Business & Economics

This book explores, documents and establishes how to help founders start businesses with the collaboration of local and international resources. An incubator, accelerator or science park all have this goal but provide a variety of foci and support. At a minimum, it’s important to not only attract entrepreneurs but to have support services that can include mentoring, financial support and other services that make the incubator really filled with energy and potential. It’s becoming insufficient to just have office space and WiFi.

It is also important to develop good interactions between directors, the start-up community and residents. Managing the community to help residents to launch successfully is the main goal of the director. It’s also important to stay abreast of the innovations happening in start-up support. Today there are many ways to incubate from bare bones office space to Incubator 1.0 space with some support to Incubator 2.0 with a great deal of support including a fund. For that reason, it’s important to develop a clear strategy for the type, style, clientele and support that will be built.

This book provides guidance in three main areas: 1) What are the different options for incubators, accelerators and science parks, 2) How to assist the start-up founders (residents) and 3) How to manage the space.

The volume begins with a chapter by Henri Savall, founder and director of the ISEOR Institute and creator of the SEAM methodology, that presents an overview of the development of the socio-economic approach to management, and its guiding frameworks and methodology. The chapter s detailed explanation of the underlying thinking, tools, and techniques of socio-economic management serves as the primer for the remainder of the volume. The book is then divided into three sections. The first part presents illustrations of SEAM interventions in different types of organizations, including industrial and service companies, and not-for-profit organizations, including cultural institutions and sports clubs. The next section looks at cross-cultural applications and assessments of SEAM experiments in Africa, Asia, Mexico, and the United States, with a concluding chapter on intervening in multinational corporations in general. The volume concludes with a section that examines different issues and challenges in SEAM intervention, ranging from the impact on and role of middle managers in the SEAM process, intervening in small organizations, SEAM s facilitative role in operationalizing and institutionalizing information technology, conceptualizing, and implementing organizational change, facilitating merger and acquisition integration, and the application of socio-economic management in sales and marketing. The book also contains a combined glossary and chapter index that provides a definition of key terms and concepts in the SEAM methodology and where they appear in the volume. These key terms are highlighted in bold italics throughout the volume, illustrating their application in different contexts.

This volume is part of an ongoing partnership between the Research in Management Consulting book series and the Socio-Economic Institute for Firms and Organizations (ISEOR), located in Ecully, France, on the outskirts of Lyon. The socio-economic approach to management (SEAM) provides a pathway to creating more engaged, more responsible and responsive, and more productive organizations. In many respects this volume reflects a culmination of ISEOR’s work, drawing together Henri Savall and Veronique Zardet’s insights and framing them in the context of strategy creation and, just as if not more important, strategy implementation.

This volume casts SEAM in the context of strategy development and implementation. Reflecting on the changing nature of work and the workplace, the potential power of—and need to develop and build on—human potential has never been greater. Savall and Zardet have always thought that the Western concept of human resources was misguided, that people are not a resource to use up but rather a source of potential to invest in, develop, and nurture. People bring their potential to the organizations in which they work—and it is their choice as to whether they will apply it in their jobs. Thus, a core managerial challenge is to create an environment in which that potential can be maximized.

SEAM-based strategy builds on this premise, developing an approach to economic and social performance, providing direction as to how managers can create and implement strategies that enhance organizational effectiveness and efficiency. As Savall and Zardet argue, strategic vision does not have to be limited by constraints in the external environment—companies “are not compelled to enter in a ‘strategic’ tunnel” that mimics the competition and the market. Instead, companies can experience breakthroughs, turning constraints into opportunities by unleashing their internal energy, power, and cohesion, working and succeeding as a team. The SEAM approach to strategy is grounded in innovation and creation far more than imitation—and, as convincingly illustrated in the volume, that creativity can be self-financed through the value-added created by the elimination of organizational dysfunctions and the hidden costs they generate. The volume provides an insightful guide for enhancing economic and social performance, with a useful mixture of specific tools and techniques—grounded in a conceptual view of organizational life—interspersed throughout that illustrate how it can be done.

This workbook is designed for all levels of leaders who aspire to create a high performance life, team, or organization. It is applicable to those who ask: Do I need to think differently? What is the environment telling me? Where are we going and where do we need to go? How do I position myself or my organization, team, and individuals to take advantage of opportunities presented by the environment? How do I find and turn talent into performance? How do I ignite the soul of followers to achieve greatness beyond what anyone imagined possible? How do I know if we are succeeding?

Pisapia asked those very same questions in 2009. This workbook provides the experiences which enable you to cultivate yourself and be able to use your answers to cultivate your organizations.

