Investigation Into The Formation Of Information Security Influence: Network Analysis Of An Emerging Organisation, Duy Dang-Pham, Siddhi Pittayachawan, Vince Bruno
Market Analysis, Management Consulting, And Miscommunication, 2017 Brigham Young University
Market Analysis, Management Consulting, And Miscommunication, Brian W. Stout
Marriott Student Review
This article attempts to inform the audience of the importance of market analysis in management consulting. The article states that consulting firms can utilize the power of market analysis as they commit to understand technology, collaborate with researchers to conduct action research, and align market strategies within the consulting firm. This article concludes that by doing these steps consulting firms will lead in their market.
The Myth Of The Millennial, 2017 Brigham Young University
The Myth Of The Millennial, Tanner Hafen, Matthew D. Fudge
Marriott Student Review
Explores perceptions of millennials in the workplace and what is and can be done to better integrate millennials employees into the workplace.
Mapping The Alignment Of Programmatic Mission, Functions And Outcomes With The Attainment Of Health Equity: An Overview Of The Approach And Initial Outcomes Through The Lens Of The Usda’S Cyfar Scp Program, 2017 US Environmental Protection Agency
Mapping The Alignment Of Programmatic Mission, Functions And Outcomes With The Attainment Of Health Equity: An Overview Of The Approach And Initial Outcomes Through The Lens Of The Usda’S Cyfar Scp Program, Onyemaechi Nweke, Kara Ryan, Mpp, Bonita Williams, Phd
Journal of Health Disparities Research and Practice
Eliminating health disparities is a priority across national agenda and initiatives such as the National Partnership for Action to End Health Disparities (NPA), the National Prevention Strategy, and Healthy People 2020. To advance this priority under the NPA, the Federal Interagency Health Equity Team (FIHET), which is an NPA federal cross-sector and collaborative platform, initiated a voluntary pilot “health equity mapping” exercise in 2014. This exercise served as a strategy to clarify the strategic alignment between participant federal partner program missions, goals, and activities, and the goal to end health disparities and promote health equity. The mapping process included an ...
Organizational Performance In Services, 2017 Cornell University
Organizational Performance In Services, Rosemary Batt, Virginia Doellgast
The question of performance in service activities and occupations is important for several reasons. First, over two-thirds of employment in advanced economies is in service activities. Second, productivity growth in services is historically low, lagging far behind manufacturing, and as a result, wages in production-level service jobs remain low. In addition, labor costs in service activities are often over 50% of total costs, whereas in manufacturing they have fallen to less than 25% of costs. This raises the question of whether management practices that have improved performance in manufacturing, such as investment in the skills and training of the workforce ...
Metatheory And Friendly Competition In Theory Growth: The Case Of Power Processes In Bargaining, 2017 Cornell University
Metatheory And Friendly Competition In Theory Growth: The Case Of Power Processes In Bargaining, Edward J. Lawler, Rebecca Ford
Edward J Lawler
[Excerpt] This paper analyzes the theoretical development taking place in a program of research on power processes in bargaining (see Bacharach and Lawler 1976, 1980, 1981a, 1981b; Lawler and Bacharach 1976, 1979, 1987; Lawler, Ford, and Blegen 1988; Lawler and Yoon 1990; Lawler 1986, 1992). The theoretical program takes as its starting point a situation where individuals, groups, organizations, or even societies with conflicting interests voluntarily enter into explicit bargaining. Explicit (as opposed to tacit) bargaining assumes the mutual acknowledgment of negotiations, conflicting issues along which compromise is possible, and open lines of communication through which parties can exchange offers ...
Power Dependence And Power Paradoxes In Bargaining, 2017 Cornell University
Power Dependence And Power Paradoxes In Bargaining, Samuel B. Bacharach, Edward J. Lawler
Edward J Lawler
[Excerpt] What this article (and our larger program of work) is designed to demonstrate is that these very simple ideas represent a particularly suitable starting point for understanding the power struggle between parties who regularly engage in negotiation. Specifically, in this article we show that the approach contains certain paradoxes regarding the acquisition and use of power in an ongoing bargaining relationship. The dependence framework treats the ongoing relationship as a power struggle in which each party tries to maneuver itself into a favorable power position.
Succession Planning In The Religious Non-Profit Sector: Understanding Associate Pastors’ Experiences Of Serving As Internal Interims, 2017 University of Texas at Tyler
Succession Planning In The Religious Non-Profit Sector: Understanding Associate Pastors’ Experiences Of Serving As Internal Interims, Darius Mason Chapman
Human Resource Development Theses and Dissertations
SUCCESSION PLANNING IN THE RELIGIOUS NON-PROFIT SECTOR: UNDERSTANDING ASSOCIATE PASTORS’ EXPERIENCES OF SERVING AS INTERNAL INTERIMS
Committee Co-Chair: Andrea D. Ellinger, Ph.D.
