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Books on Organizational Design & Structure

Men and Women of the Corporation - Rosabeth Moss Kanter
Call Number: HD 58.7 .K36 1993
ISBN: 9780465044528
Publication Date: 1977-06-01
"In this landmark work on corporate power, especially as it relates to women, Rosabeth Moss Kanter, the distinguished Harvard management thinker and consultant, shows how the careers and self-images of"

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Organizational Traps - Chris Argyris
Call Number: HD 58.7 .A74 2010
ISBN: 9780199586165
Publication Date: 2010-06-22
Anyone who has spent time in an organization knows that dysfunctional behavior abounds. Conflict is frequently avoided or pushed underground rather than dealt with openly. At the same time, the same arguments often burst out again and again, almost verbatim. Turf battles continue for extendedperiods without resolution. People nod their heads in agreement in meetings, and then rush out of the room to voice complaints to sympathetic ears in private. Worst of all, when people are asked if things will ever change, they throw up their hands in despair. They feel like victims trapped in anasylum. And people often are trapped. But they are not trapped by some oppressive regime or organizational structure that has been imposed on them. They are not victims. In fact, people themselves are responsible for making the status quo so resistant to change. We are trapped by our own behavior. Researchers and practitioners have often reflected on these things, but there is a puzzle. On the one hand, there is substantial agreement that these traps are counterproductive to effective performance. On the other hand, there is almost no focus on how organizational traps can be prevented orreduced. This book argues that whatever theory is used to describe and understand such organizational traps should be used to design and implement interventions that reduce and prevent them. Argyris is one of the world's leading management scholars whose work has consistently shed light on orgainzationalproblems. This book is essential reading for MBAs, managers, and consultants.

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In Good Company - Don Cohen; Laurence Prusak
Call Number: HD 58.7 .C6214 2001
ISBN: 087584913X
Publication Date: 2001-01-01
Knowledge has always resided in organizations-but it wasn't until the Information Age put a premium on ideas that intellectual capital was recognized as a critical resource. Now, forces like technology, globalization, and the rise of free agency and virtual workplaces are bringing another form of "hidden" capital to the forefront. In Good Company is the first book to examine the role that social capital-a company's "stock" of human connections such as trust, personal networks, and a sense of community-plays in thriving organizations. Written by leading knowledge management experts Don Cohen and Laurence Prusak, this groundbreaking book argues that social capital is so integral to business life that without it, cooperative action-and consequently productive work-isn't possible. The authors help today's leaders understand the nature and value of social capital, suggest ways they can encourage and enhance it, and explore how they can protect this vital but increasingly vulnerable resource in a volatile, virtual world. Drawing on major social and economic theories, and the experiences of organizations including the World Bank, Aventis Pharma, Alcoa, Russell Reynolds, and UPS, In Good Company identifies the social elements that contribute to knowledge sharing, innovation, and high productivity. The authors convincingly show how almost every managerial decision-from hiring, firing, and promotion to implementing new technologies to designing office space-is an opportunity for social capital investment or loss. They also reveal the benefits that derive from investments in social capital, such as greater commitment and cooperation, increased talent retention, and more intelligent responses to customer needs. A landmark book on the critical role that relationships play in organizational success, In Good Company helps employees at all levels recognize the power of social capital to help people work better, and make organizations better places to work. Don Cohen is a writer, consultant, and the editor of Knowledge Directions. Laurence Prusak is Executive Director of the IBM Institute for Knowledge Management and co-author of Working Knowledge: How Organizations Manage What They Know.

Men and Women of the Corporation - Rosabeth Moss Kanter
Call Number: HD 58.7 .K36 1993
ISBN: 0465044522
Publication Date: 1977-06-01
"In this landmark work on corporate power, especially as it relates to women, Rosabeth Moss Kanter, the distinguished Harvard management thinker and consultant, shows how the careers and self-images of"

