Relevant bibliographies by topics / Managerial grid

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Managerial grid'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Managerial grid"

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Yusof, Ab Aziz. "Appraising Managers: A Grid Managerial Approach." Vision: The Journal of Business Perspective 7, no. 1 (January 2003): 47–53. http://dx.doi.org/10.1177/097226290300700104.

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Performance appraisal is claimed to be the only mechanism for differentiating performance among managers in the organization. The differences that are supposed to be taken into account are their skills, knowledge, physical abilities, responsibilities and attitudes that should be appraised so that everyone will have an equal and fair share of rewards in relation to their contribution to the organization. These differences should be recognized either through pay, promotion or other intrinsic rewards as a basis toward the establishment of fairness and equity in the organization. Organization should also realize that none of their managers will give the same level of contribution and loyalty to the organization. Some have strengths in certain aspects but are weak in other aspects of work. Perhaps, it is organizational responsibility to understand the internal career profiles such as motives, values and attitudes and learn to use these differences in career orientation for their benefit. In short, performance appraisal system should accommodate different types of managers, simultaneously maximizing their strengths, potentials and talents that they have.
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Vargic, Branislav, and Stanislava Luptakova. "MANAGERIAL STYLE AND ITS MANAGERIAL IMPLICATIONS FOR ORGANIZATIONS IN THE SLOVAK REPUBLIC." Journal of Business Economics and Management 4, no. 1 (March 30, 2003): 36–44. http://dx.doi.org/10.3846/16111699.2003.9636036.

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The article presents outcomes of a survey focusing on a style of management in Slovak organizations, using Blake amp;Mouton's managerial grid. The results presented ate based on a survey, consisting of a sample of 512 questionnaires addressing all managerial levels in Slovak companies. The corporations included in the survey are from various industries and fields of business as well as of different financial and capital ownership structures. The main objective of the survey is to portray management style of the managers in Slovakia from the perspective of managerial grid, analyzing people or task orientation in their managerial work. Further, the paper illustrates the differences in management style regarding the gender and the capital ownership of the company and depicts the consistency of the management style in relation to subordinates with the preferred management style from the superiors.
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Gilvania, Fereshteh Rahmati, Roya Montazeri, and Mansoureh Habibi. "Designing a Model to Iranian Prosperous Organization Managerial Grid." Kuwait Chapter of Arabian Journal of Business and Management Review 4, no. 1 (September 2014): 125–33. http://dx.doi.org/10.12816/0018894.

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Alt, Mónika Anetta, Zsuzsa Săplăcan, and József Berács. "Managerial framework for bank advertising." International Journal of Bank Marketing 37, no. 7 (October 7, 2019): 1547–65. http://dx.doi.org/10.1108/ijbm-10-2018-0288.

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Purpose The purpose of this paper is to create a managerial framework for selecting the most effective bank advertisement appeal for different financial services. Financial services were classified based on the FCB grid: high/low involvement and think/feel decision. Design/methodology/approach The data were collected from 62 banks with content analysis based on 1,514 unique print advertisements, published between 2006 and 2014 in national newspapers in Romania and Hungary. The ads were coded, based on Pollay’s appeals, and then a cluster analysis was performed to identify appeal and financial service clusters. Findings The results revealed ten bank-specific appeals which can be used for advertising four different banking services categories. All type of savings and loans for B2B are advertised with quality appeals (safety, productivity); current account and card, personal/home loans are advertised with financial value appeals (convenient, cheap); corporate branding with emotional appeals (affiliation, distinctive, enjoyment); and services with mixed appeals. Research limitations/implications The study could be extended for different target market, creative strategy, other media and more countries. Practical implications The paper provides guidelines on how the FCB grid could be extended for bank services to recommend specific appeals for each category. Originality/value The financial service literature proposes guidelines regarding bank advertisements. However, the recommended advertisement appeals were not linked to different bank services. This paper creates a comprehensive managerial framework in order to match the bank’s specific appeals with different bank services.
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Roy, Debasish. "Managerial grid in macroeconomic perspective: An empirical study (2008–2017)." Journal of Transnational Management 24, no. 3 (June 26, 2019): 165–84. http://dx.doi.org/10.1080/15475778.2019.1632636.

