Emotion and Talking About Emotion at Work uniquely examines the utility of emotion in organizations against the ways in which both individuals and groups talk about them. Drawing on psychological and sociological research, this book provides groundbreaking insights for understanding how emotions are used in the workplace. Bringing together contributions from leading emotion researchers, this book features chapters focusing on 10 emotions, ranging from awe to shame. Through its exploration of the ways each emotion functions in relation to how we talk about them, this book injects fresh theoretical and practical momentum into how our discussions of workplace emotion can affect how emotional events are appraised over time and place. This, in turn influences the causes, expressions, and consequences of emotions in the workplace. With its novel approach, this book will be an invaluable tool for academics researching emotion, as well as postgraduate students working in the social sciences seeking reference material on emotion. HR managers and general readers seeking greater insight into emotions at work will also find this book to be a useful tool. Contributors include: N.M. Ashkanasy, R.A. Baron, S. Connelly, M. Dasborough, C.D. Fisher, D. Geddes, P. Harvey, M.L.A. Hayward, P.J. Jordan, S. Kiffin-Petersen, H.C. Lench, D. Lindebaum, K.E. Moura, K.A. Perez, R.H. Smith, R.K. Smith, P.N. Stearns, A.C. Troth, M.R. Turner, K.L. Tyran, T.S.H. Wingenbach
How does one approach the study of intuition - a complex, cross-disciplinary field, which is still developing? How can intuition be captured in situ? How can researchers harness their own intuition? In this original Handbook, the expert collaborators use method-related themes to help answer these, and other questions, and explore innovative developments in intuition research.This groundbreaking Handbook is organized around six method-related themes: - the question of cognitive systems and capabilities; - the role of emotions and stress; - major quantitative approaches; - qualitative techniques for mapping intuition; - the use of grounded theory; and - the role of the researcher's own expertise and intuition. Academics and researchers of organizational behavior, as well as researchers in business and management, who use quantitative and qualitative research techniques, will find this book to be an informative and invaluable read. It will also be of interest to industry professionals looking to adopt new staff training and development methods. Contributors include: C. Akinci, A. Antonietti, L. Baldacchino, L. Cabantous, J-F Coget, B. Colombo, R. Cooksey, V. Doerfler, S.E. Dreyfus, C. Eden, M. Fenton-O'Creevy, S.L. Grant, S.A. Hamilton, C. Harteis, G.P. Hodgkinson, C. Horvath, O. Hyppanen, P. Iannello, J. Langan-Fox, A. Lockett, C. Petitmengin, P. Ping Li, A.C.R. van Riel, M. Robson, E. Sadler-Smith, M. Sinclair, R.E. Smerek, M Stierand, S. Teerikangas, D. Ucbasaran, L. Valikangas, S. Vohra
The digital and increasingly digitised world is shaped by the interplay of new technological opportunities and ubiquitous societal trends. Both lead to drastic changes facing artificial intelligence (AI), cryptocurrencies and block-chain technologies, internet of things, technology-based surveillance, and other disruptive innovations. These developments facilitate the rise of the sharing economy and open for a variety of new entrepreneurial opportunities that businesses can take up. The novel entrepreneurial opportunities, however, imply a paradigmatic shift in the understanding of entrepreneurship. This book combines digital entrepreneurship with the sharing economy. It presents cutting-edge research for scholars and practitioners interested in either one of the topics - digital entrepreneurship or sharing economy - or their connection. The book addresses three major ways to become entrepreneurial in the sharing economy: digital entrepreneurship through creating novel sharing-economy platforms; technology entrepreneurship through the exploitation of sharing-economy platforms; and business model innovation or business model change influenced by the sharing economy. The book also highlights governance questions on digital entrepreneurship in the sharing economy, which are highly relevant for businesses, the economy, and society. The book will be of interested to researchers, academics, and students in the field of business and entrepreneurship, with a special focus on digital entrepreneurship.
