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Table of Contents
The 'Dark' Side of Management 3
Arming America at War. 3
Authentic Personal Branding. 4
Behavior Modeling - Trainee Manual. 4
Being and Becoming a Management Education Scholar 5
Board Members and Management Consultants. 5
Client-Consultant Collaboration. 6
Complexity and Knowledge Management. 6
Consultation for Organizational Change 7
Decentralization for Satisfying Basic Needs - 2nd Edition. 8
Descentralizacion para Satisfacer Necesidades Basicas. 8
Doing Well and Good. 9
Emerging Ethical Issues of Life in Virtual Worlds 9
Emerging Themes in International Management of Human Resources 10
Emerging Trends and Issues in Management Consulting. 11
Learning to Work Safely. 11
Maintaining Focus, Energy, and Options Over the Career 12
Management Education for Global Sustainability 12
The Management Process. 13
The Moral Compass. 14
Organizational Performance in a Nutshell 14
Predator's Game-Changing Designs. 15
Psychological Perspectives on Ethical Behavior and Decision Making 15
The Public Administration (P. A.) Genome Project. 16
Qualitative Organizational Research - Volume 2. 17
Reforming (Transforming?) a Public Human Resource Management Agency. 17
The Strategic Leader. 18
Strategic Organization Development. 18
Stress and Quality of Working Life. 19
The Talking Point. 19
The Varieties of Leadership at Novarum Pharmaceuticals. 20
The Violence Volcano. 21
Virtual Coach, Virtual Mentor 21
When Leadership Goes Wrong. 22
Work and People. 22
Complete Backlist 24
2010 Journal Pricing 31
International Distributors 32
Order Form 34

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The 'Dark' Side of Management
Linda L. Neider, University of Miami
Chester A. Schriesheim, University of Miami

A volume in the series Research in Management


2010. Paperback 978-1-60752-263-8 $39.99. Hardcover 978-1-60752-264-5 $73.99

Mirroring a parallel movement in psychology, one recent trend in the study of organizations has been an increased focus on positive
management and organizational behavior. However, while contributing to an enhanced understanding of organizational phenomena, this focus
tends to ignore negative aspects of workplace behavior, which can have very serious consequences for individuals, groups, and organizations.
Given what many of us have seen over the past year in terms of the handling (mis-handling) of downsizing, restructuring, and compensation,
it seems clear that the darker side of management is a topic of great concern.

Thus, Volume 8 of Research in Management is devoted to exploring what has been called “The Dark Side” of management and organizational
behavior. It includes seven chapters that are written by leading experts on a diverse range of topics, including abusive supervision
attributions, dysfunctional mentors, destructive executives, social exclusion, public and private deviance, instrumental counterproductive
behavior, and an examination of the difference between abusive and supportive leadership.

Each of these chapters makes a unique contribution to understanding negative workplace behavior and each should stimulate a future stream
of research in the same or related domains. Comments by the editors are also provided, highlighting other areas where the study of “dark
side” behavior and phenomena would seem particularly beneficial for the advancement of knowledge about organizations and their effective
functioning.

CONTENTS: Foreword, Linda L. Neider and Chester A. Schriesheim. 1 Mentors Gone Wild!: When Mentoring Relationships Become
Dysfunctional or Abusive, Pamela L. Perrewé, Kelly L. Zellars, Laci M. Rogers, Denise Breaux, and Angela M. Young. 2 One Bad Apple:
The Role of Destructive Executives in Organizations, Alexa A. Perryman, David Sikora, and Gerald R. Ferris. 3 Abusive and Supportive
Leadership: Two Sides of the Same Coin? Chester A. Schriesheim and Linda L. Neider. 4 An Attributional Analysis of Employees’ Responses
to Abusive Supervision, Denise M. Breaux, Bennett J. Tepper, Jon C. Carr and Robert G. Folger. 5 Instrumental Counterproductive Work
Behavior and the Theory of Planned Behavior: A “Cold Cognitive” Approach to Complement “Hot Affective” Theories of CWB, Suzy Fox
and Paul E. Spector. 6 Controlling A, While Hoping for B: Deviance Deterrence and Public Versus Private Deviance, Bradley J. Alge, Erica
L. Anthony, Jackie Rees and Karthik Kannan. 7 Social Networks, Groups, and Social Exclusion: Combining Sociometric and Psychometric
Approaches to Understanding Social Exclusion in Organizational Settings, Travis J. Grosser, Chris M. Sterling, Kristin D. Scott and
Giuseppe (Joe) Labianca. Biographies of the Contributors.

Arming America at War


A Model for Rapid Defense Acquisition in Time of War
Lawrence R. Jones, Naval Postgraduate School
Seth T. Blakeman
Anthony R. Gibbs
Jeyanthan Jeyasingam

A volume in the series Research in Public Management


2010. Paperback 978-1-61735-061-0 $45.99. Hardcover 978-1-61735-062-7 $85.99

This book follows the evolution of a model for quick and efficient national defense war fighting asset acquisition during time of war. It
documents the case of a critically important war fighting acquisition program from initial needs identification and program start in 2006
through production and fielding in the period 2007-2010. The analysis focuses on the entire process of acquisition and contracting from
concept development through getting the weapons system into action in Iraq, Afghanistan and elsewhere. The Mine Resistant Ambush
Protected vehicles program (MRAP) is a rapid acquisition program procured within the context of the US Department of Defense's
Acquisition Management and Joint Capabilities Integration and Development System (JCIDS) framework.

The analysis in this book answers the following question: What are the key factors that explain the success of the MRAP program, with
success defined as meeting program objectives and warfighter needs? In addition, this book addresses the critical trade-offs made within the
MRAP program to develop it rapidly, and some of the potential long-term impacts of these decisions, both positive and negative, for rapid
defense asset acquisition in time of war.

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CONTENTS: 1 Introduction: A Study of the Mine Resistant Ambush Protected Vehicle as a Model for Rapid Defense Acquisition in Time of
War. 2 Historical Evolution and Development of the Mine Resistant Ambush Protected Vehicle Program Requirement. 3 Program
Management and Contracting Strategy. 4 Test and Evaluation Planning and Strategy1. 5 Production and Integration of the MRAP. 6 MRAP
Logistics Support Challenges. 7 Breaking Through Bureaucratic and Legislative Barriers to Meet Warfighter Requirements. References.

Authentic Personal Branding


A New Blueprint for Building and Aligning a Powerful Leadership Brand
Hubert K. Rampersad, President at TPS International Inc. and Personal Branding University, Miami Beach, USA

2009. Paperback 978-1-60752-099-3 $39.99. Hardcover 978-1-60752-100-6 $73.99

This book offers an advanced breakthrough formula to build, implement, maintain, and cultivate an authentic, distinctive, relevant, and
memorable Personal and Corporate Brand, which forms the key to enduring personal and business success. The new Personal Branding
blueprint entails a systematic and integrated journey towards self-awareness, happiness, and enduring marketing success. If you are branded
in this holistic way you will automatically attract success and the people and opportunities that are a perfect fit for you. Hubert Rampersad
has introduced an advanced authentic Personal Branding model and practical related tools, that provide an excellent framework and roadmap
for building a strong authentic Personal Brand, which is in harmony with your dreams, life purpose, values, genius, passion, and with things
what you love doing. This new blueprint has been proven in practice to produce sustainable results, not only for individuals but also for
companies. By aligning employee’s Personal Brand with their Corporate Brand you can realize the ‘best fit’ between employee and company,
which creates a highly engaged and happy workforce.

CONTENTS: Foreword, Marshall Goldsmith. Preface. Author's Profile. Introduction. PART 1: AUTHENTIC PERSONAL BRANDING.
An Authentic Personal Branding Model. Define and Formulate Your Personal Ambition. Define and Formulate Your Personal Brand.
Formulate Your Personal Balanced Scorecard. Implement and Cultivate Your Personal Ambition, Personal Brand, and Personal Balanced
Scorecard. Aligning Your Personal Ambition and Personal Brand with Your Behavior and Actions: Alignment with Yourself. PART 2:
AUTHENTIC COMPANY BRANDING. An Authentic Company Branding Model. Define and Formulate the Company Ambition. Define
and Formulate the Company Brand. Formulate the Company Balanced Scorecard. Implement and Cultivate Your Company Ambition,
Company Brand, and Company Balanced Scorecard. Aligning Personal Ambition and Personal Brand with Company Ambition and Company
Brand: Alignment with Your Company. Epilogue. Afterword, Dave Ulrich. Appendecies: A Personal Ambition, Personal Brand, and Personal
Balanced Scorecard Forms. B Authentic Personal Brand Coaching Framework and the Certified Personal Brand Coach (CPBC) Certification
Program. C Personal BrandSoft. References and Recommended Reading. Index.

Behavior Modeling - Trainee Manual


Training for Developing Supervisory Skills
William M. Fox, University of Florida

2009. Paperback 978-1-60752-095-5 $39.99

This Trainee Manual is designed to be used in conjunction with an instructor-directed program based on material in Behavior Modeling
Training for Developing Supervisory Skills: Instructor Manual, by the same author.

Behavior-modeling training is a form of skill-development training that is distinguished by the manner in which it integrates “knowledge
about” and “experience with.” Both of these elements are essential for effective skill training. To illustrate: think of what we must do to
master some skill, such as dancing, driving a car, or making a presentation. We must go beyond merely reading about, hearing about, or
observing the techniques involved—we must add guided practice, feedback, and adjusted practice.

Various sets of learning points—learning-point modules—have been developed for various training needs; such as, for Delegating Work,
Handling a Complaining Employee, Handling Insubordination, Giving Recognition, Conducting a Performance— Review Interview,
Mediating Between Conflicting Individuals, and so on. Examples of these, along with proecdures for developing new modules, are presented
in the Instructor Manual Your initial training will utilize two modules for Dealing With an Individual Performance Problem.

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CONTENTS: Preface. Introduction. Basic Approach. Demonstrated Effectiveness. Assignment To A Group. Assignment Of A Roleset.
Preparing For Your First Practice Session. Discussion Of The Nonjudgmental Information. Gathering Learning Points. Discussion Of The
Remedial Action Learning Points. Background Overview. Notes. Appendix Of Detachable Forms. Learning Points Worksheet (5 Copies).
Learning Points Refresher Sheet (1 Copies). Observer Form (6 Copies). End-of-practice-session Questionnaire (4 Copies). Homework
Assignment Sheet (4 Copies). Roleplay Input Form (4 Copies).

Being and Becoming a Management Education Scholar


Charles Wankel, Ph.D., St. John's University, New York
Robert DeFillippi, Suffolk University

A volume in the series Research in Management Education and Development


2010. Paperback 978-1-60752-346-8 $39.99. Hardcover 978-1-60752-347-5 $73.99

Being and Becoming a Management Education Scholar is a volume that is comprised of reports by the scholars leading the main research
publication venues in the discipline of management on what it takes to succeed in academic management education and development
scholarship, presenting perspectives on the opportunities, constraints and requirements of contemporary research in management education.
Issues that are discussed in this volume include: the changing career implications of coming to be a researcher on management education
rather than on management topics, leveraging leadership roles in management education scholarship and its venues including journals, book
series, handbooks, textbooks and scholarly societies. The chapter authors address these issues through research grounded in personal
biography, institutional history, and critical reflection.

CONTENTS: Being and Becoming a Management Education Scholar: An Overview, Charles Wankel and Robert DeFillippi. Shifting
Paradigms Through “Letting Go”: On Allowing Oneself to Become a Management Education Scholar, Robert Chia. Design and
Development: A Narrative of the Founding, Launch, and Early History of the Academy of Management Learning & Education, James R.
Bailey, William P. Ferris, Roy J. Lewicki and David A. Whetten. I Get by With a Lot of Help from My Friends: Reflections of an Accidental
Management Education Scholar, J. B. Arbaugh. When Legitimizing Teaching Methods Becomes an Opportunity to Develop Management
Education Scholarship in Negotiation and Collective Decision Processes Pedagogy: Bringing it into Action: The Narrative of a French
Business School Professor’s Experience, Laurence de Carlo. From “Good Teaching” to “Scholarly Teaching”: Legitimizing Management
Education and Learning Scholarship, Gordon E. Dehler, Joy E. Beatty and Jennifer Leigh. The Scholarship of Management Education and
Development: State of the Art, Cynthia V. Fukami and Steven J. Armstrong. Relevance with Rigor: Stories from the Journal of Management
Education, Jane Schmidt-Wilk and Cynthia Fukami. The Challenge of Change in Business and Economics Education: Lessons Learned from
the EDiNEB Network, W. H. Gijselaers and R. G. Milter. The Diversity of Trajectories in Management Education Research, Charles Wankel.
About the Contributors.

