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Draft:Center for Effective Organizations

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  • Comment: This is largely promotional, we have zero interest in mission statements, and unsourced "Programs and Initiatives" and primary sourced "Impact and Influence". Theroadislong (talk) 16:52, 20 June 2025 (UTC)

The Center for Effective Organizations (CEO) is a research center within the Marshall School of Business at the University of Southern California (USC). Established in 1979, CEO is dedicated to advancing the study and practice of organizational effectiveness through applied research in areas such as leadership, human resources, innovation, and work design..[1]

History and Mission

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Founded by Edward E. Lawler III, CEO was created to bridge the gap between academic research and real-world business practices. Its mission is to improve organizational effectiveness by conducting rigorous research and providing insights that help companies implement successful strategies for workforce management, innovation, and change.[2]

Notable Research Scientists at CEO

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Edward E. Lawler III

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Dr. Edward E. Lawler III is a Distinguished Professor of Business at the USC Marshall School of Business and the founding director of the center, established in 1979. Under his leadership, CEO became a globally recognized research center, known for bridging academic theory with practical organizational solutions. Publications such as Fortune and BusinessWeek have acknowledged CEO as one of the nation's leading management research organizations.[3]

Dr. Lawler has authored or co-authored over 450 articles and 52 books, focusing on topics like human resources management, compensation, organizational development, and effectiveness. His work has significantly influenced both academic thought and business practices. He developed the high-involvement management framework[4], emphasizing employee participation and engagement as critical components of organizational success. His contributions have earned him accolades from esteemed organizations, including the Society for Human Resource Management (SHRM), the Society for Industrial and Organizational Psychology (SIOP)[5], and the Academy of Management[6]. Notably, he was the inaugural recipient of SHRM’s Michael R. Losey Award for Human Resource Research Excellence.

Dr. Lawler's enduring impact on the fields of organizational behavior and human resource management continues to shape contemporary business practices and academic research.

John W. Boudreau

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Dr. John W. Boudreau has been a central figure at the center, serving as a Senior Research Scientist and Professor Emeritus at the Marshall School of Business.[7] Renowned globally for his pioneering research, Dr. Boudreau has significantly advanced the understanding of the intersection between human capital, organizational effectiveness, and the evolving nature of work.[8]

Dr. Boudreau's contributions have been acknowledged with several prestigious awards, including the Academy of Management’s Organizational Behavior New Concept and Human Resource Scholarly Contribution[9] awards. His research has been featured in leading publications such as the Harvard Business Review[10], The Wall Street Journal, and Fortune. Notably, he co-authored the influential book Beyond HR: The New Science of Human Capital, which explores innovative approaches to talent management .

Through his work at the center, Dr. Boudreau has profoundly influenced both academic thought and practical applications in human resource management, positioning him as a leading authority on the future of work and organizational strategy.

Jay R. Galbraith

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Dr. Jay R. Galbraith played a significant role at the center as a senior research scientist. In this capacity, he contributed extensively to the field of organizational design, particularly through his development and application of the Star Model™ framework. This model emphasizes the alignment of five key organizational components—strategy, structure, processes, rewards, and people—to effectively implement business strategies.

During his tenure at the CEO, Galbraith focused on researching and advising organizations on complex design challenges, including the implementation of matrix structures, development of customer-centric models[11], and management of global operations. His work was characterized by a practical approach, often deriving insights from direct client engagements, which he then translated into widely used frameworks and methodologies.

Galbraith's contributions at the CEO have had a lasting impact on both academic thought and practical applications in organizational design, influencing how companies structure themselves to adapt to changing business environments.​

Susan A. Mohrman

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Dr. Susan A. Mohrman was a Senior Research Scientist and Professor at the Marshall School of Business.[12] Her extensive research and applied work have significantly advanced the fields of organizational design, large-scale change, and collaborative research methodologies.[13] Her most important and widely recognized work is arguably "Designing Team-Based Organizations: New Forms for Knowledge Work"[1] published in 1995 and co-authored with Susan G. Cohen and Allan M. Mohrman Jr. This book is a landmark in helping organizations transition from traditional hierarchical structures to team-based designs, particularly in the context of knowledge work. It provides a comprehensive framework for designing and managing teams as the core units of work, focusing on aligning organizational systems and culture with team-based structures, creating accountability, autonomy, and interdependence within teams, and encouraging collaboration and learning in complex, fast-changing environments.​

