Nelson Phillips - Böcker

The Oxford Handbook of Innovation Management offers a comprehensive and timely analysis of the nature and importance of innovation and the strategies and practices that can be used to improve organizational benefits from innovation. Innovation is centrally important for business and national competitiveness, and for the quality and standard of living around the world, but it does not happen by itself. For innovation to succeed, it needs to be properly managed. With contributions from 49 world-leading scholars, the Handbook explores the many sources of innovation, the broader social, economic, and technological contexts that encourage and constrain it, and the cutting-edge strategies and practices of innovation management. The book addresses the traditional concerns of innovation management—such as managing R&D, intellectual property, and creativity, and the contributions of science and marketing—but substantially extends traditional areas of interest. In this new volume, chapters examine emerging topics including design, social networks, open and social innovation, and innovation in business models, ecosystems, services, and platforms. The book explores the importance of innovation management for environmental sustainability, and its evolving nature and practice in Asia. Written in an accessible style, and with carefully selected bibliographies and a comprehensive index, the Handbook offers a uniquely authoritative and wide-ranging source of knowledge about innovation management. Each chapter identifies key issues and reviews the most important research findings. Future research questions are identified. The Handbook will be invaluable for students and faculty studying, researching, and teaching innovation, and for managers seeking to improve innovation outcomes in their organizations.

Across the social sciences, scholars are increasingly showing how people 'work' to construct organizational life, including the rules and routines that shape and enable organizational activity, the identities of people who occupy organizations, and the societal norms and assumptions that provide the context for organizational action. The idea of work emphasizes the ways in which people and groups engage in purposeful, reflexive efforts rooted in an awareness of organizational life as constructed in human interaction and changeable through human effort. Studies of these efforts have identified new forms of work including emotion work, identity work, boundary work, strategy work, institutional work, and a host of others. Missing in these conversations, however, is a recognition that these forms of work are all part of a broader phenomenon driven by historical shifts that began with modernity and dramatically accelerated through the twentieth century. This book introduces the social-symbolic work perspective, which addresses this broader phenomenon. The social-symbolic work perspective integrates diverse streams of research to examine how people purposefully and reflexively work to construct organizational life, including the identities, technologies, boundaries, and strategies that constitute their organizations. In this book, the authors define social-symbolic work and introduce three forms - self work, organization work, and institutional work.Social-symbolic work highlights people's efforts to construct the social world, and focuses attention on the motivations, practices, resources, and effects of those efforts. This book explores eight distinct streams of social-symbolic work research, drawing on a broad range of examples from the worlds of business, politics, sports, social movements, and many others. It provides researchers, students, and practitioners with an integrative theoretical framework useful in understanding social-symbolic work, a survey of the main forms of social-symbolic work, a rich set of theoretical opportunities to inspire new studies, and practical methodological guidance for empirical research on social-symbolic work.

Across the social sciences, scholars are increasingly showing how people 'work' to construct organizational life, including the rules and routines that shape and enable organizational activity, the identities of people who occupy organizations, and the societal norms and assumptions that provide the context for organizational action. The idea of work emphasizes the ways in which people and groups engage in purposeful, reflexive efforts rooted in an awareness of organizational life as constructed in human interaction and changeable through human effort. Studies of these efforts have identified new forms of work including emotion work, identity work, boundary work, strategy work, institutional work, and a host of others. Missing in these conversations, however, is a recognition that these forms of work are all part of a broader phenomenon driven by historical shifts that began with modernity and dramatically accelerated through the twentieth century. This book introduces the social-symbolic work perspective, which addresses this broader phenomenon. The social-symbolic work perspective integrates diverse streams of research to examine how people purposefully and reflexively work to construct organizational life, including the identities, technologies, boundaries, and strategies that constitute their organizations. In this book, the authors define social-symbolic work and introduce three forms - self work, organization work, and institutional work.Social-symbolic work highlights people's efforts to construct the social world, and focuses attention on the motivations, practices, resources, and effects of those efforts. This book explores eight distinct streams of social-symbolic work research, drawing on a broad range of examples from the worlds of business, politics, sports, social movements, and many others. It provides researchers, students, and practitioners with an integrative theoretical framework useful in understanding social-symbolic work, a survey of the main forms of social-symbolic work, a rich set of theoretical opportunities to inspire new studies, and practical methodological guidance for empirical research on social-symbolic work.

The Oxford Handbook of Innovation Management offers a comprehensive and timely analysis of the nature and importance of innovation and the strategies and practices that can be used to improve organizational benefits from innovation. Innovation is centrally important for business and national competitiveness, and for the quality and standard of living around the world, but it does not happen by itself. For innovation to succeed, it needs to be properly managed. With contributions from 49 world-leading scholars, the Handbook explores the many sources of innovation, the broader social, economic, and technological contexts that encourage and constrain it, and the cutting-edge strategies and practices of innovation management.The book addresses the traditional concerns of innovation management--such as managing R&D, intellectual property, and creativity, and the contributions of science and marketing--but substantially extends traditional areas of interest. In this new volume, chapters examine emerging topics including design, social networks, open and social innovation, and innovation in business models, ecosystems, services, and platforms. The book explores the importance of innovation management for environmental sustainability, and its evolving nature and practice in Asia.Written in an accessible style, and with carefully selected bibliographies and a comprehensive index, the Handbook offers a uniquely authoritative and wide-ranging source of knowledge about innovation management. Each chapter identifies key issues and reviews the most important research findings. Future research questions are identified. The Handbook will be invaluable for students and faculty studying, researching, and teaching innovation, and for managers seeking to improve innovation outcomes in their organizations.