Organizational Culture in Higher Education. Ch.3 in The Strategic Management of Higher Education Institutions: Serving Students as Customers for Institutional Growth
by Rana Zeine
ZEINE, R., Boglarsky, C.A., Blessinger, P., and Hamlet, M.T. Organizational Culture in Higher Education. Chapter 3 in Kazeroony, H. (Ed.), The Strategic Management of Higher Education Institutions: Serving Students as Customers for Institutional Growth, Business Expert Press, LLC, New York, NY USA, 2011, 1st edition, pp. 19-38. DOI 10.4128/9781606491034, ISBN-13: 978-160649-366-3 (paperback), 978-1-60649-103-4 (e-book)
The organizational culture of academic higher educational institutions was analyzed using the Human Synergistics... more The organizational culture of academic higher educational institutions was analyzed using the Human Synergistics International (HSI) Organizational Culture Inventory® (OCI®) Survey. Cultural norms characteristic of Passive/Defensive and Aggressive/Defensive behavioral styles were overrepresented, while those characteristic of Constructive styles were underrepresented, as compared to Ideal profiles. The results reflect predominance of task-centered over people-centered organizational orientations and of lower-order (security) over higher-order (satisfaction) needs. Both current and ideal profiles were derived from the responses of higher education faculty and administrators who are active at non-profit or for-profit organizations worldwide. Targets for cultural change were identified, and recommendations were developed to assist higher education institutions approach their ideal organizational cultures.
Mental Health and Productivity in the Workplace: A Handbook for Organizations and Clinicians
Jeffrey P. Kahn & Alan M. Langlieb, Editors.
Jossey-Bass/Wiley 2003
Mental Health and Productivity in the Workplace is a comprehensive and practical guide to identifying, understanding,... more Mental Health and Productivity in the Workplace is a comprehensive and practical guide to identifying, understanding, preventing, and resolving individual and organizational mental health problems in the workplace. Originally published as Mental Health in the Workplace (Van Nostrand/Wiley, 1993), this completely revised, updated, and expanded edition represents the most current thinking in the field and contains contributions from an expert panel of organizational and occupational psychiatrists. With fifty percent more chapters, this new edition adds essential material on creating systems and cultures that encourage organizational productivity and employee mental health and on finding cost-effective,quality mental health care. The book focuses on problems that start "at the top" (executive dysfunction) as well as on the effects of organizational structure, office politics, chronic change, downsizing and employment uncertainty, office wide emotional crises, and aspects of organizational development. In addition, this helpful resource includes information about such basic issues as anxiety, stress, burnout, depression, drug and alcohol abuse, violence, and psychosis.
The New Knowledge Workers
2012 Edward Elgar Publishing
This critical ethnographic study of knowledge workers and knowledge-intensive organization workplaces focuses on the... more
This critical ethnographic study of knowledge workers and knowledge-intensive organization workplaces focuses on the issues of timing and schedules, the perception of formality and trust and distrust in software development as well as motivation and occupational identity among software engineers.
The book is a cross-cultural, comparative study of American and European high-tech workplaces that addresses the issues currently of interest to both Academia and to practice and provides a rare international comparison of organizations from both sides of the Atlantic. Its conclusions shed new light on the problems typical for software projects. The book specifically focuses on, and gives voice to, the perspectives of knowledge workers rather than managers and will thus be useful to not only scholars and human resource managers from software companies, but also to high-tech professionals.
Scholars and professionals in organization studies, management, HRM, innovation and knowledge management will find this book engaging and enlightening.
Download The Myth of Mind and Consciousness
The nature of mind. psychological and evolutionary development.
An exploration of the evolution through cultural constructs of the human mind. An exploration of the evolution through cultural constructs of the human mind.
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Das Unternehmen und sein Umfeld. Wahrnehmungsprozesse und Unternehmenskultur am Beispiel eines Chemiekonzerns
co-authored with Meinolf Dierkes and Katrin Hähner
Organizational Relationships in the Networking Age
Chapter 3 'The Performative Nature of Identification', co-authored with Hans Siebers
Globalization, the information technology revolution, individualization and other processes in contemporary society... more Globalization, the information technology revolution, individualization and other processes in contemporary society all impact on organizations. Organizational actors are recognizing the need to make sense of these permutations, reconstruct their identities and positions and find ways of coping with the complexity of relationships within and between organizations. This book analyses the framework of these organizational relationships and the dynamics of identity formation and bonding on several levels.
