Relevant bibliographies by topics / Boundary organizations

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Boundary organizations'

Author: Grafiati
Published: 4 June 2021
Last updated: 4 February 2022

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Journal articles on the topic "Boundary organizations"

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McAllum, Kirstie. "Volunteers as Boundary Workers: Negotiating Tensions Between Volunteerism and Professionalism in Nonprofit Organizations." Management Communication Quarterly 32, no. 4 (August 5, 2018): 534–64. http://dx.doi.org/10.1177/0893318918792094.

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This article employs a boundary work framework to analyze how volunteers from two nonprofit human services organizations navigated the tensions between volunteerism and professionalism. Based on interview data and analysis of organizational documents, the study found that volunteers at the first organization, fundraisers for child health promotion and parent education, dichotomized volunteerism and professionalism as incompatible social systems with divergent objectives, practices, and tools. Volunteers at the second organization, which provides emergency ambulance services, engaged in constant boundary crossing, oscillating between a volunteer and professional approach to tasks and relationships depending on the context. In both cases, paid staff and members of the public affected participants’ ability to engage in boundary work. The study offers insights for nonprofit organizations wishing to professionalize their volunteer workforce by specifying how volunteer job types, organizational structure, and interactional partners’ feedback impact volunteers’ ability to engage in boundary crossing, passing, and boundary spanning.
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Humberd, Beth K., Judith A. Clair, and Stephanie J. Creary. "In our own backyard: when a less inclusive community challenges organizational inclusion." Equality, Diversity and Inclusion: An International Journal 34, no. 5 (June 15, 2015): 395–421. http://dx.doi.org/10.1108/edi-11-2013-0105.

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Purpose – The purpose of this paper is to build insight into how the local community impacts an organization’s ability to develop an inclusive culture. The paper introduces the concept of inclusion disconnects as incongruent experiences of inclusion between an organization and its community. Then, using the case of teaching hospitals, the paper empirically demonstrates how individuals and organizations experience and deal with inclusion disconnects across the boundaries of organization and community. Design/methodology/approach – A multi-method qualitative study was conducted in hospitals located in the same city. Focus groups were conducted with 11 medical trainees from underrepresented backgrounds and semi-structured interviews were conducted with ten leaders involved with diversity efforts at two hospitals. Data analysis followed an iterative approach built from Miles and Huberman (1994). Findings – The findings demonstrate how boundary conflicts arise from disconnected experiences of organizational and community inclusiveness. Such disconnects create challenges for leaders in retaining and supporting minority individuals, and for trainees in feeling like they could build a life within, and outside of, their organizations. Based on findings from the data, the paper offers insights into how organizations can build their capacity to address these challenges by engaging in boundary work across organizational and community domains. Research limitations/implications – Future research should build upon this work by further examining how inclusion disconnects between communities and organizations impact individuals and organizations. Practical implications – The paper includes in-depth insight into how organizations can build their capacity to address such a deep-rooted challenge that comes from a less inclusive community. Originality/value – This paper contributes to an understanding of how forces from the community outside an organization can shape internal efforts toward fostering inclusion and individuals’ experiences of inclusion.
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Foster, Carrie Louise. "Managing the flow of talent through organizations – a boundary-less model." Development and Learning in Organizations: An International Journal 29, no. 1 (January 5, 2015): 15–19. http://dx.doi.org/10.1108/dlo-06-2014-0045.

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Purpose – This paper aims to identify overlooked and unrecognized domains of talent management by existing academic and practitioner literature and provide a challenge to current boundaries around the area. Design/methodology/approach – This paper is an exploratory viewpoint based on the extant literature and the conceptual model of Boundary-less Talent Model (BTM) and its potential for practical application. Findings – This paper aims to expand on theoretical or conceptual understandings of talent management which have been surprising under-developed, as well as address the lack of attention in the practitioner community to addressing the talent potential of the wider employee population. The paper introduces the BTM, challenges the current boundaries and discusses how the model can be applied within an organization. Research limitations/implications – This paper is written from a Western organizational perspective. Practical implications – In principle, anyone should be able to recognize talent, and anyone can be recognized as having talent, but in practice subjectivity and perception in relation to the assessment, judgement and management of talent, creating a problem of unidentified and/or underutilized talent. The result is that either at an organizational or an individual level, talent becomes an untapped resource, which when ignored may have a negative impact on organizational performance. Social implications – The identification, recruitment and retention of the right knowledge and skills for the organization’s needs will always outpace traditional talent management methodologies. Adaptability in the Information Age is necessary for organizations to respond to the social structural shifts and the emergence of the boundary-less organization. Originality/value – This paper provides an examination of the proposed BTM and the encouragement for academics and practitioners to re-think the ways in which various forms of talent are managed.
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Schwartz, Mildred A. "Boundary problems in political organizations." Journal of Organizational Change Management 9, no. 4 (August 1996): 43–55. http://dx.doi.org/10.1108/09534819610124052.

