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Copyright of Service Industries Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines the mobilizational plane of Spain's Podemos party's populist proposal to transform popular outrage into political power. Drawing on thirty-four semi-structured interviews with current and former party members, it sheds light on how and why a group of formerly horizontalist activists decided to rely on a charismatic figure as both a symbol and a strong leader. This decision is explained in relation to the Laclau-inspired theoretical reflections on leadership and representation of Íñigo Errejón, Podemos' chief theorist in the early stages and intellectual author of the party's first organizational model. This paper also follows the evolution of Errejón and his circle as they move from advocating the need for strong leadership to blaming themselves for 'failing' to erect effective counterweights to centralized and personalized power. We see that they attribute this failure to their lack of a proper theory of organization, which, in turn, is tied to their belief that a charismatic leader could make up for the lack of well-developed organizational structures and lead Podemos to power before the 'populist moment' passed. [ABSTRACT FROM AUTHOR]

Surfing's popularity has seen substantial growth over the last 50 years, resulting in an increased number of surfers worldwide. With a greater number of individuals in the water, many surf breaks have become overcrowded, thus leading to management issues. At these crowded locations, some local surfers are protective and maintain ownership over a site or break through the practice of localism. Localism may produce aggressive behaviour, including verbal abuse, damage to property and violent confrontations. Previous studies on localism have mainly focused on residents' perceptions of tourists and newcomers. To further our understanding of the relationships and social interactions between local surfers and outsiders, the following research draws on the experience of 94 foreign participants who travelled to New Zealand with a surfing tour operator. Based on a participant observation and informal interviews conducted from 2011 to 2016, this paper reflects on experiences of outsiders at seven New Zealand surfing locations. The argument draws on the neo-tribal understanding of surfing and localism in reflecting on the concepts of masculinity and intersectionality, as well as in exploring Durkheim's theory of social organization. This paper concludes that localism is an expression of a coercive social structure belonging to the global, yet heterogeneous, surf community. [ABSTRACT FROM AUTHOR]

This article presents a curriculum, which investigates how communication creates and maintains organizational cultures, with activities and assignments that focus on interpretive and critical symbolic analyses of cultural forms. After this course, students will be able to (1) identify various cultural aspects of organizational life; (2) understand differing approaches to studying organizational cultures; (3) analyze and interpret symbolism in organizational languages and practices; (4) think critically about the role of power and emotion in organizational culture; and (5) discuss issues of cultural creation, maintenance, and change in the workplace. There is one essay exam in the course based on the history and theories of organizational culture, followed by a series of nine reading quizzes based on cultural forms as discussed in assigned readings. Students investigate an organizational culture to gain a new awareness of cultural symbolism and practices by choosing one of three options. For each option, students analyze two different cultural forms, such as symbols, metaphors, stories, rituals, ceremonies in their papers. Each option can be developed into the cultural research project. The paper should be 4-6 pages.

The relationship between industry structure, aggregate R&D activity, and the pace and quality of the resulting innovation process is currently the subject of a lively debate across NATO in general and even more so among its European members. This paper tackles this issue from a standpoint belonging to the tradition of industrial economics, adapting it to the specific context of the defence sector. This is done with a view to stressing the need of increasing the degree of concentration in order to increase standardization and interoperability of defence systems and facilitate the exploitation of scale economies. In the traditional jargon of industrial organization theory, this amounts to vindicating the Schumpeterian view according to which increasing concentration (eventually all the way up to pure monopoly) monotonically fosters innovation incentives, while mitigating effort duplications affecting large and long-lasting R&D projects. One additional implication, equally relevant, is that the concentration process can indeed be facilitated, in the short to medium term, by systematically resorting to the creation of research joint ventures and/or R&D cartels so as to boost spillover effects and reduce excess investments. [ABSTRACT FROM AUTHOR]

The present set of papers show that leaders in the field of organizational behavior management are grappling with issues of human language and cognition. That is a good and necessary step for the field, but the solutions proposed are worrisome: adopting principles from non-behavioral psychology, adopting principles from introspection that have not been empirically validated, returning to methodological behaviorism, or appealing to non-empirical interpretations using traditional behavioral principles. In this paper I argue that these are the wrong solutions, being taken for the right reasons. There is a need for an analysis of language and cognition, but it will be found neither in other forms of psychology nor in traditional Skinnerian thinking on the topic. I suggest instead that OBM look at the data that exists in contemporary basic behavior analysis on the topic, particularly in the area of Relational Frame Theory. That work is a vigorous area of research, and its applied implications are significant, growing, and known to be relevant to organizations. The solution to the malaise these papers reflect is most likely to be found in post-Skinnerian behavior analysis itself. [ABSTRACT FROM AUTHOR]

