ISSN:0090-4848    

DOI:10.1002/hrm.3930240302

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractDemocracy is among the most misused words in our vocabulary and one of the most evanescent and slippery operational concepts. Sadly, although it should not come as a surprise, theory and reality often fail to mesh. This article provides an historical perspective on the participative management movement, based on the works of such theorists as Trist, Chandler, Taylor, and Fayol among others. It takes a critical look at the real problem facing managers today: How do we accommodate efficiency with democracy in a world where economic giants are subverting historical political sovereignties?

ISSN:0090-4848    

DOI:10.1002/hrm.3930240303

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractThis is a study of the effects of becoming plateaued on the careers of professionals in a declining organization. An unusual “triple ladder” was studied, one with paths in administration and technical specialization (the two typical components of a dual ladder system), as well as project management (a general practice, technical generalist role). In contrast to earlier studies of plateauing, it was found that occupational characteristics mitigate the effects of plateauing. The plateaued technical specialists experienced the expected declines in job attitudes; however, in project management, and to a lesser extent in administration, it was the plateaued group whose career outlook was most positive. Interview data suggested that the critical factor operating here was not plateauing per se, but the extent to which learning is required andexperience and acquired skills are utilized and recognized in the work role. Structural career opportunities, intrinsic job rewards, and recognition were all critical factors in mitigating the effects of the career plat

ISSN:0090-4848    

DOI:10.1002/hrm.3930240304

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractIs the recent popular management literature on corporate culture and cultural values just a passing fad or is it highlighting some fundamental organizational realities? The results from a recent nationwide survey of American managers shows, we are convinced, that clearly articulated organizational valuesdomake a significant difference in the lives of employees, as well as in their organization's performance. This article is an effort to integrate this broad‐based data on individual managers' values with the reported experience of successful organizations that pay careful attention to their culture. It also offers ideas on how human resource managers can facilitate the alignment of personal and organizational value

ISSN:0090-4848    

DOI:10.1002/hrm.3930240305

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractNeeded cutbacks in government and industry can lead to a situation where professionals have to operate where their autonomy is limited. How do they cope? Responses may include: “dubious” practice, the development and use of “simplified decision‐rules,” “whistle‐blowing,” reformism, and retreatism. Management can institutionalize a code‐of‐action that draws on the positive responses of the reformers and “decision simplifiers” and in this way better accommodate the need for both efficiency and

ISSN:0090-4848    

DOI:10.1002/hrm.3930240306

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractThis paper examines the impact of a joint GM/UAW ceremony on changes in the traditional labor‐management culture. Ceremonies can help change corporate culture when the actual event is transformed into an organizational story. Stories help motivate change because they provide purpose and clues to new behavior pattern

ISSN:0090-4848    

DOI:10.1002/hrm.3930240307

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

摘要:

AbstractThe three year Tennessee Valley Authority (TVA) quality of work life experiment was one of eight large scale projects developed by the American Center for Quality of Work Life and assessed by the University of Michigan's Institute for Social Research. The key themes of this research program involved union–management collaboration and employee participation in organizational change. This article presents major outcomes of the experiment, with particular emphasis on the participatory change process that was the central focus at TVA. The implications of participation are discussed in terms of the paradoxes of change, leadership, and process. Based on data from interviews and observation of events throughout the experiment, recommendations are provided for similar quality of work life program

ISSN:0090-4848    

DOI:10.1002/hrm.3930240308

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930240309

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930240310

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930240311

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1985

数据来源: WILEY