Talent has been identified as the only differentiator for an organization’s, nations’ or any region’s success in this uncertain, complex, competitive and global environment. Ulrich (2008) defined talent as the equation of 3Cs: Talent = Competence x Commitment x Contribution. Malaeb and Chanaron (2010, p. 2), noted “Competence means that employees have the skills and abilities today and in the future for required business results. ... Commitment means that employees are involved and engaged ... while Contribution means that employees find personal abundance at occupation ...” While Ulrich (2008) observed that commitment focused on meaning and identity and other restraints that tap employee’s heart. This book is unique in many ways, which makes it extraordinary. First, unlike other books that have examined issues of change facing the global economy no book has examined the issue of talent development from the perspective of special interest groups including management international students, women refugees, refugees, non-governmental organizations, for profit, for benefit and nonprofit organizations. Thus, talent development world over has become one of the most important issues when it comes to developing human resources especially through education and training. The book presents pertinent research and practice on talent development management and argues that the term talent development broadly refers to management and development of high performing and high potential individuals in society required to carry out critical organizational and society roles aimed at improving human development. The contributors of the book chapters include individuals actively involved in research, teaching and practice in higher education and in business and industry. The chapters are based on empirical data, including review of relevant literature. The book also recognizes that talent development is more than just crisis management and includes best talent management practices, shared governance, meaningful reforms, strategic planning, transparency and accountability, social justice and respect for human life and the need to develop humane organizations and humane communities. The contributions take cognizance of the fact that talent development as a concept is facing fundamental changes in the global knowledge economy, and especially with political changes taking place world over. Contributors also take cognizance of the fact that one important source of change in society has been the accelerating speed of scientific and technological advancement driven by the power of the Internet hence the need to develop talent for the 21st century and beyond. The book is basically an academic book for use by undergraduates and graduate students at universities, for-profit, for-benefit, and non-profit organizations, policy makers and formulators in ministries of Education; supra national organizations, foreign organizations multilateral organizations, non-governmental organizations, community based organizations as well as development stakeholders, and community organizers.

Too often evaluation findings end up on the shelf! Why? Many interventions have several moving parts working together to achieve something each part cannot do independently. Unfortunately, many of the available evaluation approaches oversimplify this reality. A major reason for this is that evaluators do not have a blueprint to plan, and the associated methods to execute, an evaluation fit for this purpose. As such, they revert to using methods with which they are familiar, but are not suitable, for evaluating complex interventions. Consequently, the evaluation findings do not make sense to decisionmakers, so they are ignored. This book provides evaluators of all skill levels with a simple 3-step framework, System Evaluation Theory, that will lead to more actionable recommendations because the methods better capture the reality in which interventions operate; that is as a system.

The book first reviews the limitations of program evaluation approaches that pointed to a need for a different way of thinking, one grounded in systems. After defining a system, the book explains how SET is intentionally aligned to evaluate a system’s two essential properties: interdependence and emergence. Individual chapters are dedicated to explaining how to execute each SET step. Throughout, the author draws on real-world examples and those from his own evaluations to help bridge the theory-practice divide. The reader is then shown how to use SET to develop actionable recommendations.

This book is a handbook for people who want to assure the use of reliable and valid questionnaires for collecting information about organizations. It significantly reduces the time and effort required for obtaining validated multi-question measures of aspects of organizational ‘health’ such as employee job satisfaction, organizational commitment, organizational justice, and workplace behaviors. It helps users in measuring some factors underlying employee perceptions of work such as job characteristics, role ambiguity or conflict, job stress, and the extent to which employees believe their values and those of the organization are congruent. All the measures in the book have been used and tested in research studies published in the 1990’s. In addition, all the measures describe the extent and types of reliability and validity tests that have been completed, a feature that organizational researchers should find particularly useful. All in all, this book is a handy tool to increase the efficiency of researchers, consultants, managers, or organizational development specialists in obtaining reliable and valid information about how employees view their jobs and organizations.

This volume covers such topics as Developing Theories of Fairness Motivation; Development of Justice Integration Theory; and The Roles of Empathy, Self-esteem, and Moral Development in Interactional Fairness.

When a New Leader takes Over: Toward Ethical Turnarounds takes a detailed look at the experiences of new leaders who are charged with turning an organization around following an ethical scandal. The challenges confronting new leaders who are tasked with restoring trust, rebuilding reputation, and turning around an organization following an ethical scandal are discussed along with specific actions taken by these leaders during the turnaround process. A main focus of the book is to offer insight into the difficult situations confronting new leaders at the beginning, during and after their turnaround experiences which means turning an unethical organizational culture into an ethical one. A number of examples of turnaround efforts that have taken place over the past two decades are included to provide the most comprehensive documentation of the ethical turnaround process.

The book includes an in-depth look at what led to the unethical behavior by examining a number of real-world examples of ethical scandals from around the world. The book will provide an analysis of the various ethical scandals by focusing on concepts like unethical leadership, received wisdom, groupthink and moral silence, all of which contribute to the kind of organizational culture and unethical behavior one finds in organizations that experience ethical scandals. The book also discusses proactive leadership and its importance in implementing ethical turnarounds based on values-based leadership, employee involvement and ethics education. A main premise of this book is that new leaders can successfully create an organization environment to rebuild and institutionalize ethical behavior as part of the turnaround process and sustain ethical behavior beyond the turnaround.