This paper introduces the topic of trust in the workplace. The rationale for the growth of interest in trust is explored, as are the implications for HRM policy makers and researchers. Here, we also outline the main thrust of the eight papers incorporated in this special edition. First, we explore the topic of HRM and trust, before moving to issues relating to trust and workplace change. Next we discuss team dynamics, manager-employee relationships and trust and, finally, the characteristics associated with trust and situational, dispositional and affectual factors. [ABSTRACT FROM AUTHOR]

This paper develops a typology of boundaries faced by public police organizations. Following trends in police organization structure and developments in organization theory, the paper focuses on the work-unit level as the locus of organizational boundary activity. Treating boundaries as sites of negotiation that arise when overlap occurs between units inter- and intra-organizationally, the paper focuses on operational aspects of public policing in creating typological categories. The typology elaborates three boundary types: scarcity, proximity, and technical/systemic. These can each be subdivided into two further categories: physical and virtual. Using examples from recent fieldwork in British Columbia's Lower Mainland District, the paper provides examples of each boundary type and suggests common strategies for boundary negotiation. In using the typology to understand public police as organizations within a complex web of similarly organized actors, the paper emphasizes the particular importance of informal and personal contact networks for comprehending boundary activity in public police work. The implications of this finding for the challenges of twenty-first century-policing are explored, and a future research agenda is outlined. [ABSTRACT FROM AUTHOR]

When in 2015–2016, several hundred thousand new asylum-seekers arrived in Germany, this put local administrations to a test. In contrast to scholars who identified a "crisis of the administration" or a situation of "state failure", this article argues that the events in some cases served as a motor for administrative change. Drawing on the sociology of organizations, the paper shows that this period is better understood as a time of fundamental uncertainty rather than a crisis of the administration, and that the local state proved capable of dealing with uncertainty. In line with theories of organizations and based on qualitative interview data collected in three German cities, the paper identifies two ideal-typical strategies for reducing uncertainty – externalization or change through imitation. The text demonstrates how two of the three municipalities moved towards change. [ABSTRACT FROM AUTHOR]

This paper discusses the findings of a qualitative study carried out in the UK retail-bank sector on the implementation of Internal Marketing (IM). While the overall aim of Internal Marketing is the creation of a unified culture around the values of customer service, employee empowerment and service quality, the evidence suggests that Internal Marketing is perceived and enacted in ways that at times contradict such managerial rhetoric. The paper sheds light on what internal marketing is (its underlying principles within the organisations studied), the ways in which the banks studied use it in order to change their organisational culture as well as the difficulties encountered in implementing IM as a culture change agent. It concludes that the implementation of Internal Marketing in the banks under the study is problematic and does not result into a unified organisation culture. Indeed, implementing Internal Marketing is a process fraught with difficulty, which at times leads to divisions, ruptures and ambiguity in the newly created organisational culture. [ABSTRACT FROM AUTHOR]

This paper discusses the issue of organisational control with respect to marketing. In particular it explores the implications of calls by relationship marketers to discard bureaucracy and embrace alternative forms of control which, they argue, are more conducive to the facilitation of exchange relationships. The paper fills a gap in the literature by situating bureaucratic control within the scheme developed by social theorist Max Weber (1946) and amplified by Etzioni (1964). This enables discussion of a number of alternatives to bureaucracy including some that have not previously been discussed by marketing theorists. An assessment of the evidence of the implementation of alternatives to bureaucracy indicates that while each form has merit, they also suffer from drawbacks. Paradoxically, alternatives often serve to complement bureaucratic control and may even come to replicate it. Marketers' aspirations towards decentralised, flat structures are called into question in the light of evidence that suggests that centralisation and hierarchy are features even of virtual organisations. Finally, it is suggested that reassessed, bureaucracy can in fact be a useful and effective form for the organisation and control of marketing activities. [ABSTRACT FROM AUTHOR]