Dr. Mohrman's work at CEO exemplified a commitment to bridging academic research with practical organizational challenges, making her a leading authority in organizational development and change.[14]​

Chris Worley

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Dr. Chris Worley has been a pivotal contributor to the center, serving as a Affiliated Senior Research Scientist.[15] His work at the CEO focuses on organizational agility[16], design, and development, aiming to enhance organizations' adaptability and performance.​

Through his multifaceted role at CEO, Dr. Worley continues to influence the field of organizational development by integrating research, education, and practical application.[17]​

Alec R. Levenson

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Dr. Alec R. Levenson serves as a Senior Research Scientist at the center. An economist by training, his work bridges academic research and practical application, focusing on enhancing organizational performance through the integration of organizational design, job design, human capital analytics, and strategic talent management. He specializes in applying data-driven and systems-based approaches to enhance organizational performance, job design, and human capital systems.[18] Dr. Levenson's work integrates insights from economics, strategy, organizational behavior, and industrial-organizational psychology to address complex organizational challenges.[19] His research has been featured in prominent media outlets such as The New York Times, The Wall Street Journal, The Economist, and CNN.[20]​

Gerald E. Ledford Jr.

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Dr. Gerald E. Ledford Jr. is an Affiliated Research Scientist at the center. He is a nationally recognized authority on aligning human capital practices with business strategy, with expertise in areas such as compensation[21] and total rewards, employee engagement and involvement[22], talent management, work design, and large-scale organizational change.​

At CEO, Dr. Ledford has conducted extensive research on innovative performance management practices, including ratingless reviews, ongoing feedback, and crowd-sourced feedback. He has co-authored several studies and monographs on these topics, contributing valuable insights into the design and implementation of cutting-edge performance management systems.[23] ​

In addition to his research, Dr. Ledford has been active in professional organizations such as the Academy of Management, HR People + Strategy (HRPS), WorldatWork, and the Society for Industrial and Organizational Psychology. He has received accolades including the Society for Human Resource Management’s (SHRM) Yoder-Heneman Personnel Research Award[24] and is a frequent speaker at professional events.

Dr. Ledford's extensive experience and contributions have significantly influenced the fields of human capital strategy and organizational effectiveness.

Theresa W. Welbourne

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Dr. Theresa M. Welbourne serves as an Affiliated Senior Research Scientist at the center.[25] Her work focuses on human capital and leadership strategies that drive growth, innovation, and high performance. She is particularly known for her research on employee energy and how energy, direction, and confidence come together to stimulate and sustain high sense of urgency cultures and organizational growth.[26]

Dr. Welbourne leads a significant research initiative on Employee Resource Groups (ERGs), exploring how these programs advance diversity and inclusion initiatives, as well as overall firm performance, innovation, and growth. This work includes research, best practice studies, the annual Summit for ERG leaders—which she founded in 2012—and training for ERG leaders.[27]

Her research has been featured in publications such as Inc. Magazine[28], The Wall Street Journal[29], The Financial Times[30], Business Week, The New York Times[31], and Entrepreneur Magazine, and published in journals like the Academy of Management Journal, Journal of Management, Human Resource Planning[32], Journal of Organization Behavior, Journal of Applied Psychology[33], and Journal of High Technology Management Research.

Jennifer J. Deal

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Dr. Jennifer J. Deal serves as a Senior Research Scientist at the center[34], where she focuses on enhancing leadership, team dynamics, and organizational effectiveness. Her research aims to understand the underlying reasons behind human behavior in the workplace, providing leaders with actionable insights to improve organizational performance.[35]​

Deal's work challenges common stereotypes about generational gaps in the workplace. She has demonstrated that perceived differences among generations are often overstated and that factors like organizational level and life stage play more significant roles in shaping workplace behaviors and attitudes.[36]

In addition to her research, Deal contributes to executive education programs and collaborates with organizations to apply her findings in practical settings. Her work has been featured in prominent publications such as The Wall Street Journal, The New York Times, and Harvard Business Review[37]

Sharna Wiblen

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Dr. Sharna Wiblen is a Senior Research Scientist at the center.[38] She is a globally recognized expert in talent management[39], technology, and the future of work[40], known for her work on aligning talent decisions with business strategy.

