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The purpose of this study is to analyze the case of Ximena Aguilera, a prominent Chilean epidemiologist, as an exemplar of a champion in times of COVID-19 in…
The purpose of this study is to analyze the case of Ximena Aguilera, a prominent Chilean epidemiologist, as an exemplar of a champion in times of COVID-19 in Ibero-America. We also refine our understanding of the nature of a champion facing wicked problems.
The authors use qualitative case analysis to examine Aguilera’s actions in response to COVID-19 and compare her actions with the characteristics of an emerging theory of champions facing wicked problems.
This study builds iteratively upon prior analysis of gender equality champions and finds that the depth, scope and leverage of embracement of champions in times of COVID-19 are parallel to those of gender equality champions. The authors also discuss the findings from the perspective of wicked problems.
Future qualitative and quantitative work is needed to examine the boundaries of the theory of champions facing wicked problems across a wider range of problem domains and in a wider population of champions.
Wicked problems can occur in multi-level organizational structures, and understanding the characteristics of individuals best-suited to contribute to the definition and solution of these problems is relevant to organizational selection, development, policy and practices.
Many of the society’s greatest challenges are defined as wicked problems, so understanding the champions of wicked problems is critical for public policy and societal advancement efforts. The nature of wicked problems is considered, and the implications of champions of wicked problems for society are discussed.
This work offers an in-depth examination of a champion facing a wicked problem, here the COVID-19 pandemic, while the crisis is ongoing. By capturing the champion’s observations and experiences in real time, the authors obtain a perspective that is unique and unavailable through other methods.
El propósito de este estudio es analizar el caso de Ximena Aguilera, una destacada epidemióloga chilena como ejemplo singular de una paladín enfrentando COVID-19 en Iberoamérica. También perfilamos nuestra visión de la condición de una paladín enfrentando un problema complejo y de difícil solución.
Utilizamos el análisis de un caso cualitativo para examinar las acciones de Ximena Aguilera en respuesta al COVID 19. Comparamos sus acciones con las características de una teoría emergente de paladines enfrentando problemas complejos.
Este estudio se fundamenta en forma reiterativa en un análisis previo de paladines de igualdad de género y encuentra que la profundidad, alcance y efectividad del acogimiento de los paladines enfrentando COVID-19 es similar a la de aquellos paladines de igualdad de género. También analizamos los resultados bajo la perspectiva de los problemas complejos.
Este trabajo ofrece un análisis profundo de una paladín enfrentando un problema complejo, la pandemia del COVID-19, estando la crisis en curso. Al captar las observaciones y experiencias de una paladín en tiempo real, logramos una perspectiva que es única y que no está disponible a través de otros métodos.
Limitaciones/implicaciones de la investigación
Se requiere en el futuro de investigación cualitativa y cuantitativa para analizar los límites de la teoría de paladines enfrentando problemas complejos a través de un rango más amplio de problemas y en una población más extensa de paladines.
Los problemas complejos pueden presentarse en estructuras organizacionales de niveles múltiples y entender las características de quienes son más aptos para contribuir a la definición y solución de estos problemas, resulta importante para la selección y el desarrollo de normas y prácticas organizacionales.
Muchos de los más grandes retos de la sociedad son definidos como problemas complejos, por lo que, para las normas públicas y los esfuerzos de avance social, es fundamental entender a los paladines enfrentando problemas complejos. Consideramos la naturaleza de los problemas complejos y también discutimos las implicaciones de los paladines de problemas complejos para la sociedad y la práctica de la gestión.
O objetivo deste estudo é analisar o caso de Ximena Aguilera, uma epidemiologista chilena, como um exemplar único de uma líder em tempos de Covid-19 na Iberoamérica. Nós também aprimoramos nosso entendimento sobre a natureza de uma profissional lider que enfrenta soluções para um problema considerado complexo.
Nós usamos uma análise de caso quantitativa para examinar as ações de Ximena Aguilera no combate à COVID-19. Nós comparamos suas ações com as características de uma teoria emergente de líderes que enfrentam problemas complexos.
Este estudo utiliza análises prévias de estudos anteriores de igualdade de gênero e descobre que o profundidade, âmbito e a influência do acolhimento de líderes em tempos de COVID-19 são paralelos aos de igualdade de gênero. Neste estudo também discutimos os resultados sob a perspectiva de problemas considerados complexos.
Este trabalho oferece um estudo profundo de uma líder que enfrenta um problema complexo, como a pandemia global chamada COVID-19, enquanto a crise da pandemia acontece. Através das observações e experiências obtidas pela líder em tempo real, conseguimos obter uma perspectiva única e indisponível de se conseguir por outros métodos.
