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Book part
Publication date: 21 December 2010

John W. Mohr and Francesca Guerra-Pearson

Miller McPherson's approach to measuring the inherent duality of organizational forms and the environmental niches that they occupy is adapted and applied to an analysis of the…

Abstract

Miller McPherson's approach to measuring the inherent duality of organizational forms and the environmental niches that they occupy is adapted and applied to an analysis of the institutional field of (outdoor) poverty relief organizations operating in New York City (1888–1917). In contrast to McPherson's approach that emphasizes how organizations are differentially arrayed within “Blau space,” this chapter focuses on how organizational forms are distributed across an institutional “logic space” that is itself dually ordered and defined by the kinds of organizational forms that are understood to exist. The resulting niche maps are employed to trace out the jurisdictional conflicts that erupted during the Progressive Era between two competing organizational forms – scientific charities and settlement houses – each of which embodied a particular vision and practice for delivering social relief to the poor.

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Categories in Markets: Origins and Evolution
Type: Book
ISBN: 978-0-85724-594-6

Book part
Publication date: 23 July 2014

Barry Sugarman

This article brings a new, broad conceptual framework to the quest for understanding dynamic capability in organizations (i.e., “managing on the edge of chaos”). This approach…

Abstract

This article brings a new, broad conceptual framework to the quest for understanding dynamic capability in organizations (i.e., “managing on the edge of chaos”). This approach rests on two major ideas: (i) a duality–paradox perspective and (ii) new typologies of organizational learning (OL) and individual action/thinking. A case of radical innovation at Microsoft provides a multilevel stimulus. Understanding it requires a focus on two dualistic challenges. For use in future ODC research and practical assessment, this broad new conceptual framework includes: (i) collaboration as a central concept; (ii) duality–paradox as a key source of conflicts that can threaten collaboration; (iii) five types of OL, (iv) four types of individual action/thinking, including paradoxical thinking, and (v) the proposition that “golden dualities” can be created from once-troubling duality situations (where critical collaboration was in danger) which have been transformed from the metaphorical “odd (contentious) couple” into a “productive (collaborative) partnership.”

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78350-312-4

Book part
Publication date: 24 January 2011

Ronald Bledow, Michael Frese and Verena Mueller

We develop a new look on leadership for innovation and propose that effective leaders alternate between a broad range of behaviors and tune their approach to the changing demands…

Abstract

We develop a new look on leadership for innovation and propose that effective leaders alternate between a broad range of behaviors and tune their approach to the changing demands of innovation. This is referred to as ambidextrous leadership. As the importance of different leader behaviors varies not only across time but also across contexts, ambidextrous leadership takes different shapes depending on contextual conditions. We discuss culture as an important contextual condition that holds implications for effective ambidextrous leadership. Cultures have different strengths and weaknesses for innovation that can be leveraged or compensated. We use the cultural characteristics identified by the GLOBE project to discuss how leaders can take culture into account when leading for innovation.

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Advances in Global Leadership
Type: Book
ISBN: 978-0-85724-468-0

Book part
Publication date: 23 September 2009

Reut Livne-Tarandach and Jean M. Bartunek

Research on organizational change and development is limited in how it addresses the processes that encompass change initiatives. In this chapter, we explore one dimension of…

Abstract

Research on organizational change and development is limited in how it addresses the processes that encompass change initiatives. In this chapter, we explore one dimension of these processes, the ways that research frames relationships between planned and emergent organizational change. We discuss five ways in which organization development (OD) research has addressed dichotomies between planned emergent change: separation, selection, integration, transcendence, and connection. We suggest that the most effective approach for considering this dichotomy is likely to be one that connects planned and emergent change over time. We further suggest that a means by which connection can usefully be created is through attention to a transient outcome of change attempts, the vitality associated with a change initiative at any moment. We present an example of how a connection frame was utilized in an extended research project. We also suggest an analytic framework and specific research methods consistent with a connection frame. In doing so, we suggest how the adoption of a connection frame by OD researchers and practitioners may lead to a more complete picture of organizational change.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-84855-547-1

Book part
Publication date: 30 November 2006

Tefko Saracevic

In vol. 6, 1976, of Advances in Librarianship, I published a review about relevance under the same title, without, of course, “Part I” in the title (Saracevic, 1976). [A…

Abstract

In vol. 6, 1976, of Advances in Librarianship, I published a review about relevance under the same title, without, of course, “Part I” in the title (Saracevic, 1976). [A substantively similar article was published in the Journal of the American Society for Information Science (Saracevic, 1975)]. I did not plan then to have another related review 30 years later—but things happen. The 1976 work “attempted to trace the evolution of thinking on relevance, a key notion in information science, [and] to provide a framework within which the widely dissonant ideas on relevance might be interpreted and related to one another” (ibid.: 338).

