標(biāo)題: Titlebook: Emotionalizing Organizations and Organizing Emotions; Barbara Sieben (Assistant Professor of Human Resou Book 2010 Palgrave Macmillan, a d [打印本頁(yè)] 作者: obdurate 時(shí)間: 2025-3-21 16:11
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作者: 文字 時(shí)間: 2025-3-21 22:36
Emotions of Queuing: A Mirror of Immigrants’ Social Conditionce, as this obligation usually reflects their social condition: in most cases ‘legal’ immigrants are allowed social and economic citizenship, but still seem to be treated differently because of the fact that they remain foreigners in their host society.作者: mastopexy 時(shí)間: 2025-3-22 04:23
Emotional Neutrality as an Interactional Achievement: A Conversation Analysis of Primary Care Telenudescribe how nurses routinely sustain emotional neutrality in this part of calls, while at other times they may allow callers’ concerns and worries to surface. Lastly, the reasons for routinely sustaining emotional neutrality are discussed, primarily in terms of the nurses being organizationally and professionally accountable for their actions.作者: 慢跑鞋 時(shí)間: 2025-3-22 06:19
Organizational Conditions for Positive Emotions in the Workplace — The Example of Professional Elderh and well-being. My question is how and why positive emotions emerge in the workplace. Rather than treating emotion as an individual given and positive emotions as the outcome of individual traits, I show that organizational factors play a decisive role in the emergence of positive emotions.作者: Flirtatious 時(shí)間: 2025-3-22 09:35
From Bureaucratic Agencies to Modern Service Providers: The Emotional Consequences of the Reformatioinstitutions in the public sector, the German Federal Employment Agency (FEA, .) was modernized along the lines of New Public Management. Our question is what emotional consequences ensued for FEA employees as a result of this reformation.作者: 考古學(xué) 時(shí)間: 2025-3-22 15:35
Learning by Listening: Emotional Reflexivity and Organizational Change in Childcaren managing the emotions associated with such change (e.g. Garrety et al. 2003). Where the kind of change proposed requires a fundamental shift from employees in the emotional culture and their emotion skills, organizational leadership needs to tread carefully through ‘sensitive territory’ (Fineman 2003: 130).作者: 考古學(xué) 時(shí)間: 2025-3-22 19:15
Exchange Bosons of the Weak Interactiont lead to effective empowerment have not yet been sufficiently understood (Conger/Kanungo 1988; Eylon 1998: 17). This chapter aims to address this gap in understanding by theorizing how confidence and other positive emotions contribute to personal agency, which is an essential aspect of the empowerment process.作者: FAST 時(shí)間: 2025-3-22 21:38 作者: Manifest 時(shí)間: 2025-3-23 04:11
https://doi.org/10.1007/978-3-030-78139-2describe how nurses routinely sustain emotional neutrality in this part of calls, while at other times they may allow callers’ concerns and worries to surface. Lastly, the reasons for routinely sustaining emotional neutrality are discussed, primarily in terms of the nurses being organizationally and professionally accountable for their actions.作者: 逃避現(xiàn)實(shí) 時(shí)間: 2025-3-23 08:03 作者: Organization 時(shí)間: 2025-3-23 10:35 作者: 農(nóng)學(xué) 時(shí)間: 2025-3-23 16:22
Deborah J. Riley,Ruben G. Carbonellinstitutions in the public sector, the German Federal Employment Agency (FEA, .) was modernized along the lines of New Public Management. Our question is what emotional consequences ensued for FEA employees as a result of this reformation.作者: Daily-Value 時(shí)間: 2025-3-23 18:45
The Tiniest Particles: An Invisible Hazard,n managing the emotions associated with such change (e.g. Garrety et al. 2003). Where the kind of change proposed requires a fundamental shift from employees in the emotional culture and their emotion skills, organizational leadership needs to tread carefully through ‘sensitive territory’ (Fineman 2003: 130).作者: 接觸 時(shí)間: 2025-3-23 22:53 作者: Relinquish 時(shí)間: 2025-3-24 02:28 作者: 殺蟲(chóng)劑 時(shí)間: 2025-3-24 08:15
