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This article is based on a survey of corporate flexibility practices that is reported as a chapter in Philip Mirvis' Building a Competitive Work Force (New York: Wiley, 1993, in press). William Kahn's work on psychological availability can be found in William A. Kahn, “Psychological conditions of personal engagement and disengagement at work,” Academy of Management Journal, 1990, Vol. 33, pp. 692–724. Related work by Sharon Lobel on social identity and work/family roles is reported in Sharon A. Lobel, “Allocation of investment in work and family roles: Alternative theories and implications for research,” Academy of Management Review, 1991, Vol. 16, pp. 507–521. Analysis of and prescriptions for dealing with work/family issues as a corporate culture change process are found in Douglas T. Hall, “Promoting work/family balance: An organization change approach,” Organizational Dynamics, 1991, Vol. 18, pp. [[Truncated]]
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A good overview of work on corporate diversity is found in Susan Jackson and Associates' Diversity in the Workplace: Human Resource Initiatives (New York: The Guilford Press, 1992.) Another excellent guide to effective corporate diversity programs is Ann Morrison's Leadership Diversity (San Francisco: Jossey-Bass, 1992.)
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For good empirical research on the performance-enhancing effects of diversity in organizational teams, see Taylor Cox, Sharon Lobel, and Poppy L. McLeod, “Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task,” Academy of Management Journal, 1991, Vol. 34, pp. 827–847, and Poppy L. McLeod and Sharon A. Lobel, “The effects of ethnic diversity on idea generation in small groups,” Best Paper Proceedings of the Annual Meeting of the Academy of Management, 1992, pp. 227–231.
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Our organization design ideas in this article draw heavily on Charles Handy's The Age of Unreason (Boston: Harvard Business School Press, 1989), particularly his discussion of personal empowerment in the federal organization and his model of the shamrock organization.
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