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Collaboration is often required for activities that are too complex or difficult to be dealt with by a single individual. Many situations requiring information-seeking activities also call for people to work together. Often the methods, systems, and tools that provide access to information assume that they are used only by individuals working on their tasks alone. This review points to the need to acknowledge the importance of collaboration in information-seeking processes, to study models, and to develop systems that are specifically designed to enable collaborative information seeking (CIS) tasks. This chapter reviews the literature from various domains including library and information science, human–computer interaction, collaborative systems, and information retrieval. Focus of the review is on the extent to which people work together on information seeking tasks and the systems and tools that are available for them to be successful. Since CIS occurs in the broader context of collaboration in general, a review of literature about collaborations is first undertaken to define it and place it into context with related terms such as cooperation and communication. A more focused review of research follows relating CIS to systems that have attempted to support such interactions. Included are identification and synthesis of a number of core issues in the field and how best to evaluate systems and collaborative tools. Key lessons learned from the review are summarized, and gaps in the literature identified to spur future research and study.

This chapter aims to show how the inquiry-based learning (IBL) approach can be successfully used in online education. To this purpose, we will present the experience of the Digital Competence Program at the Universitat Oberta de Catalunya, which is designed considering the principles of collaborative work, implemented with a wide range of educational resources taking advantage of ICT benefits, is delivered online, and is finally evaluated from opinions voiced by students. In addition, it is a good example of a multidisciplinary approach since it covers several disciplines and helps to acquire a number of skills that professionals require in their personal and social environments and at the workplace.

This chapter discusses the personal and organizational risk factors of collaboration and shows the necessity of creating organizational cultures that support collaborative action. Building collaborative capital is presented as a transformative process requiring a shift in individual and collective beliefs and assumptions and new patterns of action and supporting structures that encourage communicative competence and risk taking. Collaboration is viewed through a relational lens, incorporating hermeneutic concepts. A process is offered that begins a cultural change by strengthening communicative relationships among senior leaders. A city government and public utility in a major city in the United States provide examples of actions taken by senior leaders committed to the endeavor of creating cultures of collaboration.

Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India.

Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany).

Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression.

The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.

The use of collaborative group work is an important teaching and learning strategy for online and blended courses. However, the challenges of collaborative group work, such as the lack of online technology skills, time conflicts, differences in team member participation, and logistics of online and blended teamwork, often leave students dissatisfied by the process. To maximize the benefits and minimize the challenges, students should be supported in the development of skills with the use of relevant (often emerging or Web 2.0) online technologies and the development of skills related to online and blended collaborative group work. The Phases and Scaffolds for Technology Use and Collaborative Group Work course design process was developed to address this need and is shared in this chapter along with an action research-based case study designed from an action research approach. The purpose of this study was to find out what students thought about the aforementioned course design process, as well as to find out which online tools were most beneficial for online collaborative group work. Based on the results of the survey, the Phases and Scaffolds for Technology Use and Collaborative Group Work course design process had a positive impact on student satisfaction, student learning, and student success and the most beneficial and valued online collaborative group work tools included Skype, Google Docs, and Adobe Connect.

To analyze the market reception of multi-authored works of art through the lens of collaborative old master paintings (“formal/prestige collaboration”). This paper tests whether multi-authored attribution strategies (i.e. naming two artists as brand names) affect buyers' willingness to pay differently from single-authored works in the auction market.

This case study focuses on collaborative paintings by Flemish masters, based on a data set comprising 11,630 single-authored and collaborative paintings auctioned between 1946 and 2015. Hedonic regressions have been employed to test whether or not co-branded artworks are differently valued by buyers and how the reputation of each artist might influence valuation.

Despite the opportunity for buyers to purchase one artwork with two brand names, this study reveals that the average value of collaborative paintings is statistically lower than that of single-authored paintings. This is especially true when a reputed master was involved in the collaboration. The present findings suggest that the valuable characteristics of formal collaborations (i.e. double brand name, dual authorship and reputation, high-quality standards) are no longer perceived and valued as such by buyers, and that co-branding can affect the artist brand equity because of a contagion effect. We argue that integral authorship is more valued than partial authorship, suggesting that the myth of the artist as a lone genius is still well-anchored in purchasing habits.

