Revised edition of the authors' Managing business ethics, [2014]

The process of choosing one strategic or operational alternative over another may be the difference between success and failure. This book uses a time-tested, step-by-step, practical framework for identifying and assessing organizational issues and for choosing optimum solutions. It is written in an easy, readable style, and uses real world case studies from the author's own consulting experiences to explain the assessment and intervention process.

The Practice of Organizational Diagnosis: Theory & Methods presents a new paradigm for examining the intergroup dynamics of organizations by combining the procedures of organizational diagnosis with the theory of embedded intergroup relations. In this volume, Alderfer explains the relevance of the paradigm concept for the present work, shows the importance of intergroup relations in the formative organization studies, reviews extant modes of organizational diagnosis, and demonstrates the limitations of interpersonal and intra-group theories. He then presents the five laws of embedded intergroup relations as a response to the problems associated with the earlier work. After comparing and contrasting alterative group level theories and explaining the several meanings of empirical support, the author describes the empirical basis of the five laws. Based on examining alternative codes of professional conduct and applying the five laws, he provides his prescriptions for the ethical basis of sound diagnostic practice. With the theory and ethical position in place, he then explains procedures for conducting each phase of organizational diagnosis: entry, data collection, data analysis, and feedback. He follows that by reporting the empirical bases for the methods used in the four phases. The volume concludes by describing the courses and educational processes essential for educating people to conduct organizational diagnoses. A recurring theme from beginning to end is that the lawfulness of human behavior in relation to organizations is as applicable to diagnosticians, whether working alone or in teams, as it is to their clients. By addressing theory, method, data, and values, the volume presents a complete paradigm for organizational diagnosis.

This volume makes available in one place the large body of research that has been developed over the years on role motivation theory. Author Jack Miner has always been concerned with unconscious factors in human experience, and this work is designed to give proper emphasis to their role in organizational behavior. Part I reviews the current status of projective techniques and the recent work that has been done on unconscious motivation. Part II covers Miner's significant research in the field, from his early work at the Atlantic Refining Company to his career-long leadership studies of Princeton University graduates. The chapters in Part III involve psychometric data analysis, meta-analysis, and factor analysis.

Comprised of chapters written by notable experts in the field, Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities provides an up-to-date, comprehensive assessment of OBM-IDD. This edited volume not only provides an overview of the area of OBM-IDD, it also summarizes the extant literature, offers research-to-practice recommendations, and includes operational strategies for building successful service settings. Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities synthesizes the published literature and directs practice and research in the areas of assessment and evaluation, training, supervision, and performance improvement, systems interventions, and organizational development. By providing the most contemporary and effective OBM practices derived from evidence-based research findings and recommendations from experienced scientist-practitioners, this book is an integral aid for professionals looking to improve different aspects of service delivery. The book is intended principally for professionals within educational, human services, and behavioral healthcare settings serving persons with IDD comprised of psychologists, educators, program administrators, organizational consultants, behavior analysts, and evaluation specialists. In particular, the book should appeal to practicing behavior analysts who hold the Behavior Analyst Certification Board (BACB) credential and are seeking professional development within OBM as well as academic instructors and researchers, graduate students, and trainees completing doctoral internships and post-doctoral fellowships.

Religion and its effect on individuals in organizations is critical to understand as organizational behavior and culture are dependent upon individual employees. Evaluating the link between religion and organizations is important in today’s world in order to develop organizations and understand employee motivations, perspectives, and ideals. Further research into this link is needed to ensure organizations operate successfully and prosper. Religion and Its Impact on Organizational Behavior seeks to enhance the understanding of theories, concepts, procedures, and processes related to the impact and effect that religion has on the behavior of individuals in organizations. Covering a range of topics such as personality and religion, human perception of religion, and work-related attitudes, this book is ideal for practitioners, industry professionals, business owners, policymakers, researchers, academicians, instructors, and students.

Elfi Ettinger focuses her research on how financial consultants perceive, explain, and interpret their commitment at work based on their collective reality of actions and behavior. She analyzes which organizational performance variables consultants associate with their commitment at work, and how consultants’ commitment behavior is linked with organizational performance.

This 240-page workbook is a highly effective, no nonsense, self-marketing instrument to facilitate and manage the entire job-search campaign. Contained in its pages are all the tools and information necessary to help your terminated employee win and keep their next job. Whether or not you provide Outplacement support to your separated employees, our workbook would be an excellent tool to augment their job search. It provides a complete resource to help the discharged worker achieve and keep their next position. FINDING A JOB IS HARD WORK. It has been estimated that as many as one out of every three workers attempts to change jobs annually in the United States. Out of a labor force of 153 million, that represents almost 50,000,000 job seekers who are seeking new employment each year. As a result, the job search process is highly competitive at all levels. It can be lengthy, frustrating, prejudicial, and unfair. Older, more traditional job finding techniques have become less productive. The traditional resume no longer has the same impact in generating the all important and often elusive interview. Both the Wall Street Journal and USA TODAY have highlighted the fact that only about 15% of all professionals find a new position through responding to published advertisements or online postings, another 10% through placement agencies or search firms, and only 5% through unsolicited direct mail. Why then, would anyone focus 90% of their time and effort in areas that represent only about 30% of all potential opportunities? It is not uncommon for 200-300 people to respond to help wanted advertisements. Yet seldom do more than 6 to 10 people achieve interviews, and after an often lengthy process, only one person gets the job. Everyone else starts the whole process again. Older Americans, women, and minorities can often face an even more difficult road due to unspoken, but ever-present biases. There is a better way. Tomorrow Is Today dispels the myth that the most qualified candidate always gets the job. It points out that the person who is hired is usually the one who is liked the best. This book can be a major factor in how you differentiate yourself from other candidates when the hiring decision is almost always based upon subjective factors such as the individual’s personality style, body language, and manner of being interviewed. It is an invaluable resource in helping you to achieve your next position with added features that assist in effectively managing both career growth and family issues.