Ambiguity and Choice in OrganizationsUniversitetsforlaget, 1976 - 408 pages |
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Page 283
... formal participation than in fields where rewards are more divisible , or divisible only along hierarchical lines . Also , under the former conditions leadership - groups will be more willing to let new groups , lower in the hierarchy ...
... formal participation than in fields where rewards are more divisible , or divisible only along hierarchical lines . Also , under the former conditions leadership - groups will be more willing to let new groups , lower in the hierarchy ...
Page 285
... formal leaders in order to confirm themselves as leaders . In organizations with a strong emphasis on professional competency and agreement on what that means , formal participation will not be perceived as an alternative for people ...
... formal leaders in order to confirm themselves as leaders . In organizations with a strong emphasis on professional competency and agreement on what that means , formal participation will not be perceived as an alternative for people ...
Page 299
... formal meeting about the teaching policies of the department , 32.3 % had formal discussions and 23.9 % had done neither . The larger the department , the clearer the tendency to coordinate teaching through formal meetings . This is not ...
... formal meeting about the teaching policies of the department , 32.3 % had formal discussions and 23.9 % had done neither . The larger the department , the clearer the tendency to coordinate teaching through formal meetings . This is not ...
Contents
People Problems Solutions and the Ambiguity | 24 |
Attention and the Ambiguity of Selfinterest | 38 |
Introduction | 54 |
Copyright | |
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Common terms and phrases
3rd grade accepted action active administrative alternative assembly associate assume attention attitudes become behavior beliefs Board candidates chairman choice opportunities clear College completely concerns consider consistent deadline dean decided decision demands discussion District educational effects energy established existing expect fact faculty faculty members flow formal four garbage give given goals governance grade house meeting ideas important increase indicate individual interest interpretation involved issues leaders less major March non-leaders observed organization organizational outcomes parents participation particular perceived period persons physics political position possible present problems procedures produced professional professors proposal question rational reasons relatively reorganization response result school committee situation social solutions strong structure suggest Table teachers theory tion Tromsø values vote