With the beginning of the twentieth century, American corporations in the chemical and electrical industries began establishing industrial research laboratories. Some went on to become world-famous not only for their scientific and technological breakthroughs but also for the new union of science and industry they represented. Innovative ideas do not simply appear out of the blue and spread on their own merit. Rather, the laboratory's diffusion takes place in a cultural context that goes beyond corporate capital and technological change. Using discourse analysis as a method to comprehensively capture the organizational field of the early American R&D laboratories from 1870 to 1930, this book uncovers the collective meanings associated with the industrial laboratory. Meanings such as what and where a laboratory is supposed to be, who the scientist is, and what it means to practice science provided cultural resources that made the transfer of the laboratory from academic science into an industrial setting possible by rendering such meanings understandable and operable to big business and organizational entrepreneurs fighting for hegemony in a rapidly evolving market. It analyzes not only the corporations that established laboratories in the United States but also their contexts - economic, political, and especially scientific - showing how "the industrial laboratory" was transformed from an organizational novelty into an expected institution in less than two decades. This book will be of interest to researchers, academics, historians, and students in the fields of organizational change, discourse studies, the management of technology and innovation, as well as business and management history.
Neoclassical economics has been criticized from various angles by orthodox schools. The same can be said about its particular branch: the theory of the firm. This book demonstrates how a successful theory of the firm can be presented without flawed notions of a neoclassical framework and used to comprehend actual business history. The author argues that we should start from the assumption that businesses are inevitably imponderable, as that is their nature, in the process of economic evolution. The book offers an in-depth exploration of neoclassical limitations by examining each of the small details associated with the famous MR = MC rule. It follows a step-by-step approach, which starts off with neoclassical assumptions and then moves into more empirically sound theory, based on modeling logic and rooted in real world examples. The author presents a novel discussion on the size of the firm, both in terms of classifying a firm's expansion and about the factors that limit the size of the firm and argues how formal pricing theory can be built using more indeterminate assumptions about firms. Further, there is a discussion on how firms are rooted in amorphous industries, which helps to explain economic progress better by emphasizing the importance of economic experiments, mistakes and bankruptcies. This is a valuable reference for scholars and researchers who are interested in a range of topics from microeconomics, through pricing theory to industrial organization, history of economic thought and managerial economics.
With organizational environments becoming increasingly unstable, uncertain and equivocal, the concept of resilience has become increasingly significant for management studies and practice. Resilience connotes organizational, team and individual capacities to absorb external shocks and to learn from them, while simultaneously preparing for and responding to external jolts. This book pinpoints the essential aspects of managerial and organizational resilience and offers insights that stimulate critical thinking. As the concept of resilience is essentially made up of contrasting forces, the volume presents some innovative synthetic interpretation that allows a deeper comprehension of the phenomenon and provides managers and policy makers with a solid basis for taking their decisions. This book provides an accessible yet rigorous systematization of individual resilience, team resilience and organizational resilience. Rich with real-life concept illustrations and containing practice-oriented tools, reflection questions and exercises, it shows how resilience can be cultivated across levels of organizational aggregation: individuals, teams, organizations and communities. The authors distinguish individual and collective resilience from related constructs and shed light on the boundaries of resilience and its potential implications for management practice. Elgar Introduction to Theories of Organizational Resilience will serve as a key resource for graduate students and advanced undergraduate students as well as academics and practitioners who are interested in deepening their understanding of resilience.
Conventional marketing strategies that focus on product differentiation and positioning often fail to deliver faster growth. Jaworski and Lurie offer a novel approach to the problem of growth based on two simple but profound insights. First, they demonstrate that in every purchase process there are a few high-yield customer behaviors that matter most in determining whether and what customers buy. Second, they show how changing those high-yield customer behaviors can consistently drive faster revenue growth. Drawing on decades of client work, the authors provide a detailed, engaging account of a proven system for accelerating - or even doubling - growth. As evidence of its value, the system has been adopted by a host of Fortune 500 firms as their marketing and growth planning process. This book forms part of the American Marketing Association (AMA) Leadership series: 7 Big Problems of Marketing.