The Strategic Management of Higher Education Institutions
Zeine, R., Boglarsky, C.A., Blessinger, P., and Hamlet, M.T. (2011) Organizational Culture in Higher Education Institutions. Chapter 3 in Kazeroony, H. (Ed.), The Strategic Management of Higher Education Institutions. Business Expert Press.
The organizational culture of academic higher educational institutions was analyzed using the Human Synergistics... more The organizational culture of academic higher educational institutions was analyzed using the Human Synergistics International (HSI) Organizational Culture Inventory® (OCI®) Survey. Cultural norms characteristic of Passive/Defensive and Aggressive/Defensive behavioral styles were overrepresented, while those characteristic of Constructive styles were underrepresented, as compared to Ideal profiles. The results reflect predominance of task-centered over people-centered organizational orientations and of lower-order (security) over higher-order (satisfaction) needs. Both current and ideal profiles were derived from the responses of higher education faculty and administrators who are active at non-profit or for-profit organizations worldwide. Targets for cultural change were identified, and recommendations were developed to assist higher education institutions approach their ideal organizational cultures.
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Cultura de género en las escuelas de informática y telecomunicaciones
by Jörg Müller
Castaño, C & Müller, J 2010, 'Cultura de género en las escuelas de informática y telecomunicaciones', in C Castaño (ed.) , Género y TIC Presencia, posición y políticas Editorial UOC, Barcelona, pp.217-250
Institutional Economics and Psychoanalysis: How Can They Collaborate for a Better Understanding of Individual-Society Dynamics?
UNI Service, January 2009, Second Edition, link
http://www.uni-service.it/institutional-economics-and-psychoanalysis.h
The idea of carrying out this work stems from the observation that although institutional economics deals with the... more
The idea of carrying out this work stems from the observation that although institutional economics deals with the study of human actions and motivations in their historical evolution, there has been in many cases a lack of scientific collaboration with other fields of social and psychological sciences; in this regard, psychoanalysis is a case in point.
In light of these problems, our work can be synthesized as follows: institutional economics, especially through Veblen's and Commons's contributions, has highlighted a number of aspects that provide a better understanding of the inner nature of social and economic relations. This has been realized through the elaboration of concepts which characterize, in their continual refining, the core of institutional economics: these include ceremonial/instrumental behaviour dichotomy, instincts, culture, evolution, habits, power, path-dependency, tacit knowledge, technology, collective action, going concerns, working rules and social valuing.
In this regard, a systematic collaboration between institutional economics, psychoanalysis and other heterodox fields of social sciences can help us to analyze the following interrelated issues:
* The evolutionary and conflicting nature of habits, routines, organizations, institutions and social valuing.
* The evolutionary and conflicting nature of individual and collective decision-making processes.
* The analysis of structural problems, in particular in developing countries, and the role of institutions and policies in economic and social change.
This collaboration can greatly benefit from contributions provided by other disciplines as well. In this respect, the fact that institutional economics shares significant aspects with important strands of social sciences and with pragmatist and cognitive psychology constitutes an enriching element that can contribute to a more fruitful collaboration between all these theories and psychoanalysis.
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Creative Labour: Media Work in Three Cultural Industries
by Sarah Baker
Co-authored with David Hesmondhalgh. Published by Routledge, 2011.
What is it like to work in the media? Are media jobs more ‘creative’ than those in other sectors? To answer these... more
What is it like to work in the media? Are media jobs more ‘creative’ than those in other sectors? To answer these questions, this book explores the creative industries, using a combination of original research and a synthesis of existing studies.
Through its close analysis of key issues - such as tensions between commerce and creativity, the conditions and experiences of workers, alienation, autonomy, self-realisation, emotional and affective labour, self-exploitation, and how possible it might be to produce ‘good work’ - Creative Labour makes a major contribution to our understanding of the media, of work, and of social and cultural change. In addition, the book undertakes an extensive exploration of the creative industries, spanning numerous sectors including television, music and journalism.
This book provides a comprehensive and accessible account of life in the creative industries in the 21st century. It is a major piece of research and a valuable study aid for both undergraduate and postgraduate students of subjects including business and management studies, sociology of work, sociology of culture, and media and communications.
