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世纪高教·工商管理经典教材译丛·国际组织行为学:理论、案例、操练(第二版)

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世纪高教·工商管理经典教材译丛·国际组织行为学:理论、案例、操练(第二版)

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《国际组织行为学:理论、案例、操练(第二版)》共分三大部分,第一部分为正文,共14章,主要介绍国际组织行为学的相关理论知识;第二部分为17个案例,帮助学生更好地掌握分析技巧;第三部分为15个操作,讨论了理解跨文化含义和交互作用所遇到的问题,让学生能更好地理论联系实际,加强知识的融会贯通。第二版的其主题包括解释跨文化中人员行为异同的人类学理论,工作激励和领导力的观点比较,以及从研究实践问题中得出的结论,比如外派员工的选拔和文化多元的虚拟团队的管理技巧。与第一版相比,第二版的新内容主要包括组织承诺、组织公正、工作家庭冲突等新章节,普遍人类行为、全球人口迁移中的变化等新主题,世界观调查、基于全球平台的跨文化领导力研究等新研究。此外,第二版还包含了11个新案例,涵盖了组织行为学的所有模块,每章章后还附有精选的公司及相应内容的网站,学生可登录来学习更多关于重要主题的内容。
Author Description

安妮.玛丽.弗朗西斯科(范诗琦) 美国俄亥俄州立大学工业组织心理学博士,曾先后任教于佩斯大学、香港科技大学、阿拉斯加大学费尔班克斯分校、香港中文大学和田纳西大学。现任香港浸会大学管理系副教授、人力资源管理专业课程统筹主任。
Catalogue

第一部分理论
1 国际组织行为管理
1.1 国际组织行为学是什么?
1.2 为何要学习国际组织行为学?
1.3 对国际组织行为学的解释
1.4 理论和国际组织行为学
1.5 比较视角
1.6 趋同还是分化?
1.7 管理启示

2 文化与组织行为
2.1 什么是文化?
2.2 如何习得文化?
2.3 研究文化的架构
2.4 文化与组织行为的关系如何?
2.5 趋同还是分化?
2.6 管理启示

3 伦理与社会责任
3.1 什么是伦理观?
3.2 对伦理的四种看法
3.3 伦理的相对性和普遍性
3.4 公司的社会责任
3.5 伦理观与个体行为
3.6 组织伦理观
3.7 研究伦理观
3.8 解决跨文化伦理冲突
3.9 趋同还是分化?
3.10 管理启示

4 沟通
4.1 什么是沟通?
4.2 跨文化沟通差异
4.3 跨文化沟通障碍
4.4 跨文化虚拟沟通
4.5 提升跨文化沟通
4.6 趋同还是分化?
4.7 管理启示

5 谈判与冲突解决
5.1 什么是谈判?
5.2 谈判过程
5.3 文化对谈判过程的影响
5.4 利益、优先权和策略
5.5 情境因素与谈判技巧
5.6 同文化谈判与跨文化谈判的差异
5.7 文化影响冲突解决的方式
5.8 处理冲突方式对谈判的影响
5.9 如何成为一位更好的跨文化谈判者
5.10 趋同还是分化?
5.11 管理启示

6 群体与团队
6.1 什么是群体?
6.2 群体结构
6.3 群体过程
6.4 团队
6.5 群体与团队构成
6.6 工作团队
6.7 趋同还是分化?
6.8 管理启示

7 激励
7.1 什么是激励?
7.2 美国激励理论及其在美国之外的适用性
7.3 文化对奖励的影响
7.4 跨文化工作的意义
7.5 趋同还是分化?
7.6 管理启示

8 国际人力资源管理
8.1 什么是国际人力资源管理?
8.2 跨国公司战略和国际人力资源管理
8.3 国际人力资源管理的主要职能
8.4 最佳国际人力资源管理实践计划
8.5 管理外派员工
8.6 全球流动性中的变化
8.7 趋同还是分化?
8.8 管理启示

9 组织承诺、组织公正、工作一家庭冲突
9.1 组织承诺
9.2 组织公正
9.3 工作一家庭冲突
9.4 趋同还是分化?
9.5 管理启示

10 多元化管理
10.1 什么是多元化?
10.2 不同文化视角下的多元化
10.3 多元文化组织的考克斯模型
10.4 组织如何管理多元化?
10.5 多元化管理的非预期结果
10.6 多元化管理的竞争优势
10.7 趋同还是分化?
10.8 管理启示