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Чуланова, Oksana Chulanova, and Квиндт. "SYSTEM OF MANAGERIAL HUMAN RESOURCES SELECTION ON THE BASIS OF COMPETENCY BUILDING APPROACH (REGIONAL EXPERIENCE)." Management of the Personnel and Intellectual Resources in Russia 1, no. 3 (December 18, 2012): 0. http://dx.doi.org/10.12737/121.

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Basic provisions of resource concept are presented in this article. The personnel are considered as a strategic resource of organizations which introduce a personnel management system focused on development of personnel’s competences. Results of implementation of competence model and technology of managerial human resources selection on the basis of competency building approach in the branch of OJSC «Federal Grid Company of Unifi ed Energy System» — Trunk Power Grids Western Siberia are presented.
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Todăriţă, Elida-Tomița. "Leadership Style Determination according to Robert Blake and Jane Mouton’s Managerial Grid." International conference KNOWLEDGE-BASED ORGANIZATION 27, no. 1 (June 1, 2021): 241–46. http://dx.doi.org/10.2478/kbo-2021-0037.

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Abstract The organizational development assume the unconditional support of the leadership. Over time, the researchers have developed four major behavioural theories of leadership: the trait theory, behavioural theory of leadership, situational leadership theory and integrative leadership theory. These focus on the work of leaders, what they do, what they say and what they communicate across organizational boundaries. Over time, these theories have been adapted, developed and improved according to the main objectives of the organization and each leader. The researchers in the field were those who tried to find and identify the best style of leadership, regardless of the situation they might encounter in the course of their activities. Robert Blake and Jane Mouton are among those who built the management grid. They have published more than forty articles and books that describe their theory. This management network helps to think about a manager’s leadership style and its effects on the productivity and motivation of his team. The position of a leader can be anywhere in the network, depending on the relative importance gives to the people and to the results. On the one hand, this paper analyzes the organizational development from the perspective of management, and on the other hand, after presenting the necessary explanations related to the theoretical part of the grid exemplified above, a concrete example of this grid with application in a private organization will be presented. So, the study pursued the managerial grid application and analysis on a general manager in a certified vocational training entity (AS Financial Markets Sibiu), whose managerial style could be established after a test in which he answered at 20 questions.
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Zuhri, Murhan. "GAYA KEPEMIMPINAN KEPALA MADRASAH PADA MAN SE KOTA BANJARMASIN." Jurnal Ta'lim Muta'allim 4, no. 7 (August 20, 2015): 4. http://dx.doi.org/10.18592/tm.v4i7.501.

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Gaya kepemimpinan merupakan pola yang dibuat oleh seorang pemimpin untuk menciptakan kepemimpinan yang baik dalam sebuah organisasi. Rumusan masalah dalam penelitian ini adalah bagaimana gaya kepemimpinan kepala madrasah pada MAN se kota Banjarmasin menurut teori managerial grid yang meliputi: manajemen miskin, manajemen tim/bersama, manajemen persatuan sukaria, manajemen menghasilkan wewenang dan manajemen di tengah jalan. Subjek dalam penelitian ini adalah kepala madrasah se kota Banjarmasin dan objeknya adalah gaya kepemimpinan menurut teori managerial grid. Teknik pengumpulan data menggunakan angket dan dokumentasi.Hasil temuan dari penelitian ini adalah gaya kepemimpinan yang digunakan oleh kepala madrasah MAN 1 dan 2 Banjarmasin yaitu menggunakan manajemen tim/bersama. Sedangkan gaya kepemimpinan yang digunakan oleh kepala madrasah MAN 3 Banjarmasin yaitu menggunakan manajemen di tengah jalan.Kata Kunci: Gaya, manajemen, kepemimpinan, madrasah
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Li, Danqing, and Dan Chang. "Construction and Arena Simulation of Grid M-Commerce Process." Journal of Electronic Commerce in Organizations 10, no. 4 (October 2012): 1–18. http://dx.doi.org/10.4018/jeco.2012100101.