The paper explores the complexity of organisational strategies and relationships within an industrial supply chain. Whilst a considerable body of literature exists on inter-organisational relationships (IORs), our assertion is that much of this takes an overly deterministic view of the complex and sometimes conflicting situations that profoundly affect an organisation's (and, indeed, a network's) ability to perform effectively. Thus we turn for insight to literature beyond the traditional marketing arena, i.e. to sociology and organisational science. We begin by relating aspects of the relationship marketing (RM) literature to a case context wherein the focal firm operates globally, supplying speciality chemicals to the chemical manufacturing market. Next, a brief comparison between the RM and the rather more inductive network (NW) literatures is undertaken. In a section representing the core theoretical underpinning of our study, Giddens' (1984) notion of structuration is then discussed; in particular how it relates to industrial NWs. Further literature from the management sphere is introduced to illustrate how a structurationist perspective might be taken forward in business marketing research. Thereafter, following a discussion of methodological issues, we describe the case findings. These are presented in the form of 'before' and 'after' scenarios which illustrate both intra- and inter-firm issues. Our analysis highlights factors and behaviours which we believe can redirect (consciously or not) an organisation's activities away from any intended relationship building and towards a transactional orientation, despite the long term consequences for the NW. In the paper's conclusions, as well as making some pertinent case observations, we discuss the utility of a structurationist approach to research. Finally, we give some recommendations both for the focal case company and for further research into IORs. [ABSTRACT FROM AUTHOR]

Public facilities management (PFM) is currently moving from being an institution driven by ad-hoc practices to now introducing long-term and strategic practices. During this institutional change, human actors engage in institutional work to create new practices. However, old practices seem to be maintained within PFM to a large extend. Why? Data were collected through case studies in two public facilities management organizations, an interview study in eight organizations from the institution of PFM and a workshop with representatives from the institutional field of PFM. Findings show how the changing institutional setting for the institution of PFM produce negative emotions. To manage these, human actors engage in institutional work and here they employ artefacts as means to drive change. These artefacts functioned in various ways to reduce negative feelings by inducing a sense of safety (as soft blankets), by enabling the avoidance of dealing with 'the truth' (as shields) and by offering hope (as a vision of perfect future). Thereby, they did not take part in creating change, as much as they took part in maintaining current practices. The unintended consequences of the usage of artefacts, explain why practices are maintained during institutional change for PFM. [ABSTRACT FROM AUTHOR]

This paper analyses the design of control systems and compensation plans in the marketing area of the firm, using the framework proposed by agency theory. Recent research suggests the need to focus the research agenda on compensation policies in particular functional areas and jobs. Following this recommendation, our purpose is to isolate the marketing an sales area in order to concentrate our attention on the specificity of its compensation policies. The central idea is that, in a context where it is easy to supervise workers' or managers' effort, remuneration will be based on employee behaviour and will take the form of a fixed salary. However, if the effort is difficult to control, the firm will establish a compensation system based on the results obtained by the agent. Our results show that the probability of receiving a variable salary decreases with the size of the firm (because of the scale economies associated with the control process) and job tenure (the asymmetry of information is reduced). However, it increases with the complexity of the task and the foreign ownership of the firm (which makes supervision more difficult). The results also confirm some differences in the remuneration systems adopted in the marketing and sales area, as well as between small and large firms. [ABSTRACT FROM AUTHOR]

This paper brings to light stories of Heather Höpfl. Its purpose is to show how Heather was and is present for us. We also illustrate Professor Dr Heather Höpfl’s contribution to organization theory, specifically her discourse of the maternal organization. [ABSTRACT FROM AUTHOR]

In this Introduction, Larkin Dudley and Gary Wamsley reveal a dual intent in this project: to reprint the famous Papers on the Science of Administration and to celebrate critically Luther Gulick's contributions to public administration in order that the critique will help us understand ourselves and our conditions. Gulick's contributions as a man of action are praised, but his misplacement of an organizational conception upon a polity with a distinct constitutional design is questioned. In Dudley and Wamsley's view, American public administration is the study and practice of a key component of our governance process, misfounded on a concept of management in monocentric, hierarchical settings and on a focus of power of an elected executive. From the work of the other writers of this symposium, the authors tease out further some of the contradictions in hierarchy and democracy. Finally, they note that Gulick himself at the age of 93 published a repudiation of his early notions of organization based on hierarchy and, instead, called for a more democratic and participatory system in all agencies. [ABSTRACT FROM AUTHOR]