Committee Co-Chair: Rochell McWhorter, Ph.D.
The University of Texas at Tyler
The concept of succession planning is not new for organizations, as most will experience the loss of key personnel for a variety of reasons including retirement, termination, death, and unforeseen circumstances. Therefore, having a deliberate and systematic process for identifying, developing, and retaining key personnel makes succession planning critical to the long term viability of organizations.
However, challenges in the ...
Finding Common Ground: Learning From Leaders Who Have Utilized Conflict Transformation Behaviors In The Mental Health Field In The United States, Tamarah E. Tilos
Purpose: The purpose of this study was to discover and describe how exemplary leaders establish common ground and produce breakthrough results in the mental health field by utilizing the 6 domains of conflict transformation: collaboration, communication, problem solving, process, emotional intelligence, and ethics.
Methodology: This thematic, phenomenological study was accomplished through examination of the lived experiences of exemplary leaders with firsthand experience transforming conflict and finding common ground. The target population for this study included executive-level leaders of nonprofit organizations, governmental institutions, state and national associations, and private businesses serving adults and children with mental illness, developmental or behavioral disabilities ...
Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, 2017 University of Massachusetts Boston
Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, Jaimie Ciulla Timmons, John Butterworth, Jonathan Lucus
All Institute for Community Inclusion Publications
This session will share ten key organizational characteristics necessary to strengthen competitive integrated employment outcomes. Get a first-hand look at the RRTC’s Organizational Transformation Toolkit and explore our Provider Employment Leadership Network, a yearlong facilitated Community of Practice of provider leaders in employment. In conjunction with The Arc of the United States, this PowerPoint offers ten essential elements necessary for successful organizational transformation, along with strategies for implementing each element.
Leadership In Information Technology: Leadership Theories, Perspectives And Ethical Dilemmas, 2017 Kennesaw State University
Leadership In Information Technology: Leadership Theories, Perspectives And Ethical Dilemmas, Douglas B. Malcolm
The Siegel Institute Journal of Applied Ethics
This paper will describe various leadership theories and how they were formed, current leadership perspectives for information technology (IT) and the impact they can have on an IT workforce due to negative impressions and conditions. It will then relate current ethical issues faced by Information Technology to the key driving forces behind IT today along with detailing the current ethical issues faced by IT Leadership. Finally it will recommend some future research to help IT Leadership navigate the ethical and leadership issues faced today and to prepare for the future issues that will appear as technology advances.
Exhibiting Resistance During An Organisational Transformation: The Telecommunication Industry In Ghana, 2017 Leeds Beckett University
Exhibiting Resistance During An Organisational Transformation: The Telecommunication Industry In Ghana, Cyracus Badinye Bapuuroh
The Qualitative Report
The purpose of this study is to explore how employees reacted by the manifestation of resistant behaviours and attitudes during an organizational transformation in the telecommunication industry of Ghana. The study adopted a qualitative multiple case study using two organizations. Data was obtained primarily through interviews from twenty employees. Seven (7) participants were interviewed from MTN Ghana and thirteen (13) participants from AIRTEL Ghana. Both managers and non-managers were interviewed. Semi-structured interviews were conducted. Thematic analysis was undertaken to identify relevant themes. The main theme determined from the analysis of data is: Manifestation of resistance and the accompanying sub-themes are ...
The Impact Of Status Differences On Coalitional Agreements: An Experimental Study, 2017 Cornell University
The Impact Of Status Differences On Coalitional Agreements: An Experimental Study, Edward J. Lawler
Edward J Lawler
This experiment investigated the impact of status differences between subordinates and face-to-face coalition negotiations on insurgent coalitional action. The effects of these variables were examined in stratified groups, where a leader established inequitable pay-rates, and subordinates could coalesce and destroy a portion of the leader’s outcomes. The results showed that status differences (as opposed to status similarity) undermined the sense of common interests between subordinates and reduced the severity of coalitional action against the leader. Face-to-face negotiations engendered a more cautious approach to coalition negotiations and also reduced the severity of insurgent action. The results suggest that status differences ...
