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This paper outlines some strategic considerations in the transition of an organization from essentially a research and development or design environment to an operational or production environment. We propose a transition life cycle model that is in agreement with the existing life cycle models. The building blocks of the research are the results of an extensive literature search and a series of industrial interviews. The desired expectation of this effort was to find methods for moving NASA’s space shuttle program into an era of routine, timely operations. Proposes utilizing some existing concepts of change for achieving a smooth transformation under various levels of technical, political, cultural, managerial and economic uncertainties. Recommends an initial planning stage followed by various possible courses of actions and considerations for the transition. We hope that the framework presented in this paper will serve the individuals and organizations considering a major transition, especially those from a research and development to an operational one.

The purpose of this chapter is to provide a comprehensive review of empirical research on performance management (PM) in former communist Central and Eastern European (CEE) countries, to evaluate the state of knowledge in this area and suggest possible directions for future research.

An examination of the literature was undertaken to review the empirical studies treating on PM in ex-communist countries from CEE. A total of 96 journal articles, PhD thesis, and conference papers were identified, categorized, and analyzed according to research questions, methodology, and theoretical framework. Contributions are classified by countries, according to progress in transition process (post-transition/transition countries) and membership in the Soviet Union (Soviet/non-Soviet countries). The review examines publications in four languages (English, French, Romanian, and Russian).

The literature review identified various stages of development of PM research and practice in the different groups of CEE countries.

In post-transition CEE countries, PM research follows the trends settled up in the developed countries (quantitative studies examining the extent of usage of different PM tools, influence of contingent factors, relationship PM-strategy, and impact on company’s performance). Also, the findings illustrate the modernization of PM practices: increasing importance of nonfinancial indicators and integrated performance management systems (PMS), although financial indicators are prevailing.

On the contrary, in transition countries PM research and practices are at an early stage, the reviewed literature highlights some specific issues related to transition context: the dynamic aspect of PM, change management, importance of informal systems, cultural aspects, and business traditions.

Because of the large number of CEE countries and the diversity of their national languages, many studies conducted in native languages have not been addressed in this literature review, which is essentially based on publications in English and French. Only for three CEE countries (Russia, Romania, and Moldova) publications in national language were considered.

This literature review may be useful for practitioners, providing insights on the extent of diffusion and usage of different PM tools and identifying difficulties and pitfalls to avoid in their implementation.

The chapter represents one of the first contributions to the knowledge about PM research and practice in former communist CEE countries. The adopted framework for reviewing and classifying the literature allows identifying the differences in PM research and practices between post-transition/transition and Soviet/non-Soviet countries.

The purpose of this paper is to identify the major variables that should be studied when exploring the relationship of innovations in career management tactics and successful or unsuccessful interorganizational transitions.

This study takes a conceptual stance, using the careers and diffusion of innovation literature to identify the major variables.

Two innovations and two major refinements in career management tactics suggested by contemporary career concepts are identified, personal criteria for transition success are described, and likely barriers to accepting these tactical innovations are hypothesized. Other factors likely to affect transition success are also revealed by analyzing a conceptual model of interorganizational transition success.

The paper introduces the idea that the use of new career management tactics might be related to interorganizational transition success or the lack of it. It proposes one method of developing quantitative data about how personal career management may be changing, as well as providing normative data about perceptions of successful and unsuccessful interorganizational transitions. In addition, a survey based on these concepts would uncover the primary perceptual barriers to the adoption of the new career tactics by employees.

Health is a main resource for human functioning. Embedding generative health management within organisations, therefore, is useful for health and productivity reasons. Generative health management requires a change in the thinking and actions of all stakeholders, and should be regarded as a system transition that may be supported by a value case. In this study, a value case methodology is described and piloted. The aim was to investigate the efficacy of the value case methodology for generative health management within organisations.

This paper takes the form of a case study, in which the interactive value case methodology is piloted within a research foundation in The Netherlands.

The different perspectives from the internal stakeholders on generative health management were made explicit, and revealed a strong relation between organisational development and health. The interactive value‐case methodology has initiated a process in which stakeholders jointly defined the full value of generative health management. During that process, some stakeholders developed an active personal commitment towards the transition.

