This book investigates how organizations in crisis should communicate in order to minimize or restore reputational damage. A number of experimental studies examine the impact of three dimensions of crisis communication, namely the content, timing and framing. The content of crisis communication involves the degree of responsibility that an organization takes for a crisis. Organizations can for instance fully reject responsibility by means of denial or take responsibility by apologizing. The timing of crisis communication relates to whether an organization in crisis choses to self-disclose incriminating information or waits for a third party to disclose the events before offering a response. Finally, the framing that was investigated in this book refers to rational crisis communication on the one hand and emotional crisis communication on the other hand. Can spokespersons of an organization in crisis express their genuine emotions or should they remain as rational as possible? The findings illustrate the importance of crisis communication in restoring consumers’ confidence in organizations.
BP’s “Deepwater Horizon Oil Spill” case has attracted enormous media coverage, and the company is required to employ image restoration strategies to handle the incident and to diminish the effects of the spill on the brand image. The purpose of this book is to examine the image restoration strategies employed by BP after the Deepwater Horizon Oil Spill and to compare the British and American media coverage about the incident. In particular, this book is an attempt to reveal the effectiveness of strategies utilised to restore BP’s brand image by the theoretical framework of ‘Benoit’s Image Restoration Theory’ and will help in future referrals for the specialists on subjects of brand image, image restoration and crisis management.
The go-to guide for learning what to say and how to say it In this climate of near constant streams of media messages, organizations need to know how to effectively communicate risks to their audiences and what to say when a crisis strikes. Risk and Crisis Communications: Methods and Messages is designed to help organizations understand the essential components of communicating about risks during a crisis, and it carves out a role for safety health and environmental (SH&E) professionals in the process. Covering common theoretical concepts and explaining the positions of noted experts in the field such as Peter Sandman and Vincent Covello, the book provides a fundamental understanding of the process behind crafting effective messages for a variety of different situations and explains the consequences of saying the wrong thing to an emotional audience. Incorporating numerous case studies—including the BP Deepwater Horizon Oil Spill and the 2010 H1N1 pandemic—it shows how messages can change the way an audience perceives an event and how they react to it, clearly demonstrating how ineffective messages can create untold difficulties for an organization's public image. Savvy SH&E professionals know that their role in helping to craft risk and crisis messages as well as assisting in the execution of risk communication plans provides a critical path to becoming more valuable members of their organizations. Risk and Crisis Communications: Methods and Messages provides invaluable assistance in helping SH&E professionals add value to their organization.
To execute the strategy implementation more effectively, this study proposes an integrated model combining the resource-based view of ‘McKinsey 7S’ and the industrial organization point of view. The model was tested through collecting primary data from employees of a disguised transformer manufacturer (TRANSCO). The findings prove that neither the resource-based nor the industrial organization is effective independently towards solving the strategy implementation problem, although the study suggests that the resource-based view is more reasonable than the industrial organization viewpoint. Indeed, the model of this study, which combines both viewpoints by employing the strategy formulation and the balanced scorecard, offers a more comprehensive solution and contributes to resolving the most difficult stage of strategic management—strategy implementation.
This book aims to be an approach of management of actually crisis situations. It is included the necessity of support foundation in educational / teaching management activity, proceededs to support foundation, demonstration, argumentation, training and organization management. Also, are stipulated the negative consequences of teaching deploying under stress, problems detector, consequences of defective management, parents behavior faced to school activity, specific competences of career management during a crisis situation, management strategies used in educational management activities, resolutive strategies adopted during crisis situations (during intervention program). As currently crisis situation, we can mention the tiredness, overstressing, educational climate declassing, school abandonment, the absenteeism, parents emigration looking for a job, fraud, dependence on computer, ethnobotanical consumption, conflict and negotiation during classroom, the lack of classroom motivation and fear of assestment forms.
The Cartoon Crisis of 2005 and 2006 provoked an international crisis, where ‘freedom of expression'' was pitted against ‘respect for religious believes''. However, in the midst of this central debate, Arla Foods faced the challenge to communicate with angry stakeholders on all sides. The Danish-Swedish cooperative was thereby involved in one of the most intense crisis situations on record. The crisis showcased the communication challenges during a complex, ambiguous and unpredictable intercultural crisis. This book offers an overview of contemporary crisis communication theory and the ongoing critiques and debates. An in-depth case study of Arla will provide an insight in the multifaceted communication demands the company faced during the Cartoon Crisis. Arla''s communication efforts during this crisis are analyzed and measured up against current crisis communication literature, whereafter implications for managers working in international companies are offered, with the goal of providing managers with the tools necessary to make informed communication choices during an intercultural crisis.