The article presents a reprint of the paper "A Conference Overview," by Jane Marceau which appeared in the 1979 issue of the journal "Social Science Information." The articles gave an overview of the papers presented at the EGOS conference. The papers presented at the EGOS colloquium were diverse and illustrated the range of data and approaches useful in the analysis of many of these problems. Some, basing themselves on micro-oriented studies of business practices and, especially, of what managers actually do, hence of the distinctions between the title and the post, attempted to use such data to examine wider problems of the utilization of expertise within firms and innovations in promotion and control policies in large businesses. Basing themselves on business organizations, these studies used the analysis of conflicts and policy innovations within particular firms to address questions concerning the relationships between business and its environment, the education system being included in the latter. Other papers analyzed major economic changes occurring in Europe after 1945 and the implications of corresponding changes in business organization.

Comments on an article on labour aristocracy. Focus on the dynamics of bureaucracy; Information on labour politics; Discussion on hierarchies of the labour market.

This paper asks the question " Will, and indeed should, values in both the ethical and non-ethical sense be key to business in the 1990's and beyond?". The question originally was born of an exploration into the factors which will mark the business successes of the future, but it inevitably opens up much broader issues. To place corporate values in context, the paper looks at trends and changes at both a global and an individual level and it becomes clear that they are, or could be, closely interlinked. More specifically, it focuses on the relevance of values to management development and suggests how the changing importance of their role could effect companies and their relationships with their employees and communities. This paper presents ideas that are still in a state of constant evolution and undoubtedly fails to fully tackle many of the issues it throws up. Nevertheless it aims to stimulate debate and hopefully point to many positive changes in the future being led by the business world. [ABSTRACT FROM AUTHOR]

This paper, and the study upon which it is based, focuses on the processes and dynamics that structure gender in organizations. More specifically, our purpose has been to understand and explain how organizational elites (males) work to recreate themselves in order to retain their power, and how women collude in this process. Our empirical data were drawn from in-depth interviews with over 70 women and men who hold professional and key volunteer positions in one of five Canadian national sport organizations. Our specific focus here, however, is a critical assessment of the plausible explanations for these observations. We draw upon the theoretical and empirical literature in four areas: voluntary participation and associations, organizational culture, critical organization theory, and most important, feminist perspectives on organization theory. This is an exploratory paper that attempts to explain the relations between women and men in a specific organizational context and how these relations can be changed so as to bring about a more equitable gender balance. [ABSTRACT FROM AUTHOR]

This paper examines the Australian phenomenon of Enterprise Registered Training Organizations (RTOs). These are organizations that do not have training as their main business but that are accredited to deliver training and award qualifications, primarily to their own workers. Although Enterprise RTOs have been in existence in one form or another for around 15 years they have not been previously examined in the scholarly literature. The paper uses qualitative and quantitative data from two recent research projects to describe the nature and experiences of these RTOs and their workers. The findings are analysed using a framework recently used in an evaluation of the pilot of a similar English scheme: quality concerns, resource intensiveness, impact on the training market, and restriction to larger firms. The paper concludes that enterprise RTOs have been beneficial to workers and companies alike, although not without problems, and that the Australian system appears to present fewer risks than the proposed English system. [ABSTRACT FROM AUTHOR]

The principal idea of this paper is that human resource management (HRM) and quality management (QM) ideas require contextualization when used to change organizations. Here, contextualization stands for the process that leads to a shared meaning, i.e. the majority of the co-workers in an organization understand and define a concept or change in terms that are shared and accepted. In the present paper, we study a strategic change project, based on HRM and QM ideas, conducted at the County Council of Värmland (CCV), the public healthcare authority in the County of Värmland in Sweden, where the focus was on everybody's involvement. Our interpretation of the project shows that a shared meaning of the concept of everybody's involvement was not reached in this particular case, i.e. contextualization did not occur. One important result of the study is that contextualization is a prerequisite for realizing HRM and QM thoughts. The paper also stresses how important it is that general and 'non-contextualized' HRM and QM ideas are adapted to local practices when used to direct organizational change. [ABSTRACT FROM AUTHOR]

The paper notes an increasing concern with organisational violence, but also that much of the work considers violence to be a problem requiring functionally effective solutions. We argue for a more radical view of violence, which sees it as inherent to all manner of organising processes, including writing, editing and publishing. The paper considers violence in the establishment and maintenance of order, as constituted in acts of organising, inherent to Self-Other relationships, in the politics and dynamics of difference, and in issues of identity formation. [ABSTRACT FROM AUTHOR]