One-size-fits-all cluster policies have been rightly criticized in the literature. One promising approach is to focus cluster policies on the specific needs of firms depending on the stage of development (emergence, growth, sustainment or decline) their cluster is in. In this highly insightful book, these stage-specific cluster policies are analysed and evaluated. Moreover, several chapters also focus on smart specialization policies to promote regional development by taking into account the emergence and adaptation of clusters and industries. In so doing, the book contributes to a newly emerging literature on how the cluster life cycle concept can inform policies and how these policies differ from static approaches that ignore the dynamism of clusters. The underlying idea is to foster the ability of clusters to renew themselves and to generate new developmental paths, thus preventing stagnation and decline. This state-of-the-art exploration of smart specialization from a cluster life cycle perspective is an invaluable book for academics in the fields of economic geography, entrepreneurship, innovation, industrial economics, regional studies and cluster research. It will also appeal to regional policy makers and practitioners dealing with public policy. Contributors include: Y. Al-Saleh, B.T. Asheim, A. Auer, M. Benner, P. Cooke, D. Fornahl, J.K. Fosse, M. Fromhold-Eisebith, M. Grillitsch, R. Hassink, A. Isaksen, K. Koschatzky, H. Kroll, T. Lammer-Gamp, B. Lageman, S. Mahroum, R. Martin, G. Meier zu Koecker, J. Nordhause-Janz, R. Normann, R. Ramlogan, D. Rehfeld, M. Rothgang, E. Schnab, T. Stahlecker, F. Toedtling, M. Trippl, E. Uyarra, J. Vicente
This groundbreaking interdisciplinary Handbook showcases the latest intuition research, integrated in a framework that reconciles various views on what intuition is and how it works. The internationally renowned group of contributors presents their findings in five areas. Part I explores different facets of the intuiting process and its outcome, the role of consciousness and affect, and alternate ways of capturing intuition. Part II deals with its function in expertise, strategy, entrepreneurship, and ethics. Part III outlines intuitive decision making in critical occupations, legal profession, medicine, film and wine industry, and teaching. Part IV pushes the boundaries of our current understanding by exploring the possibility of non-local intuition, based on the principles of quantum holography. Part V investigates new techniques for developing intuitive skills. This cutting-edge, comprehensive Handbook will prove essential for academics and research students of social sciences, particularly management, psychology, sociology, entrepreneurship, leadership, team dynamics, HR and training. It will be also an invaluable resource for industry professionals searching for soft-core methods to increase productivity and creativity/innovation, to improve leadership and organizational climate, or to adopt new staff training and development methods. Contributors: A. Antonietti, B.T. Bakken, C. Betsch, R.T. Bradley, L.A. Burke, J.-F. Coget, E. Dane, A. Dijksterhuis, W. Duggan, I.D. Ebert, S. Epstein, A. Glockner, B. Graf, L.K. Gundry, J.R. Guzak, T. Haerem, M.B. Hargrove, C. Harteis, G.P. Hodgkinson, P. Iannello, K.-P. Ittner, J.R. Kickul, G. Klein, C. Kugler, C. Kuhnle, J. Langan-Fox, M. Mason, B. Morgenthaler, J.E. Pretz, D. Radin, G. Roth, E. Sadler-Smith, M. Sinclair, M. Strick, D.E. Tomasino, V. Vranic
Overcoming the Obstacles to Building a Culture of Appreciation.
It happens all the time: a leader reads a book or goes to a conference and learns great new ideas for their organization. But when they try to implement changes, nothing budges. Why?
It’s because work cultures are deeply rooted. Paul White knows this, and it’s why he wrote The Vibrant Workplace: to give workplace leaders a thorough understanding of the most common obstacles to change, plus the skills to overcome them.
Pairing real-life examples with professional advice and research, White offers a guide to uprooting negativity and cultivating authentic appreciation and resiliency in the workplace. Readers will learn how to:
· Assess what negativity is costing their company.
· Address the deeper issues under unhealthy dynamics.
· Make authentic appreciation the cornerstone of work culture
· Apply the five languages of appreciation strategically.
· Bring out the best in their employees and teams and more.
Any workplace can be healthy. It just takes knowledge of the issues and skills to navigate them, which is exactly what this book provides. Readers will be equipped to successfully overhaul their workplace environment and infuse it with authentic appreciation.
A capacity for learning, adapting, and changing is an important facet of organizational resilience. What is involved in generative organizational change? Is it an event, a process, or constantly ongoing? What makes organizational change "good" for the organization? Who has the power to decide what is "good" for the organization and its members? How is it decided? What if there is strong disagreement or conflict? How is that handled? What is the role of organizational members and leaders in these discussions? As these questions demonstrate, the triad of change, power and conflict are intimately linked. The purpose of this book is to explore the topics of change, power and conflict as they relate to the experiences of everyday organizational life. It will provide readers the opportunity to reflect critically on their own local experience and involvement in organizations and to glean actionable wisdom for meaningful engagement and impactful contributions to their organization(s) in the present and future. Conflict, Power, and Organizational Change will be of interest to students, researchers, academics and professional colleagues interested in the fields of business and organizational studies, especially those wanting to get acquainted with the concepts of change, power and conflict in contemporary organizational settings.