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With the rapid development and the wide use of mobile technology, m-commerce research has gradually become the focus of scholars. Difficulties exist in m-commerce, such as information sharing, business collaboration, and process reengineering. Grid management, a new managerial concept, has the potential of being a powerful weapon that affects the study on m-commerce process. This study systematically analyzes the traditional m-commerce process and its problems. On that basis, this paper constructs the grid m-commerce process based on the idea of grid management. Through the help of Arena simulation software, the authors prove that all the convenience, function, and safety of the process are improved by grid M-commerce process.
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Benuyenah, Vic. "Theorising an organisational citizenship behaviour model for managerial decision-making: from history to contemporary application." Management Research Review 44, no. 8 (February 11, 2021): 1182–98. http://dx.doi.org/10.1108/mrr-07-2020-0422.

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Purpose This study aims to expand the theory of organisational citizenship behaviour (OCB) to include “exterior” behaviours. By advancing the work of Blake and Mouton (1964) and remapping the performance/OCB dimensions offered in the historical literature, a new holistic model of organisational performance is proposed. As a further step, a decision-making tool is proposed for managerial decision-making and to help predict employee performance. Design/methodology/approach The paper adopts a critical review and conceptual approach to explore historical OCB theories and task performance (TP) taxonomies. It then used Blake and Mouton’s managerial grid to construct a contemporary conceptual tool for managerial decision-making. Findings Despite the performance literature not lacking in quantity, a few of such research have led to a pragmatic managerial tool. The review reveals several confusions regarding the accurate classification of what actually constitutes OCB and what constitutes TP – this gap is filled by the introduction of the OCB model for managerial decision-making (OMMD). Research limitations/implications The current work expands our thinking on OCBs that can occur outside the organisation. These exterior behaviours can influence the organisation’s performance and must be managed just like any other performance metric. The OMMD, primarily based on OCB and TP, provides an initial framework for exploring different typologies of employees. Despite being based on several cogent performance literatures, the proposals have not been tested empirically. Practical implications Like the Blake and Mouton model, the new OMMD can be useful in estimating the proportions of employee OCBs and TP. Social implications Culture and social exchange theory can be seen as playing a role in separating TP from OCB. Originality/value This study extends the work of Bateman and Organ (1983) by suggesting that some work behaviours can occur outside the organisation. Besides, a decision-making proposal is offered based on the managerial grid framework (Blake and Mouton, 1964).
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Dissertations / Theses on the topic "Managerial grid"

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Borowa, Agnieszka, and Hani S. Darwish. "IDENTIFYING BUSINESS STUDENTS’ LEADERSHIP STYLES." Thesis, Halmstad University, School of Business and Engineering (SET), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-841.

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The fact is, no organization has ever become great without exceptional leadership - without leaders who can connect the efforts of their teams to the critical objectives of the organization, who can tap the full potential of each individual on their teams, who can align systems and clarify purposes, and who can inspire trust. The purpose of the study is to investigate and compare what management styles business students from Halmstad University, Sweden, will implement. Moreover, this study shows future leaders work preferences and concerns. As a tool for the findings the managerial grid (founded in 1964 by Blake and Mounton) was incorporated with situational theory (Hersey and Blanchard, 1977). The investigation was conducted applying a theoretical framework to empirical data. By analysing leadership styles and students work preferences, it illustrates the kind of leader a business student will potentially become and which direction he/she may take. Overall, the average of 130 business students from Halmstad University shows that they are going to be a Team Leader, because for them the people’s needs as well as the results of their work are important.

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Ljung, Fredrik, and Johannes Lundvold. "HR-chefer : Hur relateras deras ledarskapsstil till det etiska ledarskapet?" Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17112.

