Order online at - Information Age Publishing · Macro and micro perspectives are presented, including perspectives from psychology, social psychology, organizational behavior, strategy,

Order online at www.infoagepub.com

Book Series

Contemporary Human Resource Management Issues Challenges

and OpportunitiesSeries Editor Ronald R. Sims, College of William and Mary

Human Resource Management: Contemporary Issues, Challenges and OpportunitiesEdited by Ronald R. Sims, College of William and Mary

The contributors in this book identify and clearly discusscontemporary and critical issues, challenges and opportunities inHRM. The book attempts to achieve the delicate balance betweenbasic HRM functions, and the new world of HRM. Moreover, in adynamic field like HRM, a complete look at contemporary HRMissues, challenges, and opportunities is a must for today’s andtomorrow’s students and future manages and leaders. After all, it isimportant for any book to undertake a current state of the field whilealso bridging the gap of traditional HRM activities (i.e., issues,challenges and opportunities) and the possible future state of theHRM field.An organizing principle for this book is the need to for an integratedHRM system, comprised of multiple activities, designed to influenceorganizational and employee behaviors. The books contributorsinclude some basic theories and models that simultaneously considerhow HRM activities like recruitment, selection, reward practices, anddevelopment activities among others are being impacted bycontemporary issues, challenges and opportunities for the field ofHRM, particularly HRM functions and professional as they areincreasingly expected to play a role in enabling organizationalmanagers and other employees to achieve desired organizationalresults. Thus, the essence of the book is that the collective chaptersreflect both a functional orientation built on theory and models butalso provide insights into how to translate theory into practice via theestablishment of the increasingly critical role HRM procedures,practices, and processes play in accomplishing the goals andobjectives in contemporary organizations.

CONTENTS: PART I: HUMAN RESOURCE MANAGEMENTAND ITS ENVIRONMENT. Effective Human ResourcesManagement: Yesterday, Today and Tomorrow, Ronald R. Sims.Public Sector HRM: Minor Similarities and Major Differences.Ronald R. Sims and James D. Slack.The Legal Status of AffirmativeAction in Employment, Norma M. Riccucci. Toward SuccessfulInternational Human Resources Management, Ronald R. Sims. PARTII: STAFFING THE ORGANIZATION. Recruiting StrongApplicants: Process, Prospects, Challenges, James D. Lawrence, LaneD. Sauser, and William I. Sauser, Jr. A New Look at Old Tools:Human Resources Management in a New Era of Litigation,Christopher S. Winkelspecht, Katherine A. Jackson, John G. VeresIII. Strategic Staffing: Talent Acquisition in the 21st Century, KennethYusko and Harold Goldstein. Organizational Realities and the Role ofHRM in Maximizing Performance: A View from I/O Psychology,Cary Lichtman. PART III: DEVELOPING HUMANRESOURCES. Fostering an Ethical Culture for Business: The Roleof HR Managers, William I. Sauser, Jr. and Ronald R. Sims.Socializing Employees: Helping Individuals Develop AppropriateExpectations for both Their Work and the Organization, Traci L.Nyberg, M. Ronald Buckley, Michael G. Harvey, Milorad M.

Novicevic, Anthony Wheeler. Retaining Intellectual Capital: AManagers Perspective, David A. Buczek. Human ResourceDevelopment: Issues, Challenges and Opportunities, Ronald R. Simsand Serbrenia J. Sims. Systemic Strategic HR Practices as HolisticLeadership Development Mechanisms, Scott A. Quatro, David A.Waldman and Benjamin M. Galvin. The Issues and Challenges ofCareer Management and Development, Serbrenia J. Sims and RonaldR. Sims. PART IV: COMPENSATION. Compensation: Choosingand Using the Best System for Your Organization, Stephen E.Condrey, Carl L. McCoy, Jason M. Fleury. Traditional Pay in PublicOrganizations: Should We Try Something Else or Try Doing ItRight? James A. Buford, Jr. and Suzette M. Jelinek. EmployeeBenefits: Issues, Challenges and Opportunities, Ronald R. Sims.PART V: EMERGING HRM ISSUES, CHALLENGES ANDOPPORTUNITIES. Organizational Development and Change, AnnGilley and Jerry W Gilley. Rationale for an HRM-ethic and itsInclusion as a Theoretical Foundation, Tim Hatcher. A Look atContemporary Human Resource Management Information Systems,Roger McCullough and Ronald R. Sims. Chronic Health Issues: WhatHR Managers Should Know and Do, James D. Slack. The ChangingMission of HRM in Health Care Organizations: New Opportunitiesand Challenges, Robert J. Solomon.

2006 Paperback ISBN: 978-1-59311-525-8 $39.95 Hardcover ISBN: 978-1-59311-526-5 $73.95

Ethics in PracticeSeries Editor Robert A. Giacalone,

Temple University and Carole L. Jurkiewicz, Louisiana State University

Human Resource Management EthicsEdited by John R. Deckop, Temple University

HRM ethics is a root cause of many important problems in businessethics, and may represent the solution to even more. This volumedefines, analyzes, and proposes solutions to ethical problems relatedto both the executive levels of the organization, and the organizationas a whole.This book contains a fascinating range of scholarship from highlyregarded authors. Macro and micro perspectives are presented,including perspectives from psychology, social psychology,organizational behavior, strategy, law, spirituality, critical studies,public/nonprofit management, and a variety of functional areas withinthe field of HRM.

CONTENTS: Foreword. Part I: Broad-Based Perspectives.Socially Responsible Human Resource Management: Charting NewTerritory, Marc Orlitzky and Diane L. Swanson. Ethics and StrategicHuman Resource Management , Dave Lepak and Saba Colakoglu.Wisdom and Human Resource Management Ethics: An InitialDiscourse, Robert W. Kolodinsky. Beyond Rhetoric and Bureaucracy:Using HRM to Add Ethical Value, Robert L. Cardy and T.T.Selvarajan. An Examination of the Potential of Human ResourceDevelopment (HRD) to Improve Organizational Ethics, Tim Hatcher.The Role of Moral Development in Motivating Ethical Behavior byEmployees, Paul L. Schumann. Caring for Workers, Caring forClients: Everyday Ethics in Assisted Living, Carol C. Cirka andCarla M. Messikomer. Part II: Focused Perspectives. Re-evaluatingDrug Testing: Questions of Moral and Symbolic Control, Michelle R.Greenwood, Peter Holland, and Karen Choong. The Persistence ofSexual Harassment, Nancy Hauserman. Fairness and Reciprocity –Norms to Enhance the Ethical Quality of Compensation Scholarship

Please recommend these titles to your library!

and Practice Edilberto F. Montemayor. Religion and Pay:Implications for Compensation, Nancy E. Day. Ethics and EconomicJustice: Justice in the Public Sector and Nonprofit Sectors, Joan E.Pynes. Consequences and Challenges of Union Decline: An EthicalPerspective, John McClendon. The Ethical Problems of a MaterialistValue Orientation for Business, Tim Kasser, Maarten Vansteenkiste,and John R. Deckop.


Advancing Business Ethics EducationEdited by Diane L. Swansonand Dann G. Fisher, Kansas State University

In Press 2007 Paperback ISBN: 978-1-59311-543-2 $34.95Hardcover ISBN: 978-1-59311-544-9 $69.95

Also Available:

Positive Psychology in Business Ethicsand Corporate ResponsibilityEdited by Robert A. Giacalone, Temple University, Carole L. Jurkiewicz, Louisiana State University and Craig Dunn, San Diego State University

The goal of this volume is to begin to create those critical linkagesbetween positive psychological attributes and relevant research areas.Undoubtedly, there are many topics in positive psychology that couldnot be covered in just one volume, and many more topical linkages tobusiness ethics and social responsibility that need to be made. Whilemuch research yet needs to be done in this nascent area, we hope thatmuch as other volumes on positive psychology served as an impetusfor research in social psychology (see Snyder & Lopez, 2002) andorganizational behavior (Cameron, Dutton, & Quinn, 2003), thisvolume will ignite scientific interest in the role positive psychologyplays in key areas such as ethics and social responsibility. As thestudy of positive psychology continues to emerge more fully, it maywell help us to better comprehend the impact of this paradigm onpredicting ethical decision making, organizational citizenship, andsocial responsibility toward the end of creating more positive andproductive workplaces in general.

CONTENTS: Foreword. A Positive Organizational BehaviorApproach to Ethical Performance, Carolyn M. Youssef and FredLuthans. Positive Psychology of Leading Corporate Citizenship,Sandra Waddock. Toward a Theory of Ethical and Spiritual Well-Being, and Corporate Social Responsibility through SpiritualLeadership, Louis W. Fry. Whistle-Blowing and Positive Psychology,Marcia P. Miceli and Janet P. Near. Executive Influence on EthicalCulture: Self Transcendence, Differentiation, and Integration, JeanneM. Logsdon and John E. Young. Leading through Positive Deviance:A Developmental Action Learning Perspective on InstitutionalChange, Pacey C. Foster and William R. Torbert. Phoenix Rising:Positive Consequences Arising from Organizational Crisis, Judith A.Clair and Ronald L. Dufresne. Positive Agency, Barry M. Mitnick.“That at Which All Things Aim”: Happiness, Wellness and the Ethicsof Organizational Life, James O. Pawelski and Isaac Prilleltensky.The Role of Emotional Intelligence in Ethical Decision Making atWork, Robert S. Rubin and Ronald E. Riggio. Self-Control andBusiness Ethics: How Strengthening the Self Benefits the Corporationand the Individual, Matthew T. Gailliot and Roy F. Baumeister. TheEthics of Hope: A Guide for Social Responsibility in ContemporaryBusiness, Hal S. Shorey, Kevin L. Rand and C. R. Snyder.Forgiveness and Positive Psychology in Business Ethics and

Corporate Social Responsibility, Everett L. Worthington Jr., Jack W.Berry, Victoria A. Shivy and Evan Browstein.

2005 Paperback ISBN: 1-59311-322-6 $34.95Hardcover ISBN: 1-59311-323-4 $69.95

The Families in Business Book Series

Series Editor Mark Green, Oregon State University

Mission Statement: Research in Family Enterprise Management andEntrepreneurship is a book series to foster the advancement ofunderstanding of family enterprises. In spite of the undisputeddominance of family enterprises globally and the contribution that thesector makes to the economic and social fabric of all nations, it is notwell understood. Family enterprise is the most complex businessgenre as family, ownership and management interact. The book seriesexplores the dynamics of these relationships using previously testedas well as more recently developed theoretical frameworks. Thiscollection of books aims to disseminate quality research to a varietyof audiences and importantly provide the increasing number ofresearchers from all disciplines an additional much needed outlet fortheir work. It is envisaged that the series will be distilled into twomain streams: theory building and theory testing. The theory buildingstream will push the boundaries of the extant family enterpriseliterature. The theory testing stream will act as an adjunct to thetheory building series as well as test established theory in the familyenterprise context. The combined streams will provide the sector withthe increased theoretical rigor that will further position familyenterprise as a recognized management discipline.

The goal of this project is to develop a series of short family businessbooks on topics of keen interest to individuals in family businessesand their advisors. The series will utilize the tradition of the parableas a way to convey complex issues in a simple format. Existingexamples are: “Whose Cheese is it Any Way”, and “The FiveTemptations of a CEO”.

Future Titles• Rags to Riches to _____?: The Five Challenges of

Succession• Herding Cats and Sleeping Dogs; Managing Your

Advisors• A Manner of Speaking: Governing the Family

and Business• All that is Gold Does Not Glitter: Managing Your

Intangible Assets• Differences that Make a Difference: Developing

Leaders and Working Groups


International Perspectives on Employment Dispute Resolution

Series Editor Marick Masters, University of Pittsburgh

New Developments and Best Practices in Employment Dispute ResolutionEdited by Marick Masters, University of Pittsburgh


I.S.C.E Book Series: Managing the Complex

Series Editors Kurt Richardson and Michael Lissack, ISCE Research

Organizations as Complex Systems: Social Cybernetics and Knowledge in Theory and PracticeBy Maurice Yolles, Liverpool John Moores University

Managing the Complex is an ambitious title - and it would be anaudacious one if we were not to begin with a frank admission: to datefew to none of us have a skill set which includes managing thecomplex. We try various things, we write about others, and wewonder about still others. When a tool, perspective, or techniquecomes along which seems to evoke success, we emulate it probe itand recoil at the all too often admission that it was situation andcontext which afforded success its opportunity, and not some qualityintrinsic to the tool perspective or technique. Indeed, if the study ofcomplexity has done anything for managers, and for those whoespouse managerial theory, it is in providing a ‘scientific foundation’for the notion that context matters. Those who preach abstract ideashave then to reconcile themselves to the notion that situation andembodiment matters. Those who believe in strong causality anddeterminism are left to wrestle with the role of chance, uncertainty,and chaos. Those who prefer to argue that men move history areconfronted with the role of environment and affordances, while thosewho argue the reverse are left to contend with charisma, irrationalityof crowds, and the strange qualities we know as emotions.

A series on complex systems has less ambitious goals to contend withthan this. Such a series can deal with classifications, and categories,and speak of ‘noise’ as if it were not the central focus of the problem.Managing the complex is about managing ‘noise’ or perhaps weshould say it is about ‘dealing with’ ‘accepting’ ‘making room for’and ‘learning from’ ‘noise’. Our aim is that the volumes in this serieswill provide plenty of fuel for practicing managers and academicsalike and will drive their personal explorations into understanding,and perhaps even managing, the complex.

CONTENTS: Preface. Introduction. PART 1: THEFUNDAMENTALS. Chapter 1. Social Communities as ComplexSystems. Chapter 2. Philosophic Perspectives and the AutonomousHolon. Chapter 3. Organizations in a Complex World. Chapter 4.Information, Data, Knowledge and Methodology. PART II:COMPLEX ORGANIZATIONS. Chapter 5. Intelligence andDecision Making. Chapter 6. A Theory of the Organization. PARTIII: THE CYBERNETICS OF KNOWLEDGE MANAGEMENT.Chapter 7. Knowledge Management. Chapter 8. OrganizationalLearning. Chapter 9. Knowledge Intensification. PART IV: THECYBERNETICS OF COMMUNICATIONS. Chapter 10.Semantic Communications. Chapter 11. Communication Structuresand Processes. Chapter 12. Sustaining Communications Structuresand Processes. PART V: MANIFESTING BEHAVIOR. Chapter13. The Political Dimension of Organizations. Chapter 14. Ideologyand Ethics. Chapter 15. Boundaries, Issues, Agents and BoundaryCritique. Chapter 16. Exploring Social Behavior. References. Index.


Also Available:

Managing Organizational Complexity: Philosophy, Theory and ApplicationEdited by Kurt Richardson, ISCE Research

CONTENTS: Series Introduction, Michael Lissack and KurtRichardson. Volume Introduction, Kurt Richardson. PART ONE:PHILOSOPHY. Section Introduction, Kurt Richardson. Knowingcomplex systems, Paul Cilliers. “To be or not to be? That is [NOT]the Question”: Complexity Theory and the Need for CriticalThinking, Kurt Richardson. How Can we Think the Complex? CarlosGershenson and Francis Heylighan. Emergence, Creative Process,and Self-transcending Constructions, Jeffrey Goldstein. Causality inOrganized Complexity: The Role of Management, Stanley Salthe.PART TWO: ORGANIZATIONAL THEORY. SectionIntroduction, Kurt Richardson. From Excellence to Emergence: TheEvolution of Management Thinking and the Influence of Complexity,Buck Lawrimore. Unresolved Issues in Process-Centric BusinessAnalysis: A Cathartic Role for Complexity, James Falconer. The Useof Bytes to Analyze Complex Organizations, Shann Turnbull. ChaosPrinciples of Forecasting, Hong Liu. Dealing with Complexity inOrganizational Control Processes: Drawing Lessons for the HumanBrain, Rajaram Veliyath and K. Sathian. Theory of Integral ComplexOrganization, Ronald Murray. Self-Reproduction of the Enterprise:Von Nuemann’s Model Applied, Pavel Luksha. Predicting the HumanWeather: How Differentiation and Contextual Complexity AffectBehavior Prediction, Robert Jones and Gowri Parameswaran. TheObservation, Inquiry, and Measurement Challenges Surfaced byComplexity Theory, Eric Dent. An Intersubjective Measure ofComplexity Grounds: A New Approach to the Study ofOrganizational Complexity, Mihnea Moldoveanu. Story Telling andthe Complex Epistemology of Organizations, Ken Baskin. AdvancingComplexity Theory into the Human Domain, Barbara Simpson.Ancient Insights into the Modern Organization, Julie Richardson.Imagining Complex Partnerships, Will Medd. Machines or Gardens...or Both? Patrick Connor and Carole Napolitano. The Improvised-Orchestration Model of Organizational Evolution, Tadahiko Kawai.Parameters for Sustained Orderly Growth in Learning Organizations,James Horn. A Complexity-Based Scrutiny of Learning fromOrganizational Crises, Dawn Gilpin. PART THREE: REALWORLD APPLICATION. Section Introduction, Kurt Richardson.The Implications of Complexity for Business Process and Strategy,Peter Allen, Jamie Boulton, Mark Strathern and James Baldwin.Agent-based Models to Manage the Complex, Duncan Robertson.The Coherent Management of Complex Project and the Potential Roleof Group Decision Support Systems, Kurt Richardson, Andrew Tait,Johan Roos and Michael Lissack. The Complexity of Complex


Systems Conferences: Reflexivity and Walking the Talk, MichaelLissack. Complexity and Spatiality: Regions, Networks and Fluids inSustainable Water Management, Will Medd and Simon Marvin.Encouraging Strategic Change by Using Complexity BasedPrinciples: A Case Study of the Open University, UK, ElizabethMcMillan. Provoking Chaordic Change in a Dutch ManufacturingFirm, Frans van Eijnatten, Maarten van Galen. Postscript, AndrewWilson. References. Index.

2005 Paperback ISBN: 1-59311-318-8 $39.95 Hardcover ISBN: 1-59311-319-6 $73.25

Leadership HorizonsSeries Editor Mary Uhl-Bean,

University of Central Florida

Founding Editor James R. Meindl, State University of New York at Buffalo

Mission Statement: This series is devoted to new developments andfresh perspectives in theory and research on leadership, within thecontext of continuing and emerging organizational issues. The seriesembraces a broad definition of leadership phenomena; including afocus on people, positions, processes, relationships and situations.The series will advance an applied scholarship model, wherein soundacademic work is connected, either directly or more speculatively, toreal-world problems and controversies. The series seeks to promotework that aggressively pushes beyond current leadership orthodoxyand critically examines conventional thinking and practices. Theseries will represent a wide range of organizational, industry, nationaland global leadership issues. The series will feature entire volumeswritten by authors and edited volumes with multiple contributors. Theseries is intended to appeal to academic researchers and professionalanalysts, and to university instructors looking for thought provokingreference material for classroom use.

Follower-CenteredPerspectives on LeadershipA Tribute to the Memory of James R. MeindlEdited by Boas Shamir, Rajnandini Pillai, Michelle C. Bligh, and Mary Uhl-Bien

The majority of leadership theories and studies have tended toemphasize the personal background, personality traits, perceptions,and actions of leaders. From this perspective, the followers have beenviewed as recipients or moderators of the leader's influence, and asvehicles for the actualization of the leader’s vision, mission or goals.

One of the major challengers of this dominant view was the lateJames R. Meindl. As an alternative to the leader-centric perspectiveon leadership, Meindl offered a follower-centric approach that viewsboth leadership and its consequences as largely constructed byfollowers and hence influenced by followers’ cognitive processes andinter-follower social influence processes.

As a tribute to Jim Meindl and his contributions to the field ofleadership studies, Information Age Publishing is releasing a book onfollower-centered approaches to leadership. The book covers a widevariety of perspectives that acknowledge the active roles of followersin the leadership process. These include the psychoanalyticalperspective, leadership categorization theory, social identity theory,

the shared leadership approach, attribution of charisma through socialnetworks, the role of the media in constructing images of the leader,the social construction of followership, vision implementation byfollowers and a post modern approach to followership. It is hoped thatthe volume will provoke readers to reflect upon and extend JimMeindl’s seminal work on followership.

