Giáo trình Organizational behavior a practical problem solving approach by fugate

Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate Giáo trình Organizational behavior a practical problem solving approach by fugate

Organizational Behavior Kinicki Fugate A Practical, Problem-Solving Approach CONNECT FEATURES Interactive Applications Interactive Applications offer a variety of automatically graded exercises that require students to apply key concepts Whether the assignment includes a click and drag, video case, or decision generator, these applications provide instant feedback and progress tracking for students and detailed results for the instructor Self-Assessments Self-awareness is a fundamental aspect of personal or professional development With 95 researchedbased self-assessments, students will have frequent opportunities to make the chapter concepts come to life by seeing how they apply to them personally Manager’s Hot Seat Videos The Manager’s Hot Seat is an interactive online video program that allows students to watch real managers apply their years of experience in confronting issues Students assume the role of the manager as they watch the video and answer multiple-choice questions that pop up during the segment, forcing them to make decisions on the spot Students learn from the manager’s mistakes and successes, and then a report critiquing the manager’s approach by defending their reasoning Connect Insight The first and only analytics tool of its kind, Connect Insight is a series of visual data displays, each of which is framed by an intuitive question and provides at-a-glance information regarding how an instructor’s class is performing Connect Insight is available through Connect titles EASY TO USE Learning Management System Integration Simple McGraw-Hill Campus is a one-stop teaching and learning experience available to use with any learning management system McGraw-Hill Campus provides single signon to faculty and students for all McGraw-Hill material and technology from within the school website McGraw-Hill Campus also allows instructors instant access to all supplements and teaching materials for all McGraw-Hill products Seamless Blackboard users also benefit from McGraw-Hill’s industry-leading integration, providing single sign-on to access all Connect assignments and automatic feeding of assignment results to the Blackboard grade book POWERFUL REPORTING Connect generates comprehensive reports and graphs that provide instructors with an instant view of the performance of individual students, a specific section, or multiple sections Since all content is mapped to learning objectives, Connect reporting is ideal for accreditation or other administrative documentation Secure Organizational Behavior A Practical, Problem-Solving Approach Angelo Kinicki Arizona State University Mel Fugate Southern Methodist University ORGANIZATIONAL BEHAVIOR: A PRACTICAL, PROBLEM-SOLVING APPROACH Published by McGraw-Hill Education, Penn Plaza, New York, NY 10121 Copyright © 2016 by McGraw-Hill Education All rights reserved Printed in the United States of America No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of McGraw-Hill Education, including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning Some ancillaries, including electronic and print components, may not be available to customers outside the United States This book is printed on acid-free paper RMN/RMN ISBN 978-1-25-918841-1 MHID 1-25-918841-8 Senior Vice President, Products & Markets: Kurt L Strand Vice President, General Manager, Products & Markets: Michael Ryan Vice President, Content Design & Delivery: Kimberly Meriwether David Managing Director: Susan Gouijnstook Brand Manager: Michael Ablassmeir Director, Product Development: Meghan Campbell Product Developers: Jane Beck/Andrea Scheive Marketing Manager: Elizabeth Trepkowski Director, Content Design & Delivery: Terri Schiesl Program Manager: Mary Conzachi Content Project Managers: Harvey Yep / Danielle Clement Buyer: Michael F McCormick Design: Keith McPherson Content Licensing Specialist: Lori Hancock Cover Image: Getty images ® Collection E+ By Syolacam Compositor: Aptara®, Inc Printer: R R Donnelley All credits appearing on page or at the end of the book are considered to be an extension of the copyright page Library of Congress Cataloging-in-Publication Data Kinicki, Angelo Organizational behavior : a practical, problem-solving approach / Angelo Kinicki, Arizona State University, Mel Fugate, Southern Methodist University — First edition pages cm ISBN 978-1-259-18841-1 (alk paper)—ISBN 1-259-18841-8 (alk paper) Organizational behavior I Fugate, Mel II Title HD58.7.K52638 2016 658—dc23 2014041010 The Internet addresses listed in the text were accurate at the time of publication The inclusion of a website does not indicate an endorsement by the authors or McGraw-Hill Education, and McGraw-Hill Education does not guarantee the accuracy of the information presented at these sites www.mhhe.com To Bob Kreitner, my best friend and co-author for over 30 years I love ya man — Angelo I want to thank my sweet wife, Donna Her support, understanding, and friendship are invaluable I’m glad you’re my wife — Mel winning at work DEDICATION V about the authors VI Angelo Kinicki is an award winning professor, author, and consultant He is a Professor of Management and is the recipient of the Weatherup/Overby Chair in Leadership at the W.P Carey School of Business, Arizona State University He also is a Dean’s Council of 100 Distinguished Scholar at the W P Carey School of Business He joined the faculty in 1982, the year he received his doctorate in business administration from Kent State University Angelo is the recipient of six teaching awards from Arizona State University, where he teaches in its nationally ranked MBA and PhD programs He also received several research awards, and was selected to serve on the editorial review boards for four scholarly journals His current research interests focus on the dynamic relationships among leadership, organizational culture, organizational change, and individual, group, and organizational performance Angelo has published over 98 articles in a variety of academic journals and is co-author of eight textbooks (30 including revisions) that are used by hundreds of universities around the world Several of his books have been translated into multiple languages, and two