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The present study discusses the benefits and importance of sociotechnical thinking for the integration of industry 4.0 (I4.0), and their subsequent usefulness in analyzing the value-added activities and related quality issues, and their implications in the quality 4.0 (Q4.0), product-service systems (PSS) in the organization level/complex systems in the era of I4.0. I4.0 pushed the traditional manufacturing models toward product-service systems; for this transition, social and economic factors influence more, and technological advancements are going more rapidly than the social developments needed for the transition. The integration of social-technical system perspective with I4.0 technologies adoption would improve the value cocreation of PSS. The balance among the sociotechnical systems theory (STST) and I4.0 technologies are necessary for production and logistics organizations. This can be attained by sociotechnical systems thinking because it gives a comprehensive overview for integrating I4.0 and related quality issues in the production and logistics service systems.

The present paper analyzes the implementation of Open Digital Television (Televisión Digital Abierta or TDA) in Argentina. It takes up a sociotechnical standpoint and considers TDA as a public policy designed to foster social inclusion.

The ideas presented in this paper are derived from a sociotechnical perspective, both at a theoretical and at a methodological level. The main postulates of this perspective are based on constructivist criteria; they explain outcomes as a result of the constant interplay of technical and social realities. Thus, this relation is intrinsic and continuous. We work with the concept of technology in its broadest sense. That is to say, TDA is not seen as just a mass communication infrastructure, but as a technology which involves knowledge, production practices, and content broadcasting, as a result of the interrelation of cultural, political, social, economic, scientific, and technological factors. The study of TDA in Argentina as a public policy for social inclusion shows how the constant sociotechnical interrelations have to be taken into account (technical standard, antenna features, social actors involved, produced content, etc.) throughout the whole process, from the conception and design of public policies to their implementation, but mainly at the stage of results analysis.

We concluded that throughout the implementation of the TDA public policy, a determinist view of technology prevailed. This can be seen in relation to both the role of television as a medium for social inclusion and the actions regarding the role of the user. The idea of viewer in the traditional sense prevailed over the idea of an active user. This stage provides significant data to assess the range and the limitations of the current public policy, and to think of improvements to implement in the future. These observations suggest a new challenge lying on the horizon: to construct a new concept of television; that is, to analyze TV as a social actor that is crucial for social inclusion rather than simply a medium of mass communication.

The sociotechnical perspective sheds light on the actors involved in the development, implementation, and production of a public policy designed for social inclusion. It focuses both on the government plan and the usage practices of the users themselves. The approach we propose for the study of the relation between technology and public policy is consistent with the notion of an active government.

The value of this paper lies in its theoretical and methodological approach, since a sociotechnical analysis grounded on relativism is a different view to the one that is dominant in studies in the field of communication and public policies. This view offers innovative insights into the problems regarding TDA by exploring the interrelations between actors and the power relations embedded in the public policy.

For various reasons many organisations are currently introducing the new ways of working (NWW). By now, this occurs on such a large scale, that it becomes relevant to investigate whether the new way of working leads to the best way of working: are the measurements taken by NWW really resulting in pursued outcomes? NWW claims to make working more effective, efficient but also more enjoyable for the organisation as well as the employee (Bijl, 2007). In practice, it seems that more pragmatically reasons lead to changes in the way of working. In many cases this concerns the elimination of fixed workplaces, combined with the possibility to work from home or elsewhere, facilitation of working with new ICT, and establishing an organisational culture which aims at employee autonomy and goal attainment.

To answer the question whether the NWW approach offers sufficient tools to provide effective solutions for occurring objectives, we compare NWW with a scientifically established construct regarding work design: Sociotechnical systems (STS) (Kuipers et al., 2010). We chose STS not only because it is a comprehensive approach to work design (all aspects of managing and organising are addressed), but also because the ambition is similar to NWW. STS considers, next to the ‘quality of the organisation’ (which is central to most work design approaches), also the ‘quality of work’ and ‘quality of employment relationships’ as outcome criteria. With incorporating the latter two, STS distinguishes itself from many other work design approaches and fits to the philosophy of NWW as mentioned above. Important foundations for the NWW approach are the quality of work as well as the willingness to organise teamwork.