Board Members and Management Consultants


Redefining the Boundaries of Consulting and Corporate Governance
Pierre-Yves Gomez, EM LYON Business School
Rickie Moore, EM LYON Business School

A volume in the series Research in Management Consulting


2009. Paperback 978-1-59311-805-1 $39.99. Hardcover 978-1-59311-806-8 $73.99

Boards and Management Consultants, the eighth volume in the Research in Management Consulting series, explores the growing complexity
associated with the growing demands on boards of directors and the challenges raised by evolving expectations of what constitutes "good"
governance. As a way of better understanding the ramifications for management consulting, particular—and timely—emphasis is placed on
the evolution of expectations and needs in relation to boards and their operation.

The chapter authors, as noted above a truly international group of experts, more than succeed in raising the reader’s awareness of the
consequences that the evolving nature of corporate boards are having on the function of directors, how this function is being redefined by the
players themselves—and what all of this change means for consultants and the realm of management consulting. Significant questions are
raised and explored throughout the volume, from the extent to which these changes will lead to new social, moral, ethical, and professional
challenges and opportunities, to how the relationships between consultants and their traditional clients—managers, administrators and
employees—might evolve. As management consultants become more actively involved in governance issues, their role will clearly change,

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but will such changes enhance or constrain the role they have traditionally played in organizations?

CONTENTS: Preface, Anthony F. Buono. Introduction, Pierre-Yves Gomez and Rickie Moore. PART I: THE NEW EXPERTS: RISING
EXPECTATIONS TOWARDS DIRECTORS. Behind the Boardroom Doors: Changes Underway in U.S. Corporate Governance Post
Sarbanes-Oxley, David Finegold and Edward Lawler, III. The Increasing Role Professional Service Firms Play in the Reform of
Shareholders' Meetings, Jose Luis Alvarez and Joan E. Ricart. Why Don't More Investor Representatives Sit on Boards of Publicly Traded
Companies? Harry Korine. PART II: DEFINING THE BOUNDARIES OF THE NEW EXPERTISE. How Can Corporate Directors
Better Protect Themselves?: Lessons From Litigation In the United States, Xavier de Sarrau and Thierry Tomasi. Bounding the Role of the
Director, Gavin J. Nicholson, Geoffrey C. Kiel, and Kevin P. Hendry. Expectations of a Consultant in Corporate Governance, David Risser.
PART III: "SUPER" MANAGER OR "SUPER" CONSULTANT? THEORIZING THE ROLE OF THE DIRECTOR. Knowledge
and Accountability: Outside Director's Contribution in the Corporate Value Chain, Morten Huse, Jonas Gabrielsson, and Alessandro
Minchilli. The Question of Motivation of Nonexecutive Directors, Pierre-Yves Gomez and David Russell. Crowding Out of Trust and its
Impacts on Management Consulting, Michael Nippa and Jens Grigoleit. PART IV: A NEW PROFESSION: THE CONTRACT, THE
RESPONSIBILITIES, AND THE FUTURE. Enabling or Facilitating Discriminatory Board Practices in Board Appointments: Where Are
the Women? Susan Adams How Sarbanes-Oxley is Transforming Board Rooms and Consulting: Intended Effects and Unintended
Consequences, Rickie Moore. About the Authors.

Client-Consultant Collaboration
Coping with Complexity and Change
Anthony F. Buono, Bentley College
Flemming Poulfelt, Copenhagen Business School

A volume in the series Research in Management Consulting


2009. Paperback 978-1-60752-208-9 $39.99. Hardcover 978-1-60752-209-6 $73.99

The tenth volume in the Research on Management Consulting series—Client–Consultant Collaboration: Coping with Complexity and Change
—draws on papers presented at the Academy of Management’s Management Consulting Division International Conference on this theme in
Copenhagen, Denmark in June 2007. The volume presents twelve chapters that explore a broad range of questions and concerns that illustrate
the scope and complexity of the consultant–client relationship. The chapters illustrate the richness and excitement that takes place not only in
research on consulting but also in its application as the various empirical analyses of consulting in practice portray.

CONTENTS: Introduction. Anthony F. Buono and Flemming Poulfelt. PART I: THE CLIENT-CONSULTANT RELATIONSHIP.
Clients’ Different Moves in Managing the Client-Consultant Relationship, Mirela Schwarz and Timothy Clark. Inside the Client-Consultant
Relationship: Consulting as Complex Processes of Relating, Stephen Billing. Systemic Concepts of Intervention, Michael Mohe and David
Seidl. PART II: CHANGE CAPACITY IN CONSULTING. Enhancing Change Capacity: Client-Consultant Collaboration in Creating a
Foundation for Emergent Change, Kenneth W. Kerber and Anthony F. Buono. The Experience of being Changed through Consulting,
Catherine Palmer-Woodward and Don MacLean. Creating World Class OD through Collaboration: Blending the Roles of Internal Corporate
Consulting and the University, Therese Yaeger, Philip Anderson, Peter Sorensen and Ghazala Ovaice. PART III: INCREASING THE
EFFECTIVENESS OF CLIENTCONSULTANT COOPERATION. Sharing Across Boundaries: The Dual Role of Being Both a
Consultant and a Client, Susan L. Sweem. Challenge as an Outsider - Know as an Insider: Client Experiences of Collaboration with
Consultants, Irene Skovgaard Smith. The Need for Management Advisory Services: A Consequence of Institutionalization, Organization, and
Trust, Staffan Furusten and Andreas Werr. PART IV: TRUST AND POWER IN CONSULTING. Mapping the Client’s Political Terrain: A
Model of Analysis for Consultants, Alberto Zanzi and Susan M. Adams. Power Bases and Power Use in Consultancy, Ben Emans, Astrid
Boogers and Janka Stoker. You Can’t Improvise on Nothin': Attaining Trust in the Client-Consultant Relationship, Lovisa Näslund. About the
Authors.

Complexity and Knowledge Management


Understanding the Role of Knowledge in the Management of Social Networks
Kurt A. Richardson, ISCE Research
Andrew Tait, Idea Sciences

A volume in the series ISCE Book Series: Managing the Complex


2010. Paperback 978-1-60752-355-0 $39.99. Hardcover 978-1-60752-356-7 $73.99

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It seems as if attempts to use knowledge to understand and manage social networks are everywhere. Millions, if not billions, of dollars are
being spent in an attempt to derail terrorist networks, with much of it being invested in making sense of massive data streams. There is
growing concern that much of this money is being squandered on approaches that will never deliver on their promises.

Our armed forces are being prepared to combat terrorist threats by the introduction of “network centric approaches” and “digital battlefields”
– basically attempts to provide warfighters with a complete picture of the battlespace. However, the experience of practitioners suggests that
the “data smog” this creates is actually counterproductive.

From the arena of politics, the recent invigorating battle between senators Clinton and Obama has thrown the spotlight on the deficiencies in
political polling (Economist, 2008b). Changes in the structure of the situation (e.g. high turnouts) have thrown the whole industry into chaos.
Complexity is being discounted and the results are stark. The conclusion formed in the media was that the situation was wildly unpredictable
(so anyone’s to win), and ended up having real consequences for the Democratic challenger in November 2008 (Baldwin, 2008).

Turning to business, we find that Société Générale recently lost $7.2bn as the result of a single rogue trader making a series of bogus
transactions amid turbulent markets in 2007 and 2008. There has been much speculation on what was known, when it was known, and who
knew it. In other words, we have speculation that this is an example of the role of knowledge in the mismanagement of social networks – with
spectacular effect.

At a glance, the problems highlighted above seem positively overwhelming. Where do you start? But start we must. Simple “cause and
effect” thinking doesn’t seem to be able to cut the mustard. There is broad agreement that even if the Kyoto targets were fully met, on
schedule, by 2100 it would only delay the warming of the planet by six years (Parry et al., 1998). We need to utilize knowledge in new
ways…or maybe uncover insights from old ways.

It is hard to think of something more worthy of attention that the role of knowledge in the management of complex systems.

In Volume 4 of the Managing the Complex Series we have brought together seventeen essays from authors around the globe to explore the
complex systems view of knowledge and its role in social networks. Contributors explore such topics as: the limitations to our knowledge of
complex systems, the transfer of knowledge from local to global levels, collaborative knowledge generation, decision making in complex
multi-stakeholder situations, organizational learning and innovation, all through the lens of the emerging field of complexity science. The
editors hope that this volume will give theorists further avenues to explore in their attempts to understand knowledge creation, maintenance
and distribution, and also provide practitioners with new tools to apply in the complex and messy real world.

Consultation for Organizational Change


Anthony F. Buono, Bentley College
David W. Jamieson, Jamieson Consulting Group, Inc

A volume in the series Research in Management Consulting


2010. Paperback 978-1-61735-086-3 $39.99. Hardcover 978-1-61735-087-0 $73.99

This volume is a joint publication in the Research in Management Consulting and Contemporary Trends in Organizational Change and
Development series. This dual focus reflects the reality that consulting for organizational change is a special type of management
consultation, a complex field of endeavor that requires a broad range of skills and competencies. To be truly effective, change-related
consulting requires a unique client-consultant relationship, a special set of consulting skills, an expertise in human and organizational
systems, and significant personal qualities. It is in high demand in a world full of change. Yet, we still know relatively little theoretically
about this type of consulting and have relatively little empirical evidence about what actually works and why.

As the contributors amply illustrate, the Organization Development (OD) field has a well developed set of frameworks, technologies, and
models of change. Still we need to focus on and learn more about the role of the OD consultant as a special kind of change agent. A goal of
this joint volume is to increase that specific body of knowledge and provide an illustration of much needed collaboration in bringing all
possible resources to bear on our understanding of an increasingly critical and essential form of consulting.

CONTENTS: Introduction, Anthony F. Buono, David W. Jamieson, Peter Sorensen, and Therese Yaeger. PART I: FRAMING THE
CHANGE CHALLENGE. Consulting for Change: Creating Value through Client-Consultant Engagement, David W. Jamieson and Terry R.
Armstrong. Competencies of Management Consultants: A Research Study of Senior Management Consultants, Léon de Caluwé and Elsbeth
Reitsma. Whole System Consulting, Michael D. Mitchell. Whole System Transformation: The Consultant’s Role in Creating Sustainable
Results, John J. Scherer, Gina Lavery, Roland Sullivan, Ginger Whitson and Elizabeth Vales. PART II: CHANGE FRAMEWORKS AND
PERSPECTIVES. Intervention and Organizational Change: Building Organizational Change Capacity, Kenneth W. Kerber and Anthony F.
Buono. The Use of Metaphor in Consulting for Organizational Change, Deborah Colwill. Peer Consulting in the Not-for-Profit Sector,

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Dalitso S. Sulamoyo. From Therapist to Executive Coach: Insight, Intervention, and Organizational Change, Judith A. Gebhardt. Using
English as a Foreign Language in International and Multicultural Consulting: Asset or Hindrance?, Kathrin Kordon. PART III:
REFLECTIONS ON CONSULTING FOR CHANGE. Consulting Processes for Change: A Belief System, Situation Centered,
Sensemaking Perspective, Craig C. Lundberg. Consulting in the Fast Lane, W. Warner Burke. Into the Rabbit Hole: Variation on Traditional
Approaches to Diagnosis and Discovery, Dale Ainsworth. Forgetting to Put on New Skin: Enabling Healthy Closure, Judith R. Benson. Kurt
Lewin’s Promise: Implications for Organization Change Consultancy, Kurt Motamedi. About the Authors.