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Schotter, Andreas P. J., Ram Mudambi, Yves L. Doz, and Ajai Gaur. "Boundary Spanning in Global Organizations." Journal of Management Studies 54, no. 4 (January 16, 2017): 403–21. http://dx.doi.org/10.1111/joms.12256.

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Du, Juana, and Rong Wang. "Knowledge transfer and boundary conditions." New England Journal of Entrepreneurship 22, no. 1 (May 13, 2019): 31–57. http://dx.doi.org/10.1108/neje-04-2019-0021.

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Purpose The purpose of this paper is to examine innovative practices and emphasize the mechanism of knowledge transfer across knowledge boundaries. By comparing and discussing the emerging boundary issues in knowledge transfer among small- and medium-sized enterprises (SMEs) registered in the incubation centers in China, this paper identified the main knowledge transfer approach and several contextual and organizational factors impacting knowledge transfer. Design/methodology/approach The authors conduct 39 semi-structured in-depth interviews with employees working within business incubation centers in China. The study uses thematic analysis for data analysis. Findings Our results contribute to the literature of knowledge transfer and in particular to our understanding of boundary conditions and knowledge transfer approaches in emerging economies. The results also highlight several contextual and organizational factors which impact knowledge transformation across the pragmatic boundary in the context of China. Practical implications First, organizations need to establish an effective process with tools to accommodate novelty; second, organizations should be aware of the impact of entrepreneurial orientation on innovative performance; and third, it will help organizations if they adopt and integrate information-rich media in managing innovative practices. Originality/value This research highlights the impact of contextual and organizational factors of SMEs on knowledge transfer in emerging markets and chooses incubation centers as study subjects, which is an organizational context that has not been thoroughly studied due to its unique nature and emerging complexity.
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Stadtler, Lea, and Ozgu Karakulak. "Twisting between Multiple Boundaries: An Organizational Perspective on Boundary Organizations." Academy of Management Proceedings 2017, no. 1 (August 2017): 12464. http://dx.doi.org/10.5465/ambpp.2017.12464abstract.

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Miller, David, and Jen Nelles. "Order out of Chaos: The Case for a New Conceptualization of the Cross-Boundary Instruments of American Regionalism." Urban Affairs Review 56, no. 1 (May 21, 2018): 325–59. http://dx.doi.org/10.1177/1078087418773905.

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In the absence of consensus about which organizations matter or are the “right” manifestations of American regional intergovernmentalism scholarship has had to develop an imprecisely defined and tacitly circulated perception of regions and the cross-boundary organizations that embody them. Even where effort has been made to establish a broad and consistent definition for regional cross-boundary organizations these standards have been applied loosely and with notable exceptions. We argue that the lack of conceptual precision and consensus, to date, makes large-scale comparative research difficult and prone to potential blind spots. We offer a framework within which we can unify these different pieces. Rather than focusing on organization type, or geographical scales, we propose a system of identifying and studying regional organizations by five core attributes. We submit these regional intergovernmental organizations (RIGOs) as a conceptual lingua franca that transcends organizational nomenclature and statistical constructs and enables broad, methodologically rigorous, comparative research.
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Weibo, Zheng, Hao Dingding, and Zheng Lu. "Psychological Boundary Management, the Most Essential Source for Org-Improvement." International Journal of Information Systems in the Service Sector 12, no. 1 (January 2020): 67–74. http://dx.doi.org/10.4018/ijisss.2020010105.

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As globalization and IT application facilitate organizations to develop without boundary in the era of the Industrial Revolution, innovations and changes have become the new normal of organizations. In this background, psychological boundaries can help employees enhance their sense of identity and sense of belonging to the organization, which is an effective way to improve the organizational effectiveness and the most essential source for org-improvement. This paper teases out the domestic and foreign research results pertaining to the connotation, measurement, and influencing factors of psychological boundaries. The perspective of the psychological boundaries provides new ideas for the managers in the era of the Industrial Revolution to establish a long-term “Heart-Central” management mechanism which reveals the essence of management problems and leads management back to its origin.
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Kalkman, Jori Pascal. "Boundary spanners in crisis management." International Journal of Emergency Services 9, no. 2 (March 12, 2020): 233–44. http://dx.doi.org/10.1108/ijes-08-2019-0042.