of his books were awarded revisions of the year by The McGraw-Hill Company Angelo is a busy international consultant and is a principal at Kinicki and Associates Inc., a management consulting firm that works with top management teams to create organizational change aimed at increasing organizational effectiveness and profitability He has worked with many Fortune 500 firms as well as numerous entrepreneurial organizations in diverse industries His expertise includes facilitating strategic/ operational planning sessions, diagnosing the causes of organizational and work-unit problems, conducting organizational culture interventions, implementing performance management systems, designing and implementing performance appraisal systems, developing and administering surveys to assess employee attitudes, and leading management/executive education programs He developed a 3600 leadership feedback instrument called the Performance Management Leadership Survey (PMLS) that is used by companies throughout the World Angelo and his wife of 32 years Joyce have enjoyed living in the beautiful Arizona desert for 31 years They are both natives of Cleveland, Ohio They enjoy traveling, hiking, and spending time in the White Mountains with Gracie, their adorable golden retriever Angelo also has a passion for golfing Mel Fugate is a professor and consultant He is an associate professor of Management and Organizations in the Cox School of Business at Southern Methodist University He teaches executive, MBA, and undergraduate courses He has won six teaching awards across undergraduate and graduate levels Prior to the Cox School he was a visiting assistant professor of Organizational Behavior at Tulane University’s A.B Freeman College of Business He also has international teaching experience in the International MBA program at EM Lyon School of Management in Lyon, France Prior to earning his Ph.D in Business Administration and Management from Arizona State University, Mel performed consulting services in marketing and business development and was a sales representative and manager in the pharmaceutical industry He also has a BS in engineering and business administration from Michigan State University Mel’s primary research interests involve employee reactions to organizational change and transitions at work This includes but is not limited to downsizings, mergers and acquisitions, restructurings, and plant closings Another research stream involves the development of a dispositional perspective of employability and its implications for employee careers and behavior Current interests also include the influence of leadership and organizational culture on performance and the influence of emotions on behavior at work He has published in a number of premier management and applied psychology journals His current consulting work includes many industries (e.g., healthcare, legal, energy, information technology, and financial services) and aims to enhance individual and organizational performance by utilizing a variety of practical, research-based tools Professor Fugate’s research and comments have been featured in numerous media outlets: The Wall Street Journal, The New York Times, Financial Times, FastCompany, Dallas Morning News, CNN, Fox, ABC, and NBC Mel and his wife, Donna, are both very active and enjoy fitness, traveling, live music, and catering to their sweet Jack Russell Terrier, Mila ABOUT THE AUTHORS VII Organizational Behavior: A Practical ProblemSolving Approach is intended for use as a concepts book for the Organizational Behavior (OB) course at the undergraduate and MBA levels We wrote this book because of our sincere belief that the application of knowledge about organizational behavior can help people flourish both personally and professionally Drawing on our combined 51 years of teaching organizational behavior along with our key strengths—12 teaching awards, success publishing scientific OB research, extensive management consulting and textbook writing—we have created a highly engaging, practical text based solidly on classic and contemporary OB research To achieve this, we’ve integrated an informal and conversational writing style with a visually interesting magazine-like layout that appeals to the preferences and learning styles of today’s students This follows an approach successfully applied by Angelo Kinicki and Brian Williams’s text Management: A Practical Introduction, 6th ed Topics are broken down into easily grasped, “bit-sized” portions, interspersed with frequent features that reinforce learning Our goal was to create a text that students enjoy reading and that will make a difference in their lives by providing them with practical tools that can be used at work, home, and school If we have made learning about organizational behavior engaging, easy, and practical, we have accomplished our mission The text is organized according to the traditional flow from individual to group to organizational levels Within each level we discuss the issues that today’s students need to master to succeed, such as human and social capital, ethics, emotional intelligence, person–environment fit, critical thinking, problem solving, diversity, positive OB, social media, crucial conversations, influence, working with others and leadership While our book is unique in many ways, five features are especially notable: A student-centric approach to learning An explicitly applied and practical approach An emphasis on problem solving Imaginative writing for readability and engagement Resources that work preface Kinicki/Fugate: A Book Aimed at Helping Students Flourish Both Personally & Professionally FEATURE #1: A STUDENT-CENTRIC APPROACH TO LEARNING Chapter openers are designed to frame chapter content and help students read with purpose Each chapter begins with four to seven provocative, motivational Major Questions associated with the main topics of the chapter These Major Questions are intended to help students answer the more fundamental questions “so what?” and “why does this matter to me?” for each major topic in the chapter The Major Questions help students read with purpose and focus Instead of opening with a conversational vignette or short case like many texts, we open with Winning at Work, a feature which offers practical nuts-and-bolts or “how to” advice about issues that are important to students’ personal and professional success “I