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Ethical issues have taken an ever greater place in the social debate over recent years, and it has become increasingly important for today's organizations to follow the public's view of ethical justice. This affects HR-manager to a greater extent than many other managers, as the HR-manager is exposed to ethical problems and situations that involve the entire organization's personal. The leadership theory that primarily handles the ethical aspect of leadership is the ethical leadership. Ethical leadership does this without discussing what is considered ethical or unethical. On the other hand the focus is on how leaders should use different parts of their leadership to create conditions for being able to act in a way that is seen as ethically correct by the outside world. The study is based on whether HR-managers are a higher degree of task- or relationship-oriented in their leadership. It studies in accordance with the purpose of the study and problem definition if HR-managers in Skaraborg are a higher degree of task- or relationship-oriented in their leadership and how it relates to their ethical leadership.   To be able to fulfill the purpose of the study and answer the problem definition of the study, the study is based on interviews conducted with eight different HR-managers, all of whom are active in government controlled businesses in Skaraborg. The study's theoretical frame is based on previous research on the role of HR Manager, Managerial Grid, task- and relationship-oriented leadership and ethical leadership. The study's authors have chosen to use a qualitative method and it is designed according to a case study. The eight different HR-managers each represent a separate case and the interviews together with the facts collected from, among other things, the websites of the organizations are the basis for the study's empirical data. The study's empirical data is presented in relation to the theoretical frame in the analysis. In the analysis, the study's authors have found that there are two groups among current HR-managers, one that is a higher degree of task-oriented and one that is a higher degree of relational-oriented. The study's authors also present that there is a relationship between to which group the HR-managers belong and their ethical leadership. The final conclusion is that HR-managers who are a higher degree of relational-oriented correspond more closely with the theoretical reference framework of the study regarding ethical leadership.
Etiska frågor har tagit en allt större plats i samhällsdiskussionen under de senaste åren och det har blivit allt viktigare för dagens organisationer att följa det allmänheten anser är etiskt rätt. Detta drabbar HR-chefer i en högre utsträckning än många andra chefer, då HR-chefen utsätts för etiska problem och situationer som involverar hela organisationens personal. Den ledarskapsteori som främst involverar den etiska aspekten av ledarskapet är det etiska ledarskapet. Det etiska ledarskapet gör detta utan att gå in på diskussionen angående vad som anses vara etiskt eller oetiskt. Å andra sidan fokuserar det på hur ledare ska använda sig av olika delar av ledarskapet för att skapa förutsättningar för att ledaren sedan ska kunna agera på ett sätt som ses som etiskt korrekt av omvärlden. Studien utgår ifrån om HR-chefer i högre grad är uppgift- eller relationsorienterade i sitt ledarskap. Den studerar i enlighet med studiens syfte och problemformulering om HR-chefer i Skaraborg i högre grad är uppgift- eller relationsorienterade i sitt ledarskap och hur det relateras till deras etiska ledarskap.   För att kunna uppfylla studiens syfte och svara på studiens problemformulering utgår studien i första hand från intervjuer som genomfördes med åtta olika HR-chefer, som alla är verksamma inom offentliga verksamheter i Skaraborg. Studiens teoretiska referensram är uppbyggd utifrån tidigare forskning angående rollen som HR-chef, Managerial grid, uppgift- och relationsorienterat ledarskap samt etiskt ledarskap. Studiens författare har valt att genomföra en kvalitativ studie och den är utformad i enlighet med en fallstudie. De åtta olika HR-cheferna representerar var sitt fall och intervjuerna med dessa tillsammans med fakta som är insamlad från bland annat organisationernas hemsidor är grunden för studiens empiri. Studiens empiri ställs i relation till den teoretiska referensramen i studiens analys. Under analysen har studiens författare funnit att det finns två grupper bland de aktuella HR-cheferna, en som i en högre grad är uppgiftsorienterade och en som i en högre grad är relationsorienterade. Studiens författare ser även att det finns en relation mellan vilken grupp HR-cheferna tillhör och deras etiska ledarskap. Den slutgiltiga slutsatsen som presenteras är att HR-chefer som i högre grad är relationsorienterade i högre grad överensstämmer med studiens teoretiska referensram angående det etiska ledarskapet.
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Pavlovic, Dorian, and Steinbrenner John Nyberg. "Ledare utan plan : Uppgift- och relationsorienterat ledarskap inomrestaurangbranschen under coronapandemin." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20139.