Limitações e implicações da pesquisa
é preciso que se façam futuros trabalhos quantitativos para se examinar os limites da teoria de líderes que enfrentam problemas complexos, através de um escopo maior do problema em uma população mais abrangente de líderes que buscam soluções para problemas complexos.
problemas complexos podem ocorrer em estruturas organizacionais de vários níveis. O entendimento das característica de individuos melhor qualificados que possam contribuir para a definição e solução de tais problemas é de extrema relevância para a seleção, desenvolvimento, regras e práticas organizacionais.
Muitos dos maiores desafios de nossa sociedade são chamados problemas complexos ou de difíceis soluções. Assim sendo, o entendimento das ações dos líderes que enfrentam esses problemas é crítico para as diretrizes de políticas públicas e esforços sociais avançados para se combater o problema. A natureza desses problemas é considerada neste estudo bem como as implicações das ações dos líderes desses problemas para a sociedade, sendo que práticas gerenciais são particularmente discutidas.
The research aims to investigate the impact of transformational leadership on employee championing behavior and to determine the mediating effect of work engagement in the…
The research aims to investigate the impact of transformational leadership on employee championing behavior and to determine the mediating effect of work engagement in the context of organizational change.
This is a quantitative approach, which is based on cross-sectional data. In total, 300 available cases are processed through structural equation modeling in order to infer the results.
The results indicate that transformational leadership is significantly related to championing behavior during organizational change. Moreover, work engagement fully mediates the relationship between transformational leadership and championing behavior in the context of organizational change.
Managers should emphasize the practice of the transformational leadership approach, as well as should stress the antecedents of work engagement in order to foster the employee championing behavior in the context of organizational change.
The research contributes to the change management and human resource management literature by providing a plausible explanation of the mediating role of work engagement in connecting transformational leadership and employee championing behavior in the context of organizational change.
Despite hospitals’ efforts to reduce health care-associated infections (HAIs), success rates vary. We studied how leadership practices might impact these efforts.
Despite hospitals’ efforts to reduce health care-associated infections (HAIs), success rates vary. We studied how leadership practices might impact these efforts.
We conducted eight case studies at hospitals pursuing central line-associated blood stream infection (CLABSI)-prevention initiatives. At each hospital, we interviewed senior leaders, clinical leaders, and line clinicians (n=194) using a semi-structured interview protocol. All interviews were transcribed and iteratively analyzed.
We found that the presence of local clinical champions was perceived across organizations and interviewees as a key factor contributing to HAI-prevention efforts, with champions playing important roles as coordinators, cheerleaders, and advocates for the initiatives. Top-level support was also critical, with elements such as visibility, commitment, and clear expectations valued across interviewees.
Results suggest that leadership plays an important role in the successful implementation of HAI-prevention interventions. Improving our understanding of nonclinical differences across health systems may contribute to efforts to eliminate HAIs.
This chapter focuses on the human side of the integration phase between the acquiring and the acquired firms. We contribute to the M&A literature by sketching an…
This chapter focuses on the human side of the integration phase between the acquiring and the acquired firms. We contribute to the M&A literature by sketching an analytical framework that unveils the main features of the champion of acquisitions and his/her strategic role as the individual (or group of individuals) accountable to lead the integration process between the two firms. To discern the champion of acquisitions, we propose the coexistence of a set of distinctive features such as: (1) the capability to achieve the full commitment of the integration teams; (2) a leader's personality able to guide change in the acquiring firm's desired direction; (3) networking capabilities to facilitate or reduce the two firms’ boundaries permeability; (4) communication skills and relational capabilities necessary to facilitate the interface activity between individuals who are critical to the integration phase; and (5) the knowledge of (and the access to) the power centers necessary to obtain the indispensable legitimacy of his/her roles and actions.
Drawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior…
Drawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior and particularly how this relationship might be invigorated by two critical personal resources at the job (work meaningfulness) and employer (organizational identification) levels.
Quantitative data were collected from a survey administered to 245 employees in an organization that operates in the oil industry.
Beliefs about organizational support for career development are more likely to stimulate idea championing when employees find their job activities meaningful and strongly identify with the successes and failures of their employing organization.
This study offers organizations deeper insights into the personal circumstances in which positive career-related energy is more likely to be directed toward the active mobilization of support for novel ideas.
As a contribution to extant championing research, this research details how employees' perceived career progress spurs their relentless efforts to push novel ideas, based on their access to complementary personal resources.
This study investigates the effect of national champion strategies on the length of the pre-M&A process in Europe. The policy strategy of creating so-called “national…
This study investigates the effect of national champion strategies on the length of the pre-M&A process in Europe. The policy strategy of creating so-called “national champions,” that is, promoting national rather than international mergers, is often the focus of European policy debate. If European governments support national champion M&A activities, we would expect that national champion M&A deals have an accelerated pre-M&A process at the European Commission (EU) relative to comparable European M&A deals. To empirically test this proposition, we compare national champion M&A under scrutiny by the EU to similar deals in terms of industry and firm characteristics in the period 1997–2010. In contrast to our expectation, national champion M&As face a longer pre-M&A process than other comparable European M&As. However, evidence indicates that national champion M&As are almost always completed successfully while comparable European M&As are often derailed in process.