CONTENTS: Introduction, Boas Shamir. The Vulnerability ofFollowers to Toxic Leaders, J. Lipman-Blumen. Implicit LeadershipTheories as Dynamic Processing Structures, Megan E. Medvedeff andRobert G. Lord. Extending the Follower-Centered Perspective onLeadership: A Social Identity Analysis of Followers’ Role inLeadership Effectiveness, Daan van Knippenberg, Barbara vanKnippenberg, and Steffen Giessner. Followers Sharing Leadership:Who, What, When, Why and How, Lynn R. Offermann and Noelle F.Scuderi. Leadership Embedded in Networks, Juan Carlos Pastor andMargarita M. Mayo. A Follower-Centric Contingency Model ofCharisma Attribution: The Importance of Follower Emotion, Chao C.Chen, Liuba Y. Belkin, and Terri R. Kurtzberg. Through Thick andThin? Followers’ Changing Perceptions of President Bush’sLeadership Over Time, Rajnandini Pillai, Jeffrey C. Kohles, andMichelle C. Bligh. Visualising the Social Construction of Leadership,Brad Jackson and Eric Guthey. The Romance of Leadership and theSocial Construction of Followership, Mary Uhl-Bien and RajnandiniPillai. Here Today, Gone Tomorrow: Follower Perceptions of aDeparting Leader and a Lingering Vision, Melissa K. Carsten andMichelle C. Bligh. Leadership as a Relational Construction;Reconstructing Leadership as Process, Dian Marie Hosking.Romancing, Following, and Sensemaking: James Meindl’s Legacy,Karl Weick.


Also Available:

Implicit Leadership Theories: Essays and ExplorationsEdited by Birgit Schyns, Tilburg University and James R. Meindl, State University of New York at BuffaloThis book is the third volume in the Leadership Horizons series. Thisseries, started by Jim Meindl, is devoted to new developments intheory and research on leadership within the context of continuingand emerging organizational issues. In this spirit, the present volumedelves into implicit leadership theories (ILTs), and opens intriguingnew avenues for research on ILTs, but does so while maintaining aneye on the past. For example, the book offers valuable historicalperspectives from those who were “there”—Dov Eden and UrielLeviatan share the inside scoop on the origination of the concept ofILTs, and Bob Lord traces the evolution of social-cognitiveperspectives with respect to work on ILTs—while all authors raiseinteresting questions and offer important new directions to advancethis work well into the future. It features a wide range of scholars andperspectives, and practical implications are implicit and explicitthroughout the volume. The book offers a valuable resource forresearchers, students, and practitioners interested in leadership andsocial cognition in the workplace. CONTENTS: Preface, Robert G. Lord. Introduction I, Dov Eden andUriel Leviatan. Introduction II, Birgit Schyns and James R. Meindl.PART I: INFORMATION PROCESSING AND EFFECTS OFIMPLICIT LEADERSHIP THEORIES. The Effects of PrototypeMatching, Group Setbacks and Group Outcomes, Judith L. Nye.Cognition Matters: Leader Images and Their Implications forOrganizational Life, Tiffany Keller. PART II: CONTENTS ANDGENERALIZABILITY OF IMPLICIT LEADERSHIPTHEORIES. The Perception of Leadership - Leadership as a


Perception: An Exploration Using the Repertory Grid-Technique,Andreas Müller and Birgit Schyns. Implicit Theories of Relationshipsin the Workplace, Mary Uhl-Bien. Implicit Theories of Leadership atDifferent Hierarchical Levels, Deanne N. Den Hartog and Paul L.Koopman. Gender Stereotypes and Implicit Leadership Theories,Sabine Sczesny. The Glass Cliff: Implicit Theories of Leadership andGender and the Precariousness of Women’s Leadership Positions,Michelle K. Ryan and S. Alexander Haslam. PART III:EXPLAINING IMPLICIT LEADERSHIP THEORIES.Personality and Romance of Leadership, Jörg Felfe. Children’sImplicit Theory of Leadership, Saba Ayman-Nolley and Roya Ayman.PART IV: BROADENING UP OUR VIEW ON IMPLICITLEADERSHIP THEORIES: Implicit Followership Theories andImplicit Organizational Theories. Leadership and Need forLeadership: Testing an Implicit Follwership Theory, Reinout E. deVries and Jean-Louis van Gelder. Effects of Hierarchical Positions onSocial Inference: Schema use, Schema Content, and CausalAttributions About Behavior of Leaders and Subordinates, DorienKonst and Wim van Breukelen. The Role of Implicit OrganizationTheory in the Start-up Phase of New Firms, Brigitte Kroon.


Teaching Leadership: Innovative Approaches for the 21st CenturyEdited by Raj Pillai, California State University,San Marcos and Susan Stites-Doe, State University of New York at Brockport

CONTENTS: Foreword, Bernard M. Bass. Introduction, RajnandiniPillai and Susan Stites-Doe. PART I: INNOVATIVESTRATEGIES. Blockbuster Leadership: Teaching Leadership UsingFilm, Troy Nielson, Rajnandini Pillai and Kathleen Watson. “TeacherTell Me a Story”: Using Fiction in the Leadership Classroom,Claudia Cogliser. All My Best (Leadership) Thoughts Were Stolenby the Ancients, Maria Nathan. The “Challenges” of Leadership:Assumptions, Concerns, Problems, and Recommendations Regardingthe Use of Leadership Challenge Activities in MBA and ExecutiveLeadership Developmental Courses, Jeff Miles. PART II:SPECIFIC AUDIENCES. On Teaching Gender Differences inLeadership, Susan Stites-Doe. Teaching Leadership to Executives inthe People’s Republic of China, Charles M. Vance and Katherine R.Xin. Transformational Leadership in the U.S. Army: Enhancing UnitEffectiveness Through Transformational Leadership, Dong I. Jungand Bruce Avolio. PART III: PROGRAMMATIC THEMES.Team Teaching a MBA Leadership Course: Mechanisms forIntegrating Internal and External Faculty, Kevin B. Lowe, Bradley L.Kirkman and Catherine D. Holderness. Leadership Development asan Extra Curricular Activity: Guiding the Undergraduate LeadershipDevelopment Experience, Robert Moorman, Deborah Wells andSteven Wilwerding. PART IV: ASSESSMENT. The LeadershipAcid Test: Using Self-Assessment Measures in Teaching Leadershipas a Management Competency, James C. Spee.


Grounding Leadership Theory and Research: Issues and PerspectivesEdited by Ken Parry, Victoria University and James R. Meindl, State University of New York at Buffalo

CONTENTS: Introduction, Ken W. Parry and James R. Meindl.Salient Biases in Discussion and Research On Leadership, Micha

Popper. Aesthetics in Leadership: From Absent Bodies to SocialBodily Presence, Arja Ropo, Jaana Pariainen and Nina Koivunen.Viewing the Dispersion of Leadership Through a Power Lens:Exposing Unobtrusive Tensions and Problematic Processes, RaymondD. Gordon. Influence, Institutional Theory and Language: AnAnalysis of Popular Management Discourse on Downsizing, RichardDunford. A Grounded Leadership Theory With Insights IntoEntrepreneurship, Lessey Sooklal and Dennis Hanlon. BuildingTheory in Leadership Through Electronic Networking, PatrickDuignan, Victoria Collins, Lyn Coulon and Mike Fagan.Triangulation In Action: Integration of Qualitative and QuantitativeMethods to Research Environmental Leadership, Susan Herman andCarolyn P. Egri. Grounded Theory: Creating Valued LeadershipResearch through Partnering, Craig A. Roberts. Reinterpreting theMultifactor Leadership Questionnaire, Melanie Kan. A Story OfMissed Opportunities: Qualitative Methods for Leadership Researchand Practice, Jay A. Conger and Ginka Toegel. Models, Methods andTriangulation: Researching the Social Processes in Our Societies, KenW. Parry and James R. Meindl.


Future Volumes:Distributed Organizational LeadershipEdited by Peter Gronn, Monash University, AustrailiaIn press 2007 Paperback ISBN: 1-931576-70-X $34.95

Hardcover ISBN: 1-931576-71-8 $69.95

Leadership Philosophies and Practices in China: Indigenous PerspectivesEdited by Chao Chen and Jim MeindlIn press 2008 Paperback ISBN: 1-931576-74-2 $34.95

Hardcover ISBN: 1-931576-75-0 $69.95

LMX Leadership: The SeriesSeries Editor George B. Graen,

University of Louisiana

Sharing Network LeadershipEdited by George B. Graen, University of Louisiana and Joni A. Graen, Graen & Associates

In this book, we elaborate on the dynamic process of leadershipsharing in creative project networks by pointing out that theboundaries and relationships of the networks change over time. As theproject requirements evolve, new leaders emerge, make theircontribution, and move into support positions. This leadership sharingdynamic is a necessary condition for mature LMX and member-member exchange (MMX). This insight about the sharing ofleadership within networks directs us to the process of microbehaviorbeing transformed to meso-options and being converted tomacrostrategies. This sequence of micro to macro directs us to amarriage of the formal with the informal organization. At this stagewe are post Simon, March, and Weick.

This book is about putting authentic people back into the socialcreations we call productive organizations—warts and all. The designof these organizations is as old as human civilization. It helpedconstruct ancient Greece, Egypt, and China. It was improved in theWest by the Romans and in the East by the Chinese. During morerecent times it was improved by the British Empire whose command


and control models gradually gave way to the knowledge models oftoday. This book is about how we can discover the alternativeprocesses by which fallible humans use sense making to continuouslyimprove organizations at the macrostrategy level.

CONTENTS: Foreword, George B. Graen and Joni A. Graen.Preface, George B. Graen and Joni A. Graen. CommunicationStrategies for Sharing Leadership Within a Creative Team: LMX inTheater Groups, Michael W. Kramer. To Share or Not to ShareLeadership: New LMX-MMX Network Leadership or CharismaticLeadership on Creative Projects, George B. Graen. Expanding TheScope: Social Network and Multilevel Perspectives on Leader-Member Exchange, David M. Mayer and Ronald F. Piccolo. NetworkFactors in Leader-Member Exchange Relationships, DeborahGibbons and Steven L. Grover. Pushing the Frontier of LMXResearch: The Contribution of Triads, Evan Offstein, Ravindranath(Ravi) Madhavan, and Devi R. Gnyawali. An Exploration of theRelationship Between Communication Network Structures Team-Member Exchange Quality and Teamwork, Alex M. Susskind, KristinBehfar, and Carl P. Borchgrevink. Macrostrategic, Mesostrategic, andMicrostrategic Leadership Processes in Loosely Coupled Networks,James Douglas Orton and Gurpreet Dhillon. Emotional Intelligence,Leader-Member Exchange and Individual Contributions toOrganizational Social Capital, Melvin L. Smith. OrganizationalCynicism: A Field Examination Using Global and Local SocialExchange Relationships and Workplace Outcomes, Pamela Brandes,Diya Das, and Michael Hadani. Leader-Member Exchange andSolidarity Behavior: A Study of Reciprocity and Performance, BirgitSchyns, Brigitte Kroon, and Karin Sanders. The Role Of LMX andCommunication in the Goal Setting Process, David J. Henderson,Tanguy Dulac, and Robert C. Liden. Post Simon, March, Weick, andGraen: New Leadership Sharing as a Key to UnderstandingOrganizing, George B. Graen. About the Authors.


Also Available:

Global Organizing DesignsEdited by George B. Graen, University of Louisianaand Joan A. Graen, Graen and AssociatesThis third volume of LMX Leadership: The Series addresses thequestion of how leaders prepare their teams for required looselydirected, highly coordinated, and above all, flexible operations. It isour hope that this volume will stimulate scholarly sweat, blood, andtears needed to make continued progress toward our goal ofunderstanding how the powerful tools of relational leadership can beemployed properly to create the flexible organizational structuresrequired to compete successfully in the environmental turbulence ofthe 21st century. As we stated before, the rapidly changinginformation age is all around us and we are struggling to cope withour out-dated, rigid bureaucratic structures. The “China Price” hasredefined the standards of performance world wide and they cannotbe met with obsolete organizing designs.

CONTENTS: Communication as Antecedents and Consequences ofLMX Development Globally: A New Strong Inference Approach,Jaesub Lee. Social Influence from the Bottom Up: A Process Modelof LMX Development, Wayne Hochwarter and Stephanie L. Castro.LMX Differentiation: Key concepts and related empirical findings,John Maslyn and Mary Uhl-Bien. Core and Context. HenryThibodeaux and Rosemary Hays-Thomas. Peer Leadership in Self-Managing Teams: Examining Team Leadership Through a SocialNetwork Analytic Approach, Charlotte Gerstner and Paul E. Tesluk.Japanese Models of Managerial Progress Sponsored, Tournament,and Two-Stage Mobility, George Graen, Mitsuru Wakabayashi andRavi Dharwadkar. Dyadic Leadership and Organizational Outcomes -Different Results for Different Instruments?, Birgit Schyns and TinaPaul. Three Dyadic Leadership Theories: Comparative Multiple

Hypotheses Testing, George Graen. The Determinants of the LMXExchange: Genetic Influences?, Satoris S. Youngcourt, Zhen Zhangand Rich Arvey. Proper Levels of Analysis, Hierarchical LinearModels and Leadership Theories, George Graen and Dora Lau. 2005 Paperback ISBN: 1-59311-354-4 $25.00

Hardcover ISBN: 1-59311-355-2 $55.00

New Frontiers of LeadershipEdited by George B. Graen, University of Louisiana

CONTENTS: Preface. Foreword. Leadership and FlexibleOrganizational Structures: The Future is Now, Anson Seers. A NewApproach to Team Leadership: Upward, Downward and HorizontalDifferentiation, George B. Graen, Chun Hui and Elizabeth T. Taylor.Two Faces of Excellence: Perfection versus Eminence, Avraham N.Kluger and Yoav Ganzach. Leader–Member Exchange in a TotalService Industry: The Hospitality Business, Carl P. Borchgrevink.Asian Model of Managerial Efficacy and Leadership: A Glimpse intothe Future, Mitsuru Wakabayashi, Ziguang Chen and George B.Graen. LMX in Germany: Theoretical and Empirical Reception of aDyadic Leadership Approach, Birgit Schyns. The Complexity ofCommunication in Leader–Member Exchanges, Michael W. Kramer.Leader–Member Exchange and Organizational Justice: A NewApproach, Rudolph J. Sanchez and Zinta S. Byrne. A New Approachto Intercultural Cooperation, George B. Graen, Chun Hui and QingLiang Gu.


Dealing With DiversityEdited by George B. Graen, University of Louisiana

Diversity in the workplace has made significant progress in UnitedStates companies. Unfortunately, much of the apparent progress hasbeen at the surface level of diversity (Hiller & Day, 2004), wherereadily visible characteristics identify people of varying genders,ages, ethnicity, and religions. What are needed are prescriptions,based on solid theory and research, that will allow the deep-leveldiversity to transform well intentioned affirmative action programsfrom their old reliance on surface-level diversity to a new reliance ondeep-level diversity. It is our hope that this volume will stimulate thescholarly activity needed to make progress toward the above statedgoal of making deep-level diversity the benchmark of human progressin the workplace.

CONTENTS: Role Making Onto the Starting Work Team UsingLMX Leadership: Diversity as an Asset, George B. Graen. LMX andTeamwork: The Challenges and Opportunities of Diversity, Nathan J.Hiller and David V. Day. Organizational and Social Influences onLeader-Member Exchange Processes: Implications for theManagement of Diversity, Ceasar Douglas, Gerald R. Ferris, M.Ronald Buckley and Michael J. Gundlach. Leadership Developmentin the Context of Diversity, S. Gayle Baugh, Terri A. Scandura andClaudia C. Cogliser. The Narrative Basis of Leader-MemberExchange, Gail T. Fairhurst and Stephanie Rhea Hamlett.Interpersonal Workplace Theory at the Crossroads: LMX andTransformational Theory as Special Cases of Role Making in WorkOrganizations, George B. Graen. The New Conduct of Business:How LMX Can Help Capitalize on Cultural Diversity, Diane M.Sullivan, Marie S. Mitchell and Mary Uhl-Bien. LMX andOrganizational Citizenship Behavior: Examining the Links within andAcross Western and Chinese Samples, Rick D. Hackett, Jiing-LihFarh and Lynda J. Song, Laurent M. Lapierre.



Managerial Issues In Theory and Practice

Series Editors Michael G. Bowen, and Michael L. Barnett,

University of South Florida

Managerial Issues in Theory & Practice,” designed to 1) bring ascholarly approach to strategic issues important to managementexecutives, and 2) bring a practical approach to issues important tomanagement scholars, by bringing both management scholars andexecutives together to work on issues important to both parties. Thepurpose of this interaction is to inform both sides and allow each tounderstand and question each other’s perspective and approach tosolving specific practical and theoretical problems.

To accomplish this, we propose recruiting groups of executives andscholars to work together on issues of significance to both groups.Issues for the series can come from the realm of practice; either raisedby the editors as a phenomenon of interest, or by a practitioner who iswilling to describe an issues facing, or that has faced, his or her firm.Issues could also come from the academic side, where a significanttheoretical issue might be chosen for investigation and commentaryby each contributor (executive and scholar) to the dialogue. When theissue is practitioner raised, two (or more) academics would thenrespond with a theory-based, scholarly approach to the problem,including an outline of the relevant theoretical lens(es), and asummary of how current academic work addresses the issue. Thepractitioner would then respond to the advice offered by the scholars,indicating the degree of usefulness of the approach, any action to betaken based on the scholars’ advice, and any areas left unaddressed. Ifthere is a need, the scholars might be provided one furtheropportunity to respond to any continuing concerns of the executives.In this way, academics might get a better sense of the usefulness andlimits of their scholarship, and executives would get a better sense ofthe role that academics can play in helping them deal effectively withthe issues they face.

Each volume in the series would encompass one or two issues posedby executives and one or two issues raised by scholars, plus anintroduction by the series editors. There might also be space reservedfor commentaries by academics and executives on issues raised inprevious volumes.

It is our hope that the Series can contribute to a more productiveconversation between practitioners and scholars, and can helppromote a new, and perhaps better, level of dialogue between“partners” in developing our knowledge of organizations, strategy,and management.

Short List of Possible Series Topics

• Escalation of commitment• Strategy formulation and implementation• Cooperating with rivals• Stakeholder, ethical issues, and building sustainable orga-

nizations

In Press 2007 Paperback ISBN: 978-1-59311-549-4 $34.95 Hardcover ISBN: 978-1-59311-550-0 $69.95

The Proven Solutions SeriesSeries Editor C. Carl Pegels

University of Buffalo

Proven Solutions for ImprovingSupply Chain Performanceby C. Carl Pegels, University of Buffalo

Proven Solutions for Improving Supply Chain Performance is acollection of about 175 descriptions of scientific management studiesin the management of supply chains. Each one of the descriptions ofthe scientific studies is presented in readable and understandable formfor individuals who probably have not had the statistical and scientificeducation and training to fully understand the underlying studies.

The book is significantly different from the popular managementliterature, which is generally based on “armchair” theories that havelittle basis on fact, and seldom have been scientifically verified.Although the book is targeted for the supply chain manager/administrator, it can also be used as a supplementary reader in suchcourses as Operations Management, Service Systems Management,Manufacturing Management, Purchasing Management, and, ofcourse, in Supply Chain Management courses.

CONTENTS: Preface. Highlights of Research Results. Supply ChainManagement: Strategic Issues. Supply Chain Management:Operational Issues. Supply Chain Management: International Cases.Just-in-Time Management. Demand Forecasting. InventoryManagement and Scheduling. Outsourcing and Purchasing. Buyer–Supplier Relations. Total Quality Management. Marketing and SalesManagement. Manufacturing Management—Domestic.Manufacturing Management—International. Transportation andLogistics Management. Teamwork and Project Management. HumanResource Management. Organizational Issues in Supply Chain. FirmPerformance and Supply Chains. Function-Triggered Performance.

2005 Paperback ISBN: 1-59311-316-1 $34.95 Hardcover ISBN: 1-59311-317-X $69.95

Also Available:

Proven Solutions for Improving Health and Lowering Health Care Costsby C. Carl Pegels, University of Buffalo

The purpose of this book is to convince administrators and providersof health care that scientific research has produced numerous tools,techniques, and approaches for managing health services that aremost effective and most efficient. Convincing the managers andadministrators of this fact is accomplished by presenting numerouseasy-to-understand summaries of the research reported in thescientific research journals available at University and main citylibraries.

CONTENTS: Highlights of Research Results. Health Policy and itsImplications. Health Economics. Health Care Costs, Effectivenessand Quality Issues. Health Marketing and Promotion. Total QualityManagement in Health Systems. Continuous Quality Improvement inHealth Systems. Operations Management in Health Systems.Informatics and Health Care. Human Resource Management inHealth Systems. Organizational Behavior in Health Systems.Institutional Issues in Health Systems. Managerial Issues in HealthSystems. Strategic Management in Health Systems. Managed HealthCare.