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Studien handlar om att skapa förståelse kring huruvida restaurangchefer är i högre grad uppgifts- eller relationsorienterade i sitt ledarskap samt hur de hanterat corona pandemin. Studien har tagit utgångspunkt i insamling av empirisk data, för att vidare analysera materialet med hjälp av den teoretiska referensramen. Under den teoretiska referensramen har data samlats in kring de berörda ledarstilarna och hur de skiljer sig från varandra, samt hur en kris och krishantering kan se ut. Studiens empiriska avsnitt utgår ifrån en kvalitativ metod insamling där sju restaurangchefer intervjuades. Respondenterna och dess restauranger är belägna i Göteborg. Uppsatsens empiriska resultat stödjer teoretiska referensramen som implementeras i analysavsnittet.Författarna presenterar slutligen i slutsatsen att restaurangcheferna använder en kombination av uppgifts- och relationsorienterat ledarskap. Författarna kan dessutom fastslå att ingen chef utesluter den ena ledarskapsstilen. Studien visar tydliga samband där restaurangcheferna är antingen mer relations- eller uppgiftsorienterade i sitt ledarskap. I analysavsnittet visar det sig att restaurangcheferna hanterar krisen på olika sätt. De relationsorienterade restaurangcheferna var innovativa och arbetade med att skapa ytterligare intäkter, medans den uppgiftsorienterade ledaren effektiviserade organisationen och kapade kostnader. Ledarna har dock varit tydliga att ingen krisstrategi formats i förväg. Samtliga ledare har agerat reaktivt under den rådande pandemin då ingen liknande händelse inträffat dessförinnan.
The study is about creating an understanding of whether restaurant managers are more task- or relationship-oriented in their leadership and how they have handled the corona pandemic. The study is based on two parts, one of which is the collection of empirical data, the other from the theoretical frame of reference. During the theoretical frame of reference, data has been collected on the relevant leadership styles and how they differ from each other, as well as what a crisis and crisis management can look like. The empirical section of the study is based on a qualitative collection method where seven restaurant managers were interviewed. The respondents and their restaurants are located in Gothenburg. The empirical evidence of the thesis is supported in the theoretical frame of reference that is implemented in the analysis section.The authors presents in the conclusion that restaurant managers use a combination of task and relationship-oriented leadership. The authors can also state that no manager excludes a leadership style. The study shows clear connections where restaurant managers are either more relational or task-oriented in their leadership. In the analysis section, it turns out that the restaurant managers handle the crisis in different ways. The relationship-oriented restaurant managers were innovative and worked to create additional revenue, while the task-oriented leader streamlined the organization and reduced costs. However, the leaders have been clear that no crisis strategy has been formulated in advance. All leaders have acted reactively during the current pandemic because no similar event has occurred before.
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El, hajjari Borg Mounia, and Elin Sundberg. "Licence to Talk : Sustainability Managers and their Managerial Realities within the Corporate Sustainability Paradox." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448552.

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While sustainability-dedicated managers and related titles represent a profession that has hardly existed for more than a decade, it is not surprising that the field of research concentrating on these professionals is in itself relatively new. With an increasing demand for corporations to take their social and environmental responsibility, and a corporate sustainability characterized by tension and paradox, we found it of importance to explore the role and entanglements of these professionals. By analysing 17 in-depth interviews with sustainability-dedicated professionals from the private sector in Sweden, our interpretation is that sustainability managers hold the function of selling sustainability, with talk as their main weapon. Expressly, in the intersection between business-case logics and sustainability logics, sustainability managers have to, above all, make a convincing case for sustainability, inwards and outwards. Therefore, they draw dynamically on different narratives which we conceptualise in three roles: the chameleon, the pragmatic, and the nagging manager. Through these roles, we intend to capture the fluidity with which the managers relate and engage with sustainability, and hence we do not mean to ossify a role’s dynamics within a single, static or stereotypical category. We discuss these findings and concepts to the background of previous studies and existing literature.
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Wang, Shing-Yaw, and 王信堯. "The empirical study on the managerial grid theory in service industry." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/63739862774440830617.

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碩士
中國文化大學
國際企業管理研究所
88
With the growth of personal income and the trend of internalization, the labor force would be turned into service industry. In the change of social value, service industry would be in a dynamic and complicated industrial environment. The manager of service industry also face hard challenge. In the process of integrating individual and organization, leadership is the most dy-namic factor. Therefore, the empirical study on the managerial grid theory in service in-dustry focused on the relationship between leadership and job satisfaction. The method-ology is adapted to questionnaires and analyzes them by statistics.
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Lee, Chin-Yu, and 李金優. "A study on the leadership style of police chief in Taichung County- analyzed by Managerial Grid Theory." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/65046632106917329154.

