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The ocean's gift: fishing in Lowestoft during the pre-industrial era, 1550 - 1750
In: Studies in East Anglian history 3
The minute books of the Suffolk Humane Society: a pioneer lifesaving organisation and the world's first sailing lifeboat, 1806 - 1892
In: Suffolk Records Society 56
Good governance
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Volume 41, Issue 3, p. 230-235
ISSN: 0090-2616
Trust in managerial relationships
In: Journal of managerial psychology, Volume 18, Issue 4, p. 282-304
ISSN: 1758-7778
Despite significant theoretical work over the past decade, the phenomenon of trust and the process of its development in managerial relationships remain elusive in theory and practice. This paper revisits theories that frame trust development in order to explore the development of trust in the specific social context of managerial relationships. Managerial relationships are often characterised by politics and the pursuit of hidden agendas and self‐interest. Competing perspectives and personal motivations can conspire to render even the most innocent of acts subject to scrutiny and suspicion. In these senses, high levels of trust are not commensurate with ideal conditions for managerial effectiveness. Examines the realistic possibilities for trust development set in the context of managerial relationships, and in the process of this analysis, creates a set of propositions that could inform further theory development and empirical investigation of the area.
Organizational Politics: The Cornerstone for Organizational Democracy
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Volume 31, Issue 1, p. 35-46
ISSN: 0090-2616
Voluntarism as an organizing principle for "responsible organizations"
In: Corporate governance: international journal of business in society, Volume 6, Issue 4, p. 527-544
ISSN: 1758-6054
PurposeThe aim of this paper is to promote the concept of organizational voluntarism, borrowed from political philosophy and to stimulate feedback and debate as to its efficacy in furthering the discourse on corporate responsibility.Design/methodology/approachThe paper examines a range of current theories that address the issue of balancing organizational plurality and coherence. It identifies both shortfalls in current research and provides criteria for developing new theory in this area. The concept of organizational voluntarism is developed and these criteria used to test the robustness of the model and to explore future areas of research.FindingsThe criteria used to assess the voluntarism model are: the centrality of organizational plurality, the embeddedness of social relations and power in organization working, accounting for the motivations of managers to work this way; and the need for clear organizational benefits. Four potential cognitions are proposed that define a voluntaristic mindset.Research limitations/implicationsThe aim is only to develop the concept of voluntarism and promote debate about its value as an organizing principle in multi stakeholder settings.Practical implicationsThe paper offers a research proposition that managers who pursue voluntaristic behaviour will be influenced by cognitions that reflect plurality of interests, the value of personal interest, the need to "take" authority and who value political models of working in the reconciliation of competing interests.Originality/valueThe paper provides an additional perspective that can further the development of corporate responsibility by mediating the demands for corporate control and efficiency and the calls for greater inclusion.