Decentralization for Satisfying Basic Needs - 2nd Edition


An Economic Guide for Policymakers
J. Michael McGuire, University of the Incarnate Word

A volume in the series Research on Hispanic and Latino Business


2010. Paperback 978-1-60752-410-6 $39.99. Hardcover 978-1-60752-411-3 $73.99

More than one in every five Latin Americans lives on less than $2 a day, and Latin America is the most unequal region in the world. The book
tackles the problem of poverty and inequality in Latin America through the novel approach of using the decentralization of government
functions to satisfy the basic needs of the poor. Decentralization can bring government closer to the people and strengthen the voice of the
voiceless. Satisfying basic needs for services such as education and health care enhances productivity and imparts an indispensable
opportunity to earn an income sufficient to emerge from poverty and to live a full life.

Part 1 describes the poverty and inequality of Latin America and the Basic Needs Approach to Development. Part 2 introduces a model of
decentralization as a step-by-step process, and it shows the policymaker how to implement decentralization in stages through matching its
various degrees with real-world circumstances. Part 3 enriches the understanding of policymakers by analyzing real-world cases of
decentralization in light of the decentralization model.

The second edition includes two new chapters that cover the important but often neglected topic of taxation for inclusive development.
Chapter 8 analyzes the influential tax advice of the World Bank in terms of its effect on decentralization and the satisfaction of basic needs.
Appendix B of Chapter 8 presents an empirical analysis in support of the chapter’s argument that the Bank’s policy is in need of revision.
Chapter 9 analyzes the effects of the World Bank’s tax advice on El Salvador’s tax reform and development process. Two other chapters have
been extensively updated: Chapter 6 records and analyzes the rapid evolution of Mexico’s Oportunidades program for health, education and
nutrition, and Chapter 10 evaluates the progress of the United States’ innovative program for foreign aid, The Millennium Challenge Account.
Throughout the book, tables and references have been updated.

CONTENTS: Preface. Introduction. PART I: INCLUSIVE DEVELOPMENT. 1. Poverty and Inequality in Latin America. 2. Inclusive
Development Through Satisfying Basic Needs. PART II: MODEL OF DECENTRALIZATION. 3. Effective Service Delivery. 4.
Decentralization for Satisfying Basic Needs. PART III: CASE STUDIES. 5. Transfer-Led Decentralization in Mexico. 6. Oportunidades for
Education, Health and Nutrition. 7. Community Government in Tlaxcala. 8. World Bank Tax Advice: Does It Foster Inclusive Development?
9. Tax Reform in El Salvador. 10. Decentralizing Foreign Aid of the United States. Conclusion. References. About the Author. Index

Descentralizacion para Satisfacer Necesidades Basicas


Una Guia Economica para Profesionales
J. Michael McGuire, University of the Incarnate Word

A volume in the series Research on Hispanic and Latino Business


2009. Paperback 978-1-60752-008-5 $39.99. Hardcover 978-1-60752-009-2 $73.99

Approximately 25% of Latin Americans live on less than $2 a day, and Latin America is the most unequal region of the world. Poverty and
inequality cause suffering and slow development.

The solution must include generating an inclusive development process through satisfying the basic needs of the poor that enhance their
productivity, that enable them to contribute to the development process, and that enables them to earn the income necessary to live a full life.

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Decentralization of taxing and spending from the central government to lower levels of government can help to satisfy basic needs of the poor
and create an inclusive development process. However, decentralization is a stepby-step process that must implemented by taking into
account real-world circumstances such as a lack of administrative ability in local government, and by formulating policy accordingly.

The book derives economic principles for implementing the process of decentralization, and it presents cases that illustrate the principles at
work. It is an economic guide for policymakers and practitioners.

Doing Well and Good


The Human Face of the New Capitalism
Julian Friedland, Eastern Connecticut State University

A volume in the series Ethics in Practice


2009. Paperback 978-1-59311-787-0 $39.99. Hardcover 978-1-59311-788-7 $73.99

Ethical business creates social value. That’s the theme of this bold new volume, heralding and defending this rapidly-growing new conception
of capitalism making its way into the mainstream. It provides clear and succinct guidelines for how to evaluate what counts as an ethical
business as well as how and why ethical businesses tend to succeed better over the long term. The book is jargon-free and targeted primarily
at thought leaders and academics in business and philosophy who will want to use it in their business ethics classes. Each chapter has been
selected for its ability to engage a wide audience without oversimplifying the content.

All twelve chapters are original and authored by leading business ethicists including William Shaw, Tony Simons, Duane Windsor, and Mark
Schwartz. Each piece makes use of recent empirical evidence or ethical theory (or both) in order to present a detailed yet overarching picture
of what ethical business looks like--and how to achieve it--in today’s global environment. It is thus divided into three subsections:

1. The Role of Corporate Culture


2. A New For-Profit Paradigm
3. Making the Change Happen: Voluntary and Regulatory Examples

Perhaps the book’s greatest strength is its blending of cutting-edge philosophy, psychology, and management theory into a cohesive,
provocative, and accessible format. Hence, it promises to launch a wide discussion of what exactly we should expect the moral duty of
business to be.

CONTENTS: Introduction: Ushering in the New Capitalism, Julian Friedland. PART I: THE ROLE OF CORPORATE CULTURE.
Getting Business Off Steroids, Maximilian B. Torres. Does Corporate Social Responsibility Affect Consumer Behavior? Larry Howard.
Facing the Stakeholder Trust Gap, Michael Pirson. PART II: A NEW FOR-PROFIT PARADIGM. Being Serious About Being Good,
Eugene Heath. Transforming the Ethical Culture of Organizations, Steve May. Beyond the Invisible Hand, William H. Shaw. Beyond The
Bottom Line: A Shifting Paradigm for Business? Mark S. Schwartz. PART III: MAKING THE CHANGE HAPPEN: VOLUNTARY AND
REGULATORY EXAMPLES. The Integrity Dividend and “Doing Good”, Tony Simons. Determining a Job Candidate’s Ethics Profile:
Integrity, Personality, and Moral Reasoning Level Tests, Denis Collins. Multinational Corporations and Basic Health Services, Duane
Windsor. Legislative Excess or Regulatory Brilliance? Corporate Governance After Sarbanes-Oxley, Gwendolyn Yvonne Alexis.

Emerging Ethical Issues of Life in Virtual Worlds


Charles Wankel, Ph.D., St. John's University, New York
Shaun Malleck, University of California, Irvine

A volume in the series Research in Management Education and Development


2010. Paperback 978-1-60752-377-2 $39.99. Hardcover 978-1-60752-378-9 $73.99

Virtual Worlds are being increasingly used in business and education. With each day more people are venturing into computer generated
online persistent worlds such as Second Life for increasingly diverse reasons such as commerce, education, research, and entertainment. This
book explores the emerging ethical issues associated with these novel environments for human interaction and cutting-edge approaches to
these new ethical problems. This volume’s goal is to put forward a number of these virtual world ethical issues of which research is only

9
commencing. The developing literature specifically regarding virtual world ethics is a recent phenomenon. Research based on the
phenomenon of virtual world life has only been developing in the past four years. This volume introduces pathbreaking work in a field which
is only just beginning to take shape. It is ideal as both as a library reference and a supplementary text in upper-division courses focused on the
issues of applied ethics and new media. It is unique in being one of the first volumes specifically addressed to ethical problems of the
“metaverse”.

This volume includes articles from authors from around the world exploring topics such as: employing rationalist and casuistic approaches to
the controversial topic of “virtual rape” yield an increased understanding of how virtual worlds ought to be designed, the relationship between
the ethical and legal dimensions of virtual world users’ participation in “paratexts”, utilitarian consideration of harm and freedom in the case
of virtual pedophilia, norms of research ethics in virtual worlds, the ethical implications of employing virtual worlds as tools for medical
education and experimenting with healthcare services, the ethics of the collective action of virtual world communities, consideration of the
virtue and potential of cosmopolitanism in virtual worlds, Deleuzian ethical approaches to the experience of the disabled in virtual worlds, the
ethics of virtual world design, and the ethical implications of the “illusion of reality” presented by virtual worlds.

CONTENTS: Editorial Review Board. Exploring New Ethical Issues in the Virtual Worlds of the Twenty-First Century, James A. F. Stoner
& Charles Wankel. The Neglect of Reason: A Plea for Rationalist Accounts of the Effects of Virtual Violence, Johnny Hartz Søraker.
Copyright and Paratext in Computer Gaming, Dan L. Burk. Virtual Sex With Child Avatars, A. A. Adams. Research Ethics and Virtual Worlds,
Justin M. Grimes, Kenneth R. Fleischmann & Paul T. Jaeger. Preparing for Practice: Issues in Virtual Medical Education, Rachel H. Ellaway
& David Topps. Achieving Collective Competence in Emergent Virtual World Organizations: A Case Study of Peace Train—a Charitable
Organization in Second Life, Robin Teigland. Cosmopolitanism Online: A Manual for the Construction of a Virtual Cosmopolis, Edward
Howlett Spence & Adam Briggle. Ethics in Second Life: Difference, Desire, and the Production of Subjectivity, Anna Hickey-Moody &
Denise Wood. This War is a Lie: Ethical Implications of Massively Multiplayer Online Game Design, Miguel Sicart. The Illusion of Reality:
Cognitive Aspects and Ethical Drawbacks: The Case of Second Life, Elena Pasquinelli. About the Authors.

Emerging Themes in International Management of Human Resources


Philip Benson, New Mexico State University

A volume in the series Research in Organizational Science


2010. Paperback 978-1-61735-082-5 $39.99. Hardcover 978-1-61735-083-2 $73.99

Emerging Themes in International Management of Human Resources is the third volume in the Research in Organizational Analysis series.
This volume investigates important human resource management (HRM) issues within an international context. The papers in this volume
provide insight into several HRM areas. First, the international context’s effects on management knowledge transfer; privatization of
traditionally governmental services; and the relation between social capital and organizational diversity is considered. The second part of this
volume is concerned with the issue of staffing in international organizations with special emphasis on HRM selection and termination
practices for the cross-national company. Third, women’s issues in the international firm are explored. Gender issues such as flexible work
arrangements and the role of culturally defined gender egalitarian values on role differences among women and men managers are
investigated. Finally, the volume explores the issues of expatriation and repatriation among firms. The role of psychological contracts in
supporting successful expatriate experiences; how repatriate support practices influence repatriate organizational commitment; turnover
intentions; and career success; and an investigation of repatriation as sense making process are discussed. This volume provides a good basis
for understanding how HRM practices are affected by cross-cultural differences and provides insight into best HRM practices for the
international organization.

CONTENTS: Introduction: The Emerging View: Managing Human Resources in the International Firm of the Twenty-First Century, Philip
G. Benson. PART I: THE CONTEXT OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT. Enhancing Absorptive
Capacity and Management Knowledge Transfer Through Host Country Workforce Training: Lessons From Sacagawea and Squanto, Charles
M. Vance. Telecommunications Deregulation and Privatization in the Czech Republic and Australia: A Comparative Study of Česky Telecom
and Telstra, Peter Ross. Traversing the Societal-Organizational Cultural Divide: Social Capital and Organizational Diversity in the United
States and the European Union, Judith Y. Weisinger. PART II: STAFFING IN THE INTERNATIONAL ORGANIZATION. Individual
Value Orientations and the Selection of Suitable Cross-Border Managers, Alan Fish, Ramudu Bhanugopan, and Julie Cogin. Factors
Influencing Employee Claiming Behavior in Relation to the Termination of Employment: Evidence From Europe, Colette Darcy and Thomas
N. Garavan. PART III: WOMEN’S ISSUES IN THE INTERNATIONAL FIRM. Women’s Intentions and Flexible Work Arrangements:
Evidence From the Far South-Eastern Corner of the EU, Christiana Ierodiakonou and Eleni Stavrou. Gender Egalitarian Values, Institutional
Equalization, and Role Differences Among Female and Male HR Managers, Astrid Reichel, Julia Brandl, and Wolfgang Mayrhofer. PART
IV: CROSSING CULTURES: ISSUES IN EXPATRIATION AND REPATRIATION. Governance of Psychological Contracts via
Reciprocity: The Case of International Expatriation Management, Maike Andresen and Markus Göbel. Do Repatriate Support Practices
Influence Repatriate Experience, Organizational Commitment, Turnover Intentions, and Perceptions of Career Success? Jane L. Menzies and

10
Ann Lawrence. Repatriation as a Dynamic Sense-Making Process, Gráinne Kelly and Michael J. Morley. About the Authors.

Emerging Trends and Issues in Management Consulting


Consulting as a Janus-Faced Reality
Anthony F. Buono, Bentley College

A volume in the series Research in Management Consulting


2009. Paperback 978-1-60752-051-1 $39.99. Hardcover 978-1-60752-052-8 $73.99

The ninth volume in the Research in Management Consulting (RMC) series—much like the volumes that preceded it—underscores that
management consulting is a multifaceted field with a truly eclectic nature. Management consultants range from sole practitioners and those
working in small boutique firms to members of global consultancies that literally span the world. Their interventions can consist of relatively
simple, commonly available services focused on mid- to lower level organizational members, to those that are far more esoteric in nature,
providing vital assistance and direction to key players at the upper echelons of the corporate hierarchy. As consultants we can have
individuals, groups and work units, or organizations as our “client,” and engagements can be dominated by junior-level specialists or guided
by senior-level gurus and advisors.