This paper investigates three distinct models of business culture found in present-day Russia; the state-oriented "bureaucratic entrepeneurship," the black-market-oriented "predatory entrepeneurship," and global-market-oriented "competitive entrepeneurship." Using the results of an exploratory survey of cultural values of 450 Russian managers conducted in the framework of the multi-national project GLOBE (Global Leadership and Organizational Behavior Research Program), we consider the relative strength of these models at present and possible future changes. We find that respondents' perception of the current business environment in Russia best fits bureaucratic and predatory models of entrepeneurship. At the same time, competitive entrepeneurship is generally viewed as a more desirable model for the future. Based on these findings the paper offers some practical recommendations to Western entrepeneurs and managers doing business in Russia. [ABSTRACT FROM PUBLISHER]

The paper is a follow-up of [R.J.: Foundations of compositional model theory. IJGS, 40(2011): 623–678], where basic properties of compositional models, as one of the approaches to multidimensional probability distributions representation and processing, were introduced. In fact, it is an algebraic alternative to graphical models, which does not use graphs to represent conditional independence statements. Here, these statements are encoded in a sequence of distributions to which an operator of composition – the key element of this theory – is applied in order to assemble a multidimensional model from its low-dimensional parts. In this paper, we show a way to read conditional independence relations, and to solve related topics, above all the so-called equivalence problem, i.e. the problem of recognizing whether two different structures induce the same system of conditional independence relations. [ABSTRACT FROM AUTHOR]

This paper advances a contextualized theory concerning the spread of foreign management practices across Turkish business organizations. Drawing on the pertinent empirical literature, we expand acclaimed models of diffusion that typically address early-industrialized source countries and develop propositions that address late-industrializing recipients like Turkey. We argue that foreign practice diffusion across Turkish business organizations is driven by two contextual forces, namely the division between the modernizing elite and the more traditional non-elite business organizations and active engagement of the elite in importing and dissemination of foreign practices, typically those that are already well-established in the source country. This context features particular situational opportunities and constraints, most notably moral, as well as pragmatic and coginitive, legitimacy of foreign practices, that shape diffusion within Turkey. Based on these arguments we reconsider motivational and implementational claims in extant literature. Specifically, we suggest that, relative to the non-elite, the elite are more likely to be earlier adopters, boast stronger moral legitimacy concerns, and engage in high-fidelity implementation. We also predict widespread decoupling across elite and non-elite organizations, suggesting the possibility of deinstitutionalization after diffusion. As we conclude, we offer contingent generalizations to similar other contexts, which we argue are more likely to be observed in particular late-industrializing countries. [ABSTRACT FROM AUTHOR]

In this paper, we present a new but simple typology of international assignments that can help guide the management of expatriates. Applying a well-known job typology by Jacobs, D. (1981, ‘Toward a Theory of Mobility and Behavior in Organizations: An Inquiry into the Consequences of Some Relationships Between Individual Performance and Organizational Success,’American Journal of Sociology, 87, 684–707) and Baron, J.N., and Kreps, D.M. (1999,Strategic Human Resources: Frameworks for General Managers, New York: Wiley) to the international arena, we distinguish between star and guardian assignments. The essence of this distinction lies in a difference regarding a crucial relationship: the link between expatriate performance and organizational success. Drawing on two well-known case studies, we analyze the essential characteristics of and differences between star and guardian assignments, and deduct concrete consequences for the employment of specific human resource management policies along the expatriate cycle. The paper concludes with a discussion of theoretical and practical implications. [ABSTRACT FROM PUBLISHER]

This paper compares how officials in Rousse, Bulgaria, and Transcarpathia, Ukraine, interact with ‘foreigners’: officials from agencies of the European Union (EU), other member states, and foreign consultants. The goals are: a) to compare the extent to which officials in the two communities participate in transnational networks of European bureaucracies, the so-called ‘transnational fusion bureaucracy’; b) to assess the ways in which the bottom-up actions of those officials relate to the broad, top-down policy goals of the EU; and c) to analyse the effects of those interactions on the business environments of the two communities. As a result of comparing the two regions, this paper argues that similar processes of integration in the transnational fusion bureaucracy occur in the internal periphery of the European Union (Rousse) and in areas outside the EU borders (Transcarpathia). In doing so, it questions the extent to which both regions participate in an emerging ‘transnational fusion bureaucracy’ emphasising difference in intensity of the considered processes, as well as the different responses by the two bureaucracies to inputs and opportunities provided by the EU. [ABSTRACT FROM PUBLISHER]