Structural Power And Emotional Processes In Negotiation: A Social Exchange Approach, 2017 Cornell University
Structural Power And Emotional Processes In Negotiation: A Social Exchange Approach, Edward J. Lawler, Jeongkoo Yoon
Edward J Lawler
This chapter focuses in the abstract on when and how repeated negotiations between the same actors foster positive feelings or emotions and, in turn, an affective commitment to their relationship. However, we have in mind applications to pivotal dyads within organizations and also to the emergence of "friction” or "stickiness” in market relations. Implicit in the idea that negotiations in pivotal dyads shape institutional patterns is the notion that repeated negotiations between the same two actors are likely to become more than instrumental ways for the particular actors to get work done. We suggest a simple process by which dyadic ...
Revolutionary Coalition Strength And Collective Failure As Determinants Of Status Reallocation, 2017 University of Wisconsin-Madison
Revolutionary Coalition Strength And Collective Failure As Determinants Of Status Reallocation, H. Andrew Michener, Edward J. Lawler
Edward J Lawler
This experiment investigated the effects of collective performance and coalition strength on the redistribution of status prerogatives in triads. A status hierarchy was established within triads, such that one person held higher control status and the two others held lower status. Each group performed an ambiguous, decision-making task over two trials. Collective performance (i.e., success vs failure) was manipulated via bogus feedback regarding the group’s performance, while coalition strength was manipulated by varying the extent to which the two low-status members, acting together as a revolutionary coalition, could damage the outcomes received by the high-status member. Results indicate ...
Time Pressure And The Development Of Integrative Agreements In Bilateral Negotiations, 2017 University of Illinois at Urbana-Champaign
Time Pressure And The Development Of Integrative Agreements In Bilateral Negotiations, Peter J. D. Carnevale, Edward J. Lawler
Edward J Lawler
A laboratory experiment examined the effects of time pressure on the process and outcome of integrative bargaining. Time pressure was operationalized in terms of the amount of time available to negotiate. As hypothesized, high time pressure produced nonagreements and poor negotiation outcomes only when negotiators adopted an individualistic orientation; when negotiators adopted a cooperative orientation, they achieved high outcomes regardless of time pressure. In combination with an individualistic orientation, time pressure produced greater competitiveness, firm negotiator aspirations, and reduced information exchange. In combination with a cooperative orientation, time pressure produced greater cooperativeness and lower negotiator aspirations. The main findings were ...
Resolving Conflict Through Explicit Bargaining, 2017 Stanford University
Resolving Conflict Through Explicit Bargaining, Elizabeth Heger Boyle, Edward J. Lawler
Edward J Lawler
This article analyzes the impact of conciliatory initiatives on conflict resolution in two-party bargaining. It specifically develops and tests a theory of unilateral initiatives derived from Osgood's (1962) notion of Graduated and Reciprocated Initiatives in Tension Reduction (GRIT). The major propositions of the theory indicate that, given a pattern of mutual resistance or hostility, unilateral initiatives and tit-for-tat retaliation in response to punitive action will produce more conciliation and less hostility by an opponent. To test the theory, a bargaining setting was created in a laboratory experiment in which parties exchanged offers and counteroffers on an issue across a ...
The Perception Of Power, 2017 Cornell University
The Perception Of Power, Samuel B. Bacharach, Edward J. Lawler
Edward J Lawler
This study examines the impact of some basic exchange-theory variables, the value and scarcity of outcomes, on perceptions of Self and Other power in a conflict setting. Each respondent took the role of an employee in conflict with an employer, and assessed the magnitude of Self and Other (employer) power. Four variables are manipulated: Self’s outcome scarcity, the value of the outcome to Self, Other’s outcome scarcity, and the value of the outcome to Other. The results are consistent with predictions drawn from the Blau, and Emerson (a, b) treatments of dependence relations. The results suggest that the ...
Power Processes In Bargaining, 2017 Cornell University
Power Processes In Bargaining, Edward J. Lawler
Edward J Lawler
This is a theoretical article that integrates and extends a particular program of work on power in bargaining relationships. Power is conceptualized as a structurally based capability, and power use as tactical action falling within either conciliatory or hostile categories. The core propositions are (1) the greater the total amount of power in a relationship, the greater the use of conciliatory tactics and the lower the use of hostile tactics; and (2) an unequal power relationship fosters more use of hostile tactics and less use of conciliatory tactics than an equal power relationship. Distinct research on power dependence and bilateral ...
Outcome Alternatives And Value As Criteria For Multistrategy Evaluations, 2017 Cornell University
Outcome Alternatives And Value As Criteria For Multistrategy Evaluations, Edward J. Lawler, Samuel B. Bacharach
Edward J Lawler
No abstract provided.