...On the Horizon Emerald Article: Review of Storytelling in Organizations: Why Storytelling Is Transforming 21st Century Organizations and Management by John Seeley Brown Sharon L. Comstock Article information: To cite this document: Sharon L. Comstock, (2006),"Review of Storytelling in Organizations: Why Storytelling Is Transforming 21st Century Organizations and Management by John Seeley Brown", On the Horizon, Vol. 14 Iss: 4 pp. 175 - 177 Permanent link to this document: http://dx.doi.org/10.1108/10748120610708104 Downloaded on: 16-09-2012 References: This document contains references to 3 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 687 times since 2006. * Users who downloaded this Article also downloaded: * Hui Chen, Miguel Baptista Nunes, Lihong Zhou, Guo Chao Peng, (2011),"Expanding the concept of requirements traceability: The role of electronic records management in gathering evidence of crucial communications and negotiations", Aslib Proceedings, Vol. 63 Iss: 2 pp. 168 - 187 http://dx.doi.org/10.1108/00012531111135646 Brian Matthews, Catherine Jones, Bartlomiej Puzon, Jim Moon, Douglas Tudhope, Koraljka Golub, Marianne Lykke Nielsen, (2010),"An evaluation of enhancing social tagging with a knowledge organization system", Aslib Proceedings, Vol. 62 Iss: 4 pp. 447 - 465 http://dx.doi.org/10.1108/00012531011074690 Paul Clough, Jiayu Tang, Mark M. Hall, Amy Warner, (2011),"Linking archival data to location:...
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...FUN IN THE WORKPLACE: TOWARD AN ENVIRONMENT-BEHAVIOR FRAMEWORK RELATING OFFICE DESIGN, EMPLOYEE CREATIVITY, AND JOB SATISFACTION By ALEXANDRA M. MILLER A THESIS PRESENTED TO THE GRADUATE SCHOOL OF THE UNIVERSITY OF FLORIDA IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF INTERIOR DESIGN UNIVERSITY OF FLORIDA 2005 Copyright 2005 by Alexandra M. Miller ACKNOWLEDGMENTS First, I would like to thank my committee chair, Dr. Margaret Portillo, for her direction and guidance throughout the entire research process. I would also like to thank Dr. M. Joyce Hasell for her support and valuable expertise. Additional thanks go to Dr. Larry Winner for his indispensable assistance as a statistical consultant. I would also like to thank PUSH for providing an excellent example of a fun workplace. In particular, I would like to thank partners John Ludwig, Chris Robb, and Rich Wahl for allowing me to conduct a case study of their business. Additional thanks go to Ron Boucher, Jourdan Crumpler, and Gordon Weller for taking the time to participate in interviews. I would also like to express my gratitude to Kathryn Voorhees for her help, humor, and friendship as she accompanied me throughout the research process. Finally, I would like to thank all of my friends and family for their support. In particular, I would like to thank to my parents for their constant support and for helping me to achieve my dreams. iii TABLE OF CONTENTS page ACKNOWLEDGMENTS ..........
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...organisational change Steve Ryan, 17 Aug 15 INTRODUCTION Change is often forces upon organisations, be it through internal forces (e.g. a change in organisational strategy) or external forces (a change in government legislation or customer demand) (Jabri, 2012, p. 4). No matter the reason, it is important that managers, leaders and change agents are able understand the change process, predict issues and react appropriately. In an effort to further our understanding of organisational change, this paper will discuss how change is relational and, therefore, the product of mundane conversations. In achieving this, the paper will consider the meaning of organisational change, the meaning of conversations and social construction, and the role of conversations within change. In discussing these definitions and examining the role of conversations within organisational change, we will be able to highlight fictions within the change process and identify methods of negating them. UNDERSTANDING ORGANISATIONAL CHANGE The definition of change is one that has been discussed and debated by philosophers throughout the ages. An ancient criterion of change states that an object, x, changes if and only if there are distinct times, t and t’, and property p, such that x has p at t and fails to have p at t’, or vice versa (Lombard, 1978, p. 63). This criterion looks at change in the widest sense. To understand organisational change, we need look deeper into what creates change, how...