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Advances in Librarianship
Type: Book
ISBN: 978-1-84950-007-4

Book part
Publication date: 12 August 2009

John W. Mohr and Brooke Neely

The work of Michel Foucault is taken as inspiration for a study of the organizational field of asylums, prisons, orphanages, and other carceral organizations operating in New York…

Abstract

The work of Michel Foucault is taken as inspiration for a study of the organizational field of asylums, prisons, orphanages, and other carceral organizations operating in New York City in 1888. Foucault argues that institutional power is organized into dually ordered system of truth and power. Using text data describing the clients and institutional technologies (organizational “power signatures”) of 168 organizations, we apply structural equivalence methods to unpack speech activity, showing that as Foucault suggests, there may be dually ordered sub-domains of truth and power that help define the underlying logic of this institutional field.

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Institutions and Ideology
Type: Book
ISBN: 978-1-84855-867-0

Book part
Publication date: 22 November 2012

Cameron K. Tuai

Purpose – The integration of librarians and technologists to deliver information services represents a new and costly organizational challenge for many library administrators. To…

Abstract

Purpose – The integration of librarians and technologists to deliver information services represents a new and costly organizational challenge for many library administrators. To understand how to control the costs of integration, this study uses structural contingency theory to study the coordination of librarians and technologists within the information commons.

Design/methodology/approach – This study tests the structural contingency theory expectation that an organization will achieve higher levels of performance when there is a positive relationship between the degree of workflow interdependence and the complexity of coordinative structures necessary to integrate these workflows. This expectation was tested by (a) identifying and collecting a sample of information common; (b) developing and validating survey instruments to test the proposition; and (c) quantitatively analyzing the data to test the proposed contingency theory relationship.

Findings – The contingency theory expectations were confirmed by finding both a positive relationship between coordination and interdependence and a positive relationship between perceptions of performance and degree of congruency between interdependence and coordination.

Limitations – The findings of this study are limited to both the context of an information common and the structures tested. Future research should seek to both broaden the context in which these findings are applicable, and test additional structural relationships as proposed by contingency theory

Practical implications – This study contributes to the library profession in a number of ways. First, it suggests that managers can improve IC performance by matching coordination structures to the degree of interdependence. For instance, when librarians and technologists are strictly co-located, managers should coordinate workflows using less resource-intensive policies rather than meetings. Second, the instruments developed in this study will improve the library manager's ability to measure and report unit interdependence and coordination in a valid and reliable manner. Lastly, it also contributes to the study of structural contingency theory by presenting one of the first empirical confirmations of a positive relationship between interdependence and coordination.

Originality/value – This study represents one of the first empirical confirmations of the structural contingency theory expectations of both a positive relationship between workflow interdependence and coordination, and a positive relationship between performance and coordination's fit to workflow interdependence. These findings are of value to both organizational theorists and to administrators of information commons.

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Advances in Library Administration and Organization
Type: Book
ISBN: 978-1-78190-313-1

Keywords

Book part
Publication date: 27 July 2021

Anastasia Kulichyova, Sandra Moffett, Judith Woods and Martin McCracken

Purpose: This chapter explores the strategic role of human resource development (HRD) as a function of talent management (TM) and discusses how HRD activities can help to…

Abstract

Purpose: This chapter explores the strategic role of human resource development (HRD) as a function of talent management (TM) and discusses how HRD activities can help to facilitate more creative behaviours, in the international hospitality industry.

Approach: We focus on TM and HRD research exploring how these lenses are conceptually positioned given our current knowledge on creativity. We draw on the system-based approach to creativity and reconceptualise the creativity components by levels of flexibility/plasticity and outline how such approaches can help creative practice development.

