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[null,"1.","Record Nr.",null,"UNINA9910702377703321"]
[null,null,"Titolo",null,"Economic models available to the Joint Committee on Taxation for analyzing tax reform proposals [[electronic resource] ] : hearing before the Committee on Ways and Means, U.S. House of Representatives, One Hundred Twelfth Congress, first session, September 21, 2011"]
[null,null,"Pubbl/distr/stampa",null,"Washington : , : U.S. G.P.O., , 2012"]
[null,null,"Descrizione fisica",null,"1 online resource (iii, 126 pages) : illustrations"]
[null,null,"Soggetti",null,"Taxation - United States - Mathematical models"]
[{"$nulls":4},"Taxation - Economic aspects - United States"]
[{"$nulls":4},"Economic forecasting - United States - Mathematical models"]
[{"$nulls":4},"Economic forecasting - Mathematical models"]
[{"$nulls":4},"Taxation - Economic aspects"]
[{"$nulls":4},"Taxation - Mathematical models"]
[{"$nulls":4},"Rules."]
[{"$nulls":4},"Legislative hearings."]
[{"$nulls":4},"United States"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Title from title screen (viewed on Nov. 21, 2012)."]
[{"$nulls":4},"\"Serial no. 112-116.\""]
[null,null,null,"Nota di bibliografia","Includes bibliographical references."]
[null,"2.","Record Nr.",null,"UNINA9910955352603321"]
[null,null,"Autore",null,"Williams Lloyd C"]
[null,null,"Titolo",null,"Creating the congruent workplace : challenges for people and their organizations / / Lloyd C. Williams"]
[null,null,"Pubbl/distr/stampa",null,"Westport, Conn. : , : Praeger, , 2002"]
[{"$nulls":4},"London : , : Bloomsbury Publishing, , 2024"]
[null,null,"ISBN",null,"9798400633300"]
[{"$nulls":4},"9786610908448"]
[{"$nulls":4},"9781280908446"]
[{"$nulls":4},"1280908440"]
[{"$nulls":4},"9780313011542"]
[{"$nulls":4},"0313011540"]
[null,null,"Edizione",null,"[1st ed.]"]
[null,null,"Descrizione fisica",null,"1 online resource (221 p.)"]
[null,null,"Disciplina",null,"658.4/063"]
[null,null,"Soggetti",null,"Organizational effectiveness"]
[{"$nulls":4},"Work environment"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Bibliographic Level Mode of Issuance: Monograph"]
[null,null,null,"Nota di bibliografia","Includes bibliographical references (p. 197-202) and index."]
[null,null,"Nota di contenuto",null,"Cover -- Creating the Congruent Workplace -- Contents -- Tables and Figures -- TABLES -- FIGURES -- Preface -- Introduction: Getting the Picture -- A BEGINNING -- The Changing Paradigm of Thought and Action -- THE NEED FOR CHANGE -- Chapter 1  The Destruction of Balance in Our Personal and Professional Lives and the Need for a Change -- STATEMENT OF THE PROBLEM -- DEFINITION OF TERMS -- Congruence -- Alignment -- Congruence Theory -- Phenomenology -- Decision Making -- Horizonalization -- People Behavior -- Structure -- Environment -- Employee Satisfaction -- Manager Satisfaction -- Equality -- Reciprocity -- Empowerment -- Representation -- Interpretation -- Commitment -- Discord -- Emergence -- Acknowledgment -- Disclosure -- Self-Indulgence -- Reemergence -- Dual-Process Paradigms -- PERSONAL AND ORGANIZATIONAL MOVEMENT -- Chapter 2  The Challenge to Think Differently: Explorations into Our Organizational Thinking and Its Impact on Our Lives -- THINKING STYLES -- Classical Thinking -- Scientific Thinking -- Communication Thinking -- Field Thinking -- Evolutionary Thinking -- Process Thinking -- THINKING APPLICATIONS -- Chapter 3  Exploring the Concept of Congruence: The Makings of C6 -- "]
[{"$nulls":4},"PSYCHOLOGICAL IMPACT ON ORGANIZATIONAL ACTIONS -- BUSINESS PERFORMANCE THEORIES -- Karl Marx -- Emile Durkheim -- Max Weber -- Adam Smith -- Robert Owen -- Charles Babbar -- Frederick Taylor -- Henri Fayol -- Mary Parker Follett and Chester Barnard -- Hugo Munsterberg -- Hawthorne Studies -- Dale Carnegie -- Douglas McGregor -- Jacob Moreno -- B. F. Skinner -- Fred Fiedler -- Frederick Herzberg -- Jack Gibb -- HUMANISTIC PSYCHOLOGY: IMPACT ON CONGRUENCE THEORY AND THINKING -- Carl Rogers -- Abraham Maslow -- THE CULTURE SHIFT -- THE IMPACT OF ETHICS ON THE ISSUES OF ORGANIZATIONAL CONGRUENCE -- SHAREHOLDER-BASED ETHICAL THINKING."]
