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Patients diagnosed with Alzheimer's disease and related dementias (ADRD) rely on family members, their community, and the health care system for progressively increasing support over the course of their disease. These people receive care through a frequently siloed health care system across hospitals, nursing homes, ambulatory care settings, and long-term care settings, as well as community- and home-based care. As the number of people living with a diagnosis of ADRD continues to grow, so does the need to provide better support for these people and their caregivers. The National Institute on Aging (NIA) Division of Behavioral and Social Research suggests that organizational behavior change will be needed for health care systems to integrate all of the services and supports required to provide high-quality care for people with ADRD. NIA sponsored a workshop hosted by the National Academies of Sciences, Engineering, and Medicine to explore mechanisms to improve the quality of care for people living with ADRD and the potential of innovative payment models to incentivize health care systems to make the necessary systemic changes. The workshop convened a diverse array of experts in fields including nursing, geriatrics, health care economics, health care services research, quality measurement, social work, medical ethics, law, health care finance, and health care policy. This publication summarizes the presentation and discussion of the workshop.

Dans leur transformation continue, les organisations actuelles cherchent de plus en plus des nouvelles formes de production, d'organisation et de direction pour bien répondre aux attentes d'un environnement externe compétitif et exigeant, mais aussi pour mieux contribuer à la vie au travail des employés. Cet ouvrage intègre trois importants domaines de recherche et d'intervention en psychologie du travail et des organisations : les nouvelles formes d'organisation, le changement et l'innovation dans les organisations et ses relations avec le bien-être et les nouvelles technologies et enfin se focalise sur certaines situations de travail positives et négatives.

'Théories des organisations africaines'est un ouvrage collectif, écrit par 24 auteurs, dont les 19 chapitres montrent l'intérêt du sujet traité. Le contexte africain se révèle comme un champ d'études susceptible d'apporter une vision scientifique novatrice sur l'applicabilité de théories généralement considérées comme universelles. Les études et expériences présentées prouvent que les théories des organisations dans le contexte africain ne sont pas une vue de l'esprit, mais des réalités à explorer et à faire connaître.

This book presents the latest research on national brand and private label marketing - a collection of original, rigorous and highly relevant contributions of the 2017 International Conference on National Brand & Private Label Marketing in Barcelona. It covers a wide range of topics from fields as varied as retailing, marketing, general business, psychology, economics and statistics. Further, the conference addressed diverse areas of application, including: purchase-decision models, premium private labels, decisions involved in introducing new products, M-commerce, private label adoption, assortment decisions, private label pricing, brand equity and collaborative relationships.

Vertrauen ist ein zentrales Thema in Organisationen. Der Sammelbandstellt aktuelle Beiträge aus Forschung und Praxis zum Thema zusammen. Dabei werden z. B. Aspekte von Vertrauen in Gruppen, in Beratungsprozessen, in Bildung und Verwaltung oder in der virtuellen Realität beleuchtet. Die Aktualität der Vertrauensfrage in Organisation und Gesellschaft wird also aus multidisziplinären Perspektiven analysiert.

This book is one of the first to provide an overview of recent developments in social psychological theory as it applies to organizational issues. It brings together outstanding scholars whose research touches the interfaces of social psychology, IO psychology and organizational behavior.Social psychology deals with social interactions between individuals and groups. As individuals populate, run, and confuse (!) organizations, analyzing individual behavior and interpersonal interactions is critical for understanding organizational effectiveness and success, as well as individual satisfaction and well-being. The chapters in this volume address the critical topics for current and future organizational life such as prosocial and antisocial behavior, ethics, trust, creativity, diversity, stress, conflict, power and leadership and many more.

Process, Sensemaking, and Organizing is the first in a series of volumes which explore perspectives on process theories, an emerging approach to the study of organizations that focuses on (understanding) activities, interactions, and change as essential properties of organizations rather than structures and state - an approach which prioritizes activity over product, change over persistence, novelty over continuity, and expression over determination. Process and sensemaking may be seen as mutually interlocking phenomena and, as such, are cornerstones in process thinking, This volume brings together contributions from an international group of scholars energized by process organization studies. The collection offers perspectives from different disciplines, insights from diverse theoretical traditions and contexts, and parallels made with a range of cultural forms, including art, poetry, and cookery. At the same time, the chapters exhibit a clear emphasis on a process ontology, process theorizing, and narrative thinking. Across this rich and varied collection recurrent themes emerge that distinguish process theorizing from the more logico-scientific, variance-oriented research that dominates organization studies today. This book will appeal to academics, researchers, and graduate students in management, organization studies, and sociology who wish to better understand the emergent, changing, and flow-like character of organizational life and expand their understanding of the nature of sensemaking as a basis for organizing.

