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The purpose of this project is to undertake continuous auditing and monitoring (CA/CM) implementations working with small-to-medium-sized (SME) not-for-profit (NFP) organizations of varying sizes, business purposes and levels of technical sophistication.

This paper discusses a project using a case study approach with an SME NFP entity.

The findings support the discussions in the literature regarding CA/CM adoption in organizations, particularly regarding its implementation benefits and challenges.

The project is not complete in that additional case studies could possibly offer additional applicability to the findings.

This case study illustrates the issues inherent with the process of adopting new technologies. It provides insights for others considering adoption of CA/CM tools or protocols.

The need for more reliable auditing has never been more urgent than it is today in the NFP environment, and this case study demonstrates how an NFP could address these critical needs of increased reporting accountability and internal controls.

The application of CA/CM is quite interesting and relevant in this modern real-time economy. This case study provides a new area of research in the field of CA/CM and, as such, contributes to the literature.

In a variety of domains, teams represent the main mechanism for dealing with change, complexity, and uncertainty in organizations. Consequently, teams need to be able to adapt and effectively use shared and complementary cognitive processing while collaborating to deal with these challenges.

A conceptual review is provided that addresses this type of complex collaborative cognition via discussion of macrocognition and the processes contributing to effective team problem-solving.

Despite extensive research on problem-solving, research and theories regarding how problem-solving changes over time as teams develop is missing. With this review, we extend research on team problem-solving and team development through integration of existing theory and concepts from the team literature.

This review provides a theoretical foundation for understanding and studying the developmental dynamic of team problem-solving.

A team problem-solving development model is described which outlines the degree to which the primary elements of team development are likely to affect macrocognitive processes within problem-solving phases. A set of propositions is offered in order to guide research on team development in collaborative problem-solving.

Team cognition research continues to evolve as the need for understanding and improving complex problem solving itself grows. Complex problem solving requires members to engage in a number of complicated collaborative processes to generate solutions. This chapter illustrates how the Macrocognition in Teams model, developed to guide research on these processes, can be utilized to propose how intelligent tutoring systems (ITSs) could be developed to train collaborative problem solving. Metacognitive prompting, based upon macrocognitive processes, was offered as an intervention to scaffold learning these complex processes. Our objective is to provide a theoretically grounded approach for linking intelligent tutoring research and development with team cognition. In this way, team members are more likely to learn how to identify and integrate relevant knowledge, as well as plan, monitor, and reflect on their problem-solving performance as it evolves. We argue that ITSs that utilize metacognitive prompting that promotes team planning during the preparation stage, team knowledge building during the execution stage, and team reflexivity and team knowledge sharing interventions during the reflection stage can improve collaborative problem solving.

This study aims to examine the trajectory of the urban growth of Borneo by portraying its resilient settlements in the pre-colonial times, tropical sensitive colonial architecture, the built environment of the post–independence period and finally the contemporary city image. This is followed by a comparative study of its major urban centres and determining how globalisation and neoliberalism impact the traditional urban settlements of this island and poses a threat to its rich biodiversity.

This study uses case study research methodology involving selected cities on the Island of Borneo including Kota Kinabalu, Sandakan, Miri and Kuching (Sabah and Sarawak, Malaysia), Bandar Seri Begawan (Brunei), and major cities of the state of Kalimantan, Indonesia. Data collection includes a literature review, content analysis, field assessment and observations. The major research objectives would address past and current issues in the selected urban environment of Borneo. They address the historical evolution of major cities of Borneo, current urban development trends, the deterioration of the traditional urban fabric as a result of post–independence development and later globalisation.

This study found that the rich cultural tradition and climate-responsive architecture from the past have been discontinued to pave way for fast track and often speculative development. The results contribute in the convergence of existing shortcomings of cities from three nations on Borneo Island in guiding future sustainable urban planning agenda for achieving a resilient city status while reinstating the character and the sense of place. The study expects the recommendations to become prerequisites for future urban planning in sensitive tropical regions.