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Books on the topic "Managerial grid"

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Blake, Robert Rogers. The managerial grid. Houston: Gulf Pub., 1994.

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Blake, Robert R. The managerial grid III. Houston: Gulf Pub. Co., Book Division, 1985.

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Srygley, Mouton Jane, and Blake Robert Rogers 1918-, eds. The managerial grid III: A new look at the classic that has boosted productivity and profits for thousands of corporations worldwide. Houston: Gulf Pub. Co., Book Division, 1985.

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Blake, Robert R., and Jane S. Mouton. The New Managerial Grid. Jaico Publishing House, 2005.

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Behavioral Leadership The Managerial Grid. Grin Verlag, 2009.

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Creusen, Utho, and Gordon Müller-Seitz. Das Positive-Leadership-GRID: Eine Analyse aus Sicht des Positiven Managements (German Edition). Gabler Verlag, 2009.

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Dimensionen Des Fhrungshandelns Das Verhaltensgitter Managerial Grid Von Blake Und Mouton Und Dessen Kritische Wrdigung. Grin Verlag, 2007.

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Book chapters on the topic "Managerial grid"

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Cordell, Andrea, and Ian Thompson. "Managerial Grid." In The Procurement Models Handbook, 151–53. Third edition. | Abingdon, Oxon ; New York, NY : Routledge, 2019. | Earlier editions published as: Purchasing models handbook: a guide to the most popular business models used in purchasing / Andrea Reynolds and Ian Thompson.: Routledge, 2019. http://dx.doi.org/10.4324/9781351239509-46.

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Bartosch, Leonard, Julia Baule, Felipe Castrillón, and Dinah Spitzley. "Managerial Grid nach Blake und Mouton." In Ziel- und Leistungsorientierung, 11–12. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-16882-7_4.

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Harding, Sue, and Trevor Long. "Managerial grid®." In MBA Management Models, 121–24. Routledge, 2017. http://dx.doi.org/10.4324/9781351218948-26.

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Volker, Leentje, and Marina Bos-de Vos. "Managerial Practices in Dutch Competitions and the Impact on Architects." In The Competition Grid, 85–92. RIBA Publishing, 2019. http://dx.doi.org/10.4324/9780429345968-9.

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Grosse-Dunker, Friedrich, and Erik G. Hansen. "Product-Service Systems as Enabler for Sustainability-Oriented Innovation." In Technological, Managerial and Organizational Core Competencies, 40–54. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-61350-165-8.ch003.

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Corporations increasingly subscribe to the principles of corporate sustainability, which is generally described as the integration of economic, environmental, and social dimensions. As sustainability presents a new source of ideas and visions leading to new business opportunities and competitive advantage, the role of Sustainability-Oriented Innovation (SOI) is ever more emphasized. However, developing products under the paradigm of SOI is risky: both the product’s market success and (non-economic) sustainability effects are uncertain. Product-Service System (PSS) – i.e. a combination of products and services –constitutes a significant approach to overcome some of the limitations of SOI and, additionally, can spur the diffusion of SOI. In this chapter, we use an exploratory research strategy to further investigate the links between SOI and PSS. We present a case study on off-grid lighting in Kenya and analyze the sustainability effects on the product and PSS level. The complexity of SOI and the sustainability potentials of PSS are illustrated. Moreover, we also emphasize the role of a joint achievement of sustainability-oriented product innovations and PSS innovations.
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Dixit, Kalpana. "Paradoxes of Distribution Reforms in Maharashtra." In Mapping Power, 176–92. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780199487820.003.0009.

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Maharashtra is locked into a fragile equilibrium of unsustainable subsidies and high cost supply—a pattern initiated by the Enron project and repeated more recently—but mitigated by the fact that the state achieved household electrification earlier than most others, is relatively wealthy and can afford direct subventions, and has plentiful industrial consumers for cross-subsidies. However, Maharashtra’s equilibrium is threatened by the prospect of industrial flight from the grid; the state faces increasing pressure from open access on one hand, which will dilute the ability to cross subsidize, and high cost power on the other. Reforms increased transparency in a way that has made public participation more active, but the state has failed to make the kinds of managerial and organizational improvements that would have improved the overall performance of the sector.
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Ertz, Myriam, and Émilie Boily. "When Giants Meet." In Strategies for Business Sustainability in a Collaborative Economy, 81–101. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-4543-0.ch005.