Negative Acts and Bullying: Face-Threatening Acts, Social Bonds and Social Placecreamed at, ignored, threatened with sacking, maliciously teased, repeatedly criticized for one’s work, subjected to excessive surveillance, etc. Individual negative acts as such do not necessarily constitute bullying. However, in quantitative approaches bullying is defined in terms of frequency and duration of exposure to negative acts..作者: AND 時(shí)間: 2025-3-24 11:56 作者: oxidize 時(shí)間: 2025-3-24 16:47 作者: atopic-rhinitis 時(shí)間: 2025-3-24 22:07
Organizational Regimes of Emotional Conductonal intelligence and it deals explicitly with the enterprising subject’s emotion management. In the following, I will show that emotional intelligence is a contemporary organizational regime of emotional conduct.作者: 拱墻 時(shí)間: 2025-3-25 00:31
A. A. Borovoi,Yu. A. Plis,V. A. Khodel’Organizations and organizing constitute a field of research where sociologists and social scientists from business and management schools typically meet for a fruitful exchange (e.g. Clegg et al. 2006; Adler 2009). This observation may be echoed for the study of emotion in organizations, and has inspired the conception of this volume.作者: synchronous 時(shí)間: 2025-3-25 05:48
Emotionalizing Organizations and Organizing Emotions — Our Research AgendaOrganizations and organizing constitute a field of research where sociologists and social scientists from business and management schools typically meet for a fruitful exchange (e.g. Clegg et al. 2006; Adler 2009). This observation may be echoed for the study of emotion in organizations, and has inspired the conception of this volume.作者: 獨(dú)特性 時(shí)間: 2025-3-25 10:39 作者: 折磨 時(shí)間: 2025-3-25 14:49 作者: 夜晚 時(shí)間: 2025-3-25 16:10
from organization and management research and sociology, it conveys trans-disciplinary insights into the multidimensional ‘nature‘ of emotion and its appearance in organizational structures and processes.978-1-349-32107-0978-0-230-28989-5作者: infantile 時(shí)間: 2025-3-25 23:06 作者: 傳授知識(shí) 時(shí)間: 2025-3-26 02:52 作者: 原告 時(shí)間: 2025-3-26 04:24
https://doi.org/10.1007/978-1-4684-7553-1at which concentrates on the strains tied to emotional labour, my focus lies on positive emotions, which are assumed to contribute to employees’ health and well-being. My question is how and why positive emotions emerge in the workplace. Rather than treating emotion as an individual given and positi作者: Harness 時(shí)間: 2025-3-26 11:17 作者: 溫順 時(shí)間: 2025-3-26 13:26
Exchange Bosons of the Weak Interactionendently and creatively, is a strong and widespread ideal. Many employees in contemporary work organizations are involved in empowerment programmes (Dahl 1999: 51; Jacobsen/Thorsvik 2007: 188). However, such programmes are often unsuccessful (Wilson 2004; Edwards/Wajcman 2005), and the processes tha作者: 最低點(diǎn) 時(shí)間: 2025-3-26 19:57
Interaction of Photons with Matter, we stand in relation to others and encourage individualized jockeying for position. In the last decades increased attention has been given to the question of bullying at the workplace (Adams 1992; Keashly 1998; Rainer 1998). So-called ‘negative acts’ constitute a central concept in this research. I作者: 輕而薄 時(shí)間: 2025-3-26 23:29 作者: Retrieval 時(shí)間: 2025-3-27 05:03 作者: FORGO 時(shí)間: 2025-3-27 07:00 作者: 事先無(wú)準(zhǔn)備 時(shí)間: 2025-3-27 13:27
Deborah J. Riley,Ruben G. Carbonellnistrative structures that were seen as ineffective and bureaucratic; new service-oriented administrations were to be established instead. Like other institutions in the public sector, the German Federal Employment Agency (FEA, .) was modernized along the lines of New Public Management. Our question作者: 知道 時(shí)間: 2025-3-27 17:22 作者: 系列 時(shí)間: 2025-3-27 17:45