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PurposeCrisis management increasingly requires coordination and collaboration between multiple organizations. This means that inter-organizational boundaries have to be spanned by dedicated organizational members (i.e. boundary spanners). This paper aims to describe which features facilitate the work of boundary spanners in crisis management.Design/methodology/approachA case study, consisting of 26 interviews, has been conducted in the Netherlands to explore how civilian and military representatives effectively spanned inter-organizational boundaries.FindingsFive features are identified that enable boundary spanners to improve crisis management coordination and collaboration. Boundary spanners are likely to be successful when they (1) serve long terms, (2) are sensitive to partners' concerns, (3) have considerable discretion, (4) are politically skilled and (5) prove influential in their own organization.Practical implicationsCrisis organizations can extend boundary spanners' term length, broaden their discretionary space and give them more influence to facilitate their work. Additionally, in the selection process, it would be well to choose organizational members who display a sensitivity to the interests of crisis partners and possess political skill.Originality/valueMultiple studies have reiterated the key role of boundary spanners in enabling crisis management coordination and collaboration. Yet, this study is the first to provide a systematic analysis of key features that help boundary spanners to reach this goal.
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Dissertations / Theses on the topic "Boundary organizations"

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Furulind, Johanna, and Olivia Sjöqvist. "The Uber Boundary : Contextualizing the Organizational Boundary of a Digital Platform Organization." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-388921.

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Digital platform organizations challenges the organizational landscape by utilizing technology enabling cost efficient transactions. Uber is a commonly known example of such an organization, where tensions have arisen in various local contexts due to that the organization draw their boundary tightly around the platform to the benefit of organizational efficiency. Uber has as a consequence, been highly questioned in its liability of their primary operations: Is it a technology platform, or a transportation firm?   This thesis sets out to answer:  How is the organizational boundary of Uber challenged in various local contexts? The purpose is to provide an explanation towards how the organizational boundary of a digital platform organization could be understood in relation to local context, and how it can or cannot evolve in regards to these contexts. The results show that context matters for the boundary of Uber. In addition, a pattern amongst the context specific events emerged influencing the boundary. These can be categorized into four configurations: Adjusting, Expanding, Withdrawing and Intertwining. Each of the configurations explain the underlying reasons for the varying fluctuations the boundary of Uber show, and thus answer how the organizational boundary of Uber is challenged in various local contexts.
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Hong, Hae-Jung. "Multiculturals in organizations : Their roles for organizational effectiveness." Thesis, Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2012. http://www.theses.fr/2012ESEC0005/document.

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Cette thèse explore le rôle de multiculturels dans les multinationales. Les multiculturels sont connus pour leur compétence et leur potentiel culturels susceptibles de contribuer à l’efficacité d’une organisation. Peu d’études à ce jour ont examiné les multiculturels dans les multinationales et pratiquement aucune recherche n’a essayé de comprendre le rôle des multiculturels dans la facilitation d’un processus de travail d’équipe efficace. En vue d’étudier un phénomène qui n’a pas été suffisamment scruté, cette dissertation a mobilisé un travail de terrain ethnographique dans deux multinationales importantes sur une période de 10 mois. Elle étudie les rôles de multiculturels dans des équipes mondiales en se référant à trois contextes : (1) la compétence multiculturelle et son impact sur l’efficacité de l’équipe ; (2) comment les multiculturels influencent les processus de travail d’équipe ; (3) en quoi et comment des facteurs liés au contexte affectent l’aptitude des multiculturels à jouer des rôles
This dissertation explores multiculturals in global corporations. To date, limited research helps us understand the role of multicultural individuals in facilitating the effective functioning of global teams. To investigate this under-examined phenomenon, this dissertation presents the first empirical study of the roles of multiculturals in organizations by facilitating 10-month ethnographic field work in two MNCs: a leading cosmetic MNC and an auditing and consulting MNC. This dissertation comprises three papers. The first paper develops the theoretical model of bicultural competence and its impact on multicultural team effectiveness. I define bicultural competence, determine its antecedents, and identify two roles that bi/multiculturals might play in promoting multicultural team effectiveness: boundary spanner and conflict mediator. The second paper examines multiculturals’ cultural brokerage role for team work processes in global new product development teams: how multiculturals influence teams’ knowledge processes and handle cross-cultural conflicts (not only collocated but also virtual between corporate headquarters and local subsidiaries). Multiculturals play a critical role that influence knowledge processes and cross-cultural conflict management within global teams where cultural and national heterogeneity seems more complicated than organizational researchers have recognized to date. The third paper investigates boundary conditions and how they impact multiculturals to enact their roles. I compare and contrast multiculturals in two MNCs in different industries. In particular, I identify boundary conditions that have impact on multiculturals in three levels of analysis: organizational; team; individual. Furthermore, I propose what factors challenge or enable multiculturals and accordingly, how multiculturals overcome challenges and use given opportunities in order to perform effectively or yield such challenges in organizations
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Bonaccorsi, Richard J. "BREAKTHROUGH TEAMS & INNOVATION IN ORBIT:ENTREPRENEURIAL GROUP INITIATIVES IN ESTABLISHED ORGANIZATIONS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=case160579351029589.