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Corporate Culture and Performance - John P. Kotter; James L. Heskett
Call Number: HD 58.7 .K68 1992
ISBN: 9780029184677
Publication Date: 1992-04-07
Going far beyond previous empirical work, John Kotter and James Heskett provide the first comprehensive critical analysis of how the "culture" of a corporation powerfully influences its economic performance, for better or for worse. Through painstaking research at such firms as Hewlett-Packard, Xerox, ICI, Nissan, and First Chicago, as well as a quantitative study of the relationship between culture and performance in more than 200 companies, the authors describe how shared values and unwritten rules can profoundly enhance economic success or, conversely, lead to failure to adapt to changing markets and environments.With penetrating insight, Kotter and Heskett trace the roots of both healthy and unhealthy cultures, demonstrating how easily the latter emerge, especially in firms which have experienced much past success. Challenging the widely held belief that "strong" corporate cultures create excellent business performance, Kotter and Heskett show that while many shared values and institutionalized practices can promote good performances in some instances, those cultures can also be characterized by arrogance, inward focus, and bureaucracy -- features that undermine an organization's ability to adapt to change. They also show that even "contextually or strategically appropriate" cultures -- ones that fit a firm's strategy and business context -- will not promote excellent performance over long periods of time unless they facilitate the adoption of strategies and practices that continuously respond to changing markets and new competitive environments.Fundamental to the process of reversing unhealthy cultures and making them more adaptive, the authors assert, is effective leadership. At the heart of this groundbreaking book, Kotter and Heskett describe how executives in ten corporations established new visions, aligned and motivated their managers to provide leadership to serve their customers, employees, and stockholders, and thus created more externally focused and responsive cultures.

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Change by Design - Tim Brown
Call Number: HD 58.8 .B772 2009
ISBN: 9780061766084
Publication Date: 2009-09-29
The myth of innovation is that brilliant ideas leap fully formed from the minds of geniuses. The reality is that most innovations come from a process of rigorous examination through which great ideas are identified and developed before being realized as new offerings and capabilities. This book introduces the idea of design thinking‚ the collaborative process by which the designer′s sensibilities and methods are employed to match people′s needs not only with what is technically feasible and a viable business strategy. In short‚ design thinking converts need into demand. It′s a human−centered approach to problem solving that helps people and organizations become more innovative and more creative. Design thinking is not just applicable to so−called creative industries or people who work in the design field. It′s a methodology that has been used by organizations such as Kaiser Permanente to icnrease the quality of patient care by re−examining the ways that their nurses manage shift change‚ or Kraft to rethink supply chain management. This is not a book by designers for designers; this is a book for creative leaders seeking to infuse design thinking into every level of an organization‚ product‚ or service to drive new alternatives for business and society.

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Learning from Work: Designing Organizations for Learning and Communication - Anne Beamish
Call Number: HD 30.2 .B42 2008
ISBN: 9780804757157
Publication Date: 2008-01-01
Gaining a thorough understanding of today's complex workplace is of vital importance to both business professionals and academics—not only because it leads to a deeper understanding of individual motivation in the work context, but also because it reveals ways in which work practices can be improved. This requirement for both understanding and action has become especially pressing in the area of "learning in organizations" as businesses have become ever more "knowledge-based." There is now an urgent need to comprehend how people and organizations learn, and then to store and transfer the resulting new knowledge to facilitate the design of work environments and practices. Learning from Work directly addresses this growing workplace need by examining how people communicate and learn in one of the most complex of industry structures: the automobile industry. It is the very nature of this industry's complexity that makes this study so valuable. The combination of global scale, plus the nature of the relationships between the manufacturers and the dealerships (the dealerships are independent businesses that are only loosely coupled to the manufacturers) make the barriers to communication and learning quite high, and make the solutions to overcoming them applicable in many different work environments. Anne Beamish suggests that the only way is to increase learning and improve collaboration and communication in complex organizations is to apply design thinking. This is the only comprehensive method, she claims, that can unleash the kind of innovative and effective solutions required to overcome the inherent structural, procedural, and political barriers.

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Scorecard Best Practices: Design, Implementation and Evaluation - Toby Hatch; Raef Lawson; Denis Desroches
ISBN: 9780470129463
Publication Date: 2007
Scorecard Best Practices: Design, Implementation, and Evaluation expertly shows you how to bridge the gap between Scorecard theory and application through hands-on experiences and useful case studies. It is the one-stop resource you will turn to for the latest tools and know-how to implement corrective changes. Whether you are a CEO, CFO, CIO, vice president, or department manager, Scorecard Best Practices is the book you will keep at your fingertips to get your company running at maximum performance.