Qualitative Organization ResearchSeries Editors John A. Wagner III,

Michigan State University, Jean M. Bartunek, Boston College

and Kimberly D. Elsbach, University of California—Davis

Qualitative Organization Research is devoted to the publication ofqualitative research relevant to the interests of organizationalscholars. As used to define the domain of QOR, “qualitative research”encompasses all forms of research performed with qualitative data,that is, data that present themselves in non-numeric form. Suchresearch may be conducted using methods that are qualitative or acombination of qualitative and quantitative, with the aim ofdeveloping a thick description and grounded understanding of thefocus of inquiry. It may concern topics derived from any of theorganization sciences, including but not limited to the areas ofOrganizational Behavior, Organization Theory, StrategicManagement, Human Resource Management, and OrganizationDevelopment. Manuscripts extending beyond the length restrictionsof traditional journals are welcome, with the understanding thatauthors will strive to communicate their ideas as clearly andsuccinctly as possible.QOR should appeal to organizational researchers interested inpublishing detailed qualitative studies of their own and in learningmore about the methods and methodologies of qualitative research. Atthe same time, purely quantitative organizational researchers shouldfind QOR valuable as a source of grounded insights and testablehypotheses. Publication decisions will be made by the series editor inconsultation with the editors. Such decisions will involve assessmentsof the “value added” of each manuscript in the realms of groundedinsight and conceptual advancement. Authors should anticipate aprocess of developmental revision, in consultation with the editor anda member of the board, following provisional manuscript acceptance.

Qualitative Organizational Research:Best Papers From The Davis Conference On Qualitative Research

Edited by Kimberly D. Elsbach, University of California—Davis

Over the past five years the Davis Conference on QualitativeResearch has welcomed research projects by the very best qualitative,organizational researchers in the world. This conference has helpedauthors develop and hone theoretical ideas in an environment friendlyto qualitative methods, and more importantly, has begun to build acommunity of qualitative researchers that work on organizational andmanagement issues. The authors winning the “Best PresentationAwards” at the Davis Conference over the past five years havecontributed chapters to this volume. The ideas in these chapters were“born” before the conference, but were nurtured through dialogue atthe conference, and subsequently matured through later interactionsamong the community of qualitative scholars associated with theconference. As such, this volume represents the fruits of ourcollective labor as a qualitative research community. This collectiveand iterative process is a hallmark of qualitative methods, and oftenleads to a counter-intuitive, “ah-had” experience for the researcher.This volume showcases some of the very best of those ah-hahexperiences from the organizational, qualitative research community.

CONTENTS: Introduction: Weird Ideas from Qualitative Research,Kimberly D. Elsbach. The Politics of Knowledge Work in a SoftwareDevelopment Group, Andrew Hargadon and Beth A. Bechky. TheRules and Resources that Generate The Dynamic Capability for

Sustained Product Innovation, Deborah Dougherty, Helena Barnardand Danielle Dunne. Re-examining The Link Between OrganizationalImage and Member Attraction: On The Positive Uses Of “Negative”Organizational Stories in Recruiting Medical Residents, Jeffrey B.Kaufmann and Michael G. Pratt. Strategies and Struggles: TheGovernance of U.S. Collegiate Athletics, Marvin Washington,Pamela J. Forman, Roy Suddaby and Marc Ventresca. UnderstandingGroup Behavior: How a Police Swat Team Creates, Changes andManages Group Routines, Gerardo A. Okhuysen. How NonprofitsClose: Using Narratives to Study Organizational, Beth M. Duckles,Mark A. Hager and Joseph Galaskiewicz. Information, Prices, andSensemaking in Financial Futures Trading, Peter Levin. Learningfrom Women who Make it Work: A Call For Dynamic Flexibility,Spela Trefalt and Leslie Perlow.


Research in Entrepreneurship and

ManagementSeries Editor John E. Butler,

University of Hawaii at Manoa

Theoretical Developments and Future Research in Family BusinessEdited by Phillip Phan, Rensselaer Polytechnic Insti-tute and John E. Butler, University of Hawaii at Manoa

Until recently, research in family business has been confined to a sub-group of entrepreneurship scholars, labor economists, andsociologists. Family business employment is often the only economicoption available to migrants, the first entrepreneurial experience foryoung people, and a source of an economy’s new business creationactivities. These issues are typically framed in terms of thegenerational transfer of wealth, management succession, or theinterplay between the economic system of a family and itssociopolitical system. The phenomenon is clearly widespread but forsome reason continues to be poorly understood.We believe that progress on the empirical front has been hampered bya lack of accepted theoretical frameworks. For example, attempts toemploy agency theory, geographic agglomeration and spillovers,social networks, sensemaking, bargaining and other frameworks havebeen scattered. In our view, the extant research has not created thetheoretic ballast that can withstand repeated empirical verification.More fundamentally, researchers are beginning to ask, ‘Is familybusiness theoretically distinctive or a convenient phenomenon forexploiting familiar theories with new data?’We believe the time is ripe for a focused look at the theoreticalhistory and prospects of family business research. Review articlesgrounded in economics, sociology, psychology and political economyand that offer multidisciplinary implications are especially sought.Theory based empirical papers are also welcomed. We believe thatthere are exciting opportunities for theory development and soencourage authors to focus on this in their submissions. In sum, thefocus of this volume is on showcasing and advancing the latestresearch in family business.This is the sixth volume in the Research in Entrepreneurship andManagement series, which is published by Information Age Press ofGreenwich, CT. Previous volumes have dealt with technology,women entrepreneurs, venture capital and e-commerce.


Authors interested in contributing should contact one of the editors.For authors in Asia, the Middle East, Central and South Americacontact John Butler at [email protected]. Authors in NorthAmerica and Europe should contact Phillip Phan at [email protected] for electronic submission to the blind review process is June1, 2007. Please format papers in Microsoft Word with 1” margins, 12point Times-Roman font, and double-spaced using APA citationconventions.John E. Butler ([email protected])Editor, Entrepreneurship: Theory and PracticeNoborikawa Professor of EntrepreneurshipUniversity of Hawaii

Phillip H. Phan ([email protected])Associate Editor, Journal of Business VenturingBruggeman Professor of ManagementRensselaer Polytechnic Institute


Also Available:

Venture Capital in the Changing World of EntrepreneurshipEdited by John E. Butler, Andy Lockett and Deniz Ucbasaran, Hong Kong Polytechnic University

It was not that long ago that it might have been possible to cover thetopic of venture capital in one paper. Now, it is not possible toprovide comprehensive coverage in even one book. The industry hasflourished, as variations of he initial venture capital funds have beendeveloped and now operates in most developing and developedeconomies. This is clearly reflected in this volume, which has a strongfocus on Europe and Asia. Each of the papers is a stand alone effort.However, a full reading of the volume provides a panoramic pictureof the global extent of venture capital, some of its challenges, and thelikely direction of future efforts.

Venture capital and the venture capitalist have been shown to have apositive impact on performance in many cases. This is clearly thereason why some many emerging economies want to increase thelevel of venture capital investment in their country.

CONTENTS: “The Role of Venture Capital and Entrepreneurship inInnovation-Driven Economic Growth”, Winston T.H. Koh. “TheImplications of Corporate Governance Reform for the JapaneseVenture Capital Industry”, Phillip H. Phan and Toru Yoshikawa.“Knowledge Transfer: The Development of Venture Capital in SouthEast Asia”, William Scheela. “Learning from Experience in CorporateVenture Capital Programs: an Empirical Analysis of the GlobalNetwork Operator Industries”, James Henderson and Benoit Leleux.“Venture Capital Investments in Family Businesses; The FinancierPerspective”, Jorge Silva. “M&A and Diversification Strategies ofVC-Backed Firms in the Biotechnology Industry-TowardsUnderstanding the Perspective of Venture Capitalists and theirPortfolio Companies”, Dodo zu Knphausen-Aufseβ, Andreas Zabyand Sonja Kind. “Assessing the Scale of the Equity Gap”, RebeccaHarding and Marc Cowling. “The Entrepreneur and the VentureCapitalist as a Team: A Game-Theoretic and Upper-Echelon Theoryof Cooperation and Defection”, Frits H. Wijbenga and Arjen vanWitteloostuijn. “Realities of Long-Term Post Investment Performancefor Venture-Backed Enterprises”, Gavin C. Reid and Julia A. Smith.


Opportunity Identification and Entrepreneurial BehaviorEdited by John E. Butler, Hong Kong Polytechnic University

CONTENTS: Opportunity Identification and EntrepreneurialBehavior: An Introduction, John E. Butler. Systematic Search byRepeat Entrepreneurs, James O. Fiet, Van G.H. Clouse and William I.Norton, Jr. Opportunities as Attributions: The Enterprise-ServingBias, William B. Gartner and Kelly G. Shaver. OpportunityRecognition: Insights from a Cognitive Perspective, Robert A. Baron.Opportunity Identification Behavior by Different Types ofEntrepreneurs, Deniz Ucbasaran. Bisociation and Opportunity,Stephen Ko. So What Is an Entrepreneurial Opportunity? C. M.Gaglio. The Individuality of Opportunity Recognition: A CriticalReview and Extension, Dimo P. Dimov. Extraordinary versusOrdinary Discoveries: The Case of American and ChineseEntrepreneurship, Tony Fu-Lai Yu. Identification of EntrepreneurialOpportunities in Asia: A Look at the Philippines and Vietnam, C.Christopher Baughn, Victor A. Lim, Linh Thi My Le, Kent E. Neupertand L. Shelton Woods. How Knowledge Affects OpportunityDiscovery and Exploitation Among New Ventures in DynamicMarkets, Alexander McKelvie and Johan Wiklund. TechnologicalInnovation and the Early-Stage Development of New TechnologySmall Firms: Entrepreneurship, Entrepreneurial Capacity, and theOpportunity Discovery Process, John Yencken and Murray Gillin.Perceiving Opportunity “Through a Fog of Uncertainty”: Haworth,Inc. (1948–1976), William R. Sandberg and Thomas J. Hench.Constructing Corridors to Economic Primitives: EntrepreneurialOpportunities as Deman-Side Artifacts, Saras D. Sarasvathy. Index.


Also Available:New Perspectives on WomenEntrepreneursEdited by John E. Butler, Hong Kong Polytechnic University

CONTENTS: List of Contributors. New Perspectives on WomenEntrepreneurs: An Introduction, John E. Butler. Feminist Theory andthe Study Of Entrepreneurship, Margaret J. Greer and Patricia G.Greene. Comparing Social Feminism and Liberal Feminism: TheCase of New Firm Growth, Nancy M. Carter and Mary L. Williams.Exploring Leadership Vision: New Perspectives on WomenEntrepreneurs And Executives Exploring Leadership Vision, BarbaraBird and Candida Brush. Female Entrepreneurship in Germany:Context, Development and its Reflection in German Media, LeonaAchtenhagen and Friederike Welter. Women Entrepreneurs: BreakingThrough the Glass Barrier, Nan S. Langowitz and Claudia Morgan.Women Micro Entrepreneurs in Hong Kong: Balancing the Personalwith the Business, Evelyn G. H. Ng and Catherine W. Ng. Are theBarriers to Business Start-Up Greater for Female Recent GraduateEntrepreneurs (Frges) than Male Recent Graduate Entrepreneurs(Mrges)?, Richael Connolly, Bill O’Gorman and Joe Bogue.Accounting for Change: Professionalism as A Challenge to GenderDisadvantage in Entrepreneurship, Sara Carter and Sue Marlow. InSearch of a New Celtic Tiger: - Female Entrepreneurship in Ireland,Colette Henry and Sarah Kennedy. Women Business Owners andManagers in Poland, Richard T. Bliss, Lidija Polutnik and EwaLisowska. Female Entrepreneurship in Post Soviet Countries,Friederike Welter, David Smallbone, Elena Aculai, Nina Isakova andNatalja Schakirova. About The Contributors.



E-Commerce and EntrepreneurshipEdited by John E. Butler,Hong Kong Polytechnic University


Technology and EntrepreneurshipEdited by Phillip Phan, Rensselaer PolytechnicInstitute

2002 Paperback ISBN 1-930608-80-2 $34.95Hardcover ISBN 1-930608-81-0 $69.95

Research in Human ResourceManagement

Series Editor Rodger Griffeth,University of New Orleans

Human Resource Strategies for the High Growth Entrepreneurial FirmBy Robert L. Heneman and Judith Tansky, The Ohio State University

This volume not only illustrates the research that is being done in thearea of human resources in entrepreneurial firms but it raises manyissues that exemplify the complexity of the topic. It is not a case ofsmall versus large firms. There are small established firms, smallstart-up firms and small high growth firms. As pointed out by Alvarezand Molloy these firms differ with established firms dealing with riskwhile high growth firms deal with uncertainty. These firms vary inownership based on family ownership, ownership by founder, orsome type of privately held stock ownership. These firms also varybased on how they handle people issues: structure versus lack ofstructure; the traditional HR functional approach versus the use ofpeople management practices; person-job fit versus person-organization fit; ability and work experience versus integrity andconscientiousness; work processes and bureaucracy versus agility andadaptability; tasks versus roles; in-house professionals versus relianceon third-party vendors; traditional pay versus variable pay; short-termorientation of incentives versus long-term orientation of incentives;and many more.

We challenge you to pursue this stream of research and to help notonly develop theory and conceptual models and pursue empiricalresearch but to also disseminate your information in a way that willhelp practitioners and owners in all the small and high growth firms.

CONTENTS: Acknowledgments. Introduction, Judith W. Tanskyand Robert Heneman. Why Human Resource Management Differs inEntrepreneurial and Established Firms: Theoretical Foundations,Sharon A. Alvarez and Janice C. Molloy. Toward an Understandingof Strategic Human Resource Management in Entrepreneurial Firms:Opportunities for Research and Action, Roshni M. Goswami, Gary C.McMahan, and Patrick M. Wright. Human Capital ManagementPractices and Performance in Small and Medium Sized Enterprises: AConceptual Framework, James C. Hayton. To Hire or Not to Hire?Implications of Alternative Staffing Models for EmergingOrganizations, Melissa S. Cardon and Paul Tolchinsky. The HiringChallenge: Recruitment in Small Firms, Alison E. Barber.

Performance Management in Small and High Growth Companies,Robert L. Cardy and Janice S. Miller. Compensation Strategy in NewVentures, David Balkin and Michele Swift. HR and the High-GrowthSME: The Role of Professional Employer Organizations, BrianKlaas, John McClendon, Tom Gainey, and Hyeuksueng Yang.Minority and Majority Truck-Owner Operators: Entrepreneur orGalvanized Employees, Dale Belman and Ellen Ernst Kossek. HumanResource Management in Small Firms: Evidence From GrowingSmall Firms in Australia, Susan Mayson and Rowena Barrett.Entrepreneurship and Human Resources: Directions for FutureResearch, Brian S. Klaas and Malayka Klimchak. About the Authors.


Also Available:

IT Workers: Human Capital Issues in a Knowledge Based-EnvironmentEdited by Fred Niederman, Saint Louis UniversityThomas W. Ferratt, University of DaytonThe goal of this book is to serve as a gathering of knowledge andideas at the intersection of the human resource management (HRM)and management information systems (MIS)/information technology(IT) fields. In striving toward achieving this goal we have relied onauthors who responded to our call for work within this intersection.As described more fully below, the chapters clustered into four topicareas: (1) effective management of IT workers, (2) IT workers andtheir careers, (3) diversity in IT, and (4) organizational issues. Thus,this book focuses on selected areas within the intersection of thesefields rather than covering the entire intersection. Of course, the broadgoal of this book could not be completely fulfilled – and even if itwere, such knowledge would be continually overtaken by the ongoingevolution of people, technology, and their interactions. However, inthe process of undertaking this project, we have had the opportunityto make some observations about the current state of knowledgeregarding IT workers, the human capital that makes it possible fororganizations in a knowledge-based economy to plan, create,integrate, operate, and maintain their various IT-based systems.

CONTENTS: Effective Management of IT Professionals.“Validation of Human Resource Strategies in InformationTechnology”, Ritu Agarwal and Thomas W. Ferratt. “Fire FightingGone Wrong: The Overuse Of Reactive Management In IT”, Jo EllenMoore, Lisa A Burke, and Susan E. Yager, “Retaining IT Personnel:An Integrated Framework”, Mohan Thite. “Agency TheoryImplications for Information Systems Project Management”, RobertC. Mahaney and Albert L. Lederer. “The Cognitive EnvironmentAmong IT Workers”, Michael A. Chilton. IT Professionals and TheirCareers. “Voluntary Turnover Decisions: Reflective Biographies ofInformation Systems Professionals”, M. Gordon Hunter and Felix B.Tan. “An Examination of Skill Requirements of InformationTechnology Professionals During the Eighties and the Nineties: TheSingapore Context,” Patrick Chang Boon Lee. We’re Not in KansasAnymore: Realties of IT Career Management,” Diane Bandow.“Career Orientation of IT Personnel,” Mary Sumner, Susan E. Yager,and Denise Franke. Diversity in IT. “Salary and Age Discriminationof Computer Programmers,” Stuart D. Galup, Ronald Dattero, andJing ‘Jim’ Quan. “Gender and Career Choice Determinants inInformation Systems Professionals: A Comparison with ComputerScience,” Manju Ahuja, Chris Ogan, Susan Herring, and Jean C.Robinson. “Managing Diversity or Valuing Diversity?: Gender andthe IT Labor Market,” Marie Griffiths, Claire Keogh, KarenzaMoore, Angela Tattersall, and Helen Richardson. “Investigating theExistence and Value of Diversity in the Global IT Workforce: AnAnalytical Framework,” Eileen M. Trauth, Haiyan Huang, AllisonMorgan, Jeria L. Quesenberry, and Benjamin Jwee Kiat Yeo.Organizational Issues. “Managing Training in a TechnologyContext,” Cynthia M. LeRouge and Harold W. Webb. “Do you knowwhere you belong?: Salient Identity Model (SIM) for boundary


spanning VTs,” Lionel Robert and Manju Ahuja. “InformationTechnology Enabled Employee Deviance,” Andrea Hoplight Tapia.“Employment Sharing for IT Micro and Small Business,” JenineBeekhuyzen, and Sonja Bernhardt. “Establishing the Economic Valueof an Information Technology Workforce.” Fred Niederman.

2006 Paperback ISBN: 1-59311-445-1 $39.95Hardcover ISBN: 1-59311-446-X $73.25

Innovative Theory and Empirical Research on Employee TurnoverEdited by Rodger Griffeth, University of New Orleans and Peter Hom, Arizona State University

CONTENTS: Foreword, Rodger Griffeth and Peter Hom. PART I:THE EVOLUTION OF A PIONEERING TURNOVERTHEORY. The Development of a Causal Model of VoluntaryTurnover, James L. Price. PART II: IDENTIFYINGCONSTRUCTS AND PROCESSES MISSING FROMPREVAILING TURNOVER FORMULATIONS. Explaining theLink between Turnover Intentions and Turnover: The Roles of Risk,Personality and Intentions-behavior Linkages, David G. Allen.Revisiting the Cosmopolitan–Local Construct: An Event HistoryAnalysis of Employee Turnover, Roderick D. Iverson, Charles W.Mueller and James L. Price. Job Markets and Turnover Decisions,Robert P. Steel. Stress Measures as Predictors of Intention to Leaveand Turnover, Meni Koslowsky and Meyrav Merom. PART III:INNOVATIVE NEW WAYS OF THINKING ABOUTTURNOVER. Five Antecedents Neglected in Employee TurnoverModels: Identifying Theoretical Linkages to Turnover for Personality,Culture, Organizational Performance, Occupational Attachment, andLocation Attachment, Carl P. Maertz, Jr. Job Embeddedness: CurrentResearch and Future Directions, Xin Yao, Thomas W. Lee, Terence R.Mitchell, James P. Burton and Chris J. Sablynski. Dynamic Systemsin Human Resource Management: Chaos Theory and EmployeeTurnover, Reidar Hagtvedt, Gregory Todd Jones, Stefan Gaertnerand Rodger Griffeth. PART IV: GENERALIZING TURNOVERTHEORY AND RESEARCH TO NEGLECTEDPOPULATIONS. On the Relationship Between Race and Turnover,Loriann Roberson. Investigating Turnover in the InternationalContext: A Turnover Model for the Mexican Culture, Mindy S. West.


