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Explores the dynamics of time in organizational change, proposing the use of the concept of "flow time." This book examines the issue of excessive change in organizations, which are defined as the simultaneous pursuit of multiple unrelated changes.

In this diverse volume new methodologies are introduced, such as the strategic fitness process for engaging leaders in better understanding the reactions of employees to strategic change efforts (Beer), Jazz as a metaphor for organizational improvisation (Bernstein & Barrett), and new theories for understanding change processes (Gomez & Ballard).

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This book brings new perspectives to classic issues in the field such as organizational complexity, change leadership, emotional intelligence and interorganizational change.

This volume covers such topics as locating meaning making in organizational learning, internalization and the firm's growth, the psychology of organizational transactions, and organizational design and organizational development solutions to the problem of R&D-marketing, integration.

This volume covers such topics as psychological ownership in organizations, employee perceptions of fairness when human resource systems change, a culture-based perspective of organization development implementation, and mapping the progress of change through organizational levels.

This eighth volume in the series on research in organizational change and development deals with such topics as practitioner attitudes to the field of organizational development and the effects of union status on employee involvement.

Dealing with the field of organization change and development, this series provides overviews of different paradigms of research in the field.

Part of a series presenting scholarly thinking about research and concepts related to the transformation of organizations. As in previous volumes in the series, contributors provide comprehensive literature reviews, methodological breakthroughs, and cutting edge theories. The papers presented in Volume 14 address practical, conceptual and methodological issues in the field of organizational change. They offer a categorization scheme for interv...

The theoretical frames outlined in this volume on research in organizational change and development range from perspectives so new that they are relatively undeveloped (for example chaos theory), to perspectives and ideas that have been in widespread use for many years (such as action research). The focus of these articles range from challenging the traditional action research paradigm, to debating the need for greater professionalization in O...

As with previous volumes in "Research in Organizational Change and Development, " volume 11 contains papers that range from explorations of individual action in organizational change to studies of multiple organizations. The change and development field continues to explore new theoretical frames, research methods, and change practice. The chapters in this volume further demonstrate the expanding boundaries of the field.

Ideas which are comfortable and familiar are not likely to challenge or transform our thinking. As human beings, our need to reduce cognitive dissonance causes us to seek the familiar and reject the unfamiliar, often without careful reflection. Scholars must overcome such natural tendencies in order to look beyond the reaches of well accepted doctrine, exploring less-understood and less-accepted explanations of the way things are, and consider...

Rights and rights talk have a long and storied history and have occupied a crucial place in the ideology of liberal legalism. With the development of Critical Legal Studies in the 1970s and 80s, rights were subject to extensive critique. Yet not long after that critique rights were rehabilitated by feminists and Critical Race Theorists. Today, scholars are investigating the role of rights in social movements, in legal consciousness, in organiz...

This volume covers such topics as psychological ownership in organizations, employee perceptions of fairness when human resource systems change, a culture-based perspective of organization development implementation, and mapping the progress of change through organizational levels.

Large law firms have become a dominant feature of the legal landscape in the United States and elsewhere. This volume of Studies in Law, Politics, and Society examines the situation of large law firms. The articles collected here address the following questions: How has the large law firm altered, or adapted to, the ideals/ideology of the legal profession? How do law firms function as organizations? What happens to firms when they globalize th...