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Book part
Publication date: 26 June 2007

As CEOs now communicate with a wide variety of stakeholders, it has become increasingly difficult to ensure that the intended meaning of their messages is received. Boas…

Abstract

As CEOs now communicate with a wide variety of stakeholders, it has become increasingly difficult to ensure that the intended meaning of their messages is received. Boas Shamir focuses on how leaders engage in the management of meanings in order to (1) justify their actions and the changes they introduce to the organization; (2) recruit followers and motivate members of the organization to support their actions; and (3) create shared perceptions and interpretations so that members’ actions are guided by a common definition of the situation. Heike Bruch, Boas Shamir, and Galit Eilam-Shamir show how the leader of a large Swiss-based company actively managed the views, interpretations and energy of more than 100,000 employees through weekly e-mail letters when the company faced grave financial difficulties. Gretchen Spreitzer, Mary Sue Coleman, and Daniel Gruber show how an incoming university president dealt with an ongoing lawsuit regarding the university's use of affirmative action in its admissions processes and worked with various stakeholders to firmly establish the university's identity.

Details

Being There Even When You Are Not
Type: Book
ISBN: 978-6-6110-4908-9

Book part
Publication date: 31 July 2020

Gretchen Spreitzer, Peter Bacevice, Hilary Hendricks and Lyndon Garrett

With increasingly precarious work contracts, more remote work, and additional flexibility in the timing of the workday, the new world of work is creating both relational…

Abstract

With increasingly precarious work contracts, more remote work, and additional flexibility in the timing of the workday, the new world of work is creating both relational opportunities and relational challenges for modern workers. In this chapter, we pair recent research on human thriving with trends we observe in organizations' efforts to create and maintain a sense of community. Key in these efforts is a new kind of built environment – the coworking space – which brings together remote and independent workers and, increasingly, traditional employees as well. We show that in curating community, or perhaps even the possibility of community, coworking spaces may support the interpersonal learning and vitality that help workers to thrive.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-83909-083-7

Keywords

Book part
Publication date: 26 June 2007

Gretchen M. Spreitzer, Mary Sue Coleman and Daniel A. Gruber

In this chapter, two academics from the Stephen M. Ross School of Business at the University of Michigan collaborate with the President of their university to present…

Abstract

In this chapter, two academics from the Stephen M. Ross School of Business at the University of Michigan collaborate with the President of their university to present their experiences and ideas about positive strategic leadership. Positive strategic leadership is derived from the juxtaposition of ideas from the growing stream of research on positive organizational scholarship with what is already known from the literature on strategic leadership. The authors embed new views into current theoretical perspectives on strategic leadership to provide an integrative overview and use the president's experiences during the nationally followed Affirmative Action cases as a vehicle for illustrating five themes: (1) A lifetime of experiences shapes who you are, (2) issues commonly choose you before you choose them, (3) begin with a purpose in mind, (4) appreciate divergent views, and (5) be a beacon for the future. Additionally, the authors provide practitioners with some “takeaways” on positive strategic leadership.

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Being There Even When You Are Not
Type: Book
ISBN: 978-6-6110-4908-9

Book part
Publication date: 23 July 2014

Robert E. Quinn, Katherine Heynoski, Michael Thomas and Gretchen Spreitzer

This paper is about extraordinary performance in organizations. Our specific focus is unusual. We examine a context with which many readers are deeply familiar, the public…

Abstract

This paper is about extraordinary performance in organizations. Our specific focus is unusual. We examine a context with which many readers are deeply familiar, the public school classroom. We consider the work of highly effective teachers and generate a framework of hypotheses about how they get extraordinary results. These hypotheses may contrast with the reader’s assumptions of what a public school teacher does. The framework may therefore provoke insights about how to create and lead high performing organizations in other contexts.

Details

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

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…

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

Keywords

Book part
Publication date: 18 April 2002

Gretchen M. Spreitzer, Debra L. Shapiro and Mary Ann Von Glinow

Transnational teams (TNTs) - teams whose members are geographically spread across at least two co-ntries - are often plag-ed with s-bstantial member differences. These…

Abstract

Transnational teams (TNTs) - teams whose members are geographically spread across at least two co-ntries - are often plag-ed with s-bstantial member differences. These incl-de the different time zones members work in, their different c-lt-ral c-stoms and norms, and the different native lang-ages they speak. The res-lting interpersonal and task -ncertainty increase the need for member sense-making. Beca-se tr-st is the l-bricant for obtaining collaborative team performance, in this chapter we develop a concept-al model of tr-st-related sense-making in TNTs. That is, we identify factors that may infl-ence the extent to which TNT members sense that they can tr-st each other, and as a res-lt, wish to give the TNT their f-ll collaborative potential (despite the local demands also competing for their time). Importantly, we identify distinctive characteristics of TNTs that seem likely to complicate, even aggravate, the tr-st-related sense-making process described in o-r literat-re review on dyadic-relationships or domestic teams. Drawing from the tr-st and social dilemma literat-res, as well as o-r own research on TNTs, we offer interventions that may be -sed by the leader of the TNT to co-nteract the tr-st-red-cing properties of a TNT. We advocate the -se of “-niversal partic-larism” in TNTs. In so doing, we highlight the importance of eliminating the tendency to ass-me that “one size fits all” when managing people from a variety of c-lt-res. We ill-strate that the c-lt-ral val-es of “-niversalism” and “partic--larism” can co-exist. We concl-de the chapter by noting how the concept-al framework b-ilds -pon and extends prior models of tr-st and teamwork.

Details

Toward Phenomenology of Groups and Group Membership
Type: Book
ISBN: 978-1-84950-144-6

Article
Publication date: 1 November 2005

Ratapol Teratanavat and Brian H. Kleiner

Every year a number of employees are dismissed in American companies. Several names have been used to call these circumstances such as dismissal, separation, termination…

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Abstract

Every year a number of employees are dismissed in American companies. Several names have been used to call these circumstances such as dismissal, separation, termination, discharge, firing, or layoff (Paula, 1985). Most people use these words interchangeably even though they are slightly different in the meaning regarding the cause of unemployment. The purpose of this study is to show the distinction between “termination” and “layoff” including the definition, the cause of termination and lay off, and the strategy to handle both the termination and layoff situation more properly and effectively. In addition, the study will demonstrate how the layoff has an impact on the American Corporation.

Details

Management Research News, vol. 28 no. 11/12
Type: Research Article
ISSN: 0140-9174

Keywords

Content available
Book part
Publication date: 23 July 2014

Abstract

Details

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

Content available
Book part
Publication date: 31 July 2020

Abstract

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-83909-083-7

Content available
Book part
Publication date: 23 July 2014

Abstract

Details

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

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