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E-mail as a Source and Symbol of Stress
Barley, Stephen R.
;
Meyerson, Debra E.
;
Grodal, Stine
- In:
Organization science : a journal of the Institute for …
22
(
2011
)
4
,
pp. 887-907
Persistent link: https://www.econbiz.de/10009180284
Saved in:
2
The Stanford organizational studies community : reflections of a tempered radical
Meyerson, Debra E.
- In:
Stanford's organization theory renaissance, 1970 - 2000
,
(pp. 365-372)
.
2010
Persistent link: https://www.econbiz.de/10003968637
Saved in:
3
Radical change, the quiet way
Meyerson, Debra E.
- In:
Harvard business review on the persuasive leader
,
(pp. 95-117)
.
2008
Persistent link: https://www.econbiz.de/10003720832
Saved in:
4
Tempered radicals : how people use difference to inspire change at work
Meyerson, Debra E.
-
2001
Persistent link: https://www.econbiz.de/10004679763
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5
Tempered radicals : how people use difference to inspire change at work
Meyerson, Debra E.
-
2003
Persistent link: https://www.econbiz.de/10004727733
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6
Field expansion and contraction : how communities shape social and symbolic boundaries
Grodal, Stine
- In:
Administrative science quarterly : ASQ ; dedicated to …
63
(
2018
)
4
,
pp. 783-818
Persistent link: https://www.econbiz.de/10011955233
Saved in:
7
Tempered radicalism and the politics of ambivalence and change
Meyerson, Debra E.
;
Scully, Maureen A.
- In:
The principles and practice of change
,
(pp. 237-262)
.
2009
Persistent link: https://www.econbiz.de/10003823450
Saved in:
8
Web work : the gendering of emotions and perceived work time : chicks and geeks at I.com
Kangas, Nicole L.
;
Meyerson, Debra E.
- In:
The emotional organization : passions and power
,
(pp. 102-120)
.
2008
Persistent link: https://www.econbiz.de/10003574379
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9
Crossroads: Tempered Radicalism and the Politics of Ambivalence and Change
Meyerson, Debra E.
;
Scully, Maureen A.
- In:
Organization science : a journal of the Institute for …
6
(
1995
)
5
,
pp. 585-600
Persistent link: https://www.econbiz.de/10007328566
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Rethinking Political Correctness - Political correctness is not always a good thing -- It can put up barriers rather than break them down. Managers should set aside PC rules and fi...
Ely, Robin J.
;
Meyerson, Debra E.
;
Davidson, Martin N.
- In:
Harvard business review : HBR
(
2006
),
pp. 78-87
Persistent link: https://www.econbiz.de/10007293791
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