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Groups, Teams, And The Division Of Labor — Interdisciplinary Perspectives On The Organization Of Work, Rosemary Batt, Virginia Doellgast

Rosemary Batt

The purpose of this chapter is to survey and critique this varied landscape of research on groups at work, drawing out common themes and selective weaknesses with the goal of suggesting a more synthetic and informed future agenda. Our discussion is not encyclopedic, but rather focused on three quite different research traditions: those based in psychology, in industrial relations, and in critical sociology. We outline the intellectual landscape of each case and highlight areas of agreement and disagreement. We argue that this project of cross-disciplinary theory building encounters substantial challenges, but is rich in potential. These traditions differ in their …

Introduction To Part 1: The Division Of Labor, Rosemary Batt

Rosemary Batt

The changing nature of work, technology, and the division of labor in the last quarter of the twentieth century has been a central preoccupation of scholarship on organizations. Debate has centered on the extent to which a fundamental shift in employment systems has occurred—from so-called Fordist to post-Fordist models. The stylized facts portray the former as characterized by internal labor market systems in large organizations, narrow jobs in hierarchical career ladders, and long-term employment relations. The latter include decentralized organizations, flatter hierarchies, team-based forms of work organization, and shorter employment relations that reflect external market pressures. The accumulated body of …

Global Culture Concerns, Korcel M. Price

Korcel M Price

The following proposal seeks to change hiring, promoting, and firing practices among global and trans-national companies. The changes are intended to fortify the organization through better management, a better employee contract, and by moving closer to a learning organization.

At the heart of the proposal is the desire to move hiring, promoting, and firing practices to an external or internal third party, as means of creating a global culture that consistently applies the values of supra system’s organization.

A Typology Of Virtual Teams: Implications For Effective Leadership, Bradford S. Bell, Steve W. J. Kozlowski

Bradford S Bell

As the nature of work in today's organizations becomes more complex, dynamic, and global, there has been an increasing emphasis on far-flung, distributed, virtual teams as organizing units of work. Despite their growing prevalence, relatively little is known about this new form of work unit. The purpose of this paper is to present a theoretical framework to focus research toward understanding virtual teams and, in particular, to identify implications for effective leadership. Specifically, we focus on delineating the dimensions of a typology to characterize different types of virtual teams. First, we distinguish virtual teams from conventional teams to identify where …

Design, Implementation, And Evaluation Of Hr Leadership Development Programs, Karina Li Ming Kuok, Bradford S. Bell

Bradford S Bell

Given today’s new market reality and rapid changes in the business world, companies need to select and develop high potential talent who can maneuver in a hypercompetitive market and ultimately fill its top-tier jobs. Organizations can utilize the Human Resource Leadership Development Program (HRLDP) as a tool to attract, develop and retain high potentials to fill the future HR leadership pipeline. However, an HRLDP can be controversial and tricky to implement and maintain. The goal of this report is to provide useful guidelines for those interested in designing, managing and/or evaluating the effectiveness of such programs. If carefully designed and …

Justice Expectations And Applicant Perceptions, Bradford S. Bell, Anne Marie Ryan, Darin Wiechmann

Bradford S Bell

Expectations, which are beliefs about a future state of affairs, constitute a basic psychological mechanism that underlies virtually all human behavior. Although expectations serve as a central component in many theories of organizational behavior, they have received limited attention in the organizational justice literature. The goal of this paper is to introduce the concept of justice expectations and explore its implications for understanding applicant perceptions. To conceptualize justice expectations, we draw on research on expectations conducted in multiple disciplines. We discuss the three sources of expectations – direct experience, indirect influences, and other beliefs - and use this typology to …