According to W. Edwards Deming, American companies require nothing less than a transformation of management style and of governmental relations with industry. In Out of the Crisis, originally published in 1982, Deming offers a theory of management based on his famous 14 Points for Management. Management's failure to plan for the future, he claims, brings about loss of market, which brings about loss of jobs. Management must be judged not only by the quarterly dividend, but by innovative plans to stay in business, protect investment, ensure future dividends, and provide more jobs through improved product and service. In simple, direct language, he explains the principles of management transformation and how to apply them.

Out of the Crisis

Men and Women of the Corporation

Everybody knows that digital technology has revolutionized our economy and our lifestyles. But how many of us really understand the drivers behind the technology – the significance of going digital; the miniaturization of electronic devices; the role of venture capital in financing the revolution; the importance of research and development? How many of us understand what it takes to make money from innovative technologies? Should we worry about manufacturing going offshore? What is the role of India and China in the digital economy? Drawing on a lifetime’s experience in the industry, as an engineer, a senior manager, and as a partner in a global venture capital firm, Henry Kressel offers an expert personalized answer to all these questions. He explains how the technology works, why it matters, how it is financed, and what the key lessons are for public policy.

Competing for the Future

A Study of Teams: How It All Began The Apollo Syndrome Teams Containing Similar Personalities Identifying further Team Roles Team Leadership The Missing Team Roles Developing an inventory Unsuccessful teams Winning teams Ideal team size Features of good members of a team Teams in Public Affairs How Belbin reports developed Case Studies in Using Belbin

Management teams: Why they succeed or fail

Many practices aimed at cultivating multicultural competence in educational and organizational settings (e.g., exchange programs, diversity education in college, diversity management at work) assume that multicultural experience fosters creativity. In line with this assumption, the research reported in this article is the first to empirically demonstrate that exposure to multiple cultures in and of itself can enhance creativity. Overall, the authors found that extensiveness of multicultural experiences was positively related to both creative performance (insight learning, remote association, and idea generation) and creativity-supporting cognitive processes (retrieval of unconventional knowledge, recruitment of ideas from unfamiliar cultures for creative idea expansion). Furthermore, their studies showed that the serendipitous creative benefits resulting from multicultural experiences may depend on the extent to which individuals open themselves to foreign cultures, and that creativity is facilitated in contexts that deemphasize the need for firm answers or existential concerns. The authors discuss the implications of their findings for promoting creativity in increasingly global learning and work environments.

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Multicultural experience enhances creativity: the when and how.

This conceptual and discursive paper argues that diversity is a recognizable source of creativity and innovation that can provide a basis for competitive advantage. On the other hand, diversity is also a cause of misunderstanding, suspicion and conflict in the workplace that can result in absenteeism, poor quality, low morale and loss of competitiveness. Firms seeking competitive advantage therefore face a paradoxical situation. If they embrace diversity, they risk workplace conflict, and if they avoid diversity, they risk loss of competitiveness. The advantages and disadvantages associated with workforce diversity put organizations in a position of managing a paradoxical situation. To give support to this assertion, the paper considers what is meant by diversity, how it is best managed, what its relationship with creativity and innovation might be and how the problems created by the management of diversity, creativity and innovation might be resolved.

The Paradox of Diversity Management, Creativity and Innovation

Purpose – This paper seeks to examine the issue of whether Herzberg's two‐factor motivation theory still resonates nearly 50 years after it was first posited. The objective is to assess whether or not Herzberg's contentious seminal studies on motivation at work still hold true today.Design/methodology/approach – The arena in which the theory is investigated is work‐based suggestion schemes, and the question considered is “What motivates employees to contribute ideas?” The paper begins by revisiting the literatures that form the basis of motivation theory and, in particular, the furore surrounding the work of Fredrick Herzberg.Findings – The results are derived from a survey providing over 3,200 responses. They suggest that money and recognition do not appear to be primary sources of motivation in stimulating employees to contribute ideas. In line with Herzberg's predictions, factors associated with intrinsic satisfaction play a more important part.Originality/value – The paper demonstrates that, despite t...

Does Herzberg's motivation theory have staying power?

The premise of this paper is that for effective diversity management, it is essential that an organization has in place factors that create effective structure, including workplace equality processes and programmes. In order to demonstrate this viewpoint, research was undertaken in a communications-intensive firm by means of the extensive examination of documents and corroborative interviews. The findings were obtained by means of Beer's Viable Systems Model (1985). The research assumption was shown to be the case—the major finding indicates that effective diversity management is dependent on appropriate structures and systems to support the communication and implementation of arrangements to create and sustain workplace equality. Copyright © 2007 John Wiley & Sons, Ltd.

Nigel Bassett-Jones

Papers

The Paradox of Diversity Management, Creativity and Innovation

Does Herzberg's motivation theory have staying power?

The Paradox of Diversity Management, Creativity and Innovation

Delivering effective diversity management through effective structures