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A multidisciplinary analysis of innovation networks in a variety of organizational settings, including the public sector, public-private collaboration, national policy level and manufacturing firms. It focuses as much on notions of "network as method" as on "network as phenomenon".
This book provides a detailed, multi-disciplinary analysis of innovation networks in a variety of organisational settings. All the contributors are employed at Aston Business School, which is one of the UK''s foremost institutions in terms of both teaching and research. The book illustrates the way in which innovation networks are formed and sustained in a variety of organisational settings: the public sector, public-private collaboration, national policy level, inter-organisational credit links, as well as the more traditional focus on manufacturing firms. The strength of the network approach is that it encourages detailed analyses of the dyadic links which must be mobilised in the innovation process. At the same time, networks provide a framework for exploring the multiple sources and pluralistic patterns of communication typical of innovatory activity. Therefore, in contrast to much of the innovation network research undertaken in recent years, the focus of this book is as much on notions of OC network as methodOCO as on OC network as phenomenonOCO. Contents: Introduction: Social Interaction and Organisational Change; Micropolitics and Network Mapping: Innovation Management in a Mature Firm; Employing Social Network Mapping to Reveal Tensions Between Informal and Formal Organisation; Organisation; An Economic Perspective on Innovation Networks; Patterns of Networking in the Innovation Process: A Comparative Study of the UK, Germany and Ireland; Shaping Technological Trajectories Through Innovation Networks and Risk Networks: Investigating the Food Sector; Techno-Economic Networks: Technological Transfer via the Teaching Company Scheme; Organisations, Networks, and Learning: A Sociological View; The Innovative Capacity of Voluntary and Non-Profit Organisations: Networks and the External Environment; Innovation Through Postmodern Networks: The Case of Ecoprotestors; Realising the Potential of the Network Perspective in Researching Social Interaction and Innovation. Readership: Academics in innovation studies, policy studies and organisational behaviour/theory."
Presenting new thinking in organizational psychology from the Netherlands, Intervening and Changing is a guide to applying global thinking and democratic values to achieve innovation. Expertly steered by Jaap Boonstra and Leon de Caluwe, it explores tensions and paradoxes in the field of organizational change and presents interventions based in social interaction theory. Its vision is of people collaborating, making sense of their work and living situations and developing collaborative action for breakthrough innovation will be a source of inspiration for any manager, consultant or change agent.
Trust, Organizations and Social Interactionaims to promote new knowledge about trust in an organizational context. The book provides case-analysis of how trust is formed through processes of social interaction in which actors observe, reflect upon and make sense of trust behaviour and its meaning in an organizational and social environment. It greatly contributes to clarifying what a process view may mean in trust research and to the understanding how social interaction processes affect trust. The contributing authors demonstrate how trust and distrust are produced and reproduced in a complex interplay with social processes and practices. Instead of asking how trust may be measured or how trust is a resource for managers, they explore how trust develops and how managers become intertwined with and caught up in trust processes. This enlightening empirical analysis of trust and its relationship with organizational processes is a vital resource for students, academics and scholars of organization, management, organizational behaviour and change, HRM and learning. Contributors include:J. Allwood, N. Berbyuk Lindström, M. Bosse, M.-B. Ellingsen, B. Espedal, M. Frederiksen, L. Fuglsang, A.H. Gausdal, K. Grønhaug, U.K. Hansen, M. Ikonen, S. Jagd, S.T. Johansen, I.-L. Johansson, K. Malkamäki, K. Mogensen, L. Näslund, M. Neisig, K.A. Perry, M.A. Rasmussen, T. Savolainen, M. Selart, A. Swärd, N. Thygesen, S. Vallentin
Social research monograph on planning for organisational change with a minimum of social disorganisation - comprises an analysis of some 200 case studies of organisational change to define and classify the significant elements thereof, covers relevant social theory, empirical aspects, aspects of social change and technological change, aspects of business organization and public administration, etc., and includes information on the research methodology used in the study. References.
Organizational Change provides a discussion of change in relation to the complexities of organizational life, offering comprehensive coverage of the significant ideas and issues associated with change at all levels of organizational activity from the strategic to the operational and at the individual, group, organizational and societal levels. The book seeks to meet both the academic and applied aims of most business and management courses and is for both graduate as well as postgraduate business studies students
This book is a practical and theoretical discussion of how to effectively communicate organizational change to management, employees, stockholders, and customers.
Through change and development, human service organizations can promote the well-being of their clients more effectively. This important book describes and analyzes recent research on organizational change and development in the social and human services. It is particularly relevant in light of the significant changes in these organizations during the last decade and the lack of literature in the area. Organizational Change and Development in Human Service Organizations brings together the work of scholars who deal with social welfare administration and change in human services, combining research studies with theoretical approaches to change and development. It helps readers better understand the process of change and the role of the environment in creating change. Insightful chapters encourage practitioners, scholars, and students to plan change in organizations, utilize models of change and organizational development in real life, and evaluate change and its results and impacts. This much-needed book addresses a variety of topics, including: the uses of force field analysis in assessing prospects for organizational change planned change in voluntary and government social service agencies interorganizational coordination of services to children in state custody early stages in the creation of self-help organizations organization and community transformation organizational development in public social services strategic and structural change in human service organizations a developmental approach to program evaluation Many readers will find the information in Organizational Change and Development in Human Service Organizations to be extremely beneficial in their daily work. Covering the important issues, it gives readers a deeper insight into the processes of change and development so they can provide better services to their clients. This book is a vital resource for social workers, professionals in public administration, individuals involved in MSW programs, and students in the social sciences, including sociology and political science.
An engaging contribution to the increasing body of knowledge about gender and organizations, Gender, Culture and Organizational Change examines gender-based inequality in organizations and considers how sexual and social relations between women and men based on sexuality, power and control determine the cultures, structures and practices of organization and the experiences of men and women working in them. Gender, Culture and Organizational Change represents a decade of experience of managing change and implementing theory in public sector organizations during a period of major social, political and economic transition and analyses the progress that has been made. It expands to make wider connections with women and trade unions in Europe and management development for women in the "developing" countries of Africa and Asia. It will be valuable reading for students in social policy, gender studies and sociology and for professionals with an interest in understanding the dynamics of the workplace.