This volume is based around 14 chapters and two critical analyses which provide new perspectives on important organizational constructs. The first half of the book provides chapters by advanced graduate students who are making their first contributions to understanding organizational behavior. The second half of the book provides chapters illustrating new views of organizational constructs but from the perspectives of more established researchers in the field. All chapters share a common theme of attempting to provide new ways of viewing organizations and organizational behavior. Each chapter is based on the premise that, when presented with problems that seem impossible to solve, often the best results are achieved by finding new perspectives on the basic constructs being studied. These new perspectives provide insights which illuminate the problems for the theory of organizations as well as improving the ability of organizational members to solve practical organizational problems.

Creativity and Innovation in Organizational Teams stemmed from a conference held at the Kellogg School of Management in June 2003 covering creativity and innovation in groups and organizations. Each chapter of the book is written by an expert and covers original theory about creative processes in organizations. The organization of the text reflects a longstanding notion that creativity in the world of work is a joint outcome of three interdependent forces--individual thinking, group processes, and organizational environment.Part I explores basic cognitive mechanisms that underlie creative thinking, and includes chapters that discuss cognitive foundations of creativity, a cognitive network model of creativity that explains how and why creative solutions form in the human mind, and imports a ground-breaking concept of'creativity templates'to the study of creative idea generation in negotiation context. The second part is devoted to understanding how groups and teams in organizational settings produce creative ideas and implement innovations. Finally, Part III contains three chapters that discuss the role of social, organizational context in which creative endeavors take place.The book has a strong international mix of scholarship and includes clear business implications based on scientific research. It weds the disciplines of psychology, cognition, and business theory into one text.

This edition was conceived and compiled to meet the need for a comprehensive book for practitioners, academics, and students on the research of emotions in organizational behavior. The book is the first of its kind to incorporate organizational behavior and bounded emotionality. The editors'primary aim is to communicate the research presented at the bi-annual International Conference on Emotions and Organizational Life to a wider audience. This edition looks at the range of research on emotions within an organizational behavior framework; organized in terms of the individual, interpersonal, and organizational levels. Particular emphasis has been placed on obtaining the leading research in the international sphere. This book is intended to be useful to the student of organizational behavior, as well as to the managers of organizations.

This book argues that conventional interpretations of Freudian psychology have not accounted for the existence and complexity of death anxiety and its intrinsic relation to the creation of illusions and delusions. This book contends that there is sufficient evidence to support the view that death anxiety is not only a symptom of certain modes of psychopathology, but is a very normal and central emotional threat human beings deal with only by impeding awareness of the threat from entering consciousness. The immanence of the fear of death requires vigilant defensive and coping techniques, especially the distortion of reality through these defenses and fantasies, so that over-whelming terror does not psychologically cripple the organism. The fear of death is so horrific that human beings must insulate themselves in religious, social, and private illusions, rituals, obsessive pursuits, self-glorification, and myriad desperate attempts to lie about the quintessential nature of reality. Death is that terror that induces psychopathology. This book demonstrates that a careful reading of Freud reveals a copious amount of material supporting these propositions.

Organisational Semiotics offers an effective approach to analysing organisations and modelling organisational behaviour. The methods and techniques derived from Organisational Semiotics enable us to study the organisation by examining how information is created and used for communication, coordination and performance of actions towards organisational objectives. The latest development of the young discipline and its applications have been reported in this book, which provides a useful guide and a valuable reference to anyone working in the areas of organisational study and information systems development.

Social identity research is very much on the ascendancy, particularly in the field of organizational psychology. Reflecting this fact, this volume contains chapters from researchers at the cutting edge of these developments.

Each year from 1978 through 1987 the Center for Creative Leadership hosted an event called Creativity Week, during which a select group of researchers and practitioners would get together for a high-energy exchange of ideas on organizational creativity. Discussions explored such themes as individual innovation, creativity and teamwork, structuring the organization for innovation, and the relation of innovation to culture and technology. This book, which offers papers based on many of the best Creativity Week presentations, is thus a record of recent thinking, both practical and theoretical, on how organizational effectiveness can be improved.