Contemporary organizations are facing an operating environment characterized by volatile, uncertain, complex, ambiguous, and “permanent whitewater.” To sustain high…
Contemporary organizations are facing an operating environment characterized by volatile, uncertain, complex, ambiguous, and “permanent whitewater.” To sustain high performance in this context, organizations must be able to change and develop as efficiently and effectively as possible. Within organizations, there are actors who catalyze and advance change in this manner; these actors are known as “champions.” Yet the scholar who wishes to conduct research concerning champions of change and organizational development is likely to be met by a highly fragmented literature. Varying notions of champions are scattered throughout extant research, where authors of articles cite different sources when conceptualizing champions; often superficially. Furthermore, many types of highly specific and nuanced non-generalizable champions have proliferated, making it difficult for practitioners and researchers to discover useful findings on how to go about making meaningful changes in their context. The purpose of this study was to address these problems for practitioners and researchers by engendering thoroughness, clarity, and coherence within champion scholarship. This was done by conducting the first comprehensive, critical yet insightful review of the champion literature within the organizational sciences using content analysis to re-conceptualize champions and develop a meaningful typology from which the field can be advanced. The chapter first suggests a return to Schön (1963) as the basis from which to conceptualize champions and, second, offers a typology consisting of 10 meta-champions of organizational change and development – Collaboration, Human Rights, Innovation, Product, Project, Service, Strategic, Sustainability, Technology, and Venture Champions – from which change practice and future research can benefit.
The chapter is structured as follows: in the first part, we provide the framework for the analysis of the formation of the born global firm, whereas the entrepreneurial…
The chapter is structured as follows: in the first part, we provide the framework for the analysis of the formation of the born global firm, whereas the entrepreneurial, strategic, and network-based factors are conceptually linked and leading toward a global champion. The analytical model proposes the analysis of strategic choices as defining factors at the level of entrepreneurial behavior, firm strategy, and network. The case study methodology is provided in the second part of the chapter. The third part provides the empirical linkages of entrepreneurial, strategy based, and network factors’ manifestations and underpinnings in R&D intensive entrepreneurial born global firms. These are followed by discussion and conclusions enclosing empirically grounded framework that explains the emergence of R&D intensive entrepreneurial-hidden champions from the perspective of entrepreneurial firm and network theories.
With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between…
With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between employees’ fear of terror and their job performance, as well as the buffering role of their passion for work, as a personal resource, in this process.
The tests of the hypotheses rely on three-wave, time-lagged data collected from employees and their supervisors in Pakistan.
An important reason that concerns about terrorist attacks diminish performance is that employees refrain from championing their own entrepreneurial ideas. This mediating role of idea championing is less salient, however, to the extent that employees feel a strong passion for their work.
For human resource managers, this study pinpoints a key mechanism – a reluctance to mobilize active support for entrepreneurial ideas – by which fears about terrorism attacks can spill over into the workplace and undermine employees’ ability to meet their performance requirements. It also reveals how this mechanism can be better contained by the presence of adequate personal resources.
This study adds to burgeoning research on the interplay between terrorism and organizational life by specifying how and when employees’ ruminations about terrorism threats might escalate into diminished performance outcomes at work.
This paper seeks, from the perspective of the significant change (SC) champion, to explore the motivation behind why an individual willingly adopts SC. This research…
This paper seeks, from the perspective of the significant change (SC) champion, to explore the motivation behind why an individual willingly adopts SC. This research attempts to identify the key motivational traits that inspire these early change adopters.
An in‐depth case study is used to research and identify key early adopters traits. This is followed by a survey based on APEX emotional intelligence profiling traits to do an in‐depth investigation.
The SC‐champion has an interest to re‐affirm one's importance in the organization as well as enhance his/her respect, which is not necessarily linked to longevity. There is an emphasis on intrinsic values favoring team involvement. Of the APEX identified four profiles, the red‐performers are the least preferred.
Because qualitative methodologies are used and a limited survey respondent pool (n=25), caution is advised in freely generalizing these findings. The research on the subject matter is offered as a means to substantiate or refute the propositions. The intent is to offer the findings for possible transferability where logic and reality can assist.
The need to deal with SC is becoming crucial to the ongoing success of organizations. By identifying and investigating the motivational factors behind early acceptance, the organization can begin to deal with change urgency and optimize the benefits from change transformations.
Since change is recognized as an ongoing phenomenon, looking at the motivation behind the early adopters will aid organizations in identifying those key traits that aid in optimizing successful SC transformations.