think this [Major Question/ The Bigger Picture] is a great idea Students want to have an idea of why it is important and what it means to them This book will really speak to the Millennial generation.” —Holly Schroth, University of California, Berkley IX glossary/subject index www.downloadslide.net I-18 semantic memory, 115 sender, in communication process, 295–296, 295 serenity, 225 Servant-leadership Increased service to others rather than to oneself 451–453, 452 service design, 592–593 set goals, 187 sexual harassment, 338 sexual orientation, 135 shareholders, as force for change, 560 Shift Index, 573 Signature strengths, 244 Simon’s normative model, 371–372 simplification, and perception (memory), 114 simulation-based mastery, 103 situation, behavior contingent upon, 4–6 situational control, 454–457, 455 Situational theories of leadership The effectiveness of a particular style of leader behavior depends on the situation 439, 454–461 application of, 460–461 caveat about, 461 skills hard, 6, hiring based on, leadership, 446, 446 portable, promotion based on, 7–8, 8f soft, 6–8 sought-after, by employers, 3, 6–7, skills gap, 128, 129 skill variety, in job design, 170 Skinner boxes, 207 sleep disorders, 581–582 slippery slope, 17 slogans, and organizational culture, 496, 496 SMART goals An acronym for setting good goals: Specific, Measurable, Attainable, Results Oriented, and Time Bound 161, 164, 187–190, 188 smoker ban, in hiring, 108 smoothing (obliging), 350, 350, 352 social and political pressures, 561 social awareness, 95, 97 Social capital The productive potential resulting from relationships, goodwill, trust, and cooperative effort 10, 9–12 building, 11, 11–12 forms of, 10t as investment, 9–11 social cognition, 115 social companionship, 245 social competence, 95, 97 social information processing model, 112–116, 295 Social loafing The tendency for individual effort to decline as group size increases 271–272 guarding against, 271–272 by individualists versus collectivists, 271 socially responsible companies, 426 Social media Web-based and mobile technologies to generate interactive dialogue with members of a network 308–316 blocking access to, 312, 312–313 brand reinforcement via, 314 and bullying, 342, 346–347 communication richness of, 298 concerns and remedies, 312–313 costs of, 310–311 developmental networks and, 510 and hiring process, 69, 111 knowledge sharing via, 314 leadership’s attitudes toward, 313 and marketing, 309–310 personal and brand reputation in, 314–315, 324–325 privacy and, 315, 316 Problem-Solving Application Case on, 324–325 and productivity, 308–310 “re-energizing” effects of, 312 Self-Assessment of readiness, 313 strategy for, 313–314 talent recruitment via, 314 utilization rates by age, 308 Social media policy A company policy that describes the who, how, when, for what purposes, and consequences for noncompliance of social media usage 315–316, 316 social perception, 112 social pressures for change, 561 social proof, 418 Social support The amount of perceived helpfulness derived from social relationships 245 social system stability, 486 socialization, 502–507 See also organizational socialization socialization tactics, 507 Soft skills Relate to our human interactions and include both interpersonal skills and personal attributes 6–8 Soft tactics Friendly tactics—rational persuasion, inspirational appeals, consultation, ingratiate in, and personal appeals 416 solving, 29 Span of control The number of people reporting directly to a given manager 522 spatial intelligence, 78 specific, 188 “spinning,” 431–432 spot rewards, 210 staffing, adequate, 581 Staff personnel Personnel that perform background research and provide technical advice and recommendations to their line managers 522 stage presence, 318 stakeholders as force for change, 560 interdependence of, 222 satisfying, 542, 543, 554–555 GLOSSARY/SUBJECT INDEX STATE technique, for crucial conversations, 320 status symbols, and culture change, 496, 497 Stereotype An individual’s set of beliefs about the characteristics or attributes of a group 117–118, 131, 307 formation and maintenance of, 117–118 managerial challenges and recommendations, 118 stimulus–response (S–R) connection, 207 stock vesting, ethics of timing, 214 Stop 1: define find the problem, 21 Stop 2: identify potential causes, 22 Stop 3: make recommendations, 22 stories, and organizational culture, 496, 497, 497–498 storming stage, of groups, 265, 265 Strategic constituency Any group of individuals who have some stake in the organization 542, 543, 554–555 Strategic plan Outlines an organization’s long-term goals and the actions necessary to achieve those goals 495, 569, 584 strategic skills, of leaders, 446 Stress An adaptive response to environmental demands, referred to as stressors, that produce adaptive responses that include physical, emotional, and behavioral reactions that are influenced by individual differences 101, 579–583 good and bad, 579–580 occupational, model of, 580, 580–583 outcomes of, 583 perceived, 62 stress management, 587–588 cognitive appraisals in, 582 cognitive restructuring in, 587, 587–588 coping strategies in, 582 Integrative Framework for, 556, 590, 591 W.I.N at Change approach for, 557 Stressors Environmental characteristics or factors that cause and produce stress 53, 581 stress-reduction techniques, 587, 587 stronger relationships, 336 Structural empowerment Transferring authority and responsibilities from management to employees 411–412 structure, organizational See organizational design subjective norm, 46 success making own luck and, 104 positive emotions and, 226 practice and, 102–104, 103 proactivity and, 73, 83–84 suppression, in diversity management, 134 Surface-level characteristics Those characteristics that are quickly apparent to interactants, such as race, gender, and age 123, 123 www.downloadslide.net Sustainability culture A company’s ability to make a profit without sacrificing the resources of its people, the community, and the planet 483–484 SWOT analysis, 569 Symptom management strategies Methods focusing on reducing the symptoms of stress 582 Systems Approach, 27 systems model of change, 566–570, 567 applying, 584–585 inputs in, 567, 567–569 outputs in, 570 T 3Cs of team players, 271 of teams, 282–283 3-Stop Problem Solving Approach, 6, 21–22, 29, 31–32 360-degree feedback Individuals compare perceptions of their own performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers 192–193 time bound, 188 timeliness, and performance, 192 tobacco-free hiring, 108 tolerance for ambiguity, 384, 385 toleration, in diversity management, 134 top-down job design, 168–172 Total rewards Rewards not only involving compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work–life balance 203 touch, 300 tracking, of consumers, 553–554 tracking sensors, 251–252 traditional designs, 527, 527 traditionalists (generation), 129, 130, 136 training core self-evaluations and, 94 in cultural change, 496, 496–497 in diversity management, 136 traits, 74–75, 75, 102 generational differences in, 129, 130 trait theories of leadership, 443–447, 444 Trait approach Attempts to identify personality characteristics or interpersonal attributes that can be used to differentiate leaders from followers 443 Transactional leadership Focuses on clarifying employees’ role and task requirements and providing followers with positive and negative rewards contingent on performance 448–449 Transformational innovations Targeted at creating new markets and customers that rely on developing breakthroughs and inventing things that don’t currently exist 545 Transformational leadership Leaders that transform followers to pursue organizational goals over selfinterests 441, 445, 462–465, 463 ethics in, 465 idealized influence in, 463, 463–464 implications for managers, 465 individualized consideration in, 463, 464 inspirational motivation in, 462–463, 463, 465 intellectual stimulation in, 463, 464 process of, 463, 464–465 Self-Assessment of, 465 virtual, 465 GLOSSARY/SUBJECT INDEX glossary/subject index Tacit knowledge Information gained through experience that is difficult to express and formalize 374 tactics influence, 415–417 political, 422, 422–423 socialization, 506, 507 Take-Away Applications (TAAPs), 22 talent, practice versus, 103 Talent Is Overrated: What Really Separates Performers from Everybody Else (Colvin), 103 talent recruitment, via social media, 314 target elements of change, 569 task boundaries, 172, 173 task identity, 171 task-oriented leadership, 441, 448–450, 454–457, 455 Task roles Roles that enable the work group to define, clarify, and pursue a common purpose 258–260 types and descriptions of, 259 task significance, 171 task strategies, 167 task structure, 455, 455–457, 459–460 Team(s) A small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable 267–278 conflict on, 338–341 criteria for, 268 effectiveness of, 268, 282–284 empowerment of, 413 versus group, 267–269 in group development terms, 268–269 high-performing, characteristics of, 282 horizontal design and, 527, 529–530, 539 Integrative Framework for, 253, 254, 285, 286 NASA example of, 283–284 rewards, competition, and collaboration on, 283 self-managed, 274–276 size of, 284 3Cs of, 282–283 virtual, 276–278 Team adaptive capacity The ability of a team to meet changing demands and to effectively transition members in and out 283 Team building A catchall term for a host of techniques aimed at improving the internal functioning of work groups 272–274 accelerated process of, 273–274 return on investment, 272–273 Team charters Descriptions of how the team will operate, such as processes for sharing information and decision making (teamwork) 255, 282–283 Team composition The collection of jobs, personalities, knowledge, skills, abilities, and experience of team members 283 team identity, 255 Team performance strategies Deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities 282–283 team players, 269–272 social loafers (free riders) versus, 271–272 3Cs of, 271 team vision, 255 teamwork competencies, 269–272, 270 technological advancements, 560 technology advantages versus disadvantages of, 24 conflict intensification by, 342–348 as force for change, 560 and organizational design, 537 virtual teams via, 276–278 TED (Technology, Education, Design) talks, 317–319 Telecommuting Allows employees to all or some of their work from home, using advanced telecommunications technology and Internet tools to send work electronically from home to the office, and vice versa 60, 344, 530 telephone communication, 295, 298, 307 Temperance A shared belief in showing restraint and control when faced with temptation and provocation It promotes self-control, humility, and prudence 239 10,000-hour rule, for practice, 102 Theory X A pessimistic view of employees: that they dislike work, must be monitored, and can only be motivated with rewards and punishment (“carrots and sticks”) 148 Theory Y A modern and positive set of assumptions about people at work: that they are selfengaged, committed, responsible, and creative 148 thesis, 349 third-party intervention, in conflict, 353–355 I-19 www.downloadslide.net transparency, in rational decision making, 371 Trust A reciprocal belief that another person will consider how his or her intentions and behaviors will affect you 227, 241, 279–281 building, 280–281 in change agent–recipient relationship, 577 communication, 280 competence, 280 contractual, 279 forms of, 279–280 public opinion polls on, 279 reciprocal, 280 repairing, 281, 281 Self-Assessment of, 281 social media use and, 313 trustworthiness, 417 The Truth About Lies in the Workplace: How to Spot Liars and What to Do About Them (Goman), 300 Tuckman’s group development model, 264–266, 265 turnover, 65, 107, 351–352 type, 298 U unethical behavior, causes of, 17 unethical does not mean illegal, 14 unfreezing stage, of change, 564–565, 565 Unity of command principle Each employee should report to only one manager 520 upward management crucial conversations in, 321 favorable impression in, 429–430 gauging receptiveness to, 321 rewards and, 200 Upward spirals of positivity Positive behaviors, feelings, and attitudes feed your own and those of others in a continual, reinforcing process 226 “us versus them,” 339 glossary/subject index V I-20 Valence The positive or negative value people place on outcomes 162, 162 Value(s) Abstract ideals that guide one’s thinking and behavior across all situations 40–43 alternative rewards and, 203–204 bipolar dimensions of, 40, 40–41 competing, 487–492, 488 conflict and congruity of, 41, 41–42 dynamics of, 43 enacted, 482–483 espoused, 482–483, 494–495 generational differences in, 129, 130 Integrative Framework for, 38, 67, 67 organizational, 239, 240, 482–483, 487–492, 494–495 and organizational