Nurit Zaidman
Nurit Zaidman is associate professor and the Area Head of Strategy and International Management at the Department of Business Administration, Guilford Glazer Faculty of Business and Management at Ben-Gurion University of the Negev, Israel. She graduated from the Department of Anthropology at Temple University, USA. Her current research focuses on global teams, knowledge transfer in multi-nationals
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policy adopted by ISKCON toward active Indian congregations in the United States.
Primary data is set within the theoretical framework of globalisation and the relationship between religious innovation and forms of power is highlighted. The paper provides data regarding the religious and non-religious interests of ISKCON Indian followers and ISKCON temple residents. A description and analysis of the sources of power that are
available for the actors and the way they are exploited are discussed in relationship to the process of change. The paper concludes with a discussion of the impact of the interaction between the ISKCON temple and its Indian followers on the movement itself.
position of women in Jewish communities, the present paper suggests a
typology of the attempts to change traditional male-centered Judaism.
Three types of responses to traditional male-centered Judaism are pre-
sented: the traditional, the modern, and the postmodern. This paper fo-
cuses mainly on the two latter types.
and their interaction with local organizations. The incorporation of ideas of
spirituality into the world of effi cient management and organizations
seem on the outset to be ‘unnatural’. We show that while this inherent
contradiction does not disappear, spiritual consultants employ various
ways to overcome the anticipated resistance and to make an impact.
These ways include not only attentive processes of selection and reframing
of ideas before introducing them to the new setting, but often enough
also methods of concealing and lack of transparency in the consultants’
interactions with managers and or employees. We use domestication, as
a key analytical concept. In spite all the familiarization and disguising
techniques, spiritual consultants do bring new ideas into the organizational context. Unlike conventional consultants, they set an emphasis on the individual’s awareness of his or her body, thoughts and feelings at the moment and by that challenge management expectation that employees would conform to their jobs and roles. Finally, we argue that consultants create ‘noise’ in terms of the ideas that they promote but most of them ‘keep order’ in terms of the way they choose to deliver these ideas
of Corporate Social Responsibility (CSR) within 12
Israeli firms using a longitudinal qualitative approach.
We analyzed the process of CSR strategization under
Jarzabkowski’s framework. Our findings identify the
differentiating characteristics of CSR strategization processes,
including the requirement for informative communications
rather than persuasive negotiations, and the
absence of resistance within the organizational community.
These unique aspects of CSR strategization may be
attributed to the moral and value-centric nature of CSR
activity.
‘‘texts’’ – video clips to promote a university program – which they exchanged with their counterparts overseas to receive feedback. We adapted models of home-made visual communication and advertising which used the categories of participants, settings, topics,
and style, to analyze the eight clips. Emergent findings suggested two more categories – information and language – as important analytical tools. Variables of age, gender, and intercultural differences, and (cultural) context also resulted in student audiences’
multiple interpretations of the texts. The outcomes indicate the need to extend the culture-in-context approach for a ‘‘situation focused communication approach,’’ where the primary focus is a group of producers and their audience as they produce and interpret
a professional text. This approach also foregrounds contextual variables and a plural understanding of culture to accommodate the potential for miscommunication of business and professional texts in pluricultural contexts.
importance of the work. Hierarchical regression showed that importance moderated the effect of stress on burnout. Findings also revealed that the unexpected social stressors associated with cultural differences between team members were more stressful than the stressors associated with high-tech work.
and NGOs worldwide. The study examined team member’s stereotypes as embedded in the complex environment that characterizes global teams. It contributes to the scarce research on stereotypes as embedded in contexts. The study explored the stereotypes of
120 Israelis and 80 Indians working in the high-tech industry.
The conceptual frameworks of convergence, divergence and crossvergence and social identity theory provided the backdrop for the study’s hypotheses.
The quantitative findings documented the existence of crossvergence in global and national stereotypes and of in-group favoritism. The qualitative findings revealed that Israelis and Indians created mirror pictures of two basic stereotype categories: work related
and personal characteristic.
organizational ideas in the encounter with new wisdom. We also contribute to workplace spirituality literature and to the emerging field of organizational wisdom by analyzing the initial stages and essence of the encounter between existing and new wisdom.