The research was only carried out in one case. The value case methodology is potentially also useful for other transitions (long‐term complex developments or system innovations). The case study provided a broad view on the relevance of health for all stakeholders within this single case, and contributed to ownership of the transition.

A value case presents stakeholders' multi‐perspective visions and preferences with regard to health and organisational development. The participative approach opens up ways to an active commitment of relevant stakeholders who are willing to support transitions.

The methodology to assess the full value of complex transitions is still of an explorative nature. The value case methodology may offer innovative ways to support transitions in individuals, organisations and society as a whole.

Transitions are transformation processes in which society changes in a fundamental way over a generation or more. Although the goals of a transition are ultimately chosen by society, governments can play a role in bringing about structural change in a stepwise manner. Their management involves sensitivity to existing dynamics and regular adjustment of goals to overcome the conflict between long‐term ambition and short‐term concerns. This article uses the example of a transition to a low emission energy supply in the Netherlands to argue that transition management provides a basis for coherence and consistency in public policy and can be the spur to sustainable development.

Once a company has had success as an entrepreneurial venture and has grown in size it must make the transition from entrepreneurship to a professionally managed organisation. The role of management development is believed to be a critical component in this transition. Senior management must give their support if transition is to be successful. A case study of Knapp Communications Corporation (KCC) is presented. Corporate background is outlined with the role of management development in the company's transition, the nature of the programme used and its impact discussed.

To address lessons that specify the impact and contribution of current scenario methods when focused on facilitating transition management processes.

Comparative literature review based on transition management and scenario development.

Need of further systemic thought about the required criteria of transition scenarios and the embedding of scenario use in transition management processes.

Processes of transition management are in need of transition specific scenarios.

Because transition management implies a complex and long‐term steering paradigm with which current scenario applications are not familiar, conclusions are drawn on the (changing) requirements of scenario development processes in transition management and on the need to innovate current scenario methods in the context of transition management.

The purpose of this paper is to present a collaborative communications model and relate information to succession planning for organizations facing imminent change.

Using a review of existent literature, this work examines and expounds upon the impact of planning effectively for transitions between entities.

The paper presents a collaborative communications model for a manager that is based on four tenets – condition setting, planning, execution, and process evaluation. Within each of these tenets are elements of communication, mentorship, leader development, and acceptance (trust) among stakeholders to ensure two entities transition appropriately.

Key tenets of leadership are often missed when developing strategies for organizational transition. This work examines how communicating collaboratively is linked to succession management and can aid managers in understanding some implications of ill‐developed planning efforts.

In an applied sense, this model provides health care managers with concepts related to effective change at both the individual and organizational levels. While this work is directed toward managing transition among health care organizations and personnel, the information is equally applicable to a broader audience.

While there is a dearth of literature examining succession management in a variety of industries, little information is directed specifically toward health care leadership. This paper provides concepts related to effective risk mitigation in succession management.

Within accounts of and frameworks for organisational leadership, especially in the public sector, there is continuing enthusiasm for the distinction between transformational and transactional models, where the latter is typically compared unfavourably with the former. This paper reports on a review of the literature on organisation transition (that is mergers and acquisitions), which found this distinction helpful in ordering the material considered. Unexpectedly, the review found that more of the advice contained within the papers examined focused on interventions that could be broadly categorised as transactional rather than transformational. This seems an important finding in a context where the distinction continues to have salience and when transformational characteristics are often seen as being essential to leadership and transactional attributes are perceived as merely being suggestive of management.

This article will examine the role of selected aspects of management accounting in a company that is changing from command to market economy. By applying the institutional theory to a Hungarian, previously government‐owned and production‐oriented transition company, calculation practice and cash flow management are analysed as technologies that represent recognisable and non‐recognisable rationales and logics in the transition process. It is concluded that calculation practice is not new in terms of technology, it is the application of the practice that is new. However, cash flow management is a completely new discipline that is not so easy to handle. Indeed, the new “everyday reality” has fundamentally changed the purpose of management accounting and related expectations about (re‐) constitution of rationales and practices. But the changes in management accounting are based on a historical cargo of experiences and rationality that cannot be dismissed just like that.