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1 – 10 of over 240000Pawan Budhwar, Andy Crane, Annette Davies, Rick Delbridge, Tim Edwards, Mahmoud Ezzamel, Lloyd Harris, Emmanuel Ogbonna and Robyn Thomas
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce ā…
Abstract
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce ā not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.
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This is Part II of a new approach to survey studies called knobby analyses of knobless survey items. In Part II, this approach is applied to a study of the national sales…
Abstract
This is Part II of a new approach to survey studies called knobby analyses of knobless survey items. In Part II, this approach is applied to a study of the national sales organization of a large highātechnology firm called here Euphoria BioTechnology. A 17 item Employee Opinion Survey (EOS) was constructed and administered concurrently with an Organizational Diagnostic Survey (ODS). The EOS inquired about the main features and properties of the organization and the ODS, based on the theory of the organizational hologram, provided a series of knobs which were used to āexplainā their variance. Knobby analyses involve moving beyond data expertise to expert data. Data expertise is employed in both the EOS and the ODS surveys. However, knobby analyses allow one to leverage the EOS results to improve the derivation of the conclusions or meanings of the results of the survey data and to reach recommendations. Furthermore, knobby analyses allow followāup analyses of special management problems. Four examples of these subsequent analyses are provided in order to illustrate the process of producing expert data via the knobby analyses approach. It is inconclusive whether or not knobby analyses are more expensive than expert data processes using only the EOS results. However, knobby analyses did provide more and different information than an EOS could have done alone.
The history of Organizational Development (OD) reveals a much older tradition of organizational science than the conventional wisdom would suggest. By the 1960s and 1970s OD…
Abstract
The history of Organizational Development (OD) reveals a much older tradition of organizational science than the conventional wisdom would suggest. By the 1960s and 1970s OD became selfāconfident and dynamic. This period was not only highly experimental but established the principles of OD for much of the twentieth century. By the end of the twentieth century new images of OD had occurred and much of the earlier thinking had been transformed. This review illustrates some examples under a series of themes that have had a major impact on the discipline of OD and on the wider thinking of organizational theorists and researchers.
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The objective of this paper is to analyze and interpret some empirical results, obtained from an online survey, on the types of review and analysis approaches used by organizations…
Abstract
Purpose
The objective of this paper is to analyze and interpret some empirical results, obtained from an online survey, on the types of review and analysis approaches used by organizations in manufacturing, service, education, health care, and notāforāprofit sectors and their relationships with business performance.
Design/methodology/approach
Data were gathered using an online survey to capture basic information about the organization and its performance, the types of measures used in each of the five Baldrige results item groups, types and frequencies of review of the data, and types of analyses conducted. Results were analyzed using descriptive statistical analyses and tests for significant differences.
Findings
The results suggest that a significant gap exists in the sophistication of analysis methods between higher and lower performing organizations in terms of customer, financial, and market performance, and that better performance is associated with more mature and sophisticated approaches to performance analysis.
Research limitations/implications
Because of the exploratory nature of this study, the generalizibility of the conclusions is limited; however, the results of this study can be useful for developing more formal theories to understand management practices and business performance and, as a basis for more designing, research efforts validate the propositions suggested by these theories.
Practical implications
Managers should invest in effective performance measurement systems that include sound approaches for analyzing results and sharing information appropriately throughout the organization.
Originality/value
This work provides further validation of the quality management principle and Baldrige core value of āmanagement by fact,ā and offers practical advice for designing effective performance management systems.
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The purpose of this conceptual chapter is to analyze the current state of the astructural bias in symbolic interactionism as it relates to three inter-related processes over time…
Abstract
The purpose of this conceptual chapter is to analyze the current state of the astructural bias in symbolic interactionism as it relates to three inter-related processes over time: (1) the formalization of critiques of symbolic interactionism as ahistorical, astructural, and acritical perspectives; (2) an ahistorical understanding of early expressions of the disjuncture between symbolic interactionism and more widely accepted forms of sociological theorizing; and (3) persistent and widespread inattentiveness to past and present evidence-based arguments that address the argument regarding symbolic interactionism as an astructural, ahistorical, and acritical sociological perspective. The argument frames the historical development of the astructural bias concept in an historically and socially conditioned way, from its emergence through its rejection and ultimately including conclusions about contemporary state of the astructural bias as evidenced in the symbolic interactionist literatures of the last couple of decades. The analysis and argument concludes that the contemporary result of these intertwined historical and social conditioning processes is that the astructural bias myth has been made real in practice, and that the reification of the myth of an astructural bias has had the ruinous effect of virtually eradicating a vital tradition in the interactionist perspective which extends back to the earliest formulations of the perspective. As a result, a handful of suggestions that serve to aid in reclaiming the unorthodox structuralism of symbolic interactionism and the related interactionist study of social organization are provided in the conclusion.
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The contrast of multilevel and comparative research may seem counterintuitive at first. After all, one might argue that comparative research on organizations by necessity spans…
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The contrast of multilevel and comparative research may seem counterintuitive at first. After all, one might argue that comparative research on organizations by necessity spans several levels of analysis (Rokkan, 1966). Yet, multilevel and comparative research on organizations present rather distinct traditions in organization studies, each with its own epistemological assumptions and associated methods. Accordingly, an approach that aims to incorporate both multilevel and comparative ideas needs to start with taking inventory of these prior literatures to situate itself. In the following, we thus turn to the literatures on multilevel and comparative research as different traditions with surprisingly little overlap.
The paper deals with techniques and tools for developing computer systems to be used within complex administrative work processes. The characteristics of contemporary system…
Abstract
The paper deals with techniques and tools for developing computer systems to be used within complex administrative work processes. The characteristics of contemporary system development methods are presented and illustrated by a review of SA/SD. This shows a great demand for complementary techniques and tools for analysis and design to provide a sounder basis for the development of information systems. Basic characteristics of such techniques and tools are then described in terms of their perspective on organizations and on the development process and in terms of a framework for guidelines for analysis and design.
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…
Abstract
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ā ranging from āabsenteeismā to āturnoverā as the handbookās frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
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