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About the Contributors About the Contributors Editors Edward E. Lawler III is Distinguished Professor of Business in the Management and Organization department of the Marshall School of Business at the University of Southern California. He is also Director of the School’s Center for Effective Organizations. After receiving his Ph.D. from the University of California at Berkeley in 1964, Ed Lawler joined the faculty of Yale University as Assistant Professor of Industrial Administration and Psychology. Three years later he was promoted to Associate Professor. Ed Lawler moved to the University of Michigan in 1972, as Professor of Psychology, and also became a Program Director in the Survey Research Center at the Institute for Social Research. He held a Fulbright Fellowship at the London Graduate School of Business. In 1978, he became a professor in the Marshall School of Business at the University of Southern California. During 1979, he founded and became the Director of the University’s Center for Effective Organizations. In 1982, he was named Professor of Research at the University of Southern California. In 1999, he was named Distinguished Professor of Business. Ed Lawler has been honored as a major contributor to theory, research, and prac- tice in the fields of human resources management, compensation, organizational development, and organizational effectiveness. He is the author and coauthor of over 300 articles and 41 books. His most recent books include Rewarding Excellence (Jossey-Bass, 2000), Corporate Boards: New Strategies for Adding Value at the Top (Jossey-Bass, 2001), Organizing for High Performance (Jossey-Bass, 2001), Treat People Right (Jossey-Bass, 2003), Human Resources Business Process Outsourcing (Jossey-Bass, 2004), Achieving Strategic Excellence: An Assessment of Human Resource Organizations (Stanford Press, 2006), Built to Change (Jossey-Bass, 2006), and The New American Workplace (Palgrave-Macmillan, 2006). For more information, go to http://www.edwardlawler.com James O’Toole is Research Professor in the Center for Effective Organizations at the University of Southern California (USC). He is also Mortimer J. Adler Senior Fellow of the Aspen Institute. At USC he has held the University Associates’ Chair of Management and served as Executive Director of the Leadership Institute. He has been editor of New Management magazine and Director of the Twenty-Year Forecast Project (where he interpreted social, political, and economic change for the top management of thirty of the largest US corporations). O’Toole’s research and writings have been in the areas of leadership, political/eco- nomic philosophy, and corporate culture. He has addressed dozens of major 298 ABOUT THE CONTRIBUTORS corporations and professional organizations, and has published over seventy articles. Among his fourteen books, Vanguard Management was named “One of the best busi- ness and economics books of 1985” by the editors of Business Week and Leadership A to Z, received an enthusiastic review in Fortune (December 6, 1999). His latest books are Creating the Good Life: Applying Aristotle’s Wisdom to Find Meaning and Happiness (Rodale, 2005) and the New American Workplace (Palgrave-Macmillan, 2006). O’Toole received his Doctorate in Social Anthropology from Oxford University, where he was a Rhodes Scholar. He served as a Special Assistant to Secretary of Health, Education and Welfare, Elliot Richardson, as Chairman of the Secretary’s Task Force on Work in America, and as Director of Field Investigations for President Nixon’s Commission on Campus Unrest. He won a Mitchell Prize for a paper on eco- nomic growth policy, has served on the prestigious Board of Editors of the Encyclopaedia Britannica, and was editor of The American Oxonian magazine. From 1994–1997 O’Toole was Executive Vice President of the Aspen Institute. He also has served recently as Managing Director of the Booz ïAllen & Hamilton Strategic Leadership Center, and Chair of the Center’s academic Board of Advisors. For more information go to http://www.jamesotoole.com Contributors Stephen R. Barley is the Charles M. Pigott Professor of Management Science and Engineering, the codirector of the Center for Work, Technology and Organization at Stanford’s School of Engineering and the codirector of the Stanford/General Motors Collaborative Research Laboratory. He holds a Ph.D. in Organization Studies from the Massachusetts Institute of Technology. He was editor of the Administrative Science Quarterly from 1993 to 1997 and the founding editor of the Stanford Social Innovation Review from 2002 to 2004. Barley has written extensively on the impact of new technologies on work, the organization of technical work, and organizational culture. He edited a volume on technical