The purpose of this study was to learn how spiritual attitudes and beliefs impact the work of external organization consultants. The growing interest in spirituality in the workplace and in organization development (OD) are the background for this study. The twelve participants were women and men from different racial and religious backgrounds, including African-Americans, Asians, Latino/as, South African white males, Buddhists, Christians, Jews, and those with no religious affiliation. This study reviewed two distinct literatures: spirituality/religion and organization development. Participants discussed their definition of spirituality, how they arrived at their beliefs, and how their attitudes affect their consulting work in in-depth phenomenological interviews. The analysis of the interviews revealed the following themes: (1) participants made a clear distinction between spirituality and religion; (2) participants described spirituality in terms of universal principles such as unity, interconnectedness, love, compassion, energy and intuition; (3) participants described spirituality as a personal experience involving action, service and requiring self-awareness; (4) spiritually-oriented participants experienced life's events as inter-connected lessons and applied this understanding in their consulting work; (5) balance and detachment are important but difficult to maintain in stressful consulting work; (6) participants used their attitudes and actions as tools for consulting work, including the use of intuition; (7) participants maintained their spiritual orientation through practices such as yoga, meditation, and understanding of the Chakra system. This study highlights the difference between spirituality and religion, points out the complexities of openly discussing spirituality in OD, and stresses the need to address issues of religious freedom in the workplace.

Alasdair MacIntyre (1984) asserts that the ethical systems of the Enlightenment (formalism and utilitarianism) have failed to provide a meaningful definition of "good." Lacking such a definition, business managers have no internal standards by which they can morally evaluate their roles or acts. MacIntyre goes on to claim that managers have substituted external measures of "winning" or "effectiveness" for any internal concept of good. He supports a return to the Aristotelian notion of virtue or "excellence." Such a system of virtue-based ethics depends on an interrelationship of the community, one's roles in that community, and the virtues one needs to perform that role well. This study presents MacIntyre's position, stressing its implications for business ethics. It presents an empirical study to determine if MacIntyre's assertions about the existence of an excellence/effectiveness dichotomy can be supported. I use a scenario to present an ethically ambiguous situation which reflects MacIntyre's dichotomy. A sample of 25 practicing managers taking MBA courses at different New England schools participated in this study. After these respondents read the scenario and decided upon courses of action, they then performed a Q sort to prioritize their reasons for deciding as they did. The hypothesis that an excellence/effectiveness dichotomy exists for managerial priorities was supported. Factor analysis revealed four factors which accounted for 68.3% of the total variance. Eighteen of the 25 respondents clustered on a factor which strongly reflected an ethic of emphasis on excellence while the other 7 clustered on three factors which expressed various versions of MacIntyre's concept of an ethic of effectiveness. I interpret these four factors to see what they reveal about the subjective priorities of the respondents. Beyond this core hypothesis, the following research question was asked: What demographic and attitudinal variables might be associated with the respondents who report an excellent or effective orientation? Using Chi-square tests, I found that "effective" managers were more likely than "excellent" managers to be in a marketing class, to choose an aggressive marketing response to the scenario's situation, and to be younger. This study concludes with some recommendations for theoretical development and some avenues for future research.

This research probes into management philosophy implication and application appearing of 'Chuangtzu¡¦s seven internal writings ' in term of management philosophy. Based on view of conduction in society of the Chuangtzu , it expresses the ultimate care to ' people ' and explain the melting inside of humane spirit through the time theory cultivated oneself that represents the philosophy humane spirit and management art in the Chuangtzu. Ideal personality of administrator enter people's cognitive noumenonn and permeate people's life and behavior, via ¡©heart room¡ª, ¡©hold time forgetting¡ª. And it induces ¡©the thing nature¡ª, ¡©the link is intentionally well distributed¡ª, ¡© a lay priest by the technique¡ª and ¡©govern by non-interference¡ª which lively elaborated Chuangtzu¡¦s management art. On the other hand, take the domestic entrepreneur's management philosophy as an example to explain the management philosophy in the practical application of enterprises. It really gathers together the open place with this research. Finally , we engage in introspection the western rationality management and the methodology enlightenment. We conclude this research as follows: 1. We can entrust with the classics new righteousness from the classics and time dialogue. 2. The time will provide another thought for the leader of the present age and the future with management philosophy art and the humanities.

published_or_final_version / Real Estate and Construction / Master / Master of Science in Construction Project Management