The book will be of interest to employees at all levels of an organization, business professionals and other practitioners and others who have an interest in organization change, transformation and ethical turnarounds.

It was not that long ago that it might have been possible to cover the topic of venture capital in one paper. Now, it is not possible to provide comprehensive coverage in even one book. The industry has flourished, as variations of he initial venture capital funds have been developed and now operates in most developing and developed economies. This is clearly reflected in this volume, which has a strong focus on Europe and Asia. Each of the papers is a stand alone effort. However, a full reading of the volume provides a panoramic picture of the global extent of venture capital, some of its challenges, and the likely direction of future efforts.

Venture capital and the venture capitalist have been shown to have a positive impact on performance in many cases. This is clearly the reason why some many emerging economies want to increase the level of venture capital investment in their country.

The Violence Volcano is for managers and workers in all types of business and government organizations, including law enforcement and other first-responders. Its purpose is to assist all organizations and their employees in fulfilling their obligations under U.S. Government regulations to reduce the risks of any and all forms of violence that affect workers during the time they are carrying out their duties as employees. The Violence Volcano is written at an appropriate level for either self-study, training programs, or classroom settings. It could be used as a supplement in business, educational administration, criminal justice and law enforcement classes, or other academic and trade programs. Key features of the book: • Uses the volcano metaphor to provide a simple and unique way to help readers under stand and remember how violence builds. • Provides a broader approach than other books toward recognizing and dealing with the issue of workplace violence, including both internal and external causes as well as signs of impending acts of violence. • Identifies and discusses the nature and complexity of violence in a variety of workplaces. • Helps management compare violence prevention costs with the immediate and direct costs plus the delayed and hidden costs of violent incidents at work. • Helps management, employees, and law enforcement personnel recognize environmental and organizational influences on employee behavior. • Helps management and employees develop an awareness of personal characteristics and work behaviors that build toward violent behavior, so that timely intervention can perhaps eliminate the threat of violence. • Assists management in establishing a crisis management team, an organizational crisis plan, a violence intervention plan, and a post-violence trauma plan. • Develops a comprehensive definition of workplace violence and examines its rapid growth. • Suggests administrative ways of reducing risks, such as establishing anti-violence policies, improving asset security, and providing an adequate support system. • Introduces the topics of legal responsibilities and liabilities, and working with law enforcement.

The central theme of this book series is to explore the contemporary perspectives on managing technological innovations and related strategic policy issues. Specifically, this book series open to all potential topics that need attention within the broad theme of the management of technology and innovations, and promote an interdisciplinary scholarship and dialogue on the management of innovation and technological change in a global context from strategic, managerial, behavioral, and policy perspectives.

The third volume of this book series concentrates on “Technological Innovation Networks: Collaboration and Partnership” – a theme resonating with scholars and practitioners that innovation requires a network of partners to collaborate. Authors from around the world contribute to this volume by approaching this theme from many different perspectives: an institutional understanding of international R&D networks, a stakeholder centrality potential in innovation networks, the intersection between intellectual structure and M & A, the rejections of the technological opportunities due to lock-in, the policy-practice paradox of technological innovations, Japan’s national innovation strategy, immigrant entrepreneurs in patents and performance, the impact of university research parks on technology transfer, a historical narrative of cotton technology in China, and the innovative online or blended education in terms of motivation and reality. These researches have made significant attempts to address the important questions on how technological innovation touched on many aspects of our networked social life, thus I hope readers who are interested in learning the most contemporary perspectives on the technological innovation will be impressed, enriched, and intrigued by their analyses in each chapter. As the editor, I hope readers of the volume could enjoy these chapters by its global nature, the practicality orientation, the critical perspective, and the new theories and practices embedded in the selected research.

Research in Management and Entrepreneurship is a thematic book series where each volume will focus on a single major issues in entrepreneurship. Volumes will not be published on any specific time table, but will be published when sufficient research interests exits to justify one. This series will focus on a specific emerging issue or on ones that could benefit from a consolidated, single source treatment. Thus, Research in Management and Entrepreneurship will be a comprehensive first source for academics, doctoral students and practitioners seeking information on selected topics. The papers in Research in Management and Entrepreneurship will be written by leading researchers and present the latest empirical and theoretical work on the topic selected. Contributions will cover a variety of perspectives from the various business disciplines as well as from allied fields such as economics, sociology and psychology. The volumes will be international in their coverage and the research presented will be balanced between developing and developed economies, where appropriate. The volumes will also have broader appeal that do academic journals because the literature can be fully reviewed and theoretical links more fully discussed.