This article intends to take stock of the sociology of sports organizations in France since the first works that appeared on the subject in the 1980s. Although its development coincides with the professionalization of a sector that had long been state-run and institutionalized, three axes of development can be identified that are focused on interest groups, governance, and configurations. This paper will then discuss the operational limits of this discipline and give its prospects for development. [ABSTRACT FROM AUTHOR]

China has entered a stage of high-quality development in the new era. In the field of childcare, although child welfare policies and family policies can solve the current childcare crisis to some extent, the social care policy perspective undoubtedly has more advantages. Population aging has become the norm in Chinese society, but existing governance models and institutional arrangements still lack structural and systematic responses and adaptations, and corresponding governance research has also encountered difficulties. [Extracted from the article]

In this paper agency theory has been used to interpret traveller preference heterogeneity in mode choice to understand agency problems. An agency problem is defined as a principal’s dissatisfaction with the outcome of an agent’s performance. Sydney statistical division travellers are considered as theprincipaland Transport for NSW (TfNSW) is treated as theagent. An agent performs the tasks that are delegated by the principal and thus ametaphoric contractis developed between them and travellers, for instance, show their satisfaction with the reliability and comfort of the transport service. TfNSW is expected to satisfy travellers’ desired services. Therefore, it is imperative to analyse traveller preferences to understand their desires/demands. Random parameter logit models are employed to analyse the travellers’ demand to explore travellers’ dissatisfaction (the agency problem). The analysis reveals that this agency problem exists in the association between traveller and TfNSW because the probability of using a private car for transport is high. The preference for use of private transport is evidence of dissatisfaction of travellers with public transport. This paper identifies the dominant attributes of traveller preferences and then devises an approach to increase the use of public transport and reduce the agency problem. [ABSTRACT FROM PUBLISHER]

Using critical aesthetics, this paper shows the essential ideological and control linkages between ethics and aesthetics in organizations. Using Kateb's concept of aesthetic cravings, the paper explores the role of emotional and psychological attachments in organizational reality construction and their implications for organizational change and organizational control. [ABSTRACT FROM AUTHOR]

This paper considers Deleuze and Guattari's notions of the smooth and the striated as a basis for rethinking the events of Hurricane Katrina and the flooding of New Orleans in September 2005. It is argued here that popular narratives of Katrina, and perspectives on disaster from the field of organization studies, have tended to be conditioned by a long-standing and restrictive dualism between 'man' (organization) and 'nature' (disorganization), and an associated, anthropocentric moral framework. By contrast, Deleuze and Guattari are seen to offer a set of concepts relating to spatial and material patterns of organization which allow us to move beyond such a conceptual dualism towards other ways of thinking the events of Katrina. Furthermore, they are also understood to have provided the basis for some radical reflections on the role of the State in the reproduction of a particular material and conceptual logic of disaster management and planning. According to an application of their concepts of the smooth and the striated, Katrina is described here, not according to notions of natural disorder, but as a Deleuzo-Guattarian 'war machine', operating according to an alien mode of organization to that of the State. It is this encounter, between two irreducibly different modes of organization, which is seen to account for both its extreme 'catastrophic' effects, and for some of the unusual organizational phenomena occurring in its aftermath. In contrast to some recent papers in the field of organization studies that have tended to treat Deleuze and Guattari's work in abstract and theoretical terms, this paper proposes to make a distinctive contribution to this Deleuzo-Guattarian 'turn' by situating, or putting to work, their thought in the context of Katrina as an empirical event. [ABSTRACT FROM AUTHOR]

In this paper, an understanding is sought of how and why Foucault was to become such a major figure within UK organization studies. Setting the argument within a fashion frame, the text addresses the possible reasons behind Foucault's journey into organization studies. The key currents in Foucauldian thought within British business schools are summarized, and an understanding is sought of what it was about the context of the time that made Foucault so attractive to organization studies. Demonstrating the spread of Foucault into this field, the text highlights various means through which Foucault became institutionalized into organization studies. The translation of Foucault that happened when the French philosopher became fashionable in organization studies is discussed, and speculations are made about the retranslation to French organization studies. The paper concludes by speculating about the future of Foucault's thought within organization studies. [ABSTRACT FROM AUTHOR]

