Two Faces of Trust: The Roles of Calculative and Relational Trust in Work Transformation - Hardcover
Synopsis
This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work.
This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work.
As a reproduction of a historical artifact, this work may contain missing or blurred pages, poor pictures, errant marks, etc. Scholars believe, and we concur, that this work is important enough to be preserved, reproduced, and made generally available to the public. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant.
"synopsis" may belong to another edition of this title.
About the Author
Maureen A. Scully is Professor of Management at the Center for Gender in Organizations, SIMMONS Graduate School of Management in Boston. She also serves as Research Associate for the Initiative for Social Innovation through Business at the Aspen Institute, where she is creating a clearinghouse of cases on the synergies between addressing social issues and running effective businesses. Before coming to CGO, she was on the faculty at the MIT Sloan School of Management and a Fellow in the Program on Ethics and the Professions at Harvard University. She received her bachelor's degree in social studies from Harvard-Radcliffe and her master's degree in sociology and Ph.D. in organizational behavior from Stanford University. Professor Scully's research focuses on injustice and social change in organizations. She has studied how inequality is both legitimated and contested in organizations, how employees perceive merit-based reward systems, how reward systems change during transitions to teamwork, how ethics programs in organizations ramify in unexpected ways, how employee groups use grassroots activism to redress inequalities, and how alternatives to individualistic, merit-based rewards should be created.
"About this title" may belong to another edition of this title.