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...Genre is a way of classifying and then categorising a particular text, they are made up of their own codes and conventions for example narrative, characters and themes which standardise the way in which a story is told. In T.V and Film these are often subverted to produce hybrid genres or to give a social realist aesthetic. This is explicitly obvious within the Crime genre. Although the genre progresses in a linear fashion, it often relishes upon nostalgia and gritty realism to attract the audience. Vladimir Propp’s narrative theory of, order - disorder – re-establishment of order: is standard within the crime genre. It enables channels to fulfil their Public service Broadcasting (PSB) remit whilst not committing to commoditisation, therefore maintaining the realistic aesthetic which the genre relies upon. Appealing to a wider audience and creating universal appeal. The narrative seen allows the audience to view the programme within the boundaries of space and time, whilst maintaining a neutral point of view. The hybridisation between an open and closed narrative allows for an ensemble cast. The use of an ensemble cast/recurring list of characters allows the programme to maintain a set structure, some characters appear in all episodes such as Nick Stokes in CSI, allowing the audience to gather ‘evidence’ on the characters and depict their lifestyles. The focus of the audience is maintained on a main character either from episode to episode or series to series. Understanding...
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...and developing the communications skills necessary to manage individuals and groups successfully within business and work organizations. Students will identify their management communication styles and will assess and improve their effectiveness in the areas of interpersonal communications, group dynamics, diversity, motivation, team building, and conflict resolution. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Hynes, G. E. (2011). Managerial communication: Strategies and applications (5th ed.). New York, NY: McGraw-Hill....
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...Introduction to Flextime Flextime is defined by businessdictionary.com as the non-traditional work scheduling practice which allows full-time employees to choose their individual starting and ending times within certain limits (such as 'not earlier than 5 a.m.' and 'not later than 9 p.m.'). Flextime periods usually precede or follow a core time during which all employees must be present. According to history records, flextime was first suggested by Christel Kaemmerevback back in the year 1956 and was first implemented in West German businesses in 1967. Flextime was introduced as an intervention to reduce tardiness and absenteeism which resulted in 40% reduction in absenteeism, along with decreased overtime expense, decreased turnover rates, decreased tardiness, and increased morale. The practice of flextime spread quickly through Western Europe due to a high demand from workers and less governmental restrictions on work schedules. At the present time, due to the advancement of information technology and information system, this has further maximize the flexibility of work during the core hours to be stretched to working during non-core time like the weekends by enabling employees to work remotely from home instead of being physically present at the office. Flextime is no longer just considered as a benefit or privilege for the employees, but is able to provide competitive advantage for the organization over its rivals by being more flexible as a whole by providing quicker and...
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...Finding the Leader in You: Self-Assessment Organizational Behavior BUS 520 Dr. Ras Tsidi Acolatse July 23, 2013 Finding the Leader in You: Self-Assessment An accurate profile of my personality characteristics would read: progressive 21st Century leader, able to achieve positive results through transformational and transactional leadership (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012, p. 310), proven intuitive skills, keen sense of achieving results through compromising and excellent problem-solving techniques; achieved success in organizations developed through organic or mechanistic design. The results of my self-assessment portfolio reflect profile management foundations (PMF) of an individual with the necessary traits to manage and lead others in fluid, fast pace, and sometimes, volatile organizations. My “A Twenty-First Century Manager” score of 9/10 is the culmination, results of over 40 years in the workforce. Every job and professional experience has built upon the other in providing me the traits of being an effective leader in the 21st Century and beyond. I have gained and maintained the requisite skills to be an effective manager, and I possess the necessary traits for achieving mission success in organizations with varied and diverse missions, whether it is a Government agency/entity, or a private organization. I also have the ability to be both a transformation leader (score 24) or transactional leader (26), as dictated by the vision, goals, and objectivities...
