Search results

Matthew H. Roy reviews Spencer Johnson's Who Moved My Cheese?

This research reports on how influence processes (IP) impact on the implementation effectiveness of information technology (IT) projects. Drawing on an innovation perspective that elevate the interplay of factors related to innovations framing, innovations environment and innovation attributes, the study focused on IT projects based in Africa that are generally classified as “challenged” due to the conditions in the environment. The purpose of this paper is to assess how IP related to innovation framing, innovation environment and innovation attributes can be used to determine implementation effectiveness.

Using a interpretive approach, a case study of institutions under a partnership that has been implementing various educational technologies in five African countries formed the sample. In all, 25 interviews of top-management representatives, project leaders and user representatives were conducted between 2012 and 2013 to assess the implementation effectiveness of these projects. Theoretical thematic analysis, based on a deductive approach, was employed to analyse the data.

The results show that a majority of these development-oriented projects are “mandated failures” characterized by high framing, a bad internal environment and typically negative innovation attributes. That typically, the institutions engage symbolically in such innovations initiatives which are regarded as “show” projects. Such behaviour can be construed to be a pattern of cynical technology adoption linked to the appeasement of external stakeholders. In addition, participation in initiatives was largely symbolic and is considered as a mere demonstration of a modern organization that is technologically aware, yet the requisite innovation environment is lacking for effective appropriation of the technology. Third, mandated failures result in low morale of employees, who regard themselves as pawns in the process which make them grudgingly participate in the implementation process.

These findings have implications for managing innovations in such challenged environments: the first proposition is that projects in challenged environment for innovation adopting organizations need to be considered as technology transfer projects. Second, the innovation environment and attributes can only be improved during implementation of the conditions related to absorptive capacity of the organization and the individual are addressed.

The research reported in this paper, provides an empirical determination of the concept of implementation effectiveness by using three constructs of innovations framing, environment and attributes. On the basis of the empirical findings, an original contribution is claimed, especially in “challenged” IT project environments where the concept of success if fluid and outcomes uncertain.

To describe the fraudulent activity of investment manager Kirk S. Wright and to discuss its implications for investors and professional associations.

Describes how Mr Wright established and built his fund business, how he solicited investors, how he falsified financial reporting to investors, how investors discovered his fraud and filed lawsuits, how the US Securities and Exchange Commission (SEC) and the Federal Bureau of Investigation (FBI) took disciplinary action, and how National Football League (NFL) players unsuccessfully sued the NFL and its players’ union for recommending Mr Wright’s firm. Draws lessons from the story for investors and associations.

Since hedge funds are not as strictly regulated as other investment vehicles, investors need to take extra steps to not fall prey to unscrupulous fund managers.

Detailed, informative case study.

In 1964, the Civil Rights Act began the transformation of the United States to a tolerant nation by prohibiting employment discrimination because of race, colour, sex, national origin, or religion. Now, after thirty‐six years, what was once an inferno has now been subdued and significantly extinguished. We do find, however, that there are still lingering embers that must be continually monitored to be sure that our country does not sustain any future damage from the rekindling of discrimination.

Academic authors tend to define terms that meet their own needs. Knowledge Management (KM) is a term that comes to mind and is examined in this study. Lexicographical research identified KM terms used by authors from 1996 to 2006 in academic outlets to define KM. Data were collected based on strict criteria which included that definitions should be unique instances. From 2006 onwards, these authors could not identify new unique instances of definitions with repetitive usage of such definition instances. Analysis revealed that KM is directly defined by People (Person and Organisation), Processes (Codify, Share, Leverage, and Process) and Contextualised Content (Information). The paper aims to discuss these issues.

The aim of this paper is to add to the body of knowledge in the KM discipline and supply KM practitioners and scholars with insight into what is commonly regarded to be KM so as to reignite the debate on what one could consider as KM. The lexicon used by KM scholars was evaluated though the application of lexicographical research methods as extended though Knowledge Discovery and Text Analysis methods.

By simplifying term relationships through the application of lexicographical research methods, as extended though Knowledge Discovery and Text Analysis methods, it was found that KM is directly defined by People (Person and Organisation), Processes (Codify, Share, Leverage, Process) and Contextualised Content (Information). One would therefore be able to indicate that KM, from an academic point of view, refers to people processing contextualised content.

In total, 42 definitions were identified spanning a period of 11 years. This represented the first use of KM through the estimated apex of terms used. From 2006 onwards definitions were used in repetition, and all definitions that were considered to repeat were therefore subsequently excluded as not being unique instances. All definitions listed are by no means complete and exhaustive. The definitions are viewed outside the scope and context in which they were originally formulated and then used to review the key concepts in the definitions themselves.

When the authors refer to the aforementioned discussion of KM content as well as the presentation of the method followed in this paper, the authors may have a few implications for future research in KM. First the research validates ideas presented by the OECD in 2005 pertaining to KM. It also validates that through the evolution of KM, the authors ended with a description of KM that may be seen as a standardised description. If the authors as academics and practitioners, for example, refer to KM as the same construct and/or idea, it has the potential to speculatively, distinguish between what KM may or may not be.

By simplifying the term used to define KM, by focusing on the most common definitions, the paper assist in refocusing KM by reconsidering the dimensions that is the most common in how it has been defined over time. This would hopefully assist in reigniting discussions about KM and how it may be used to the benefit of an organisation.