Prestige collaborations are a very particular form of early co-branding in the art world, with limited data available. Further research should consider larger samples to reiterate the analysis on other collaboration forms in order to challenge the current findings.

Researchers and living artists should be aware that brand building and co-branding are marketing strategies that may generate negative effects on prices in the art market. The perceived and market value of co-branded works are time-varying, and depends on both the context of reception of these works and the reputation of the artists at time t.

This market segment has never been considered in art market studies, although formal collaboration is one of the earliest documented forms of co-branding in the art world. This paper provides new empirical evidence from the auction market, based on buyers' willingness to pay, and it further highlights the reception of multi-authored art objects in Western art markets that particularly value individual creators.

A scholarly collaborative partnership is a capability that develops over time. Its quality is an outcome of the collaborative context, the alignment of purpose, development of work and learning processes, development of shared language and success stories. In this chapter, the authors engage in a metalogue where their shared reflection on the formation and development of their collaborative scholarship in the field of organization development and change is itself an instance of a process of shared scholarship. By adopting the format of a metalogue, they provide the voices of their individual thinking and their reflective conversation so as to offer an expression of the process of theorizing to scholars who wish to embark upon or study shared scholarship.

This study aims to understand the extent to which scholarly networks are connected both in person and through information and communication technologies, and in particular, how distance, disciplines, and motivations for participating in these networks interplay with the clusters they form. The focal point for our analysis is the Graphics, Animation and New Media Network of Centres of Excellence (GRAND NCE), a Canadian scholarly network in which scholars collaborate across disciplinary, institutional, and geographical boundaries in one or multiple projects with the aid of information and communication technologies. To understand the complexity in such networks, we first identified scholars’ clusters within the work, want-to-meet, and help networks of GRAND and examined the correlation between these clusters as well as with disciplines and geographic locations. We then identified three types of motivation that drove scholars to join GRAND: practical issues, novelty-exploration, and networking. Our findings indicate that (1) scholars’ interests in the networking opportunities provided by GRAND may not easily translate into actual interactions. Although scholars express interests in boundary-spanning collaborations, these mostly occur within the same discipline and geographic area. (2) Some motivations are reflected in the structural characteristics of the clusters we identify, while others are irrelevant to the establishment of collaborative ties. We argue that institutional intervention may be used to enhance geographically dispersed, multidisciplinary collaboration.

Intellectual capital (IC) and social capital (SC), as forms of intangible value in organizations, are crucial assets in today's volatile business environment. Efforts to retain and develop these intangibles are becoming more deliberate and disciplined. However, organizations fail to recognize the relationship between organizational distress and the loss and/or reduction of intangible value. The loss of intangible value may potentially impact an organization with equal or greater damage than the loss of more tangible value. IC and SC generate many outcomes beneficial to the individual and the organization. These benefits are reduced when stress of employees becomes excessive and damaging. The relationship between the health of an organization and the degree of impact of distress serves as a lingering threat to organizational financial resources. Managers must build upon the growing knowledge from research and practice to help organizations account for the costs of organizational distress, translate the importance of intangible value into tangible terms, and garner support for developing IC and SC to obtain business objectives. Deliberate and disciplined effort to build collaborative capital can facilitate the growth of IC and SC which minimize the damage of organizational distress.

This chapter describes the change efforts and action research projects at a Dutch multinational which, over a period of 25 years, produced in one of its businesses a zigzag path toward collaborative leadership dynamics at the horizontal and vertical interfaces. The chapter also identifies the learning mechanisms that helped achieve this transformation. Changing the patterns at the vertical interfaces proved to be a most tricky, complex, and confusing operation. The data show that organizations need hierarchical interfaces between levels, but are hindered by the hierarchical leadership dynamics at these interfaces. The data furthermore show that competitive performance requires more than redesigning horizontal interfaces. A business can only respond with speed and flexibility to threats and opportunities in the external environment when the leadership dynamics at agility-critical vertical interfaces are also changed.