Contents:
1. Introduction: can creative labour be good work?
1.1 Good and bad work in the cultural industries
1.2 Creativity as doctrine
1.3 The critical backlash, the debate and our own approach
1.4 Definitions and boundaries
1.5 Research design: selection of industries and cases
1.6 Methods: interviews and participant observation
1.7 Outline of the book
Part 1
2. A model of good and bad work
2.1 Marx on work and alienation
2.2 A sociological concept of alienation
2.3 Towards a model of good and bad work beyond alienation
2.4 Good products as good work
2.5 Autonomy as a feature of good work?
2.5.1 Two accounts of workplace autonomy
2.6 Self-realisation as a feature of good work?
2.7 Post-structuralist critique of work and the problem of values
2.7.1 Good work: critique of a critique
2.8 Subjective experience
3. The specificity of creative labour
3.1 Outline of the chapter
3.2 Three approaches to cultural production
3.3 General neglect of labour in studies of cultural production and possible reasons
3.4 Political economy and the specificity of creative labour
3.5 Raymond Williams on the specificity of creative labour: The communication of experience
3.6 A critical conception of creative autonomy and its two variants
3.6.1 Variant 1: Aesthetic autonomy
3.6.2 Variant 2: Professional autonomy
3.7 Creative work and social class
3.8 Cultural studies on creative labour: Subjectivity and self-exploitation
3.9 The debate about creative work
Part 2
4. The management of autonomy, creativity and commerce
4.1 Creativity, commerce and organisations
4.2 The creative management function
4.3 Managing creative autonomy: Magazines
4.4 Managing creative autonomy: The case of music recording
4.5 Pressures of Autonomy (1): Marketisation in broadcasting
4.5.1 Television documentary and factual television
4.5.2 Television drama
4.6 Pressures on autonomy (2): The rising power of marketing
4.7 Anxieties about autonomy
4.8 Pressures on autonomy (3): The obligation to network
4.9 Conclusions
5. Pay, hours, security, involvement, esteem and freedom
5.1 Quality of working life in the cultural industries
5.2 Pay, working hours and unions
5.2.1 Pay
5.2.2 Working hours
5.2.3 Unions
5.3 Security and risk
5.4 Esteem and self-esteem
5.4.1 Self-doubt
5.4.2 Cool and glamorous
5.5 Challenge, interest and involvement
5.5.1 Pleasurable absorption
5.6 The experience of autonomy
5.7 Ambivalent experiences
6. Creative careers, self-realisation and sociality
6.1 Decline of the career?
6.2 Finding the right creative occupation
6.3 The fragility of creative careers
6.4 Defining yourself too much through creative work
6.5 Teamwork, socialising, networking
6.6 Isolation
6.7 Self-realisation and sociality: Ambivalent features of modern creative labour
7. Emotional and affective labour
7.1 Immaterial labour, affective labour and ‘precarity’
7.2 Emotional labour
7.3 Media labour and symbolic power
7.4 The talent show: Budget, commissioners and independents
7.5 Emotional labour and the anxieties of star-making
7.6 Pleasure and sociality on the production team
7.7 Affective labour and immanent co-operation?
7.8 Conclusions
8. Creative products, good and bad
8.1 Questions of quality
8.2 Pleasures and satisfactions of making good cultural products
8.3 Conceptions of good texts
8.4 Bad texts: Frustration and disappointment
8.5 Conceptions and explanations of poor quality work
8.6 Negative and positive experiences of quality
9. Audiences, quality and the meaning of creative work
9.1 Creative workers thinking about what audiences think
9.2 Magazines: is the reader everything
9.3 Music: a communicative thing or a private thing?
9.4 What can audiences handle?
9.5 Television and audience size: ratings tyranny?
9.6 Audiences, ambivalence and projection
10. The politics of good and bad work
10.1 The hardest way to make an easy living?
10.2 Unions and the struggle for good creative work
10.3 Work and life: choosing not to self-exploit?
10.4 Spreading good and bad work: how intractable is the social division of labour?
Bibliography
Appendix: The Interviews
Author Bio:
David Hesmondhalgh teaches in the Institute of Communications Studies at the University of Leeds, where he is Professor of Media and Music Industries, Director of Research, and Head of the Media Industries Research Centre (MIRC). His publications include The Cultural Industries (2nd edition, 2007).
Sarah Baker is Lecturer in Cultural Sociology at Griffith University, Australia. She has previously held research fellowships at The Open University and University of Leeds, UK, and the University of South Australia.
How organisations remember: Retaining knowledge through organizational action.
O'Toole, P. (2011). How organisations remember: Retaining knowledge through organizational action. New York: Springer.