commitment, 50–51 personal application of, 43–44 Schwartz’s theory of, 40–43 Self-Assessment of, 42 workplace application of, 42 Value attainment Satisfaction that results from the perception that a job allows for fulfillment of an individual’s important values 58 value orientation, 384, 385 “vanity” metrics, 202 variable pay, 204–205 variable rewards, 210 venture capital (VC) industry, 428–429 vertical dyad, 466 vertical loading, 170 virtual interviews, 116 Virtual structure An organization whose members are geographically apart, usually working with e-mail and other forms of information technology, yet which generally appears to customers as a single, unified organization with a real physical location 519, 532–534, 533, 539 Virtual teams Teams that work together over time and distance via electronic media to combine effort and achieve common goals 276–278 best uses for, 277 effective participation and management in, 277–278 face-to-face interaction versus, 278 obstacles for, 277 virtual workers, 520 virtuous leadership, 240, 240–241 components of, 241 effects of, 241 Virtuousness Represents what individuals and organizations aspire to be when they are at their very best 240 Vision A long-term goal that describes “what” an organization wants to become A compelling future state for an organization 495, 568 leadership, 462–463, 465 organizational, 495 in systems model of change, 568–569 GLOSSARY/SUBJECT INDEX Voice Employees’ upward expression of challenging but constructive opinions, concerns, or ideas on work-related issues to their managers 159–160, 203–204 Volker Rule, 406 Vroom’s expectancy theory, 161–164 W walking meditation, 234 war, conflict as, 335 waypower, 235–236 wealth, and innovation, 546 Well-being The combined impact of five elements—positive emotions, engagement, relationships, meaning, and achievement (PERMA) 242–247 whistleblowers, 16, 35–36, 70 willpower, 235–236 W.I.N at Change, 557 Withdrawal cognitions An individual’s overall thoughts and feelings about quitting 62 women on boards of directors, 122, 127 chief executive officers, 127 communication styles of, 305–307 glass ceiling and, 127 leadership styles of, 445 navigation of career labyrinth, 135 Wonderlic test, 79 work design See job design work–family balance, 132, 343–344 Work–family conflict Occurs when the demands or pressures from work and family domains are mutually incompatible 342–344 consequences of, 342, 343 reducing, 343–344 Self-Assessment of, 342–343 workflow, and organizational culture, 496, 499 Workplace attitudes An outcome of various OB-related processes, including leadership 44, 50–55 workplace design, and organizational culture, 495–496, 496 worst-employer lists, 68–69 written communication, 295–296, 298 Z zero-sum game, 411 Zone of possible agreement (ZOPA) The range of possibilities you are willing to accept 357 www.downloadslide.net A Ackman, Bill, 416 Acton, Lord, 404 Adams, J Stacey, 157, 157 Ajzen, I., 46–49, 47 Akitunde, Anthonia, 315, 316 Albanese, Tom, 372 Allen, Herb, III, 236 Allen, R W., 422 Almonte, Linda, 16 Ambani, Mukesh, 84 Anand, N., 527 Andreesen, Marc, 202, 236, 429, 429 Arbuckle, Barry, 400 Arison, Micky, 208 Armstrong, Lance, 13, 14 Armstrong, P M., 354 Arnold, John, 177 Ashforth, B E., 507 Assange, Julian, 156 B Caido, J., 10 Calarco, M., 219 Cameron, K., 219, 220, 488, 540 Campbell, Kevin, 47 Campion, M A., 446 Carli, Linda, 127 Casler, R A., 349 Casserly, M., Cately, T., 346 Catmull, Ed, 396 Chambers, John, 507 Charan, Ram, 12 Chen-Charash, Y., 160 Chmerkovskiy, Maksim, 147, 147 Chouinard, Yvon, 463, 463–464 Christensen, Clayton, Cialdini, Robert, 418, 418–419 Cifuentes, Jamie, 560 Clark, Wesley, 408–409 Clayton, Joseph, 68–69 Cody, Steve, 170 Cogdell, Nicole, 140–141 Cohen, Steven, 15 Coleman, Rachel, 83 Collins, Francis S., 287 Colquitt, J A., 160 Colvin, Geoff, 103, 103 Conley, Chip, 149 Conlon, D E., 160 Cook, Tim, 10, 10, 442 Cooke, Bill, 571 Cooper-Thomas, H., 346 Cornell, Andrew, 100 Cote, David, 161 Coury, Robert, 163 Couto, E., 10 Crutchfield, Kevin, 163 Curran, S., 329 Cushing, Heather, 451 D Daft, Richard L., 527, 527 D’Ambriosio, Lou, 552 David, Trevor, 355 Davis, Meryl, 147, 147 Dean, James, Jr., 515 Dean, Lloyd, 463, 473–474 Deci, Edward, 151 Deegan, Shannon, 73 Degraff, J., 488 Desimone, Robert, 230 Dessureault, Carl, 39 Di Meglio, F., 329 Dimon, Jaime, 136, 267, 370, 370, 593 Disney, Roy, 460 Disney, Walt, 495 Dodd, Chris, 560 Dodson, Jerome, 242–243 Dolsten, Mikael, 287 Donald, Jim, 546 Doraiswamy, Muali, 233 Doshi, Suhail, 202 Douglas, Gabby, 161 Downey, Robert, Jr., 389 Dratler, Sandra, 473–474 D’Rozario, Stuart, 583 Drucker, Peter, 480 Dudley, Bob, 207, 498, 562 Duke, Mike, 194–195 Dunn, Brian, 250–251 Duns, Jeremy, 435 Dutton, J E., 173 Dyson, James, 151, 151 E Eagly, Alice, 127 Ebbers, Bernie, 14 Eckard, Cheryl, 16 Edelman, Ben, 399 Eich, Brendan, 338 Eichinger, R., Einstein, Albert, 21 Ellory, R J., 435 English, Paul, 482 Ergen, Charles, 68 Evans, Gail, 451 Ewert, Doug, 362 F Fassina, N E., 160 Feldman, Daniel, 501, 502 Felicio, J A., 10 Festinger, Leon, 46, 46 Fiedler, Fred, 454–457, 455, 461 Fields, Mark, 480 Filley, A C., 333 Fishbein, M., 46 Flour, Jeff, 548 Fogarty, Dan, 338 Folliard, Tom, 301–302 Ford, John, 112 Ford, M T., 160 Fortado, B., 333 Foyt, Carol, 515 Frank, Barney, 560 Frankl, Viktor, 246 Frederickson, Barbara, 220, 224, 225, 226, 243 French, W L., 572 Friede, Eleanor, 373 Friedman, Stephen, 424 Friedman, Thomas, 483 G Galbraith, Jay, 529 Gardenswartz, Lee, 123 Gardner, D., 346 Gardner, Howard, 77 Garlinghouse, Brad, 514 Garvin, Suzanne, 241 Gary, Loren, 21 Gates, Bill, 547 Gerstandt, Joe, 10 Gibb, J R., 304 Gilbert, Daniel, 232 Gladwell, Malcolm, 102 Goleman, Daniel, 97, 445 Goman, Carol Kinsey, 300 Gore, Bill, 275, 529–530 Gostanian, Greg, 199 Graham, C., 311 Greene, John, 56 Greene, Robert, 107 name index Bachman, Barbara, 140–141 Bader, Brian, 145 Bagley, Constance, 387–388, 388 Baltazar, Ivana, 164 Bandura, A., 88 Bardi, A., 41 Barra, Mary, 490, 578, 578 Barrick, M R., 81 Bartz, Carol, 100 Bass, Bernard, 442, 462 Bassett, Justin, 69 Bates, S., 85 Battle, Tonya, 141–142 Bazerman, Max, 16, 17 Bea, Bob, 377 Beaudoin, Pierre, 490 Beeson, John, 301 Begemann, Jens, 263 Bell, C H., Jr., 572 Benioff, Marc, 56 Benne, K D., 259 Bentley, T., 346 Bezos, Jeff, 20, 81, 497 bin Laden, Osama, 20 Birkenfield, Bradley, 16 Black, William, 15 Blakely, Sara, 87 Blankfein, Lloyd, 