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Jingdong book

组织行为学

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组织行为学

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《组织行为学》内容具备下列特点:
1.全面性。每章开始都明确列出本章学习目标,提出学习导向,并安排一个篇幅较短的“预习案例”,激发学生兴趣,将学生引入相关领域。而每章内容最后都配有相关思考题,便于学生复习本章内容,同时还有一个篇幅较长、内涵丰富的中外企业案例供学生进行讨论,以便理论联系实际,并附有案例讨论题。
2.现代性。本书既注重吸收国内外优秀教材和研究成果的相关内容,系统阐述组织行为学各种理论,又高度关注当今中国企业发展中本学科领域所涉及的最新问题,力求在有限篇幅内使这些内容得到较为充分的反映,做到与同类教材有所区别。学生在读完本书、修完课程后,对组织行为学的了解既有纵深感,又有前沿性。
3.深刻性。本书融汇了作者对组织行为学理论及其运用的诸多研究成果,同时也包括我在参与中外企业决策和管理咨询工作中的思考和感悟。反映在书中虽为吉光片羽,却也体现出一定深度。
4.可读性。既为教材,自然希望有更多人阅读,且读起来不太乏味。考虑到本科教学的特点,我们在语言表述上注意兼具学术性和可读性,尽量避免用语晦涩和故作深奥。
“教学相长”虽是校园老话,但在本书付梓之际,依然要深切感谢听过我讲授“组织行为学”课程的所有同学。正是你们在课堂讨论中的热情参与、尖锐提问和探索性发言,促使我不敢稍有懈怠,不断思考新问题,充实新知识,并将之体现在本书和其他论著中。
Content Description

《组织行为学》内容具备下列特点:
1.全面性。每章开始都明确列出本章学习目标,提出学习导向,并安排一个篇幅较短的“预习案例”,激发学生兴趣,将学生引入相关领域。而每章内容最后都配有相关思考题,便于学生复习本章内容,同时还有一个篇幅较长、内涵丰富的中外企业案例供学生进行讨论,以便理论联系实际,并附有案例讨论题。
2.现代性。《组织行为学》既注重吸收国内外优秀教材和研究成果的相关内容,系统阐述组织行为学各种理论,又高度关注当今中国企业发展中本学科领域所涉及的最新问题,力求在有限篇幅内使这些内容得到较为充分的反映,做到与同类教材有所区别。学生在读完本书、修完课程后,对组织行为学的了解既有纵深感,又有前沿性。
3.深刻性。《组织行为学》融汇了作者对组织行为学理论及其运用的诸多研究成果,同时也包括我在参与中外企业决策和管理咨询工作中的思考和感悟。反映在书中虽为吉光片羽,却也体现出一定深度。
4.可读性。既为教材,自然希望有更多人阅读,且读起来不太乏味。考虑到本科教学的特点,我们在语言表述上注意兼具学术性和可读性,尽量避免用语晦涩和故作深奥。
“教学相长”虽是校园老话,但在本书付梓之际,依然要深切感谢听过我讲授“组织行为学”课程的所有同学。正是你们在课堂讨论中的热情参与、尖锐提问和探索性发言,促使我不敢稍有懈怠,不断思考新问题,充实新知识,并将之体现在本书和其他论著中。
Author Description

苏勇,博士、教授、博士生导师。复旦大学企业管理系主任、复旦大学东方管理研究中心副主任。兼任上海生产力学会副会长、中国企业管理研究会常务理事、日本亚东经济国际学会常务理事,并担任多家上市公司独立董事和顾问。
研究领域为企业战略与管理文化、企业组织行为及品牌策略。荣获全国优秀教学成果一等奖、上海市哲学社会科学优秀著作一等奖等多个奖项,并曾获“上海市高校优秀中青年教师”、“东方讲坛最受欢迎的十佳讲师”、“复旦大学优秀研究生导师”等荣誉称号。主要著作有《现代组织行为学》、《现代管理伦理学》、《品牌通鉴》等20余部及论文160多篇。曾赴美国麻省理工学院(MIT)、英国曼彻斯特大学等国外大学任访问教授与讲学。主持国家自然科学基金研究课题、国家社科基金重点项目等多项国家级和省部级科研项目,并应邀至国内200余家企业和20多个省市做过演讲。
Catalogue

第一章 现代组织行为学的基本概念与范畴
第一节 组织行为学的产生和发展
第二节 组织行为与组织行为的含义
第三节 组织行为学的理论体系和研究方法
第二章 个体行为的基础
第一节 知觉与归因
第二节 态度与价值观
第三节 能力差异
第四节 个体决策
第三章 人格与情绪
第一节 人格特征
第二节 情绪管理
第三节 压力管理
第四章 激励与行为反应
第一节 需要与动机激励
第二节 内容型激励理论
第三节 过程型激励理论
第四节 激励机制的建立
第五章 群体心理与行为
第一节 群体与群体关系
第二节 群体行为特性
第三节 团队建设
第六章 群体沟通与决策
第一节 沟通方式与沟通网络
第二节 有效沟通的障碍及其克服
第三节 群体决策
第七章 冲突与谈判
第一节 冲突的性质
第二节 冲突管理
第三节 谈判技能
第八章 领导者与领导行为
第一节 领导概述
第二节 传统领导理论
第三节 领导理论的当代发展
第九章 现代领导决策
第一节 领导决策的基本理论
第二节 领导决策技术和方法
第三节 领导决策心理
第十章 组织结构与组织设计
第一节 组织结构和基本模式
第二节 组织设计
第三节 传统组织与现代组织
第十一章 组织文化与组织伦理
第一节 组织文化的发展
第二节 组织文化建设
第二节 组织中的伦理道德与伦理行为
第十二章 组织变革与发展
第一节 组织变革的基础
第二节 组织变革的理论模式
第三节 组织变革的阻力及其克服
第四节 组织发展及其未来方向
Book Abstract

第一章 现代组织行为学的基本概念与范畴
第一节组织行为学的产生和发展
人类组织化的活动已经存在了几千年,管理的历史可能也与人类组织化的活动一样久远。然而,真正意义上的管理学理论是在上个世纪之初奠定的基础,组织行为学作为管理学的重要分支并成为一门独立的学科出现则要更晚些,心理学、社会学等相关学科的成熟对组织行为学的成型起到了积极的支持作用。
一、组织行为学的形成和发展
组织行为学的最初发展来源于科学管理理论中对人性的研究,虽然内容极少,但也开启了组织行为学的研究。上个世纪初,泰勒(Taylor)和加尔布雷思(Gilbreth)通过动作和时间研究来提高工作效率,即通过动作-时间分析来确定科学定额。加尔布雷思的妻子,美国管理心理学家莉莲·加尔布雷思(L Gilbreth)却认为不能单纯从工作的专业化、方法的标准化、操作的程序化来提高效率,还应该注意研究工人的心理。她发现,由于管理人员不关心工人而引起的不满情绪也会影响工作效率。因此,她在《管理心理学》(The Psychology of Management:The Function of the Mind in Determinin9,Teaching and Installing Methods of Least Waste,1914)中指出,要把早期心理学的概念应用到科学管理的实践中去。但是这本著作在当时并没有引起人们的足够重视,未成为一门学科。“管理心理学”(psychology of management)这一概念在当时也未得到广泛的承认。

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