Human Resource Managementin Virtual OrganizationsEdited by Robert L. Heneman, The Ohio State University and David B. Greenberger, Ohio StateUniversity

CONTENTS: PART I: INTRODUCTION, Robert L. Heneman.PART II: STRATEGY, Defining Virtual Organizations andImplications for Human Resource Management, David B.Greenberger and Monica Wang. HR Strategy in VirtualOrganizations, Marc Wallace and Fred Crandall. OutsourcingHuman Resources, Brian Klaas. Role of HR Professional in VirtualOrganizations, Dave Ulrich and Dick Beatty. Virtual HRDepartments, Scott Snell. PART III: PROCESS. Job Analysis andCompetency Assessment, Kathy DeCaprio, Bill Mobley and JillEllingson. Training and Development, Ray Noe. PerformanceManagement, Jan Cleveland. Compensation, Robert L. Heneman andJudy Tansky. Negotiations, Roy Lewicki. PART IV: CASES. AT&T/Bank One/IBM Virtual Organization, David Greenberger and Glenn

Swift. Ericsson Cellular, Zhong-Ming Wang. SONY, Mark Wallaceand Fred Crandall. PART V: SUMMARY AND CONCLUSIONS,Robert L. Heneman.


Research in Management(Sponsored by the Southern Management Association)

Series Editors Chester A. Schriesheim and Linda L. Neider, University of Miami

Power and Influence in Organizations New Empirical and Theoretical PerspectivesEdited by Linda L. Neider and Chester A. Schriesheim, University of Miami

Power and influence are key processes in organizations, and anyonewanting to learn how to lead or manage organizations effectivelymust first understand the dynamics associated with such processes.One interesting but not surprising fact about knowledge in this area isthat scientific theory and empirical research are not new, having firstappeared about 50 years ago. However, the rate of knowledgeadvancement in this domain has not been rapid, and there is still muchto learn about organizational power and influence processes. Thus,this fifth volume in Research in Management is devoted tohighlighting new theoretical and empirical perspectives that advancethe frontiers of knowledge about power and influence inorganizations.The chapters of this volume are all related to power andinfluence, albeit conceptualized somewhat differently and dealingwith different substantive domains. However, that these chaptersrepresent interesting and important contributions to knowledgeconcerning power and influence in organizations, and that eachshould spark future research that will further enhance the field.

CONTENTS: Foreword, Chester A. Schriesheim and Linda L.Neider. What Do Managers Do When Subordinates Just Say,“No?”An Analysis of Incidents Involving Refusal to PerformDownward Requests, Bennett J. Tepper. Power and Influence in theContext of Organizational Innovation: Empirical Findings, Diana E.Krause. The Use of Power Bases in Different Contexts: Argumentsfor a Context-Specific Perspective, Diana E. Krause and EricKearney. Proactive Influence Tactics and Leader Member Exchange,Gary Yukl and John W. Michel. Power and Politics in Relay CEOSuccession, Richard J. Gentry, Charlice Hurst, and Wei Shen. ToInfluence or Adjust: A Dynamic Model of Person-Group Fit, Chad A.Higgins and Tomoki Sekiguchi. Conflict Among Subordinates andConflict-Handling Styles as Predictors of Managers’ AnticipatedPower-Sharing: An Experimental Investigation, Claudia C. Cogliserand Chester A. Schriesheim. About the Authors.

2006 Paperback ISBN 1-59311-469-9 $34.95 Hardcover ISBN 1-59311-470-2 $69.95


Also Available:Understanding TeamsEdited by Linda L. Neider and Chester A. Schriesheim, University of Miami

Mark Twain, the great American writer, once stated that synergy isthe bonus achieved when things work together harmoniously.Organizations in the twenty-first century are driven by a need toachieve synergy for all of their various processes, and organizationalstructures such as teams have become one of the major ways to do so.Thus, the fourth volume of Research in Management is devoted tohighlighting conceptual frameworks and research investigationswhich elucidate factors related to effective team processes and thosewhich may, in fact, hinder effectiveness.

CONTENTS: Foreword: Understanding Teams, Linda L. Neider andChester A. Schriesheim. Capacity, Collaboration, and Commonality:A Framework for Understanding Team Learning, Aleksander P.J.Ellis and Bradford S. Bell. Personal and Social FunctionalBackground Identity and Individual Performance as a Team Member:The Moderating Role of Identity Salience, Amy E. Randel andKimberly Jaussi. Factors Contributing to Knowledge TeamPerformance, Andrew Pirola-Merlo, Leon Mann, and Giles Hirst.Leader-member Exchange at the Team Level: Leader-team Exchange,Ethlyn A. Williams and Terri A. Scandura. Functional Diversity andConflict in Cross-functional Product Development Teams:Considering Representational Gaps and Task Characteristics, LaurieR. Weingart, Matthew A. Cronin, Christa J.S. Houser, JonathanCagan and Craig Vogel. The Congruence Hypothesis of IntrateamInterdependence in Organizations: Some Recent Findings and TheirImplications for Theory and Practice, Gerben Van der Vegt, BenEmans and Evert Van de Vliert. Emotional Game Playing and PoorTeam Norms: The Implications for Work Teams, Charmine E.J.Hartel and Debra Panipucci. Negotiation and PostnegotiationPerformance in Teams: A Motivational Analysis, Bianca Beersma,Carsten K.W. DeDreu and Femke S. Ten Velden. The Fragility ofGroup Potency: The Ups and Downs of Confidence during GroupFormation, Scott W. Lester, M. Audrey Korsgaard and Bruce M.Meglino. Leadership and Self-managing Teams: Leading a Team thatManages Itself, Vanessa Urch Druskat and Deepa Dahal. About theAuthors.


Equivalence in Measurement2001 Paperback ISBN: 1-930608-88-8 $34.95

Hardcover ISBN: 1-930608-89-6 $69.95Leadership2002 Paperback ISBN: 1-931576-50-5 $34.95 Hardcover ISBN: 1-931576-51-3 $69.95

New Directions in Human Resource Management2003 Paperback ISBN: 1-59311-098-7 $34.95 Hardcover ISBN: 1-59311-099-5 $69.95

Please ask about our special prices forSouthern Management Association Members

Research in Management Consulting

Series Editor Anthony F. Buono, Bentley College

Challenges and Issues in Knowledge Management Edited by Anthony F. Buono, Bentley College and Flemming Poulfelt, Copenhagen Business School

Challenges and Issues in Knowledge Management – the fifth volumein the Research on Management Consulting series – presents sixteenchapters that explore these various perspectives, focusing onknowledge management within the context of the managementconsulting industry, the dynamics associated with knowledge sharingand dissemination, methodological approaches to studying knowledgein organizations, and reflections on knowledge management andmanagement consulting. As the chapters underscore, it is important toensure that KM initiatives are aligned with the needs of theorganization and its members, that the KM system is “owned” byorganizational members with particular emphasis on executivesponsorship and team member acceptance, and that it be understoodas an ongoing process rather than simply another managementobjective or faddish consulting tool. The focus, therefore, should beon how knowledge processes can be facilitated, leveraged and utilizedin organizational value creation.

CONTENTS: Introduction. Anthony F. Buono and FlemmingPoulfelt. PART I: KNOWLEDGE MANAGEMENT AND THEMANAGEMENT CONSULTING INDUSTRY. ManagingOrganizational Knowledge Networks in a Professional Services Firm:Interrelating Knowledge Management and Intellectual Capital. JanMouritsen and Per Nikolaj Bukh. Knowledge Management inPractice: Examining Knowledge as Modes of Production. Anne Bang.The Fallacy of Simplistic Notions of the Transfer of “Best Practice”.Sue Newell. “Knowing” in the Consultancy Firm: ExploringKnowledge, People, Context and Tools in Action. Elena Bou andAlfons Sauquet. Co-evolution of Knowledge Management Processes:Project Experience in a Global Engineering Consulting Firm. AnttiAinamo. PART II: DYNAMICS OF KNOWLEDGE SHARINGAND DISSEMINATION. A Dispersed Repertoire: ExploringStruggles to Knowledge Dissemination within Consultancies. StefanHeusinkveld and Jos Benders. In Search of Knowledge Sharing inPractice. Lotte Henriksen. Merging Knowledge: A Study ofKnowledge Management in a Consulting-Firm Merger. MarkusEjenäs and Andreas Werr. Knowledge-Sharing Behavior and Post-Acquisition Integration Failure. Kenneth Husted, Jens Gammelgaardand Snejina Michailova. PART III: METHODOLOGICALAPPROACHES TO STUDYING KNOWLEDGE INORGANIZATIONS. Organizational Photography: A “Snapshot”Approach to Understanding Knowledge Sharing. Nicoline JacobyPetersen and Sille Østergaard. Video-Views of Knowing in Action:Analytical Views “In Situ” in an IT Firm’s Development Department.Sisse Siggaard Jensen. Complex Project Management in Small High-Technology Firms: Small Firms as Learning Models? Mette Mønsted.PART IV: REFLECTIONS ON KNOWLEDGEMANAGEMENT AND MANAGEMENT CONSULTING. Flawsin the “Engine” of Knowledge Creation: A Critique of Nonaka’sTheory. Stephen Gourlay and Andrew Nurse. Ten Years ofKnowledge Management: Ramifications for Consultants. NicolasRolland, Alice Guilhon and Georges Trepo. The Wonderful World ofKnowledge Management: Does Knowledge Management Really AddValue? Peter Holdt Christensen. Knowledge and Consultancy. HansSiggaard Jensen. Contributors.



Forthcoming Volumes

Socio-Economic Intervention in Organizations: The Intervener-Researcher and the SEAM Approach to Organizational Analysis Edited by Anthony F. Buono, Bentley College and Henri Savall, University of Lyon/ISEOR

__________ Board Members and Management Consultants:Redefining Boundaries Edited by Pierre-Yves Gomez, E.M. Lyon and Rickie Moore, E.M. Lyon/ISEOR. Forward by Anthony F. Buono, Bentley College

__________ The Future of Management Consulting: New Pathways to Success Edited by Anthony F. Buono, Bentley College, Robert Jenefsky, Ecole Hoteliere de Lausanne and Bettina Buchel, IMD

Also Available:

Creative Consulting: Innovative Perspectives on Management ConsultingEdited by Anthony F. Buono, Bentley College

CONTENTS: Introduction, Anthony F. Buono. PART I: THEMANAGEMENT CONSULTING INDUSTRY. ManagementFashion as Collective Action: The Production of Management Best-Sellers, Timothy Clark. The Social Construction of GlobalManagement Consulting: A Study of Consultancy Web Presentations,Jonas Bäcklund and Andreas Werr. Selling Professionalism?: ImageMaking in the Management Consulting Industry, Jacqueline Kam.Exploring Knowledge Issues in the Consulting Relationship: AClient-centered Perspective, Gergana Todorova. ManagementConsultants as Agents of Homogenization: Consulting Roles andProcesses in Corporate Mergers and Acquisitions, Bo Hellgren, JanLöwstedt, Janne Tienari, Eero Vaara and Andreas Werr. PART II:TRENDS AND TECHNIQUES IN MANAGEMENTCONSULTING. Service Climate and Employee Satisfaction inLinkage Research: Which Matters? When and Why?, Kyle Lundbyand Kristofer Fenlason. Intervening in Virtual Teams: Lessons fromPractice, Kenneth W. Kerber and Anthony F. Buono. SuccessfulExecutive Coaching from the Consumer’s Perspective: Adaptive andDevelopmental Learning, James M. Hunt. Coaching Leaders inTransition: Lessons from the Field, Robert Witherspoon and Mark D.Cannon. Appreciative Inquiry as a Large Group Intervention: AnInnovation in Organizational Consulting, Peter F. Sorensen andTherese F. Yaeger. PART III: REFLECTIONS ONMANAGEMENT CONSULTING. Toward an Emotion NuancedSensemaking Perspective of Organizational Consultation: Consultingas Frame Sharing and Frame Changing, Craig C. Lundberg.Comparing Psychotherapists’ and Change Agents’ Approaches toChange: Reflections on Changing People and ChangingOrganizations, Léon de Caluwé, Frans Que and Hans Vermaak. The

Transformative Approach, Donizete Antunes. Realities of PublicSector Consultation: Information Age Challenges in Government,Alan M. Glassman and Morley Winograd. Predicting and EnhancingClient Success, James Ross Warren. Contributors.


Enhancing Inter-Firm Networks and Interorganizational StrategiesEdited by Anthony F. Buono, Bentley College

CONTENTS: Introduction, Anthony F. Buono. PART I:INTERVENING IN MERGERS AND ACQUISITIONS. MakingMergers and Acquisitions Work: A Guide to ConsultingInterventions, Mitchell Lee Marks. Teaching to the Issue: HumanResource Intervention in Mergers and Acquisitions, Vicki VanSteenberg LaFarge, Aaron J. Nurick, Ellen Leiter and Anthony F.Buono. Forging a Post-Merger Identity: Tough Work in the ExecutiveSuite, James Fairfield-Sonn. What “Due Diligence” Really Means:Intangible Capital and Organizational Reality, Judith Gebhardt.PART II: DEVELOPING STRATEGIC ALLIANCES ANDPARTNERSHIPS. Knowledge Transfer and OrganizationalLearning in Strategic Alliances, Daniele Chauvel, Nicolas Rollandand Charles Despres. Complex Learning Partnerships: Creating theConnections in International Alliances, Iris Berdrow. DynamicCompetition and Development of New Competencies: The Case ofthe Internet Consulting Industry, Valerie Claude-Gaudillat andBertrand V. Quelin. PART III: ENHANCING INTER-FIRMNETWORKS. Reflexive Development of Inter-firm Networks: TheRole of Managers and Consultants, Joerg Sydow and ArnoldWindeler. Building Effective Innovation Networks: EnhancingCooperation in Public-Private Partnerships, Eric Davoine. CorporateVenturing: Is an Acquisitive Strategy a Sustainable Pattern of R&DExternalization?, Michel Ferrary. Creating a CollaborativeCommunity of Management Consultants, Janice Twombly and JeffreyShuman. Building Sustainable Networks: An Action ResearchStrategy for Management Consultants, Marilyn Harris and GuilanWang.

2003 Paperback ISBN: 1-59311-060-X $34.95Hardcover ISBN: 1-59311-061-8 $69.95

Current Trends in Management ConsultingEdited by Anthony F. Buono, Bentley College2001, 210 pp. Paperback ISBN: 1-930608-18-7 $34.95 Hardcover ISBN: 1-930608-19-5 $69.95

Developing Knowledge and Value in Management ConsultingEdited by Anthony F. Buono, Bentley College2002 Paperback ISBN: 1-931576-02-5 $34.95 Hardcover ISBN: 1-931576-03-3 $69.95

Visit our Website for a Special Discount Card:www.infoagepub.com


Research in Management Education and Development

Series Editors Charles Wankel, St. John’s University and Robert DeFillippi,

Suffolk UniversityWebsite for Research in Management and Education series:www.management-education.net.

New Visions of Graduate Management EducationEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University

This fifth volume in our book series on Research in ManagementEducation and Development (Information Age Publishing) is devotedtoward an empirical and conceptual examination of some long-standing criticisms of graduate management education. This volumealso showcases a wide variety of innovative experiments in newvisions of Master’s level graduate management education. We drawupon a rich array of USA and non-USA scholars and empiricalsources in this volume and we are most grateful to our volume’sdistinguished academic contributors for sustaining our book seriesaspiration to both reflect upon and shape innovative thinking andpractice on important issues of management education anddevelopment.

The over-arching theme in each chapter is the need for eachinnovation to be integrated within the larger body of curriculum,program structures and pedagogic practices of the innovativeBusiness School and its overall management education curriculum.Piecemeal and stand-alone versions of each innovation are seen moreas pilots for early stage demonstration of the value of the innovation.Each chapter argues for a more holistic approach to embedding eachinnovation within the fabric of the entire business school and graduatemanagement education enterprise. This call for holistic, integrativeapproaches to graduate management education is amply demonstratedin many chapters of this volume and we sincerely hope that you willfind some inspiration in the forthcoming pages for furthering yourown educational vision. CONTENTS: Editorial Review Board. List of Contributors.Introduction: A Spectrum of Visions of Graduate ManagementEducation, Robert DeFillippi and Charles Wankel. PART I: ResearchEvidence on Management Education Outcomes. Do MBA ProgramsDeliver? Edward J. Inderrieden, Brooks C. Holtom, and Robert J.Bies. Tracking Careers to Improve Competency-Based ManagementEducation: A Longitudinal Study of Italian MBAs, Arnaldo Camuffo,Fabrizio Gerli, Francesca Chiara. When Graduates Enter theWorkplace: Trade-Offs Between Formal and Dynamic Knowledge,Wim H. Gijselaers, Jos A.R. Arts, Henny P.A. Boshuizen, and M.S.R.Segers. PART II: Designs for Graduate Management Education.Bridging the Gap: A Model for Graduate Management Education,Stephen R. Ball. A Practice-Centered Approach to ManagementEducation, Mark Fenton-O’Creevy, Peter Knight, Judith Margolis.International Masters Program in Practicing Management (IMPM):Pedagogy of Experienced Reflection and Phenomenon of Refractionin Management Learning, Tunç Medeni. Instilling the LeadershipDevelopment Mindset: Moving Beyond Concepts and Skills, Peter G.Dominick, John C. Byrne. PART III: Non-USA Centric Models ofGraduate Management Education. Breaking the MBA Mould:Business Education for Innovators and Entrepreneurs, HowardArmitage, Rod B. McNaughton. Reverse Innovation in MBAEducation: Local Actors as Catalysts for Change in Global MBAProvisions, Anne Herbert, Kari Lilja. PART IV: Partnerships in MBAInnovation. Using a Non-Profit Business Partner to Develop Business

Management Skills for MBA Education, Hugh D. Sherman, DeboraCrown Core, and Gary Coombs. AmCham-Based InternationalInternships: A Cost-Effective Distance Field Learning Model forImproving MBA International Business Education, Charles M.Vance, Youngsun Paik. PART V: Potpourri of InnovativeContributions to Graduate Management Education. Hybrid LearningNets: Applications to Executive Management Education, Owen P.Hall Jr. Taking Business Ethics Seriously: Best Practices in Teachingand Integrating Business Ethics within a Business Program, DenisCollins. Integrating Cultural Diversity in Graduate ManagementEducation, Loykie Lomine.


Also Available:

Educating Managers through Real World ProjectsEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University

Innovative learning projects in management education anddevelopment are discussed in the frame of cutting-edge theory andsalient practice. Learning projects are defined as educationallydirected activities involving out-of-classroom action settingscomplemented by student and/or instructor directed reflection on thelinks between theory and practice. Chapters are grounded in relevanttheory, empirical research and examples of best practice for a widevariety of real world management education projects. Contextsinclude both university and corporate-based management educationand development. Topics span action learning, experiential learning,student consulting projects, service learning, reflective practice,internships as learning vehicles, and web-based learning throughprojects. Extensive opportunities are being recognized for moretightly and productively integrating the normal work of managerswith their education.CONTENTS: Editorial Review Board. List of Contributors. RealWorld Projects and Project-Based Learning Pedagogies, RobertDeFillippi and Charles Wankel. PART I: CONSULTINGPROJECTS. Wharton’s Global Consulting Practicum:Interdependence, Ambiguity and Reflection. Patricia GormanClifford, Jane Hiller Farran and Leonard Lodish. Project BasedInternational Business Consulting, C. Patrick Fleenor, Peter V. Ravenand Jerry Ralston. Real Real World Projects, Mats Lundeberg andPär Mårtensson. Managing Divergent and Convergent Focus ofLearning in Student Field Projects, Susan Adams. PART II:SERVICE LEARNING PROJECTS. Educating Managers throughService Learning Projects, Karen Ayas and Philip Mirvis. Real WorldTransfer of Professional Knowledge: A Modification to InternshipLearning, Jan Brace-Govan and Irene H. Powell. Creating ActionableKnowledge: Experimenting with Service Learning in a CorporatistNonprofit Regime, Judith van der Voort, Lucas C.P.M Meijs and GailWhiteman. PART III: ACTION LEARNING. Action Learning as aVehicle for Management Development and Organizational Learning:Empirical Patterns from Practice and Theoretical Implications, LyleYorks. Action Learning for Management Development: Lessons froma Leadership Development Programme, Richard T. Harrison andClaire M. Leitch. The Manchester Method: A Critical Review of aLearning Experiment, Tudor Rickards, Paula J. Hyde and K. NadiaPapamichail. A Management Education Model for Bridging theAcademic and Real World, Eugene Baten, David Fearon and CherylHarrison. PART IV: A POTPOURRI OF PROJECT-BASEDPRACTICES AND PERSPECTIVES. Work Embedded eLearning,Paul Shrivastava. Problem-Based Learning Approaches toManagement Education, Oon-Seng Tan. Business Plan Competitions:Vehicles for Learning Entrepreneurship, Malu Roldan, AsbjornOsland, Michael Solt, Burton V. Dean and Mark V. Cannice. TheRole of the Student in Project Learning, Timothy C. Johnston.


