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Imprinting (organizational Theory)
In organizational theory and organizational behavior, imprinting is a core concept describing how the past affects the present. Imprinting is generally defined as a process whereby, during a brief period of susceptibility, a focal entity or actor (such as an industry, organization, or an individual) develops characteristics that reflect prominent features of the environment, and these characteristics continue to persist despite significant environmental changes in subsequent periods. This definition emphasizes three key elements of imprinting: # brief sensitive periods of transition during which the focal entity exhibits high susceptibility to external influences; # a process whereby the focal entity comes to reflect elements of its environment during a sensitive period; and # the persistence of imprints despite subsequent environmental changes. Organizational research on imprinting The use of the imprinting concept (although not the term itself) in organizational theory dates b ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Theory
Organizational theory refers to a series of interrelated concepts that involve the sociological study of the structures and operations of formal social organizations. Organizational theory also seeks to explain how interrelated units of organization either connect or do not connect with each other. Organizational theory also concerns understanding how groups of individuals behave, which may differ from the behavior of an individual. The behavior organizational theory often focuses on is goal-directed. Organizational theory covers both intra-organizational and inter-organizational fields of study. In the early 20th century, theories of organizations initially took a rational perspective but have since become more diverse. In a rational organization system, there are two significant parts: Specificity of Goals and Formalization. The ''division of labor'' is the specialization of individual labor roles, associated with increasing output and trade. Modernization theory, Modernization ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Behavior
Organizational behavior or organisational behaviour (see American and British English spelling differences, spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself".Moorhead, G., & Griffin, R. W. (1995). ''Organizational behavior: Managing people and organizations'' (5th edition). Boston. Houghton Mifflin, (p.4) Organizational behavioral research can be categorized in at least three ways: * individuals in organizations (micro-level) * work groups (meso-level) * how organizations behave (macro-level) Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior research is "to revitalize organizational theory and devel ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Arthur Stinchcombe
Arthur Leonard Stinchcombe (1933–2018) was an American sociologist. Stinchcombe was born on May 16, 1933, in Clare County, Michigan, Clare County, Michigan, and attended Central Michigan University, where he earned a bachelor's degree in mathematics. He then pursued graduate study in sociology at the University of California, Berkeley, earning a doctorate. Stinchcombe began his teaching career at Johns Hopkins University before returning to Berkeley from 1967 to 1975. He then left for the University of Chicago, followed by a stint at the University of Arizona. Stinchcombe joined the Northwestern University faculty in 1983 and was named John Evans Professor of Sociology in 1990. He retired in 1995. Stinchcombe died on July 3, 2018. Awards Over the course of his career, Stinchcombe was granted fellowship by the American Academy of Arts and Sciences (1977), and National Academy of Sciences (2003). He was awarded a Guggenheim Fellowship in 1991. Academic research Stinchcombe's mo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Performance
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance, which are higher-level variables. Features There are several key features to Campbell's conceptualization of job performance which help clarify what job performance means. Outcomes First, Campbell defines performance as behavior, which is something done by an employee. This concept differentiates performance from outcomes. Outcomes result partially from an individual's performance, but they are also the result of other influences. In other words, there are more factors that ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Path Dependence
Path dependence is a concept in the Social science, social sciences, referring to processes where past events or decisions constrain later events or decisions. It can be used to refer to outcomes at a single point in time or to long-run equilibria of a process. Path dependence has been used to describe institutions, Technical standard, technical standards, patterns of Economic development, economic or social development, organizational behavior, and more. In common usage, the phrase can imply two types of claims. The first is the broad concept that "history matters", often articulated to challenge explanations that pay insufficient attention to historical factors. This claim can be formulated simply as "the future development of an economic system is affected by the path it has traced out in the past" or "particular events in the past can have crucial effects in the future." The second is a more specific claim about how past events or decisions affect future events or decisions in ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Imprinting (psychology)
In psychology and ethology, imprinting is a relativly rapid learning process that occurs during a particular developmental phase or stage of life and leads to corresponding behavioural adaptations. Originally, the term was used to describe situations in which an animal or human internalises (learns) the characteristics of a perceived object, independent of a theory of psychological development occurring in phases ( critical period). Even ancient philosophers speculated about the material nature of the memory what would be necessary for the lerning process, assuming a kind of tabula rasa in the brain like consisting of clay or wax and empty until an experience were mechanicaly "imprinted" on it. More recently, the founder of psychoanalysis developed the thesis that the brain can store experiences in its neural network through "a permanent change after an event", providing the first scientific explanation of how imprinting work. Filial imprinting The best-known form of imprint ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Behavior
Organizational behavior or organisational behaviour (see American and British English spelling differences, spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself".Moorhead, G., & Griffin, R. W. (1995). ''Organizational behavior: Managing people and organizations'' (5th edition). Boston. Houghton Mifflin, (p.4) Organizational behavioral research can be categorized in at least three ways: * individuals in organizations (micro-level) * work groups (meso-level) * how organizations behave (macro-level) Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior research is "to revitalize organizational theory and devel ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