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The collaborative economy (CE) involves an intensification of direct or intermediated peer-to-peer trade, underpinned by robust digital infrastructures and processes, hence an increased use of new technologies and a redefinition of business activities. As an inherently connected economy, the CE is, therefore, prone to integrating the most recent technological advances including artificial intelligence, big data analysis, augmented reality, the smart grid, and blockchain technology. As an innovative payment and finance technology, the blockchain and cryptocurrencies could have potential implications for the CE. This chapter consists of a conceptual review analyzing how the CE connects with the blockchain technology. The chapter presents subsequently the organizational and managerial implications related to the use of blockchain technology in terms of governance, transaction costs, and user confidence. An illustrative case further examines the role of a prominent social media in the CE-blockchain nexus.
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8

Pellas, Nikolaos. "An Innovative “Cybernetic” Organization Improvement Plan through Participatory Action Research in Persistent “Open Source” Virtual Worlds." In Advances in Business Information Systems and Analytics, 107–29. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-4062-7.ch007.

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The research interest of this chapter focuses on redefining contemporary structures of organizational crossing boundaries, learning processes and diffusion of innovations based on the structure of persistent “open source” virtual worlds (VWs). In this notion, the present study decrypts valuable ways of organizational changes in a virtual learning community and managerial responsibilities of situational complexities that usually interdict on “open-source” VWs, and especially Open Simulator (OS grid). This assumption frequently recapitulated with a “cybernetic” improvement plan that addressed to the organizational structure of collaborative e-learning courses, encountering by the “Viable System Model” (VSM). The participatory action research empowerment appeared initially from the implementation of a multi-dimensional framework for enhancing the dynamic presence of users, according to the “cognitive apprenticeship” model. This establishment approves firstly the latest organizational and administrative practices of an adult learning program, and secondly instructor’s progressing through the cybernetic management that the VSM governs.
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9

Pellas, Nikolaos. "An Innovative “Cybernetic” Organization Improvement Plan through Participatory Action Research in Persistent “Open Source” Virtual Worlds." In Open Source Technology, 1013–34. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-7230-7.ch049.

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Abstract:
The research interest of this chapter focuses on redefining contemporary structures of organizational crossing boundaries, learning processes and diffusion of innovations based on the structure of persistent “open source” virtual worlds (VWs). In this notion, the present study decrypts valuable ways of organizational changes in a virtual learning community and managerial responsibilities of situational complexities that usually interdict on “open-source” VWs, and especially Open Simulator (OS grid). This assumption frequently recapitulated with a “cybernetic” improvement plan that addressed to the organizational structure of collaborative e-learning courses, encountering by the “Viable System Model” (VSM). The participatory action research empowerment appeared initially from the implementation of a multi-dimensional framework for enhancing the dynamic presence of users, according to the “cognitive apprenticeship” model. This establishment approves firstly the latest organizational and administrative practices of an adult learning program, and secondly instructor's progressing through the cybernetic management that the VSM governs.
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10

Bromley, Daniel W. "Escaping Possessive Individualism." In Possessive Individualism, 171–206. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190062842.003.0006.

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Contemporary economics stands implicated in the triumph of possessive individualism. In viewing the individual as nothing but a utility-maximizing consumer, economic theory offers apologetics for the self-interested tendencies that imperil personhood. Managerial capitalism reifies the acquisitive urges embedded in contemporary economics. As the defects of managerial capitalism become apparent, escape seems impossible. This mental barrier persists because economics is not an evolutionary science. An economy is always in the process of becoming, and yet economic theory denies this “becoming” to consumers whose tastes and preferences are assumed to be unchanging—and none of our business. The escape requires an evolutionary economics that recognizes the individual as constantly engaged in a process of experiencing life and necessarily adapting to it. In that dynamic process, individuals are also crafting their own future. An evolutionary economics can help light the way as societies seek escape from the grip of possessive individualism.
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