Assessing Performance in Projects from Different Angles, Marjoleinvan Noort and Georges Romme. Editors’ Brief Biographies.


The Cutting Edge of InternationalManagement EducationEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University

CONTENTS: New Vistas of International Management Education:Introduction, Charles Wankel and Robert DeFillippi. PART I:INSTITUTIONAL PERSPECTIVES. From Going Alone to GoingAlong?: European Business Schools as Loosely Coupled Networks,Peter van Baalen and Lars Moratis. Internationalizing FrenchManagement Education: A Contextual Analysis of Strategies inFrench Business Schools, Junko Takagi and Jean-Luc Cerdin.Approaches for Internationalizing the Business School Curriculum:International Business Curriculum Approaches, Bruce Rollier andChristine Nielsen. The Internationalization of the BusinessCurriculum through Language and Culture: A Theoretical andPractical Approach to Interdisciplinary Cooperation, Laura Ancilli,Michela Betta, Raffaela Dinelli, Laura Hougaz and Bruno Mascitelli.PART II: CYBERSPACE PERSPECTIVES. Global Reality withVirtual Teams: Lessons from the Globally Distant MulticulturalTeams Project, Joyce Osland, Allan Bird, Christian Scholz, MarthaMaznevski, Jeanne McNett, Mark Mendenhall, Volker Stein and DorisBrunner. International Online Workplaces: A Perspective forManagement Education, Kirk St. Amant. At a Distance: LearningAbout Cross-Cultural Virtual Teams in an International ManagementCourse, Mikael Søndergaard, Marta B. Calás and Paul F. Donnelly.PART III: TEACHING PERSPECTIVES. Gaining a GlobalMindset: The Use of Stories in International Management Education,Mila Gascó-Hernández and Teresa Torres-Coronas. CooperativeLearning: Potentials and Challenges for Chinese ManagementEducation, Dean Tjosvold, Zi-you Yu and Sofia Su Fang. Creating aMulti-Site Summer Study Abroad Program, Thomas M. Porcano,William B. Snavely, David M. Shull and Wayne Staton. TeachingInternational Business through International Student ConsultingProjects: The GCP/JSCP at Ohio University, Gary Coombs and EdYost.

2004 Paperback ISBN: 1-59311-204-1 $34.95 Hardcover ISBN: 1-59311-205-X $69.95

Educating Managers With Tomorrow's TechnologiesEdited by Charles Wankel, St. John’s Universityand Robert DeFillippi, Suffolk University


Rethinking Management Education for the 21st CenturyEdited by Charles Wankel, St. John’s University and Robert DeFillippi, Suffolk University


Website for Research in Management and Education series:www.management-education.net.

Research inOrganizational ScienceSeries Editor Daniel J. Svyantek,

Auburn University

A Closer Examination of Applicant Faking BehaviorEdited by Richard L. Griffith and Mitchell H. Peterson, Florida Institute of Technology

The faking of personality tests in a selection context has beenperceived as somewhat of a nuisance variable, and largely ignored, orglossed over by the academic literature. Instead of examining thephenomenon many researchers have ignored its existence, ortrivialized the impact of faking on personality measurement. Thepresent volume is a much needed, timely corrective to this attitude. Ina wide range of chapters representing different philosophical andempirical approaches, the assembled authors demonstrate the courageto tackle this important and difficult topic head-on, as it deserves tobe. The writers of these chapters identify two critical concerns withfaking. First, if people fake their responses to personality tests, theresulting scores and the inferences drawn from them might becomeinvalid. For example, people who fake their responses by describingthemselves as diligent and prompt might earn betterconscientiousness scores, and therefore be hired for jobs requiringthis trait that in fact they might not perform satisfactorily. Second, thedishonesty of the faker might itself be a problem, separate from itseffect on a particular score. Someone who lies on a pre-employmenttest might also lie about the hours he or she works, or how much cashis in the till at the end of the shift. Worse, these two problems mightexacerbate each other: a dishonest applicant might get higher scoreson the traits the employer desires through his or her lying, whereasthe compulsively honest applicant might get low scores as an ironicpenalty for being honest. Outcomes like these harm employers andapplicants alike.

The more one delves into the complexities of faking, as the authors ofthe chapters in this volume do so thoroughly and so well, the moreone will recognize that this seemingly specialized topic ties directly tomore general issues in psychology. One of these is test validity. Thebottom-line question about any test score, faked or not, is whether itwill predict the behaviors and outcomes that it is designed to predict.As Johnson and Hogan point out in their chapter, the behavior ofsomeone faking a test is a subset of the behavior of the person in hisor her entire life, and the critical research question concerns thedegree to which and manner in which behavior in one domaingeneralizes to behavior in other domains. This observation illuminatesthe fact that the topic of faking is also a key part of understanding therelationship between personality and behavior. The central goal oftheoretical psychology is to understand why people do the things theydo. The central goal of applied psychology is to predict what someonewill do in the future. Both of these goals come together in the study ofapplicant faking.

CONTENTS: Forward, David C. Funder. The Nature of Deceptionand Applicant Faking Behavior, Richard L. Griffith and MichaelMcDaniel. A History of Faking and Socially Desirable Respondingon Personality Test, Michael Zickar and Robert E. Gibby. SevenNested Questions about Faking on Personality Tests: An Overviewand Interactionist Model of Item-Level Response Distortion, Robert PTett, Michael G. Anderson, Chia-Lin Ho, Tae Seok Yang, Lei Huang,and Apivat Hanvongse. Assessing Response Distortion in PersonalityTests: A Review of Research Designs and Analytic Strategies, JessicaMesmer-Magnus and Chockalingam Viswesvaran. Sensitive or


Senseless: On the Use of Social Desirability Measures in Selectionand Assessment, Gary N. Burns and Neil D. Christiansen. ApplicantFaking Behavior: Teasing Apart the Influence of SituationalVariance, Cognitive Biases, and Individual Differences, Richard L.Griffith, Tina Malm, Andrew English, Yukiko Yoshita, AbhishekGujar. Understanding Responses to Personality Selection Measures:A Conditional Model of the Applicant Reasoning Process, Andrea F.Snell and Chris D. Fluckinger. A Socioanalytic View of Faking, JohnA. Johnson and Robert Hogan. Faking and Job Performance: AMulti-Faceted Issue, Mitchell H. Peterson and Richard L. Griffith.Forcing Choices in Personality Measurement: Benefits andLimitations, Patrick D. Converse, Frederick L. Oswald, Anna Imus,Cynthia Hedricks, Radha Roy, Hilary Butera, and Tanya Kiefer. TheUse of Warnings to Discourage Faking on Noncognitive Inventories,Victoria L. Pace and Walter C. Borman. Faking on Non-CognitiveMeasures: The Interaction of Cognitive Ability and TestCharacteristics, Nicholas L. Vasilopoulos and Jeffrey M. Cucina.Let’s Go Faking: Culture and Response Distortion in InternationalEmployment Testing, Richard Frei, Yukiko Yoshita, and JoshuaIsaacson. What do We Know and Where Do We Go? PracticalDirections for Faking Research, Ann Marie Ryan and Anthony S.Boyce. Author Biography Notes.

2006 Paperback ISBN: 1-59311-513-X $34.95 Hardcover ISBN: 1-59311-514-8 $69.95

Research in Public ManagementSeries Editors Lawrence R. Jones

and Nancy C. RobertsNaval Postgraduate School

The Legacy of June PallotPublic Sector Financial Management ReformEdited by Susan Newberry, University of Sydney

This book brings together a selection of June Pallot’s most significantwork. Written from a country (New Zealand) that led the world inmany aspects of its financial management reforms, this work providesthoughtful comment on matters that remain of crucial importancetoday, especially the constitutional need to carefully monitor andrespond to the reform initiatives and motives of executivegovernment. Revisiting accounting issues and developments in thepublic sector, and reminding readers that the fundamental purpose ofgovernment accounting is different from that for the business sector,this book provides a timely reminder of the need for caution whenconsidering the application in the public sector of accountingtechniques devised for business purposes. June Pallot’s legacychallenges accountants in the public sector to find better ways ofaddressing “collective decision-making under new governanceapproaches”, proposes ways forward and offers suggestions for futureresearch. This book, prepared by her colleague Susan Newberry, is atribute to June’s work.

CONTENTS: Preface: A Tribute to June Pallot, Lawrence R. Jones.Acknowledgments, Susan Newberry. June Pallot: Researcher andCommentator on Public Sector Financial Management Reforms,Susan Newberry. Financial Management Reform, June Pallot.Accounting, Auditing and Accountability, June Pallot. TheLegitimate Concern With Fairness: A Comment, June Pallot.Elements of a Theoretical Framework for Public Sector Accounting,June Pallot. The Nature of Public Assets, June Pallot. InfrastructureAccounting for Local Authorities: Technical Management andPolitical Context, June Pallot. Trends, Patterns and Influencing

Factors: Some Reflections, Richard Laughlin and June Pallot. TheRole of Accounting in the Privatization of State Trading Enterprisesin New Zealand, June Pallot. New Public Management Reform inNew Zealand: The Collective Strategy Phase, June Pallot.Transparency in Local Government: Antipodean Inititatives, JunePallot. A Wider Accountability? The Audit Office and NewZealand’s Bureaucratic Revolution, June Pallot. Freedom orCoercion? NPM Incentives in New Zealand Central GovernmentDepartments, Susan Newberry and June Pallot. Government orGovernance? Japan’s New Balance Sheet in International Perspective,June Pallot and Kiyoshi Yamamoto.

2006 Paperback ISBN 978-1-59311-535-7 $39.95 Hardcover ISBN 978-1-59311-536-4 $73.95

How People Harness Their Collective Wisdom to Create the Future by Alexander N. Christakis, with Kenneth C. Bausch

We have all experienced the benefits of dialogue when we openly andthoughtfully confront issues. We have also experienced the frustrationof interminable discussion that does not lead to progress.

Co-Laboratories of Democracy enable large, diverse groups todialogue and generate positive results.

Many group processes engender enthusiasm and good feeling aspeople share their concerns and hopes with each other. Co-Laboratories go beyond this initial euphoria to:

Discover root causes;Adopt consensual action plans;Develop teams dedicated to implementing

those plans; and Generate lasting bonds of respect, trust, andcooperation.

Co-Laboratories achieve these results by respecting the autonomy ofall participants, and utilizing an array of consensus tools – includingdiscipline, technology and graphics – that allow the stakeholders tocontrol the discussion. These are explained in depth in a bookauthored by Alexander N. Christakis with Kenneth C. Bausch: Co-Laboratories of Democracy: How People Harness Their CollectiveWisdom to Create the Future (Information Age, 2006).

Co-Laboratories are a refinement of Interactive Management, adecision and design methodology developed over the past 30 years todeal with very complex situations involving diverse stakeholders. Ithas been successfully employed all over the world in situations ofuncertainty and conflict. On Cyprus, for example, it has been used tobridge the divide between the Turkish and Greek factions on theisland. It is currently being employed on that island to helpPalestinian authorities organize their government.

Co-Laboratories in one day can draw together a diverse group ofpeople on an issue, elicit authentic feelings and respectful listening,generate agreed upon language, and identify leverage points foreffective action. Participants will be able to generate a consensualaction plan. Co-Laboratories generate real respect, understanding,and cooperation among participants—and do it rapidly.



Also Available:

International Public Financial Management Reform: Progress, Contradictions And ChallengesEdited by James Guthrie, The University of Sydney, Christopher Humphrey, The University of Manchester, L. R. Jones, Naval Postgraduate School,and Olov Olson, Göteborg UniversityThis book is intended to give readers detailed information andperspectives on the reform of financial management reform practicesin a variety of national settings around the world. The chaptersexplore the reform agenda in each nation and factors that stimulatedchange. Each chapter addresses the extent of the influence of “NewPublic Management” concepts and practices on reformimplementation. The nations whose experience is represented in thisbook are among the most often cited examples of progressive changeto be examined and perhaps emulated by governments in othernations. In the introductory chapter the editors address the questionwhether and to what extent the financial management reformsdetailed in the book reveal real progress or a progression of questionsand dilemmas faced but not solved over the past several decades.

CONTENTS: International Developments in Public Sector FinancialManagement: A Question of Progress Or A Progression OfQuestions? Contradictions and Challenges, Christopher Humphrey,James Guthrie, L. R. Jones, Olov Olson. Recent Public SectorFinancial Management Change in Australia: Implementing theMarket Model, Linda M English, James Guthrie, Lee D Parker. NewPublic Management Reforms in Canada: Success and Failure? DavidJ Cooper, Ken Ogata. Eastern European Nations and New PublicFinancial Management, Emidia Vagnoni. Npm and The Irish PublicSector: From Reluctant Reformer to Statutory Codification, GeraldineRobbins, Irvine Lapsley. Public Sector Financial ManagementReform in Italy, Riccardo Mussari. New Zealand Public SectorManagement and Accounting Reforms: The Hidden Agenda, SusanNewberry, June Pallot. Public Sector Financial Management Reformin Spain, Vicente Pina, and Lourdes Torres. Public SectorAccounting Reforms in A Welfare State in Transition: The Case OfSweden, Olov Olson, Kerstin Sahlin-Andersson. A Reflection onAccounting Reforms in Dutch Government, Henk J. ter Bogt, G. Janvan Helden. Financial Management in the Uk Public Sector:Historical Development, Current Issues and Controversies, Danny S.L. Chow, Christopher G. Humphrey, Peter B. Miller. ContemporaryPublic Financial Management And Budget Reform in the U.S.Federal Government, L. R. Jones, Jerry L. McCaffery.


Managing the Electronic Government From Vision to PracticeBy Kuno Schedler, Lukas Summermatter and Bern-hard Schmidt, University of St. Gallen

This book provides an insight into the possibilities that so-called“Electronic Government” has to offer. It demonstrates the elementsbelonging to the concept of E-Government and acts as a point ofreference for those aiming to implement it. Checklists and lists ofquestions enable self-assessment at local, state and federal levels,highlighting opportunities for further development. The book cannotbe described as technical—programmers will not find anyinstructions. Instead, it is designed to act as a point of orientation fordecision makers in the field of government and politics, without theneed to get bogged down in technical details. Central to the book are

the following questions: what is Electronic Government, whatadvantages does it bring to those involved with it, and how can it beintroduced?

CONTENTS: Index of Abbreviations. Index of Figures. Index ofTables. Index of Examples. Electronic Government: The Vision of aTransparent, Efficient and Customer-Oriented Government. FourElements Constituting a Basic Model. Extending the Basic Model toAreas of Management. Extending the Model to Some BasicCondition. Electronic Government in Relation to its Context.Glossary. References. Index.


Budgeting and Financial Management for National DefenseBy Jerry L. McCaffery and Lawrence R. Jones, Naval Postgraduate School

CONTENTS: Acknowledgements. Chapter I: National DefensePolicy and Resource Decision Making: Unique Challenges. ChapterII: The Federal Government Budget Process. Chapter III: Budgetingfor National Defense: Complicated but Workable. Chapter IV: ThePlanning, Programming, Budgeting, Execution System. Chapter V:Congress and the Defense Budget: From the Cold War to the War onTerrorism. Chapter VI: Supplemental Appropriations for NationalDefense. Chapter VII: Defense Budget Execution. Chapter VIII:Budget Process Participants: The Pentagon. Chapter IX: BudgetProcess Participants: The Claimants. Chapter X: FinancialManagement and Defense Budgeting. Chapter XI: Budgeting andManagement of Defense Weapons Acquisition. Chapter XII:National Defense and Federal Government Budgeting andManagement Reform: History, Transformation and the Future.Appendix A: Definition of Acronyms. Bibliography. Index.


Budgeting and Financial Management in the Federal GovernmentBy Jerry L. McCaffery and Lawrence R. Jones,Naval Postgraduate School




Research in Social Issues in Management

Series Editors Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner,

Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University

of British Columbia

Managing Social and Ethical Issuesin OrganizationsEdited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia This volume provides up-to-date reviews of the research on a numberof social and ethical issues of increasing concern confrontingmanagers and organizations today. The authors, who are recognizedinternational experts on the topics they treat, provide new theories andinnovative perspectives on these issues. Further, they use a researchbase to identify ways for managers and human resourcesprofessionals to address these issues in their organizations. Given itsbreadth of coverage, practitioners faced with these issues, as well asresearchers and graduate students in management and organizationalpsychology, should find this volume of interest.

Topics addressed in this volume include: work-family balance, theaging workforce, envy, work engagement, ethical work climate,discrimination, deviance at work, whistle-blowing, and privacy.

In Press 2007 Paperback ISBN: 978-1-59311-555-5 $39.95 Hardcover ISBN: 978-1-59311-556-2 $73.25

Also Available:What Motivates FairnessIn Organizations?Edited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia and Kees van den Bos, Utrecht University, the Netherlands

CONTENTS: Preface, Kees van den Bos, Stephen W. Gilliland, DirkD. Steiner and Daniel P. Skarlicki. PART I: DEVELOPINGTHEORIES OF FAIRNESS MOTIVATION. Wanting isBelieving: Understanding Psychological Processes in OrganizationalJustice by Examining Perceptions of Fairness, Steven L. Blader andD. Ramona Bobocel. The Battle Between Self-Interest and Fairness:Evidence from Ultimatum, Dictator, and Delta Games, Eric van Dijkand Ann Tenbrunsel. Images of Justice: Development of JusticeIntegration Theory, Stephen W. Gilliland and Layne Paddock.Interpersonal and Informational Justice: Identifying the DifferentialAntecedents of Interactional Justice Behaviors, Suzanne S.Masterson, Zinta S. Byrne and Hua Mao. PART II: APPLYINGTHEORIES TO MANAGERIAL DECISIONS. An AccessibleIdentity Approach to Understanding Fairness in OrganizationalSettings, Linda J. Skitka and Jesus Bravo. Self-Regulatory IdentityTheory and Reactions Toward Fairness Enhancing OrganizationalPolicies, Karl Aquino, Americus Reed II, Marcus M. Stewart andDebra L. Shapiro. Why Managers Don’t Always do the Right Thing

When Delivering Bad News: The Roles of Empathy, Self-esteem, andMoral Development in Interactional Fairness, David L. Patient andDaniel P. Skarlicki. Corporate Champions: Coming to the Defense ofOrganizations, Carol T. Kulik. PART III: COMMENTARY. SomeObservations and Critical Thoughts About the Present State of JusticeTheory and Research, Gerold Mikula. Information on ContributingAuthors.


Emerging Perspectives on Valuesin OrganizationsEdited by Stephen W. Gilliland, The Universityof Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia

CONTENTS: Preface, Daniel P. Skarlicki, Stephen Gilliland andDirk Steiner. PART I: VALUE-BASED THEORIES INORGANIZATIONS. When and Why are Values Important inOrganizations?, Naomi I. Maierhofer, Alannah E. Rafferty and BorisKabanoff. Values and Deservingness in the Context of Organizations,Norman Feather. Social Identity and Fairness Judgements, Tom Tylerand Steven Blader. Toward a Normative Model of Justice. KwokLeung and Kwok-Kit Tong. PART II: IMPACT ANDAPPLICATIONS OF VALUES IN ORGANIZATIONS. TheImportance of Money as an Individual Difference Attribute, AmyMickel, Terence R. Mitchell, Stephen Dakin and Sam Gray. Is Values-Based Leadership Ethical Leadership?, Linda K. Trevino and MichaelE. Brown. Passion at Work: Toward a New Conceptualization, RobertVallerand and Nathalie Houlfort. Emotional Displays and SocialIdentity: Emotional Investment in Organizations, Robert G. Jones,Chantal Levesque and Aline Masuda.


Emerging Perspectives on Managing Organizational JusticeEdited by Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia


Theoretical and Cultural Perspectives on Organizational JusticeEdited by Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner, Université de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia



Research on International Civic

EngagementSeries Editors Erik Bergrud,

Park University and Kaifeng Yang, Florida State University

The Pew Charitable Trusts defines civic engagement as “Individualand collective actions designed to identify and address issues ofpublic concern. Civic engagement can take many forms, fromindividual volunteerism to organizational involvement to electoralparticipation. It can include efforts to directly address an issue, workwith others in a community to solve a problem or interact with theinstitutions of representative democracy. Civic engagementencompasses a range of activities such as working in a soup kitchen,serving on a neighborhood association, writing a letter to an electedofficial or voting.”

While publications on civic engagement have increased in recentyears, there are some limitations or unfilled needs: (1) There is a lackof international perspectives; (2) There is a lack of managementfocus; (3) There are increasing demands on publications regardingonline civic engagement; (4) They tend to be fragmented in individualdisciplines such as Nonprofit management, political science, publicadministration, and sociology. We need a cross-disciplinary approach.

