David W. DeLong
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780195170979
- eISBN:
- 9780199789719
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195170979.003.0004
- Subject:
- Business and Management, Knowledge Management
This chapter describes three different types of situations in organizations where knowledge retention strategies are needed. It then provides an overview of an integrated knowledge retention ...
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This chapter describes three different types of situations in organizations where knowledge retention strategies are needed. It then provides an overview of an integrated knowledge retention framework that includes: human resources practices and processes; knowledge transfer practices; information technology applications to capture, store, and share knowledge; and knowledge recovery initiatives.Less
This chapter describes three different types of situations in organizations where knowledge retention strategies are needed. It then provides an overview of an integrated knowledge retention framework that includes: human resources practices and processes; knowledge transfer practices; information technology applications to capture, store, and share knowledge; and knowledge recovery initiatives.
Sandra E. Black and Lisa M. Lynch
- Published in print:
- 2005
- Published Online:
- February 2013
- ISBN:
- 9780226116129
- eISBN:
- 9780226116174
- Item type:
- chapter
- Publisher:
- University of Chicago Press
- DOI:
- 10.7208/chicago/9780226116174.003.0007
- Subject:
- Economics and Finance, Econometrics
This chapter examines the measure of organizational capital in relation to human capital. It discusses recent related findings that the returns from the adoption of advanced technologies are improved ...
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This chapter examines the measure of organizational capital in relation to human capital. It discusses recent related findings that the returns from the adoption of advanced technologies are improved by the adoption of state-of-the-art human resource practices. This chapter explains the three broad components of organizational capital which include workforce training, employee voice and work design, and explains the important links and synergies between each of these categories that contribute to the overall value of organizational capital within a firm.Less
This chapter examines the measure of organizational capital in relation to human capital. It discusses recent related findings that the returns from the adoption of advanced technologies are improved by the adoption of state-of-the-art human resource practices. This chapter explains the three broad components of organizational capital which include workforce training, employee voice and work design, and explains the important links and synergies between each of these categories that contribute to the overall value of organizational capital within a firm.
Steven M. Elias (ed.)
- Published in print:
- 2013
- Published Online:
- March 2016
- ISBN:
- 9780814722602
- eISBN:
- 9780814722626
- Item type:
- book
- Publisher:
- NYU Press
- DOI:
- 10.18574/nyu/9780814722602.001.0001
- Subject:
- Psychology, Social Psychology
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in ...
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Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.Less
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.
Stephen Fineman
- Published in print:
- 2011
- Published Online:
- April 2015
- ISBN:
- 9780199578047
- eISBN:
- 9780191806704
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:osobl/9780199578047.001.0001
- Subject:
- Business and Management, Organization Studies
Age is the silent shaper of work organisations and their human resource practices. It has become a potent feature of how society is structured and how it views itself. Age assumptions mould the ...
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Age is the silent shaper of work organisations and their human resource practices. It has become a potent feature of how society is structured and how it views itself. Age assumptions mould the behaviours of young and old alike, and are used as political tools by policy makers and managers. This book asks the perennial question — can age ever not matter? Drawing on a range of social scientific and popular writings, it casts a critical eye over the social construction and politicisation of age in and beyond organisations. Amongst other topics, it discusses: the historical roots of age in society; how we ‘perform’ our age in different settings; the social impact of defining age groups as generations; ageism; the effect of an age-cluster on an organisation’s processes and members’ experience; the rituals of retirement and the birth of the retirement industry; the impact of economic recession in challenging some of our assumptions about age; and the increasing politicisation of the growing ‘grey’ population.Less
Age is the silent shaper of work organisations and their human resource practices. It has become a potent feature of how society is structured and how it views itself. Age assumptions mould the behaviours of young and old alike, and are used as political tools by policy makers and managers. This book asks the perennial question — can age ever not matter? Drawing on a range of social scientific and popular writings, it casts a critical eye over the social construction and politicisation of age in and beyond organisations. Amongst other topics, it discusses: the historical roots of age in society; how we ‘perform’ our age in different settings; the social impact of defining age groups as generations; ageism; the effect of an age-cluster on an organisation’s processes and members’ experience; the rituals of retirement and the birth of the retirement industry; the impact of economic recession in challenging some of our assumptions about age; and the increasing politicisation of the growing ‘grey’ population.
Satoshi P. Watanabe
- Published in print:
- 2015
- Published Online:
- September 2015
- ISBN:
- 9781847429841
- eISBN:
- 9781447311515
- Item type:
- chapter
- Publisher:
- Policy Press
- DOI:
- 10.1332/policypress/9781847429841.003.0017
- Subject:
- Political Science, Public Policy
From the perspective of demand shortages for policy professionals in the domestic labour markets in Japan, this chapter examines why graduates of public policy programmes, though well-positioned to ...
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From the perspective of demand shortages for policy professionals in the domestic labour markets in Japan, this chapter examines why graduates of public policy programmes, though well-positioned to make potentially significant contributions to the social health and well-being of the nation, often end up with career mismatches, unable to fully maximize the professional knowledge gained through academic training and to build careers that they aspired to when choosing the field of study. The chapter explains historical structural reforms by the Japanese government as well as indigenous and institutional factors unique to Japanese organisations and human resources practices. It points out the importance for Japanese government agencies, nonprofit organisations, and think-tanks, of creating employment systems where the professional knowledge and skills acquired by these graduates are valued over the course of their careers. Potential career prospects beyond Japan’s borders in multilateral and international organisations are also discussed.Less
From the perspective of demand shortages for policy professionals in the domestic labour markets in Japan, this chapter examines why graduates of public policy programmes, though well-positioned to make potentially significant contributions to the social health and well-being of the nation, often end up with career mismatches, unable to fully maximize the professional knowledge gained through academic training and to build careers that they aspired to when choosing the field of study. The chapter explains historical structural reforms by the Japanese government as well as indigenous and institutional factors unique to Japanese organisations and human resources practices. It points out the importance for Japanese government agencies, nonprofit organisations, and think-tanks, of creating employment systems where the professional knowledge and skills acquired by these graduates are valued over the course of their careers. Potential career prospects beyond Japan’s borders in multilateral and international organisations are also discussed.