The volume contains 11 chapters that continue the RMC series’ commitment to enhancing our understanding of and insight into management
consulting and the consulting process from a cross-cultural, global perspective. The book is divided into three sections that explore emerging
issues and challenges in the management consulting industry, trends and techniques in management consulting interventions, and reflections
on consulting and the consulting process.

This volume, which captures the dual nature—possibilities and challenges — associated with management consulting, adds to the Janus-
faced portrayal of the field. Drawing on the interplay between practice and scholarship, the volume adds to the series goal of gaining a fuller
understanding of management consulting theory in practice and practice in context in a quest for actionable knowledge about consultants,
consultancies and the consulting process.

CONTENTS: Introduction, Anthony F. Buono. PART I: THE MANAGEMENT CONSULTING INDUSTRY. Exploring Knowledge
Creation Pathways in Advanced Management Consulting, Francesco Ciampi. Models of Management Consulting: A Survey, Ronel Erwee
and Rene Malan. Using Evaluation Research to Improve Consulting Practice, Pamela Davidson, Kurt Motamedi, and Tony Raia. PART II:
TRENDS AND TECHNIQUES IN MANAGEMENT CONSULTING. Building the Responsible Company from the Inside Out: A New
Role for Human Resources and Organizational Development, Lisa Prior. IT Based Visualization Tools to Enhance Strategic Decision
Making: A Case Study, Steven T. Sonka, Randall E. Westgren, and Donna K. Fisher. Initiating an Organizational Innovation: Influence and
Persuasion Tactics used by Champions, François Grima and Georges Trepo. Organizational Change Management: When is a “Best Practice”
not Best for Practice?, Christine Baldy Ngayo. Questions Before the Merger: Intervention Strategies and Behavioral Due Diligence, Judith
Gebhardt. PART III: REFLECTIONS ON MANAGEMENT CONSULTING. Sense and Sensibility in Managerial Advice, Carlo Contino
and Frank den Hond. Neurotic Styles of Management: Consultants Be Aware, Kurt Motamedi. Toxic Downsizing Inc.: Deconstructing a
Dysfunctional Consultation, Alan Goldman. About the Authors.

Learning to Work Safely


A Guide for Managers and Educators
Richard Volpe, University of Toronto
John Lewko, Laurentian University

2009. Paperback 978-1-60752-081-8 $39.99. Hardcover 978-1-60752-082-5 $73.99

Working for pay is a common experience throughout North America for youth, with up to 80 percent of high school students working for at
least a short duration of time through the course of a year. Once adolescents enter the labor market, they usually continue working, though
they change jobs frequently through to their early 20s. Most working youth are employed during both the school year and the summer.
Adolescents and young adults are exposed to a variety of workplace risks and hazards that include operating dangerous tools, machinery, and
vehicles; handling cash in situations prone to robbery; and working with supervisors and co-workers whose own "safe work practices" are
suspect. Proper orientation and training is sometimes minimal; supervision can be limited and of questionable quality. Given that over the
past fifty years the proportion of adolescents entering the workforce has increased six-fold for both males and females, and that the number of

11
working youth is expected to continue increasing due to globalization and diffusion of new technologies, there is definite cause for concern.
Why the large discrepancy between young people and adults when it comes to workplace injury? Why are our future workers being injured at
all? Youth willingly enter work settings expecting to be guided and protected, yet many are exposed to work environments and safety cultures
leading to quite different outcomes. Some answers may lie in better understanding the young worker experience or in the similarities and
differences between the young worker and adult worker experience. We only know that a simplistic, rote answer will not suffice, especially
when young people continue to be injured, some fatally, on the job.

In an effort to begin answering some of these questions, we have developed this two part book. Part I is designed to provide the reader with
an overview of what we know about young workers and some of the factors that may influence their ability to stay safe at work. The literature
draws attention to areas ranging from The Nature of the Workplace, to Risk Perception, and finally to Management and System Support.
Where appropriate, the findings from the Young Worker Young Supervisor (YWYS) project are brought into the existing literature on young
worker health and safety. Part I sets the tone for Part II of the monograph by giving the reader an idea of what young workers find themselves
facing when they enter the world of work, from characteristics of the workplace to unique conditions and relationships of young workers.

To further illuminate the issues and situations youth face in the workplace, Part II presents a series of vignettes that were drawn from real life
situations observed through the course of the YWYS project. The vignettes are brief, evocative descriptions, accounts, or episodes
representing the types of experiences common to young workers. These vignettes are based on the case studies and interviews conducted
during the course of the YWYS project. The circumstances presented in the vignettes reflect the conditions under which many young workers
find themselves. As farfetched as some of the managers' and young workers' behavior may seem in the vignettes, the events are fictionalized
versions of real workplace occurrences. Each vignette is followed by one or more "scenario(s)", each presenting an open-ended problem
taken from real life and faced by young workers. Each scenario ends with a series of questions intended to encourage the reader towards
further discussion.

Maintaining Focus, Energy, and Options Over the Career


S. Gayle Baugh
Sherry E. Sullivan

A volume in the series Research in Careers


2009. Paperback 978-1-59311-957-7 $39.99. Hardcover 978-1-59311-958-4 $73.99

The first volume of the series, Maintaining Focus, Energy, and Options Over the Career, examines how individuals enact and keep their
career vital over their work life. Awarding-winning, internationally renowned researchers, including Daniel Feldman, Jennifer Deal, Phyllis
Tharenou, and Terry Beehr examine the dynamic nature of contemporary careers and how careers change as individuals change in response to
such factors as aging, learning, experience or contextual changes. Volume 1 includes theoretical perspectives on maintaining person-
environment “fit” over the course of the career, the shifting constellation of developmental relationships over time and place, a new
framework for examining midcareer renewal, a reconceptualization of the retirement transition, and potential gender differences in self-
initiated international careers. Empirical studies in volume 1 examine provocative questions including: Is the traditional career really dead?
Are there significant generational differences in learning and development? Can career plateauing be positive for the individual or the
organization? The focus throughout this volume is on how careers unfold over time and how individuals remain productive and successful as
they navigate career changes.

CONTENTS: Introduction to the Series. Introduction to the Volume. The Aging Process and Person-Environment Fit, Daniel C. Feldman and
Ryan M. Vogel. Developmental Relationships and the New Workplace Realities: A Life Span Perspective on Career Development Through
Mentoring, S. Gayle Baugh and Sherry E. Sullivan. Generational Differences in Attitudes, Beliefs, and Preferences About Development and
Learning at Work, William A. Gentry, Tracy L. Griggs, Jennifer J. Deal, and Scott P. Mondore. Career Plateauing in Older Workers:
Contextual and Psychological Drivers, Dianne Bown-Wilson and Emma Parry. Midcareer Renewal: A Research Agenda for the Twenty-First
Century, Sally J. Power. Bridge Employment and Retirement: Issues and Opportunities During the Latter Part of One’s Career, Mo Wang,
Gary A. Adams, Terry Beehr, and Kenneth S. Shultz. Mapping the Career Journey of Accountants in Australia, Theresa Smith-Ruig. Self-
Initiated International Careers: Gender Differences and Career Outcomes, Phyllis Tharenou.

Management Education for Global Sustainability


Charles Wankel, Ph.D., St. John's University, New York
James A.F. Stoner, Fordham University

12
A volume in the series Research in Management Education and Development
2009. Paperback 978-1-60752-234-8 $39.99. Hardcover 978-1-60752-235-5 $73.99

For more than a century management education has fostered the development of leaders of many of the world's industrial successes with their
immense creation of output that we now see as unsustainable. If we wish to avoid a time of tumultuous environmental crises in the global
ecosystem management education must move more to being part of the solution, rather than of the problem. The task of transforming
management education to contribute to the challenge of moving to global sustainability is upon us.

Management Education for Global Sustainability provides a diverse and extensive set of perspectives on how management education can be
transformed to be a significant part of the solution to the sustainability problem that business and other sectors of our world must grapple
with. The spectrum of current integration of managing for sustainability into business school curricula is provided. A review of the current
status sustainability oriented business degree options is completed. Approaches from around the world including China are offered.
Management Education approaches through systems thinking, art, and stakeholder's theory are parsed.

Specific examples of notable programs are covered, sustainable entrepreneurship for instance. A series of reports on program and institutional
level initiatives that have been very successful are described. A new MBA program with a major in sustainability, integrating ocean science
courses, is considered. Programs with action learning projects and industry concentrations as core elements will be analyzed. The sense of
deeper purpose vibrancy and developing authentic relationships in management education for global sustainability is robust throughout this
volume.

CONTENTS: PART I: MANAGEMENT EDUCATION FOR GLOBAL SUSTAINABILITY: PAST EVOLUTION AND SOME
FUTURE POSSIILITIES. The Only Game Big Enough for Us to Play, i>James A. F. Stoner & Charles Wankel. The Short and Glorious
History of Sustainability in North American Management Education, Gordon Rands & Mark Starik. Visions of Sustainability: An Integrative
Metatheory for Management Education, Mark G. Edwards. Taoism and Innovation in China: Recovering the Legacy of Environmentally
Sustainable Enterprise, John Hollwitz. PART II: APPROACHES TO BRINGING GLOBAL SUSTAINABILITY INTO
MANAGEMENT EDUCATION. Developing a Sustainability Consciousness through Engagement with Art, Ralph Bathurst & Margot
Edwards. Education in Sustainability Through Systems Thinking, José-Rodrigo Córdoba & Terry Porter. Educating for Sustainability: The
Power of Learning Journeys to Raise Consciousness, Philip H. Mirvis. The Challenges of Businesses’ Intervention in Areas with High
Poverty and Environmental Deterioration: Promoting an Integrated Stakeholders’ Approach in Management Education, Diego A. Vázquez-
Brust, José A. Plaza-Ubeda, Claudia E. Natenzon, & Jerónimo de Burgos-Jiménez. PART III: INSTITUTIONAL AND PROGRAM
LEVEL INNOVATIONS IN MANAGEMENT EDUCATION FOR GLOBAL SUSTAINABILITY. Building the Bainbridge Graduate
Institute (BGI): Pioneering Management Education for Global Sustainability, Jill Bamburg & Lorinda Rowledge. Educating Future Business
Leaders in the Strategic Management of Global Change Opportunities: The Blue MBA, S. Bradley Moran, Mark M. Higgins, & Deborah E.
Rosen. The Contribution of French Business and Management Education to the Development of Key Skills in Sustainable Development, Vera
Ivanaj & John R. McIntyre. Undergraduate Management Education for Sustainability: A Perspective from the Liberal Arts, Kirk R. Karwan,
Robert L. Underwood, & Thomas I. Smythe. PART IV: CREATING SUCCESSFUL MANAGEMENT COURSES IN GLOBAL
SUSTAINABILITY. Investing in a Sustainable Future, Mark White & Edeltraud Günther. The Sustainability Business Case: Educating
MBAs in Sustainability, Wendy Stubbs & Ed Lockhart. Grounding Sustainability in Reality: Encouraging Students to Make Their Own Case
for Action, Kate Kearins & Eva Collins. The Integration of Real-World Student Projects into a Sustainable MBA Program, Robert Sroufe.
Teaching Green Business: How to Bring Sustainability into a Capstone Business, Robert Girling. Training Managers for Sustainable
Development: The Lens of Three Practitioners, Emmanuel Raufflet, Denis Dupré, & Odile Blanchard. About the Authors.