Immigration has been a contentious issue for decades, but in the twenty-first century it has moved to center stage, propelled by an immigrant threat narrative that blames foreign-born workers, and especially the undocumented, for the collapsing living standards of American workers. According to that narrative, if immigration were summarily curtailed, border security established, and illegal aliens removed, the American Dream would be restored. In this book, Ruth Milkman demonstrates that immigration is not the cause of economic precarity and growing inequality, as Trump and other promoters of the immigrant threat narrative claim. Rather, the influx of low-wage immigrants since the 1970s was a consequence of concerted employer efforts to weaken labor unions, along with neoliberal policies fostering outsourcing, deregulation, and skyrocketing inequality. These dynamics have remained largely invisible to the public. The justifiable anger of US-born workers whose jobs have been eliminated or degraded has been tragically misdirected, with even some liberal voices recently advocating immigration restriction. This provocative book argues that progressives should instead challenge right-wing populism, redirecting workers' anger toward employers and political elites, demanding upgraded jobs for foreign-born and US-born workers alike, along with public policies to reduce inequality.
Translated into English for the first time, Luhmann's modern classic, Organization and Decision, explores how organizations work; how they should be designed, steered, and controlled; and how they order and structure society. Luhmann argues that organization is order, yet indeterminate. In this book, he shows how this paradox enables organizations to embed themselves within society without losing autonomy. In developing his autopoietic perspective on organizations, Luhmann applies his general theory of social systems by conceptualizing organizations as self reproducing systems of decision communications. His innovative and interdisciplinary approach to the material (spanning organization studies, management and sociology) is integral to any study of organizations. This new translation, edited by one of the world's leading experts on Luhmann, enables researchers and graduate students across the English-speaking world to access Luhmann's ideas more readily.
Jobs that were once well-defined are now multifaceted. New realities have placed a premium on employee cognitive processing to fulfill complex occupational roles. But human conscious cognitive capacity is limited, making it nearly impossible for employees to keep up without being overloaded. Stajkovic and Sergent refute the common assumption that technological automation is the only way forward. Instead, they directly tackle the issue of employee cognitive overload by proposing cognitive automation as an alternative solution. The authors present a sampling of cutting-edge research showing that conscious guidance is not required for all goal pursuits; goal-directed behavior at work can be automated via priming of subconscious goals. Building on research in social psychology and organizational behavior, Stajkovic and Sergent introduce four models to explain how subconscious goals are primed in organizations: *Auto-motive model: Repeated practice with a goal makes cognitive automation possible. *Goal contagion: Observing and inferring goals of others creates cognitive automation. *Means-goal priming: Confidence in your goal pursuit enhances cognitive automation. *A history of reinforcement: Money, feedback, and social recognition used to reinforce goal achievement become associated with the goal, resulting in cognitive automation. The authors canvas a broad range of knowledge concerning the problem of employee cognitive overload in contemporary organizations and rely on multidisciplinary research to propose cognitive automation as a solution that can address it directly. This book is a deep well of valuable information for those interested in solving real work problems with application of science of organizational behavior (SOB).
This book puts forward a carefully crafted theoretical framework that makes a substantial contribution to the field of organizational resilience. It is a framework that goes far beyond the traditional crisis management perspective (accidents, scandals, etc) to an investigation of the characteristics and factors that make organizations viable over time. The book creates a much-needed link between human resource management and organizational development on the one hand, and the literature about risk and crises management and resilience engineering on the other. The book assembles several robust social science theories such as evolutionary theory, complexity theory, and institutional theory, as well as concepts from management theory such as followership, organizational trust, open innovation, and serendipity management into a coherent framework. It also integrates important models from the field of resilience engineering that have not previously been included in the research on organizational resilience. Several new models are used to present the theoretical framework, models that have relevance for researchers as well as practitioners. In addition to the theoretical framework, all chapters are set in various practical environments that both illustrate the use of resilience resources and align with the framework itself.