Significant features: (1) Each book will have an international focuswith contributions from around the world. It stimulates the sharing ofexperiences across countries. (2) Each book will focus on one cutting-edge topic that has not been carefully addressed in the literature. (3)Emphasizing the integration of research and practice, each book willprovide both advanced research studies and innovative best practices.(4) Addressing both offline and online civic engagement. (5) Amanagement focus so that books will provide practitioners insights onhow to improve their managerial practices that relate to civicengagement. In Press 2007 Paperback ISBN: 978-1-59311-557-9 $39.95

Hardcover ISBN: 978-1-59311-558-6 $73.25

Research on Hispanic and Latino Business

Series Editors Michael William Mulnix and Esther Elena López-Mulnix University of the Incarnate Word

Mission Statement: The mission of the series is to provide anintegrated view of current knowledge within the various areas ofHispanic and Latino Studies as it relates to postsecondary and adulteducation. This series will present a scholarly but accessible review ofeducational research and theory related to a variety of topics pertinentto Hispanic and Latino Studies. Topics to be covered in this volumewill include, but not be limited to, culture, literature, leadership,curriculum, career preparation, diversity in hiring, access toeducation, access to the professoriate, access to other professions andother aspects of Hispanic and Latino studies which are relevant tocurrent research and theory

Decentralization for Satisfying Basic Needs: An Economic Guidefor PolicymakersBy J. Michael McGuire,University of the Incarnate Word

“Decentralization as a Means of Satisfying Basic Needs: AnEconomic Guide for Policymakers” by J. Michael McGuire Thechallenge addressed in this book is designing the degree ofdecentralization that is most effective in satisfying the basic needs ofthe poor. Case studies of decentralization at work in the real world arepresented and analyzed. The aim of this book is to help the readerwho wishes to use decentralization to help implement a basic needsapproach to development. The aim of this book is to help readers usethe decentralization of government functions to implement a basicneeds approach to development. The aim is not to “give the answer,”but rather to provide insight into decentralization as a process and tohelp practitioners develop skills in designing their owndecentralization programs.

CONTENTS: List of Tables, Figures, and Boxes. Preface. List ofAbbreviations. PART I: INCLUSIVE DEVELOPMENT. Povertyand Inequality in Latin America. Inclusive Development throughSatisfying Basic Needs. PART II: MODEL OFDECENTRALIZATION. Effective Service Delivery.Decentralization for Satisfying Basic Needs. PART III: CASESTUDIES. Transfer-Led Decentralization in Mexico.OPORTUNIDADES for Education, Health and Nutrition.Community Government in Tlaxcala. Decentralizing Foreign Aid ofthe United States. Works Cited. Index. About the Author.




MonographsAn Administrator’s GuideTo Online Educationby Kaye Shelton, Dallas Baptist University and George Saltsman, Abilene Christian University

An Administrator’s Guide to Online Education is an essentialresource for the higher education administrator. Unlike most booksregarding online education, this book is not about teaching; it is abouteffectively administrating an online education program. Grounded inexisting distance education theory, and drawing from best practices,current research, and an extensive review of current literature, AnAdministrator’s Guide to Online Education systematically identifiesand discusses seven key issues that affect the practice of onlineeducation today: leadership and strategic planning, policy andoperation, faculty, online student services, online student success,technology and the courseware management system, and finallymarketing. Throughout the text, the authors provide case studies,examples, policies, and resources from actual institutions, whichfurther enhance the value of this text. An Administrator’s Guide toOnline Education, encompasses the issues and provides informationon how to accomplish one specific task: successful online educationadministration.

CONTENTS: Preface. Chapter I – Introduction to OnlineEducation. Chapter II – Leadership And Strategic Planning.Chapter III – Policy and Operational issues. Chapter IV – FacultyIssues. Chapter V – Online Student Services. Chapter VI – OnlineStudent Success. Chapter VII – Technology and the CoursewareManagement System. Chapter VIII – Marketing the OnlineProgram. Chapter IX – Conclusion. References.


Attribution Theory in theOrganizational Sciences: Theoretical and Empirical ContributionsEdited by Mark J. Martinko, Florida State University

This book is the product of the 2nd Florida State InternationalSymposium on Attribution Theory held in February 2004. The firstsymposium was held 10 years earlier in 1994 and receivedconsiderable attention from the academic community. The book fromthat conference, Attribution Theory: An Organizational Perspective,was cited by Shafritz and Ott’s Classics of Organization Theory(2000) as one of the two most significant contributions toorganization theory in 1995. We are obviously hopeful that this bookwill have a similar impact. The purpose of the second symposium aswell as that of this book is to provide an in-depth forum for thediscussion, integration, dissemination and development of bothresearch and theory describing the nature, role, and contribution ofattribution theories to understanding the dynamics of organizationalbehaviors.

CONTENTS: Foreword. Attribution Theory and OrganizationalPsychology An Introduction and Overview, Bernard Weiner. SocialMotivation and Moral Emotions: An Attribution Perspective, BernardWeiner. Attributions and the Action Cycle of Work, Terence R.Mitchell, Thomas W. Lee, Dong-Yeol Lee and Wendy Harman.Positive and Negative Affect and Explanatory Style as Predicators ofWork Attitudes, William L. Gardner, Elizabeth J. Rozell and Fred O.Walumbwa. Attribution and Burnout: Explicating the Influence of

Individual Factors in the Consequences of Work Exhaustion.Jonathon R. B. Halbesleben and M. Ronald Buckley. Core Self-Evaluations, Aspirations, Success, and Persistence: An AttributionalModel, Timothy A. Judge and John D. Kammeyer-Mueller. AnExploratory Study of Workplace Aggression, Mark J. Martinko andSherry E. Moss. A Preliminary Examination of the Role ofAttributions and Emotions in the Transactional Stress Model, Kelly L.Zellars, Pamela L. Perrewé, Gerald R. Ferris and Wayne A.Hochwarter. Social Attributional Style: A Conceptual and EmpiracleExtension of Attributional Style, Neal F. Thomson and Mark J.Martinko. Follower Attributions of Leader Manipulative and SincereIntentionality: A Laboratory Test of Determinants and AffectiveCovariates, Marie T. Dasborough and Neal M. Ashkanasy. ConflictManagement: An Attributional Perspective, Charles Joseph and ScottDouglas. An Attributional-Empathy Approach to Conflict andNegotiation in Multicultural Settings, Hector Betancourt.Antecedents to Dissatisfaction with an International Joint VenturePartner: The Role of Equity Theory and Attribution Theory, DanielLaufer and Byung Hee Lee. A Theorectical Frame for Post-CrisisCommunication: Situational Crisis Communication Theory, W.Timothy Coombs. Parting Thoughts: Current Issues and FutureDirections, Mark J. Martinko. Index.


Business Strategy Formulation: Theory, Process and the Intellectual RevolutionEdited by Anthony W. Ulwick

Reviews: “Ulwick introduces a strategy formulation theory andprocess that allows firms to create strategies that consistently producebreakthrough results.” ~ Creative Magazine.

“Presents a wealth of top-notch thinking. Highly recommended.” ~Stern's Management Review/Stern's Sourcefinder.

Description: As the dominant paradigm of economic activity isshifting to a focus on creating customer value, it is becomingincreasingly clear that companies must be able to formulate businessstrategies, product and service strategies and internal operatingstrategies that accelerate the creation and delivery of customer value.The ability to create value has become the primary source ofsustainable competitive strength. With this book, Ulwick introduces astrategy formulation theory and process that allows firms to createstrategies that consistently produce breakthrough results. Theapplication of advanced modeling and pattern detection techniquescommonly reserved for physics and the behavioral sciences is used inboth the design of the theory and in the process it initiates; itsapplication can result in strategies and solutions that delivery up toten times more value than those created with traditional methods. It isa process that can be broadly applied across an organization and awide range of subjects or missions.

Ulwick describes Outcome-Based Logic, which can transformorganizational dynamics and the way an organization approaches theprocess of strategy formulation, and proposes a Universal StrategyFormulation Model which defines the four essential elements ofstrategy creation: desired outcomes, constraints, the desiredcompetitive position, and solutions. Using this model, it becomespossible for an organization to first choose its desired competitiveposition and then work to uncover the strategy or solution that willenable it to occupy that position. The book also introduces a processcalled the Customer-Driven Mission Achievement Process (CD-MAP), now successfully used by many large companies to formulateand assess strategies at every organizational level of theirorganizations. This book, steeped in modern business theory and


backed by years of practical experience, will help practitioners in anycompany improve their operations and their competitive position.

CONTENTS: Introduction. Preface. The Intellectual Revolution.Transforming the Thinking Process. Structuring the Process ofStrategy Formulation. Desired Outcomes: Redefining the Concept of“Requirements”. Defining the Desired Competitive Position.Integrating Structure and Information into a Process for StrategyFormulation. Engaging in the Intellectual Revolution. Case Studiesand Evaluations. Executing Concepts of Strategy. Appendix A:Capturing and Prioritizing Desired Outcomes. Appendix B:Prioritizing Predictive Metrics. Appendix C: Using PredictiveMetrics. Glossary of Terms. Selected Bibliography.

Paperback ISBN: 1-59311-276-9 $34.95

E-Business Essentials: Special Issue of the Quarterly Journal of Electronic CommerceEdited by Nick Bontis, McMaster University

This special issue of QJEC marks the final installment of the journal.The QJEC has had a long-standing history of international scholarshipfocused on the emerging field of electronic commerce with a broad,interdisciplinary approach. It has established the field’s intellectualfoundation with state-of-the-art research from business, computerscience, engineering, law, psychology, and sociology. This particularissue focuses on an eclectic group of papers that are international inscope with authors from Canada, Australia, France, Germany, SouthAfrica and Italy. The papers range in topics from valuing dot comcompanies, to mobile health and portals, to supply chainmanagement.

CONTENTS: Dot-Bomb Post-Mortem: Web-Based Metrics andInternet Stock Prices, Nick Bontis and Jason Mill. The Determinantsof Risk Premium in Electronic Commerce Equity, K. B. Oh and S.Bose. M-Health: Exploring the Impact of Wireless Technology onHealth Care Providers, Constantinos Coursaris. A Model of UserAdoption of Mobile Portals, Alexander Serenko and Nick Bontis. AreAutomotive Suppliers Ready for e-business? Some Findings of anInternational Survey, Christian Navarre, Jens K. Martin, LihsinHwang, Richard Calvi, Marie-Laure Gavard-Perret and KarineGoneau. Quantifying Bullwhip Effect in the Supply Chain, BhaswarChoudhury and D. K. Bandyopadhyay. A Comparative Study ofSupply Chain Performance Management in Manufacturing andService, Pius Nwachukwu Oba and Mpho Nkhumeleni. Toward aConceptual Model for Managing Customer Knowledge in aDestination Marketing System, Hind Benbya, Giuseppina Passianteand Nassim Belbaly.


Fundamentals of Economicsfor Environmental ManagersEdited by William F. Barron, Robert D. Perlack and John J. Boland

Description: The major elements of environmental economics areclearly described and illustrated for the noneconomist in this timelywork. Business practitioners, environmental scientists, planners andengineers, and students will gain a broad understanding of what

economics may contribute to environmental assessment anddecisionmaking. The presentation is largely nonmathematical.

Emphasizing critical assumptions and intuitive logic, this overview ofthe theoretical foundations allows readers from a variety ofbackgrounds to develop and apply tools needed to function effectivelyin the increasingly important field of environmental management. Inaddition, this book is appropriate for one- and two-semester coursesand professional development programs.

CONTENTS: Preface. An Economics Perspective on EnvironmentalManagement. Basic Concepts in Supply and Demand. AssessingEconomic Efficiency: Comparing Values at the Margin. Externalitiesand Property Rights. Overuse of Common Property Resources.Benefit-Cost Analysis for Environmental Management. MonetaryValuation Techniques: Potentials and Limitations. Time-DependentValuation. Dealing with Risk and Uncertainty. Policy Instruments forEnvironmental Management. Applications of EnvironmentalEconomics: Illustrative Examples. Bibliography. Index. Paperback ISBN: 1-59311-272-6 $34.95

Global Organization Development:Managing Unprecedented Changeby Therese F. Yaeger, Motorola, Inc./BenedictineUniversity Thomas C. Head, Roosevelt University and Peter F. Sorensen, Jr. Benedictine University

A volume in Contemporary Trends in OrganizationDevelopment and Change

Series Editors Therese F. Yaeger, Motorola, Inc./BenedictineUniversity and Peter F. Sorensen, Jr. Benedictine University

The purpose of this book is to address one of the most rapidlygrowing and important areas in the field of organization development.Despite its importance, relatively little is known about internationaland global organization development.

This book is designed to summarize and apply the existing knowledgein international and global organization development in such afashion as to provide insight, knowledge, and application in a waythat is most helpful to the organization development professional whois interested in, or working in, the field.

The book incorporates models of cultural differences, which areidentified and expanded in terms of the implications for the practiceof organization development. (1) It explores cultural values in termsof differences in resistance to change, the nature of leadership roles,organizational structure and the application of such organizationdevelopment techniques as team building, survey feedback, jobredesign, and large group methods. (2) It explore successes in bothdeveloped and developing countries. (3) It provides a list ofcompetencies both for basic knowledge and skills and their extensionto international work. It explores the match between organizationdevelopment interventions and national cultural values. (4) It exploresthe role of economic development and legal and political structuresfor global organization development practitioners. It deals with theissue of culture specific versus universal organization developmenttechniques. (5) It incorporates stories from pioneers in the field aswell as more recent members of the organization developmentcommunity. (6) It uses illustrations from award-winning internationalprojects. (7) It draws on a substantial amount of work undertaken bythe authors including over one hundred interviews with leadingorganization development professionals, surveys of organizationdevelopment professionals, articles and books on international/global


organization development and the authors’ own international researchincluding an award-winning international case.

CONTENTS: Organization Development In a Changing World.Fundamental Issues in Global Organization Development. ContextFor Practice of Global Organization Development. National CultureValues, Economic Development and Legal Considerations. The Roleof Economics in Global Organization Development. Legal Issues forGlobal Consultants. International and Global OrganizationDevelopment in Review

2006 Paperback ISBN: 978-1-59311-559-3 $34.95Hardcover ISBN: 978-1-59311-560-9 $69.95

Human Resource DevelopmentToday and Tomorrowby Ronald R. Sims, College of William and Mary

This book is written with the belief that HRD professionals willcontinue to learn, change and find ways to reinvent themselves andthe profession individually and collectively as we move further intothe 21st century. A major point of this book is that HRD will continueto become more and more important to organizational success. And,that in as calls for accountability and bottom line impact continue torise, HRD professionals will be proactive in demonstrating their valueto the organization.

The primary audience for this book ispracticing HRM and HRD professionals, and other organizationalleaders. The book provides tested and proven ideas important todemonstrating the value of HRD. From a practical viewpoint, it isbased on actual experience, a strong research base, and acceptedpractices presented in an easy to read form.

A second target audience is students of HRDand HRM who are preparing for careers in this important field. Thisbook will help them develop a solid foundation to the study of HRDpractices that are key to HRD success regardless of the type oforganization.

A third target audience is managers or leadersat all levels of an organization who are increasingly expected to takeon HRD responsibilities while also partnering with HRDprofessionals. It offers these individuals a firsthand look at what theyshould expect of their HRD functions or areas and how they canencourage HRD professionals in their organizations to beaccountable’ strategic partners in helping the organization achieve itssuccess by getting the most out of its human capital.

CONTENTS: Preface. Introduction to HRD. Maximizing LearningOutcomes in Human Resource Development: The Role of Learningand Learning Styles. Assessing HRD Needs. Designing EffectiveHRD Initiatives. Training Methods: Implementing HRD Initiatives.Evaluating HRD Initiatives. Employee Socialization and Orientation.HRD and Career Management and Development. ManagementDevelopment. HRD, Organizational Change and Development. HRD:Bridging Today and Tomorrow. References.


Instructor Competencies:Standards for Face-to-Face, Online, and Blended Settings

(Revised 3rd Edition)

(Published in cooperation with the Association for Educa-tional Communications and Technology and the Interna-tional Board of Standards for Training, Performance and Instruction)

By James D. Klein, Arizona State University, J. Michael Spector, Florida State University, Barbara Grabowski, Pennsylvania State University, and Ileana de la Teja, LICEF Research Center, Tele-universite

This edition is not just a rehash of old, albeit classic and stillimportant, stuff. Instead, it provides a fresh perspective on a topic ofperennial interest for those working in the field that has beenvariously called training and development, human resourcedevelopment, performance technology, and workplace learning andperformance. The fresh perspective takes into consideration twoadditional instructor settings to the traditional face-to-faceenvironments that most instructors and trainers know -- that is, onlineand blended settings. These settings are, of course, becoming morecritical as instruction moves beyond classroom settings to includevirtual and combinations of classroom and other media deliverymethods.

The ibstpi instructor competencies match upwell to Mapping the Future (Bernthal, Colteryahn, Davis, Naughton,Rothwell, & Wellins 2004), the current ASTD competency study ofthe field now known as Workplace Learning and Performance (WLP)and previously known as Training and Development (T&D). WLP ismore than a new name for an old subject and represents afundamental paradigm shift in what it means to be a professional inthe field formerly known as training. WLP is all about gettingimproved performance -- and therefore improved results -- inorganizational settings through planned and unplanned learninginterventions. Instruction is thus a means to an end and not an end initself. The ibstpi instructor competencies dovetail well with thatphilosophy.

CONTENTS: Dedication. The ibstpi Board. Acknowledgements.Author Biographical Sketches. Foreword. Preface. Chapter 1: AnIntroduction to Instructor Competencies Overview. The Evolution ofInstructor Competence. Traditional Conceptualizations of Instruction.New Learning Paradigms. New Educational Technologies. NewRoles and Settings for Instructors. Face-to Face Settings. OnlineSettings. Blended Settings. Conclusion. Chapter 2: The ibstpiCompetency Development Model. Overview. What is aCompetency?. The Competency Development Model. Applying theModel to Instructor Competencies. Conclusion. Chapter 3: Theibstpi Instructor Competencies. Chapter 4: Instructor Competencies:Discussion and Rationale. Overview. Professional Foundations.Planning and Preparation, Instructional Methods and Strategies,Assessment and Evaluation, Management. Conclusion. Chapter 5:The Uses of the ibstpi Instructor Competencies. Overview. IndividualUses. Organizational Uses. Instructor Competencies and Certification.Conclusion. Chapter 6: Competency Validation Study. Overview.Foundation of the ibstpi Instructor Competencies. WorldwideValidation Study. Conclusion. Epilogue. References. Appendices. A.The 1993 ibstpi Instructor Competencies and PerformanceStatements. B. The ibstpi Code of Ethics for Instructors. C.Additional Resources for Instructors. D. Glossary of Terms. Index.

2004 Paperback ISBN: 1-59311-236-X $34.95 Hardcover ISBN: 1-59311-237-8 $69.95


Leading with Character:Stories of Valor and Virtue and the PrinciplesThey Teachby John J. Sosik, Pennsylvania State University

Executive Summary What kind of character strengths must leaders develop inthemselves and others to create and sustain extraordinaryorganizational growth and performance? The author, John J. Sosik,answers this question by reviewing what is known about theconnection between authentic transformational leadership andpositive psychology. He summarizes a wealth of leadershipknowledge in a unique collection of captivating stories about 25famous leaders from business, history and pop culture: CondoleezzaRice, John F. Kennedy, Maya Angelou, Bill Gates, Brian Wilson,Rosa Parks, Martin Luther King, Jr., Joe Namath, Pat Tillman,Mother Teresa, Lady Diana, Pope John Paul II, Shirley Chisholm,Governor James Hunt, Andy Griffith, Margaret Thatcher, OprahWinfrey, Nelson Mandela, Warren Buffet, Andy Grove, EleanorRoosevelt, Herb Kelleher, Anita Roddick, Johnny Cash, and FredRogers.

What do these leaders have in common? Each possesses virtues ofwisdom, courage, humanity, justice, temperance, and transcendenceand their associated character strengths that form the foundation oftheir outstanding leadership. Besides generating astonishing resultsfor their organizations, these leaders reaped numerous physical,mental, social and spiritual benefits from their strong character. Theirstories teach readers leadership principles that they too can apply toachieve sustainable growth and excellence. The author includesdozens of interesting examples, vivid anecdotes, and clear guidelinesto offer readers an in-depth look at how character and virtue forms themoral fiber of authentic transformational leadership. Individualscurrently in leadership positions as well as aspiring leaders will findthe book’s conversational style, fascinating stories, and practicalguidelines both useful and inspiring.