The Management Process


An Integrated Functional Approach
William M. Fox, University of Florida

2009. Paperback 978-1-60752-233-1 $39.99

(Originally Published in 1963 by R.D. Irwin)

The Management Process presents new and traditional subject matter in a diff erent context because it is felt that greater emphasis should be
given to the interaction of the management functions. All managers plan, organize, and control the work of others, but not in a simple,
sequential pattern. Managing is a continuous operation or process involving the interaction of these functions. Managers must plan for
organizing activity, organize for it, and control it, and they must perform these same functions for control. It is felt that practicing managers
do, in eff ect, think in these terms. Consequently, an analysis of traditional and other materials in this context should not only be more
realistic but also more meaningful to the student or practitioner. Reference to the chapter headings in the Table of Contents will illustrate the
way in which this interaction approach provides a basic framework for the organization of this book. As a text this book is intended for a fi rst
course in management, or a more advanced course, depending upon the characteristics of the curriculum in which it is used. No specifi c

13
course preparation, however, need be regarded as prerequisite to its use.

The Moral Compass


Leadership for a Free World
Lindsay J. Thompson

2009. Paperback 978-1-60752-056-6 $39.99

The Moral Compass presents a model of morality as a guide to values-based leadership. In a free, pluralist society, diverse stakeholders with
competing moral claims present serious challenges to the strategic momentum of business, government, NGOs, and community
organizations. Leaders need to know how to manage these challenges effectively. The Moral Compass is their guide. As recent history has
repeatedly demonstrated, leaders who avoid, impose, or gloss over the centrality of values in realizing a strategic vision can produce severely
flawed outcomes such as loss of confidence, corruption, and market failure. The Moral Compass provides leaders with effective tools to
manage this complex, strategic environment by engaging directly with stakeholders to clarify and articulate normative values without
privileging or diminishing specific moral traditions.

The Moral Compass is rich blend of scholarship, practical wisdom, and usable tools. It is a readable, accessible book that draws from a range
of scholarship in humanities, business, science, and social sciences to explain the dynamics of human morality. Academically oriented readers
will find intellectually challenging resources and references. Pragmatic readers will be able to use this knowledge to cultivate a robust
personal moral compass as a leadership tool for building ethical teams, practice groups, and organizational cultures, for framing and
managing moral dilemmas, and for conducting an ethical discernment and decisionmaking process.

Ethics in business and leadership studies is emerging as a rich field for scholarship. As an active business faculty member in the field, Dr
Thompson is familiar with the published literature of colleagues in the Society for Business Ethics, the International Society for Business
Ethics and Economics, the Academy of Management, and the American Philosophical Association. As a blend of theory and practice, The
Moral Compass is unique among business ethics books in providing a framework for including and managing the volatility of ethical issues
arising from tensions between traditional religious and modern secular morality. Rather than avoid these conflicts, the book anchors their
source in the inherent complexity of human neurochemistry, individuation, and socialization as a context for moral meaning and conscience.
The book includes numerous exercises in reflection, dialogue, and discernment that enable readers to find common moral ground with people
from divergent wisdom traditions. The book synthesizes a wide range of knowledge in a presenting practical model for moral discernment,
dialogue, and decision making.

CONTENTS: Introduction. Core Learning. The Leadership Labyrinth. The Moral Compass. Values And Global Value Creation. Corporate
Citizenship. The Case Lab. Bibliography

Organizational Performance in a Nutshell


Daniel M. Wentland

2009. Paperback 978-1-60752-079-5 $24.99. Hardcover 978-1-60752-080-1 $73.99

The information in Organizational Performance in a Nutshell provides a comprehensive framework for understanding questions like why
does one organization thrive while another struggles for survival even though both are operating in the same industry, or how can some of the
largest global organizations such as GM, Ford, Chrysler, Home Depot, Sears, Kmart, Airbus, Citigroup, Gateway, and Dell perform so poorly
after being such colossal leaders in their industry? A new way of thinking about organizational effectiveness will emerge from the information
contained in this book. In sum, organizational performance in a nutshell will be revealed.

CONTENTS: Acknowledgments. Introduction. Part 1. The Starting Point. A Glimpse into Organizational Performance. Changing the
Management–Employee Paradigm. Part 2. Unmasking Ourselves and Discovering the Right Leader. The Voyage. Perception. A Deeper
Plunge Into Ourselves: The Basics of Personality. Environmental Factors That Influence "Who We Are." Attitudes and Motivation. Do You
Want to See? Change and Decision-Making. Two Approaches to Life and Management: The Right Leader. Part 3. Group and Organizational
Dynamics. The Forces Influencing Group Performance. Putting Employees First and Other Building Blocks of a Great Place to Work. Part 4.

14
Lurking Outside. The Cultural Climate of a Nation or Society. Competitors (Industry and Firms) and the Chance Factor. Part 5. Concluding
the Voyage: Organizational Performance in a Nutshell. Organizational Survival or Failure. The Future. Appendix.

Predator's Game-Changing Designs


Research-Based Tools
George B. Graen, University of Illinois, Champaign-Urbana (retired)
Joan A. Graen, Graen and Associates

A volume in the series LMX Leadership: The Series


2009. Paperback 978-1-60752-150-1 $39.99. Hardcover 978-1-60752-151-8 $73.99

When the tried and true formula for an organization’s performance (its game plan) begins to fail, it must change its game or become obsolete.
Publicly recognizing that the old formula is becoming less useful and a new formula must be developed and implemented is difficult for most
stakeholders, but for survival the stages of grief must be endured and the conclusion accepted. Moreover, the romance of the “grand old
formula” must be overcome by the realization that a new and more attractive formula must be invented or found to replace it. The fate of
thousands of organizations that did not change their games when WalMart came to town bears witness to the Iron Law of Capitalistic
Markets: “Change your game when necessary to remain competitive”. As Mr. Sam Walton told my son, Mike, stay the course as long as you
can, but be willing to change it when it’s not working. Clearly, Mr. Sam’s protégés got the message.

This book describes game-changing designs using the latest research-based strategies for inside organizational participants from CEOs,
Boards of Directors, top, middle and lower managers and participants, and those people outside with a stake in its continued performance.

We have had the unique opportunity to understand from the “inside-out” both Mr. Sam Walton’s miracle at WalMart and the great turnaround
at Cincinnati’s Procter and Gamble over the last 15 plus years. We conclude from these studies that Mr. Sam has become a modern patron
saint of American game-changers. WalMart has been seen by most business reviewers as a clear business case study of a “stay the course”
formula of “lowest price” for the customer, but our research shows that Mr. Sam created a “game-changing design culture”. Yes, Mr. Sam
began to build his juggernaut using a “lowest price” strategy that changed the game by “shock and awe” strategies in small markets.
Moreover, Mr. Sam next changed the game by employing advanced information technology to reduce supply chain costs and go international.
Later, Mr. Sam changed the game again by partnering with his reluctant vendors and requiring that most large suppliers maintain a permanent
WalMart team near WalMart headquarters in Bentonville, Arkansas. Later, Mr. Scott, the CEO successor to Mr. Sam, changed the game again
by “going green”. In addition, the effective integrative partnering with originally adversarial supplier teams by Mike Graen’s coaches set of
new standard for inter-organizational cooperation. Mr. Sam’s legacy continues to inspire new game-changing designs across many different
kinds of organizations in America and beyond. Once CEOs understand that their competition is as bright and hard working as they and they
need to leap-frog to new games, Mr. Sam’s examples of carefully designed and implemented game-changing research-based innovations
become their bible. As our domestic and international markets have become increasingly discontinuous and what worked yesterday doesn’t
work today, our CEOs should look to Mr. Sam’s approach that changed the game before his competitors many times.

CONTENTS: Foreword. Preface. What Is a Game-Changing Design? Miriam Grace. Strategic Development of Network Structures That
Support Learning and Adaptation, Deborah Gibbons. Strategic Development of Competence Networks to Implement Adaptation, George
Graen. Game-Changing Leadership Through Social Networks in Complex Systems: An Inquiry Into the Mechanisms of Individual Influence
on Social Process and Structure, James Hazy. Middle Managers as Game Changers: Strategies for Reducing Resistance and the Role of LMX,
Stacie Furst. Fluid Change Leadership: Navigating Organizational Change in Dynamic Contexts, Luis Martin. The Coevolution of Friendship
and Leadership Networks in Small Groups, Ajay Mehra, Josh Marineau, Alex Lopes, and Ted Dass. “Emotional Intelligence”: What Does it
Measure and Does it Matter for Leadership? John Antonakis. Agency Beliefs About Chinese Leaders and Followers: A Comparison of
Historic Chinese Leadership Philosophies, Chao Chen. CEO Summary: Find-Design-Capture Comparative Advantage, George Graen. About
the Authors.

Psychological Perspectives on Ethical Behavior and Decision Making


David DeCremer, Erasmus University

2009. Paperback 978-1-60752-105-1 $39.99. Hardcover 978-1-60752-106-8 $73.99

15
The book is divided into three relatively coherent sections that focus on understanding the emergence of (un)ethical decisions and behaviors
in our work and social lives by adopting a psychological framework. The first section focuses on reviewing our knowledge with respect to the
specific notions of ethical behavior and corruption. These chapters aim to provide definitions, boundary conditions and suggestions for future
research on these notions.

The second section focuses on the intra-individual processes (affect, cognition and motivation) that determine why and how people display
unethical behavior and are able to justify this kind of behavior to a certain extent. In these chapters the common theme is that given specific
circumstances psychological processes are activated that bias perceptions of ethical behavior and decision making.

The third section explores how organizational features frame the organizational setting and climate. These chapters focus on how
employment of sanctions, procedurally fair leadership and a general code of conduct shapes perceptions of the organizational climate in ways
that it becomes clear to organizational members how just, moral and retributive the organization will be in case of unethical behavior.

CONTENTS: PART I: INTRODUCTION. Psychology and Ethics: What It Takes to Feel Ethical When Being Unethical, David De
Cremer. PART II: REFLECTIONS ON (UN)ETHICAL BEHAVIOR. On the Causes and Conditions of Moral Behavior: Why is This All
We Know? Scott J. Reynolds and Tara L. Ceranic. Psychological Processes in Organizational Corruption, Celia Moore. PART III:
PROCESSES WITHIN THE INDIVIDUAL AND ETHICAL BEHAVIOR. Moral Self-Regulation: Licensing and Compensation, Chen-
Bo Zhong, Katie Liljenquist, and Daylian M. Cain. Ethical Standards in Gain versus Loss Frames, Jessica S. Cameron and Dale T. Miller.
Why Leaders Feel Entitled to Take More: Feelings of Entitlement As a Moral Rationalization Strategy, David De Cremer, Eric van Dijk, and
Chris P. Reinders Folmer. Actual and Potential Exclusion as Determinants of Individuals’ Unethical Behavior in Groups, Madan M. Pillutla
and Stefan Thau. When The Need to Trust Results in Unethical Behavior: The Sensitivity to Mean Intentions (SeMI) Model, Mario
Gollwitzer and Tobias Rothmund. The Neural Basis of Morality, Maarten A. S. Boksem and David De Cremer. PART IV: THE SOCIAL
CONTEXT AND ETHICAL BEHAVIOR. The Two-Fold Influence of Sanctions on Moral Concerns, Laetitia B. Mulder. Making Ethical
Climate a Mainstream Management Topic: A Review, Critique, and Prescription for the Empirical Research on Ethical Climate, David M.
Mayer, Maribeth Kuenzi, and Rebecca L. Greenbaum. Ethics and Rule Adherence in Groups, Tom Tyler and David De Cremer. Biographical
Sketches.

