Search results

1 – 10 of 502
Article
Publication date: 1 April 1993

James C. Sarros and Don S. Woodman

Current changes in Australian and world economic and socialclimates have implications for business leadership, particularly at themiddle and senior management levels. Surveys…

1140

Abstract

Current changes in Australian and world economic and social climates have implications for business leadership, particularly at the middle and senior management levels. Surveys business executives attending a well‐known Australian management college during 1991 and 1992 and provides an overview of how leadership responds to and interprets these changes. Identifies five main leadership attributes, namely: vision and creativity; setting and achieving objectives; confident decision making; team building; and charisma. Associates these attributes with 16 organizational outcomes such as: organization innovation, direction setting and motivated workforce, among others. The overall results indicate that further research is needed to examine the extent to which team building and charisma as leadership attributes interact with and predict organization outcomes. Also discusses the practical implications of the findings.

Details

Leadership & Organization Development Journal, vol. 14 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Book part
Publication date: 28 June 2017

William A. Pasmore and Richard W. Woodman

Given the opportunity to reflect on the three decades of research and practice that have passed since the first volume of Research in Organizational Change and Development was…

Abstract

Given the opportunity to reflect on the three decades of research and practice that have passed since the first volume of Research in Organizational Change and Development was published, we note a number of shifts in our world that are causing us to rethink what we know and how we intervene. These shifts, and their attendant effects on individuals, organizations, and society, have opened up exciting possibilities for the advancement of the field. These advances can be achieved through combined research and action, aimed at producing new insights into core topics like motivation, leadership, and organization design. We suggest an ambitious agenda for current and future scholar-practitioners that we hope will stimulate enough thoughtful work to help fill the next three decades of volumes of Research in Organizational Change and Development.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78714-436-1

Keywords

Book part
Publication date: 28 June 2017

David Coghlan

For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on the field…

Abstract

For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on the field of organization development and change (ODC). On the occasion of the 30th anniversary of the first volume, this chapter poses the question as to how we might learn about the philosophy of ODC research from the 24 published volumes. Taking the author’s explicit pursuit of the question as a process of interiority, it invites readers to engage with the question themselves and thereby enact interiority within ODC itself.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78714-436-1

Keywords

Book part
Publication date: 7 October 2019

Charlotte McPherson

Young people are widely known to have poorer outcomes, social status and political representation than older adults. These disadvantages, which have come to be largely normalized…

Abstract

Young people are widely known to have poorer outcomes, social status and political representation than older adults. These disadvantages, which have come to be largely normalized in the contemporary context, can be further compounded by other factors, however, and are particularly amplified by coming from a lower social class background. An additional challenge for young people is associated with place, with youth who live in more remote and less urban areas at a higher risk of being socially excluded (Alston & Kent, 2009; Shucksmith, 2004) and/or to face complex and multiple barriers to employment and education than their urban-dwelling peers (Cartmel & Furlong, 2000). Drawing upon interviews and focus groups in a qualitative project with 16 young people and five practitioners, and using Nancy Fraser’s tripartite theory of social justice, this paper highlights the various and interlocking disadvantages experienced by working-class young people moving into and through adulthood in Clackmannanshire, mainland Scotland’s smallest council area.

Details

Human Rights for Children and Youth
Type: Book
ISBN: 978-1-78973-047-0

Keywords

Book part
Publication date: 18 January 2023

Kelsey Kay Dworkis and S. Mark Young

This study examines the effects of narcissism and bonus-based incentive plans on managerial decision-making performance. Using an experiment, the authors first examine decision…

Abstract

This study examines the effects of narcissism and bonus-based incentive plans on managerial decision-making performance. Using an experiment, the authors first examine decision choices under two levels of an incentive threshold (high and low). Narcissism is measured using the Narcissistic Personality Inventory (NPI). Typically, the NPI is used as a single monolithic construct in analyses; however, in this study, the authors subdivide it in two ways to gain more nuanced information about its impact on decision making. First, the authors split the NPI into three levels – high, medium, and low (Hascalovitz & Obhi, 2015), and then decompose it into its adaptive and maladaptive components (Campbell, Hoffman, Campbell, & Marchisio, 2011) to examine how these subdivisions affect performance. Results show that the different levels of incentive thresholds affect performance among narcissistic individuals. Results indicate that individuals higher in narcissism and higher in levels of adaptive and maladaptive narcissism outperform their low-trait counterparts in a lower-threshold environment, but not in a high threshold environment.