潘建忠. / 據手稿本影印. / Thesis (M.A.)--香港中文大學, 1988. / Ju shou gao ben ying yin. / English title: Human nature and work motivation. / Includes bibliographical references: leaves 112-122. / Pan Jianzhong. / Thesis (M.A.)--Xianggang Zhong wen da xue, 1988. / Chapter 一 --- 論文撮要 / Chapter 二 --- 鳴謝 / Chapter 第一章 --- 緒論 --- p.1 / Chapter 第一節 --- 研究的背景 --- p.2 / Chapter 第二節 --- 研究的目的 --- p.5 / Chapter 第三節 --- 研究的內容 --- p.8 / Chapter 第二章 --- 孟子的人性論 / Chapter 第一節 --- 中國人性論的形成 --- p.8 / Chapter 第二節 --- 人性之函義 --- p.16 / Chapter 第三節 --- 孟子之人性論之性質 --- p.17 / Chapter 第四節 --- 孟子人性論之進路─即心言性 --- p.18 / Chapter 第五節 --- 孟子人性論之證立 --- p.19 / Chapter 第六節 --- 孟子性善論之申論 --- p.28 / Chapter 第七節 --- 孟子性命對揚論 --- p.31 / Chapter 第八節 --- 結語 --- p.34 / Chapter 第三章 --- 孟子的激勵論 / Chapter 第一節 --- 激勵的涵義 --- p.41 / Chapter 第二節 --- 激勵的目的 --- p.43 / Chapter 第三節 --- 人性與激勵 --- p.45 / Chapter 第四章 --- 激勵之途徑與方法 / Chapter 第一節 --- 他勵 --- p.51 / Chapter 第二節 --- 自勵 --- p.57 / Chapter 第三節 --- 激勵的態度─執中用權 --- p.70 / Chapter 第五章 --- 從人性論激勵論看孟子的管理哲學 / Chapter 第一節 --- 管理哲學的涵義 --- p.78 / Chapter 第二節 --- 管理的目的 --- p.79 / Chapter 第三節 --- 管理之本─德治 --- p.82 / Chapter 第四節 --- 總結 --- p.88 / Chapter 第六章 --- 孟子的管理哲學對香港中學的學校行政的意義 / Chapter 第一節 --- 引言 --- p.91 / Chapter 第二節 --- 組織 --- p.91 / Chapter 第三節 --- 管理 --- p.96 / Chapter 第四節 --- 環境 --- p.104 / Chapter 第七章 --- 總結 --- p.109 / 參政書目 --- p.112 / 附圖 / Chapter 圖一 --- 人類激勵的一般模式 --- p.41 / Chapter 圖二 --- 需求理論學版之理論內容比較 --- p.49 / Chapter 圖三 --- 香港資助中學行政組織 --- p.93 / Chapter 圖四 --- 中學教師參與決策程度說明 --- p.103

西方組織與管理學之發展迄今已近百年，它是美國近一百年來成長最為迅速、體系最為完備的一學科。我國管理理論的發展，一向都是依循美國的發展軌跡而演進，吾人縱然自西方的管理思想與制度中獲益良多，但亦陷入某種困境；著重效率、效能與價值中立，使得我國當前的公、私部門多存在組織龐雜，生產力低落的現象，而逐漸顯現出以工具理性主導下組織管理的狹隘不足之處。 　　從二十世紀初開始，「相對論」、「量子力學」及「混沌理論」的相繼出現，突破且修正了自牛頓以來的唯物論與機械觀之基本假定，轉而逐漸朝向心物合一之整體觀與重視時間演化之生態觀發展。日本於七○年代所締造的經濟奇蹟，迫使理性主義者反思，因為在促成日本奇蹟的因素中，顯然含有某種與理性無關的成分（即使不是「非理性因素」）；第一層面所謂與理性無關的因素，是各種「影響力」的微妙混合體；它能夠因應模糊、不確定、不完美等狀況，並印證「相互依存」為最理想的關係模式；另一層面則是指某些軟性的、可彼此分享的價值觀。主張整體觀之新物理典範的觀點，與日本式管理哲學有許多契合之處，實是值得處於一整體社會環境迅速變動的環境之下的我們予以重視。 　　因此，本研究於第一章，說明研究動機、目的、方法與限制，及管理哲學等相關概念的界說。第二章，探究日本管理哲學的內涵，從文化價值觀切入，再論及禪與儒家思想對日本式管理哲學的影響。第三章，論及日本式管理之特質，以集團主義理念為主，形成一命運與共、採長期觀點及人性尊重主義之有機體式組織。第四章，探討管理新典範與日本式管理哲學之交融，及探討使日本成功之「全面品質管理」的理念。第五章，為本研究的結論，及日本式管理哲學對公共組織與公共管理的意涵，以及其之未來與展望。