Work that used be tied to offices, cubicles and desks is undergoing a major transformation in terms of where, when and how it is carried out. Space and materiality of workplaces have long been taken for granted amongst organization studies scholars. But the changing definition of work and workspace has, in recent years, inspired a growing number of scholars to reconsider organizational theories and practices. By combining new research on leadership and workspaces, Leadership in Spaces and Places argues for a radical reconceptualization of leadership. Leadership is not only defined by leaders themselves, but is also affected by the built environment. With contributions from both scholars and practitioners alike, the authors discuss leadership in six different contexts: * workspaces in change * open office spaces * virtual workspaces * service spaces * cultural spaces * institutional spaces. The book is aimed at two audiences: leadership, organization and management scholars interested in cutting-edge leadership research; and managers, architects and workplace designers who want to update their knowledge on how workplace design contributes to organizational purposes and leadership.
This new edition of 'A Theory of Organizing' continues to promote a processual view of organizing, and presents a theory developed by combining multiple field studies with recent theoretical insights. The author defends the constructionist perspective from idealist interpretations, demonstrating how people and machines collaborate in constructing action nets, which eventually produce both the global economy and its local translations. Helped by information technologies, global ideas travel across the world - in physical space and in cyberspace, over national, sectorial and organizational borders, within and outside organizations - and are then translated into local practices. Provocative in its questioning of established truths in the field of organizational studies, this book will continue to challenge and stimulate organizational theoreticians and organizational practitioners. It will also prove lively reading for academics from a range of backgrounds, including management studies, business administration, sociology, ethnology, and political sciences.
'This book is an excellent collection of practical and useful cases in cross-cultural management, with some that are very different from what we would call ''traditional'' cases in cross-cultural management. They are excellent teaching material with an introduction and a conclusion that show students and practitioners how meanings are negotiated in diverse and complex cross-cultural situations.' - Marie-Therese Claes, Louvain School of Management, Belgium 'A fascinating book for both the diversity of cultures that are touched upon (from Asia and Africa to Europe and America) and the cultural analyses that are made of various management situations resulting from the transfer of management techniques across countries or the encountering of those embedded in different cultures.' - Philippe d'Iribarne, CNRS, France 'A group of multidisciplinary authors from various countries and cultures bring rich experience to this volume. The focus on real-life situations offers a fresh perspective on culture in organizations and management through in-depth case studies including both academic and pedagogical sides. It addresses multi-level cross-cultural issues of international strategic importance for globalizing workplaces. This insightful book is excellent reading for practitioners as well as scholars and students interested in applications in the field of cross-cultural management.' - Cordula Barzantny, Toulouse Business School, France 'This volume offers an insightful introduction to qualitative field research aiming to understand the dynamics in intercultural business interactions. Based on the findings provided in ten rich cases from Asia, Europe, North Africa, USA and Latin America, the editors also propose strategies for more effective collaboration in challenging multiple-cultures contexts. The authors and editors have succeeded in transforming the field studies into cases that are stimulating and thought provoking readings, both for practitioners and students of cross-cultural management.' - Anne-Marie Soderberg, Copenhagen Business School, Denmark The cases draw on field research revealing challenges and insights from working across nations and cultures. Each case provides recommendations for practitioners that are developed into a framework for effective intercultural interactions as well as offering illustrations and insights on how to handle actual cross-cultural issues. This enriching book covers various topics including international collaborations across and within multinational companies, organizational culture in international joint ventures and knowledge transfer. Based on empirical fieldwork and qualitative analyses, this path-breaking book will appeal to graduate and postgraduate students in international management as well as practitioners. Contributors: G. Azevedo, C.I. Barmeyer, S. Chevrier, L. Clausen, E. Davoine, G. Hollinshead, J. Lemmergaard, J. Mahadevan, S. Michailova, S.L. Muhr, H. Primecz, I. Rittenhofer, L. Romani, S.A. Sackmann, S. Tukiainen, H. Yousfi
This timely Handbook addresses the concepts of stress and well-being among workers in various public sector roles and occupations across the globe. Emphasizing the importance of well-being and stress prevention initiatives in ever-changing workplace environments, this Handbook highlights successful organizational initiatives and provides insight into best practice for promoting healthy employees and workplaces. Chapters analyze the new and ongoing challenges public sector organizations face such as: cost cutting, pressures to improve performance, changes in societal and workplace demographics, and increasing levels of stress and strain amongst their employees. This wide-ranging Handbook utilizes empirical research, literature reviews and case studies to draw greater attention to these and other challenges. Containing contributions from leading international experts in their respective fields, the contributors hope that this multidisciplinary Handbook will help to enhance the health and well-being of public sector employees and the sector's performance and contribution to society. The Handbook of Research on Stress and Well-Being in the Public Sector will be of value to researchers and practitioners interested in the public sector and both individual and organizational health and performance. This will also be a key resource for public sector and government professionals responsible for human resource management and work and health.
