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Books on the topic 'Organizational culture and social norms'

Author: Grafiati

Published: 4 June 2021

Last updated: 14 February 2022

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1

Sinha, Jai B. P. Culture and organizational behaviour. New Delhi: SAGE, 2008.

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2

Bellotto, Massimo. Culture organizzative e formazione. Milano, Italy: F. Angeli, 1989.

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3

H, Schein Edgar. Organizational Culture and Leadership. New York: John Wiley & Sons, Ltd., 2004.

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4

Healthy culture and unhealthy culture. Aldershot: Ashgate, 2000.

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5

Brown, Andrew D. Organisational culture. London: Pitman, 1995.

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6

Russia?) Regionalʹnai︠a︡ nauchnai︠a︡ konferent︠s︡ii︠a︡ "Normativnye osnovy kulʹtury" (2001 Ufa. Normativnye osnovy kulʹtury: Materialy regionalʹnoĭ nauchnoĭ konferent︠s︡ii, dekabrʹ 2001 g. Ufa: Bashkirskiĭ gos. universitet, 2001.

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7

Organizational culture and identity: Sport, symbols and success. Hauppauge, N.Y: Nova Science Publishers, 2011.

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8

Medyadan söylemler. İstanbul: Libra Kitapçılık ve Yayıncılık, 2010.

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9

Norms in a wired world. Cambridge, UK: Cambridge University Press, 2004.

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10

Pheysey, Diana C. Organizational Cultures. London: Taylor & Francis Inc, 2002.

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11

Prashant, Bordia, ed. Rumor psychology: Social and organizational approaches. Washington, DC: American Psychological Association, 2007.

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12

Kaleidoscope notes: Writing women's music and organizational culture. Walnut Creek [Calif.]: AltaMira Press, 1998.

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13

David, Collins. Organizational change: Sociological perspectives. New York: Routledge, 1998.

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14

David, Krackhardt, ed. Interpersonal networks in organizations: Cognition, personality, dynamics, and culture. Cambridge [England]: Cambridge University Press, 2008.

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15

Stein, Howard F. Listening deeply: An approach to understanding and consulting in organizational culture. Boulder, Colo: Westview Press, 1994.

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16

Milillo, Diomede. L'opinione pubblica e la storia: La verità è una convenzione? Soveria Mannelli (Catanzaro): Rubbettino, 2004.

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17

Geʼulat ha-nefesh ha-modernit: Psikhologyah, regashot ṿe-ʻezrah ʻatsmit = Saving the modern soul : therapy, emotions, and the culture of self-help. Tel Aviv: Hotsaʼat ha-Ḳibuts ha-meʼuḥad, 2012.

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18

missing], [name. Stalinist values: The cultural norms of Soviet modernity, 1917-1941. Ithaca, NY: Cornell University Press, 2004.

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19

On studying organizational cultures: Diagnosis and understanding. Berlin: W. de Gruyter, 1995.

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20

Bauks, Michaela, Katharina Galor, and Judith Hartenstein, eds. Gender and Social Norms in Ancient Israel, Early Judaism and Early Christianity: Texts and Material Culture. Göttingen: Vandenhoeck & Ruprecht, 2019. http://dx.doi.org/10.13109/9783666552670.

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21

How does a policy mean?: Interpreting policy and organizational actions. Washington, D.C: Georgetown University Press, 1996.

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22

Styhre, Alexander. Visual culture in organizations: Theory and cases. New York: Routledge, 2010.

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23

Styhre, Alexander. Visual culture in organizations: Theory and cases. New York: Routledge, 2010.

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24

Strategies for cultural change. Oxford [England]: Butterworth-Heinemann, 1994.

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25

Strategies for cultural change. Oxford: Butterworth-Heinemann, 1995.

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26

Thomson, Peter, 1946 July 20- author, ed. Future work: Changing organizational culture for the new world of work. 2nd ed. Basingstoke: Palgrave Macmillan, 2014.

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27

Pani, Saroj Kumar. Facets of organizational social capital: How network renovation is key to favorable strategic space. Bangalore: Indian Institute of Management, 2009.

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28

Maddie, Grant, ed. Humanize: How people-centric organizations succeed in a social world. Indianapolis, IN: Que, 2012.

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29

The Chinese Communist party as organizational emperor: Culture, reproduction and transformation. New York: Routledge, 2010.

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30

Professionalʹnai︠a︡ kulʹtura i sot︠s︡ialʹnye tekhnologii. Minsk: BGEU, 2007.

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31

T︠S︡ennosti i kulturni praktiki v Bŭlgarii︠a︡. Sofii︠a︡: Klasika i stil, 2011.

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32

Enriquez, Eugène. Les jeux du pouvoir et du désir dans l'entreprise. Paris: Desclée de Brouwer, 1997.

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33

Partanen, Anna-Maija. Challenging the school mathematics culture: An investigative small-group approach : ethnographic teacher research on social and sociomathematical norms. Rovaniemi: University of Lapland, 2011.

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34

Organizational cultures: Types and transformations. London: Routledge, 1993.

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35

Zheng, Yongnian. The Chinese Communist party as organizational emperor: Culture, reproduction and transformation. London: Routledge, 2010.

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36

Illouz, Eva. Saving the modern soul: Therapy, emotions, and the culture of self-help. Berkeley: University of California Press, 2007.

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37

Organisational Change. London: Taylor & Francis Inc, 1998.