How do organizations remember? Remembering is a problematic issue for organizations. To remember too little is to... more How do organizations remember? Remembering is a problematic issue for organizations. To remember too little is to forget the lessons of the past and to duplicate past effort; to remember too much is to lose flexibility and the ability to innovate (Stein, 1995; Weick, 1979a). In addition, employees may remember what organizational leaders never speak of, or lessons of the past that are useful for the future may be forgotten. Memory or knowledge retention is a significant component of organizational learning and knowledge management, but may also block innovation when old knowledge obstructs the retention of new learning. The hapless manager described in the above vignette is being confronted by a series of problems involving the retention of knowledge, or lack of it, in his organization. Knowledge retention can be a strategic issue, such as a new organizational-wide computer system or a tactical one such as an agreement with a supplier.
Organizational Culture
by Dvora Yanow
2 volume set, co-edited with Sierk Ybema and Ida Sabelis
Edward Elgar, 2011
Volume 15 in the The International Library of Critical Writings on Business and Management series.
http://www.e-elgar.com/Bookentry_Main.lasso?id=13903
'This collection of articles is exceptionally well selected. It will be an essential reference for any student or... more
'This collection of articles is exceptionally well selected. It will be an essential reference for any student or researcher interested in organizational culture.’
– Joanne Martin, Merrill Professor of Organizational Behavior, Emerita, Graduate School of Business, Stanford University, California, US
48 articles, dating from 1951 to 2002.
Contributors include: M. Alvesson, S. Barley, P. Bate, D. Collinson, B. Czarniawska, T. Deal, J. Martin, E. Schien, L. Smircich, B. Turner, J. Van Maanen.
Knowing in Organizations: A Practice-Based Approach
by Dvora Yanow
co-edited with Davide Nicolini and Silvia Gherardi
M E Sharpe, 2003
http://www.mesharpe.com/mall/resultsa.asp?Title=Knowing+in+Organizatio
This book explores the relationship among knowing, learning, and practice in the development of organizational... more
This book explores the relationship among knowing, learning, and practice in the development of organizational knowledge. Scholars and practitioners from the US and abroad focus on organizational learning as a collective, social, and not entirely cognitive activity. These experts represent a wide range of disciplinary backgrounds (including management, IT/collaborative technology, sociology, psychology, and political science) and research traditions (symbolic interaction, activity theory, and actor network theory). They explore the implications for research and intervention growing out of the notion that organizational knowledge cannot be conceived as a mental process residing in members' heads, but rather as a form of social expertise, in which learning is situated in the historical, social, and cultural contexts in which it takes place. Thier work provdes a fresh, authoritative, and challenging look at the changing field of organizational learning that will be equally useful in any advanced level course in which knowledge management is a central concern.
Selected Contents:
List of Tables and Figures
1. Introduction: Toward a Practice-Based View of Knowing and Learning in Organizations Davide Nicolini, Silvia Gherardi, Dvora Yanow
2. Seeing Organizational Learning: A "Cultural" View Dvora Yanow
3. Knowing in Practice: Aesthetic Understanding and Tacit Knowledge Antonio Strati
4. Communities of Practice and Social Learning Systems Etienne Wenger
5. Developing Knowing in Practice: Behind the Scenes of Haute Cuisine Marie-Leandre Gomez, Isabelle Bouty, Carole Drucker-Godard
6. Organizing Process in Complex Activity Networks Frank Blackler, Norman Crump, Seonaidh McDonald
7. Spatial and Temporal Expansion of the Object as a Challenge for Reorganizing Work Yrjo Engestrom, Anne Puonti, Laura Seppanen
8. Organizing Alignment: The Case of Bridge-Building Lucy Suchman
9. To Transfer Is to Transform: The Circulation of Safety Knowledge Silvia Gherardi and Davide Nicolini
10. Allegory and Its Others John Law and Vicky Singleton
About the Editors and Contributors
Index
How Does A Policy Mean? Interpreting Policy and Organizational Actions
by Dvora Yanow
Georgetown University Press, 1996
"Offers an innovative and enlightening approach to understanding how public policies, which are always ambiguous,... more
"Offers an innovative and enlightening approach to understanding how public policies, which are always ambiguous, come to have particular meanings for diverse audiences. . . . The book is especially cogent in its discussion of interpretation, offering one of the most impressive analyses of that key process I know. . . . [Yanow] contributes insightfully to our understanding of political language and symbolism."
—Murray Edelman, professor emeritus of political science, University of Wisconsin
This book offers a new, interpretive way of understanding organizations and policy by analyzing how they convey meaning through symbolic language, objects, and act. Yanow argues that contested facts in policy often reflect different policy meanings, which are often known tacitly and communicated through the symbols used by an implementing organization.