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Organization Development and Change - Thomas G. Cummings; Christopher G. Worley
Call Number: HD 58.8 .H87 2008
ISBN: 9780324421385
Publication Date: 2008
Market-leading ORGANIZATION DEVELOPMENT AND CHANGE, 9th Edition blends theory, concepts and applications in a comprehensive and clear presentation. The authors work from a strong theoretical foothold and apply behavioral science knowledge to the development of organizational structures, strategies, and processes.

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Perspectives on Organizational Fit - Cheri Ostroff; Timothy A. Judge (Eds.)
Call Number: HD 58.7 .P485 2007
ISBN: 9780805851953
Publication Date: 2007
This book concerns how employees consider their work lives, how well they fit their jobs, the work setting, other people, and what is important and valued in their organizations.Perspectives on Organizational Fit, a new book in SIOP's Organizational Frontiers Series, takes a scholarly look at fit in organizations: the relationship between individuals and the environments in which they find themselves. As the volume extends upon recent advances in fit theory, the contributors address how fit theory is used within selection, recruitment, diversity, and leadership teams. It also explores the integration of different fit perspectives, and clarifies the methodological and statistical issues that plague fit research. The burgeoning interest in fit issues makes this book especially timely. It is comprised of three parts that cover: *new directions in fit processes, as well as micro and macro levels of analysis; *methodological and statistics issues that pertain to conducting fit research; and * reflections from the chapter authors and the continuing challenges of future research in fit theory. Perspectives on Organizational Fitis appropriate for researchers and professionals in the areas of human resource management, organizational behavior, and industrial organizational psychology.

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Designing Your Organization: Using the Star Model to Solve 5 Critical Design Challenges - Jay R. Galbraith; Amy Kates
ISBN: 9780787994945
Publication Date: 2007
Designing Your Organization is a hands-on guide that provides managers with a set of practical tools to use when making organization design decisions. Based on Jay Galbraith's widely used Star Model, the book covers the fundamentals of organization design and offers frameworks and tools to help leaders execute their strategy. The authors address the five specific design challenges that confront most of today's organizations: ·        Designing around the customer ·        Organizing across borders ·        Making a matrix work ·        Solving the centralization'and decentralization dilemma ·        Organizing for innovation    

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Performance By Design - Richard Gerson
ISBN: 9780874259490
Publication Date: 2007
This book's unique performance by design approach and framework will systematically walk you through the processes, procedures, tools and techniques that are most valuable in creating performance systems that achieve results. The book comes with a variety of aids that will help you grasp the material--including real-world examples, numerous figures and charts and a glossary of key terms.

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Levers of Organization Design - Robert Simons
Call Number: HD 58.7 .S5824 2005
ISBN: 1591392837
Publication Date: 2005
The design of an organization--the accountability system that defines roles, rights, and responsibilities throughout the firm--has a direct impact on the performance of every employee. Yet, few leaders devote focused attention to how this design is chosen, implemented, and adjusted over time. Robert Simons argues that by viewing design as a powerful and proactive management lever--rather than an inevitable outcome of corporate evolution--leaders can maximize productivity across every level of the organization. Levers of Organization Design presents a new design theory based on four key yet often underrated categories: customer definition, critical performance variables, creative tension, and commitment to mission. Building from these core areas, Simons lays out a step-by-step process leaders can follow to create structures and accountability systems that positively influence how people do their work, where they focus their attention, and how their activities can be aligned to contribute to overall strategic goals. He also introduces four levers of organizational design--unit configuration, diagnostic control systems, interactive networks, and responsibility to others--that leaders can manipulate to improve overall organizational efficiency and effectiveness vastly. For anyone accountable for measuring and managing performance, this book shows how good design can become an organization's roadmap to success. Robert Simons is the Charles M. Williams Professor of Business Administration in the accounting & control area at Harvard Business School.