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Jun, Kiho. "BOUNDARY SPANNING AND LEADERSHIP PERCEPTIONS IN CREATIVE ORGANIZATIONS: EVIDENCE FROM FOUR ORCHESTRAS." UKnowledge, 2018. https://uknowledge.uky.edu/management_etds/12.

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My research examines the importance of a particular form of cross-group brokerage in social networks wherein a person represents a bridge between his or her group and people belonging to a different group. Prior research on network brokerage and leadership emergence has failed to distinguish between brokerage in general and the kind of boundary-spanning between groups that is the focus of my research. Moreover, what we currently know about social network brokerage and leadership emergence comes either from highly abstracted laboratory-based work, or it comes research in relatively traditional work organizations with clear formal structures. It is unclear whether prior research from traditional organizational settings can be applied to nontraditional organizations in the so-called “creative industries,” which are the focus of my research. The core hypotheses my research examines are: (1) Do individuals whose friendship networks help them bridge between groups emerge as leaders in the eyes of others? And (2) Are people who are socially perceptive and socially skilled better at leveraging such boundary-spanning positions to win nominations of leadership from others? Data from the study come from interview and survey data from four different musical orchestras based in Korea.
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LaBelle, Antoinette E. "Nonprofit Leaders and their Organizations: Routes to and Repertoires for Effectiveness." Case Western Reserve University Doctor of Management / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1568731826882939.

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Crocker, John Timothy. "Organizational Arrangements for the Provision of Cross-Boundary Transport Infrastructure and Services." Diss., Georgia Institute of Technology, 2007. http://hdl.handle.net/1853/14648.

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Construction and operation of cross-boundary transportation infrastructure is a challenge at the local, state, and international levels. Trends in travel patterns show increases in travel demand in both the United States and Europe resulting in greater attention to cross-boundary infrastructure and services. In the United States, this challenge has arisen most frequently in provision regional transit services and infrastructure while Europe is faced with a challenge of connecting its member-states. One question that remains unknown is whether when governments are faced with providing cross-boundary infrastructure or services, do they develop similar organizational arrangements when meeting these challenges regardless of what level of government is involved? This research asks whether governments at all levels of governance develop similar organizational solutions in the construction and operation of transport infrastructure. This question is answered through an examination of regional transit provision in seven U.S. metropolitan areas, six commuter rail systems in the United States, a series of bi-state river highway bridges in the United States, and five cross-border segments of the Trans-European Transport Network in the European Union, three similar organizational arrangements types were found to govern cross-boundary provision of transportation infrastructure and/or services. These three types, an independent entity, an intergovernmental agreement or contract, or direct financial payment, were found at all levels of governance. The research suggests that there is a relationship between the complexity of the service involved the level of financial control indicating that more complex operations such as network of services requiring day-to-day operation tend to be arranged as independent entities with various levels of public and/or private financing.
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Stan, Simona. "Boundary spanner consumption of organizationally provided support services : a communication/socialization perspective /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025652.

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Babcock, Matthew. "Exploring and Bridging Group Divides in Climate Communications." Research Showcase @ CMU, 2017. http://repository.cmu.edu/dissertations/871.

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At the same time that additional coordination and cooperation between involved stakeholder groups is required more than ever to respond to changing environmental and socio-economic conditions, there has been an increasing trend of polarization across several important social divides (scientists/local actors, urban/rural, and political partisanship). Boundary organizations and boundary chains have been promoted as ways to help mitigate the problematic effects these divisions have on the successful communication of climate adaptation information in the water management sector. In this dissertation, I present three studies that were conducted in two regions to further explore stakeholder groups and the boundary chains that connect them. Both areas (Guanacaste, Costa Rica and Montana, USA) are historically agricultural regions experiencing ongoing environmental and socio-economic shifts. A mental models approach involving the use of interviews and surveys was used in each study area. The first two studies were conducted in Guanacaste and focused on comparing stakeholder group perceptions of their water system and hydro-climate information and on the differences in trust in forecast sources and its impact on forecast use. The results of these studies suggest that there is a distinction between the perceptions of larger stakeholder groups (e.g. government agencies or large farmers) and smaller groups (e.g. local water committees), and that this division suggests a need for boundary-type translation work. The third study was conducted in Montana with a focus on what communication strategies are used by, and what prompts engagement with, a boundary chain connecting rural agriculturalists to urban scientists. The results show that members of the network generally agree that for successful communication it is important both to not engage in ways viewed as attacks on agriculture and to make attempts to understand and respect local agricultural contexts. While there is some tension in the network, overall “buy-in” to the goal of bridging divides appears to be a common reason for engagement. In addition, organizations engage with the boundary chain for both the opportunity to connect to others and because of the need for translation between the concerns and logistics of different groups.
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Linkins, Kathy L. "Modeling the Role of Boundary Spanners-in-Practice in the Nondeterministic Model of Engineering Design Activity." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc848187/.