Industrial Organization is a central branch of microeconomics that has historically provoked a great deal of debate among economists. Drawing on this background, the author examines the economics of markets, industries, and their participants, and in doing so addresses the implications for public policy towards the business behaviour of firms. Examining both US Antitrust and EU Competition Policy, Industrial Organization in Context takes an international approach and employs classic and contemporary examples throughout to show how key theories are put into action. Experimental tests of models will help you to grasp essential economic questions, while the discussion of economic history allows you to understand where we are today by appreciating how we got there.
The principle component of an organization is its "human resources" or people at work. The most important asset of the organization is the human resource (Halcrow 1997). Decenzo(1998) further asserts that “an organization is nothing without Human resource”. People are the common element in every organization and they can be used to further an organization competitive advantage (Decenzo 1998).Organizations today are constantly faced with the challenge of retaining the most competent employees available in the labor market. In order for an organization to achieve its goals and objectives it needs to retain the most competent employees and hence gain a competitive advantage within the industries they operate in.
In a time where human resource is the only factor that can create a sustainable competitive advantage, it is very necessary to understand the employees of the organization. This books looks into the culture of the organizations through the use of five dimension model of culture. It determines what is the impact of the culture of the organization on the level of employee retention in the organization. How the increase and decrease of any one dimension can turn the tables around for an organization. It also relates the culture of the organization to the culture of a nation and how it helps in creating an organizational culture that is cohesive to employee retention. It sheds light on how to create that perfect organizational culture that creates a win win situation for both the employees and organization.
In the Era of Crisis: Regulatory Origins and Responses in the U.S. and China uses an interdisciplinary approach for a critical study of the origins of and responses to the financial crisis of 2008 in the U.S. and the credit crisis in the richest local areas in China. Its comprehensive coverage also aims to provide a sweeping narrative for specialists and non-specialists alike on how regulation is related to the cause of and response to crisis.
The crisis is a part of the economic life of society. It represents a moment (a period) of malfunction in the economic activity, which requires viable solutions, meant to assure a change or revitalization of damaged systems and processes. This study is based on the contemporary economic theory, native and foreign, the theory of management, legislative frame of Romania and other official documents, regarding the problems of bankruptcy and anti-crisis management. The basic methodological procedure of the research – systemic approach – allowed the efficient organization of the scientific research and solved the problems suggested. The objectives of this study consist in developing the theoretical-methodological bases of anti-crisis management and the substantiation of mechanisms of perfectioning it in the management of public administration.
The main discourse of this work centered on some issues on industrial relations in Nigeria. Topic like industrial democracy was considered that show an arrangement of power sharing among parties in an industrial organization with the aim of achieving efficiency and higher productivity in Nigeria industry. Moreover, an amendment to trade union act that regulate their activities was also pointed out and in conclusion a case of one of the most powerful union in Nigerian higher institution(Non Academic Staff Union - N A S U) in two Nigerian higher institutions was x- ray with the aim to show their contribution to the university education in Nigeria.
This book is an introduction to the modeling of oil spill or water contaminants towards transport processes in the environment. It presents a new approach to illustrate how the geostrophic approximation can be systematically exploited to produce a deterministic dynamical framework adequate for the calculation of motions of large time and space scales. The dynamical field may be determined based on Kelvin propagation wave theory as a new hydrodynamic model and calibrated by measurements. Wind data may be determined by using Weibull probability distribution to apply for oil spill modeling. The suggested procedure is an attempt to find a simple way towards taking advantage of developments in environmental Modeling. As an example, it is verified and applied in the Persian Gulf to provide the capability of simulating oil spill accidents leading to oil spill hazard contour maps and find how to optimize the location of cleaning vessels by minimizing the oil spill damage.
The purpose of this book is to determine whether dynamic organization structures emerge based on social, asynchronous and synchronous communication and collaboration patterns within IT and Education Institutes in Redmond (USA) and Bangalore (INDIA). The research also tried to establish if communication and collaboration are primarily Asynchronous, Synchronous or both and whether Social are leveraged as a primary or secondary medium. The study isolates the major concepts related to organizational development and organization structure. An exploration of some of the major paradigms for organization development is conducted through review of existing literature. The review includes an assessment of the relationship between organization structure and organization goals followed by a description of the prevailing organization structures.
An organization has cyclical process of growth.In order to attain a systematic growth and to avoid decline, every organization makes vital changes in structure, process and product.Every organization tries to achieve the goals for which it is established.To achieve these goals,the organization has to utilize various resources.The common factor for all organizations is that the resources are limited. These resources are both human and non- human. Human resource is a great asset to any organization. Therefore, every organization must give special attention to the human resource because they can contribute a great deal to the goals of the organization. Every organization is concerned with acquiring services of people, developing their skills, motivating them to the highest level of performance and ensuring that they continue to maintain their commitment to the organization. Human Resource Development (HRD) provides an opportunity to an organization to enable it to survive and flourish. In the present investigation, an attempt has been made to study the Human Resource Development Climate of DIETs of Rajasthan state.