Communication Climate and Organizational Performances: A Comparison Studies Between Two Public Organizations. Rosli Mohammed Faculty of Communication and Modern Languages University Utara Malaysia Adnan Hussein School of Communication University Science Malaysia Introduction: Organization, whether it is a profit making or a public service organization needs to create a climate which would facilitate effective
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no simple answer---since change is situation and time-dependent---the change process for an organization moving toward becoming an intelligent complex adaptive system must engage every individual in the firm as well as external partners. Since organizational networks of people and knowledge have become more and more interconnected and more and more complex as the world has become more global, the larger an organization the more a self-organizing change strategy must come into play. An ICAS
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ANRV296-PS58-19 ARI 17 November 2006 1:33 Annu. Rev. Psychol. 2007.58:479-514. Downloaded from arjournals.annualreviews.org by University Of Maryland on 12/11/06. For personal use only. Cross-Cultural Organizational Behavior Michele J. Gelfand,1 Miriam Erez,2 and Zeynep Aycan3 1 Department of Psychology, University of Maryland, College Park, Maryland 20742; email: mgelfand@psyc.umd.edu 2 Technion, Israel Institute of Technology, Technion City, Haifa, Israel 32000; email:
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Journal of Applied Psychology 2003, Vol. 88, No. 5, 852– 865 Copyright 2003 by the American Psychological Association, Inc. 0021-9010/03/$12.00 DOI: 10.1037/0021-9010.88.5.852 An Investigation of Race and Sex Similarity Effects in Interviews: A Multilevel Approach to Relational Demography Joshua M. Sacco Aon Consulting Christine R. Scheu, Ann Marie Ryan, and Neal Schmitt Michigan State University This research studied the effects of race and sex similarity on ratings in one-on-one
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A STUDY OF THE EFFECTIVENESS OF A DIVERSE WORKFORCE WITHIN NONPROFIT ORGANIZATIONS SERVING OLDER ADULTS: AN ANALYSIS OF THE IMPACT OF LEADERSHIP STYLES AND ORGANIZATIONAL CULTURE by Valdes J. Snipes Bennett A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University June 2006 UMI Number: 3226208 Copyright 2006 by Snipes-Bennett, Valdes J. All rights reserved. UMI Microform 3226208 Copyright 2006 by ProQuest
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ARTICLE IN PRESS Long Range Planning -- (2010) ---e--- http://www.elsevier.com/locate/lrp Complex Business Models: Managing Strategic Paradoxes Simultaneously Wendy K. Smith, Andy Binns and Michael L. Tushman As our world becomes more global, fast paced and hypercompetitive, competitive advantage may increasingly depend on success in managing paradoxical strategies strategies associated with contradictory, yet integrated tensions. We identify several types of complex business
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` , Single-Author Thesis THE EFFECT OF SUPPLY CHAIN MANAGEMENT PROCESSES ON COMPETITIVE ADVANTAGE AND ORGANIZATIONAL PERFORMANCE THESIS Ronald M. Salazar, SMSgt, USAF AFIT-LSCM-ENS-12-16 DEPARTMENT OF THE AIR FORCE AIR UNIVERSITY AIR FORCE INSTITUTE OF TECHNOLOGY Wright-Patterson Air Force Base, Ohio DISTRIBUTION STATEMENT A: APPROVED FOR PUBLIC RELEASE; DISTRIBUTION UNLIMITED Sample 3. Disclaimer Statement The views expressed in this thesis are those of the author and do not reflect
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Discrimination in the U.S. workforce Anyaoha Chidebe Chioma canyaoha0874@student.bristoluniversity.edu Bristol University Course No: BUS 401 – Business Ethics April 28, 2016 INTRODUCTION This study examines age discrimination in employment and the legal and practical challenges that managers confront in seeking to establish and maintain a legal and ethical workplace. This article first provides a general introduction to Civil Rights laws in the
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needs to take both macro and micro issues into consideration. For example, creating an effective recruiting strategy (some would describe this as a macro process) requires considerable understanding of the decision making processes of potential applicants (viewed as micro processes). The same can be said with respect to designing effective selection systems, etc. The challenge for many
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Chapter 5 Organizational Development and Change Chapter Overview The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for
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