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The relational perspective became a major theory development in the field. It took nearly 15 years for Ledingham and Bruning (1998) to propose a working definition of relationship management. Hon and Grunig (1999) outlined measurements for organisational relationships and suggested strategies that could be helpful in understanding these ...
In studying interorganizational Relations within arenas of political advocacy, students have paid special attention to coalition formation and efforts at collective action. In studying interorganizational relations within arenas of organizational legitimation, analysts have examined organizational efforts at identifying with highly legitimate ...
A Theory of Constraints approach to interorganizational systems implementation. In: Information Systems and E-Business Management, Volume 6, Number 4, Berlin, Heidelberg 2008, pages 341–360. Anesi, V.: Moral hazard and free riding in collective action.
Similar to the critical approach, feminist theory highlights power relations in organizational structures and institutionalized male domination as an instrument of oppression against women. [15] The feminist approach is intersectional, calling for the recognition of multiple perspectives of race, sexuality, and nationality. [29]
Contingency theory of leadership. In the contingency theory of leadership, the success of the leader is a function of various factors in the form of subordinate, task, and/ or group variables. The following theories stress using different styles of leadership appropriate to the needs created by different organizational situations.
In terms of intergroup relations, he applied his formula of B = ƒ(P, E) - behavior is a function of the person and their environment - to group behavior. The theory behind this formula, which emphasizes that context shapes behavior in conjunction with an individual's motivations and beliefs, is a cornerstone of social psychological research. [4]
The National Labor Relations Board is the federal agency tasked with safeguarding the right of private employees to unionize or organize in other ways to improve their working conditions.
For example, explaining discontent among the employees of a fastfood chain in terms of poor human relations and poor pay is irrelevant if the organization can draw on a pool of easily recruited youthful labor; and because its competitors can do so, too, the organization is not going to incur the costs of better human relations and pay." [6]