This is the eighth edition of the Stress and Quality of Working Life book series. The Brazilian section of the International Stress Management Association (ISMA-BR), a not-for-profit organization that studies stress and ways to prevent it, together with two renowned American researchers, has organized the eighth volume of the series Stress and Quality of Working Life: Coping at Work and at Home. The new volume offers some of the latest theories and methods on how to cope with stress and quality of working life issues based on the experience and knowledge of recognized international experts in this field. This book is meant to be a tool to provide information and suggest ways to deal with pressures and demands from the workplace.

The contemporary workplace includes a combination of traditional workplace environments, work-from-home arrangements, and hybrid models with some combination of working from a traditional environment and at home. Our authorship team comprises international experts from many disciplines so we can provide insights into contemporary stress and quality of working life issues, as well as how to cope with them at work and at home.

Del autor de Tiende tu cama, un inspirador libro de consejos y lecciones de liderazgo que el almirante McRaven recopiló a lo largo de sus cuatro décadas como Navy SEAL.

El almirante McRaven tuvo el honor de recibir en 2011 el título de «Bullfrog», otorgado al Navy SEAL que más tiempo ha pasado en servicio activo, cuando asumió el mando de Operaciones Especiales de los Estados Unidos. Durante 37 años, McRaven enfrentó innumerables retos de liderazgo, incluyendo el rescate del capitán Phillips y la captura de Saddam Hussein y Osama bin Laden.

Basado en estas increíbles experiencias, que abarcan resolución de crisis, dilemas de gestión, transiciones organizativas y conflictos éticos, McRaven ofrece al lector las lecciones de liderazgo más importantes que ha aprendido a lo largo de sus cuarenta años de servicio. Cada capítulo presenta una parábola similar a las de Tiende tu cama, con consejos esenciales para liderar con éxito:

• Quien se atreve, gana.

• Escucha a tus tropas, a tu equipo.

• Ningún plan sobrevive al primer contacto con el enemigo.

El liderazgo es simple (aunque no fácil) es el lúcido tratado del almirante McRaven sobre las cualidades de liderazgo que distinguen a los simplemente buenos de los verdaderamente grandes.

ENGLISH DESCRIPTION

From the author of Make Your Bed, an inspiring book of advice and leadership lessons that Admiral McRaven gathered over his four decades as a Navy SEAL.

In 2011, Admiral McRaven had the honor of receiving the title of "Bullfrog," awarded to the Navy SEAL who has spent the longest time in active service, when he took command of the United States Special Operations Command. Over 37 years, McRaven faced every imaginable leadership challenge, including the rescue of Captain Phillips and the capture of Saddam Hussein and Osama bin Laden.

Drawing from these incredible experiences—including crisis resolution, management dilemmas, organizational transitions, and ethical conflicts—McRaven shares the most valuable leadership lessons he has learned throughout his forty years of service. Each chapter presents a parable similar to those in Make Your Bed, offering essential leadership advice:

• Who dares, wins.

• Listen to your troops, to your team.

• No plan survives first contact with the enemy.

Leadership Is Simple (Though Not Easy) is Admiral McRaven’s insightful treatise on the leadership qualities that distinguish the merely good from the truly great.

Investigates the production, trade and consumption of the bouquets sold in European supermarkets and the consequences of this for the globalised economy.



From a macro-perspective, it appears that the cut flower industry has changed into a buyer-driven value chain with corporate retailers as the new lead firms. Yet, as this book shows, this is insufficient to explain how new trade relations come into being, and the consequences of this, not only for global economics, but for the producers, climate change and rural livelihoods. As the retailers and wholesalers of the flower industry in the West linked directly to producers in the Global South, trade relations changed fundamentally, and this critical new book explores the complexities of the power asymmetries and the way in which corporate retailers have shaped the market to promote their own interests, as well as the role non-economic actors played.
This book examines in detail the situation at Lake Naivasha, Kenya, which has played a central part within this new market order. Since the 1970s, the area has developed into one of the most important production areas for the ready-made bouquets that sell so cheaply in European supermarkets. For the flower growers themselves, however, coping with the new conditions of supply and demand, the new market order has brought financial precariousness. Farms needed to be flexible in the production and marketing of their flowers. Yet while they were able to expand their production and achieve more stable employment conditions, this has not resulted in significantly higher remuneration. The rapidly changing economic situation has also had a profound impact, not only on local stakeholders, but on the environment, where there is intensified competition for resources and new production technologies.

Published in association with the Collaborative Research Centre FUTURE RURAL AFRICA, funded by the German Research Council (DFG).

This book examines the cases of implementation failure of the Indonesian Anticorruption Law 1971 of the authoritarian New Order regime, and of the Anticorruption Law 1999 of the democratic Reform Order regime. It investigates to what extent and for what reasons the implementation of these Laws failed to attain the policy objectives of eradicating corruption in the public sector under the two different political systems.

