Now showing items 71-79 of 79
HR of the future: Conclusions and observations
(John Wiley & Sons, Inc., 1997)
No abstract.
Differential Effects of Multiple Interventions in an Organization
(Sage Publications, 1975)
An organization development effort spanning several years in one organization is reexamined in order to assess the differential effects of interventions. The findings illustrate how organizational change efforts can have ...
Make it Your Own: How Process Valence and Self‐Construal Affect Evaluation of Self‐Made Products
(McGraw‐HillWiley Periodicals, Inc., 2014-06)
Self‐production, participation of consumers in the production process of products for their own consumption, leads to consumers’ enhanced evaluations of the self‐made products. Three experimental studies investigate how ...
Computer-based writing tools and the cognitive needs of novice writers
(Elsevier, 1991-04)
Setting people up for success: How the Portman Ritz-Carlton hotel gets the best from its people
(Wiley Subscription Services, Inc., A Wiley Company, 2006)
In China, where many multinational companies face a constant shortage of talent and high employee turnover, the Portman Ritz-Carlton Hotel has been able to attract, develop, and retain high-quality talent to deliver excellent ...
Radical HRM innovation and competitive advantage: The Moneyball story
(Wiley Subscription Services, Inc., A Wiley Company, 2006)
Moneyball (Lewis, 2003), a New York Times bestseller, is a book about baseball. When read through a broader lens, however, Moneyball is also a book about innovation, resistance to change, competitive advantage, achieving ...
Editor's note
(John Wiley & Sons, Inc., 1997)
We are very excited about this issue of the Journal. It inaugurates a new alliance among the University of Michigan, John Wiley & Sons, and the Society for Human Resource Management. For 34 years, the University of Michigan ...
Organizational Development: Some Problems and Proposals
(Sage Publications, 1974)
Examination of the rapidly increasing body of OD literature reveals that much of its research is redundant and without refinement or validation, that the term "Organizational Development" itself remains scientifically ...