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38

Space, culture, and the youth in Iran: Observing norm creation processes at the Artists' House. New York, NY: Palgrave Macmillan, 2015.

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39

A hypersexual society: Sexual discourse, erotica, and pornography in America today. New York, NY: Plagrave Macmillan, 2008.

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40

1951-, Karpenstein-Essbach Christa, ed. Weiter-Denken: Literatur- und kulturwissenschaftliche Streifzüge im Zeichen der Transgression : Christa Karpenstein-Essbach zum 60. Geburtstag. Berlin: Verlag Dr. Köster, 2011.

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41

Glenn, Carroll, ed. Culture and demography in organizations. Princeton, NJ: Princeton University Press, 2006.

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42

Ravasi, Davide. Organizational Identity, Culture, and Image. Edited by Michael G. Pratt, Majken Schultz, Blake E. Ashforth, and Davide Ravasi. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780199689576.013.25.

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The concept of organizational identity is often confused with similar concepts such as organizational culture or organizational image. This confusion depends in part on the inconsistent use that scholars have made of these terms in the past. This chapter reviews the literature that has discussed how these concepts differ and how they are interrelated, and proposes an integrative framework that summarizes the most widely accepted definitions. It focuses in particular on research on dynamic interrelations between organizational identity and culture. It argues that apparently contradictory perspectives—conceiving of culture as a referent for identity vs. identity as facilitating contextual understanding for cultural norms—can be reconciled by acknowledging the dual nature of organizational identity as being constituted by social categories and organization-specific features, and the temporal dynamism that characterizes the relationship between culture and identity.

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43

Hemmelgarn, Anthony L., and Charles Glisson. Understanding and Assessing Organizational Social Context (OSC). Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190455286.003.0003.

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This chapter describes the OSC measurement system. The OSC measure assesses culture, climate, and worker attitudes as the key components of OSC. Including multiple dimensions of culture and climate, the OSC measure provides a personality profile of organizations based on the responses of direct service providers within the work units that are assessed. Empirically derived, the dimensions and resulting measurement profiles allow users to assess the health of their organization’s social context using national norms for behavioral health and social service organizations. The authors explain the use of the OSC measure in their ARC organizational improvement process, and they integrate research and case examples to illustrate how the OSC measure can be applied for organizational assessment and change efforts. These efforts include using social context profiles to identify targets for change, action plans, and objectives to achieve within organizational development efforts.

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44

Brass, Daniel J. A Social Network Perspective on Organizational Citizenship Behavior. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.25.

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This chapter provides a brief general primer on social network theory and how it might be applied to organizational citizenship behavior (OCB) as an alternative perspective to the undersocialized (isolated individual) and oversocialized (norm and culture) views of behavior in organizations. I identify social network relationships that are likely to affect the performance and receipt of OCBs and propose a model of the diffusion of OCBs through an organization, noting differences between organizational networks such as cliques and core-periphery structures. In the process, I attempt to identify research questions that may be of interest to both academics and managers. The overarching goal is to provide readers with enough information to apply a social network perspective to OCB.

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45

1945-, Casson Mark, ed. Culture, social norms, and economics. Cheltenham, UK: E. Elgar Pub., 1997.

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46

Before Norms: Institutions and Civic Culture. University of Michigan Press, 2004.

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47

Wheeler, Stephanie B. Organization- and System-Level Factors Influencing Implementation Overview of Case Studies. Edited by David A. Chambers, Wynne E. Norton, and Cynthia A. Vinson. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190647421.003.0020.

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Organization- and health system-level determinants of cancer outcomes are critical to understand. Studies focusing only on individual- or provider-level factors contributing to differential outcomes may mask the important, and often far-reaching, influence of organizational and system-wide structures, policies, norms, and behaviors that drive outcomes. This chapter explores case studies including implementation of patient reported outcomes symptom monitoring within a large academic medical center; cancer patient navigation programs to reduce social, economic, cultural, and system barriers to timely cancer care; how psychosocial support has been integrated into community-based and Veterans Administration (VA) oncology programs; and implementing Lynch syndrome testing within a VA integrated health care system.

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48

Herzog, Lisa. Reclaiming the System. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198830405.001.0001.

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The world of wage labour seems to have become a soulless machine, an engine of social and environmental destruction. Employees seem to be nothing but ‘cogs’ in this system—but is this true? Located at the intersection of political theory, moral philosophy, and business ethics, this book questions the picture of the world of work as a ‘system’. Hierarchical organizations, both in the public and in the private sphere, have specific features of their own. This does not mean, however, that they cannot leave room for moral responsibility, and maybe even human flourishing. Drawing on detailed empirical case studies, Lisa Herzog analyses the nature of organizations from a normative perspective: their rule-bound character, the ways in which they deal with divided knowledge, and organizational cultures and their relation to morality. She asks how individual agency and organizational structures would have to mesh to avoid common moral pitfalls. She develops the notion of ‘transformational agency’, which refers to a critical, creative way of engaging with one’s organizational role while remaining committed to basic moral norms. The last part zooms out to the political and institutional changes that would be required to re-embed organizations into a just society. Whether we submit to ‘the system’ or try to reclaim it, Herzog argues, is a question of eminent political importance in our globalized world.

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49

Gelfand, Michele. Rule Makers, Rule Breakers: How Tight and Loose Cultures Wire Our World. Scribner, 2019.

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50

Rule makers, rule breakers: How tight and loose cultures wire our world. Scribner, 2018.

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