The book concludes that combating corruption in a developing country undergoing political transition from an authoritarian to a democratic political system is problematic and difficult. When corruption has systematically infected and distorted the institutional structures and processes of the government, in particular the law enforcement mechanisms, implementing anticorruption laws is expected to be suboptimal and subsequently fail. To overcome this problem, the factors contributing to the policy implementation failure must be eliminated.

The leadership landscape has begun to shift. Researchers have started to realize that previous conceptualizations of leadership that focus only on the positive aspects of leadership are too narrow and may represent a romantic notion of leadership. A growing body of inquiry has emerged with a focus on the darker side of leadership. Allowing for the possibility that leaders can also do harm, either intentionally or unintentionally, broadens the scope of leadership studies and serves to increase the practical implications of leadership research. This book brings together contributions by scholars from several different countries addressing topics such as narcissistic and destructive leadership, ethical leadership and leader errors.

The book “WealthTech: Wealth and Asset Management in the Fintech Age” is the primary resource for the wealth and asset management technology revolution. It examines the rise of financial technology and its growing impact on the wealth and asset management industry. Written by thought leaders in the global WealthTech space, this volume offers an analysis of the current tectonic shifts happening in wealth and asset management and aggregates diverse industry expertise into a single informative book. It provides practitioners such as wealth managers, bankers and investors with the answers they need to capitalize on this lucrative market. As a primer on WealthTech it offers academics clear insight into the repercussions of profoundly changing business models. It furthermore highlights the concept of the ongoing democratization of wealth management towards a more efficient and client-centric advisory process, free of entry hurdles. This book aggregates facts, expertise, insights and acumen from industry experts to provide answers on various questions including: Who are the key players in WealthTech? What is fueling its exponential growth? What are the key technologies behind WealthTech? How do regulators respond? What are the risks? What is the reaction of incumbent players? This book not only seeks to answer these questions but also touches on a series of related topics: • Get up to speed on the latest industry developments • Understand the driving forces behind the rise of WealthTech • Realize the depth and breadth of WealthTech • Discover how investors react to the growth in WealthTech • Learn how regulators influence the evolution of WealthTech business models • Examine the market dynamics of the WealthTech revolution • Grasp the industry’s potential and its effects on connected sectors • Build acumen on investment and entrepreneurial opportunities Digital transformation is creating game-changing opportunities and disruptions across industries and businesses. One industry where these game-changing opportunities will have profound impacts is wealth and asset management. For generations, wealth and asset management was a privileged service provided to co-operations and wealthy individuals. The informational advantages that wealth managers held vis-a -vis their clients provided a key competitive differentiator. In the current digital transformation climate, this differentiator is vanishing and the setting is changing. A top priority on the agenda for any wealth and asset manager must therefore be how to respond and prepare for the ramifications of this fast changing business environment. This book (one of the first to be published in this area) will provide the reader with a head start in adapting to this new digital environment.

The book represents a dramatic step forward in discussing the principles, processes, and practices of visionary strategic leadership. While most of the existing literature covers the subject from organizational and management perspectives, the book focuses on a holistic view of the corporation and all of the supporting entities and customers and stakeholders. The book addresses new theories, methods and practices that are in line with 21st century dynamics.

The book is on the cutting edge of thought and practice. It discusses constructs based on the integration of the social, economic, ethical, technological and environmental considerations. Examples are taken from numerous industries in the U.S., Europe, Pacific Rim and South America. The book portrays the global phenomenon. The discussions are based on real world needs and expectations. There is a huge audience of executives, professionals and practitioners who need to understand the opportunities and challenges of today and in the future. There are scholars, professors and business leaders who will view these perspectives as real world approaches being practiced by global corporations today.

The purpose of this book project is to analyze why the workplace is changing so rapidly, identify the enabling factors and understand what we can do to best prepare for the future. The analysis led to four significant factors which are all fundamental to the formation of the future world of work. They are the incredible enabling technologies, changing attitudes, workforce demographics and globalization. The rapid and irreversible coalescing of these factors is creating what is referred to in the book as, "The Virtual World of Work or VWOW."

The book covers the changing workplace from the 1960s through to the present, and then looks to see what is emerging next and provides predictions for the future workplace. To assist the readers in tracking their progress, the book provides a segmentation of this time frame into four distinct stages. Each stage is identified by the capabilities specific to the majority of the worker force in each stage. As the work force transitions from one stage to the next, the accumulated enhancements or changes to who, how, where and when tasks are completed is explored.

The book covers why the change is happening and how we can better plan for the future virtual world of work. Over 25 million workers in the U.S. work from home at least a few days per month. More and more workers are joining these virtual workers daily and the amount of time worked out of the traditional office is growing even more rapidly. There are literally millions of people who need the information in this book.