The comparison of NWW and STS reveals as most important finding that the NWW approach misses a coherent theoretical foundation for the design of organisations. NWW focuses on loose aspects of organisations, like workspace, work design, management, organisational culture and competences. This is also evident in the scientific research focused on NWW: many studies examine the impact of a specific measure (e.g. introduction of flexible workspaces) on specific aspects of the organisation (e.g. social cohesion). Due to the lack of a work design approach no framework exists to test whether the introduction of NWW fits to the organisation and how work is organised and divided. It is our statement that NWW can only be effective once a good theoretical foundation is provided for NWW and once a clear work design approach is deducted.

Simultaneously, the NWW practices provide so many relevant practical experiences on skills and information underlining the potential of STS. Currently, STS mostly is focused on work in industrial organisations. STS and NWW have the potential to mutually extend each other, while tools may be developed with which new ways of working lead to the best way of working for organisations.

The exponential growth of digital technologies and their increased importance in both organizational and everyday life poses new challenges to paradox research within management studies. Management scholars taking a paradoxical lens have predominantly focused on social paradoxes within the confines of the organization. Technological change has often been treated as an exogenous force bringing previously latent tensions to the fore. Such newly salient paradoxes are viewed as instigating managerial sensemaking and exploration of strategic responses that will re-establish equilibrium. Our investigation of how digital innovations disrupted London taxiwork and global music distribution shows something different. The paradoxical tensions raised by emerging digital technologies inevitably play out at industry and societal levels. Concomitant changes in boundaries, categories, and potentials for action that shape and channel ongoing industry transformation call for organizational responses and adaptation. Critically, such tensions must be interpreted within the context of industry arrangements absent a centrally controlling actor. Rather than episodes of exogenous change, the nature of the digital, along with interactions across multiple sources of agency, continually surface complex dynamic and systemic tensions within and across industries. Our findings highlight the importance of explicitly accounting for the inter-relatedness and mutual dependence of the social and technical elements of change. As digital innovation expands and starts to impact all aspects of human experience it is critical for management scholars to reflect how the paradoxical perspective can be expanded to better understand these contemporary large-scale changes.

Organizations facing issues related to growth, innovation, and strategy are embracing design thinking, a problem-solving process. This study explores 40 design thinking initiatives and identifies operational practices emerge and empirical categories across various contexts. Quantitative analyses of the initiatives and qualitative interview data are used to distinguish four configurations of action analogous to races: training, emphasizing learning-by-doing; marathons, capturing personal reflection over a long project; relays, highlighting team collaboration; and sprints, reflecting fast-paced product innovation. The initiatives are differentiated as designer-led versus team-driven and, low-urgency versus high-urgency. Implications of practicing design thinking in Organization Development and Change are discussed.

Business support programmes are characterised by the combined efforts of government, industry, universities and businesses, among other institutions, as interventions intended to contribute to the regions’ growth and economic development. In England, these programmes have been promoted by different governments under different names, the most recent historical incarnation being the regional Business link programmes which used an IDBT – information, diagnostic, brokerage and transaction – model under the auspices of the Regional Development Agencies (RDA) for over a decade. When the RDAs were replaced in 2010 by the establishment of 39 Local Enterprise Partnerships (LEPs) in England, a new programme for Business Support was initiated – Business Growth Hubs. This chapter briefly reviews the literature related with business support and an analysis of the Business Growth hub programme and the initial responses of LEPs across England. It then reports on a project the authors were engaged in which applied a sociotechnical system framing of the problem utilising a Living Lab model approach to change. This new approach was aimed at engaging the stakeholders in a co-creation process, with the LEP, to work with the ‘installed base’ of business support activities in a northern region of England, UK. This new approach allows for long-term planning based on the interests of the member of the network, rather than on often narrow, short-term prescriptive understandings and interests of the policy-makers or the organisations enacting such programmes. The implications of the model proposed contributes to the current debate on regional economic development about business support by proposing a change in the role of the businesses from merely customers, to potential co-producers of advice and services, based on developing a shared vision and better infrastructure for development of the region.