The Public Administration (P. A.) Genome Project


Capturing, Mapping, and Deploying the
John W. Dickey, Virginia Tech

2009. Paperback 978-1-60752-212-6 $45.99. Hardcover 978-1-60752-213-3 $85.99

What is it? The Public Administration Genome Project (PAGP) is a grand attempt to digitally “map” and then usefully employ the full set of
topics, variables, and interrelationships that comprise and involve all of the “genes” that make up public administration. It is based on the
highly regarded and useful Human Genome Project.

Why do it? Like the world in general, the P. A. world is becoming more diverse and complicated. Hence, few administrators can be expected
to know, much less remember, the many relevant strategies, external forces and related impacts that might be part of a particular situation.
There thus is a need for a comprehensive, logic-based, readily accessible system (called “COMPASS”) to help in finding and elaborating on
such topics, variables, and interrelationships.

What is in the book? It starts with a broad overview of the whole PAGP. It then turns to an elaboration of both the basic and then the more
comprehensive analogies with the human genome; the Human Genome Project; and other related concepts (like catalysis and evolution).

These are followed by a set of new and seemingly unconnected subjects: (a) norms for citizens and public administrators, and (b) semantic
and syntactic analyses. Then come some interesting and diverse case studies, and comparisons of such to theories.

All these set the scene for development of procedures for contributing to and using COMPASS, the information and guidance system which is
the central product of the PAGP. The whole concept of the PAGP subsequently is revisited through an example that encompasses all of its
major elements and processes.

The last part of the book focuses on future directions, asking questions like “Is the PAGP (and COMPASS) an impossible dream or a much
needed reality?”

16
Qualitative Organizational Research - Volume 2
Best Papers from the Davis Conference on Qualitative Research
Kimberly D. Elsbach, University of California - Davis
Beth A. Bechky, University of California, Davis

A volume in the series Advances in Qualitative Organization Research


2009. Paperback 978-1-60752-229-4 $39.99. Hardcover 978-1-60752-230-0 $73.99

Over the past ten years, the Davis Conference on Qualitative Research has become the world’s leading conference for qualitative researchers
in organizational studies. The authors of the "Best Presentation Awards" at the Davis Conference from the past four years have contributed
chapters to this volume. These papers cover topics ranging from organizational name changes and organizational afterlife, to the use of
written letters to build relationships and the use of a “creative foil” to improve one’s leadership image. Yet all of these papers are similar in
that they benefited from the community of over 100 scholars developed through the Davis Conference, and represent qualitative research at
its very best.

CONTENTS: Introduction: Research Context and Attention of the Qualitative Researcher, Kim Elsbach and Beth A. Bechky. Work Team
Formation as Social Order Negotiations, Corinne Bendersky. “All for One or One for All?”: Examining Collective and Comparative
Discourse in an Organizational Name Change Debate, Tiffany Galvin. The Creative Foil, Elizabeth Long Lingo. Career Complexity: A Lens
for Understanding Contemporary Careers and Career Construction Processes, Elizabeth Craig. Expressing Emotions and Building
Relationships over Distance: Fixedness and Fictionalization in Correspondences, Anne-Laure Fayard and Anca Metiu. The Social
Organization of Turmoil: Policy, Power, and Disruption in an Urban Elementary School, Tim Hallett. Rescue and Recovery: Members’
Experiences of Organizational Death and Afterlife, Ian J. Walsh and Jean M. Bartunek. About the Authors.

Reforming (Transforming?) a Public Human Resource Management


Agency
The Case of the Personnel Board of Jefferson County, Alabama
Ronald R. Sims, College of William and Mary

A volume in the series Contemporary Human Resource Management Issues Challenges and Opportunities
2010. Paperback 978-1-60752-436-6 $39.99. Hardcover 978-1-60752-437-3 $73.99

This book offers a first-hand look at the importance of human resource management (HRM) processes to not just one public agency but a
large group of public administration entities that rely on a public HRM agency (the Personnel Board of Jefferson County) for its HRM
processes. More specifically, the book describes a more than three-year effort undertaken by the author as a federally-appointed court receiver
to reform (or what some have referred to as “transform”) a public HRM agency from a model of inefficiency to one now considered “best in
the business”.

The book provides the details of the reform or transformation effort in addition to offering suggestions on how to bring about similar civil
services and HRM reform in particular and government agencies in general. The book is intended to fill a gap in the current literature while
serving as a key work that highlights the importance of bringing about change in a public HRM entity. Timely and topical, the book will be of
great interest both to public administration personnel in general, and others in the fields of HRM and public sector management, and to
management practitioners and others keen to inform their ability to bring about successful change.

CONTENTS: 1 A General Overview of Change Management, Reform, and the Personnel Board. 2 Civil Service Reform and Public Human
Resource Management. 3 The Personnel Board of Jefferson County, Alabama: A First Look. 4 Understanding the Situation at the Personnel
Board: The Diagnosis and Receiver’s 90-Day Report. 5 Restructuring the Personnel Board. 6 Infrastructure Reform: Revamping the
Personnel Board’s Policies and Procedures. 7 Implementation of a New Human Resource Information Management System at the Personnel
Board. 8 HRD Efforts at the Personnel Board. 9 Consent Decree Compliance (Developing and Administering Lawful Selection) Procedures.
10 The Five-Year Classification and Compensation Survey Project. 11 Renovating the Personnel Board’s Physical Facilities. 12 Transition of
Leadership from the Receiver to the Three. Member Board, Personnel Director and the Citizens Supervisory Committee. 13 Epilogue: Post-
Receivership and Keeping the Personnel Board Reform Momentum Going. References.

17
The Strategic Leader
New tactics for a Globalizing World
John Pisapia, Florida Atlantic University

2009. Paperback 978-1-60752-152-5 $39.99. Hardcover 978-1-60752-153-2 $73.99

This book helps leaders focus on, and achieve, their main purpose - the development and maintenance of a high performing organization. You
will find the habits, actions, and tactics that have worked in that crucible and what I believe will continue to work under the dynamic
conditions leaders face today.

The book is framed around six habits gleaned from leaders who have successfully answered the following questions. Do I need to think
differently? What is the environment telling me? Where are we going and where do we need to go? How do I position myself and/or my
organization, team and individuals to take advantage of opportunities presented by the environment? How do I multiply myself though other
people? How do I find and turn talent into performance? How do I ignite the soul of followers to achieve greatness beyond what anyone
imagined possible? How do I know if we are succeeding? How do we continually adapt to change and maintain profitability and our
competitive advantage?

The Strategic leader answers those questions by identifying the actions and tactics used to establish a holistic learning approach to leading. It
accomplishes its objective by describing how strategic leaders use new actions and tactics -jumping the curve, minimum specifications,
organizational fitness, generative conversations, chunking change, lighting the way, running for daylight, bonding, bridging, bartering, and
institution building - to create direction, establish alignment and commitment, in order to produce results in a dynamic globalizing world.

In the first section you will discover the value of the leader’s Wheel to develop a high performing organization. In the following chapters you
will discovering the six habits that enable you to turn the Wheel: acquiring a strategic mindset, artistry, anticipating, articulating, aligning and
assuring. Your path to discover these secrets will be aided by two original self assessment tools: The Strategic Thinking Questionnaire (STQ)
and the Strategic Leadership Questionnaire (SLQ) which are available to those who purchase the book.

CONTENTS: Preface. 1. Strategic Leadership: A Fresh Look. 2. Habit 1. Artistry: The Mega Habit. 3. Habit 2. Agility: Developing The
Strategic Mindset. 4. Habit 3. Anticipating the Future. 5. Habit 4. Articulating Strategic Intent. 6. Habit 5. Aligning Colleagues With Intent. 7.
Habit 6. Assuring Results. 8. The Epilogue—Frequently Asked Questions. Appendix A—Reflective Questions. Appendix B—The Strategic
Thinking Questionnaire. Appendix C—The Strategic Leadership Questionnaire

Strategic Organization Development


Managing Change for Success
Therese F. Yaeger, Benedictine University
Peter F. Sorensen, Benedictine University

A volume in the series Contemporary Trends in Organization Development and Change


2009. Paperback 978-1-60752-210-2 $39.99. Hardcover 978-1-60752-211-9 $73.99

This second volume in the Contemporary Trends in Organization Development and Change Series addresses one of the most complex and
important issues for management and organization development today -- how to plan for and create an organization capable of not only
competing but excelling in an almost impossibly turbulent and uncertain environment.

The book brings together a series of articles by practitioner-scholars. Those authors who have the responsibility for helping their organization
create the future, and who also have the responsibility of helping us conceptually understand the process of strategic OD. In this book, you
can sense the value of both of these voices – the practitioner and the scholar. These authors include organization development executives from
global Fortune 500 organizations, major community service organizations, major academic contributors to the field, and OD practitioners
from major consulting firms. Each author makes a unique contribution by providing strategies for planning the future, implementing change,
and creating organizational capabilities for sustained success. New and current models for strategic organization development and candid
discussions of issues, difficulties, and ways of coping with unanticipated events are provided. This book is dedicated to contributing to a
better understanding and sharing of how major corporations, community service organizations, and OD consultants are experiencing and
working with one of the most important organizational problems of today – how to manage change for success.

CONTENTS: This book begins with an overview of strategic organization development, past, present and future, and discusses the evolution

18
of strategic OD within the context of the history of the field of OD. A second section is dedicated to strategic OD within a global context.
Here such issues as planning and implementing strategic OD in a multinational environment are discussed. A third section presents new
models of strategic planning and change, based on experiences of both corporate OD executives and OD consultants. An additional section
addresses the role of the OD practitioner in building organizational competencies for the future through organizational change, culture
change, and talent management. A final section presents a summary and synthesis of the current state of the role of OD in helping
organizations manage change for success.

Stress and Quality of Working Life


The Positive and The Negative
Ana Maria Rossi, International Stress Management Association in Brazil
James Campbell Quick, The University of Texas at Arlington
Pamela L. Perrewé, Florida State University

A volume in the series Stress and Quality of Working Life


2009. Paperback 978-1-60752-058-0 $39.99. Hardcover 978-1-60752-059-7 $73.99

This book offers twelve chapters organized into three major sections that address occupational stress and quality of working life. The authors
are an internationally renowned team of scholar-research-practitioners who are grounded in applied science and clinical practice. Section 1
includes five chapters that address the organizational and individual costs of occupational stress. The costs are humanitarian and economic;
both human suffering and financial burdens are important. Section 2 includes three chapters that focus on ways to mitigate the negative
effects of occupational stress.

We must help those who are suffering but we must do more by preventing distress where we can and building on positive, strength factors
where possible. Section 3 includes four chapters that examine and expand our understanding of work life quality. Work life quality is so
important because of the effects it has on workers and leaders, as well as the spillover impact into families and communities.

These twelve chapters, highlight both core knowledge and new developments within the rapidly growing field of research on stress and the
quality of working life. We believe this information can help to raise awareness of the causes and costs of occupational stress and poor quality
of working life. Further, this should provide a challenge, some incentive, and renewed insight for organizations in Brazil and elsewhere to
begin thinking about and acting in ways that lead to a less stressful environment for their workforce.