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Boundary spanners-in-practice are individuals who inhabit more than one social world and bring overlapping place perspectives to bear on the function(s) performed within and across each world. Different from nominated boundary spanners, they are practitioners responsible for the 'translation' of each small world's perspectives thereby increasing collaboration effectiveness to permit the small worlds to work synergistically. The literature on Knowledge Management (KM) has emphasized the organizational importance of individuals performing boundary spanning roles by resolving cross-cultural and cross-organizational knowledge system conflicts helping teams pursue common goals through creation of "joint fields" - a third dimension that is co-jointly developed between the two fields or dimensions that the boundary spanner works to bridge. The Copeland and O'Connor Nondeterministic Model of Engineering Design Activity was utilized as the foundation to develop models of communication mechanics and dynamics when multiple simultaneous interactions of the single nondeterministic user model, the BSIP and two Subject Matter Experts (SMEs), engage during design activity in the Problem-Solving Space. The Problem-Solving Space defines the path through the volumes of plausible answers or 'solution spaces' that will satisfice the problem presented to the BSIP and SMEs. Further model refinement was performed to represent expertise seeking behaviors and the physical and mental models constructed by boundary spanners-in-practice during knowledge domain mapping. This was performed by mapping the three levels of communication complexity (transfer, translation and transformation) to each knowledge boundary (syntactic, semantic and pragmatic) that must be bridged during knowledge domain mapping.
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Krigsman, Carl, and Armin Zahirovic. "Knowledge transfer in IT-Service organizations : A qualitative case study researching a boundary object theory perspective on knowledge transfer through information systems, in an ITIL context." Thesis, Linköpings universitet, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-160544.

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Knowledge management is seen as a hot topic in order for organizations to become effective and utilize the knowledge residing within the organization. The most important factor in knowledge management is believed to be the knowledge transfer, which is the process of transferring knowledge between two parties. A context in which knowledge and knowledge transfer are especially important is within the best practice framework ‘ITIL’ and IT-service organizations. Therefore, the purpose with this study is to analyze how knowledge is transferred through information systems in an ITIL organization, and how the transfer process can be further understood by incorporating individual perspectives on knowledge. Besides that, our purpose is to identify factors influencing the knowledge transfer from both the organizations and the ITIL framework. The reason for this is that knowledge transfer through information systems in an ITIL context is rather underexplored, previous research regarding this is mainly focusing on putting knowledge in repositories and make it available, which is believed to create certain implications regarding the individual perspective in the creation and transfer of knowledge through information systems. These implications are something that has not been explored, which is a knowledge gap we intend to fill with this thesis. That is why we have constructed three research questions regarding how the organizations understand what valuable knowledge is, what factors that is influencing their knowledge transfer, and how these previously individual aspects can be further understood by applying the boundary object theory on knowledge transfer through information systems. From a multi case study with semi structured interviews we could collect a valuable collection of empirical data, that was collected from six respondents representing three organizations. By applying the interpretive and social constructivist research philosophy with an abductive methodological approach, previous research and the boundary object theory in combination with the theory of knowledge creation we could analyze our empirical data. Our study shows that the perspective on valuable knowledge is something with direct relation to ITIL, and highly connected to what its contribution is to the core business that the IT-service organization is helping. Valuable knowledge is also seen as stored knowledge. We can from our study also see that there are four predominant forces influencing the knowledge transfer process. We identified that the overall perspective on what knowledge is in the organization, how and what the organization values as knowledge, the ITIL framework and their knowledge management strategy directly influenced knowledge transfer. Our main finding in this study is that when organizations are transferring knowledge through information systems the individual perspective on both knowledge, knowledge creation and the knowledge transfer is one of the most important to keep in mind. The knowledge in the information systems is a way to communicate among individuals, and a way to translate one individual’s knowledge to another, hence is the individual creating the knowledge an important factor to acknowledge. We can see that aspects such as experiences, skills, insights, purposes, perspectives and contextual understandings highly influence the knowledge being created, hence the possibility to create rich knowledge at the receiver of knowledge. These aspects also influence whether the stored knowledge has any tacit elements, which seems to facilitate learning more for the receiving individual.
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Books on the topic "Boundary organizations"

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Sahadev, Sunil, Keyoor Purani, and Neeru Malhotra, eds. Boundary Spanning Elements and the Marketing Function in Organizations. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-13440-6.