work entitled Between Craft and Science: Technical Work in the United States published in 1997 by the Cornell University Press. In collaboration with Gideon Kunda of Tel Aviv University, Barley has also published a book on contingent work among engineers and software developers, entitled Gurus, Hired Guns and Warm Bodies: Itinerant Experts in the Knowledge Economy, with the Princeton University Press. Joseph Blasi is a professor in the School of Management and Labor Relations at Rutgers University. He is a sociologist who received his Ed.D. from Harvard University. His research has focused on employee participation in stock, stock options, and profit sharing in American industry over the last 30 years. His books on the subject include Employee Ownership (HarperCollins, 1988), The New Owners with Douglas Kruse (HarperCollins, 1991), and In the Company of Owners (Basic Books, 2003) with Douglas Kruse and Aaron Bernstein. His published articles appear in scholarly journals such as Industrial Relations and Industrial and Labor Relations Review. He worked as a legislative assistant in the U.S. House of Representatives in the late 1970s and early 1980s on these issues. Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and director of Wharton’s Center for Human Resources. He is also a research associate at the National Bureau of Economic Research in Cambridge, Massachusetts ABOUT THE CONTRIBUTORS 299 and currently serves as senior advisor to the Government of Bahrain for Employment Policy. He has degrees in industrial relations from Cornell University and in labor economics from Oxford where he was a Fulbright Scholar. Professor Cappelli’s research examines changes in employment relations in the United States. His publi- cations include The New Deal at Work: Managing the Market-Driven Workforce (Harvard Business School Press, 1999), which examines the challenges associated with the decline in lifetime employment relationships. Much of his recent work is based on his National Employer Survey project with the Bureau of the Census, which provides detailed information on employment practices across the U.S. economy. His recent work on managing retention, electronic recruiting, and changing career paths appears in the Harvard Business Review. His work in progress includes a study of talent management practices in the United States. Wayne F. Cascio holds a B.A. from Holy Cross College, an M.A. from Emory University, and a Ph.D. in industrial/organizational psychology from the University of Rochester. Currently he is US Bank Term Professor of Management at the University of Colorado at Denver and Health Sciences Center. He has written 21 books and more than 125 journal articles and book chapters on human resource management issues, including downsizing, restructuring, and the economic impact of behavior in organizations. An elected Fellow of the Academy of Management, the American Psychological Association, and the National Academy of Human Resources, he received the Distinguished Career award from the Academy of Management’s HR Division in 2000, and an honorary doctorate from the University of Geneva (Switzerland) in 2004. He serves on the boards of CPP,Inc., the Society for Human Resource Management Foundation, and the Academy of Management. Elizabeth F. Craig is an assistant professor of Organizational Behavior at Boston University’s School of Management. She earned a Ph.D. in Management from The Wharton School at University of Pennsylvania, as well as a Masters degree in Human Resource Management from the School of Management and Labor Relations at Rutgers University, and a Bachelor of Arts degree in Economics also from Rutgers. She conducts research on work careers and career processes, the changing nature of employment relationships, and organizational commitment and mobility. Her cur- rent research addresses the organization and meaning of work careers in contempo- rary society and the effects of career complexity on career construction and career management processes. David Finegold is a professor of Strategy and Organization at the Keck Graduate Institute of Applied Life Sciences in Claremont, CA. He has conducted two decades of research comparing different countries’ education and training systems and their relationship with work organization and economic performance. His books on this topic include Are Skills the Answer? (Oxford University Press, 1999), The German Skills Machine (Berghahn Books, 1999), and Something Borrowed, Something Blue (The Brookings Institution, 1990). Professor Finegold has provided policy advice on skills issues to the OECD and the governments of United Kingdom, United States, Australia, and South Korea. He is also is an award-winning teacher who provides executive education and
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