CONTENTS: Foreword. Preface. Making the Case for AuthenticTransformational Leadership. Authentic TransformationalLeadership. Virtues and Character Strengths. Wisdom andKnowledge: Strengths for Stimulating Vision and Ideas. Courage:Strengths for Weaving Moral Fiber. Humanity: Strengths forDeveloping Others. Justice: Strengths for Role Modeling.Temperance: Strengths for Keeping the Ego in Check.Transcendence: Strengths for Inspiring Greatness. Reaching a HigherLevel of Leadership and Prosperity. Leaders of Character among Us.


Managing in a Team EnvironmentEdited by John Robert Dew

Description: Designed to be a practical guide for managers, this bookgives the reader a comprehensive overview of the practice, culture,and methods for functioning in a team environment. Most managersare accustomed to the premise that they are to plan, organize, lead,and control. They are now being asked to facilitate their people inteams that plan, organize, control, and often lead. To be prepared forthe new workplace realities, managers will need to be familiar with awhole new set of methods for leadership. This book helps engenderthe necessary knowledge and skills to make the transition to leadingteams. It also makes clear the distinction between hierarchical andteam environments.

Tools for team-centered planning, work control, meetings, anddecision making are presented in detail. Ample examples, academicresources, and specific recommended actions are provided to help themanager understand, utilize, and thrive in the new workplace. Issuesthat will challenge front line supervisors who are becoming teamleaders are addressed, and issues that will impact middle managerswho discover that they now manage a collection of teams are alsoexamined. This book is a unique combination of field research,academic studies, case study data, and practices from one ofAmerica's best companies.

CONTENTS: Introduction. Team Culture and Mission. Ownership,Goal Setting, and Planning. Team Performance Indicators.Interdependence of Teams. Decision Making and Team Dynamics.Understanding and Being Understood Within a Team Culture.Resolving Conflicts Within Teams and Between Teams. RunningEffective Team Meetings. Maintaining the Teams. ProcessImprovement and Teams. In Search of the Root Cause. Cross-Functional Teams. Continuous Learning in a Team Environment.Creating Team Leaders. Strategic Planning in a Team Environment.Managing Compliance Issues with Teams. Creativity and Teams.Evaluating Team Effectiveness. Bibliography. Index.

Paperback ISBN: 1-59311-270-X $34.95

Managing Complexity in Organizations:A View in Many DirectionsEdited by Michael R. Lissack and Hugh P. Gunz

Reviews: “A collection of 18 insightful, conceptual papers written byleading practitioners from the science of complexity and itsapplications to management, offering a new framework forunderstanding organization....Absorbing and highly informative,Highly recommended.” ~ Stern's Management Review/Stern'sSourcefinder.

Description: Lissack and Gunz have gathered many of the leadingpractitioners from the science of complexity and its emergingapplications to management--to give us an up-to-date, comprehensiveunderstanding of this important new field and how it can change theway we think about the organizations. Complex systems, whichconsist of many interacting entities and exhibit properties such asself-organization, evolution, and constant novelty, exist in all domainsof our world. The metaphors and models derived from complexity,say Lissack and Gunz, can be used to make sense of these systemsand help managers shape them.

The three chapters in Part I introduce the topic of complexity scienceand how it relates to modern management practice, providing acontext for the section on strategy, creativity, communications, andapplications that follow. Part II examines strategy from a complexityperspective and complexity from a strategy perspective. In Part III theauthors look at the intersection of complexity, creativity, andcommunication. Part IV on applications, examines how complexity-influenced theories of management actually affect routinemanagement practice. Throughout, the book makes clear that whatworked in a simpler, clearer world will not work today. State of theart yet basic enough to remain timely well into the future, this bookwill prove indispensable for organization decision makers everywhereand their academic colleagues.

CONTENTS: Introduction by Michael R. Lissack and Hugh P.Gunz. Overview Complexity: The Science, Its Vocabulary, and ItsRelation to Organizations by Michael R. Lissack. Complexity: Morethan a Fad? by Tom Petzinger. Complexity, Computational Ability,and the Corporation of the Future by Arnold J. Wytenburg. Strategy


Strategy as Design: A Fitness Landscape Framework by SteveMaguire Markets in Phase Transition by Ken Baskin. The Future ofStrategy: The Role of the New Sciences by Robin Wood. Creativityand Communication Images or Reality? Metaphors, Memes, andManagement by If Price Chaos, Communication, and CulturalChange: Beyond the Management of Organization by Pekka Aula.The Architecture of Strategic Thought: A Neuronal NetworkApproach by Harold E. Klein. Strategic Management SystemEnhancement and the Concept of Strong Influence Strings by Adam J.Koch. Applications Chaos Theory and Project Management: APerspective on Managing the Complex Project by Janet Bardyn andDonna Fitzgerald. Complexity, It, and the Interprise by Mark W.McElroy. Adaptive Corporations by Mark White. Complexity in theDynamics of Organizational Founding and Failure by Joel A. C.Baum and Brian S. Silverman. Evaluating Performance in a ComplexAdaptive System by Glenda H. Eoyang and Thomas H. Berkas.Complexity Metaphors and the Process of Small BusinessForesighting by Ted Fuller. Gorbachev as CEO Roadkill Lessons forthe Modern Corporation from the Soviet Foreign PolicyEstablishment's Failure to Manage Complexity by Robert M. CutlerThe Emergence of Technological Fields by Raghu Garud, PeterKarnoe, and E. Andres Garcia. Concluding Remarks by Michael R.Lissack and Hugh P. Gunz

Paperback ISBN: 1-59311-267-X $34.95

Managing in a Five DimensionEconomy: Ven Matrix Architectures for New OrganizationsEdited by G. D. Venerable

Reviews: “...presents a highly unique conceptualization of today'seconomy and the architecture of organizations required for dealingwith its uncertainty and change....Excellent.” ~ Stern's ManagementReview/Stern's Sourcefinder.

Description: This volume offers a unique approach to understandingand managing today's organizations as they are governed bymathematical and scientific systems that underlie evolutionarybiology. This opens the prospect of managing by an organizationalmodel that incorporates those same systems and principles, and givesus a powerful new way to view both the organization and the marketit serves. The Ven Matrix Architecture is the newest systemsapproach to “seeing the terrain of a system” and its marketplace. Allthis is in a “five dimension economy, a digital internetworked, trans-planetary system of competing markets that mimics the behavior of aglobally extended bacterial colony.” Were it not for the author'simpeccable credentials one might raise an eyebrow at all this, butVenerable has the academic background and practical corporateexperience to make us take what he says seriously. The result is afascinating work for executives throughout the organization and fortheir academic colleagues.

The essence of Venerable's argument is that the “evolution” of a fivedimension economy--the sort of economy we have now--is driven bya collective group consciousness, made up of the world's producers,consumers, and their governments. Venerable takes a view parallel tothis in looking at organizations. He calls it the Ven Matrix of a systemand describes it as an interactive paradigm for dealing with thechange and uncertainty inherent in any five dimension economy.Moreover, by modeling the organization as a living system, one candramatically improve one's competitive position. Such a model,combined with the Ven Matrix systems approach explained here,enables us to see the entire terrain in which our organizations functionbut with a third dimension, depth added to the others. Among thespecial features of this book is an expression of deeply abstract issuesin a language and style that will be readily accessible to most collegegraduates. Well illustrated with figures, tables, and explanatory

diagrams, the book also provides readers with a Ven Matrixworksheet to copy and use in the course of doing quick assessmentsof the condition and needs of any organization, department, orproject.

CONTENTS: Preface. Abbreviations. Templates for the OptimumSystem. Introduction. A Modest Proposal: Structuring the Whole.Ven Matrix Architecture: Defining the Optimum System. Anatomy ofa Template: Touring the Ven Matrix. A Trinity of Standard Systems:Application of the Ven Matrix. Organizational Economy. TheGenesis of Order: Journey to a Five Dimension Reality. The Genesisof a System: Ven Matrix Blueprint of an Organization-System. TheGenesis of a Five Dimension Economy: Managing the House. TheGenesis of Organizational Economy: Competing in the New WorldOrder. Executive Summary and Conclusions: CompetitiveAdvantage--Seeing the Terrain. Afterword: How the “Ven Matrix”Got Its Name. Bibliography. Index.

Paperback ISBN: 1-59311-275-0 $34.95

Managing School System Change:Charting a Course for Renewalby Serbrenia J. Sims and Ronald R. Sims

Contents: Preface. An Introduction to Managing School Change.Challenges to Leading and Managing School and School SystemChange. School System Change: Key Roles and Competencies forAdministrators. Managing School System Change: StakeholderTheory Analysis. Building and Communicating the Case for SchoolSystem Change. School Change: Building Stakeholder Inclusion.Understanding School Culture Change. Continuous Improvement inSchool Systems: Applying the Balanced Scorecard Approach. TheDynamics of School or School System Change. Bibliography.


Managing Tomorrow’s High-Performance UnionsEdited by Thomas A. Hannigan

Reviews: “Surprisingly few books apply concepts from private,public, or nonprofit management to labor unions. Any book thatexamines the internal management of labor organizations in a deepway should therefore be applauded. Thomas A. Hannigan's ManagingTomorrow's High Performance Unions does so, and offers insight intoaspects of union management and administration.” ~ Industrial andLabor Relations Review.

“Mr. Hannigan has broken down this book in a manner that allows anorderly flow of information. A strong background is provided in theearly chapters....These chapters offer excellent discussions on pureunion background and function. Chapters 3 through 6 are really theheart of the book. Through these lessons that the author believes thatunions can reinvent themselves and become viable again. The bookoffers much in the way of a common-sense approach to themanagement of these unique organizations. Students of industriallabor relations would benefit from the use of this book as both abeginning resource and a potential reorganization guide....Unionsmust prepare themselves for a seat at the table in the new modernworkplace, and in doing so, leadership would be well advised to havea copy of managing Tomorrow's High-Performance Unions.” ~Global Focus.


Description: Only by adopting a new style of high-performanceunion management can labor recover and revitalize itself, saysThomas A. Hannigan, a 40-year member of the InternationalBrotherhood of Electrical Workers. His book offers a practical,common sense understanding of how a successful management worksand how it can be used in day-to-day union activities. For the firsttime, he links the nine basic union functions to the four basicmanagement functions. Written specifically for union officers andupcoming leaders, the book provides them with a way to translatematerial customarily directed to business executives into languagethat labor people can understand and put to immediate use. The bookalso offers a potent alternative to today's slice and slash, centralizeand downsize union style of management. In addition, it offers ablueprint for building new unions and making labor more effective,not only for its own benefit, but also for the benefit of Americansociety. An important, readable, unique text for people at almost alllevels of union administration and industrial relations. Students willbe exposed to an entirely new dimension of the American labormovement.

Hannigan redefines unions to focus attention on the interests ofworkers in the workplace, and on the importance of providing a senseof community between members of unions, between unions and otherunions, and between unions and government. He maintains that astyle of democratic, participative management will breathe new lifeinto unions, and that a better understanding of managementresponsibilities by union leaders is essential for labor's survival as aneffective representative of workers in the new American workplace.High-performance union managers will be able to explore, developand use new technologies, and to build strong, autonomous,democratic, value-based, and mission-driven locals. ManagingTomorrow's High-Performance Unions includes innovative conceptssuch as the membership and leadership depth of participation models.It also proposes the creation of a new AFL-CIO executive board tolead organized labor into the 21st century, an institute for managinglabor organizations, social research departments, lifetimemembership, expanded membership bases, and the intense use ofwhat Hannigan calls “enabling technologies.” He sees administrativeand support centers as practical alternatives to union mergers.

CONTENTS: Preface. Basic Union Functions. The UnionEnvironment. Management for Union Leaders. High-PerformanceUnions--Attributes of Excellence. Communication--The Essence ofExcellence. High-Performance Union Decision-Makers. High-Performance Union Planners and Organizers. High-PerformanceUnion Directors and Controllers. Glossary. Bibliography. Index.

Paperback ISBN: 1-59311-271-8 $34.95

Merit Pay:Linking Pay to Performance in a Changing World

(Second Edition)by Robert L. Heneman, The Ohio State Universityand Jon M. Werner, University of Wisconsin-Whitewater

This book was written to bring together asummary of the current knowledge on merit pay and to furtheradvance understanding of this type of incentive pay plan. When thewriting of the first edition was begun in 1989, there were no booksdevoted exclusively to the subject of merit pay. Thus, this book waswritten to fill a void in the compensation literature. Since then,surveys have shown that merit pay remains a frequently used methodof incentive compensation, and research into the merit pay processcontinues to grow. However, other forms of incentive pay, such asgainsharing, continue to receive the most attention, as evidenced bythe number of books and articles on this topic in the popular press. Inresponse to the frequent use of merit pay in organizations and the

growing body of research, a book-length treatment of merit pay wasneeded. What we hope to do with this second edition, beyondupdating, is to link merit pay with the many changes going on in totalcompensation or “reward management” (R. Heneman, 2001a, 2002).We also will argue that, even among all the challenges and changesthat organizations currently face, there is still “merit” in appropriatelyconceived and implemented merit pay plans (Bates, 2003c).

CONTENTS: Preface. Introduction and Overview. P A R T I:Assessment of the Desirability and Feasibility of Merit Pay. Payfor Performance. Diagnosing Situational Characteristics. P A R T I I:Development and Administration of a Merit Pay Plan. MeasuringPerformance. Establishing Pay Increases. Merit Pay Administration.P A R T I I I: Evaluation of Relevant Outcomes. Evaluating MeritPay Outcomes. References. Index.


Operations Research: Methods, Models, and ApplicationsEdited by Jay E. Aronson and Stanley Zionts,Under the Auspices of Carnegie Mellon UniversityGraduate School of Industrial Administration Description: Drawn from a conference honoring Gerald L.Thompson, the pioneer of operations research, this volume bringstogether some of the latest writings of major figures in the field. Thevolume is divided into four parts: the first part reviews the career andsignificance of Thompson, the second concentrates on linear andnonlinear optimization, the third looks at network and integerprogramming, and the fourth provides examples of applications-oriented research in manufacturing.

This volume will be an invaluable resource for all scholars andresearchers involved in theory and methodology in operationsresearch and management science.

CONTENTS: Preface. Introduction. Gerald L. Thompson. G. L.Thompson: An Appreciation by William W. Cooper. Linear andNonlinear Optimization: Some Aspects of Linear Programming byStanley Zionts. Multiple Working Bases for Generalized and VariableUpper Bounding Linear Programs by Amorosu B. Agbadudu andBala V. Balachandran. Principles of Model Development withApplication to Slacks in DEA by Robert M. Thrall. Primal and DualOptimality in Computer Codes Using Two-Stage Solution Proceduresin DEA by Victor Arnold, Indranil Bardhan, and William W. Cooper.A Strict Paired Comparison Linear Programming Approach toNonmetric Conjoint Analysis by V. Srinivasan. ComputationalExperience with Logarithmic Barrier Methods for Linear andNonlinear Complementarity Problems by David F. Shanno. Networkand Integer Programming. A Pivot and Probe Algorithm (PAPA) forNetwork Optimization by Moonsig Kang and Jay E. Aronson Multi-Item, Multibidder, Second-Bid Auctions by Timothy L. Shaftel. APrimal-Dual Algorithm for Multihour Multicommodity Network Sy.thesis by George G. Polak. Innovation in an Industry Network:Budding, Cross-Fertilization, and Creative Destruction by StenThore. On the Generalized Inverse of Network Matrices and ItsApplications to Accounting Networks by Yuji Ijiri. Using Reductionin a Parallel Algorithm for the 0-1 Knapsack Problem by W. Lootsand Thenis H. C. Smith. Manufacturing Optimal Strategies forGeneral Price-Quality Decision Models of New Products withLearning Production Costs by Jinn-Tsair (James) Teng and Gerald L.Thompson. The Price-Production Problem: An Operations andMarketing Interface by Cheryl Gaimon. Asymptotic Optimality ofHierarchical Controls in Stochastic Manufacturing Systems: AReview by Suresh P. Sethi and Qing Zhang. Analysis of a CapacitatedParallel Multiprocessor Scheduling Problem by Farid Harche.


Application of Parallel Computing to Resource Pricing andScheduling in Flexible Manufacturing Systems by Alok Gupta, DaleO. Stahl, and Andrew B. Whinston. Models for Tool Management inFlexible Manufacturing Systems by Bharat K. Kaku, Arjang A.Assad, and Chuan Wang

Paperback ISBN: 1-59311-266-1 $34.95

Personal Balanced ScorecardThe Way to Individual Happiness, Personal Integrity, and Organizational Effectivenessby Hubert Rampersad, TPS International

Executive SummaryThe Personal Balanced Scorecard (PBSC) is a journey into the innerself, where values, hopes, dreams and aspirations lie quietly waitingto be discovered. Taking the journey as an individual allows you toview your life objectively and authentically as a whole person andprovides a roadmap of your dreams and aspirations translated intomanageable and measurable milestones. As a part of the TotalPerformance Scorecard (TPS) process which I introduced in 2003 inTotal Performance Scorecard: Redefining Management to AchievePerformance with Integrity, and which has been translated into morethan 20 languages, the Personal Balanced Scorecard can also be aneffective way for managers to coach others to achieve integrity andalignment between work and life. The benefit comes from changingindividual behavior in order to drive organizational effectiveness,enhance performance, and increase self-awareness, personalresponsibility and motivation. PBSC is an integral part of this organicand holistic Total Performance Scorecard process, which is anorganizational and cultural change tool and a method for ongoingeffectiveness. Its uniqueness lies in aligning and a combination ofPersonal and Organizational goals to result in Individual PerformancePlans for each employee. The focus of this book is the PBSC portion,which comprises a search for self-knowledge, self-discovery and self-mastery.

CONTENTS: Preface. Introduction. PART I: PBSC as anInstrument for Individual Development, Personal Effectivenessand Growth in Life. The Personal Balanced Scorecard.Implementing the Personal Balanced Scorecard. Aligning PersonalAmbition with Personal Behavior, Personal Integrity. PART II:PBSC as an Instrument for Enjoyment and Effective TalentDevelopment at Work. Aligning Personal Ambition with SharedAmbition. Aligning Personal and Shared Ambition with BusinessEthics, Shared Integrity. Rolling Out the Balanced Scorecards.Effective Talent Management. The PBSC Cycle. Epilogue. AppendixI: TPS Soft. Appendix II: TPS Life Cycle Scan. Author’s Profile.References and Recommended Reading. Index.



Postmodern Management: The Emerging Partnership Between Employees and StockholdersEdited by William McDonald Wallace

Reviews:”The study ranges across economic history and theory,assimilating such contemporary business practices as teamwork andtotal quality management. While fairly general, it offers a summaryreview of some current ideas about business management. Suitablefor comprehensive business collections serving general readers andundergraduate students.” ~ Choice.

Description: Postmodern management, according to Wallace, movesbeyond the shortcomings of the bureaucratic management stylepervasive in American business today. Bureaucracy, the standardmodel of organizations, is too inflexible, cost-rigid and job defensiveto survive in a postmodern world. Bureaucracies rely on payingworkers rigid rates to do specific jobs. According to a postmodernmanagement model, a partnership between employees andstockholders would lead to more productive work by relating pay tocorporate performance and by encouraging more flexible andcooperative teamwork. Wallace provides a workable guideline to easethe transition from the bureaucratic form of structure to postmodernpartnership. His argument, that dependence on hired labor forpermanent staff is at the root of dysfunctional bureaucracy, willprovoke discussion and interest among corporate executives, teachersand students of management and organizational behavior, and othersinterested in today's workplace.

Wallace begins with a history of how bureaucracy first arose as anatural response to coercive work. He explains why the mechanisticmodel of business bureaucracy took root in Britain and America, andthen looks at the major problems of bureaucracies, such as jobdefensiveness, over-staffing, over-regulation, and other excessesendemic to most bureaucracies. Exploring the consequences of thebureaucratic model on the economy, Wallace shows how the rigidlabor costs played a role in causing the Great Depression. Wallacethen turns to corporate partnership--its employment policies and whythey dissolve the incentives to over-staff, over-layer, and over-regulate, and why partners will strive to downsize. Using examplesfrom the past and present, he examines the difficult issues oftransition from bureaucracy to partnership.

CONTENTS: Preface. Introduction. Bureaucracy. Origins ofBureaucracy. Modern Bureaucracy. The Autopoiesis of Job Defense.Management Science and FPCC. Our Most Important Resource. TheWage, Rate Ratchet. The Great Depression. Partnership. CorporatePartnership. The Transition to Partnership. The PostmodernEconomy. Partnership and Postmodern Science. SelectedBibliography. Index.

