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- Organizational Behavior and Human Resources (4)
- Change (3)
- High Performance Teams (3)
- Organizational Behavior (3)
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- Work-Life (3)
- Readiness for Change (2)
- Work-Family Conflict (2)
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Articles 1 - 9 of 9
Full-Text Articles in Business
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Susan R. Madsen
Organizations continually seek to find ways to improve the performance of individuals, groups, and the entire organization. Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can be increased. How to reduce these levels, however, is a complex task. One claim that has been made, but not thoroughly researched, is that teleworking can assist employees in reducing their work-family conflict. This empirical study researched the effects of home-based teleworking on work-family conflict. Its purpose was to investigate the differences in work and family conflict (i.e., overall, forms, directions) between full-time worksite employees and full-time …
Strategic Faculty Development (Professional Development Workshop), Susan R. Madsen, Scott C. Hammond
Strategic Faculty Development (Professional Development Workshop), Susan R. Madsen, Scott C. Hammond
Susan R. Madsen
This workshop addresses the following: 1) How to create a strategic planning process that honors the principles of faculty governance; 2) How strategic planning for academic organizations is fundamentally different from strategic planning in business; 3) The essential process and content elements in academic strategic palling; 4) Real case examples from private and state run institutions; and 5) How to use faculty development to successfully implement college and departmental strategy.
High Performance Teams: What Makes The Difference?, Bruce Jackson, Susan R. Madsen
High Performance Teams: What Makes The Difference?, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
During the past number of decades, team structures have produced significant results for organizations (Kirkman & Rosen, 2000). Even since the 1980s, organizations have significantly increased and improved group and team structure use. By 1997, Cohen and Bailey found that organizations with greater than 100 employees utilized team structures 82 percent of the time. They also found that 68 percent of the Fortune 1000 utilized team structures of some sort, while Shulman (1996) found that 47 percent of these companies utilized teams. This increase in teams has since made major contributions by helping organizations increase efficiency, flexibility, and performance. Therefore, …
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Susan R. Madsen
Quantitative methods are used to shed light on the relationships among work-family conflict, health, and other workplace, psychological, and behavioral constructs, i.e., organizational commitment, management/leadership relations, job knowledge and skills, job demands, workplace social relations, and readiness for change. A survey questionnaire was used to collect data regarding the perceptions of 464 employees in four organizations. Negative correlations were found between work-family conflict and all variables except job knowledge and skills. Significant relationships were also discovered between health and all study variables. Multiple regressions were used to explore the relationships between the demographic variables and work-family conflict and health.
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
Susan R. Madsen
Some of the most important topics of research in human resource development (HRD) today revolve around specific issues, policies, practices, programs, or interventions that appear to influence the performance of employees in all types of organizations. Although research in the work/life arena has been published for the last three decades in related fields (e.g., management, psychology, and family sciences), HRD literature reporting the exploration and investigation of the HRD-work/life connection is relatively new. However, it is clear that work/life issues are essential considerations with regard to the performance at the individual, group, and organizational levels. Hence, it is important that …
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
Utilization of work teams is now wide spread in all types of organizations throughout the world. However, an understanding of the important factors common to high performance teams is rare. The purpose of this content analysis is to explore the literature and propose findings related to high performance teams. These include definition and types, goals, talent, skills, performance ethics, incentives and motivation, efficacy, leadership, conflict, communication, power and empowerment, norms and standards, and values.
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Susan R. Madsen
Today’s businesses are confronting continuous and unparalleled changes. For organizations to assist employees in being motivated and prepared for change, it is essential that managers, leaders, and organization development professionals understand factors that may influence individual change readiness. The purpose of this research study was to investigate the relationship between readiness for change and two of these possible factors: organizational commitment and social relationships in the workplace. Four hundred and sixty-four usable surveys were returned from full-time employees in four companies within two northern Utah counties. The findings indicate that there are significant relationships between readiness for change, organizational commitment, …
A Conversation With John H. Zenger: Leadership And Change, Susan R. Madsen, Janice Gygi
A Conversation With John H. Zenger: Leadership And Change, Susan R. Madsen, Janice Gygi
Susan R. Madsen
In an interview, John H. Zenger, CEO of Zenger-Folkman, talked about leadership and change setting. He discussed the background of organizational development (OD), his early and continued involvement in the field, specific OD interests and passions, and the link between OD and leadership. He described his work and presented a model of leadership that was illustrated as a tent with five poles representing the competencies that separate extraordinary leaders from others. In addition, he stressed the importance of results as well as attributes. He also emphasized the value of change in an organization and said that extraordinary leaders must not …
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
Utilization of work teams is now widespread in all types of organizations throughout the world. An understanding of the important factors common to high performance teams is, however, rare. the purpose of this content analysis is to explore the literature and propose findings related to high performance teams. These include definition and types, goals, talent, skills, performance ethics, incentives and motivation, efficacy, leadership, conflict, communication, power and empowerment, norms and standards, and values.