Uses Resnik and Stern’s content analysis criteria to examine audio and visual information of in‐cinema slide advertisements within one regional market in Australia to determine whether two types of cues are compatible or reinforce one another. Suggests that there was extensive information framing for a narrow set of information cues. States that there were also significant differences in the types of audio and visual cues, which might result in conflicting information being communicated or information overload.

The purpose of this exploratory study is to identify how consumers' involvement with wine as a product impacts upon their on‐premise behaviour, with special focus on the BYOB (bring‐your‐own‐bottle) behaviour aspect.

Data are collected through the use of a self‐administered highly structured questionnaire in both metropolitan and rural areas of Adelaide in South Australia. The sample consists of consumers who had at least one time BYOB of wine experience. A response rate of 73 percent was achieved resulting in 101 useable surveys. During the operationalization process a scale was designed for measuring consumers' wine involvement level.

Consumers' involvement level with wine as a product has a direct effect on consumers' BYOB of wine behaviour. High‐involved wine consumers have a higher tendency to BYOB than low‐involved wine consumers. Although there was no significant difference between the two groups in terms of financial motivations for BYOB, high‐involved wine consumers are more concerned about functional reasons, while low‐involved wine consumers are more concerned about social and time reasons. There is a positive relationship between consumers' wine involvement level and their attitudes towards having to pay corkage fees for BYOB.

The restaurant and wine industries could enter into mutually beneficial arrangements to cope with the increasingly popular BYOB practice. For example, wineries can partner with restaurants to have permission for consumers to BYOB of their wine to the partnered restaurant without paying any corkage fees. In return, the wineries can provide a “corkage fee subsidy” to the partnered restaurants. Although tentative due to the exploratory nature of this study, these findings may provide useful information to the restaurant and wine industry and would benefit further from investigation on a larger scale.

This study is of value to academic researchers, the restaurant industry and the wine industry alike. It is unique in that it examines the relationship between consumer involvement with wine as a product and how this impacts upon their on‐premise behaviour, with a specific focus on their BYOB behaviour.

Beyond critique of current maturity models, the research literature has neglected to supply empirical evidence of the value knowledge management (KM) holds for organizations. The majority of studies, in common with other emergent business philosophies, are focused on large organizations of developed economies, where readily available implementation resources are an underlying assumption. This paper aims to address this issue and to assess the correlation between the successful institutionalization of KM and organizational performance (OP) in a developing economy.

From a large urban South African university engaged in numerous collaboration programs with industry, the authors gained insight into KM maturity and organizational performance (OP) of three industry groups, over a five‐year period. The authors apply an inventory developed by Kruger and Snyman to a set of nine organisations distributed over three economic sectors in South Africa.

By evaluating the relationship between KM maturity and OP from within three “time dependent” perspectives, insight was gained to answer the aim of the research undertaken, “Is there a correlation between KM maturity and OP in South Africa?” Diagrammatic presentation of OP scores and KM maturity growth revealed that in five out of the nine organizations there is a clearly identifiable relationship between KM maturity and OP in South Africa in both entities over the period under investigation. In certain instances, the correlations were not easily noticeable and/or were non‐existent. From a mathematical perspective, in comparing the correlation between growth in KM maturity and year‐on‐year growth in OP, it was revealed that six of the eight companies that recorded positive growth in KM maturity also recorded positive (year‐on‐year) growth in OP. In a similar manner, it was established that the company recording negative growth in KM maturity also recorded negative (year‐on‐year) growth in OP.

Because the South African scenario can be considered a benchmark for developing economies characterized by continued change, diversity and even elements of silent intolerance and conflict, this study may be viewed as a “pilot study” to provide a baseline and insight into future research of KM for enabling OP.

This paper is of relevance to strategic managers and KM practitioners interested in gaining insight into the correlation between KM maturity and organisational performance.

The institutionalization of knowledge management (KM) principles, policies and strategies could be summarized as being diverse, problematic and located across the spectrum of views. Studies suggest that very little is reported on how these principles are institutionalized in organizations. This paper seeks to examine the role these principles play in the establishment of KM and report on an empirical study conducted in 86 South African‐based organizations.

From a large urban South African University engaged in numerous collaboration programs with industry, the authors gained insight into KM maturity in industry groupings over a five‐year period. The authors applied an inventory developed by Kruger and Snyman to a set of 86 organizations distributed over nine economic sectors in South Africa. In total 434 employees were interviewed over three managerial levels (operational, middle, and senior). This was achieved by having 178 senior practitioners to each interview three subjects (one in each group level).

Findings indicate that there is a definite trend towards the establishment of KM principles and the successful implementation of KM across South African industries. Industries achieving higher than average scores in the establishment of KM principles also achieved higher than average scores in the implementation of KM. Findings strongly support the argument that elements such as the formulation of strategy, measurement, policy, content, process, technology and culture enable or influence KM ability to manage knowledge.

The paper is of relevance to KM practitioners interested in gaining insight into KM maturity that occurred in the extremely diversified environment of South Africa.

So your organization needs leaders. Not just any leaders, but good, effective leaders who get the best out of your people, and who consistently get results. Well, what organization doesn’t? The need to attract and develop people to lead programs, projects, policies and practices is a constant and vital requirement, and not just in the business world. Every administration which comprises a body of people charged with getting something done – whether a government, university, charity, army or a company – needs people with qualities and abilities which allow them to lead.