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Donna, Chrobot-Mason, ed. Boundary spanning leadership: Six practices for solving problems, driving innovation, and transforming organizations. New York: McGraw-Hill, 2011.

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Hult, G. Tomas M. Boundary-Spanning Marketing Organization. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-3819-9.

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Hult, G. Tomas M. Boundary-spanning marketing organization: A theory and insights from 31 organization theories. New York: Springer, 2011.

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Carley, Patricia. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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Carley, Patricia. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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United States Institute of Peace., ed. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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Carley, Patricia. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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Carley, Patricia. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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Carley, Patricia. Self-determination: Sovereignty, territorial integrity, and the right to secession. Washington, DC (1550 M St., NW, Suite 700, Washington 20005-1708): U.S. Institute of Peace, 1996.

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Book chapters on the topic "Boundary organizations"

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Gorman, Michael E. "Boundary Organizations." In Handbook of Science and Technology Convergence, 729–41. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-07052-0_46.

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Gorman, Michael E. "Boundary Organizations." In Handbook of Science and Technology Convergence, 1–10. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-04033-2_46-1.

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Lemos, Maria Carmen, and Christine Kirchhoff. "Boundary organizations." In Essential Concepts of Global Environmental Governance, 25–26. Second edition. | Abingdon, Oxon; New York: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780367816681-11.

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Jevnaker, Birgit H. "Industrial Designers as Boundary Workers." In Managing Boundaries in Organizations, 110–28. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_7.

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Okada, Ellie. "Translational Science and Boundary Conceptualization." In Management of Knowledge-Intensive Organizations, 27–54. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97373-9_2.

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Eddy-Spicer, David H., and Chris James. "Boundary Perspectives on Schools as Organizations." In The SAGE Handbook of School Organization, 228–48. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2019. http://dx.doi.org/10.4135/9781526465542.n14.

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Lindberg, Kajsa, Alexander Styhre, and Lars Walter. "Coordinating Care Paths: The Patient as a Boundary Object." In Assembling Health Care Organizations, 75–98. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137024640_4.

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Wels, Harry. "Formidable Fences: Organizational Cooperation and Boundary Bullies in Zimbabwe." In Managing Boundaries in Organizations, 211–25. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_12.

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Shamir, Boas, and Yael Melnik. "Some Organizational Consequences of Cultural Differences in Boundary Permeability." In Managing Boundaries in Organizations, 281–301. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_16.

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Nippert-Eng, Christena. "Drawing the Line: Organizations and the Boundary Work of “Home” and “Work”." In Managing Boundaries in Organizations, 262–80. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_15.

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Conference papers on the topic "Boundary organizations"

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A. McDaniel, Elizabeth. "Facilitating Cross-Boundary Leadership in Emerging E-Government Leaders." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2606.

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To achieve the vision of E-government organizations across the federal, state, and local government are challenged to improve efficiency and effectiveness, and to afford citizens the same access to information and services they have come to expect from E-business. E-government also has the potential to foster participation in governance. To achieve E-government objectives, leaders must collaborate across boundaries with their counterparts in other departments, organizations, and levels of government. In 2002, the Information Resources Management College, National Defense University began focusing on the development of cross-boundary leadership as the foundation of its new E- government Leadership Certificate.
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Chongthammakun, Radaphat, and Steven J. Jackson. "Boundary Objects, Agents, and Organizations: Lessons from E-Document System Development in Thailand." In 2012 45th Hawaii International Conference on System Sciences (HICSS). IEEE, 2012. http://dx.doi.org/10.1109/hicss.2012.133.

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Hanaoka, Sho, and Tatsumi Shimada. "Using IT to Improve Communication between Boundaries of Organizations: Case Studies in Japanese Companies )." In 2001 Informing Science Conference. Informing Science Institute, 2001. http://dx.doi.org/10.28945/2418.

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Most Japanese comoanies are facina difficulties caused from a lona term recession of Japanese economy, olaaued with such auestions as how to accelerate decision makina process, how to make orooer iudaments in decision, and how to predict the future trends of concerned industry, etc. There are two main causes of these difficulties now facina most Japanese comoanies usina the traditional so-called "Japanese manaaement style." The first notable characteristic is the "middle uo down" decision-makina process, which is supported by mutual consent of all belonainas to numerous arouos or oraanizations in the same company. The second is each arouo or oraanization has its own peculiar knowledae tacit to them, called "tacit knowledge." The oressina need for most Japanese comoanies is to auicken the decision-makina process by furtherina the advantaaes and reassessina the disadvantaaes of aainina access to knowledae or information of each or oraanization. In this oaoer, first, we clarified the basic structure of the traditional decision-makina process in Japan. Then second, we described the mechanism of sharina information across the arouos or oraanizations each havina its own boundary. Finally, we discussed the use of IT to cross the boundary of arouos to effectively to auicken and to share communications in the decision-makina process in the future of Japanese industries.
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Sachenko, Larisa. "Organizational resilience. Cost optimization approaches." In International Conference "Computing for Physics and Technology - CPT2020". Bryansk State Technical University, 2020. http://dx.doi.org/10.30987/conferencearticle_5fce27718a8596.60663534.