CONTENTS: Preface. Foreword. SECTION 1: THE ORGANIZATIONAL AND INDIVIDUAL COSTS OF OCCUPATIONAL
STRESS. Burnout and Workplace Injuries: A Longitudinal Analysis, Michael P. Leiter and Christina Maslach. The Impact of International
Business Trips on the Travelers and Their Spouses, Mina Westman, Dalia Etzion, and Shoshi Chen. Occupational Stress and Workplace
Sleepiness, Sarah DeArmond and Peter Y. Chen. The Experience of Work-Related Stress across Occupations, Sheena Johnson, Cary Cooper,
Sue Cartwright, Ian Donald, Paul Taylor, and Clare Cook. Work-Related Mental Disorders: A Perspective of the Brazilian Occupational
Medicine and Psychiatry, Duílio Antero de Camargo. SECTION 2: MITIGATING THE NEGATIVE EFFECTS OF OCCUPATIONAL
STRESS. Leadership from a Positive Health Perspective: A Qualitative Study. Marilyn Macik-Frey, James Campbell Quick, Phillip Shinoda,
David A. Mack, David A. Gray, Nathan Keller, and Cary L. Cooper. The Role of Political Skill in Neutralizing the Dysfunctional Impact of
Negative Affectivity on Psychological and Physiological Strains, Kelly L. Zellars, Pamela L. Perrewé, Ana Maria Rossi, Charles J. Kacmar,
Wayne A. Hochwarter, and Gerald R. Ferris. Meditation in Health: Definition, Operationalization, and Technique, Roberto Cardoso, Eduardo
de Souza, and Luiz Camano. SECTION 3: UNDERSTANDING AND EXAMINING WORK LIFE QUALITY. Biobehavioral Mediators
of Stress and Quality of Life in Occupational Settings, Robert J. Gatchel and Andrew Baum. Qualitative and Quantitative Methods in
Occupational-Stress Research, Irvin Sam Schonfeld and Edwin Farrell. Management of Quality of Life at Work in Healthcare Organizations,
Káthia de Carvalho Cunha. Health Promotion and Quality of Work Life: The Challenge of Integrated Management, Ana Cristina Limongi-
França.

The Talking Point


Creating an Environment for Exploring Complex Meaning
Thomas R. Flanagan
Alexander N. Christakis

2010. Paperback 978-1-60752-361-1 $39.99. Hardcover 978-1-60752-362-8 $73.99

19
(A Collaborative Project of the Institute for 21st Century Agoras)

The Talking Point is all about how people learn within groups. People can be much smarter than crowds if you measure “smart” as decision-
making speed. Crowds can be much wiser than individuals if you measure wisdom by depth of understanding. It is possible to understand a
great deal of information yet (or maybe because of this) you can also be slow to make decisions. If rushed, crowds will make poor decisions
in spite of their wisdom. So... to get good group decisions on a time scale that will keep pace with policy development needs and social
necessities, groups have to be supported so that their decision-making process can be accelerated. Much has been said and written about this
problem over the years. It is dangerous to have the power of groups without the wisdom of groups, and it is tragic to have the wisdom of
groups without the power of groups. The Talking Point presents a meeting point for the wisdom and power of groups through the use of
Structured Dialogic Design.

With hopeful intentions, as a culture we have poisoned the well just when we need it most. We have touted design charettes and stakeholder
processes as engagement vehicles and then ignored, marginalized or corrupted the very input that we swore to hold as sacred. This has
created a myth that large scale collaboration is not possible, and the myth has led to considerable disillusionment among would-be
participants and could-be sponsors. Structured Dialogic Design seeks to bust the myth about our limited capabilities to sustain boundary
spanning collaboration. To bust this myth, Structured Dialogic Design needs to usher in a new wave of collaborative planning. Scholars have
identified the Structured Dialogic Design methodology as the cutting edge of “third phase” science - where the reality of a situation embraces
interactions between objective findings and subjective intentions.

The Talking Point provides a window for observing how Structured Dialogic Design has been put into practice and paints a panorama of the
issues that confront complex social system design. This book is itself a bridge between scholarship and practice, written to be accessible yet
anchored to major themes in cognitive psychology, information systems, social systems, and models of group learning. The book is an
invitation for transformational leaders and those who support transformational leaders to pick up a new tool in the essential quest to put our
nation and our world back on track toward sustainable futures. The Talking Point is a fresh source of water in a world that is thirsty for new
ways of solving complex problems.

The Varieties of Leadership at Novarum Pharmaceuticals


A Novel
Robert Pernick, Johns Hopkins University
Floyd Kemske

2009. Paperback 978-1-60752-223-2 $45.95. Hardcover 978-1-60752-224-9 $85.99

Storytelling is a time-honored way of educating. Case studies attempt to engage students, but are limited because they do not develop
characters or settings. What is needed is a full-length novel with complex, sympathetic characters and a story grounded in leadership and
organizational behavior theories. Novarum Pharmaceuticals is such a book.

Set in a large U.S. firm, it follows the struggles of an executive vice president trying to launch an innovative joint venture with a Middle
Eastern company. The story proceeds from Nia Stevens’ first strategic proposal, through various triumphs and setbacks, to a final crisis in
which she must choose between what she views as her career and her principles. The main characters reveal a mix of motives and perceptions
about each other and doing business in the Middle East. They converge and clash and their actions change as the story unfolds. Neither a
tragedy nor a comedy, the book is a plausible depiction of life within a modern corporation.

Novarum Pharmaceuticals embodies all the elements of a novel, but unlike novels this one contains an index that professors and students
alike can use to tie characters’ actions to theory. The companion instructor’s resource manual provides an extensive discussion framework for
the professor, with background material on the pharmaceutical industry, resumes of the principle characters, questions and suggested answers
for every chapter, descriptions of theory and concepts, learning goals for each chapter and a bibliography of organization-related fiction.

Novarum Pharmaceuticals will make a refreshing supplemental text in many courses in the undergraduate and graduate degree programs in
business administration, psychology, sociology, organization development, public administration, healthcare management and educational
administration. Immersion in this book gives students a deeper appreciation of the often conflicted nature of worker motivation, better
preparing them for navigating their own careers. General business readers interested in the consequences of questionable ethical behavior and
bad leadership will also find the book entertaining and useful.

CONTENTS: Preface. Introduction. Résumés of Principal Characters. Prologue: “Do You Need a Ride?” 1 Doing Business with Terrorists. 2
Strategic Planning and Affliction. 3 Feels So Good. 4 Suspenders with a Belt. 5 Dancing with the Team. 6 Chant of the Chorus. 7 Who Said
Anything About Reprisal? 8 Damaged Goods. Epilogue: Steadfast or Stubborn? Pharmaceutical Industry: Background. Pharmaceutical
Industry: Strategic Threats and Opportunities. Bibliography—Corporate Fiction.

20
The Violence Volcano
Reducing the Threat of Workplace Violence
David D. Van Fleet, Arizona State University
Ella W. Van Fleet, Professional Business Associates

2010. Paperback 978-1-60752-343-7 $39.99. Hardcover 978-1-60752-344-4 $73.99

The Violence Volcano is for managers and workers in all types of business and government organizations, including law enforcement and
other first-responders.

Its purpose is to assist all organizations and their employees in fulfilling their obligations under U.S. Government regulations to reduce the
risks of any and all forms of violence that affect workers during the time they are carrying out their duties as employees.

The Violence Volcano is written at an appropriate level for either self-study, training programs, or classroom settings. It could be used as a
supplement in business, educational administration, criminal justice and law enforcement classes, or other academic and trade programs.

Key features of the book:


• Uses the volcano metaphor to provide a simple and unique way to help readers under stand and remember how violence builds.
• Provides a broader approach than other books toward recognizing and dealing with the issue of workplace violence, including both internal
and external causes as well as signs of impending acts of violence.
• Identifies and discusses the nature and complexity of violence in a variety of workplaces.
• Helps management compare violence prevention costs with the immediate and direct costs plus the delayed and hidden costs of violent
incidents at work.
• Helps management, employees, and law enforcement personnel recognize environmental and organizational influences on employee
behavior.
• Helps management and employees develop an awareness of personal characteristics and work behaviors that build toward violent behavior,
so that timely intervention can perhaps eliminate the threat of violence.
• Assists management in establishing a crisis management team, an organizational crisis plan, a violence intervention plan, and a post-
violence trauma plan.
• Develops a comprehensive definition of workplace violence and examines its rapid growth.
• Suggests administrative ways of reducing risks, such as establishing anti-violence policies, improving asset security, and providing an
adequate support system.
• Introduces the topics of legal responsibilities and liabilities, and working with law enforcement.

Virtual Coach, Virtual Mentor


David Clutterbuck, Sheffield Hallam and Oxford Brooks Universities
Zulfi Hussain

2009. Paperback 978-1-60752-308-6 $39.99. Hardcover 978-1-60752-309-3 $73.99

In the case of virtual coaching and mentoring (or e-mentoring and ecoaching; or coaching/mentoring by wire—choose your own preferred
nomenclature!) there are hundreds, perhaps thousands of programs and initiatives across the world. Yet there is comparatively little in the way
of comparison of good practice or academic evaluation of what does and doesn’t work. We found numerous individual case studies but a
dearth of empirical research and no significant collection of cases to illustrate the diversity of applications.

Virtual Coach, Virtual Mentor provides a wide variety of perspectives on a rapidly growing phenomenon. We hope and intend that it should
make a timely and significant contribution to good practice and to encouraging more practitioners and their clients and more organizations to
experiment with using electronic media to enrich coaching and mentoring. The view of ecoaching and e-mentoring is firmly one that these
new media are less a replacement for traditional face-to-face than an enhancement of learning alliances in general. We see no evidence of
fewer face-to-face coaching or mentoring relationships—on the contrary, they continue to become more popular and widespread. Rather, we
see that virtual coaching and mentoring both enrich predominantly face-to-face relationships, by connecting partners at times between formal
meetings, and open up coaching and mentoring to new audiences and new applications.

CONTENTS: Introduction. SECTION 1: WHAT DO WE KNOW ABOUT VIRTUAL COACHING AND MENTORING. Welcome to
the World of Virtual Coaching and Mentoring, David Clutterbuck. Making the Virtual Developmental Program Work, David Clutterbuck. The

21
Technology in Practice, Zulfi Hussain. Perspectives on E-Development, Paul Stokes. Critical Success Factors in E-Mentoring for Small
Business, Kim Rickard. Expanding the Business Value of Mentoring with a Web-Based Process, Randy Emilio and Tom McGee. Virtual
Coach Mentor Supervision, Miriam Orriss. E-Coaching: Consideration of Leadership Coaching in a Virtual Environment, Lisa A. Boyce and
Gina Hernez-Broome. SECTION 2: ORGANIZATIONAL CASE STUDIES. E-Mentoring: Opportunity to Build a Virtual Learning
Community with Teachers, Leena Vainio and Irja Leppisaari. The Brightside Trust, Ian Akers. LTL Connect Coaching Case Study, Rusty
Livstock. AskMax.co.uk Web-Based Mentoring, Angus I. McLeod. E-Mentoring @ Staffordshire University, Janet Wright and Jean Simpson.
SECTION 3: INDIVIDUAL CASE STUDIES. Individual Case Studies. Contributors.

When Leadership Goes Wrong


Destructive Leadership, Mistakes, and Ethical Failures
Birgit Schyns, University of Portsmouth
Tiffany Hansbrough, Baldwin-Wallace College

2010. Paperback 978-1-61735-067-2 $39.99. Hardcover 978-1-61735-068-9 $73.99

The leadership landscape has begun to shift. Researchers have started to realize that previous conceptualizations of leadership that focus only
on the positive aspects of leadership are too narrow and may represent a romantic notion of leadership. A growing body of inquiry has
emerged with a focus on the darker side of leadership. Allowing for the possibility that leaders can also do harm, either intentionally or
unintentionally, broadens the scope of leadership studies and serves to increase the practical implications of leadership research. This book
brings together contributions by scholars from several different countries addressing topics such as narcissistic and destructive leadership,
ethical leadership and leader errors.