This paper uses the changing historical and theoretical frames within which management pay and investor claims are considered to provide a critique of the functionalist approach of agency and to develop an alternative, positional explanation of rewards. The first part of the paper draws on the contrast between the pre-1940 critique of the rentier and the post-1980 discursive construction of the shareholder to raise important contemporary questions about position and reward. The second part develops the idea of positional rewards to challenge agency assumptions by arguing that both giant firm managers and the less visible, though larger, group of intermediaries use their position to skim value. In contrast, the experience of position is more mixed for shareholders, who are generally passive value surfers. The final section of the paper argues that a renewed emphasis on position will enable a problem shift from value creation to value capture. [ABSTRACT FROM AUTHOR]

This paper explores the use of national culture in comparative industrial relations theory to explain the cross-national pattern of industrial relations institutions. A critical review of the existing body of theory argues that it has not adequately explained cross-national differences in the main industrial relations variables. The review also establishes that, with few exceptions, national culture is currently given negligible weight as an explanatory variable. It is argued that a cultural theory of cross-national difference is required. Following a critical assessment of the work of Hofstede, a cultural model is developed based on his definition and specification of culture. Some hypotheses linking Hofstede's dimensions of culture with our industrial relations variables are derived. As an empirical test of the model, industrial relations variables are regressed on Hofstede's cultural indices. National culture is found to be significantly associated with all the major characteristics of industrial relations systems investigated. The paper concludes that national culture is the primary determinant of cross-national variations in industrial relations institutions and that culture is likely to be a force for ongoing diversity in labour market systems. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The need to transform the organisation for mass customisation has long been recognised in literature, but the discussion has largely relied on anecdotal evidence or case studies and has limitedly taken advantage of insights from organisation theory. In this paper, we draw on organisational information-processing theory to develop solid theoretical links between mass customisation capability and four organisation design strategies aimed at either increasing an organisation's information-processing capacity or decreasing its information-processing needs. We then test the hypothesized relationships using a sample of 238 manufacturing plants from three industries and eight countries, and find that mass customisation capability is positively related to self-containment of tasks, environmental management, and use of lateral relations. We conclude by discussing implications of our results for both research and practice. [ABSTRACT FROM AUTHOR]

This article presents a curriculum on organizational advocacy. Using a combination of concepts from organizational communication and rhetorical criticism, this course provides an opportunity to analyze how organizations use symbols to develop and maintain organizational culture, manage organizational impressions, manage crises, and advocate for particular positions. At the conclusion of this course, students should be able to (1) describe, at the introductory level, a close textual analysis approach to rhetorical criticism; (2) apply selected rhetorical critical approaches to organizational cases; (3) analyze the strategies used by various organizations to influence audiences; and (4) present findings based upon such analyses. To facilitate discussion, an activity will be required in preparation for each class meeting. Students should collect a set of artifacts used by an organization to influence its selected audiences such as a set of e-mails, Web pages, editorials, advertisements, and Congressional testimony. Students then conduct a descriptive analysis of the rhetorical strategies used in these artifacts by an organization to influence its selected audiences, using close textual analysis.

This paper applies Narver and Slater's (1990) conceptualisation of market orientation to non-profit organisations. The study constructs a reliable and valid scale of the market orientation in non-profits in order to test the relationship between non-profits' market orientation and their performance outcomes in the context of a developing country. We surveyed 211 Indian non- profits and received 102 usable responses. We used principal axis factoring with oblique rotation to analyse the data. The scale was tested for its dimensionality, reliability, and various validities. The findings show a positive link between non- profits' market orientation and their performance in the context of a developing country. Market-oriented non-profits were found to be more effective in achieving their organisational mission, beneficiary satisfaction, and peer reputation than those that were less market oriented. [ABSTRACT FROM AUTHOR]

Drawing upon the literature on strategy formulation in organisations, this paper argues for a focus on strategy as process. It relates this to the need to think strategically about assessment, a need engendered by resource pressures, developments in learning and the demands of external stakeholders. It is argued that in practice assessment strategies are often formed at the level of practice, but that this produces contradiction and confusion at higher levels. Such tensions cannot be managed away, but they can be reflected on and mitigated. The paper suggests a framework for the construction of assessment strategies at different levels of an institution. However, the main conclusion is that the process of constructing such strategies should be an opportunity for learning and reflection, rather than one of compliance. [ABSTRACT FROM AUTHOR]