[{"$nulls":4},"Interest-Based Avenues of Ethical Thinking -- Rights-Based Avenues of Ethical Thinking -- Duty-Based Avenues of Ethical Thinking -- Virtue-Based Thinking -- THE IMPACT OF ANTHROPOLOGY ON THE ISSUE OF ORGANIZATIONAL CONGRUENCE -- THE BEGINNING: FUNCTIONALISM AND INDUSTRIAL ANTHROPOLOGY -- ORGANIZATIONAL ANTHROPOLOGY AND SOCIOLOGY IN THE CURRENT ERA -- THE ISSUES OF CONGRUENCE AND THE NEED FOR A NEW THEORY -- INNOVATING AGAINST THE NORM -- CREATING CHANGE -- The Demonstration of the Discipline-Movements to New Ways of Knowing -- MOVEMENT FROM DYSFUNCTION -- STRUGGLES WITH THE ISSUES OF CONGRUENCE -- THE CHALLENGE OF THEMATIC ANALYSIS -- THE MAKINGS OF C6: BUILDING PERSONAL AND ORGANIZATIONAL CONGRUENCE -- Chapter 4  Getting Systems Clarity in Our Lives -- TYPE OF RESEARCH AND METHOD -- DESIGN OF THE STUDY -- NATURE AND SOURCES OF DATA -- DATA ANALYSIS AND INTERPRETATION -- NOTES -- Chapter 5  Embracing the Art and Hope of Organizational and Professional Collaboration -- DEVELOPING A PERSPECTIVE OF COLLABORATING WITH ONE ANOTHER -- THE FOUR CAPITALS -- THE IMPACTS OF COLLABORATION -- Mini-Epilogue: Putting a Face on the Process of Congruence Development -- Chapter 6  Looking at the Business and Personal Complements That Can Anchor Us -- THE CREATION OF COMPLEMENTS -- THE ACCOUNTABILITY PROCESS OF COMPLEMENTS -- THE TECHNOLOGIES -- THE APPEARANCE STANDARD -- THE RULES STANDARD -- THE PRACTICE STANDARD -- Group Simulation: The Integrity Option -- Accountability Management -- Points for the Listener -- Frustration Management -- The Importance of Giving \"I\" Messages -- \"I\" Messages -- Roadblocks to Effective Listening -- Things to Remember about Successful Conflict Resolution -- The Importance of Humor -- Guidelines for the Effective Use of Humor -- A Positive Approach to Resistance -- Low-Yield Strategies -- The Art of Successful Intervention."]