Every day we wake up, send our children to school, go to work, attend sports or other entertainment events, etc. Then suddenly the unexpected happens. This day will not end like yesterday and a thousand other days. Our lives are changed forever. Suddenly we realize how precious and fragile life is, and we question whether we could have done something to prevent this emergency event. We have become accustomed to violence, but we do not need to accept it. Our study of workplace violence, terrorism, and other forms of dysfunctional behavior associated with work suggests that both managers and non-managers would like to reduce the risks associated with violence at the workplace. The book is designed to help do just that. You can be underpaid, overworked, or get fired even though you are performing well. You can be a victim of sabotage or harassment even though—or sometimes because!—you are doing an outstanding job. You can be a victim on company premises of an angry, psychologically impaired, or chemically dependent manager, non-manager, former coworker, spouse, or even a stranger. The violent act you face may have stemmed from coworker interaction, worker-boss relations, a sick corporate environment, or even family problems.

Top executives and other managerial and non-managerial personnel clearly need to take steps toward reducing the threat of workplace violence. Numerous studies have been done regarding workplace problems, resulting in numerous books and professional journal articles. Some books, articles, workshops, seminars, and the like proffer general advice to managers. However, virtually all of that advice has come from psychologists, physicians, and lawyers. And very little counsel is provided to non-manager employees on dealing with problems that involve co-workers or managers. What has been lacking is advice that would reduce the threat of workplace violence and therefore (1) reduce stress, (2) enable organizations to develop potential competitive advantages in terms of their personnel and productivity, and (3) guide organizational personnel in their efforts to solve problems before they culminate in violent actions. This book fills that need. We believe it is the first to offer both general and specific information and advice from a managerial point of view. The authors have spent their careers intimately involved with the practice, teaching, and research on management and organizations.

Storytelling is a time-honored way of educating. Case studies attempt to engage students, but are limited because they do not develop characters or settings. What is needed is a full-length novel with complex, sympathetic characters and a story grounded in leadership and organizational behavior theories. Novarum Pharmaceuticals is such a book.

Set in a large U.S. firm, it follows the struggles of an executive vice president trying to launch an innovative joint venture with a Middle Eastern company. The story proceeds from Nia Stevens’ first strategic proposal, through various triumphs and setbacks, to a final crisis in which she must choose between what she views as her career and her principles. The main characters reveal a mix of motives and perceptions about each other and doing business in the Middle East. They converge and clash and their actions change as the story unfolds. Neither a tragedy nor a comedy, the book is a plausible depiction of life within a modern corporation.

Novarum Pharmaceuticals embodies all the elements of a novel, but unlike novels this one contains an index that professors and students alike can use to tie characters’ actions to theory. The companion instructor’s resource manual provides an extensive discussion framework for the professor, with background material on the pharmaceutical industry, resumes of the principle characters, questions and suggested answers for every chapter, descriptions of theory and concepts, learning goals for each chapter and a bibliography of organization-related fiction.

Novarum Pharmaceuticals will make a refreshing supplemental text in many courses in the undergraduate and graduate degree programs in business administration, psychology, sociology, organization development, public administration, healthcare management and educational administration. Immersion in this book gives students a deeper appreciation of the often conflicted nature of worker motivation, better preparing them for navigating their own careers. General business readers interested in the consequences of questionable ethical behavior and bad leadership will also find the book entertaining and useful.

As academics, Organization Development (OD) change professionals, and leaders, many of us have faced the challenge of driving change within a traditionally resistant organization. This book is focused on blending theory and practice to explore a transformational change process in an environment many might not immediately consider: a mid-sized police department in the Midwest. Although it is not your typical business setting, the lessons learned are universally applicable to many public sector and traditionally hierarchical organizations.

Many organizations have deeply ingrained cultures that create barriers to bridging the gap between theory and practical application. Insider action research (IAR) can be a bridge that allows for not only the generation of intentional change in the organization but also the creation of theoretical knowledge through engaging organizational members in researching and changing their organization. Through IAR and the implementation of multiple OD strategies, over the course of this 3 year study, the research team engaged in rich qualitative data gathering through interviews, unstructured interactions, meetings, and the review of organizational documents and historical performance. This data was combined through an iterative descriptive coding process resulting in the identification of six opportunities for change in the department. These opportunities for change were used to generate seven core IAR projects and 11 self-organization process improvement action research projects.

Organizational culture was measured longitudinally using Cooke and Lafferty’s (1983) Organizational Culture Inventory were taken and demonstrated a positive culture change in the organization. IAR was combined with Use of Self (UoS), open systems diagnosis, dialogical systems perspective generation, survey feedback, and Appreciative Inquiry (AI) to generate both micro-changes or small intentional changes and transformational changes in a historically difficult police environment.