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Productive Workplaces Revisited - Marvin R. Weisbord
Call Number: HD 31 .W424 2004
ISBN: 0787971170
Publication Date: 2004
In Productive Workplaces Revisited, Marvin Weisbord takes the next step in exploring effective strategies for improving workplace productivity  through dignity, meaning, and community. Remarkably, in this new edition the author revisits the case studies from the first edition, Productive Workplaces, to show the long-term effects of OD interventions -- twenty-plus years after the fact and provides invaluable insights for practitioner and student alike. In five new chapters, Weisbord reinterprets his systems work in health care and steel-making, describes how ?future search,? his method for ?getting everybody improving whole systems,? has crossed cultures on five continents, and summarizes his learning from following up cases decades later. This edition also presents in-depth case studies of organizations that have used these techniques to increase output, cut costs, create strategic plans, manage conflict between functions, and more.

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The Ten Faces of Innovation - Jonathan Littman; Tom Kelley
Call Number: HD 58.9 .K43 2005
ISBN: 9780385512077
Publication Date: 2005
The author of the bestsellingThe Art of Innovationreveals the strategies IDEO, the world-famous design firm, uses to foster innovative thinking throughout an organization and overcome the naysayers who stifle creativity. The role of the devil's advocate is nearly universal in business today. It allows individuals to step outside themselves and raise questions and concerns that effectively kill new projects and ideas, while claiming no personal responsibility. Nothing is more potent in stifling innovation. Drawing on nearly 20 years of experience managing IDEO, Kelley identifies ten roles people can play in an organization to foster innovation and new ideas while offering an effective counter to naysayers. Among these approaches are the Anthropologist—the person who goes into the field to see how customers use and respond to products, to come up with new innovations; theCross-pollinatorwho mixes and matches ideas, people, and technology to create new ideas that can drive growth; and theHurdler, who instantly looks for ways to overcome the limits and challenges to any situation. Filled with engaging stories of how companies like Kraft, Procter and Gamble, Cargill and Samsung have incorporated IDEO's thinking to transform the customer experience, THE TEN FACES OF INNOVATION is an extraordinary guide to nurturing and sustaining a culture of continuous innovation and renewal.

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Business Process Change - Paul Harmon
Call Number: HF 5548.32 .H367 2003
ISBN: 1558607587
Publication Date: 2002
Every company wants to improve the way it does business, to produce goods and services more efficiently, and to increase profits. Nonprofit organizations are also concerned with efficiency, productivity, and with achieving the goals they set for themselves. Every manager understands that achieving these goals is a part of his or her job. In the wake of the dot-com collapse, managers are trying to figure out how they can take advantage of email, the Internet, and the Web to improve their business process. At the same time, managers are interested in developing business process architectures and measurement systems that align business processes with corporate goals. Managers face many options in approaching these problems. Business Process Change provides an overview of the options and describes a variety of business process techniques proven by successful companies over the course of a decade.

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Corporate Failure by Design - Jonathan I. Klein
Call Number: HD 58.7 .K547 2000
ISBN: 1567202977
Publication Date: 2000
Based on data regarding corporate mortality, organizations are built to fail: a conclusion critical to managers, employees, stockholders, consultants, customers, vendors, competitors, and therefore all of us who transact with and depend on organizations. Yet, literature about organizational management tends to focus on education and inspiration, and to bristle with optimism about the potential success of applying its wares. Ignored, in virtually all of this literature is the reality that personnel may or may not be inherently self-interested, but certainly join business organizations in order to serve individual rather than organizational interests. Individual self-interest is advanced through control of various processes in order to rationalize that self-interest as a productive, organizational purpose, which not simply suppresses opposition but also conceals or even demonizes that opposition. These processes include such familiar organizational functions as individual and organizational goal-setting, job and organizational design, leadership, hiring, performance appraisal, compensation, promotion, communication, corporate culture, and change. At all levels, therefore, the organization's long-term interest is undermined by the goals of the very members of whom it is comprised—it is built to fail. And through control of its various internal processes and elimination of opposition, the organization pursues self-destructive goals without knowing it.

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Winning Score - Mark Graham Brown
Call Number: HD 58.9 .B763 2000
ISBN: 1563272237
Publication Date: 2000

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