Using the theoretical framework of Sagie’s (1997) loose–tight leadership approach, our hypotheses concerned the effects of both practices on the employee’s work-related attitudes, and the mediating role of two variables, cognitive (information sharing) and motivational (exerting
effort), in these effects. Data were analysed using two methodological approaches, quantitative and qualitative. Based on a quantitative analysis of the questionnaires given to 101 professional
employees of a textile company, partial support was provided for the study hypotheses. A qualitative analysis of in-depth, semi-structured interviews with all the employees (n¼ 20) in one of the company divisions led to similar conclusions. Specifically, we found that although the loose and tight practices affected work attitudes, the interviewees attributed more impact to the tight practice. In addition, none of the study variables mediated the loose impact on attitudes, whereas
information sharing (but not exerting effort) mediated the influence of tight practice. Finally, the qualitative analysis revealed a deeper insight into the nature of both leader practices and their
possible integration in the decision-making processes in organizations
corporations. This study adopts an exploratory approach based on data collected at four Israeli companies operating in the high-tech industry that outsource or have established subsidiaries in
India. Results indicate five situations that may lead to psychological contract violation, as well as to specific cultural and contextual factors that generate such violation. We argue that the possibility
of psychological contract violation anticipatory at multinational corporations due to their distinctive characteristics, namely, inherent cultural diversity, dynamic structure, and global dispersion.
The study further contributes to general psychological contract research by showing that certain aspects of the psychological contract are culturally constructed and that incongruences in these aspects as constructed by members of different groups may lead to perceptions of violation.
Judaism is a force that restricts trade in certain types of objects and at the same time expands the scope of the market to include others. Other factors that affect the market of New Age goods are related to the values that societies attribute to the cultural products of the ‘other’. I argue that the New Age is an open system that is manifested differently in each context. Contextual influences prioritise the acceptance of particular
notions that are part of the New Age network, and these priorities in turn shape the market of New Age goods in each country. The paper’s findings also illustrate that the New Age shop, especially in Israel, is a place where customers and shop owners negotiate their views. Many of these interactions are about the fit or lack of fit between global trends in the New Age subculture and its encounter with local ideologies.
policy adopted by ISKCON toward active Indian congregations in the United States.
Primary data is set within the theoretical framework of globalisation and the relationship between religious innovation and forms of power is highlighted. The paper provides data regarding the religious and non-religious interests of ISKCON Indian followers and ISKCON temple residents. A description and analysis of the sources of power that are
available for the actors and the way they are exploited are discussed in relationship to the process of change. The paper concludes with a discussion of the impact of the interaction between the ISKCON temple and its Indian followers on the movement itself.
position of women in Jewish communities, the present paper suggests a
typology of the attempts to change traditional male-centered Judaism.
Three types of responses to traditional male-centered Judaism are pre-
sented: the traditional, the modern, and the postmodern. This paper fo-
cuses mainly on the two latter types.
and their interaction with local organizations. The incorporation of ideas of
spirituality into the world of effi cient management and organizations
seem on the outset to be ‘unnatural’. We show that while this inherent
contradiction does not disappear, spiritual consultants employ various
ways to overcome the anticipated resistance and to make an impact.
These ways include not only attentive processes of selection and reframing
of ideas before introducing them to the new setting, but often enough
also methods of concealing and lack of transparency in the consultants’
interactions with managers and or employees. We use domestication, as
a key analytical concept. In spite all the familiarization and disguising
techniques, spiritual consultants do bring new ideas into the organizational context. Unlike conventional consultants, they set an emphasis on the individual’s awareness of his or her body, thoughts and feelings at the moment and by that challenge management expectation that employees would conform to their jobs and roles. Finally, we argue that consultants create ‘noise’ in terms of the ideas that they promote but most of them ‘keep order’ in terms of the way they choose to deliver these ideas
of Corporate Social Responsibility (CSR) within 12
Israeli firms using a longitudinal qualitative approach.