Mark Twain, the great American writer, once stated that synergy is the bonus achieved when things work together harmoniously. Organizations in the twenty-first century are driven by a need to achieve synergy for all of their various processes, and organizational structures such as teams have become one of the major ways to do so. Thus, the fourth volume of Research in Management is devoted to highlighting conceptual frameworks and research investigations which elucidate factors related to effective team processes and those which may, in fact, hinder effectiveness.

The focus if this book has two dimensions: theoretical and empirical. The theoretical dimension is concerned with the fitness of an organization to satisfactorily address processes of transformational change. Such fitness, it will be argued, can be expressed in terms of the coherence (degree of integration) and pathology (condition of ill health) of the organization being explored. In attempting to assess organizational fitness, a model that comes out of the field of Knowledge Cybernetics will be used and developed further as a strategic organizational map, and applied empirically. The empirical dimension centers on the specific situation of the banking industry in China as it is passing through transformational change. There is a great need for organizations there to guide their own changes in a way that enables them to improve themselves in a changing environment. A methodology that can assist organizations in the change process is Organization Development, an approach often used within a human resource development context, but it has some problems with dealing with such dramatic change. In this theory a new approach will be explored and developed to assess the fitness of an organization to pass through transformational change processes. The direction taken has enabled the theoretical approach adopted to be defined, and the design of the empirical work to emerge from reflections on the initial work undertaken. In particular our interests in this book are to (1) explain theory that is able to assess the fitness of organizations to pass through transformational change and (2) demonstrate how the theory can be applied as a measuring instrument to a detailed case study, exploring the Chinese State banking system.

In 2010 IAP released Change (Transformation) in Government Organizations, edited by Ronald R. Sims. This well-received volume described how organizational change methods can be used effectively to make government organizations more effective and efficient and better equipped to serve a demanding citizenry. The 2010 book brought together contributions by managers, practitioners, academics, and consultants in the study of international, federal, state, and local government efforts to respond to increased calls for change (transformation) in public sector organizations.

Since the release of the 2010 volume, calls for government transformation have continued and intensified, and a number of fresh ideas and examples have been generated from the field. The time is now ripe for a follow-up volume laying out innovative, successful ideas for transforming government. Transforming Government Organizations: Fresh Ideas and Examples from the Field is that follow-up volume. A collection of fresh contributions such as those included in this book will add to the growing knowledge base of what does—and what does not—work when transformation efforts are attempted in government organizations.

The contributors to this new volume are experts with extensive experience as change agents in government and other organizations. They provide analyses and discussions of specific cases and issues as well as practical tools, ideas, and lessons learned intended to guide those responsible for similar efforts in the years to come. The audience for the book are government managers, scholars, and others interested in undertaking or learning about such efforts.

We have been deploying Lean Six Sigma in various large and medium size companies for many years and have realized excellent results in most instances. We found that while Lean Six Sigma does a great job addressing the primary concerns of manufacturing and service, we felt that there was something missing in the deployment of Lean Six Sigma programs at many companies. Something that could help foster sustainable breakthroughs; something to realize durable performance and sustainable quality enhancement based on a happy and engaged workforce, something to create a real learning organization in which people are working smarter, are committed and improve themselves continuously. We found that the results could be enhanced if the importance of Human Capital is considered as an integral part of the process. We learned that Lean Six Sigma, in itself, does not sufficiently address Human Capital at many companies. While expected results from Lean Six Sigma alone will be good, we believe that adding the human component to Lean Six Sigma has the potential to realize sustainable, long-term growth and produce a transformation into a lean, learning, prosperous organization.

That’s why we are launching a revolutionary, holistic concept in this book called TPS-Lean Six Sigma. Combining these complimentary processes actively brings human involvement into Lean Six Sigma in a manner that not only stimulates commitment, integrity, work-life balance, and passion, enjoyment at work and employee engagement but also stimulates individual and team learning in order to develop a happy workforce and sustainable performance improvement and quality enhancement for the organization.

TPS-Lean Six Sigma is a continuous voyage of discovery involving continuous personal and organizational improvement, development, and learning. The starting point in this concept is a journey to understand personal goals and ambitions of the workforce. Then we take the organizations goals and ambitions and marry them with the workforce, and find the best people for the job. Using our structured approach for aligning the personal scorecards with the organization’s scorecard, we are able to create a symbiotic relationship between employees and organizational desires through the establishment of Lean Six Sigma project teams that will enthusiastically drive positive results. TPS-Lean Six Sigma is like a ‘turbo-charged’ Lean Six Sigma program. All of the proven, sound methodologies of traditional Lean Six Sigma are charged with highly motivated team members. The result is a powerful people driven Lean Six Sigma program called TPSLean Six Sigma that leads to a High Performance Culture and allows employees to realize their full potential and contribute creatively while the organization benefits from increased profitability, market share, and customer satisfaction.