Yanow argues that policy and organizational actions are often as expressive of group or national identity as they are instrumentally oriented. Drawing on the Israel Corporation of Community Centers as an extended illustration of her arguments, she shows how policy meanings may be communicated to multiple audiences through the agency's actions. Using language, physical artifacts, and acts, Yanow explores how one vision of Israeli identity was communicated tacitly, at a time when Jewish Israeli "ethnicity" was publicly undiscussable. In reading public policies and administrative practices as ways in which a polity constructs and narrates its identity, Yanow shows how the case example raises questions of what it means to be a "good" Israeli.
Unlike most policy studies which consider organizations within a void, How Does a Policy Mean? puts policy in a societal context. Yanow's interpretation of the policy process extends beyond the field of public policy to examine the way organizations establish identity and image for themselves and for the wider public. Her analysis will be of value to those involved in political science, public administration, and organizational studies.
Rischi psicosociali e benessere organizzativo.
Franco Angeli Editore, Milano, Italia, 2007
Co-authored with:Laura Beccia, Arduino Berra, Diego Boerchi, Savina Bordoni, Paolo Capretti, Katia Castorini, Andrea Cavazzoni, Pierangelo Costa, Rosanna Gallo, Antonio Mobilia, Tommaso Prestipino, Alessandro Reati, Gian Piero Riboni, Silvia Spagnoli, Laura Speccher
I rischi psicosociali ed il benessere organizzativo rappresentano oggi una specificità, sempre più importante e... more
I rischi psicosociali ed il benessere organizzativo rappresentano oggi una specificità, sempre più importante e significativa, per osservare e leggere le organizzazioni, da parte di coloro che, per il loro ruolo, sono chiamati a gestirne e curarne gli sviluppi, i cambiamenti e le competenze professionali.
In questi ambiti di intervento sono stati elaborati orientamenti, norme e direttive a livello mondiale, attraverso l'OMS, e a livello europeo sono state emanate dalla Commissione relativa le Direttive Quadro 89/391. Ciò significa avere riconosciuto che la salute e la sicurezza nei contesti organizzativi, rappresentano una risorsa e, nello stesso tempo, un obiettivo di tipo strategico, da tutelare sotto il profilo psicosociologico.
Il funzionamento delle organizzazioni e nelle organizzazioni presenta quindi un nuovo spazio di prestazioni professionali, non solo per gli psicologi del lavoro, ma anche per i ruoli di gestore delle risorse umane, di formatore, di responsabile della sicurezza, di consulente e, soprattutto, di governo manageriale.
A tali ruoli il testo offre dati, suggestioni e spunti di riflessione professionale riguardanti segnali e sintomi di malessere e prefigurazioni di possibile promozione di benessere.
Farklılıklarla Yaşamak. Kültürlerarası İletişim
Başlık Farklılıklarla yaşamak: kültürlerarası iletişim
Yazar Asker... more
Başlık Farklılıklarla yaşamak: kültürlerarası iletişim
Yazar Asker Kartarı
Yayıncı Ürün, 2001 (2. Baskı 2006)
ISBN 9757145645, 9789757145646
Uzunluk 248 sayfa
Managing Organizational Change in Public Services: international issues, challenges and cases
Co-edited with Calum MacLeod
This edited collection focuses on the organizational dimensions of change management, identifying and analyzing the... more
This edited collection focuses on the organizational dimensions of change management, identifying and analyzing the development, implementation and evaluation of public service change initiatives. Combining theory and practice, it boasts case studies from around the world, as well as comparative analysis across a range of public service sectors.
From the Back Cover
Forming part of the Understanding Organizational Change series, Managing Organizational Change in Public Services focuses on the organizational dimension of change management in public services. Combining aspects of change management theory with ‘real life’ practice in the form of organizational cases from different regions and sectors, this edited collection identifies and analyzes significant issues regarding the development, implementation and evaluation of public service change initiatives. Featuring contributions from leading authors in the field, this text provides an overview of organizational change management with a focus on leadership, management, and strategies for change.
Looking at cases from Europe and North America, Managing Organizational Change in Public Services offers both a global, as well as a cross-sector analysis of this complex and challenging process. Different sectors that are examined include:
Transport
Health
Education
This book offers an excellent introduction to change management and how it works within the public service organizations internationally. It will be vital reading for all those engaged with the study or practice of this dynamic subject.