Craddock / Bibliography 1 1-Crad-Biblio-II-Biblio 10-03-02 Requisite Leadership Theory: An Annotated Research Bibliography on Elliott Jaques, Including: Requisite Organization - The Glacier Project - Stratified Systems Theory - Time-Span of Discretion - Levels of Mental Complexity - Complexity of Information Processing - The Quality of Labor - The Mid-Life Crisis - and Psychoanalysis (covering 1942-2002) by Kenneth Craddock COLUMBIA UNIVERSITY SEPTEMBER 2002 Copyright © 2002 Kenneth Craddock 530 East 84 Street, 1F New York, New York 10028 (212) 628-2986 (H) (212) 854-5767 (W) [c/o Whitney] kcc6 @ columbia. edu Craddock / Bibliography 2 TABLE OF CONTENTS 10-03-02 I. A. Introduction Introduction to the Bibliography Background of the Theory Further Research Sources (Working Papers, etc.) I. B. Glacier Project Series and Replication Studies Glacier Project Series: Articles, Books & BIOSS Books A Note on Replication Studies and Charts Works on the Progression Curves Works on the Equitable Work Payment Scale Works on the ‘Effort Bargain’ Cases on Requisite Organization Interesting Ph.D.s – Might Be Affiliated (43) Author’s Bio II. A. Academic and Professional Print Media 3 Books, Articles, Chapters, Pamphlets and Reports 4 Brown: 29- 33 Jaques: 95-113 Reviews of Books on the Theory 212 Newspaper & Periodical Articles (non-academic, by date) 226 Non-Print Media On-line Articles and Websites 231 Broadcasts, Videos/ Movies, Presentations 234 II. B. Ph.D.s on Jaques' Organization Theory 242 Introduction to Doctoral Dissertations 243 The Ph.D.s on the Theory (53) 250 M.A.s on the Theory (22) 270 Data on the Ph.D.s 275 Ph.D.s Related to the Theory (75) 288 M.A.s Related to the Theory (12) 308 Author’s Bio 314 Craddock / Bibliography 3 PART II. A. ANNOTATED RESEARCH BIBLIOGRAPHY This Bibliography is in two parts because it grew too big. Part I is an Introduction to Elliott Jaques, to requisite organization theory, and to the bibliography itself. It provides a context for the articles and books in Part II and shows why this theory is so important and so expansive. I have also tried to point out some of the features of its future development. The second half of Part I consists of lists and groupings of the works in Part II. Some were published as part of a series. Others I have brought together to show their substance as a body of knowledge or to show their power, such as replication studies and cases. Part II is the Bibliography itself. It is designed with keywords to be as flexible and searchable as I could make it. Today this is a substantial body of knowledge that reveals a coherent theory of great explanatory power and offers methods for significantly improving organizations. A lot of work has been done on it and a lot more beckons. The Bibliography has been arranged by type of material. The second half of the Bibliography consists of the doctoral dissertations and theses that have been done on it or are related to it. Each section of dissertations has its own short introductory essay. This bibliography replaces one prepared by Alison Brause in 1996. As you follow your own trail of research into this material you will begin to sense the dynamics that have been surrounding this theory for half a century, its power, and why it is resisted. I believe this theory is fundamental to the future of organization studies. (Part I fn: 1-Crad-Biblio-I-Intro) (Part II fn: 1-Crad-Biblio-II-Biblio) Craddock / Bibliography 4 Copyright 2002 Kenneth Craddock 1-Crad-Biblio-II-Biblio 10-03-02 ACADEMIC AND PROFESSIONAL PRINT MEDIA BOOKS, ARTICLES, CHAPTERS, PAMPHLETS, REPORTS Some Brief Notes: The bibliographic style I have adopted for the entries is a modified Harvard style: Last Name, First Name, [Second Author: FN LN, et al], Year, Title, Publisher, Place of Publication, Month, Volume(Issue):Start-End Pages. This allowed multiple publications by one author to be arranged chronologically. This was important for Jaques, Brown and several others who have written extensively on the theory. Works that Elliott Jaques and Wilfred Brown co-authored with other authors have been double-listed under both names. Other well-known works by two authors have been double-listed. The main title of a book is in initial capitals, while the subtitle is (usually) without initial capitals. The whole book title is in italics. The title of an article is inside quotes and the name of the journal is in italics. This bibliography was compiled in September 2002. I decided to leave my working notes in this version for my follow-ups. I put five stars after many especially helpful readings - but I was not consistent about this. My cryptic abbreviations include: Clio = the Columbia U. library online catalogue. Columbia libraries include: Business/Watson, Lehman, Social Work, Psychology. NYPL = New York Public Library (CatNyp). NYPL libraries include: Science, Industry and Business (SIBL, 34th Street), Humanities General Research (42nd Street), Mid-Manhattan (40th Street), Branches. [Never forget LEO Catalogue for the Branches.] ***** Abelson, Hal R., 1986, “Time Management: