The chapters in this volume offer new and innovative ways to view values related to fairness, as well as work-related values, their antecedents and consequences. All have been peer reviewed prior to their publication. This volume consists of two parts. The first part focuses on value-based theories in organizations. The papers in this section address issues such as how to define, classify and study values; how values influence fairness by influencing what people believe what they deserve; how one’s own identity relates to fairness perceptions, and how values and norms affect the way that people perceive or construe events.

This volume in Research in Social Issues in Management expands our understanding of organizational justice and applies justice theories to develop models of ethical behavior in organizations. At a time of global economic recession and frequent business and accounting scandals, many people are questioning the ethics of business leaders. Whether these challenges are actual or perceived, models grounded in organizational justice theories provide powerful insights and suggest new ways of looking at leadership ethics. By examining what it means to be just and examining relationships between justice and ethicality, the chapters in this volume have provided conceptual models for understanding ethical challenges facing organizations. The chapters are organized around two related themes. The first theme is expanding models of organizational justice. After 30 years of research, a natural question is whether we have reached the useful limits in developing theories of organizational justice. The clear answer you will see after reading these chapters is no, as each chapter pushes our thinking in new directions. The second theme is applying organizational justice theories to develop models of ethical and unethical behavior in organizations. The models address topics of greed, dehumanization, and moral contracts.

Within the framework of organizational behavior and organizational psychology, organizational climate and culture conceptualize how employees experience their work settings. Thus, organizational climate refers to the shared perceptions and meaning attributed to policies, practices, and procedures experienced by employees and the behaviors they observe that are rewarded, supported, and expected. On the other hand, organizational culture may be defined as the collection of values, expectations, and practices that guide and inform the actions of all team members. Climate offers an approach to the tangibles on which managers can focus to generate the behaviors they require for effectiveness, and culture offers the intangibles that likely accrue to produce the deeper psychology of people in a setting. These two concepts complement each other and can be mutually useful in practice.

Completely revised, this new edition of the classic book offers contributions from experts in the field (Warner Burke, David Campbell, Chris Worley, David Jamieson, Kim Cameron, Michael Beer, Edgar Schein, Gibb Dyer, and Margaret Wheatley) and provides a road map through each episode of change facilitation. This updated edition features new chapters on positive change, leadership transformation, sustainability, and globalization. In addition, it includes exhibits, activities, instruments, and case studies, supplemental materials on accompanying Website. This resource is written for OD practitioners, consultants, and scholars.

Preface and Acknowledgments p. vii Introduction: The Making of Effective Public Servants p. ix 1 Elmer Boyd Staats and the Pursuit of Good Government Kathe Callahan p. 3 2 Leadership and the Transformation of a Major Institution: Charles Rossotti and the Internal Revenue Service Hal G. Rainey and James R. Thompson p. 14 3 Leadership with an Enduring Impact: The Legacy of Chief Burtell Jefferson of the Metropolitan Police Department of Washington, D.C. Brian N. Williams and J. Edward Kellough p. 26 4 Qualified to Learn the Job: Donna Shalala Beryl A. Radin p. 40 5 William Robertson: Exemplar of Politics and Public Management Rightly Understood Terry L. Cooper and Thomas A. Bryer p. 48 6 Lillian Borrone: Weaving a Web to Revitalize Port Commerce in New York and New Jersey Hindy Lauer Schachter p. 59 7 Leadership and Change at NASA: Sean O'Keefe as Administrator W. Henry Lambright p. 68 8 George Tenet and the Last Great Days of the CIA Richard D. White, Jr. p. 82 9 Colleen Jollie, State Tribal Liaison: A Story of Transformational Change Cheryl Simrell King and Megan Beeby p. 92 10 Being There Matters-Redefining the Model Public Servant: Viola O. Baskerville in Profile Janet R. Hutchinson and Deirdre M. Condit p. 104 11 Managing the "New Normalcy" with Values-Based Leadership: Lessons from Admiral James Loy Heather Getha-Taylor p. 116 12 Nancy Alfaro as an Exemplary Collaborative Public Manager: How Customer Service Was Aligned with Customer Needs Katherine C. Naff p. 125 13 Chrik Poortman: A World Bank Professional Xu Yi-chong and Patrick Weller p. 134 14 The Pracademic and the Fed: The Leadership of Chairman Benjamin Bernanke Anne M. Khademian p. 147 15 Bill Gibson and the Art of Leading Across Boundaries Ricardo S. Morse p. 160 16 Prosecuting Nazi Collaborators and Terrorists: Eli Rosenbaum and Managing the Office of Special Investigations Jerome S. Legge, Jr. p. 173 Conclusion: What Are the Ingredients of Effective Performance Among Public Servants? p. 187 About the Editor and Contributors.

Moral Leadership brings together in one comprehensive volume essays from leading scholars in law, leadership, psychology, political science, and ethics to provide practical, theoretical policy guidance. The authors explore key questions about moral leadership such as: How do leaders form, sustain, and transmit moral commitments? Under what conditions are those processes most effective? What is the impact of ethics officers, codes, training programs, and similar initiatives? How do standards and practices vary across context and culture? What can we do at the individual, organizational, and societal level to foster moral leadership? Throughout the book, the contributors identify what people know, and only think they know, about the role of ethics in key decision-making positions. The essays focus on issues such as the definition and importance of moral leadership and the factors that influence its exercise, along with practical strategies for promoting ethical behavior. Moral Leadership addresses the dynamics of moral leadership, with particular emphasis on major obstacles that stand in its way: impaired judgment, self-interest, and power. Finally, the book explores moral leadership in a variety of contexts?business and the professions, nonprofit organizations, and the international arena.

Providing a timely contribution to the ongoing questions surrounding topics which are by definition subject to varying stakeholder interpretations, this book addresses “the missing link” between theoretical CSR concepts and everyday management practice. It acts as a guide to awaken managers to the advantages of adopting a CSR “mindset” when developing sustainable business strategies. The book consists of three parts: 1) A theoretical realm which establishes the key concepts and rationale for the adoption of a sustainable CSR approach, 2) A practical realm which addresses putting CSR and sustainability into business practice, 3) An educational realm which proposes how to incorporate the concepts into teaching and training.

Proposes fresh perspectives in IB research by addressing a number of critical issues which criss-cross the fields of International Business and International Management. This work focuses on management of cultural distance across countries. It also focuses on the genesis and development of international entrepreneurs.

Table of contents

The book highlights ‘new perspectives’ on volunteerism in sport, covering frameworks, methods, context and variables on several levels from community sport clubs to international events. In analysing the processes of control within voluntary sport clubs, a new theoretical framework – critical realism (CR) – challenges how we think about theory and how scientific inquiry should proceed. Further themes raised are: Should sports clubs be viewed as a crossing between a traditional volunteer culture dominated by collective solidarity, and a modern volunteer culture focused on the individual benefits? Are former athletes a new group of possible volunteers? Can personal narratives of experiences of being a volunteer in a big international event provide us with new insight that has not previously been considered? Identity is suggested as a motive for understanding volunteers at sporting events. Two new theoretical models are presented, one on the development of volunteer commitment and the other on a framework that incorporates both individual- and institutional-level variables. All chapters have recommendations for future research. The testing of these theories and influencing factors will provide new directions in the research of sport volunteerism. This book was originally published as a special issue of European Sport Management Quarterly.