Dr. Wiblen's research examines the complexities of talent management, particularly the role of technology in shaping talent decisions. She emphasizes that talent decisions are inherently subjective and challenges traditional assumptions in the field. Her insights have been featured in leading publications such as MIT Sloan Management Review and various HR and Information Systems journals.[41]​

Research and Focus Areas

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CEO focuses on a wide range of topics related to organizational effectiveness, including:

  • Leadership and Governance: Examining how leadership structures and decision-making processes impact organizational performance.
  • Human Resource Management: Investigating workforce trends, employee engagement, and talent management strategies.
  • Innovation and Agility: Exploring how organizations adapt to change and foster innovative cultures.
  • Work Design and Employee Experience: Analyzing how job structures and workplace environments affect productivity and satisfaction.
  • Employee Resource Groups (ERGs): Conducting research, providing insights, and offering best practices to help organizations maximize the strategic impact of ERGs on leadership development, organizational change, employee engagement and business performance.
  • Organization Design: Offering help for companies to create structures that enhance agility, innovation, and performance.[42]

Programs and Initiatives

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The center conducts extensive research in collaboration with businesses, non-profits, and government organizations. Key programs include:

  • Annual Research Conferences: Bringing together scholars and industry leaders to discuss emerging trends in organizational effectiveness.
  • Workshops and Executive Education: Offering training programs on leadership, HR strategy, and organizational transformation.
  • Publications and Reports: Providing access to white papers, case studies, and peer-reviewed research to inform business practices.

Impact and Influence

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CEO has played a pivotal role in shaping modern organizational strategies by influencing HR policies, corporate governance models, and leadership practices. Its research has been widely cited in academic journals and industry publications, contributing to the broader discourse on effective management and organizational development.[43]

