Kategoria BISAC: Business & Economics >> Negotiating

• Contributors include 50 influential international scholars.
  
• Contributions represent the most important contemporary perspectives on organizations, including networks, ecology and technology.
  
• Each topic is covered at three levels of organization: intraorganizational, organizational, and...

This book is about institutional change, how to recognize it, when it occurs, and the mechanisms that cause it to happen. It is the first book to identify problems with the "new institutional analysis," which has emerged as one of the dominant approaches to the study of organizations, economic and political sociology, comparative political economy, politics, and international relations.

The book confronts several important problems in institutional analysis, and offers conceptual, methodological, and theoretical tools for resolving them. It argues that the paradigms of...

When Linda Babcock asked why so many male graduate students were teaching their own courses and most female students were assigned as assistants, her dean said: "More men ask. The women just don't ask." It turns out that whether they want higher salaries or more help at home, women often find it hard to ask. Sometimes they don't know that change is possible--they don't know that they can ask. Sometimes they fear that asking may damage a relationship. And sometimes they don't ask because they've learned that society can react badly to women asserting their own needs and desires.

How do corporations and other organizations maintain and transmit their cultures over time? Culture and Demography in Organizations offers the most reliable and comprehensive answer to this complex question to date. The first book on the subject to ground its analysis in mathematical tools and computer simulation, it goes beyond standard approaches, which focus on socialization within organizations, by explicitly considering the effects of demographic processes of entry, exit, and organizational growth.

J. Richard Harrison and Glenn R. Carroll base their analysis on a...

Against Management argues that management is increasingly being seen as a problem, and not a solution. Martin Parker argues that managing is not the only way to organize and that managerialism is a global form of ideology, which is being used to justify considerable cruelty and inequality. He also suggests that, in a variety of places, an odd collection of people seem to be coming to similar conclusions.

It is possible to identify cracks in the religion of managerialism as some of its converts begin to lapse and others intensify their protest. In order to illustrate his...

Against Management argues that management is increasingly being seen as a problem, and not a solution. Martin Parker argues that managing is not the only way to organize and that managerialism is a global form of ideology, which is being used to justify considerable cruelty and inequality. He also suggests that, in a variety of places, an odd collection of people seem to be coming to similar conclusions.

It is possible to identify cracks in the religion of managerialism as some of its converts begin to lapse and others intensify their protest. In order to illustrate his...

Shaping Organization Form considers the role of new communication technologies in shaping organizations today and in the future.

Four key themes are considered in depth: changes in technology, changes in organizational form, and their mutual influence on one another; evolutionary processes in organizations and the ways in which technology can influence these processes; the development of organizational communities and inter-organizational relationships that are mediated by electronic communication systems; and major controversies surrounding electronically mediated organizations and...