Elizabeth A. Mannix - Böcker

The current business environment requires that individuals, teams, and organizations are equipped to cope with an unpredictable marketplace and increasing competition. Organizations are forced to be kinetic, organic, and without boundaries if they are to remain successful. Given these environmental and marketplace demands, scholars must rethink the applicability of existing organizational theories and frameworks. In March 2001, a conference was held with the aim of developing and articulating this new model of organizations. Scholars contributed their expertise in areas, such as leadership, human resource management, negotiation and conflict, teams, entrepreneurship, organizational change, power and influence, and diversity. The contributors focused on their own area of expertise and considered how existing theories must be altered to fit a more agile, organizational form. Theoretical and empirical questions were raised, testable hypotheses were developed, and emerging themes were uncovered. The end result of the conference is this volume. It brings together the reflections of a diverse collection of organizational theorists and researchers on the implications of this new business model within their own areas of expertise. The book's goal is to inspire organizational scholars to develop a new theory and produce sound managerial advice for how to build and maintain a successful organization in a dynamic workplace. The chapters include a review of research literature with the highlights and citations that everybody working in a field must know, followed by how the research agenda is affected by the increasingly dynamic marketplace.

This fifth volume of "Research on Managing Groups and Teams" focuses on the relationship between identity issues and individual and group functioning. Identity issues encompass a wide range of phenomena involving the individual identities people bring to the groups they join, individuals' level of identification with particular groups they join, and the collective identities of specific groups or organizations. The authors in this volume take full advantage of the broad scope of identity-related phenomena, pushing our thinking about the interplay between identity and groups in new and exciting directions. In doing so, they make inroads into seemingly intractable practical problems with groups by understanding how these difficulties are rooted in the identities people strivve to create and maintian. This book should be of interest to social scientists from all domains who are interested in how identity issues influence the performance of individuals, groups and organizations.

This volume is based on the premise that in an era of rapid globalization, while there is a great deal of convergence on many aspects of group processes and interactions across national cultures, it is the understanding and appreciation of the divergence among people of different national cultural backgrounds that make all the difference. Contributors to this volume address two broad important questions: Do our theories of groups and teams functioning apply universally? And how do our theories apply, if at all, in multicultural settings? In addition, this volume highlights new exciting topics in the cross-cultural area: power, time, creativity, emotions, networks, and multi-cultural diversity. Together, the chapters attest to the fact that study of national culture is flourishing and important. It not only informs but also modifies and enriches theories and research of group processes and social behavior. The collective effort in this book should stimulate further inquiry regarding the role of national culture in the increasingly globalized human experience. This book features an international representation. It addresses a variety of group processes. It investigates group processes in a multi-cultural environment (i.e., a global company).

Affective phenomena permeate group life. When individuals work together in groups, feelings of pride, fear, hope, anger, and anxiety constantly emerge and have a profound influence on group member behavior. The experience and expression of moods and emotions shape whether group members form close bonds with one another, how they negotiate roles and status differences, resolve their conflicts, make decisions, and ultimately whether they accomplish their collective goals. After a long history of focusing on cognitive and behavioral processes, group researchers are beginning to take more seriously the role of affective phenomena. This tenth volume of "Research on Managing Groups and Teams" brings together some of the top researchers studying the interplay of groups and affect. The works presented examine how groups influence individual members emotional experiences; in turn, how a groups success depends on the emotions and emotional capabilities of its members; how moods and emotions mediate the effects of demographic diversity in groups, the emergence of intra-group conflict, and the attachment individuals feel to their groups; and, how emotions foster divisions between groups, organizations, or even societies. This book is of interest to anyone seeking to better understand group dynamics, the social nature of moods and emotions, or the ways in which affective phenomena can be leveraged to increase human performance and productivity. This book series is available electronically at website.

The current business environment requires that individuals, teams, and organizations are equipped to cope with an unpredictable marketplace and increasing competition. Organizations are forced to be kinetic, organic, and without boundaries if they are to remain successful. Given these environmental and marketplace demands, scholars must rethink the applicability of existing organizational theories and frameworks. In March 2001, a conference was held with the aim of developing and articulating this new model of organizations. Scholars contributed their expertise in areas, such as leadership, human resource management, negotiation and conflict, teams, entrepreneurship, organizational change, power and influence, and diversity. The contributors focused on their own area of expertise and considered how existing theories must be altered to fit a more agile, organizational form. Theoretical and empirical questions were raised, testable hypotheses were developed, and emerging themes were uncovered. The end result of the conference is this volume. It brings together the reflections of a diverse collection of organizational theorists and researchers on the implications of this new business model within their own areas of expertise. The book's goal is to inspire organizational scholars to develop a new theory and produce sound managerial advice for how to build and maintain a successful organization in a dynamic workplace. The chapters include a review of research literature with the highlights and citations that everybody working in a field must know, followed by how the research agenda is affected by the increasingly dynamic marketplace.

Concerns about justice and fairness are ubiquitous within and between communities, social groups, organizations and states. People are concerned with the fairness of how decisions are made, how outcomes are allocated between and within groups, and how they are treated by authorities. This volume introduces cutting-edge justice theorizing and research at the intersection of justice and groups. Contributors to this volume explore topics such as: how group members come to have a shared understanding of the level of fairness within their group (i.e., justice climate), how social emotions influence justice judgments, the relationships between trust, respect, fairness, and group-serving behavior, resource allocation, reactions to injustice, appropriate ways to restore justice following transgressions, and perceptions of and remedies for intergroup inequality. "The Fairness and Groups" volume in the "Research on Managing Groups and Teams" series will be of interest to students and scholars in psychology, sociology, law and organizational behavior.

Negotiation is a process that permeates our everyday lives. From international conflicts to corporate mergers, from labor contracts to distribution agreements, and from one-time job offers to the day-to-day of relationships, negotiation is one of the most common ways to reach agreement on disputed issues and resources. Though negotiation is challenging in the simplest of circumstances, a group context can make it even more complex: groups negotiating with other groups may argue among themselves; factions and coalitions may develop, leading to side deals or the obstruction of deals in progress; and, the interests and preferences of all parties become much harder to identify, much less satisfy. In this fourteenth volume of the "Research on Managing Groups and Teams" series, nine chapters examine the particular challenges, opportunities, and dynamics that confront groups engaged in negotiation. The volume will be of particular interest to readers and scholars from management, psychology, sociology, communications, law, political science, and public policy.

This fifteenth volume reviews the current status of many of the major themes that this series has explored. In each chapter, we challenged the authors to provide a succinct review of a particular area while maintaining the culture of this series by suggesting new directions and interesting questions to pursue. The authors, many of whom were thematic editors as young assistant professors, responded with explorations in the areas of Dynamics within Groups, Leadership, Micropolitics, Power, Ethics, Conflict, Political Correctness, Diversity, Group Learning, Technology, Engagement, Time Pressure, Culture, and Intergroup Processes - all reflecting the unique take on these topics within the context of groups and teams.