214, 593 Bloomberg, Michael, 136 Bolten, Josh, 424 Boomer, Jim, 196 Bossidy, Larry, 12 Bovatzis, R., 97 Bowman, Frank, 562 Branson, Sir Richard, 395 Brin, Sergey, 488, 494, 494 Brody, Nina, 447 Brophy, B., 329 Brydon, M J., 381 Buckley, George, 492 Buckmaster, Jim, 427 Burnes, Bernard, 571 Burns, Tom, 535–537 Byrd, Robert, 405 C I-21 www.downloadslide.net Greenleaf, Robert, 451 Greer, Stephen, 449 H Hackman, J Richard, 170 Hagedorn, Jim, 334 Hall, P J., 354 Hartnell, C A., 493 Hartung, Adam, 399 Hassan, Fred, 297 Hastings, Reed, 237 Hawking, Stephen, 77 Hayes, Nick, 324 Hayes-Beaty, Ashley, 553–554 Hays, Richard, 49 Hayward, Tony, 431 Heider, Fritz, 119 Herzberg, Frederick, 153–155, 170 Hesselbein, Frances, 411–412 Higgins, M., 509 Highhouse, S., 481 Hodge, Tishuana, 504 Hoffman, Reid, 37 Holder, Eric, 15 Holmes, Chris, 492 Holmes, Jeffrey, Hori, Roxanne, Horowitz, Ben, 236, 429, 429 Horowitz, Sara, 531 Hossain, Nadim, 170 House, Robert, 458–460, 459 Hoy, Angela, 435 Hsieh, Tony, 37 Hundley, Joe Rickey, 229 I Iger, Bob, 460 Iksil, Bruno Michel, 370 Immelt, Jeffrey, 267, 464 Infante, E A., 354 Ireland, R D., 373 Ismael, Salim, 514 name index J I-22 Jackson, Reggie, 77 Jacobs, Bert, 153, 236 Jacobs, John, 236 Jacobson, K J L., 183 Jenkins, Antony, 241 Jewell, Sally, 568, 568 Jin Zhiguo, 565–566 Jobs, Steve, 10, 81, 278, 374, 494, 545 Johnson, Fisk, 186 Johnson, Ron, 265, 536 Jones, Blair, 163 Jones, D A., 160 K Kabat-Zinn, Jon, 234 Kahn, William, 52 Kahneman, D., 373 Katsioulis, Evangelo, 77 Katzenberg, Jeffrey, 396 Kelleher, Herb, 230 Kellerman, B., 432 NAME INDEX Kelley, David, 396, 549 Kelley, Harold, 119–121 Kelly, Gary, 485 Kennedy, Ted, 473 Keogh, Scott, 592 Kerry, John, 542 Keyser, J., 303 Khan, Sal, 83 Kill, Graham, 543 King, B., 455 King, Martin Luther, Jr., 443, 463 Kinicki, A., 113, 183, 188, 481, 493 Kinsey, Keith, 338 Klein, G., 373 Knauss, Donald, 468 Knippenberg, D V., 463 Korte, Russell, 11 Kotter, John, 570–571, 571 Kram, Kathy, 508–509, 509 Krawcheck, Sallie, 260, 260 Kreitner, R., 113 Kroc, Roy, 372–373 Krupp, Fred, 356 Kurnos, Daniel, 399 L Lafley, A G., 525, 544 Lagarde, Christine, 96 Lampert, Edward S., 552–553 Lane, Bob, 268 Latham, Gary, 165–167 Latta, Sonya, 393 Lay, Kenneth, 14, 18 Lee, Christopher, 195 Lee, Hua L., 561 Lehrer, J., 396 Leung, Joseph, 164 Leutscher, T., 219 Levigne, Steve, 213 Levine, Beth, 56 Levitt, Arthur, 421 Lewin, Kurt, 564–566 Lin, Shumin, 11 Lincoln, Abraham, 443 Liu, Bing, 435 Locke, Edwin, 165–167 Locken, M., 123 Lombardo, M., Löscher, Peter, 167 Love, M S., 359 Luciano, Jane, 529 M Mackey, John, 222–223, 535–536 Madison, D L., 422 Madoff, Bernie, 14, 37, 593 Mandela, Nelson, 42 Manning, Chelsea, 156 Marangi, Chris, 68 Marchesi, Stephanie, 314–315 Marchionne, Sergio, 585, 586 Marriott, Bill, 457 Marriott, John, 457 Martin, Gwen, 499 Maslow, Abraham, 148–149 Mason, Andrew, 399–400, 562, 562 Mason, R O., 385 Maulik, Pete, 111 Mayer, Marissa, 37, 60, 514–515 Mayes, B T., 422 McClelland, David, 150 McCrea, Laura, 561 McGregor, Douglas, 148 McKee, A., 97 Meister, J C., 130 Melnick, Sharon, 557 Mendoza, Tom, 152 Mentor (mythological figure), 508 Meyrowitz, M M., 190 Michaels, Paul S., 28 Miletsky, Jay, 170 Miller, C C., 373 Miller, Jon, 170 Monaghan, Tom, 184–185 Mora, C., 219 Morgeson, F P., 446 Morrison, Ann, 125 Morrissey, Helena, 125 Mount, M K., 81 Moynihan, Brian, 593 Mueller-Hanson, R A., 190 Muhammad, R S., 481 Mulally, Alan, 37, 406, 442, 480 Mumford, T V., 446 Musk, Elon, 318 N Nadella, Satya, 407–408 Nanus, Burt, 462 Nassar, Nalel, 56 Nayar, Vineet, 192, 192 Needleman, Rafe, 514 Neeleman, David, 113, 442 Nelson, Jill, 524–525, 547 Neuman, Michael, 68 Newmark, Craig, 427 Newton, Isaac, 545 Ng, K Y., 160 O Obama, Barack, 20, 129, 467, 473, 560 Oberhelman, Douglas, 177–178 O’Driscoll, M., 346 Oldham, Greg, 170 O’Leary, R S., 190 Osborn, A F., 392 Ostroff, C., 481 Ou, A Y., 493 P Page, Larry, 266, 488, 494, 494, 549 Palmisano, Sam, 453 Parakh, Riju, 11 Parker, Doug, 230 Patrick, Danica, 266 Paulson, Hank, 424 Peterson, S J., 183 Pierce, Wendell, 221–222 Plato, 349 Pollock, Bill, 331 Polman, Paul, 483, 483–484 www.downloadslide.net Pol Pot, 444 Poon, M., 333 Porat, Ruth, 93 Porath, C., 221 Porres, Eric, 554 Porter, C L O H., 160 Porter, L W., 422 Pozanovich, bob, 121 Prussia, G E., 183 Pulakos, E D., 190 Putin, Vladimir, 467 Q Quinn, R E., 488 R Rahim, M A., 350, 352 Ramsey, Mark, 592 Rand, Ayn, 552 Rangel, Charles, 405 Ratner, Rebecca, 500 Reddy, Kevin, 338 Reina, Dennis, 281, 281 Reina, Michelle, 281, 281 Reitz, H J., 359 Renwick, P A., 422 Rice, Mike, 241, 241 Richard, Tim, 164 Ridge, Garry, 464 Rinaldi, Paul, 385 Robbins, J M., 160 Robinson, James C., 473–474 Robles, M., Rogers, James, 55 Romanzi, Ken, 559 Rosener, J B., 123 Rossiter, Robert, 179 Rowe, A J., 385 Rowe, Anita, 123, 123 Rowe, L G., 123 Rubin, Robert, 424 Rutherford, Todd, 435 Ryan, Kevin, 268–269 Ryan, Liz, 68–69 Ryan, Richard, 151 S T Tarantino, Quentin, 77 Taylor, Frederick, 169 Tenbrunsel, Ann, 16, 17 Tetrick, L E., 160 Thakor, A V., 488 Tharp, Twyla, 395 Thatcher, Margaret, 444 Thomas, R Roosevelt, Jr., 133 Thorndike, Edward L., 206–207 Tindell, Kip, 221, 272 Tingling, P M., 381 Tjosvold, D., 333 Totty, M., 311 Trenberth, L., 346 Trump, Donald, 335 Tseng, Nin-Hai, 177 Tuckman, Bruce, 264–266 Tuteja, Usha, 576 U Uggerslev, K L., 160 V Vai, Steve, 86 Vella, Matt, 177 Verma, Sunil, 170 Vozza, S., 312 Vroom, Victor, 161–163 W Waber, Ben, 252 Wakeman, Laura, 59–60 Wakeman, Pete, 59–60 Waldman, D A., 463 Waldron, Hicks, 205 Walker, Brian, 274–275, 530–531 Wall, J A., Jr., 359 Walton, Sam, 495 Warren, Venkat, 400 Waters, Holly, 133 Watkins, Sherron, 16 Watts, Duncan, Wax, D., 319 Wayne, John, 112 Weber, Max, 462 Weiner, I B., 481 Welch, Jack, 528, 545 Welch, Suzy, 545 Weldon, William, 126 Wennmacher, Margit, 429 Wesson, M J., 160 Whitsett, D A., 154 Will, Josh, 539 Williams, Roy, 515 Willingham, Mary, 515 Willyerd, K., 130 Winfrey, Oprah, 14 Winslow, E K., 154 Wood, R., 88 Woods, Tiger, 103, 103 Wrzesniewski, A., 173 Y Yammarino, F J., 463 Young, Emily, 177 Z Zakaria, Fareed, 84 Zappa, Frank, 86 Zhang Guangming, 386 Zimmer, George, 362–363 Zimmerman, E., 329 Zucker, Jeff, 298, 298 Zuckerberg, Mark, 315, 443, 494, 565 NAME INDEX name index Saban, Nick, 449, 449–450 Sadler-Smith, E., 373, 374 Saitta, Frank, 412 Sandberg, Sheryl, 343, 343 Sargent, Ron, 498 Schein, Edgar H., 256, 257, 494, 495 