This research identified a new “Borneo approach” to urban development. The study strongly recommends top priorities for the central, state and local governments of Malaysia, Brunei and Indonesia allowing the planners and decision-makers to establish a new tropical urban planning initiative with the ample design practice for this unique region in Southeast Asia. The results of this study can serve as the guiding principles for other urban environments in fragile and sensitive tropical regions.

Based on path–goal theory and social learning theory, this research is aimed at investigating how authentic leadership can influence team performance in virtual teams, specifically the mechanisms through the mediator of high-quality interpersonal relationships and the moderator of task interdependence.

The valid data of this research were collected from 90 virtual teams including 388 team members and their 90 leaders with a time-lag in China, and then the data were mainly analyzed by the hierarchical multiple regression and bootstrapping method to test the hypotheses.

The research results reveal that authentic leadership can positively influence virtual team performance. High-quality interpersonal relationships mediate the relationship between authentic leadership and virtual team performance. Furthermore, the indirect relationship between authentic leadership and virtual team performance via high-quality interpersonal relationships is moderated by task interdependence.

Team performance as an important kind of team effectiveness is crucial to the virtual team's advantage and success. This research enriches the knowledge on the relationship between authentic leadership and virtual team performance, which contributes to the virtual leadership effectiveness and virtual team management.

This study explores the mediating influences of team reflexivity and workplace spirituality in the shared transformational leadership-team performance relationship.

Adopting the cross-sectional research design, this study collected data from 130 ongoing teams working in India's information technology (IT) sector. The study collected data on shared transformational leadership by adopting the referent-shift consensus method while collecting data on team performance from managers. Thus, the study explored the relationships among the constructs of this research by using multi-source data.

This study has shown that shared transformational leadership induces workplace spirituality and team reflexivity among team members. This research's results show that workplace spirituality mediates the shared transformational leadership-team performance and shared transformational leadership-team reflexivity relationships. This research has also demonstrated that team reflexivity mediates the shared transformational leadership-team performance relationship.

Necessity to facilitate relational job design changes, knowledge sharing, intellectual stimulation is the primary managerial implication of this study. This study also articulates the need to pay attention to create organizational conditions for the emergence of workplace spirituality.

This is the first study that has positioned shared transformational leadership and workplace spirituality as the antecedents of team reflexivity. This research has shown the value and limitation of team reflexivity in ongoing teams.

Following from the cutting-edge work of Stephen Wolfram in A New Kind of Science (2002), in this chapter we propose “a new kind of OB” (organizational behavior) based on the varient approach to theory building and testing. In particular, we offer four simple, yet comprehensive theories to account for individual behavior, interpersonal relationships, group dynamics, and collectivized processes in organizations. In each case, two constructs, their association, and the levels of analysis of their operation are proposed. While the four theories proposed here are simple notions, they can explain a variety of complex phenomena and behavior in organizations.

Although existing research on cohesion provides a robust understanding of the emergent phenomenon in small groups and teams, our comprehension of cohesion at the multisystem (MTS) level is quite limited. The simultaneous within- and between-team functioning inherent in MTSs produces more intricate dynamics than those observed at the team level. This added layer of complexity requires that many familiar team constructs, including cohesion, be systematically re-conceptualized and empirically examined through the lens of MTS theory (DeChurch & Zaccaro, 2010; Hackman, 2003). The present research addresses this gap by extending the conceptualization of team cohesion to the interteam level, and empirically investigating how cohesion functions across levels in a collective network of teams. Results from preliminary research suggest that intrateam and interteam cohesion share a curvilinear relationship with one another, while simultaneously interacting to affect overall system-level outcomes. This research not only illuminates the complexities associated with emergent phenomena in MTSs, but also serves as a starting point for continued, systematic research of the multilevel cohesive bonds that characterize MTS functioning.