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...XXXXX’ and its significant subcontractors’ Safety Forms and Data are included in this section as required by the RFP. 6.1.1 XXXXX Experience Modification Rate (EMR) (Insert Form Here) 6.1.2 OSHA Form 300A Summary of Work-Related Injuries and Illnesses Reports (Insert Form Here) 6.1.3 OSHA Total Recordable Cases Incidence Rate (TCIR) (Insert Form Here) 6.1.4 Days Away from Work, Job Transfer, or Restriction (DART) Rate (Insert Form Here) 6.1.5 Data and Trends Narrative (Need whatever explanation SME’s are going to use to explain away our “High Risk” to “Extremely High Risk” rating in these categories) 6.2 Significant Subcontractors’ Experience Modification Rate (EMR) (Insert Form Here) 6.2.1 Significant Subcontractors’ OSHA Form 300A (Insert Form Here) 6.2.3 Significant Subcontractors’ OSHA (TCIR) Rate (Insert Form Here) 6.2.4 Significant Subcontractors’ (DART) Rate (Insert Form Here) 6.2.5 Significant Subcontractors’ Data and Trends Narrative (Insert Form Here) 6.3 Safety Program and Procedures XXXXX approach to Safety on all worksites includes adherence to contract-specific safety requirements. For Kings Bay, this includes but is not limited to the following documents: * OPNAVINST 5100.23 NAVOSH Program Manual * Public Law 91-596, Occupational Safety and Health Act of 1970 * OPNAVINST 5100.12 Navy Traffic Safety Program * 29 CFR 1910 Labor, Occupational Safety & Health ( General Industry) ...
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...Positive Psychology Areas of Focus in Relation to Interpersonal and Prosocial Behavior Carmen Amaya Park University 1. Abstract The concepts of Positive Psychology are explored through an intrapersonal, interpersonal, and pro-social lens using empirical research as the basis. The paper examines the history, intentions and scope of positive psychology in relationship to personal experiences and character traits that lead to personal effectiveness. The specific Areas of Focus examine the major principles of Positive Psychology and their importance with regards to; changes in emotional states, cognitive processes and experiences in juxtaposition with current research. The concepts and principles are then applied to current goals, plans and future application in respect to the workplace, environment and culture. Finally, the challenges, obstacles and unanswered questions are discussed in current applications of Positive Psychology. Keywords: Positive Psychology, resiliency, hope, theories, emotion, cognition 2. Positive Psychology Areas of Focus in Relation to Interpersonal and Pro-social Behavior Major Principles and Concepts The primary underlying assumption of positive psychology is that psychology should focus on encouraging people’s strengths rather than fixing their weaknesses (Seligman & Csikszentmihalyi, 2000). Seligman and Csikszentmihalyi (2000) assert that as a new psychological paradigm, positive psychology rejects the disease...
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...Communication Monographs Vol. 73, No. 4, December 2006, pp. 406 Á433 Take This Job and . . . : Quitting and Other Forms of Resistance to Workplace Bullying Pamela Lutgen-Sandvik Adult bullying at work is an unbelievable and, at times, shattering experience, both for those targeted as well as for witnessing colleagues. This study examines the narratives of 30 workers, some of whom where targeted and all of whom saw others bullied. Their responses paint a complex picture of power in bullying situations that reframe the ‘‘power-deficient target’’ into agents who galvanize a variety of resources on their own or others’ behalf but also place them at considerable risk. In some cases, employees evaluate the abusive situation and quickly resign. Others protest but, if resistance fails to stop abuse, they also leave organizations. The paths of resistance, case outcomes, and dialectic nature of resistance and control are discussed. Keywords: Workplace Bullying; Verbal Aggression; Organizational Communication; Resistance; Power Adult bullying at work is a shocking, frightening, and at times shattering experience, both for those targeted and for onlookers. Workplace bullying, mobbing, and emotional abuse*essentially synonymous phenomena*are persistent, verbal, and nonverbal aggression at work that include personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions. Because this phenomenon is perpetrated by and through communication, and because...
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...The Role of Nursing Advocacy Across all Healthcare Settings Nursing is an autonomous profession where lives are saved every day. Nursing advocacy can affect patient outcomes. As the nursing profession evolves and responsibilities increase, it is necessary to better understand the concept of nursing advocacy. The role of advocacy is not new for the nursing profession, but the nature of advocacy in the nursing practice remains ambiguous. Nurses are obligated to act as an advocate for their patients, but there is lack of clarity on how to perform this role. The purpose of this paper is to better understand nursing advocacy and to explore ways it is practiced across all fields of nursing in order to promote improved patient care. Advocacy is an essential role for the nursing profession; however, it can be affected by many factors. The goal of advocacy is to balance the relationship between the healthcare system and the patients who are served by evaluating patient/family needs, providing information and education, ensuring access to proper care and supporting the patient and family’s decision within the structure of a multidisciplinary team. This paper will explore the following research question: What are the variables that affect the role of nursing advocacy and in what ways is it practiced across all fields of nursing? Review of Literature Introduction The general topic of the review of literature is nursing advocacy. We are examining and exploring a clearer definition...
