Author: Patricia Kelly Mills
Publisher:
ISBN:
Category :
Languages : en
Pages :

Get Book Here

Book Description

Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 564

Get Book Here

Book Description

Author: Laurel W. Oliver
Publisher:
ISBN:
Category : Unit cohesion (Military science)
Languages : en
Pages : 36

Get Book Here

Book Description
"The Army's increasing interest in group cohesion has led to increased research effort in that area. This report describes an effort to integrate the cohesion performance research that employed real world groups using a meta- analytic approach. Tukey's (1977) stem and leaf display was used to display the data. The median effect size (product-moment correlation coefficient) for the data. The median effect size (product-moment correlation coefficient) for the 14 codable studies was .36, and the unweighted mean r was .42. When study effect sizes were weighted by the number of groups involved, the mean became .32. Rosenthal and Rubin's (1982) Binomial Effect Size Display (BESD) demonstrated that a correlation of .32 increases success rate (high performance) from 34 percent to 66 percent when cohesion is increased from low (below median) to high (above median). Although these findings are problematical because of the very small number of codable studies, as well as the conceptual and methodological problems associated with the cohesion performance research, higher levels of cohesion would seem to be very desirable for real world groups such as Army units." -- Abstract.

Author: Tom Eisenmann
Publisher: Currency
ISBN: 0593137027
Category : Business & Economics
Languages : en
Pages : 370

Get Book Here

Book Description
If you want your startup to succeed, you need to understand why startups fail. “Whether you’re a first-time founder or looking to bring innovation into a corporate environment, Why Startups Fail is essential reading.”—Eric Ries, founder and CEO, LTSE, and New York Times bestselling author of The Lean Startup and The Startup Way Why do startups fail? That question caught Harvard Business School professor Tom Eisenmann by surprise when he realized he couldn’t answer it. So he launched a multiyear research project to find out. In Why Startups Fail, Eisenmann reveals his findings: six distinct patterns that account for the vast majority of startup failures. • Bad Bedfellows. Startup success is thought to rest largely on the founder’s talents and instincts. But the wrong team, investors, or partners can sink a venture just as quickly. • False Starts. In following the oft-cited advice to “fail fast” and to “launch before you’re ready,” founders risk wasting time and capital on the wrong solutions. • False Promises. Success with early adopters can be misleading and give founders unwarranted confidence to expand. • Speed Traps. Despite the pressure to “get big fast,” hypergrowth can spell disaster for even the most promising ventures. • Help Wanted. Rapidly scaling startups need lots of capital and talent, but they can make mistakes that leave them suddenly in short supply of both. • Cascading Miracles. Silicon Valley exhorts entrepreneurs to dream big. But the bigger the vision, the more things that can go wrong. Drawing on fascinating stories of ventures that failed to fulfill their early promise—from a home-furnishings retailer to a concierge dog-walking service, from a dating app to the inventor of a sophisticated social robot, from a fashion brand to a startup deploying a vast network of charging stations for electric vehicles—Eisenmann offers frameworks for detecting when a venture is vulnerable to these patterns, along with a wealth of strategies and tactics for avoiding them. A must-read for founders at any stage of their entrepreneurial journey, Why Startups Fail is not merely a guide to preventing failure but also a roadmap charting the path to startup success.

Author: Thomas W. Harrell
Publisher:
ISBN:
Category :
Languages : en
Pages : 18

Get Book Here

Book Description
This study represents an attempt to develop valid and predictable criteria of success based on the study of data from the participants in the three classes of the Executive Development Program at the Graduate School of Business, Stanford University. It records an effort to develop success criteria to be used in connection with a large scale study to predict management potential of candidates for the Master of Business Administration (MBA) which is being conducted. Thus, if suitable criteria of success could be found in a group of men who might all be considered successful, but in varying degress, these criteria might be used in the follow-up studies to differentiate the highly successful from the not so successful MBA's after they have graduated from the business school. Using these successful MBA's and EDP's (executives who have participated in the Executive Development Program) as criterion groups, the final goal is to predict before the MBA applicants enter the business school which of the applicants have greater potential for becoming successful general managers on the basis of the SMPTB. Another purpose for studying criteria of management success is to examine the relationship between managerial success in the business world and leadership in small group discussions. It is hypothesized that success depends, in part, on leadership qualities. (Author).

Author: Anol Bhattacherjee
Publisher: CreateSpace
ISBN: 9781475146127
Category : Science
Languages : en
Pages : 156

Get Book Here

Book Description
This book is designed to introduce doctoral and graduate students to the process of conducting scientific research in the social sciences, business, education, public health, and related disciplines. It is a one-stop, comprehensive, and compact source for foundational concepts in behavioral research, and can serve as a stand-alone text or as a supplement to research readings in any doctoral seminar or research methods class. This book is currently used as a research text at universities on six continents and will shortly be available in nine different languages.

Author: Arnold B. Bakker
Publisher: Psychology Press
ISBN: 1136980881
Category : Business & Economics
Languages : en
Pages : 218

Get Book Here

Book Description
This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.

Author: Stanley Emanuel Seashore
Publisher:
ISBN:
Category : Labor productivity
Languages : en
Pages : 398

Get Book Here

Book Description

Author: Steven J. Durning
Publisher:
ISBN: 9781903934876
Category : Experiential learning
Languages : en
Pages : 22

Get Book Here

Book Description
Clarification of the theory that our environment affects what we and our students learn.

Author: Barry R. Schlenker
Publisher:
ISBN:
Category :
Languages : en
Pages : 41

Get Book Here

Book Description
It has been consistently found that members of cooperative groups claim greater personal responsibility for their group's performance after a group success rather than failure. However, when high group chesiveness is present norms and interpersonal bonds may exist that mitigate against taking high personal credit for success and low blame for failure. Hence, it was hypothesized that in high conesive groups, there would be little or no relationship between the assignment of personal responsibility and the quality of the group product, while in low cohesive groups, responsibility would be directly related to the quality of the group product. To test this hypothesis, 96 subjects interacted in four-person, problem-solving groups. Supposedly on the basis of prior individual test scores, subjects were informed that they were either highly compatible (high cohesiveness) or incompatible (low cohesiveness) with the other group members. After the group tasks, subjects were told that their group had been either very successful, very unsuccessful, or average on the problems. The results indicate that self-aggrandizement biases that occur at the expense of the group are greater in low rather than high cohesive groups, but primarily affect dominance and leadership feelings rather than other interpersonal perceptions.