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The article considers the possibility of applying the theoretical concept of resilience to the optimization of activities to improve the resilience of organizations. For this purpose, various approaches to the concept of resilience and its practical implementation are analyzed. The generalizing point for these approaches is the understanding of resilience as the degree of readiness to respond adequately to unforeseen events and circumstances. Thus for organizations, resilience is cognate to risk management. In order to optimize costs, the analysis of the relation between these types of activities was carried out. Based on the definition of resilience as a component of risk management, a multi-level approach to optimizing the cost of improving the resilience of organizations is proposed. In this approach, the most effective measures to improve resilience are selected end-to-end, while increasing the scope of the task consistently: from the level of specific activities to the analysis of interactions between organizations. This reduces the impact of uncertainty on risk-based decisions by maximizing consideration of factors and boundary conditions.
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Barnard, Jason M. "Propagating ASME PCC-1 Appendix A Compliance." In ASME 2016 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/pvp2016-63228.

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In November 2013 the revised ASME PCC-1 “Guidelines for Pressure Boundary Bolted Joint Assembly” were published including Appendix A, “Training and Qualification of Bolted Joint Assembly Personnel.” This Appendix outlines a training, examination and qualification system for ensuring a consistent level of knowledge and experience for bolting assemblers and specialists working on bolted flange joint assemblies. The ultimate objective is a mobile workforce capable of bolting ASME plant with a minimum performance standard safely and with no subsequent leaks. Major operators and contractors involved in oil and gas, petrochemical and power generation, or any industry that uses bolted flange joint assemblies, can benefit from PCC-1. Benefit recognition has begun with operators now specifying PCC-1 compliance in their procedures and bid packages. However, nearly three years after the introduction of Appendix A the number of Qualifying Organizations approved to deliver the program and individuals qualified via these programs remains stubbornly small in comparison with other programs and insufficient to meet the future safety demands of the industry or the objective of PCC-1 and Appendix A. This technical paper reviews key elements of Appendix A, compares Appendix A with other international qualifications and suggests recommendations intended to increase recognition and compliance with these guidelines. The recommendations and expected benefits follow from an extensive review of work by other organizations and published data concerned to reduce recorded leaks from bolted joints, including: a) Implementation lessons learned from a Qualifying Organization and Review Organization. b) Current international qualifications and the differing routes to achieve each qualification including: 1) ASME PCC-1 Appendix A Training and Qualification of Bolted Joint Assembly Personnel. 2) European standard EN1591-4 Qualification of personnel competency in the assembly of the bolted connections of critical service pressurized systems. 3) Engineering Construction Industry Training Board (ECITB) Mechanical Joint Integrity (MJI) technical training standards and Step Change in Safety Mechanical Joint Integrity Route to Competence Guidance 4) Additional country specific qualifications c) Program effectiveness study of the Engineering Construction Industry Training Board (ECITB) Mechanical Joint Integrity (MJI) program and the Step Change in Safety Hydrocarbon Release (HCR) model set up to achieve leak reduction in the UK North Sea sector. Finally, the paper will conclude with outlining the benefits to be gained globally through standardization of international qualification programs to enable true portability including: a) The need to increase the number of auditable Qualifying Organizations able to deliver the program, qualify individuals and engage operator/contractors in the process. b) Importance of effective communication and summary of the guidelines.
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Yang, Bo, and Maoshan Qiang. "Notice of Retraction: Influence of Organizational Boundary on Psychological Empowerment in Multi-organization Network." In 2009 Fifth International Conference on Natural Computation (ICNC 2009). IEEE, 2009. http://dx.doi.org/10.1109/icnc.2009.471.

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Good, B., C. Ng, W. Bamford, and J. Broussard. "Welding Residual Stress Modeling Benchmark Comparison Study." In ASME 2011 Pressure Vessels and Piping Conference. ASMEDC, 2011. http://dx.doi.org/10.1115/pvp2011-57825.

