Organizational justice refers to judgments of the moral rightness or social appropriateness of events in the work environment. As studied by management scholars, this organizational justice or fairness (these terms tend to be used interchangeably) is treated as a subjective judgment made by an individual or group of individuals. Organizational justice research emphasizes the description
The mention of organizational politics is frequently met with harsh words and disparaging glances. Society, as a whole, has grown to view anything political with chagrin. Much of this disdain comes from the awareness that politicking, when successful, is associated with manipulation, and in some cases, verbal or physical intimidation. Moreover, the general public has
Organizational image is a useful concept for understanding the impressions individuals have of organizations or that organizations want to convey to individuals. The term refers to an image that encapsulates the likeness of an organization. Organizational images can have a strong influence on most aspects of members’ organizational experiences. From an individual perspective, organizational image
Identity is one of the most prominent issues of contemporary organizations. Like individuals, organizations increasingly talk about “having” identities, seeking identities, expressing identities, and even changing identities. And the emphasis on identity is not idle talk. Having become an arena of managerial attention and concern, identity-related activities consume a growing amount of organizational resources and
It is a commonplace to observe that the healthcare delivery system in the US is in crisis: costs are high and rising rapidly, the quality of care is inadequate along important dimensions, and the delivery system is rife with inefficiencies and waste. What is less commonly acknowledged is that many of the prominent strategies for
The term organizational communication denotes both a field of study and a set of empirical phenomena. The former is a largely US-based subdiscipline of the field of communication studies (though programs are being established in New Zealand, Australia, Japan, South Korea, Europe, and China); the latter refers broadly to the various and complex communication practices
Organizational contingencies are factors that moderate the effect of organizational characteristics on organizational performance. Whether a particular level of organizational characteristic would lead to high performance depends on the level of the contingency factor. If there is a fit between the level of contingency and the level of organizational characteristic, then, other things being equal
By organizational failure is usually meant failure against some measure of performance, or failure to achieve a goal that is normally expected. Thus, a company can be identified as failing if it is not profitable, or a school if it does not educate students to a required level, or in sufficient numbers. Clearly, such measured
Organizational learning is a construct employed to depict a set of rational and non-rational processes relevant to the creation, retention, and transmission of knowledge in organizations. The concept has been linked to organizational performance, sustainable competitive advantage, organizational transformation and corporate renewal, organizational and technological innovation, and entrepreneurship among other themes. Change, adaptation, and learning
Branding and organizational identity refer to a process through which a pattern or a structure is ascribed to a group of individuals and recognized as unique, autonomous, and relatively stable in space and time. There are two components to this: the organizational identity, which is a concern with what and who the organization is, and