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  1. ^ a b "Center for Effective Organizations". USC Marshall School of Business. Retrieved 2025-04-08.
  2. ^ "Ed Lawler". USC Marshall School of Business. Retrieved 2025-04-08.
  3. ^ "Ed Lawler". USC Marshall School of Business. Retrieved 2025-04-15.
  4. ^ Ross, Steven C.; Koys, Daniel J.; Lawler, Edward E. (1987). "Review of High-Involvement Management: Participative Strategies for Improving Organizational Performance, Edward E. Lawler, III". The Academy of Management Review. 12 (3): 567–570. doi:10.2307/258525. ISSN 0363-7425.
  5. ^ "SIOP Foundation Past Award Winners - Society for Industrial and Organizational Psychology". https://www.siop.org/. Retrieved 2025-04-15. {{cite web}}: External link in |website= (help)
  6. ^ "Previous Award Winners - HR". hr.aom.org. Retrieved 2025-04-15.
  7. ^ "John W. Boudreau". USC Center for Effective Organizations. Retrieved 2025-04-15.
  8. ^ "John Boudreau - i4cp". Institute for Corporate Productivity (i4cp). Retrieved 2025-04-15.
  9. ^ "AWARDS: HR Division 2018 Distinguished Award Winners | The National Academy of Human Resources". www.nationalacademyhr.org. Retrieved 2025-04-15.
  10. ^ "Search John Boudreau". hbr.org. Retrieved 2025-04-15.
  11. ^ "Designing the Customer-Centric Organization – Jay Galbraith – Galbraith Management Consultants". Retrieved 2025-04-15.
  12. ^ "Susan A. Mohrman". USC Center for Effective Organizations. Retrieved 2025-04-15.
  13. ^ "Susan A. Mohrman". USC Center for Effective Organizations. Retrieved 2025-04-15.
  14. ^ Mohrman, Susan Albers; Gibson, Cristina B.; Mohrman, Allan M. (2001-04). "Doing Research that is Useful to Practice a Model and Empirical Exploration". Academy of Management Journal. 44 (2): 357–375. doi:10.5465/3069461. ISSN 0001-4273. {{cite journal}}: Check date values in: |date= (help)
  15. ^ "Christopher G. Worley". USC Center for Effective Organizations. Retrieved 2025-04-15.
  16. ^ Worley, Christopher G.; Williams, Thomas D.; III, Edward E. Lawler (2014-12-11). Assessing Organization Agility: Creating Diagnostic Profiles to Guide Transformation. John Wiley & Sons. ISBN 978-1-118-84705-3.
  17. ^ III, Edward E. Lawler; Worley, Christopher G. (2011-02-17). Built to Change: How to Achieve Sustained Organizational Effectiveness. John Wiley & Sons. ISBN 978-1-118-04691-3.
  18. ^ "A Systems Approach to HR Analytics - Dr. Alec Levenson". humancapitalgrowth.com. 2021-05-21. Retrieved 2025-04-15.
  19. ^ Levenson, Alec (2012). "Talent management: challenges of building cross-functional capability in high-performance work systems environments". Asia Pacific Journal of Human Resources. 50 (2): 187–204. doi:10.1111/j.1744-7941.2011.00022.x. ISSN 1744-7941.
  20. ^ "Alec R. Levenson". USC Center for Effective Organizations. Retrieved 2025-04-15.
  21. ^ LedfordJR, Gerald E. (1991-03-01). "Three Case Studies on Skill-Based Pay: An Overview". Compensation & Benefits Review. 23 (2): 11–23. doi:10.1177/088636879102300204. ISSN 0886-3687.
  22. ^ Ledford, Gerald (2012-03-27). "Seven Drivers for Performance-Driven Engagement". IndustryWeek. Retrieved 2025-04-15.
  23. ^ Apruzzese, Gina (2016-09-19). "New CEO-WorldatWork Monograph on Cutting-Edge Performance Management". USC Center for Effective Organizations. Retrieved 2025-04-15.
  24. ^ "Gerald E. Ledford, Jr". USC Center for Effective Organizations. Retrieved 2025-04-15.
  25. ^ "Theresa M. Welbourne". USC Center for Effective Organizations. Retrieved 2025-04-15.
  26. ^ Welbourne, Theresa M.; Andrews, Steven B.; Andrews, Alice O. (2005). "Back to basics: Learning about employee energy and motivation from running on my treadmill". Human Resource Management. 44 (1): 55–66. doi:10.1002/hrm.20040. ISSN 1099-050X.
  27. ^ Griffith, Aaron (2024-04-29). "2024: The State of ERGs Research and Annual ERG Leader & Member Impact Reports (Download)". USC Center for Effective Organizations. Retrieved 2025-04-15.
  28. ^ "How to Energize Your Employees". Inc.com. Archived from the original on 2022-08-15. Retrieved 2025-04-15.
  29. ^ Welbourne, Theresa M.; Cycyota, Cynthia S.; Ferrante, Claudia J. (2007-10-01). "Wall Street Reaction to Women in IPOs: An Examination of Gender Diversity in Top Management Teams". Group & Organization Management. 32 (5): 524–547. doi:10.1177/1059601106291071. ISSN 1059-6011.
  30. ^ "Time for the caring and compassionate manager". Financial Times. 2013-05-19. Retrieved 2025-04-15.
  31. ^ Nusbaum, Marci Alboher (2003-07-13). "Executive Life; New Kind of Snooping Arrives at the Office". The New York Times. ISSN 0362-4331. Retrieved 2025-04-15.
  32. ^ "Wayback Machine". ecommons.cornell.edu. Archived from the original on 2023-10-29. Retrieved 2025-04-15.
  33. ^ "Wayback Machine" (PDF). www.researchgate.net. Archived from the original (PDF) on 2021-09-10. Retrieved 2025-04-15.
  34. ^ "Jennifer J. Deal". USC Center for Effective Organizations. Retrieved 2025-04-15.
  35. ^ Apruzzese, Gina (2021-05-11). "CEO Research Statement by Jennifer Deal". USC Center for Effective Organizations. Retrieved 2025-04-15.
  36. ^ "What Millennials Want". Jennifer J. Deal. Retrieved 2025-04-15.
  37. ^ "Welcome to the 72-Hour Work Week". Harvard Business Review. 2013-09-12. ISSN 0017-8012. Retrieved 2025-04-15.
  38. ^ "Sharna Wiblen". USC Center for Effective Organizations. Retrieved 2025-04-15.
  39. ^ Wiblen, Sharna (2020-08-24), "Talent Management and Digitalised Talent Management", Encyclopedia of Electronic HRM, De Gruyter Oldenbourg, pp. 144–149, doi:10.1515/9783110633702-022/html?srsltid=afmboop8-_lie5rxsdhpukxrzy5elpvwdkrbbc7jbgrtb--leyhz7iv7, ISBN 978-3-11-063370-2, retrieved 2025-04-15
  40. ^ "2019: AI and the future of work - University of Wollongong – UOW". www.uow.edu.au. Retrieved 2025-04-15.
  41. ^ Wiblen, Sharna (2025-01-23). "Who's Making Your Talent Decisions?". MIT Sloan Management Review. 66 (3).
  42. ^ "Jay R. Galbraith", Wikipedia, 2024-03-19, retrieved 2025-04-15
  43. ^ "Research and Insights Archive". USC Center for Effective Organizations. Retrieved 2025-04-15.
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