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...represents an evolution of knowledge which is reshaped by the accumulation of new experiences. This evokes emotions of joy, nervousness or anger, forcing us to reassess the value of previous perspectives. Robert Gray’s poem, “The Meatworks”, and Tim Winton’s novel, “The Riders,” explore the view that discovery is a process, with the protagonists reflecting on the moral conflict that has developed from events in their lives, compelling them to reassess their needs and desires. Perspectives are often challenged over time, as a result of a better understanding of surroundings, causing re-evaluation of our circumstances. The persona in “The Meatworks” experiences conflict between his love for nature and his workplace, the abattoir, which causes a re-evaluation of his personal morals. To reconcile his passion for nature, he “settles for one of the lowest-paid jobs.” A brutal, one-dimensional version of manliness is revealed in the animalistic imagery evoked from “gnawed it hysterically,”...
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... how severe is sexism in the film industry? This 20 minute long documentary is based on women’s careers in the film industry, how they may be underrepresented, why this inequality persists and how this may have increased throughout the years. Actresses and women from around the world are calling out sexism in the film industry. “Is there a lack of material and great stories for women to work with?” These questions will be answered through a compilation of archive footage and interviews with female students to understand how younger women aspiring in strong career paths feel about it – and also women that are already in the industry who experience the inequality first hand. This leads to my first contributor which will introduce narrative and to give the audience a strong storyline to follow: Carla Lacey is 46. She has recently graduated from Manchester University and wants to excel in her dream of becoming a successful screenwriter. She grew up always wanting to be a singer but suffered with heavy bipolar, restricting her from following her dreams. Carla wrote poems and two novels which are published in books and on the internet – with this not being good enough for her she researched into screenwriting and now aspires to work with many other female screenwriters in the industry. She is passionate about the empowerment of women and wants more material for women to work with in the industry as she feels there isn’t enough. (Carla and her two daughters on her graduation) ...
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...ASSESSMENT ON CREATING A DYNAMIC CAREER DEVELOPMENT PLAN OF LEADERSHIP SKILLS Course: Developing personal and professional leadership practice Lecturer: Jill Machon /Jill Fortune Submission Date: 28TH March 2015 Nominal Word Count: 1000 Question: You should seek to show your progress during your studies, taking a critical approach and ensuring all your learning experiences inform your views. You should adapt and amend your plan as new information becomes available, ensuring that you can justify any changes made - keeping a reflective diary may be a way of achieving this. Steps * Introduction (100 words) * Section 1: * Section 2: * Section 3: * Section 4: * Section 5: * Conclusion (100 words) Assessment criteria Using knowledge of theories and concepts from the course reflect upon application and progression of learning and how this will affect/impact on your future management and leadership practice Excellent knowledge of theories and concepts from the course to reflect upon application and progression of learning and how this will affect/impact on your future management and leadership practice. Excellent ability to demonstrate an understanding of the impact of management and leadership practice in the wider organisational community. INTRODUCTION Continuing professional development (CPD) is recognised as a commitment by professionals to continually maintain and enhance their skills and knowledge with a view to support their...
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...respective work situations. Keywords: human resources, recruitment, retention, training, legal compliance, politics A Brief Overview of Human Resource Management Issues in the Public Sector Respondent Introductions Since the topics discussed in this paper were taken directly from responses gleaned from face-to-face interviews with a Human Resources Director and two managerial level supervisors, a brief description of their respective work environments, positions and responsibilities may help the reader understand relationship(s) between concepts delineated later in the narrative and the concerns of the respondents in relating such concepts to the author. To maintain confidentiality, the interviewees will hereby be designated as Respondent A, Respondent B and Respondent C during the course of this narrative. Respondent A is the Human Resources Director of a mid-sized city in New Mexico, and considered a municipal public...
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