[{"$nulls":4},"A Communication Role-Play -- A Conflict Resolution Role-Play -- A Listening Simulation Exercise -- A Problem-Solving Exercise -- Group Discussion -- Brainstorming the Problem -- A Role-Play in Transition -- WHERE WE GO FROM HERE -- Chapter 7  Experiencing Our Business and Personal Creativity: The Impacts of Emerging Strategies -- THE CURRENT EXPERIENCE OF INNOVATION -- SETTING THE STAGE FOR CREATION -- Chapter 8  Understanding Professional Choice and Creating Business Options -- FINDINGS AND INTERRELATIONSHIPS FOR THE CROOK MOTOR COMPANY -- Summary -- Thoughts for Consideration -- First Thought -- Second Thought -- Third Thought -- Fourth Thought -- The Memorial Day Weekend -- SUMMARY -- Chapter 9  Enjoying Our Complexity and Creating a New Business Andragogy for Living -- Chapter 10  Putting It Together: The Congruence Development System and Strategies for Building Congruence -- UNDERSTANDING THE CONTEXT -- REVISITING THE BEHAVIORAL PROCESS -- THE CHANGING BUSINESS PARADIGM -- "]
[{"$nulls":4},"Business System Overview -- Equality -- Interpretation -- Reciprocity -- Empowerment -- Representation -- Commitment -- Wholeness -- INTEGRATION OF THE BUSINESS PROCESS PARADIGM WITH HUMANITY -- THE PEOPLE DEVELOPMENT-HUMAN PROCESS PARADIGM -- The Human Process Paradigm in Motion -- Discord -- Emergence -- Acknowledgment -- Disclosure -- Self-Indulgence -- Reemergence -- Congruence -- THE IMPACTS OF A PROCESS PARADIGM APPROACH -- NEXT STEPS: UNDERSTANDING THE PROCESS OF THINKING AND ACTING IN CONCERT WITH CHANGE -- THE LEVELS APPROACH TO CHANGE -- Level One: Data Analysis -- Belief Systems Audit -- Four-Capital Assessment -- Ways of Knowing -- Thinking Systems -- Intrapsychic Structures -- Level Two: Planning -- Level Three: The Intervention Process -- Level Four: The Maintenance Development Process."]
[{"$nulls":4},"Chapter 11  Putting the Process Together: Steps to Energize the Development of Congruence in the Workplace -- THE ANALYSIS PHASE: DISCOVERY -- PLANNING: LEARNING TO JUMP THE BROOM AND CREATE, NOT INNOVATE -- THE INTERVENTION PROCESS: CREATING AWARENESSES THAT UNLEASH ORGANIZATIONAL AND PERSONAL POTENTIAL -- SUSTAINABILITY: WALKING YOUR TALK -- THE OVERVIEW -- Chapter 12  Where We Go from Here: Risking Being You, All of You -- UTILIZATION OF THE CONGRUENCE DEVELOPMENT PROCESS -- Organizational Restructures and Changes -- Human Resource Management -- Conflict Management -- Administrative Management -- Mergers and Acquisitions -- Clinical Therapy -- A PERSPECTIVE ON THOUGHT AND ACTION -- Bibliography -- ARTICLES AND REPORTS -- Organizational Psychology -- Business Ethics -- Social/Cultural Studies -- BOOKS -- Research -- Organizational Psychology, Organizational Development, and Organizational Transformation -- Social/Cultural Anthropology -- Business Ethics -- Index -- About the Author."]
[null,null,null,"Sommario/riassunto","For organizational and personal change to happen and be sustainable, there must first be a system of thought balanced against action. Williams and his concept of congruence provide an alternative to the often chaotic, unbalanced ways in which change is currently understood and its accomplishment attempted. He challenges the organizational model of compartmentalized structures, offers a persuasive refutation of the fashionable paradigm of organizational transformation (one based on dominance and control), and argues a provocative notion that innovation is actually the successful result of reworking what has not worked before. A new look at the processes that create organizational movement, Williams' latest book is a guide for leaders, managers, consultants, and corporate practitioners, and a new way for students, teachers, and researchers to rethink the entire change process. Williams has found through his own experience that people focus too closely on the action behaviors of organizations and too little on the thinking behind them. The result is that gaps open up and create pitfalls in our efforts to achieve excellence in human and organizational performance. Williams suggests that organizations innovate themselves into failure. To counter this, he provides a true systemic approach to enhancing organizational performance, a system of what he visualizes as congruence, a way to fit thoughts to actions. It is as much a way of thinking, says Williams, as it is a method toward goals-goals that are clear and essential to the survival of any organization. Drawing liberally upon his own expertise as a teacher, consultant, and therapist, he helps others to appreciate the successes that can be realized when balance and the alignment of thought and action are achieved, and when the search for change becomes a planned, focused, and systemic endeavor."]