Schevitz, Tanya, 24 Schmidt, Eric, 107 Schmitt, N W., 481 Schulze, Richard, 250–251 Schwartz, S H., 40–43, 41 Schwenk, R C., 349 Sebelius, Kathleen, 473 Seligman, Martin, 242–244, 252 Semel, Terry, 526 Senge, Peter, 524 Shapiro, Mary, 406 Shaver, Mike, 565 Sheats, P., 259 Shefy, E., 373, 374 Shellenbarger, S., 396 Simon, Herbert, 371–372 Sitkin, S B., 463 Skilling, Jeff, 14, 18, 100 Skinner, B F., 206–207 Smart, Kirby, 449 Smircich, L., 484 Smith, A., 311 Smith, Clint, 534 Snowden, Edward, 19, 382, 467 Solmssen, Peter, 167 Sorenson, Arne, 457 Spears, L C., 452 Spector, P E., 160 Sprecher, Adam, 499 Spreitzer, Gretchen, 220, 221 Stalker, G M., 535–537 Stamato, Linda, 113 Stampler, Laura, 362 Stein, Laura, 468 Sternberg, Robert J., 77 Stevens, Anne Hawley, 199, 199 Stevens, Renee, 447 Stevens, Ted, 405 Stratton, Jeff, 213 Streufert, S., 455 Strong, Charlie, 589 Sutton, Bob, 553 I-23 www.downloadslide.net company index A I-24 AbbVie, 287 Abercrombie & Fitch, 560 Aberdeen Group, 85 Adecco Group, 149 Adolph Coors Company, 584 Aetna, 496 Afni, Inc., 451 Agency for Healthcare Research and Quality, 294 Agilent Technologies, 136 AIG, 240 Allen & Co., 236 Allianz Life Insurance, 498 Alpha Natural Resources, 163 Alston & Bird, 5, 49 Alzheimer’s Association, 287 Amazon, 20–21, 497 American Airlines, 15, 240, 339 American Diabetes Association, 287 American Express, 132 American Infrastructure, 505 American Institute of Stress, 587 American Management Association, 294–295 American Psychiatric Association, 337 American Psychological Association, 76–77 American Red Cross, 543 Andreessen & Horowitz, 429 Aon Hewitt, 52–53 Apple Chinese supplier of, 15, 562 culture of, 494, 505 human capital of, 10 innovation at, 545 leadership at, 442 pay secrecy at, 145 secrecy and onboarding at, 505 Arden B, 140 Arnold Worldwide, 498 Arthritis Foundation, 287 Association of American Medical Colleges, 369 Association of National Advertisers, 298 AstraZeneca, 489 AT&T, 504 Audi, 592–593 Automattic, Inc., 532, 532–534 B Bain & Company, 202–203 Baker Donelson, 258 Bank of America (BoA), 251–252, 260, 593 Barclays PLC, 241 Barrie D’Rozario DiLorenzo (BD’D), 583 Bazaarvoice, 505 Bessemer Venture Partners, 429 Best Buy, 250–251, 393, 539 Big Brothers Big Sisters, 508 Biogen Idec, 287 Blessing White, 53 Boeing, 532, 539 Bombardier, 490 Boston Consulting Group, 135, 240 BP, 207, 377, 431–432, 498, 562 Bristol-Myers Squibb, 287, 529 C CareerBuilder, 7, 69 CarMax, 301–302 Carnival Cruise Lines, 208 Caterpillar, 177–178 Catholic Healthcare West (Dignity Health), 463, 473–474 Center for Negotiation and Conflict Resolution, 113 Charles Schwab, 240, 567 Chase Bank, 16 CHG Healthcare Services, 55 Chrysler Motors, 585 Cisco Systems, 51, 507 Citibank, 260, 593 Citigroup, 560 Citizens Union Bank, 135 ClearRock, 199 Clorox Co., 469 Coca Cola, social media policy of, 315–316 Comcast, 460 Commodity Futures Trading Commission (CFTC), 424 Container Store, 154–155, 221, 272, 272 Continuum, 592–593 Con-way Freight, 541–542 Cornell Iron Works, 100 Cornell University, 55 Costco, 324–325 Craig’s List, 427 Cravath, Swaine, & Moore, 330 Cubist Pharmaceuticals, 251–252 D Dairy Quality, 380, 380 Dallas Cowboys, 79 Deere & Company, 268 Deloitte, 573 Delta Air Lines, 229 Dignity Health, 463, 473–474 Dish Network Corporation (DISH), 68–69 DiversityInc, 137 Domino’s Pizza, 184–185, 315 DoubleClick, 268–269 DreamWorks Animation, 154–155, 396 Duke Energy, 55 Dyson, 151, 151 E Edward Jones, 51, 488 EEOC See Equal Employment Opportunity Commission Elance Inc., 531 EMC Corporation, 496–497 Emma (email marketing firm), 534 Enron, 14, 16, 18, 100 Environmental Defense Fund, 356 Equal Employment Opportunity Commission (EEOC), 140–141 Ernst & Young, 11, 257 ESL Investments, 552 Esquel, 561 Ethics Resource Center, 482 The Everett Clinic, 55 Ewing Marion Kauffman Foundation, 531 Exide Batteries, 405 Extended Stay America, 546 F Facebook appeal of start-ups versus, 107 culture of, 482, 494, 504 onboarding at, 504 unfreezing and change at, 565 Factset Research Systems, 151 Fahrenheit 212, 111 Famous Dave’s BBQ, 325 Federal Aviation Administration, 331 Federal Trade Commission, 405 The Fellowship Institute (TFI), 136 Fitch, 288 Fleishman–Hillard, 314–315 Food and Drug Administration, 387 Ford Motor Company, 406, 442, 480, 538 Foundation for the NIH, 287 FoxConn, 15, 562 Freelancers Union, 531 G Gallup, 53 GE See General Electric Genentech, 462 General Electric decision support systems of, 393 diversity management at, 132 fit of leadership at, 456–457 goal setting at, 167 individualized consideration at, 464 innovation at, 547–548 organizational design of, 528 social media and, 310 team approach of, 267 General Mills, 234 General Motors change agent at, 578 organizational culture of, 490 organizational effectiveness of, 542 progressive practices of, 240 Geoffrey Beene Foundation, 287 Georgia Pacific, 354 GettingBookReviews.com, 435 Gilt Groupe, 268–269 Glass, Lewis, & Co., 560 Glassdoor.com, 177, 479 GlaxoSmithKline, 16, 287, 474–475 Global Strategy Group, Global Wealth and Investment Management (GWIM) group, 260 GM See General Motors Goldman Sachs Group, 135, 424, 593 Google appeal of start-ups versus, 107 best practices of, 53 creativity at, 395 culture of, 482, 488, 494 decision making at, 393 mindfulness at, 234 new employees of, 73 norms of, 261 organizational structure of, 549 parental leave policy of, self-managed teams of, 274 www.downloadslide.net Google X, 274 Great Harvest Bread Company, 59, 59–60 Great Place to Work Institute, 247 Groupon, 399–400, 562 Grupo Bimbo, 489–490, 490 Gyrene Burger, 185 H Hartwell Pacific, 449 Harvard Medical School, 202–203 HCL Technologies, 192 Health Management Associates (HMA), 190 Hearsay Social Inc., 500 Heineken, 548 Herman Miller, 274–275, 530–531 Hewitt Associates, 53 Hewlett–Packard, 10, 257, 547 Hilcorp Energy, 146–147 Hilton Baltimore, 504 Honeywell, 161 Hostess, 379, 379 Hurley Medical Center, 141–142 Hyatt, 240 I IBM, 453 Idaho State Police, 504 IDEO, 283, 396, 549 Ignite Social Media Agency, 561 Instagram, 565, 567 Institutional Shareholder Services, 560 Intel, 29, 393 InterContinental Hotels Group (IHG), 447 Interface, 567–569 International Fitness Holdings, 500 Intuit, 169 Irdeto Holdings, 543 J K Kalypso LP, 519 Kayak.com, 482, 482 Keurig, 545 Khan Academy, 83 Kimpton Hotels & Restaurants, 240 Kmart, 552–553 Kroger, 382–383 L LDF See Legal