Toward Assessing Business Ethics Education, edited by Diane L. Swanson and Dann G. Fisher of Kansas State University, is a sequel to their book Advancing Business Ethics Education in the Ethics in Practice IAP book series. The focus on assessment in this second book is a timely response to the urgent search among business schools for ways to teach and assess ethics at a time when the public’s faith in corporations and business schools has been undermined greatly by the failure of both to respond to widespread corruption and scandals in the business sector. Although no one expects business education alone to resolve these problems, the distinguished scholars represented in this book advocate that business schools should at least do their part by exposing their students to decision models that incorporate ethical dimensions on behalf of corporate stakeholders and society at large. As the book’s title conveys, it is then important to assess key learning objectives to insure that business students graduate knowing ethics fundamentals and armed with the ability to recognize ethical dilemmas and possible solutions during the course of their careers.

This book will speak to all who are interested in accountability for business ethics education, especially business school deans, university administrators, faculty members, students, and prospective employers. This audience will find that the enterprise of assessing business ethics education is advanced in three ways. First, the book functions as a venue for distinguished scholars to share the innovative ways that they are assessing ethics coverage in courses and degree programs. Second, these authors identify what needs to be assessed and the means for doing so. Third, the book serves not only as a guide to assessment, but also as a platform for expanding and improving ethics coverage in business schools. Moreover, an important take away for readers is the provision of a simple formula, first advocated by Diane L. Swanson and William C. Frederick (University of Pittsburgh) in 2005, for delivering ethics education that minimizes assessment errors. By following this formula, business schools can provide assurances that ethics will not be assessed as being sufficient when it is woefully inadequate or even missing in the curriculum and that it cannot be distorted, diluted, or trivialized by uninformed coverage and still pass inspection. Avoiding these assessment errors is critical in an educational environment in which weak accrediting standards for ethics go hand in hand with spotty, uniformed coverage that would not be tolerated for other business disciplines.

The reprint of Henri Savall’s classic Work and People, originally published in French in 1974, is part of the Research in Management Consulting series effort to look backward as well as forward in examining trends, perspectives, and insights – especially from different countries and cultures – into the world of management consulting. Savall’s insights into the complexity of organizational life were groundbreaking, articulating the need to examine both economic and social factors as part of the same analysis, assessing technical and behavioral patterns through the lens of an integrated framework. As he has argued, there is a double-loop interaction between “the quality of functioning and economic performance,” and underestimating this socio-economic “tension” leads inevitably to reduced performance and losses, which he refers to as “hidden costs.”

This approach, referred to as the socio-economic approach to management (SEAM), has significant potential for our thinking about organizational diagnosis and intervention. As Savall emphasizes, the North American tendency to cast people as human “resources” misses the essential point that human beings cannot be considered as simply another resource at the organization’s disposal. People are free to give or withhold their energy as they desire, depending on the quality of formal and informal contracts and interactions they have with their organizations. As such, the SEAM approach focuses on human “potential,” underscoring the need for managers and their organizations to create the conditions under which people will want to maximize their talents on behalf of the organization.

Work and People focuses on the ramifications of this reality, as dysfunctions – the difference between planned and emergent activities and functions – can quickly lead to a series of costs that are “hidden” from an organization’s formal information systems (e.g., income statements, balance sheets, budgets). As his insightful work underscores, as organizations begin to accumulate dysfunction upon dysfunction, they inadvertently undermine their performance and create excessive operating costs, with lower productivity and less efficiency than they could achieve. As readers will discover, the frameworks, tools and ways of thinking about organizations, people and management in this volume – in essence the background to the socio-economic approach to organizational diagnosis and intervention – continue to hold great promise for our attempts to create truly integrative approaches to management and organizational improvement efforts.

Until recently, research in family business has been confined to a sub-group of entrepreneurship scholars, labor economists, and sociologists. Family business employment is often the only economic option available to migrants, the first entrepreneurial experience for young people, and a source of an economy's new business creation activities. These issues are typically framed in terms of the generational transfer of wealth, management succession, or the interplay between the economic system of a family and its sociopolitical system. The phenomenon is clearly widespread but for some reason continues to be poorly understood.

We believe that progress on the empirical front has been hampered by a lack of accepted theoretical frameworks. For example, attempts to employ agency theory, geographic agglomeration and spill overs, social networks, sense making, bargaining and other frameworks have been scattered. In our view, the extant research has not created the theoretic ballast that can withstand repeated empirical verification. More fundamentally, researchers are beginning to ask, "Is family business theoretically distinctive or a convenient phenomenon for exploiting familiar theories with new data?"

We believe the time is ripe for a focused look at the theoretical history and prospects of family business research. Review articles grounded in economics, sociology, psychology and political economy and that offer multidisciplinary implications are especially sought. Theory based empirical papers are also welcomed. We believe that there are exciting opportunities for theory development and so encourage authors to focus on this in their submissions. In sum, the focus of this volume is on showcasing and advancing the latest research in family business.