Avoid On the Job Draining,” Credit and Financial Management, Feb., 88(2):12-14. Match time-span of role to the time horizon of employee. The four articles by Abrahamson strongly support the contentions of both Jaques and Deming regarding the state of current managerial thinking. Deming described it as “superstitious” and Jaques as “alchemy.” It is not science based. It is sequential but not cumulative. It is static and not dynamic. There is no body of managerial knowledge. Craddock / Bibliography 5 Abrahamson, Eric, 1991, “Managerial Fads and Fashion: the Diffusion and Rejection of Innovations,” Academy of Management Review, 16(3):586-612. Managerial fads and fashions lead to the adoption of both efficient and inefficient innovations at the same time. Abrahamson, Eric, 1996, “Management Fashion,” Academy of Management Review, 21(1):254- 285. Fashion setters include consulting firms, management gurus, mass-media and business schools - and they are competitive. Abrahamson, Eric, 1997, “The Emergence and Prevalence of Employee-Management Rhetorics: The Effect of Long Waves, Labor Unions and Turnover, 1875-1992,” Academy of Management Journal, 40: 491-533. Over the last century there have been five employee-management rhetorics in US managerial discourse: welfare work, scientific management, human relations and personnel management, systems rationalization, and organizational culture and quality. Management fads have rarely produced the results promised. Abrahamson, Eric, and Gregory Fairchild, 1999, “Management Fashion: Lifecycles, Triggers, and Collective Learning Processes,” December, Administrative Science Quarterly, 44:708-740. Emotionally charged, enthusiastic, and unreasoned discourse characterizes the upswings of management fashion waves ... evidencing a pattern of superstitious collective learning.” Abstracts and Proceedings of the First United States Seminar in the Dynamics of Organization and Level-of-Work Measurement, 1965. See: Fohr, John Martin (1916-), and Charles Penley Rahe. Academy of Management Review, 2001, October, 26(4). The special issue of nine articles was dedicated to ‘time and organizational research.’ Special Topic editors: Paul S. Goodman, Deborah G. Ancona, Barbara S. Lawrence, and Michael L. Tushman. Three articles cited Jaques or the theory. (Two others cited articles by Das, et al, related to Jaques.) See Deborah G. Ancona, the first author/editor, for two articles. See Blount and Janicik for the third. Acker, Joan, 1989, Doing Comparable Worth: Gender, Class, and Pay Equity, Temple University Press, Philadelphia, PA. Shows how the choice of the Hay system by the state of Oregon ensured the advocates of comparable worth were defeated and the status quo job evaluation system prevailed. No awareness of Jaques. Chapter 3, “Reproducing Hierarchy: Job Evaluation and Comparable Worth in State Government,” is reproduced in Fischer, Frank, and Carmen Sirianni, eds., Critical Studies in Organization and Bureaucracy, revised and expanded edition, 1994, Temple University Press, Philadelphia, PA. (See Quaid and Hellriegel) Ackoff, Russell L., 1994, The Democratic Corporation: a radical prescription for recreating corporate America and rediscovering success, Oxford University Press, New York, NY. An organization design that institutionalizes an on-going 360-degree feedback system on every manager by his/her subordinates. One firm adopted it and exploded: Dow Corning. Buried in all the noise generated by this design, they could not identify the threat to the organization from breast implants. Craddock / Bibliography 6 Ackoff, Russell L., and F. Emery, 1972, On Purposeful Systems: An Interdisciplinary Analysis of Individual and Social Behaviour as a System of Purposeful Events, Tavistock Publications, London, UK. Ackoff is always interesting - but often wrong. Worth a look-see on purpose. Adams, J. [Jean] Stacy, 1963, “Toward an Understanding of Inequity,” Journal of Abnormal and Social Psychology, 67(5):422-436. Mr. Adams shows a very early appreciation and accurate understanding of Jaques. Adams, J. Stacy, 1963, “Wage Inequities, Productivity and Work Quality,” Industrial Relations, 3(1):9-16. This and the next piece are Adams’ version of equity theory. They are treated on a par with Jaques 1961 and Homans 1961. Vroom 1964 could not tell these theories apart. Adams, J. Stacy, 1965, “Inequity in Social Exchange,” in Berkowitz, L., ed., Advances in Experimental Social Psychology, Academic Press, NY, NY, Vol. 2, p. 157-189. Reprinted as chapter 9 in Tosi, Henry L., Robert J. House and Marvin D. Dunnette, eds., 1972, Managerial Motivation and Compensation, A Selection of Readings, MSU Business Studies, East Lansing, MI, p. 134-168. This and the other articles (1962-1965) are Adams’ version of equity theory. They are treated on a par with Jaques 1961 and Homans 1961. Vroom 1964 could not tell these theories apart. Most academics favored the Adams version since it allowed measurable inputs, outcomes, comparison with Other, and performance. Adams defined equity as a balanced comparison equation.