High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual job tasks or a high level of involvement at team or workplace level in designing work procedures. When implementations of HIWPs are accompanied by companion investments in human capital – for example, in better information and training, higher pay and stronger employee voice – it is appropriate to talk not only of HIWPs but of “high-involvement work systems” (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Across a range of academic perspectives and societies, it has regularly been argued that steps to enhance employee involvement in decision-making create better opportunities to perform, better utilization of skill and human potential, and better employee motivation, leading, in turn, to various improvements in organizational and employee outcomes.

However, there are also costs to increased employee involvement and the authors review the important economic and sociopolitical contingencies that help to explain the incidence or distribution of HIWPs and HIWSs. The authors also review the research on the outcomes of higher employee involvement for firms and workers, discuss the quality of the research methods used, and consider the tensions with which the model is associated. This chapter concludes with an outline of the research agenda, envisaging an ongoing role for both quantitative and qualitative studies. Without ignoring the difficulties involved, the authors argue, from the societal perspective, that the high-involvement pathway should be considered one of the most important vectors available to improve the quality of work and employee well-being.

Organizational Development and Change (ODC) has been called to aid organizational greening goals. Carbon labeling of products by organizations is a common greening strategy. However, its effectiveness is dependent on supportive consumer behavior. The Theory of Planned Behavior (TPB) is used to explain actor choice in buying low carbon products (LCPs). Actual buying behavior of 873 subjects in China, a country new to carbon labeling, demonstrated that Declarative norms, Attitude, and Perceived behavioral control explained significant variance in actual buying behavior of LCPs. The TPB model may be better served by observing actual behavior versus behavioral intention. Revisions to the TPB model for diagnosis and interventions in behavioral change are indicated. ODC should revert to theoretically informed practice versus the increasing reliance on A-theoretical tools and techniques.

This chapter explains how electric driving has been transforming car mobility in The Netherlands since 1990, highlighting the role of a specific Dutch policy mix as direct factor, and the conditions through which this policy mix came about as indirect factors. The analysis is based on triangulation of findings from three methods: (1) discourse analysis of national newspapers and online blogs to understand the changing meanings of car mobility as well as changing stakeholder competences; (2) interview analysis with Dutch stakeholders to understand policy effects as well as their changing competences; and (3) analysis of relevant documents that provide the numbers of vehicles sold, implemented infrastructures and policy instruments. The study describes market changes in terms of ‘reconfiguring’ (entangled) practices of Dutch motorists, vehicle manufacturers and policy-makers, constituted by the (changing) relations between meanings, materialities, competences and policy incentives. The analysis finds a gradual reconfiguration of car mobility in three stages: The hegemony of Internal Combustion Engine (ICE) mobility (1990–2008), Surge in Plug-in Hybrid Electric Vehicle (HEV) mobility (2009–2015), and Surge in full-electric mobility (2016–2020). The analysis shows that the specific Dutch policy incentives were critical to orchestrating the co-evolution of ICE-based and electric mobility towards low-carbon alternatives, that is, towards more electrification. The policy mix was adapted in three successive steps, in which inconsistencies towards electric mobility (e-mobility) were solved, entailing three distinct reconfiguration pathways in each period. The relatively strong policy incentives for e-mobility in The Netherlands can be explained by the absence of an established car industry as well as particular air quality challenges in cities (triggering local support for the provision of charging infrastructure). The conclusion includes policy recommendations for countries that seek to promote e-mobility, although further research should clarify how contextual differences require specific elements in the policy mix.