Paperback ISBN: 1-59311-269-6 $34.95

Shocking Velocity!Rapidly Achieve More With Lessby Srikanth Srinivas

Srikanth Srinivas has helped companies like Del Monte, Disney,Dole, FritoLay, Microsoft and Target Rapidly Achieve More WithLess - More Revenues, Margins and Cash Flow, With Less Costs,Assets and Inventory. In “Shocking Velocity!” he will show you howyou can create similar results for your organization. It is like havingthe best consultants from McKinsey, Accenture and IBM guiding youtowards success – at a fraction of the cost, and with your own peoplelearning and applying the best methodologies for success.


The central theme of the book is “Focused Changes to CriticalVariables Create Superior Value”. Small, focused changes to criticalvariables result in a big impact on bottom line results. The bookdescribes what those critical variables are, and how to make focusedchanges to realize benefits systematically with minimum risk. It takesyou step-by-step through everything you need to understand, changeand strike the right balance between the critical variables: Variety,Velocity, Visibility and Variability; and how making focused changesto these variables will result in superior Value.

It doesn’t stop there. It makes it all actionable by describing in detailan approach that maximizes benefits while minimizing risk: Diagnose& Baseline, Divide & Prioritize, Design & Align, Deliver & Learn.Making these focused changes will help you rapidly achieve morewith less – more revenues, margins and cash flow with less costs,inventory and assets.

It is filled with illustrations that distill the essence of complex ideas,and makes them actionable in your unique context. There are stories,quotes, case studies and examples - all meant to keep your attention,drive home the point and inspire you to take actions.

“Shocking Velocity!” is a practical book that explains breakthroughconcepts, gives examples of how these innovative concepts can beapplied, what performance measures can be used to monitor progress,and how to create a culture of continuous improvement.

You will also find a detailed explanation of the approach you shouldtake to make the changes entirely self-funding.

It is written for these tough economic times. It doesn’t stop atexplaining concepts. It brings them to life and helps you apply theideas in your unique context; applying these ideas can make all thedifference between struggling for survival and growing strongerthrough the tough times by creating superior value. The chart to theleft illustrates the kind of benefits you can create for yourorganization by applying the ideas in the book. It is no “get-rich-quick” scheme, but there are ingenious ideas in the book to get youresults fast; and more importantly, each little step will be alignedtowards helping you create significant results over time. This willresult in a culture of continuous improvement that will help yousustain operational excellence, and stay competitive and agile.


Strategic Reward Management: Design, Implementation and Evaluation

By Robert L. Heneman,The Ohio State University

The contents of this book center around the management of strategicreward systems. In particular, the book focuses in on the followingelements of managing a reward system: design, implementation, andevaluation. It is my belief that too much time is spent on theadministration of strategic reward systems at the expense of theseother activities that add more value than does administration to theorganization.

The collection of articles presented throughout the book is veryconcerned with the fit of strategic reward management with thebusiness environment, business strategy, and compensation strategy.Research has clearly documented the importance of this “fit” toorganizational effectiveness (Gomez-Mejia & Balkin, 1992). Apractical illustration makes the point as well. Taco Bell was foundguilty in a class action suit by current and former employees. In orderto keep the number of labor hours low in a productivity formula usedto grant bonuses to managers, employee time sheets failed to accountfor overtime hours by employees. Failure to pay attention to the legal

context in designing, implementing, and evaluating a strategic rewardprogram cost Taco Bell millions of dollars (Gatewood, 2001).

Although all of the readings in the book focus in on the managementof strategic rewards in the larger business context, the readings areorganized by topical area. The selection of topics is simply based onmy writing interests and do not reflect the entire domain of importanttopics in strategic reward management.

CONTENTS: Preface. PART I: INTRODUCTION. PART II:PAY AND THE CHANGING BUSINESS CONTEXT.Compensation Systems in the Global Context, R.L. Heneman, C.H.Fay and Z.M. Wang. The Changing Nature of Work and its Effects onCompensation Design and Delivery, R.L. Heneman, G.E. Ledford,and M.T. Gresham. Performance-Based Pay Plans, R.L. Heneman andM.T. Gresham. PART III: PAY IN NEW BUSINESSENVIRONMENTS. Hybrid Reward Systems for VirtualOrganizations: A Review and Recommendations, R.L. Heneman.,J.W. Tansky and E.C. Tomlinson. Alternative Rewards in UnionizedEnvironments, R.L. Heneman, C. von Hippel, D.E. Eskew, and D.B.Greenberger. Alternative Rewards in Union Settings, G.L. Dalton, J.Stevens and R.L. Heneman. Competency Pay for Professionals andManagers in Business: A Review and Implications for Teachers, R.L.Heneman and G.E. Ledford. PART IV: STRATEGIC PAYISSUES. Corporate Business Strategies and Compensation Strategies,R.L. Heneman. Contextual Determinants of Variable Pay PlanDesign: A Proposed Research Framework, M.P. Miceli and R.L.Heneman. Reward System Alignment, R.L. Heneman and K.E. Dixon.How to Find, Select, and Evaluate Pay Surveys to Meet YourOrganization’s Needs, R.L. Heneman and K. Dixon. Compensation: ATroublesome Lead System in Organizational Change, G.E. Ledfordand R. L. Heneman. PART V: FROM JOB EVALUATION TOWORK EVALUATION. Job and Work Evaluation: A LiteratureReview, R.L. Heneman. Work Evaluation: Current State of the Artand Future Prospects, R.L. Heneman. PART VI: TEAM PAY.Balancing Group and Individual Rewards: Rewarding IndividualContributions to the Team, R.L. Heneman and C. von Hippel. TeamPay for Novice, Intermediate, and Advanced Teams, R.L. Heneman,K.E. Dixon and M.T. Gresham. PART VII: MERIT PAYREVISITED. The Assessment of Job Performance: FocusingAttention on Context, Process and Group Issues, R.L. Heneman andC. von Hippel. Merit Pay, R.L. Heneman. A Survey of Merit Pay PlanEffectiveness: End of the Line for Merit Pay or Hope forImprovement?, D. Eskew and R.L. Heneman. PART VIII:COMPETENCY PAY. Pay for Skills, Knowledge, andCompetencies. G.E. Ledford and R.L. Heneman. The Limited Inc.:Using Strategic Performance Management to Drive BrandLeadership, R.L. Heneman and A.L. Thomas. Ability and EffortWeights in Pay Level and Pay Increase Decisions, D.J. Cohen andR.L. Heneman. PART IX: PAY SYSTEM EVALUATION. PayIncrease Satisfaction: A Reconceptualization of Pay RaiseSatisfaction Based on Changes in Work and Pay Practices, R.L.Heneman, D.B. Greenberger and J.A. Fox. Modeling the RelationshipBetween Pay Level and Pay Satisfaction, R.L. Heneman, G. Porter,D.B. Greenberger and S. Strasser. Using Employee Attitude Surveysto Evaluate a New Incentive Pay Program, R.L. Heneman, D.E.Eskew and J.A. Fox. PART X: CONCLUSIONS, R.L. Heneman.PART XI: INDEX. PART XII: ABOUT THE AUTHOR.



Stress and Quality of Working LifeCurrent Perspectives in Occupational HealthEdited by Ana Maria Rossi, International Stress Man-agement Association in Brazil Pamela L. Perrewé, Florida State University, and Steven L. Sauter, National Institute for Occupational Safety and Health

This book was developed for the 2005 International StressManagement Association Conference in Brazil. The original bookwas recently published in Portuguese, but because of the popularity ofthe topics and the world-renowned stress scholars who contributedchapters, we are very pleased to have the opportunity to publish thiswork in English.

A book on the subject is intended to be an additional tool containinginformation on stress and ways of dealing with pressures anddemands, because we know that the level of stress will continue toincrease. We believe that only through information—and here youwill be able to find the experience and opinion of some of the greatestand best professionals of the world in this field—people will manageto live better and more balanced lives. This is what ISMA-BR wishesand hopes for. Have a good reading. This volume provides a series ofcomprehensive summaries of what is now a fast-growing literatureaimed at understanding the causes, effects, and prevention of stress inthe workplace. It begins with three chapters on different sources ofstress at work, ranging from organizational factors to attributes ofworkers themselves.

CONTENTS: Preface: International Stress Management AssociationIn Brazil, Ana Maria Rossi. Foreward, Ana Maria Rossi, Pamela L.Perrewé, Steven L. Sauter, and Steve M. Jex. Introduction: Reducethis Burden, Lennart Levi. The Changing Nature of Work: The NewPsychological Contract and Associated Stressors, Cary L. Cooper.Occupational Stressors and Gender Differences, Ana Maria Rossi.Type A Coronary Prone Behavior, Job Stress and Heart Disease, PaulJ. Rosch. Understanding Job Burnout, Christina Maslach. Stress andthe Work-Family Interface, Jonathon R. B. Halbesleben and Kelly L.Zellars. Negative and Positive Crossover in the Family and AmongTeam Members, Mina Westman. Consequences of Depressed Moodat Work: The Importance of Supportive Superiors, Jason Stoner andPamela L. Perrewé. Stress and Employee Effectiveness, Steve M. Jex,Christopher J. L. Cunningham, Gabriel De La Rosa, and AlisonBroadfoot. Eustress and Hope at Work: Accentuating the Positive,Debra L. Nelson and Bret L. Simmons. Healthy Leaders, HealthyOrganizations: Primary Prevention and the Positive Effects ofEmotional Competence, James Campbell Quick, Marilyn Macik-Frey,David A. Mack, Nathan Keller, David A. Gray, and Cary L. Cooper.The Consequences of Organizational Politics Perceptions as aWorkplace Stressor, Gerald R. Ferris, Robyn L. Brouer, Mary DanaLaird, and Wayne A. Hochwarter. The European Commission’sGuidance on Work-Related Stress and Related Initiatives: FromWords to Action, Lennart Levi. Approaches to Prevention of JobStress in the United States, Steven L. Sauter and Lawrence R.Murphy. About the Authors.


The Dream Weavers:Strategy-Focused Leadership in Technology-Driven Organizations

By John J. Sosik, Pennsylvania State University, Don I. Jung, San Diego State University,Yair Berson, Polytechnic University, Shelley D. Dionne, SUNY- Binghamton and Kimberly S. Jaussi, SUNY- Binghamton

Executive SummaryThe main question that guided the thinking behind this book can bestated as follows: “What kind of leadership behavior must executivesof technology-driven organizations display to spur performanceexcellence?” To address this question the authors conductedvideotaped interviews of executives from 65 organizations– includingGeneral Electric, Qualcomm, The Vanguard Group, and BarclaysGlobal Investors – to identify common behaviors and traits that leadto organizational success. In addition to the interviews, they surveyedthe executives’ followers to evaluate the leadership andorganizational culture to examine successful executive leadershipfrom multiple reference points. The authors found that displayingoutstanding executive leadership doesn't necessarily require acommanding presence, a genius-level IQ, expertise, or even a strongcommand and control system. At the heart of outstanding strategicleadership was an ability to envision a strategy for taking the rawinputs provided by their environments (e.g., people, technology,ideas, opportunities) and then to weave them into an integratedpattern or system of social, technical and intellectual resources thatultimately produce dramatically higher levels of organizationalsuccess factors. The book includes dozens of stories and narrativesfrom the executive leaders to offer readers an in-depth look at whatconstitutes effective strategy-focused leadership in technology-drivenorganizations.

CONTENTS: Foreword, Bernard M. Bass. Preface. PART I:STRATEGY-FOCUSED LEADERSHIP IN TECHNOLOGY-DRIVEN ENVIRONMENTS. Strategy-focused Leadership:Focusing on and Weaving the Dream. Competing in a Technology-Driven World. PART II: DREAMING ABOUT SUCCESS. WhereDreams Begin: Recognizing and Initiating Trends. Focusing on theCore Message and Strategy. PART III: ADJUSTING THE RIGHTPATTERN. Selecting and Developing People in Line with Strategy.Integrating the Right People and Technology. PART IV:WEAVING THE FABRIC OF SUCCESS. Creating Ownership andTrust. Supporting Learning and Innovation. PART V: REALIZINGTHE DREAM. Reinforcing the Core Message and Strategy. Re-focusing the Shape of Future Success. Appendix. Research BaseNotes. About the Authors.


The Practice of Facilitation: Managing Group Process and Solving ProblemsEdited by Harry Webne-Behrman

Description: A practical guide for those who facilitate groupinteractions within any public or private organization, this book givesspecific strategies for conducting effective meetings, resolvingconflicts within a group, and building consensus among groupmembers and managing the work of groups over time. Webne-Behrman unique combination of practical advice and conceptualanalysis. With examples from his extensive consulting experience andcase studies from other sources, this book will be of value not only to


experienced facilitators, mediators, and consultants, but also toexecutives and managers who need to become familiar with groupfacilitation.

Webne-Behrman points out that a facilitator is actually a manager of agroup within an organization--an important and diversified role. Notonly do facilitators lead work teams in solving complex businessproblems, but in the public sector, they help resolve problems thatmay have rendered communities inoperative. They also manageinterpersonal disputes to improve working relationships, and helpbuild consensus on contentious social and political issues so as to helplegislators create sound public policy. Webne-Behrman explains,“The book will serve as a companion to the practitioner at times ofgreatest urgency.” Included are outlines of the stages of effectivemeetings, strategies for managing conflict, ways to build consensus,and other specific advice on how to approach and solve problems.

CONTENTS: Preface. Introduction: Definitions and Challenges.Communication Skills. The Facilitated Meeting Process. ProblemSolving in Facilitated Groups. Facilitation and Conflict Resolution.Facilitating Consensus. Facilitating Team Development. Stages ofGroup Development: Impacts Upon the Facilitator. Facilitation andIts Philosophical Traditions: Personal Reflections. Appendices.Glossary of Terms. Bibliography. Index.

Paperback ISBN: 1-59311-273-4 $34.95

The Practice of WorkplaceParticipation: Management-Employee Relations at Three Participatory FirmsEdited by S. Lance Denning

Description: Through an examination of workplace participation,theoretical literature, and three case studies of participatory firms,Denning clarifies the difficult relationships between management andworkers as both grapple with the transition toward greater employeedecision-making power. Because different employees bring differentattitudes and expectations for participation that affect how theyinterpret workplace changes, the implementation of greater workerinput policies must carefully navigate these variables in order todevelop a successful participatory workplace. This book questions theprincipal assumptions of participatory theory and offers an improvedunderstanding of how to develop and practice employee participation.This book will be of interest to those in business and management aswell as those in the field of democratic theory who seek to understandthe increasingly important issue of constructive workplaceparticipation.

CONTENTS: Introduction: The Complexity of Democratic Change.Workplace Participation: The Issues, the Literature and theDemocratic Concern. Definitions and Research Methodology. TheFrustration at Standard Knapp. Employee Participation in the Quad/Graphics Culture. The Zaritsky Brothers: Furthering EmployeeOwnership and Participation at Orange Handling. The Contradictionsof Participatory Democratic Theory. The “Rough Mix” of aParticipatory Workplace. Appendix A: Survey and InterviewNumbers. Appendix B: Sample Survey Questionnaire. SelectedBibliography. Index.

Paperback ISBN: 1-59311-274-2 $34.95

Transforming The Character of Public Organizations: Techniques for Change AgentsEdited by A. Carol Rusaw

Description: From her own experience in various agencies andorganizations, Dr. Rusaw knows that to inspire change in anyorganization and particularly in the public sector, change agents mustunderstand that change is primarily collective, nonrational, andnonlinear. People who seek to create change cannot stand apart fromthe problems, issues, and concerns raised by their constituents, butmust merge themselves into the data-making, analysis, and diagnosisphases of consulting. The agent must, in other words, participateactively in creating change--and how the agent must do this, why, andthe effects the agent can expect are the subjects of Dr. Rusaw's book.Few books discuss public sector change in the way Dr. Rusaw doeshere, and none incorporate the phenomenological perspective that sheuses. Her book will appeal to practicing public administrators whoseek real-life examples presented in conversational language. It willalso be important for teachers and students in public administration,specifically in courses in organizational behavior, leadership,organization theory, human relations, and public personnelmanagement.Not only can change agents help public employees serve the purposesset out for them more effectively and efficiently, but by service andother efforts they can also help reverse the downward trend that hascharacterized the public sector in recent years. Dr. Rusaw maintainsthat such change is made possible by personal transformation,certainly, but also by interpersonal transformations. By focusing onindividual and group needs as keys to organizational change, changeagents can facilitate what is most needed: not just localized alterationsbut widespread, “holistic transformations.” Her book looks at the roleof healing--particularly, the inherent skills of listening, empathizing,and encouraging--and at the ways in which people can confront andsolve problems in negotiated environments. She also sees that centralto re-education and re-socialization is the quality of the changeagent's inner person: how well the agent is able to understand the roleof self in the change process. Her book provides ways in which agentscan inspire others to change too. In other words, Dr. Rusaw seesorganizational change as a process moving from the inside to theoutside, and it is on this foundation that her unusual, thoughtful, andultimately practical book is based.

CONTENTS: Getting Grounded in Organizational Transformation.Leading Public Sector Organizations from the Inside Out. A HolisticView of Organization Change. Techniques for Collecting andAnalyzing Data. Building Trust and Preparing for Change.Implementation and Evaluation Guidelines. The Art of ChangeAgentry. Using Self as a Change Instrument. Mediation Roles ofPublic Organizational Change Agents. Fostering Perspective Changefor Empowerment: A Skills-Based Approach. When They Don't Wantto Change. Empathy and Encouragement. Confronting Change withCourage and Compassion. Hope as the Imperative forTransformation. Change through Creative Involvement. The Art ofCooperation: A Case of Management Union Joint Problem Solving.Creating Community in Government. Holistic Learning: IntegratingIndividual and Organizational Change. Wholeness in OrganizationalTransformation. Change as the Ethics of Concern. CultivatingIntegrity in Change.

Paperback ISBN: 1-59311-277-7 $34.95

ORDERING INFORMATION: All orders must be prepaid.All journal subscriptions must be prepaid and are for the calendar year only.All orders must be prepaid in U.S. funds and shipping and handling charges must be included in your order. All sales are final. We are a “no returns” publisher unless the product arrives damaged or is shipped incorrectly.Bulk prices are available on all journal subscriptions, single issues, special issues and books.Personal subscription rates are valid only on orders paid for with a personal check or credit card.Institutional checks will not be honored for personal subscriptions.

Domestic Distribution: European Distribution: Far East Distribution:Information Age Publishing Inc. Information Age Publishing Taylor and Francis Asia PacificPO Box 4967 3 Henrietta Street 240 MacPherson Road #08-01Greenwich, CT 06831 Covent Garden Pines Industrial BuildingTel: 203-661-7602 London WC2E 8LU Singapore 348574Fax: 203-661-7952 Tel: +44 (0)20 7240 0856 Tel: +65 7415166www.infoagepub.com Fax: +44 (0)20 7379 0609 Fax: +65 7429356e-mail: [email protected] www.eurospan.co.uk email: [email protected]

Canada: Puerto Rico, The Caribbean, South America:

Login Brothers Canada Cranbury International 324 Saulteaux Crescent 7 Clarendon Ave, Suite 2Winnipeg, MB R3J 3T2 Montpelier, VT 05602Canada Tel: (802) 223-6565Tel: 204-837-2987 Fax: (802) 223-6824Fax: 204-837-3116 [email protected]

Order Form/ Library Recommendation Form:BooksTitle ISBN Price

Shipping and Handling for BooksPlease include $7.50 for the first book on U.S. orders; $9.00 for the rest of the world. ($2.50 per additional book)

Please place a check on the appropriate line:

___ Visa ___ Mastercard ___ American Express ___ Check Enclosed

Charge Card Number: Exp. Date:

Name:

Signature:

Address:

City: State: Zip:

Phone: Fax: E-mail:

Order Form/ Library Recommendation Form:Books

Shipping and Handling for BooksPlease include $7.50 for the first book on U.S. orders; $9.00 for the rest of the world. ($2.50 per additional book)

Please place a check on the appropriate line:

___ Visa ___ Mastercard ___ American Express ___ Check Enclosed

Charge Card Number: Exp. Date:

Name:

Signature:

Address:

City: State: Zip:

Phone: Fax: E-mail:

Information Age Publishing Inc.P.O. Box 4967Greenwich, CT 06831

Title ISBN Price

Postage $7.50 for the first book U.S. order; $9.00 for the Rest of the World. ($2.50 per additional book)

Totals

Documents

Order online at - Information Age Publishing · Macro and micro perspectives are presented, including perspectives from psychology, social psychology, organizational behavior, strategy,