Local government and modern urban management techniques will play a key role in the transition of Ukraine's institutions from a communist to a free economy and society. This paper provides a historic context for this transition, discusses the problems encountered in building Urban management capacities and local government institutions, and explores what it will take to achieve real change. The paper places the problems of revitalization and rebuilding of these Ukrainian institutions in historical perspective, with special attention to inherited patterns of Soviet administrative culture. The Sovietization of urban planning and administration, and living standards and the creation of nomenklature (the main governmental "human resource"), are analyzed as the starting point for rebuilding Ukraine's local governments. The paper traces the main sources and consequences of "continuous institutional crisis:' such as distrust, corruption, and deterioration of the capabilities of the Ukrainian state. Also examined are the current effects of economic globalization on the development of local and urban governments. Following a review of Ukrainian "path dependence" and recent difficulties in institutional building, the paper outlines the most important tasks for future development and an agenda for Ukraine's "institutional entrepreneurs?' The paper emphasizes that it is vital to create a professional, rule-based bureaucracy and merit-based municipal civil service. [ABSTRACT FROM AUTHOR]

Until now, sales researchers have not done any empirical work in the area of deviant workplace behavior. This is surprising, given that recent survey data suggest deviant salesperson behavior is running rampant out in the field: 60 percent of sales managers have caught their reps cheating on expense reports, 47 percent suspect their reps have lied on sales calls, and 36 percent believe salesperson behavior has gotten worse in recent years. In an effort to understand workplace deviance in a professional selling context, this paper empirically examines the effect of various organizational/management factors on three types of deviance--organizational, interpersonal, and frontline. Using survey data collected from 160 business-to-business salespeople from multiple companies and multiple industries, we demonstrate that bureaucracy, future orientation, two forms of organizational justice, management role modeling, and intrafirm competition impact the various forms of salesperson deviance as well as citizenship and salesperson service behavior. The research concludes with a consideration of managerial implications and areas for future research. [ABSTRACT FROM AUTHOR]

Virtual enterprise (VE) is a considerably complex organization in the world. More efforts have been made to establish such organization, among which multi-agent modelling and simulation are regarded as a promising approach. In this paper, MAS theory and technology are briefly reviewed. A novel multi-agent VE model is provided with a comparison with related work. Swarm as an outstanding multi-agent simulation programming tool is introduced. A modelling and simulation platform is developed with Swarm. The framework and main components of the platform are illustrated. The procedure of modelling VE on this platform is proposed. A case study using the platform on VE establishment in manufacturing domain is presented, and several common formulae to measure the performance of manufactures are developed in this case study. [ABSTRACT FROM AUTHOR]

B Guest Editors b Dirk Deichmann (Erasmus University) Gino Cattani (New York University) Simone Ferriani (University of Bologna & City, University of London) ddeichmann@rsm.nl; gcattani@stern.nyu.edu; simone.ferriani@unibo.it By definition, novelty does not fit well-established categories. The novelty-attention problem reflects a puzzling tension: the type of novelty that demands more attention to be recognized also deflects audiences' attention away (Trapido, [13]). [Extracted from the article]

Proponents of conflict methodology have recently asserted that consensus methodologies are ineffective in the study of elite-controlled, large-scale organizations. They have proposed utilization of a variety of techniques which place researchers in a condition of hostile contrast to subject organizations. The purpose of this paper is to introduce and assess the conflict methodology position. It, therefore, identifies the organizational subjects of conflict research, examines the assertion that consensus methodologies are ineffective in the study of elite-controlled, large-scale organizations, and provides a definition of conflict methodology. The paper concludes by assessing the implications, problems, and possible contributions of conflict methodology. [ABSTRACT FROM AUTHOR]

This paper explores the use of organization culture, through socialization, as a control mechanism. Through the examination of two disparate Australian organizations operating in the global environment, the paper explores suggested linkages between strategy, organizational culture and staffing. It concludes that, while these two case companies have different cultures, they both rely heavily on transferring staff in order to facilitate co-ordination and control and to implement strategies that will achieve their global objectives. [ABSTRACT FROM AUTHOR]