Based on a case study of leadership communication in a time of organizational change, this book gives new leaders insights into the tools and skills needed to become effective, motivating communicators in their leadership careers. Taking a holistic approach to communication and leadership, the book argues that employees buy in to change when they collectively feel engaged in meaningful work that will enrich the lives of customers, employees, and investors. Based on ethnographic research, it approaches the topic through an absorbing fiction-like retelling of an organization's successful navigation of change against the backdrop of the 2007 mortgage crisis. In doing so, it establishes a framework for leaders to understand the principles behind how and why buy-in is generated in organizations. This unique approach allows readers to visualize leadership communication principles in practice. Fostering Employee Buy-in is ideal as a supplementary text in introductory leadership communication, management, and business courses or as a text for new leaders interested in inspiring organizational change.
The psychological dimension of managing risk is of crucial importance, and its study has led to the identification of specific do's and don'ts. Those with an understanding of the psychology underlying risk and the skills to recognize its manifestation in practice, have the opportunity to develop frameworks that embody the do's and don'ts, thereby producing sound judgments and good decisions. Those lacking the understanding and the skills are destined to be more hit and miss in their approach to risk management, doing the don'ts and not doing the do's. Virtually every major risk management catastrophe in the last fifteen years has psychological pitfalls at its root. The list of catastrophes includes the 2008 bankruptcy of Lehman Brothers and subsequent global financial crisis, the 2010 explosion at BP's Macondo well in the Gulf of Mexico and the 2011 nuclear meltdown at the Fukushima Daiichi power plant. A critical lesson from psychological studies for those involved in risk management is that people's judgments and decisions about risk vary with type of circumstance. In Behavioral Risk Management readers will learn that there are specific actions that organizations can undertake to incorporate understanding, recognition, and behavioral interventions into the practice of risk management. There are many examples throughout the book that illustrate doing the don'ts. The chapters in the first part of the book introduce the main ideas, and the chapters in the latter part provide insight into how to apply those ideas to the practical world in which risk managers operate.
Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. Managing and organizing are now central phenomena in contemporary societies. It is essential they are studied from a variety of perspectives, and with equal attention paid to their past, their present, and their future. This book collects opinions of trailblazing scholars concerning the most important research topics, essential for study in the next 15-20 years. The opinions concern both traditional functions, such as accounting and marketing, personnel management and strategy, technology and communication, but also new challenges, such as diversity, equality, waste and cultural encounters. The collection is intended to be inspiration for young scholars and an invitation to a dialogue with practitioners. The book's contributions are written by well-established scholars. Each is a leader in their field and will remain important figures for the next twenty years and beyond. Each chapter starts with a short summary of the present situation but focuses on the future of the discipline. The contributors cover practically all subfields of what is called business administration, or management and organization studies and include contain topics that are new, such as invisible organizations or encounters between art, popular culture and organizing. Outlining the future and the state of the art, this comprehensive and innovative book is an essential resource for students and academics seeking to be at the forefront of future research in management and organization studies. Contributors include: Y. Benschop, T. Beyes, F. Cochoy, F. Cooren, H. Corvellec, J. Costas, A. Diedrich, M.-L. Djelic, G.S. Drori, C. Grey, M. Kornberger, M. Kostera, W.J. Orlikowski, M. Parker, P. Quattrone, C. Rhodes, S.V. Scott, J. Smolinski, J.-S. Vayre
Offering a holistic take on an emerging field, this edited collection examines how heroism manifests, is appropriated, and is constructed in a broad range of settings and from a variety of disciplines and perspectives. Psychologists, educators, lawyers, researchers and cultural analysts consider how heroism intersects with wellbeing, and how we still use-and even abuse-heroism as a vehicle to thrive and prosper in the everyday and in the face of the most unbearable situations. Highlighting some of the most pressing issues in today's world-including genocide, racism, deceitful business practices, bystanderism, mental health, unethical governance and the global refugee crisis-this book applies a critical psychological perspective in synthesizing the social construction of heroism and wellbeing, contributing to the development of global wellbeing indicators and measures.
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