Defense Fund Lear Corporation, 179 Legal Defense Fund (LDF), 140 M Madoff Investment Securities, 14 Marketo, 170 Marks & Spencer, 561 Marriott, 457 Mars, Inc., 28 MaryKay, 406 MasterCard, 447 McDonald’s employee achievement at, 246–247 goals of, 540–541 improving customer satisfaction at, 213–214 Kroc’s intuition and, 372–373 organizational design of, 538 McKesson, 560 McKinsey & Co., 135, 234, 267, 509 MemorialCare, 400 Men’s Wearhouse, 362–363 Merck, 287 Metro Guide Publishing, 306–307 MGM Resorts International, 240 Miami Children’s Hospital, 135, 506 Microsoft, 283, 393, 407–408, 547 Milk Guardian, 380, 380 Mixpanel, 202 Molson Coors Brewing, 584 Moody’s, 288 Morgan Stanley, 93 Morning Star, 275–276 Mozilla, 338 Mylan, 163 MyPod Studios, 170 N NAACP See National Association for the Advancement of Colored People Nabisco, 545 Nabors Industries, 560 National Aeronautics and Space Administration (NASA), 283–284 National Air Traffic Controllers Association, 385 National Association for the Advancement of Colored People (NAACP), 140 National Basketball Association (NBA), 93, 381 National Football League (NFL), 79, 338–339 National Institutes of Health (NIH), 287–288 National Labor Relations Board, 324–325 National Security Administration, 382 National Transportation Board, 265 Nationwide Mutual Insurance, 163 NBA See National Basketball Association NBC Universal, 298 NetApp, 152 Netflix, 237 Netscape, 429 New England Compounding Center (NECC), 197 Newton Investment, 125 NFL See National Football League NIH See National Institutes of Health Nike, 561 Noodles & Co Restaurants, 338 Novartis International AG, 133, 496, 499 Nucor Corporation, 495 Nugget Market, 172 Nustar Energy, 167 Nutrisystem, 205 O Ocean Spray Cranberries Inc., 116, 559 OECD See Organization for Economic Cooperation and Development The Ohio State University, 448 Olive Garden, 498 Organization for Economic Cooperation and Development (OECD), 129 P Paperless Post, 307 Parnassus Workplace Fund, 242–243 Patagonia, 463–464 PepsiCo, 310 Pershing Square Capital LP, 416 Pfizer Inc., 287, 499 PhRMA, 287 Pixar, 278, 396, 460 Plant Dog, 236 PowerReviews, 170 PricewaterhouseCoopers (PwC), 503 Procter & Gamble digital marketing by, 309 espoused values of, 482 innovation at, 544, 545 leadership and learning at, 525 organizational structure of, 538–539 Promontory Financial Group, 406 Q Qualcomm, 246 QueVision, 383 QuikTrip, 202 R Rackspace Inc., 505 Rand Corporation, 392 Recreational Equipment (REI), 43, 568 Red Bull, 54–55 REI (Recreational Equipment), 43, 568 Rio Tinto, 372 Riverside Mining Ltd., 372 Roll International, 405 Rosemont Center, 393 COMPANY INDEX company index JC Penney, 416, 536 JetBlue, 113, 442 Jim’s Formal Wear, 165–166 JM Family, 149 Jobvite, 510 Johnson & Johnson, 127, 287, 409–410 Joie de Vivre (hotel chain), 149 Josephson Institute, 13–14 JPMorgan Chase & Co., 136, 267, 369–370, 593 Juniper Networks, 482–483 JWM Family Enterprises, 457 Lego, 310 Lehman Brothers, 559 LG Electronics, 121 Life Is Good Co., 153, 236 LifeSize Communications, 500 Lilly, 287 Lincoln Electric, 480 LinkedIn, 111, 314, 510, 560 LMA Consulting, 511 Lockheed Martin, 136 Lotame Solutions, 554 Loudcloud, 236 Lupus Foundation of America, 287 Lupus Research Institute/Alliance for Lupus Research, 287 I-25 www.downloadslide.net Rover.com, 505 RSM McGladrey, 174 Ruby Receptionists, 524–525, 547 Rudolph & Sletten, 24 Rutgers University, 241, 241 S company index S C Johnson, 186 SAC Capital Advisors, 15 Safelite Autoglass, 566 Salesforce.com, 56, 395 Salo LLC, 498–499 Salvation Army, 542 San Antonio Spurs, 93 Sanofi, 287, 561 SAS Institute, 480 Schering–Plough, 297 Scotts Miracle-Gro, 334 Sears Holding Company, 552–553 Semco, 275–276 Shaw Industries Inc., 135 Shoney Inc., 134 Siemens, 267 SmartPower, 406 Smucker’s, 236 Society for Human Resource Management, 203 Sociometric Solutions, 252 Sodexo, 127, 137 SolarCity, 406 Southwest Airlines culture of, 480, 484–486, 485 effectiveness of, 543, 543 mindfulness and, 230 mission statement of, 567 S&P, 288 Spreecast, 548 Staples, 498 Sterling Farms, 221–222 StubHub, 548, 548 Sunlight Foundation, 406 SunWize, 406 Synthes, 387 I-26 COMPANY INDEX T Taco Bell, 315 Take Care Health Systems, 447 Takeda, 287 TaskRabbit, 531 Tata group, 489 Technossus, 307 Texas Health Systems, 202–203 Texas Instruments, 257 TFI See The Fellowship Institute 3-M, 261, 492 Toyota, 413 Tsingtao Beer, 565–566 Tupperware, 406 Twitter, 510 Two Little Hands Productions, 83 Walt Disney Company, 460, 495, 499–500, 511 WD-40, 464 Westwood High School (Mesa, Arizona), 161 Wet Seal Inc., 140–141 Wheeler Machinery Co., 136 WHO See World Health Organization Whole Foods, 222–223, 283, 535–536 WikiLeaks, 156, 156–157 Williams Institute, 135 Wooga, 262–263 WordPress.com, 532 World Alliance for Public Safety, 262 WorldCom, 14 World Health Organization (WHO), 262 Worthington Industries, 275–276 U Unilever, 152, 483–484, 546 U.S Department of Transportation, 208 United Way, 542 University of Alabama, football program of, 449–450 University of Michigan Medical Center, 112–113 University of North Carolina, academic scandal at, 515–516 UPS, 561 USAgainstAlzheimers, 287 US Airways, 230, 339 V Velti, 170 Virgin Group, 395 Volkswagen, 542 W W L Gore, 275–276, 529–530 Walmart, 194–195, 356, 405, 495, 561 Walsh Construction, 511 X Xerox, 547 Xylem Inc., 499 Y Yahoo! Bartz’s firing from, 100 culture change at, 514–515 environment for creativity at, 395 organizational design of, 526 telecommuting ban at, 60, 65 Z Zappos culture of, 482, 500 employee feedback at, 196–197 environment for creativity at, 395 organizational design of, 528 Zenith, 121 Zynga, 262 www.downloadslide.net www.downloadslide.net www.downloadslide.net www.downloadslide.net www.downloadslide.net www.downloadslide.net ... page Library of Congress Cataloging-in-Publication Data Kinicki, Angelo Organizational behavior : a practical, problem- solving approach / Angelo Kinicki, Arizona State University, Mel Fugate, Southern... international consultant and is a principal at Kinicki and Associates Inc., a management consulting firm that works with top management teams to create organizational change aimed at increasing organizational. .. other administrative documentation Secure Organizational Behavior A Practical, Problem- Solving Approach Angelo Kinicki Arizona State University Mel Fugate Southern Methodist University ORGANIZATIONAL