11 领导
11.1 什么是领导?
11.2 文化与领导力
11.3 正当性的领导类型
11.4 两种文化中的领导
11.5 全球项目:一项关于领导的大规模的跨文化研究
11.6 趋同还是分化?
11.7 管理启示
12 组织结构
12.1 什么是组织结构?
12.2 结构要素
……
第二部分 案例
第三部分 操练
Book Abstract

1.6.1趋同动因
沙森的研究表明:全球化影响经济和城市文化,是趋同因素之一。主要城市成为全球经济中的权力和控制中心;城区的部分变化是工作的转变。这一转变的主要消极影响是权力与财富的集中,使城区产生两种社会阶层:富裕的知识员工和经济上边缘的支持性员工。经济活动产生全球化,也影响城市和组织的文化。
1.6.2分化动因
纪廉研究得出结论:不同文化元素影响组织管理。除非全球化产生统一的宗教信仰或其他价值系统,管理准则和实践将继续保持不同。这些发现和解释支持了分化观点。
类似地,世界观调查的结论表明:价值观发生变化,但文化却没有变化。出现文化分化观点,首先是因为不同文化在一些重要方面都保持同一性。然而,这引起另一个问题:如果不同文化不受全球化力量的影响仍然保持同一性,那么,从趋同和分化角度来考虑文化对管理和组织行为影响是否还有意义?对文化研究是否应该聚焦于一种独特且持久的价值观结构,并通过深度分析来提升跨文化管理?
1.7管理启示
对国际管理者而言,若要在全球经济中成功表现,获取文化如何在不同文化中影响组织行为的准确信息则非常必要。依赖一种文化中产生的理论并不够。
同时,管理者必须分辨规范性理论和描述性理论。规范性理论能强化那些“在理论上适合但在实践上不适合的”的做法。这表明管理者必须通过评估数据是否支持来评估理论。
纪廉和沙森的研究对管理活动具有重要启示。纪廉的研究发现表明:在不同文化中工作的管理者需要学习不同于他们自己管理实践的广泛知识。比如说,来自英国的管理者除了必须要适应西班牙的管理风格,还必须了解先前社会主义国家和其他国家的管理实践。因为即使是同在工业社会,管理思想也存在很大差异。
沙森的研究表明:在某种情况下,某种特别类型的工作会相对地不受民族文化差异的影响,因为更大规模的全球化进程催生标准化。比如,金融行业的知识员工需要和全球的其他金融员工进行快速以及准确的交流。管理者应该了解:在特殊情况下,某些组织行为规避了民族文化的直接影响。在高科技环境中,管理知识员工需要适用于所有知识员工的管理技能。然而,尽管全球的金融行业变得更相似,企业文化仍持续保持多元化。
国际组织行为学描述并解释了不同民族文化中的组织行为。它和从美国发展而来的传统的组织行为学有所不同,因为它加入了民族文化作为解释因素。
学习国际组织行为学的三个理由分别为:获得竞争优势,提高对组织和现代社会中行为的了解,了解其他文化。组织和民族文化影响组织行为。多元文化,包括那些基于民族认同、宗教和社会阶层的文化,都影响组织中行为。然而,用文化作为组织行为的解释是存在缺陷的。除了文化,技术、组织的竞争环境、战略和规模也可以解释组织结构和行为。
研究国际组织行为学的目标之一就是发展行为学理论。规范性理论聚焦于组织应以何种方式运行以及人们应该如何表现。描述性理论试图在不做判断或指示的情况下,客观地描述和分析行为。
民族优越感和文化冲击影响一个人对其他文化的看法,并常常是负面的。分析另一种文化时,自我意识减少了基于这些过程的偏见。组织行为学的比较研究是将文化价值观输入变成国际组织行为学研究的一种系统方法。研究者通常对自身文化和社会安排存在隐性的优越感,比较法则对这种优越感提出挑战。同时,比较法常常得出意料之外的结论。例如,纪廉的研究表明:工业社会采用不同管理理念和实践,不一定是因为科学原因,而是因为诸如宗教等文化因素。
尽管全球化进程——特别是对其他文化的进一步了解——已通过多种途径在发展,但是文化并没有发生“麦当劳化”,没有变成一种同质性的世界文化。研究表明:尽管价值观会不断发生变化,但不同的文化特征仍将持续存在且影响组织行为和管理。
最后,大量对全球组织行为的研究采用比较法,并且更多地应用系统比较的研究,特别是对发展中国家的研究,这将会为更全面的理论提供数据支持。另外,这些研究将有助于理解文化及处于文化中的组织是否变得和如何变得更相似或更不同。这些对国际组织行为的管理都具有重要启示。
……

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