The thesis is aimed at discussing the principles of the Toyota Way, philosophy and system of management guidelines, by way of elaborating and evaluating upon its fourteen core principles that are followed by companies worldwide. Further, the discussion will throw light on why the systemic root cause of the multiple recalls of 2009 and 2010 was not due to their concepts of lean manufacturing but can be attributed to the inability of the management of Toyota Motor Corporation to thoroughly apply their core principles. / text

The new realities of the healthcare marketplace are forcing healthcare decision makers to implement innovative operational philosophies, techniques, and tools that were proven in other industries to enhance the effectiveness of their organization. This study examines the acceptance and effectiveness of these philosophies, techniques, and tools in a hospital operational setting. The impact of implementation on operational and strategic outcomes is examined for 108 hospitals. Overall, the results of this study appear to indicate that certain quality improvement philosophies, techniques, and tools have been successful when applied in a hospital operational setting.

Thesis (MPhil (Information Science. Information and Knowledge Management))--Unkiversity of Stellenbosch, 2007. / Quality management, business process engineering and other business management change tools of the late 20th century are often denigrated in knowledge management literature as fads, with no permanent value. Other authors credit these tools with being predecessors of knowledge management. The objective of this assignment is to investigate the origins, theory and practice of some of the process and technology-oriented fads, and to assess the extent to which they build the intellectual capital of the organisation and therefore can be classed as knowledge management tools. The time period covered by the study is 1960 – 1999, with most emphasis on the period 1975 – 1995. This starting point has been selected because it coincides with maturation of business management as a science, evolving from economic and social science theories; wide acceptance of Penrose’s resource-based theories and early proliferation of information systems in business. The end point has been selected because it coincides with expansion of the global network – based on embedded information technologies, the Internet and the World Wide Web; diffusion of on-line, real-time, end-user-controlled computing and the maturity of knowledge management as a discipline. This assignment starts with a study of the historical origins and development of business management theory, including the evolution of business management as a science, the study of organisational behaviour, the development of strategic, environmental, competitive and internal analysis techniques. This is followed by a brief assessment of most important changes in the business environment during the period under review, including the adoption of information technology, and the development of globalisation An overview of several changes in business management in the period surveyed – including strategic management, organisational structure, information orientation, organisational learning, excellence, collaboration and innovation - is followed by more detailed reviews of two of the new methods (fads): quality management and business process reengineering and management. An introduction to intellectual capital, including some approaches to classifying and measuring it, is followed by evidence linking intellectual assets to knowledge resources, and that these resources are managed with knowledge management. This is followed by a presentation of evidence of the contribution of various fads to knowledge and knowledge management, with reference to reference models developed by Skyrme (1999) and Botha and Fouché (2002). By relating intellectual capital to knowledge, the author demonstrates that many of these fads have in fact provided a solid foundation for knowledge management.

所謂組織理論，簡單的說，就是一種觀察、解釋、預測、或控制組織現象的概念模式 。 本論文的研究目的，主要有兩個方面：一是透過對各種先系統組織理論的批判，來認 識系統研究法組織理論的起源與發展，並對各種系統模式下的組織理論作一系列的討 論。二是透過對系統組織理論內涵的瞭解，進一步申論其對組織分析的影響，並對各 項系統特質的真實性及其實用性，作一評論性的分析。本此目標，本論文在架構上共 分八章，依次論述。 第一章為「先系統研究法組織理論的精義」，乃是就幾個對於系統研究法之組織理論 的基本架構，具有啟迪作用之先系統研究法時期的組織理論，作一描述性的說明。 第二章為「先系統研究法組織理論的檢討」，乃是就前章的論述，檢討其在現代組織 環境中的適用性，並從而影射出系統研究法組織理論的時代需求性。 第三章為「系統研究法組織理論的模式」，主要是論述社會的系統模式、社會─技術 的系統模式，以及整合性之系統模式的基本內涵。 第四章為「系統模式下組織理論的剖析」，主要是根據第三章的論述，試從輸入─轉 換─輸出和反饋的角度，作一剖析性的探討。 第五、第六及第七章，依次為「系統研究法與組織規劃」、「系統研究法與組織領導 」，和「系統研究法與組織控制」。 第八章為「系統研究法組織理論的評價與展望」，乃是綜合所有的討論，除了縱論系 統研究法之組織理論的優異性及其限制性之外，並對組織理論的未來展望作一提示性 的透視。