CONTENTS: Preface, Robert Liden. Overview, Birgit Schyns and Tiffany Hansbrough. PART I: DESTRUCTIVE LEADERS. Goal
Setting as an Antecedent of Destructive Leader Behaviors, Mary Bardes and Ronald F. Piccolo. Destructive Leadership: The Role of
Cognitive Processes, Dawn L. Eubanks and Michael D. Mumford. The Environment of Destructive Leadership, Paul W. Mulvey and Art
Padilla. Understanding The Causes of Destructive Leadership Behavior: A Dual-Process Model, Mo Wang, Robert Sinclair, and Marilyn
Nicole Deese. Ignoring the Signposts: A Process Perspective of Unethical and Destructive Leadership, Diane J. Chandler and Dail Fields.
The Nature, Prevalence, and Outcomes of Destructive Leadership: A Behavioral and Conglomerate Approach, Ståle Einarsen, Anders
Skogstad, and Merethe Schanke Aasland. PART II: ABUSIVE SUPERVISION. Making Sense of Abusive Leadership: The Experiences of
Young Workers, Gina Grandy and Alison Starratt. Explaining Hostile Actions: Integrating Theories of Abusive Supervision and Conflict
Asymmetry, Sonja Rispens, Ellen Giebels, and Karen A. Jehn. Negative Emotion-Positive Outcomes: A Study Of Construction Project
Managers, Dirk Lindebaum. PART III: TOXIC LEADERSHIP, NARCISSISM, AND (UN-)ETHICAL LEADERSHIP. The Corporate
Reflecting Pool: Antecedents and Consequences of Narcissism in Executives, Dean B. Mcfarlin and Paul D. Sweeney. Tango in the Dark: The
Interplay of Leader’s and Follower’s Level of Self-Construal and its Impact on Ethical Leadership, Suzanne Van Gils, Niels Van Quaquebeke,
and Daan Van Knippenberg. Leadership Corruption: Influence Factors, Process, and Prevention, Jenny S. Wesche, Daniel May, Claudia Peus,
and Dieter Frey. PART IV: LEADER ERRORS AND FAILURE. Leaders’ Personal Experience and Response To Failure: A Theoretical
Framework and Initial Test, Kathleen Boies, Melanie Ann Robinson, and Maria Carolina Saffie Robertson. The Paradoxical Role of Moral
Reasoning in Ethical Failures in Leadership, Terry L. Price. Understanding the Antecedents of Leader Unitentional Errors: A Multilevel
Perspective, Samuel T. Hunter, Brian W. Tate, Jessica L. Dzieweczynski, and Lily Cushenbery. To Err is Human, To Lead is Divine? The Role
of Leaders In Learning from Workplace Mistakes, Bi-Hong Deng, Michelle C. Bligh, and Jeffrey C. Kohles. PART V: ATTRIBUTIONAL
PROCESSES. The Effect of Leader-Follower Incongruence and Cognitive Processes on Perceptions of Leader Adversity, Beata Pawlowska,
Susanne Braun, Claudia Peus, and Dieter Frey. Heroic Illusions: How Implicit Leadership Theories Shape Follower Attributions About Poor
Leader Performance, Tiffany Hansbrough and Birgit Schyns. About the Authors.

Work and People


An Economic Evaluation of Job Enrichment
Henri Savall, University Jean Moulin Lyon 3 and ISEOR

A volume in the series Research in Management Consulting


2010. Paperback 978-1-60752-433-5 $39.99. Hardcover 978-1-60752-434-2 $73.99

The reprint of Henri Savall’s classic Work and People, originally published in French in 1974, is part of the Research in Management
Consulting series effort to look backward as well as forward in examining trends, perspectives, and insights – especially from different

22
countries and cultures – into the world of management consulting. Savall’s insights into the complexity of organizational life were
groundbreaking, articulating the need to examine both economic and social factors as part of the same analysis, assessing technical and
behavioral patterns through the lens of an integrated framework. As he has argued, there is a double-loop interaction between “the quality of
functioning and economic performance,” and underestimating this socio-economic “tension” leads inevitably to reduced performance and
losses, which he refers to as “hidden costs.”

This approach, referred to as the socio-economic approach to management (SEAM), has significant potential for our thinking about
organizational diagnosis and intervention. As Savall emphasizes, the North American tendency to cast people as human “resources” misses
the essential point that human beings cannot be considered as simply another resource at the organization’s disposal. People are free to give or
withhold their energy as they desire, depending on the quality of formal and informal contracts and interactions they have with their
organizations. As such, the SEAM approach focuses on human “potential,” underscoring the need for managers and their organizations to
create the conditions under which people will want to maximize their talents on behalf of the organization.

Work and People focuses on the ramifications of this reality, as dysfunctions – the difference between planned and emergent activities and
functions – can quickly lead to a series of costs that are “hidden” from an organization’s formal information systems (e.g., income statements,
balance sheets, budgets). As his insightful work underscores, as organizations begin to accumulate dysfunction upon dysfunction, they
inadvertently undermine their performance and create excessive operating costs, with lower productivity and less efficiency than they could
achieve. As readers will discover, the frameworks, tools and ways of thinking about organizations, people and management in this volume –
in essence the background to the socio-economic approach to organizational diagnosis and intervention – continue to hold great promise for
our attempts to create truly integrative approaches to management and organizational improvement efforts.

CONTENTS: Preface to the 2010 Reprint. Foreword to the Second Edition. Preface to the Second Edition. Foreword to the First Edition.
Preface to the First Edition. Introduction: Work and People in the Twenty-First Century — Origins and Development of the Socio-Economic
Approach to Management. Introduction to the First Edition. PART I: The Problem of Job Design. PART II: Experimental Solutions. PART III:
The Strategy of Change. Conclusion. Names Quoted and Bibliography. About the Author.

23
Complete Backlist
Title Year Paperback Hardcover
Advancing Business Ethics Education
Diane L. Swanson, Dann G. Fisher 2008 $39.99
978-1-59311-543-2
$73.99
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Affect and Emotion: New Directions in Management Theory and Research
Ronald H. Humphrey 2008 $39.99
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Behavior Modeling - Instructor Manual: Training for Developing Supervisory Skills
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Budgeting, Financial Management, and Acquisition Reform in the U.S. Department


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Success 2008 $39.99
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Did I Ever Tell You about the Whale?: or Measuring Technology Maturity
William L. Nolte 978-1-59311-963-8 978-1-59311-964-5

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Executive Ethics: Ethical Dilemmas and Challenges for the C-Suite
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The Perspective of Women's Entrepreneurship in the Age of Globalization
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Meindl
Boas Shamir, Raj Pillai, Michelle C. Bligh, Mary Uhl-Bien 978-1-59311-547-0 978-1-59311-548-7
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Human Resource Development Today and Tomorrow
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Human Resource Management Ethics


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Leading with Character: Stories of Valor and Virtue and the Principles They Teach
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Positive Psychology in Business Ethics and Corporate Responsibility
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The Cutting Edge of International Management Education
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The Dream Weavers: Strategy Focused Leadership in Technology Driven Organizations
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Understanding Teams
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Venture Capital in the Changing World of Entrepreneurship
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Business Strategy Formulation: Theory, Process, and the Intellectual Revolution
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Challenges and Issues in Knowledge Management


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Decentralization for Satisfying Basic Needs - 1st Edition: An Economic Guide for
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Educating Managers through Real World Projects
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Global Organizing Designs
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Implicit Leadership Theories: Essays and Explorations
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International Public Financial Management Reform: Progress, Contradictions, and
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Challenges
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Managing Complexity in Organizations: A View in Many Directions
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Qualitative Organizational Research Volume 1: Best Papers from the Davis
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Conference on Qualitative Research
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Shocking Velocity!
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The Practice of Workplace Participation: Management-Employee Relations at Three


Participatory Firms 2005 $39.99
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S. Lance Denning
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Budgeting and Financial Management for National Defense
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E-Business Essentials: Special Issue of the Quarterly Journal of Electronic Commerce
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International Perspectives on Workforce Education and Development
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27
Managing the Electronic Government: From Vision to Practice
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New Frontiers of Leadership
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Emerging Perspectives on Values in Organizations
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Emerging Perspectives on Managing Organizational Justice
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1-931576-36-X
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Leadership
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1-930608-20-9
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1-931576-54-8
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28
The Organizational and Human Dimensions of Successful Mentoring Programs and
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Relationships
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Workforce Education for Latinos: Politics, Programs and Practices
Ana G. Huerta-Macias 978-1-60752-078-8

Current Trends in Management Consulting


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Equivalence in Measurement
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Knowledge and the Search for Understanding Among Nations
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The New Schoolhouse: Literacy, Managers, and Belief
Mary-Ellen Boyle 978-1-60752-071-9

Theoretical and Cultural Perspectives on Organizational Justice


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Managing Tomorrow's High-Performance Unions
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The Role of Reflection in Managerial Learning: Theory, Research, and Practice 2000 $39.99
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Managing in a Five Dimension Economy: Ven Matrix Architectures for New


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G. D. Venerable

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Fundamentals of Economics for Environmental Managers
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Managing in a Team Environment
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Postmodern Management: The Emerging Partnership Between Employees and


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William McDonald Wallace

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Reengineering Corporate Training: Intellectual Capital and Transfer of Learning
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1998 $39.99
The Practice of Facilitation: Managing Group Process and Solving Problems
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1998 $39.99
Transforming the Character of Public Organizations: Techniques for Change Agents
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1988 $39.99
The Symlog Practitioner: Applications of Small Group Research
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Dispute Resolution from Diverse Perspectives


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Strategic Management in a Changing World $39.99 $73.99
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Survey Research Methodology, 1990-1999: An Annotated Bibliography


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Email: jeffrey.lim@tandf.com.sg Email: info@tandf.com.sg
Cynthia Ji, Account Manager
Email: cynthia.ji@tandf.com.sg Singapore, Philippines and Indonesia
Francis Chua, Sales Manager
Europe Singapore Office
The Eurospan Group: Email: francis.chua@tandf.com.sg
You can order from Eurospan by mail, fax,
email or telephone: Taiwan
Taylor & Francis Asia Pacific
Eurospan Group A1-6F, No. 16, Sec. 4, Nan-King E. Road
c/o Turpin Distribution Taipei 105
Pegasus Drive Taiwan ROC
Stratton Business Park Tel: +886 2 2578 6106 ext.125
Biggleswade, Bedfordshire SG18 8TQ, UK Fax: +886 2 2578 6507
Tel: 011 44 0 1767 604972 Jeffrey Lim, Books Sales Director
Fax: 011 44 0 1767 601640 Email: jeffrey.lim@tandf.com.sg
Orders: eurospan@turpin-distribution.com Raymond Hsu, Sales Executive
Other info: info@eurospan.co.uk Email: raymond.hsu@tandf.com.sg

Orders from buyers in UK, Continental Thailand

32
Europe, Middle East and Africa can be Jeffrey Lim, Books Sales Director
supplied directly by our stockist in the UK: Email: jeffrey.lim@tandf.com.sg
Eurospan. Please click here: Nonglak Sawaithong, Sales Executive
www.eurospangroup.com/bookstore Email: s.nonglak@tandf.com.sg

Japan Vietnam and Hong Kong


United Publishers Services Ltd Jeffrey Lim, Books Sales Director
1-32-5 Higashi-shinagawa Singapore Office
Shinagawa-ku, Tokyo 140-0002 Email: jeffrey.lim@tandf.com.sg
Japan
Tel: (03) 5479 7251
Fax: (03) 5479 7307
info@ups.co.jp

Maruzen Co. Ltd.


9F Maruzen Building, 2-3-10
Nihombashi, Chuoku, Tokyo
Japan 103-8245
Tel: +81-3-3272-3851
Fax: +81-3-3272-3920
promote@maruzen.co.jp

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Order Form/ Library Recommendation Form:
Books/Journals:
ISBN/ISSN Title Price
__________________________________________________________________________________________________

__________________________________________________________________________________________________

__________________________________________________________________________________________________

__________________________________________________________________________________________________

__________________________________________________________________________________________________

__________________________________________________________________________________________________

__________________________________________________________________________________________________

Please place a check on the appropriate line:


___ Visa ___ Mastercard ___ American Express ___ Check Enclosed

Card Number: __________________________________________Exp. Date & Security Code:______________________

Name:_____________________________________________________________________________________________

Signature:__________________________________________________________________________________________

Address:___________________________________________________________________________________________

City:__________________________________________________ State: ____________Zip:_______________________

Phone:_______________________ Fax:_____________________ E-mail:______________________________________

Shipping and Handling for Books:


Please include $7.50 for the first book on U.S. orders; $9.00 for the rest of the world.
($2.50 per additional book)

Shipping and Handling for Journals:


Outside the U.S. add $30.00 for surface mail
Personal subscription rates are valid only on orders paid for with a personal check or credit card.
Institutional checks will not be honored for personal subscriptions.

IAP - Information Age Publishing Inc.


P.O. Box 79049
Charlotte, NC 28271
tel: 704-752-9125 fax: 704-752-9113 e-mail: orders@infoagepub.com

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