Book part
Publication date: 23 July 2014

Gertjan Schuiling

This chapter describes the change efforts and action research projects at a Dutch multinational which, over a period of 25 years, produced in one of its businesses a zigzag path…

Abstract

This chapter describes the change efforts and action research projects at a Dutch multinational which, over a period of 25 years, produced in one of its businesses a zigzag path toward collaborative leadership dynamics at the horizontal and vertical interfaces. The chapter also identifies the learning mechanisms that helped achieve this transformation. Changing the patterns at the vertical interfaces proved to be a most tricky, complex, and confusing operation. The data show that organizations need hierarchical interfaces between levels, but are hindered by the hierarchical leadership dynamics at these interfaces. The data furthermore show that competitive performance requires more than redesigning horizontal interfaces. A business can only respond with speed and flexibility to threats and opportunities in the external environment when the leadership dynamics at agility-critical vertical interfaces are also changed.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78350-312-4

Book part
Publication date: 17 July 2011

William A. Pasmore

High rates of failure in organizational change efforts call attention to the need to identify and address persistent problems that threaten success. This chapter outlines issues…

Abstract

High rates of failure in organizational change efforts call attention to the need to identify and address persistent problems that threaten success. This chapter outlines issues that frequently hinder progress in various stages of the change process and offers advice to consultants and their clients in overcoming these issues. While models to guide intervention have advanced and the field has progressed, more attention still needs to be paid to the issues outlined here in order to enhance success rates in major change initiatives. New directions for research are suggested that would aid the field in continuing its evolution.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78052-022-3

Open Access
Article
Publication date: 15 September 2022

Annalisa Dordoni

The retail sector is not largely studied in Italy. The study offers a comparison between youth retail shift work in Milan and London. The aim of this paper is to contribute to the…

1070

Abstract

Purpose

The retail sector is not largely studied in Italy. The study offers a comparison between youth retail shift work in Milan and London. The aim of this paper is to contribute to the debate on the one hand on youth work and on the other hand to the debate on agency and structural factors in life planning, representation of the future and the transition to adulthood, observed in the United Kingdom's and Italian labour market. Even if the second one is a Southern European Country, these contexts are both characterised by a service-oriented economy and the widespread of precarious and flexible jobs.

Design/methodology/approach

Qualitative methods were used: one year of ethnographic observation, 50 interviews and two focus groups were carried out between 2015 and 2018 with retail workers and trade unionists. The contexts are Corso Buenos Aires in Milan, Italy, and Oxford Street in London, United Kingdom. Analysing young workers' discourses, the author identifies narratives that allow to grasp their present agency and imagined future.

Findings

Observing the crisis of the narrative (Sennett, 2020) allows to highlight the social consequences of working times on young workers' everyday life and future. The author argues that young workers struggle with the narrative of their present everyday life and the representation of the future. This relates to the condition of time alienation due to the flexible schedules and the fast pace of work in retail, both affecting the work-life balance.

Originality/value

The social consequences of flexible schedules in retail and fast fashion sector, which are new issues not yet sufficiently explored, are here investigated from the perspective of young workers. The study is focussed on the representations of young people working with customers in social and economic contexts characterised by flexible schedules and the deregulation of shop openings, the so-called 24/7 service society, not largely investigated in the sociological scientific literature, above all in the Italian context.

Details

International Journal of Sociology and Social Policy, vol. 42 no. 13/14
Type: Research Article
ISSN: 0144-333X

Keywords

Book part
Publication date: 8 July 2010

Jason A. Wolf

All things change, nothing is extinguished…. There is nothing in the whole world which is permanent. Everything flows onward; all things are brought into being with a changing…

Abstract

All things change, nothing is extinguished…. There is nothing in the whole world which is permanent. Everything flows onward; all things are brought into being with a changing nature; the ages themselves glide by in constant movement. (Ovid)

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-0-85724-191-7

Book part
Publication date: 8 July 2010

Robert M. Sloyan and James D. Ludema

The purpose of this research was to understand the sensemaking processes people use to determine their responses to organizational change initiatives as they unfold overtime…

Abstract

The purpose of this research was to understand the sensemaking processes people use to determine their responses to organizational change initiatives as they unfold overtime. Based on a longitudinal comparative case study of five business units in a $900-million manufacturing organization in the United States, it shows that people continuously assess how the initiatives will enhance or diminish their individual and organizational identities using four kinds of trust: trust in the organization, trust in leadership, trust in the process, and trust in outcomes. The complex dynamics among these “four trusts” and their influence on responses to change are described. A four trusts model is proposed to help change leaders formulate specific trust-building strategies to increase the probability of success of organizational change initiatives. Implications for research and practice are discussed.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-0-85724-191-7

1 – 10 of 502