We analyzed the process of CSR strategization under
Jarzabkowski’s framework. Our findings identify the
differentiating characteristics of CSR strategization processes,
including the requirement for informative communications
rather than persuasive negotiations, and the
absence of resistance within the organizational community.
These unique aspects of CSR strategization may be
attributed to the moral and value-centric nature of CSR
activity.
‘‘texts’’ – video clips to promote a university program – which they exchanged with their counterparts overseas to receive feedback. We adapted models of home-made visual communication and advertising which used the categories of participants, settings, topics,
and style, to analyze the eight clips. Emergent findings suggested two more categories – information and language – as important analytical tools. Variables of age, gender, and intercultural differences, and (cultural) context also resulted in student audiences’
multiple interpretations of the texts. The outcomes indicate the need to extend the culture-in-context approach for a ‘‘situation focused communication approach,’’ where the primary focus is a group of producers and their audience as they produce and interpret
a professional text. This approach also foregrounds contextual variables and a plural understanding of culture to accommodate the potential for miscommunication of business and professional texts in pluricultural contexts.
importance of the work. Hierarchical regression showed that importance moderated the effect of stress on burnout. Findings also revealed that the unexpected social stressors associated with cultural differences between team members were more stressful than the stressors associated with high-tech work.
and NGOs worldwide. The study examined team member’s stereotypes as embedded in the complex environment that characterizes global teams. It contributes to the scarce research on stereotypes as embedded in contexts. The study explored the stereotypes of
120 Israelis and 80 Indians working in the high-tech industry.
The conceptual frameworks of convergence, divergence and crossvergence and social identity theory provided the backdrop for the study’s hypotheses.
The quantitative findings documented the existence of crossvergence in global and national stereotypes and of in-group favoritism. The qualitative findings revealed that Israelis and Indians created mirror pictures of two basic stereotype categories: work related
and personal characteristic.
organizational ideas in the encounter with new wisdom. We also contribute to workplace spirituality literature and to the emerging field of organizational wisdom by analyzing the initial stages and essence of the encounter between existing and new wisdom.
Using the theoretical framework of Sagie’s (1997) loose–tight leadership approach, our hypotheses concerned the effects of both practices on the employee’s work-related attitudes, and the mediating role of two variables, cognitive (information sharing) and motivational (exerting
effort), in these effects. Data were analysed using two methodological approaches, quantitative and qualitative. Based on a quantitative analysis of the questionnaires given to 101 professional
employees of a textile company, partial support was provided for the study hypotheses. A qualitative analysis of in-depth, semi-structured interviews with all the employees (n¼ 20) in one of the company divisions led to similar conclusions. Specifically, we found that although the loose and tight practices affected work attitudes, the interviewees attributed more impact to the tight practice. In addition, none of the study variables mediated the loose impact on attitudes, whereas
information sharing (but not exerting effort) mediated the influence of tight practice. Finally, the qualitative analysis revealed a deeper insight into the nature of both leader practices and their
possible integration in the decision-making processes in organizations
corporations. This study adopts an exploratory approach based on data collected at four Israeli companies operating in the high-tech industry that outsource or have established subsidiaries in
India. Results indicate five situations that may lead to psychological contract violation, as well as to specific cultural and contextual factors that generate such violation. We argue that the possibility
of psychological contract violation anticipatory at multinational corporations due to their distinctive characteristics, namely, inherent cultural diversity, dynamic structure, and global dispersion.
The study further contributes to general psychological contract research by showing that certain aspects of the psychological contract are culturally constructed and that incongruences in these aspects as constructed by members of different groups may lead to perceptions of violation.
Judaism is a force that restricts trade in certain types of objects and at the same time expands the scope of the market to include others. Other factors that affect the market of New Age goods are related to the values that societies attribute to the cultural products of the ‘other’. I argue that the New Age is an open system that is manifested differently in each context. Contextual influences prioritise the acceptance of particular
notions that are part of the New Age network, and these priorities in turn shape the market of New Age goods in each country. The paper’s findings also illustrate that the New Age shop, especially in Israel, is a place where customers and shop owners negotiate their views. Many of these interactions are about the fit or lack of fit between global trends in the New Age subculture and its encounter with local ideologies.