https://doi.org/10.1007/978-3-030-78139-2 primary care manage the emotions of clients who call for medical help. The analysis focuses on the concluding parts of the calls, when nurses advise callers about whether they need to see a general practitioner, a point at which it may be especially relevant to display concerns and worries. I will 作者: Plaque 時(shí)間: 2025-3-27 23:21 作者: 向下五度才偏 時(shí)間: 2025-3-28 04:04 作者: 灰姑娘 時(shí)間: 2025-3-28 08:38
https://doi.org/10.1057/9780230289895emotion; interaction; management; organization; organizations作者: wall-stress 時(shí)間: 2025-3-28 14:15 作者: 闖入 時(shí)間: 2025-3-28 16:16
978-1-349-32107-0Palgrave Macmillan, a division of Macmillan Publishers Limited 2010作者: 甜瓜 時(shí)間: 2025-3-28 19:50
Emotion in Organizations — A Critical Turnwe now witness a veritable explosion of interest. In addition to edited books, monographs and journal articles, specialist conferences and dedicated websites have sprung up, adding thrust to debate in the area.作者: Armada 時(shí)間: 2025-3-29 01:12
Beyond Scripts and Rules: Emotion, Fantasy and Care in Contemporary Service Workies there has been a broad recognition of the emergence of a triangle (Leidner 1991) involving the worker, the manager and the customer, whose endlessly mutating dynamics form the basis of a wide range of organizational processes. Politics, identity, structure, culture and so forth can no longer be 作者: 轎車(chē) 時(shí)間: 2025-3-29 03:55
Organizational Conditions for Positive Emotions in the Workplace — The Example of Professional Elderat which concentrates on the strains tied to emotional labour, my focus lies on positive emotions, which are assumed to contribute to employees’ health and well-being. My question is how and why positive emotions emerge in the workplace. Rather than treating emotion as an individual given and positi作者: 藥物 時(shí)間: 2025-3-29 07:15 作者: 反應(yīng) 時(shí)間: 2025-3-29 11:49 作者: SLING 時(shí)間: 2025-3-29 17:51 作者: 物種起源 時(shí)間: 2025-3-29 21:21
Organizations, Violations and their Silencing emotions and gender in and around organizations. For instance, Hearn and Parkin (1995) demonstrated the power and paradox of ‘organization sexuality’ — the interconnection between gender, power and sexuality and its pervasive influence in supposedly agendered, asexual rational worlds. Organizations作者: ENNUI 時(shí)間: 2025-3-30 01:30 作者: Abrupt 時(shí)間: 2025-3-30 04:15 作者: CLEAR 時(shí)間: 2025-3-30 12:10
From Bureaucratic Agencies to Modern Service Providers: The Emotional Consequences of the Reformationistrative structures that were seen as ineffective and bureaucratic; new service-oriented administrations were to be established instead. Like other institutions in the public sector, the German Federal Employment Agency (FEA, .) was modernized along the lines of New Public Management. Our question作者: ovation 時(shí)間: 2025-3-30 12:59
Learning by Listening: Emotional Reflexivity and Organizational Change in Childcareer or not the implementation process will be successful (Ashford 1988; George/Jones 2001). In response, many organizations are taking an active role in managing the emotions associated with such change (e.g. Garrety et al. 2003). Where the kind of change proposed requires a fundamental shift from em作者: 污穢 時(shí)間: 2025-3-30 19:50 作者: lattice 時(shí)間: 2025-3-30 22:25 作者: 饑荒 時(shí)間: 2025-3-31 01:24
Beyond Scripts and Rules: Emotion, Fantasy and Care in Contemporary Service Workanizations has therefore radically reshaped the nature of contemporary work, the more so as different parties of the triad are frequently found to swap masks and adopt each other’s positions. Just like the worker, the manager is an employee of the organization. The manager becomes a worker in her de作者: DECRY 時(shí)間: 2025-3-31 07:20
Emotions in the Hiring Procedure: How ‘Gut Feelings’ Rationalize Personnel Selection Decisionsudge job candidates’ self-presentation. Jenkins (1986: 61f.) goes beyond this restriction to job interviews and assumes that emotion-based judgements are crucial for decision-making in all contexts of the hiring process. Likewise, Eymard-Duvernay and Marchai (1997: 145ff.), in their talks with recru