Findings: We rationalise the existing conceptual approaches to creativity and propose a simplified model considering the developmental aspects of creativity. First, we theorise the TM/HRD strategies, such as training and development via learning, as a mechanism to connect TM/HRD to creativity in the organisational setting. We inform the current literature on whether and how creative processes emerge at work and affect creative flow in the bottom-top and top-bottom directions. Second, we advance the development of creativity theory by reconceptualising the established creativity components by degrees of flexibility/plasticity. Such re-conceptualisation allows for more nuanced examinations of organisational stimuli (i.e. training and development) on developmental conceptions of creativity.

Originality: This is the first piece of work that has investigated the fit between TM/HRD and creativity research. Our conceptual model illustrates that creativity can be promoted and developed at work by incorporating developmental initiatives such as TM/HRD.

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Talent Management Innovations in the International Hospitality Industry
Type: Book
ISBN: 978-1-80071-307-9

Keywords

Book part
Publication date: 20 May 2005

Warren J. Samuels

The first set of introductory notes to the graduate study of the history of economic thought, and the reasons for their use, was published in Volume 22-B (2004). Subsequently…

Abstract

The first set of introductory notes to the graduate study of the history of economic thought, and the reasons for their use, was published in Volume 22-B (2004). Subsequently, while distributing the first set in my graduate courses, I initiated a largely new, second set of introductory topics, using a new outline for presentation in each course of lectures on further introductory ontological, epistemological and hermeneutic topics that went beyond the materials in the first set. For several years, I lectured using in part an outline of my 1991 essay (cited below). That outline is reproduced here as Set II.1. The notes published below as Sets II.2 and II.3 are composites, as to content and sequence of topics, of subsequent successions of lectures. Whereas the set of notes published in Volume 22-B was distributed to students with only casual accompanying remarks, these served for me as the basis of lectures and were not distributed. No set of notes published here indicates the comments I made, from course to course, when distributing the first set of notes on the first day of class. One difference between II.1 and II.2–3 is the increasing attention to historiographic topics vis-à-vis discourse-analysis topics with the passage of time. The common elements are, first, the social construction of reality, in two senses: the literal creation of society and the interpretations given that creation; second, the distinctions between truth and belief system, and between truth and validity; third, the continuing relevance therefore of epistemology and ontology alongside the rhetoric of economics; fourth, the relations of epistemology and language to policy; and fifth, the importance of limits. During this period of time conflict had erupted between advocates of the rhetorical and epistemological approaches to the history of economic thought. I was teaching that both approaches to the meaningfulness of ideas were important.

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A Research Annual
Type: Book
ISBN: 978-1-84950-316-7

Book part
Publication date: 14 October 2015

Lena Zander, Christina L. Butler, Audra I. Mockaitis, Kendall Herbert, Jakob Lauring, Kristiina Mäkelä, Minna Paunova, Timurs Umans and Peter Zettinig

We propose team-based organizing as an alternative to more traditional forms of hierarchy-based organizing in global firms.

Abstract

Purpose

We propose team-based organizing as an alternative to more traditional forms of hierarchy-based organizing in global firms.

Methodology/approach

Advancements in the study of global teams, leadership, process, and outcomes were organized into four themes: (1) openness toward linguistic and value diversity as enhancing team creativity and performance, (2) knowledge sharing in team-based organizations, (3) the significance of social capital for global team leader role success, and (4) shared leadership, satisfaction, and performance links in global virtual teams.

Findings

We identify questions at three levels for bringing research on team-based organizing in global organizations forward. At the within-team individual level, we discuss the criticality of process and leadership in teams. At the between-teams group level, we draw attention to that global teams also need to focus on relationships and interactions with other teams within the same global firm, for example, when sharing knowledge. With respect to the across-teams organizational level, we highlight how bringing people together in global teams from different organizational units and cultures creates the potential for experiential individual and team-based learning, while making the firm more flexible and adaptable.

Theoretical implications

The potential of the relatively underexplored idea of global team-based firms as an alternative to hierarchy open up questions for empirical research, and further theorizing about the global firm.

Practical implications

Practitioners can learn about organizational, team, and individual challenges and benefits of global team-based organizing.

Originality/value

A century-old dominant organizational form is challenged when moving away from hierarchy- and hybrid-based forms of organizing toward team-based global organizing of work.

Details

The Future Of Global Organizing
Type: Book
ISBN: 978-1-78560-422-5

Keywords

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