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Books on the topic 'Organizational misbehavior'

Author: Grafiati

Published: 4 June 2021

Last updated: 17 February 2022

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1

Ṿardi, Yoʼav. Misbehavior in organizations: Theory, research, and management. Mahwah, N.J: L. Erlbaum, 2004.

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2

Ely, Weitz, ed. Misbehavior in organizations: Theory, research, and management. Mahwah, N.J: L. Erlbaum, 2004.

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3

Thompson, Paul, 1951 Jan. 1-, ed. Organizational misbehaviour. London: Sage Publications, 1999.

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4

Karlsson, Jan Ch. Organizational Misbehaviour in the Workplace. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230354630.

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5

Barnes, Alison, and Lucy Taska. Rethinking misbehaviour and resistance in organizations. Bingley: Emerald, 2012.

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6

Sagie, Abraham, Shmuel Stashevsky, and Meni Koslowsky, eds. Misbehaviour and Dysfunctional Attitudes in Organizations. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230288829.

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7

Organizational misbehaviour in the workplace: Narratives of dignity and resistance. New York: Palgrave Macmillan, 2011.

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8

Misbehavior in Organizations: A Dynamic Approach, 2nd Edition. Taylor & Francis Group, 2016.

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9

Weitz, Ely, and Yo'av Vardi. Misbehavior in Organizations: A Dynamic Approach, 2nd Edition. Taylor & Francis Group, 2016.

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10

Vardi, Yoav, and Ely Weitz. Misbehavior in Organizations: Theory, Research, and Management (Series in Applied Psychology). Lawrence Erlbaum, 2003.

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11

Vardi, Yoav, and Ely Weitz. Misbehavior in Organizations: Theory, Research, and Management (Series in Applied Psychology). Lawrence Erlbaum, 2003.

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12

Vardi, Yoav, and Ely Weitz. Misbehavior in Organizations. Routledge, 2016. http://dx.doi.org/10.4324/9781315732565.

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13

Vardi, Yoav, Yoav Vardi, Ely Weitz, and Ely Weitz. Misbehavior in Organizations. Psychology Press, 2003. http://dx.doi.org/10.4324/9781410609052.

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14

Misbehavior and dysfunctional attitudes in organizations. New York, NY: Palgrave Macmillan, 2003.

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15

Barnes, Alison, and Lucy Taksa, eds. Rethinking Misbehavior and Resistance in Organizations. Emerald Group Publishing Limited, 2012. http://dx.doi.org/10.1108/s0742-6186(2012)19.

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16

Keitz, Sheri A., and David J. Birnbach. Disruptive Behavior. Oxford University Press, 2016. http://dx.doi.org/10.1093/med/9780199366149.003.0019.

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Misbehavior and disruption in the operating room are an all too common problem. Disruptive behaviors have been observed and experienced by all members of the operating room team, and these behaviors need to be addressed in a timely and appropriate fashion. Sometimes, hospital administrators and hospital leadership know about these problems but do not act, and thus they may be complicit in allowing these problems to continue. This chapter reviews the potential reasons for disruptive behavior among nurses and physicians and provides explanations for organizational reluctance to deal with disruptive behaviors, as well as recommendations to address these issues effectively.

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17

(Editor), Abraham Sagie, Shmuel Stashevsky (Editor), and Meni Koslowsky (Editor), eds. Misbehaviour and Dysfunctional Attitudes in Organizations. Palgrave Macmillan, 2003.

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18

Abraham, Sagie, Stashevsky Shmuel 1951-, and Koslowsky Meni, eds. Misbehaviour and dysfunctional attitudes in organizations. Basingstoke: Palgrave Macmillan, 2003.

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19

Sagie, A., S. Stashevsky, and M. Koslowsky. Misbehaviour and Dysfunctional Attitudes in Organizations. Palgrave Macmillan, 2003.

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20

Tony, Charlton, and David Kenneth, eds. Managing misbehaviour in schools. 2nd ed. London and New York: Routledge, 1993.

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21

Fried, Andrea, ed. Understanding Deviance in a World of Standards. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198833888.001.0001.

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Standards have become widespread regulatory tools that promote global trade, innovation, efficiency, and quality. They contribute significantly to the creation of safe, reliable, and high-quality services and technologies to ensure human health, environmental protection, or information security. Yet intentional deviations from standards by organizations are often reported in many sectors, which can either contribute to or challenge the measures of safety and quality they are designed to safeguard. Why then, despite all potential consequences, do organizations choose to deviate from standards in one way or another? This book uses structuration theory—covering aspects of both structure and agency—to explore the organizational conditions and contradictions under which different types of deviance occur. It also provides empirical explanations for deviance in organizations that go beyond an understanding of individual misbehaviour where mainly a single person is held responsible. Case studies of software developing organizations illustrate insightful generalizations on standards as a mechanism of sensemaking, resource allocation, and sanctioning, and provide ground to rethink corporate responsibility when deviating from standards in the ‘audit society’.

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22

Mitchell, Neil J. Why Delegate? Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190904197.001.0001.

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Why Delegate? investigates the incentives to delegate and the risks that one takes in doing so. From mundane interactions like choosing a plumber to weightier tasks like the running of a country, and from recreational enjoyments to the protection of human rights, the world turns on delegation. Where it is successful, delegation brings efficiency, shared responsibility, and even happiness. Where it is not, it brings conflict, corruption, and an absence of accountability. One may hear of Saudi hit squads loose in Istanbul, rogue software engineers creating pollution scandals at Volkswagen, and individuals at FIFA selling the rights to host the World Cup, but one may question whether these individuals were out of control. One wonders about the chronic indifference of the Catholic Church to child abusers, and why those in charge ignore the misbehavior of security officials and even the war crimes of their soldiers. Is it can’t control, or won’t control? An understanding of the structure of the delegation relationship, more or less as economists have described it, simplifies a myriad of important and seemingly disparate problems in private and public life. Yet in the collision of principal-agent theory with the practice of delegation, there are further important insights to be found where the principal behaves in ways that are unexpected and puzzling to a rational-choice eye. A broader, more descriptively useful logic of delegation offers a fresh take on a wide variety of issues, whether corruption in sports organizations, war crimes, or the church’s child abuse scandal.

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