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Welding residual stress modeling is currently performed by researchers around the world using a wide variety of modeling methods to predict the final stress state of a completed weld. Among the key modeling assumptions used to perform a residual stress simulation are: • The geometric setup of the model, including boundary condition and assumptions. • The thermal and structural model simulating the welding process including lumping of weld passes. • The strain hardening input properties and hardening law. Researchers from Dominion Engineering, Inc. (DEI) and Westinghouse Electric Co. (WEC) have performed a benchmark comparison studying these key modeling assumptions and their results on the predicted welding residual stress distributions. Researchers from DEI and WEC have completed independent studies to validate their respective methods for calculating residual weld stress. In addition to the comparative evaluation, brief descriptions of the individual validations will be included in this paper. The weldment selected for evaluation is a typical reactor pressure vessel (RPV) outlet nozzle dissimilar metal safe end weld in a pressurized water reactor plant. This weld joins a low alloy steel nozzle to a stainless steel safe end using Alloy 182 weld material; this weld is completed in the manufacturing shop. The safe end is then field welded to the stainless steel reactor coolant loop piping. The residual stress distributions in the dissimilar metal welds, like the one selected, are important in predicting stress corrosion crack growth in Reactor Coolant System (RCS) components. The fabrication drawings for the selected RPV outlet nozzle were provided to both organizations, and independent residual stress simulations were performed using the best effort modeling techniques from each organization. This paper investigates the impact of the key modeling assumptions described above on the differences in the predicted welding residual stress distributions between the two simulation techniques. The results from the modeling comparison are provided in this paper.
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Ezekoye, L. Ike, Mark Rain, and Theodore E. Thygesen. "Check Valves in Nuclear Power Plants: ASME OM Code Requirements and Industry Compliance." In ASME 2020 Pressure Vessels & Piping Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/pvp2020-21315.

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Abstract Nuclear power plants use lots of valves in different applications. Each valve type has specific tasks to perform. The vast majority of safety related valves are monitored during plant operation to ensure they are operable and can be relied upon to do their design functions. Unfortunately, check valves do not fall in the category of valves that can be readily monitored because of how they are designed; usually with all operating components internal to the pressure boundary. Since they are not easily monitored externally, plant operators typically disassemble and inspect them to assess the internal conditions and determine what actions to take, which can be either repair, replace, or use as found. However, not all check valves get inspected for a number of reasons resulting in some valves running to failure. In this paper, the authors present actions the nuclear industry has used to comply with ASME OM Code requirements (8) on check valves and US NRC regulatory activities in this area. The paper also covers the role the nuclear industry and other organizations have played to improve check valve reliability.
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Zaeh, Michael F., Stefan Lutzmann, Gregor Branner, and Gerhard Strasser. "Solutions for Modelling the Energy Input in Electron Beam Material Processing." In ASME 2008 9th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2008. http://dx.doi.org/10.1115/esda2008-59539.

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Additive Layer manufacturing methods constitute an interesting alternative with respect to the production of small series and customized products. Among other advantages, these methods offer an extensive flexibility concerning end customer parts (Rapid Manufacturing) or tools for prototypes and small batches (Rapid Tooling). Up to recent years, machines using laser beams for the solidification of powder material, e.g. Selective Laser Melting, were available on the world market. However, the extensive use of the electron beam in manufacturing processes like welding or perforating revealed its considerable potentials. These are, among others, fast beam deflection, high beam power density as well as high efficiency. Therefore, commercial organizations and research institutions like the iwb make use of this energy source in additive layer manufacturing. The resulting technology Electron Beam Sintering (EBS) is characterized by a complex interaction of various process parameters. In this paper, methods of numerical simulation are used in order to model the process sequence of solidification and to define the governing factors. The heat transfer into the powder bed has been identified as a vital aspect concerning the process stability and the resulting part quality. Therefore, the interaction between beam and powder material is being examined in detail. First, the process is subdivided into discretized solidification steps which enable the definition of a certain system boundary. Second, the determining differential equations are being formed and, due to various boundary conditions, solved using a commercially available software package, implying the Finite Element Method (FEM). Third, the necessary energy input into the powder can be determined and finally, experimental series are being conducted in order to validate the numerical results and identify optimum process parameters.
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McCreery, John, and Lynda Aiman-Smith. "Organizational boundary spanners — identifying competencies and gaps." In Technology. IEEE, 2008. http://dx.doi.org/10.1109/picmet.2008.4599867.

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Reports on the topic "Boundary organizations"

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Lee, Lance, David Horth, and Chris Ernst. Boundary Spanning in Action: Tactics for Transforming Today's Borders into Tomorrow's Frontiers. Center for Creative Leadership, 2014. http://dx.doi.org/10.35613/ccl.2014.2044.

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In this restless world, leaders face complex challenges that can be solved only by building bridges across expansive boundaries. In this second of two CCL white papers on boundary spanning, we share some success stories and outline some tactics that you can use right away to bridge boundaries in your organization.
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